This article provides concrete examples of how to use the Performance area for different use cases. You can use these examples as inspiration on how to successfully manage Performance in your company.

Example 1: End of probation review cycle

Use case: a few employees in your organization are approaching the end of their probation period. You need to assess their performance to decide whether they have passed probation or not.

 

1.Create feedback forms

To make sure your employees can choose how to structure their feedback, create different feedback forms. 

You can use the following templates. They will be available to use when creating the performance review cycle.

EMPLOYEE SELF-REFLECTION

Questions	Types of answer
Looking back over the past 6 months, where have you seen yourself excel, and in addition, how did you contribute to your team's success?	Open text
Looking back over the past 6 months, what were areas and situations which were challenging for you? Consequently, which skills would you like to improve?	Open text
Overall, how would you rate your performance over the past 6 months? Critical Needs improvement Matches expectations Exceeds expectations Outstanding Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Scale
How can your direct manager support you?	Open text
Do you need additional training for your role? (Please add a comment of what trainings you would like to undertake) Yes No Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Binary

 

PROBATION FEEDBACK

Questions	Types of answer
Summary of progress through probation Answering this question is mandatory.	Open text
Quality and Accuracy of Work Improvement required Acceptable Strong Exceptional Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Scale
Work relationships (teamwork and communication) Improvement required Acceptable Strong Exceptional Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Scale
Areas of improvement Answering this question is mandatory.	Open Text
Overall Standing	Traffic Light

 

SUPERVISOR FEEDBACK

Questions	Types of answer
How would you assess their collaboration and teamwork? Critical Needs improvement Matches expectations Exceeds expectations Outstanding Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Scale
How would you assess their motivation? Critical Needs improvement Matches expectations Exceeds expectations Outstanding Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Scale
How would you assess their problem-solving skills? Critical Needs improvement Matches expectations Exceeds expectations Outstanding Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Scale
Looking back over the past 6 months, what have they excelled at, and in addition, how did they contribute to the team's success? Answering this question is mandatory.	Open Text
Looking back over the past 6 months, where do you think are their areas of improvement? Answering this question is mandatory.	Open Text
Are there additional trainings that you would suggest? (Please add a comment of what trainings you would like to have) Yes No Allow evaluators to provide a comment on the option they chose. Answering this question is mandatory.	Binary

 

2.Create a dedicated performance review cycle

After you have created the feedback forms, you can create a performance review cycle including the employees that are near the end of their probation period.

1. Name the cycle accordingly (for example: End of probation - Sales - 2023).
2. Select the relevant employees, using the Start date filter.
3. Select the type of reviews that are relevant for this cycle: Manager, Self, Peer, upward review.
4. Select the right form for each review type. For example, if you created an "Employee self reflection" form, select it under Self review.
5. Set due dates and reminders. Launch the cycle.

 

3.Gather continuous feedback on the relevant employees

Encourage the employees in the cycle to request continuous feedback from a few peers of their choice. This will give you a better overview of their work in the past few months, and the relationships they have established within the organization.

 

4.Evaluate the performance of the employees

The first tool you can use to assess the results of the review cycle is the analytics tab.

It offers an overview of all the ratings that managers gave their direct reports, within a specific performance review cycle. It also shows each employee in the cycle, and their rating.

You can see patterns, highlights and potential areas of improvement at a glance.

 

Additionally, you can do the following:

• Under Performance > Cycles, export all reviews in the review cycle. You can then share them with your collaborators.
• Under Performance > Feedback, view all the employee's feedback. Use the filters at the top of the page to display the relevant feedback only.

 

5.Schedule performance meetings

To discuss the cycle results with your employees, schedule performance meetings within your review cycle:

1. Navigate to Performance > Cycles.
2. Click the name of the relevant cycle (for example, "End of Probation - Sales - 2023").
3. Next to the name of the relevant employee, click Schedule meeting.
4. Define the meeting details (name, time, place).
5. Add additional participants. Select the relevant managers and collaborators.

Tip
The meeting details page contains links to the reviews of the cycle. Use the reviews to drive the conversation during the meeting.

 

Example 2: Goals for the sales department

Use case: you need to set quarterly goals for your sales department. You want the team to increase the revenue for the next semester by one million.

You can bulk create goals for your sales department in one go. To do so, follow these steps:

 

1.Define the goals details

1. Navigate to Performance > Goals. Click Create new goal.
   
2. Define the name of the goal. For example, "Revenue target for H2 2023".
3. Under Time frame, select Half Year.
4. Optional: select Allow employee to edit details of this goal.
5. Under Additional settings, select Enable custom weights.

 

2.Create subgoals

▶︎ Under Subgoal details, click Add subgoal to track progress on the goal. For example:

Name	Measurement	Category
Increase upselling by 40%	Percentage	Team
Increase number of leads	Number	Team
Research customer needs	Qualitative	Individual

 

▶︎ Under Edit weights, choose the importance of each subgoal in reaching the goal.

Tip:
You can define only some of the weights, and leave the rest undefined. This allows your employees to determine the weight of some of the subgoals themselves.

 

3.Assign the goals

Under Choose employees, click Filters. You can select the employees working in sales by using the Department filter.

Under Preview, you can now review your settings, and create the goals.

Tip To reward your employees based on their performance, you can link their goals to a salary bonus.

 

4.Request a signature on the goals

You can formally agree with your employees on the goals you have assigned them. To do so for each relevant employee, follow these steps:

1. Export the goal as a PDF into the Documents tab in the employee profile
2. Request a signature of both parties via the e-Signature functionality.

 

Example 3: Support during onboarding

Use case: you need to support the onboarding phase for a new group of employees. To ensure a smooth onboarding transition, you can proceed as follows.

 

Create courses and sessions

To help your onboarding employees, you can create a set of courses and sessions.

Here follow a few examples of onboarding courses and sessions:

Course	Sessions	Participants
Team introduction	Meet the team	The employee's team; the supervisor
	Team structure, goals and responsibilities	The employee and their supervisor
Company processes	Set up your profiles	The employee and a representative from the IT department
Systems and tools	Introduction to our tools: A	The onboarding employee and a relevant senior employee
	Introduction to our tools: B	The onboarding employee and a relevant senior employee
	Introduction to our tools: C	The onboarding employee and a relevant senior employee

 

Tips
▶︎ When adding employees to the training session, you can filter them by Hire date. This will allow you to select the onboarding employees only.
▶︎ Some training sessions can be optional. You can create training sessions that are open to self enrollment, and let the employees decide whether to participate or not.