I'm curious if anyone using performance conversations can tell me how often and how long their cycles are. Please feel free to share here or email me at firstname.lastname@example.org.
We have not opened up the new PC tool yet. We are waiting until next month. We have never been able to make use of the scheduling feature because of the way we do our reviews. Since launching Perform a year ago, we have been encouraging a minimum of monthly reviews with quarterly check-ins. The problem is that we still have one review that is annually tied to an employee's merit increase and it depends on the employee's hire month, so everyone is different. The "annual" review has different questions from the quarterly reviews so it's a little tricky to administer. We are hoping the new tool will help with this. We have been able to give Bridge lots of feedback (aka we are squeaky wheels) and I'm glad to see that the tool keeps evolving.
It's still a little clunky and manual. We are setting up one monthly cycle for the "annual" review that is connected to each employee's merit raise. Since it's one a month, that means it has to be set up three times per quarter. There is another group with most other employees who are in a "regular" quarterly cycle. We also have a group for anyone who is hitting their first six months because we have a special review at the initial six months of employment. And finally, we are starting to work on a process to review interns, because they have very different employment cycles.
We also have lots of manager changes throughout a cycle. At first that was a nightmare, but it is getting better since we are now able to make the changes manually.
We are using PC module for a year now (organisation size - approximately 900 people) - we tried different approach (customized cycles for each team) but eventually we go with 4 cycles per year (we have performance review conversation per quarter) that last 3 months - this gives our users flexibility to plan it whenever it suits them as long as it's in a certain quarter. On top of that we have a separate cycles for Newbies - with shorter agenda for PCs, set up after every onboarding.
First of all, I was happy to see a company of your size being able to utilize the PC module. We are still creating Annual PC's based on hire dates as well the quarterly PCs. The problem is managers are getting confused =) We've tried seperate cycles for quarterly, annual, and 6month- still confused. Were now trying the combined method of annuals and quarterly- did not help the confusion.
I'm curious how you keep it all progressing with your teams? And if there are merits tied to any of the PCs, how do you process them using the info collected from Bridge?
Would you like to connect via Teams? Happy to chat!
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