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    Amy Skyles

    Hi Erin,

    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.

    Kindly,

    Amy 

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    Christina McAlmond

    Hey Amy- I noticed it's been a while, can you provide an update on how the tool is working for you now?

     

    Thanks in advance for any insight! 

    Christina

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    Amy Skyles

    Hi Christina,

    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.

    Best,

    Amy

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    Kinga Gołębiowska

    Hi Christina, 

    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. 

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