This is a two-part question.
- I'm looking for best practices to train managers and employees on Perform. What tips, tricks, dos, don'ts can you provide based on experience, user feedback, and Perform functionality?
- I'm looking for the best uses of Perform. How has your company maximized the Perform functionality? What is working well? What is not working as expected? Anything you highly recommend or that has been extremely useful in any regard?
- Any insight on using the goals? Are you using a specific format with certain criteria? A certain goal format like SMART, CLEAR, or FAST?
We plan to use Perform to capture overall proficiency levels for critical competencies for success to identify where we have performance (KSA) gaps and where we have performance (KSA) strength or what we'll refer to as Expert proficiency, so we can leverage those employees in a greater capacity to balance the gap.
Thinking ahead once we get this established, it'd be really great to allow managers to have visibility to employee's competency proficiency for internal interviewing purposes.