A clear goal set by mutual agreement is important for calculating performance-oriented components of compensation. How well individual goals and targets derived from company goals have been achieved can be measured at any time because the process is transparent. But the process around the goal-setting interview has the potential to increase motivation among employees, to inspire them to go the extra mile. So the success of the company will be noticeably increased.
In the context of goal-setting the software gives the employee a transparent view of the objectives of the company and/or the team. The employee can identify where and how they can make the greatest contribution to achieving a goal, and she can set her own tasks and objectives. Involve your employees and raise their performance as a result.
The employee is empowered to define her objective as a contribution to the success of the company.
In a simple process, objectives can be listed and documented at any time; goals can be approved and evaluated at a later stage.
To get 360°-feedback of your employees, it helps if you have the critical assessment and feedback from a third party, as an external perspective can be more valuable than the assessment by the line manager themselves. Colleagues, project team members or project managers can often judge the work of an employee better, because they have direct experience of working on cross-divisional or inter-company projects. Direct feedback will be taken more seriously and generates motivation for further professional development. The software allows swift assessment by a third party – all you have to do is send a link by e-mail and you will receive feedback immediately.
Select in a matter of clicks the employee who is due for appraisal and go directly to her profile page.
Every employee can request a third-party appraisal as necessary.
In a highly dynamic and innovative environment, external employees have become regular members of project teams and they can be integrated into the appraisal process – as givers or receivers of feedback. Because external employees want to grow and develop, too, and they draw motivation from the appraisal and the feedback from colleagues. What’s more, appraisal by external experts provides transparency for HR, Purchasing and Management. The appraisal process also gives you an opportunity to select the right managers for future projects.
All external employees, complete with detailed information and appraisal, at a single glance.
Managers have at their fingertips, by means of analyses in graph and chart form, accurate information about how well employees are achieving set objectives. With one click of the mouse you can check goals that are at risk and take action accordingly. Reports, checklists and reminders support the manager and allow them to concentrate on the job they are really meant to do.
Employee objective status at a glance.
Compare at a glance performance and the potential of your employees.
What is it? How Does it Work?
The Most Significant Key Performance Indicators
"We think the uncomplicated integration of managers, which is particularly important in decentralized company structures, is great. Simple, efficient and great value for money."
"A simple system that can adjust for the unexpected, and which does not restrict the user unnecessarily, but actually supports him in daily work."
"We significantly reduced our time-to-hire, i.e. the time from advertising the job to actually hiring the selected candidate, from 121 to 17, on average, between March and October 2011."
"This was one of the few IT projects that was successful right after its introduction. The introduction was an automatic success."
"The software can be tailored perfectly to the individual requirements and thus offers the highest possible degree of efficiency and flexibility."