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A few improvements here and a few additions there!
With the New Year review cycles approaching, we’ve made a few tweaks to the system. Kudos to our valuable customers’ feedback & dedicated developers. The new features provide more customization, ease of use, effective goals management and an overall new-look dashboard.
Your reviews are now more YOURS!
1. We all have distinct names to differentiate ourselves then why not use the same for your reviews! You now have an optional field to add a ‘Title’ to each review. However, if this field is left empty, session dates will appear as Title. For organizations with round-the-year multiple reviews, there is no more getting confused with numbers representing a particular review.
2. We’ve also added the functionality to provide special instructions with a review. The Instructions field comes equipped with a handy HTML Editor that allows for text formatting (bold, italics, bullets, and numbers) and a smarter-than-your-average spellchecker. Your instructions will appear to the reviewers before they start performing the review.
3. Now you also have the ability to discuss a completed review on paper with the reviewee, before actually submitting it. A print icon is integrated on the same page where you perform the review. Go ahead and let them know why you’re going to say what you’re going to say!
Make sure they hear it right!
We’ve enhanced the goal priority scale by adding Blocker to it. This top priority rating is color coded to ensure that the employees never miss what’s most important for the management.
New Dashboard!
New Year, New Look! That’s NOT what we promised ever but bringing a little pleasant change is always refreshing for the employees. So we’ve designed a new dashboard interface to make things more visible. But personalization IS so users can define their selection of choice (Old or New) from their settings panel.
Happy Reviewing!
Module Level Configurations
Now Admin can enable or disable both Goals and Feedback modules to customize WorkforceGrowth as per their organizations needs. This feature will help administrator streamline the overall experience for their organizations.
New Peer Nomination Process
Below is the breakdown of our quick and easy “Peer Nomination Process”. This feature allows HR to ask all or selective employees to nominate their peers for their reviews. To reduce huge workload, nominations are automatically shown when a review is created. HR can also set limit on nominations so no single employee is overburdened by too many review requests.
HR Can Now View Status Of Submitted Reviews To Managers
Now HR can view the exact status of each review which are submitted to managers . We are adding a new legend as “Submitted for Approval” in our review details page. Below is the screenshot of our new legend. We hope this will make your review management even more easier.
New Updates with Manager Approval Process
We are excited to introduce new tools to help HR effectively manage and customize their performance review process.
Manager Approval Process: This new process can be enabled/disabled through “Configurations” under Administrative Panel. In this process, the managers can now review and approve reviews submitted by their direct reports before publishing. Managers can also disapprove the submitted reviews with a message for resubmission. To manage this process, we have introduced a new tab “Team Reviews” in left menu under Reviews.
Peer Nomination Process: In this process, HR can send requests to all employees to select their peers as reviewers (through Peer Nomination tab under Administrative Panel). HR can also set a limit to the number of reviews a peer can do within a review session to avoid over-booking. HR can also view all the nominations for a particular review session. This limit can be set from “Configurations” under Administrative Panel.
Goals Module: The HR administrator can disable or enable the entire goals management module from configurations.
View Only Self and Manager Review: Now HR can enable this option, so that the employees can see only their self-reviews and reviews done by their managers; they will not be able to view their reviews done by peers or direct reports.
Review Form Comments Area: HR can now manage default text areas like pros, cons and general comments from each review form. This option can also be configured from “Configurations” under Administrative Panel.
Retain Employees Through Understanding and Recognition
My eyes snapped open at 7:00 am to get my niece ready for school. These days my 12 year old niece is staying with me, so I can discipline her routine and help her improve her grades. However, not only just to wake her up and drop her to school on time are big challenges but also forcing her to do her homework, avoiding her late night with friends and switching off her cell phone by 10:00 pm. No doubt waking up for school and doing homework are not very fascinating at all for her, but my stubborn little niece does everything politely and without any arguments if I set targets and keep rewards & recognition at the end of achieving every target.
All humans, men or women, need some form of appreciation, recognition and respect for the effort they perform. Similarly, employees need a word of appreciation for meeting their targets, recognition for going an extra mile to achieve the company goals and respect for being part of company. To make the employees feel that they are the most valuable resource of the company, it is important that they are appreciated and recognized at the end of each task. Latest studies show that continuous recognition, rewards and respect even play a bigger role in employee retention than money.
It is also important for employers to study their employees as if they are studying their own children. Read employees’ appraisal as if employers are reading the report cards of their children’s final exam, and deciding whether they needed extra private tuition or it is time to change their field from Science to Arts or give them a double promotion. Thus, employers should think as parents when it comes to understanding their employees. It will help them retain the employees and get the best out of them.
We all know that employees are the most valuable resources of a company. In addition, employee retention is an important attribute to any organization’s success and is used to primarily measure the health of any company. If this is the case, then why are the employees so rarely understood, respected, recognized and rewarded?
For these reasons we have introduced tools like Public Kudos, Company Newsfeed and Collaborative Goals to help companies reward their talent for their hard work and achievements.
This article is written by Fathya and Qasim Mueen.
Matterhorn Release Introduces Public Kudos + Real-time feedback
Its my pleasure to introduce you our new Matterhorn release named after a swiss alpine which brings amazing new tools to help your team grow together. Our goal with this release is to help companies adopt a culture of employee-driven feedback and recognition process because future workplace is not just about collaboration on tasks but it is a combined effort to help each-other grow to achieve greatness,together. Below are the key highlights:
Company Newsfeed
Stay up-to-date with latest company announcements, personal updates, team changes, promotions and employee achievements.
Recognize Hard-work
Give public kudos to recognize others for their support and hard-work.
Real-time Feedback
Employees can now ask or give feedback directly or anonymously to anyone at anytime.
You can learn more about it at WorkforceGrowth.com/matterhorn
Question Level Report & Open-ended Questions
Below are the key new updates.
Question Level Reports
Details play an important role, when employees are evaluating their own performance. That is why, we have given the power to all employees to analyze the rating on each question and its associated comments in all of their reviews. This way, they can easily identify their key strengths and weaknesses and plan their goals accordingly.
Open-ended Questions
Now you can add open-ended questions to get more descriptive feedback. Sometimes the performance of an employee requires more than a simple rating; it also requires little description. So we decided to introduce open-ended questions, which can be a part of employee review questionnaire to get more detailed feedback.
K-2 Release V 2.0
Over the last 1 month we have been busy with few new features to improve our customers’ experience. We named this release as K-2 Release as a tribute to an amazing giant. Below are key details.
Shinning New Interface
Our new interface will make your experience more easy, simple and beautiful. Managers and Executives can now easily manage their departments and the whole company.
New My Dashboard
Our comprehensive new dashboard will give you a complete overview of your progress and all tasks which are assigned to you like Reviews, Goals, Feedbacks, etc.
New Team & Company Dashboard
Our new Team & Company Dashboard will give you a complete and comprehensive overview of the entire team and their progress.
Improved Bulk Upload & Instant Setup
You can now easily setup your departments, job titles and employee information with new improved bulk upload feature.
New Interactive Tool to Add/Manage Departments & Job Titles
Now you can visually add and edit departments or job titles in our new interactive tool.
Enhanced Organization Chart
You can now browse the organization hierarchy both in the form of departments as well as employees.
New Executive Role
We have added a new executive role apart from employee and admin role. This role will give users all the executive rights which a CEO, COO, CTO or CFO will need to access the entire company’s performance.
What’s Cooking for Christmas
In late October we launched our new collaborative goals management system and now our team is working hard to release a new version before the holiday season begins. We hope these new features will help our customers to do more effective performance reviews for 2010. Below are few key updates.
• Our new dashboard will help users to see all the reviews, goals or tasks they have been assigned to do.
• Team dashboard will give quick snapshot of overall teams’ performance.
• New administration dashboard will give quick overview of companywide reviews and overall company stats.
• User can assign different weight-ages to questions and roles in each review templates.
• New interactive tool has been added to visually manage company departments and their job titles.
• Finally, our design team is in full swing to introduce their shinny new interface for even more enhanced usability.
Please do let us know what new features or enhancements you will like to see.