How We Can Help You
We can design a fully customised Performance Appraisal System including Templates, Advice and even assist with the running of your meetings. Performance Reviews need not be a headache moving forward!
Employee Engagement Surveys are incredibly valuable. We can assist you with Employee Engagement Survey Questions, the Survey Platform, Engagement Survey Results and an Engagement Survey Action Plan to implement.
We run staff, job and work Engagement Surveys for many clients. Yearly Employee Surveys enable feedback and comparison over years for stronger results and ability to drive outcomes.
Performance Reviews, 180 Degree and 360 Degree Feedback mechanisms – we assist with Templates, Review Questions, Process and Appraisal Platform.
Find the yearly Performance review a drag? Let us manage it for you! Whether it is Engagement, Performance, Assessments, Informal Feedback or Formal Review Processes, we have been helping clients for over 20 years!
5 Frequently Asked Questions
We Can Answer For You
What are 5 good survey questions for employees?
When running an Employee Engagement Survey, it’s important that the questions are appropriate for your business and team. When running these, we work with Clients to develop the most effective questions for their team. The 5 best for you, may not be the 5 best for another business. Good questions however can include questions about happiness; morale; over/under work; role clarity and managers!
What is the best practice for engagement surveys?
Best practice for Engagement Survey’s is to ensure anonymity among participants. This means that it is best not to complete internally as Employees will not be completely comfortable with being open and honest. Use a 3rd party provider to maintain confidentiality and the confidence of your team. To learn about our Engagement Surveys, contact us!
What is the difference between 360 review and 180 review?
A 360 Degree Review gathers feedback from multiple sources (manager, peers, direct reports, self-assessment, and sometimes clients), providing a comprehensive view of performance and behaviours, ideal for leadership development. A 180 Degree Review is your more standard performance review, consisting of a self assessment and an assessment from your Manager.
What should an Annual Performance Review include?
An Annual Performance Review should be based on a really clear Position Description and strong documentation of Employee Performance over the last year. There should be self-assessment sections and a ratings area for both the Employee and Manager to compare. Areas to talk about Behaviours; Training needs and Future Goals are also important. If you think you may need a template or just want to confirm if your processes are correct, reach out today.
What are the key steps in the Performance Appraisal process?
An Annual Performance Review should include a review of the Position Description and whether the worker has achieved the Key Performance Indicators listed. Give the employee a Performance Appraisal Form to complete as a self-assessment, then use the completed form to facilitate discussions. Discuss not only performance in the role, but behaviours, training requirements and some lead indicators including goals for the next year.
Why we are the best choice for you:
At your disposal we have systems and documentation for your Performance Appraisals, Performance Reviews, 360 Degree Feedback Assessments and Employee Engagement Surveys.
Your Performance Management System should include a wide variety of tools: Reviews, Appraisals, Surveys, Feedback, Assessments etc. We have the expertise to develop these systems specifically for your company.
We can document and manage your every need for Performance Management, including Training your Managers, Performance Review Questions, Performance Improvement Plans, Meeting Scripts and Templates.
We are Engagement Survey providers, administering your Surveys, assisting you with your Engagement Survey Questions and understanding the Feedback. We provide clients with years of data to compare and contrast.
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