As you know, Factorial does everything possible to simplify the processes of your company, and especially of your Human Resources department, that's why every day we work on adding more functionalities that can be useful for your team and your company.
Managers use performance management to align company goals with team and employee goals in a common effort to increase efficiency, productivity, and profitability.
We know that the productivity of your employees is very important and that it must be managed at the right moment, for that reason, in this article we will show you how to use the Performance management functionality in Factorial.
How do I enable the performance review feature? 🔓
Still not using the performance review feature in your Factorial account? What are you waiting for? It's very simple. Just go to the Applications section in your side menu of features, select Performance Review and enable it, it's that easy.
Once it is active, it will appear in your functionalities menu on your left, between the Calendar and Time Control (in case you have it activated).
How do I create a new performance review? 📋
Once you have activated the feature, you can start creating reviews for employees, teams or for the entire company.
Creating a performance evaluation will be a breeze.
By clicking on the Add button, you will have the option to:
- Add a title to the review
- Add a subject who will be evaluated
- Add a manager to evaluate
In the sample below, we will evaluate the first quarter goal process for an employee on our Demo account.
How do I start my first performance review? 🏁
Once you have created the review, you can change the title of the review, the subject, and the reviewer in the Review Details section. In this sample, we put the following title: First quarter review process.
Also, you will see that you have a review form. In this form, you will be able to add questions to be asked to the subject and the reviewer.
In this sample, we have written the following questions for review:
- How was your onboarding process?
- What would you improve from this first quarter?
- How have you felt like a member of the team?
- Have you achieved your sales objective this quarter?
- What tools would you need to improve?
- What processes would you improve?
- What do you think about your manager's leadership during these 3 months? What do you need to improve from your manager?
Regarding the questions for the reviewer, we have chosen the following:
- How would you rate the employee's pro-activity?
- How did Carlos SDR perform in his position during the first quarter?
- What should he improve in his current position?
When you have finished the performance review, you can leave it in draft form until you think it is appropriate to start the review.
When you decide to start the review, simply go to Performance > Click on the corresponding review > Start review.
What should the employee do once the performance review has started? 👨🏼💼
As soon as the evaluation has been started, a Performance tab will appear on the employee's account in the side menu of tools.
You should simply select Performance > Click on Review > Answer the questions.
The employee will have to fill in the questions that the administrator created in the performance review.
Once the questions have been completed, the employee simply clicks on the Submit Feedback button.
What should the reviewer do once the performance review has started? 👩🏽💼
He must do the same as the employee. He will see that the Performance section is available in his user account. He should go to Performance > click on the evaluation > Answer the questions.
It is important that the reviewer and employee remain as aligned as possible in terms of objectives and performance expectations and therefore it is very positive that they share their impressions from their own points of view to see how aligned they are and recognize both strengths and areas for improvement for the future.
What should I do when the performance review process has been completed? 🔚
Easy peasy. Simply, as an administrator, you must go to Performance, and close the evaluation.
Check that the employee and reviewer have answered the questions you asked when you created the review, and if everything is complete and finished, you can close the performance review process.