Hello @Emma L,
We are using quaterly cycles just to make sure that our managers are reviewing the goals of their team members and have a discussion with them. Only self-review and maanger reviews are used, to keep it very short. So the form that we are using are very short too, with only two to three questions max :
- Update the goals
- Something you’re proud of
- What could be improved about the way you’re working with your manager ( or employee in the manager case)
By default, we’re adding all employees (+1000).
Do you have specific questions about something else ?
Cheers,
Nathan
Hi! We don’t have quarterly review, only yearly and mid-year review. I recommend starting a new cycle for each review, mostly to keep better tracking of the process. You can use the same forms, however, for example, you cannot submit multiple forms in the same cycle. Hope that makes sense!
In terms of format, we have both a self-assessment only during the annual review. For the mid-review we request line managers to submit a “form”, with a summary of the main things they discussed. However, I communicate and train managers and employees to have meaningful conversation (e.g. how to structure their mid-year review besides talking about performance).
I’d love to have more reviews however these take a lot of time from HR people so I’d be aware of that. :)
Hope that helps!
Hello,
I have an additional question. How do you all manage with the forms? As fas as I know the manager and the employee cannot work in the same form?
Do use the signing option for the mid year review?
