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Hello all,

We are designing our Performance management based in Personio possibilities and we realized that it brings some confusion having templates (cycles) and goals separate and not able to link feedback to goals. Moreover, we can only use one template per cycle, which sometimes makes it complicated to gather feedback after a personal feedback conversation. 

 

I’d like to understand how are you using performance and goals to get the most out of it, what things did not work and are working well for you? 

 

I am also happy to schedule a call and share best practices on this topic :)

Hi ​@Ana_Cycle0 , and thanks for sharing your thoughts and questions! I’m Milan, a Product Manager for the Performance product. Here are a few ideas that might help:

  1. Integrating Goals into Cycles: We’re working on making Goals more connected to performance cycles - for example, showing them in the side panel of the review. Our current target is the end of this year, though it isn’t fully locked in yet. Afterward, we’re planning some broader updates to the Goals product and workflows to better align with cycles and Performance & Development.

  2. What’s working for other customers: A common approach we’ve seen is adding goals-related questions directly into the review form. For example, asking the Manager about goal completion with options like “On track,” “Didn’t achieve,” or “Overachieved.” This helps make goals a clear part of the review process.

  3. Using one template per Cycle: Could you share more about the challenges you’re facing with this? Are you running cycles with just Manager reviews, or do you include Self and Peer reviews as well? For Manager reviews, they can still be updated as long as they haven’t been shared (even after the conversation takes place). If they’ve already been shared, HR can enable editing so Managers can make updates.

Let me know if you have other questions.

Hi ​@Ana_Cycle0 ! Just tagging some folks who might be helpful here!

​@HRJoy ​@SabbuSchreiber ​@andra.enache ​@Edda van der Ende ​@LegoMD ​@fmason ​@rstambolieva ​@brittbosma 

Hi ​@Ana_Cycle0, ​@Moe,

We’re not using the P&D module at our company, I unfortunately can’t help. 💛

I actually quite like the Goals being separated from the review process.  I think of them as a bit of a venn diagram. 

I encourage Managers to set goals and review them regularly, updating, changing, parking them as they go through as part of the continuous improvement/development processes on a weekly/monthly basis depending on the role/person involved.  

We then have a 6 month Mid-Year and Year-end process that discusses achievements, tough stuff (yes we call it that) which pulls a rating through.

Managers are close to the goals and can reference them when doing the MY and YE processes.

I am more than happy to jump on a call and show you what we do if it would be of any help. 

​@Milan having the goals easily on the side would be helpful for reference.  It would also be helpful to be able to change dates (extend) on goals 

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