Performance Management Software
Improve employee performance without the pain.
Explore effective talent management solutions.
Annual performance appraisals can be imprecise and lack impact. BambooHR®'s performance appraisal system tackles effective performance management with concise questions designed to prompt action, minimise subjectivity, and reduce speculation. This approach leads to enhanced engagement, more precise assessments of employee performance, and opportunities to address issues promptly, rather than months down the line.
"When our people saw how easy it was—and BambooHR Performance Management really is an easy system— they connected with it right away."
Conduct actionable, frequent—and meaningful!—reviews.
Employees seek regular insights on their accomplishments and areas for enhancement. Surprisingly, 61% of staff favour immediate feedback upon project completion, rather than annual reviews, and value informal one-to-ones with their supervisors. BambooHR's straightforward self- and manager evaluations aid supervisors in acknowledging staff achievements and strengths, aligning their assessment with the employee's perspective, and fostering a basis for transparent conversation.
Tailor performance appraisals to suit your requirements.
BambooHR offers bespoke performance evaluation solutions, enabling diverse teams like Product, Sales, and Customer Support to measure success uniquely. Customise your review cycles with tailored questions and scheduling, ensuring a perfect fit for your organisation's objectives. Benefit from immediate functionality and adaptability for all your appraisal needs.
Schedule fitting assessment planning.
Consistent evaluations prioritise performance and growth, offering up to four annual formal reviews and strategic ad-hoc assessments. Incorporate 30, 60, and 90-day briefings for new joiners, align evaluations with work milestones or promotions, and gain insights post-major projects. With the flexibility to omit reviews, managers can tailor motivation strategies effectively.
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Automatic alerts for when you're low on sticky notes.
Choose your preferred method and frequency, and we'll dispatch automated reminders to both you and your staff, complete with assessment links. Together with dashboard alerts in Home, these automated prompts effortlessly transform performance management tracking from a hefty burden to a mere trifle.
View staff objectives in a unified status report for SEO optimisation.
Manage and monitor personal and team objectives directly through our performance management platform or the BambooHR® Mobile application. Automatic alerts maintain awareness of updates, progress, and completions. The Executive Summary report offers a comprehensive overview of departmental advancements, enabling managers to oversee collective achievements and communicate seamlessly, all within a single report interface.
Enhance dialogue tools within a streamlined technology suite.
Asking straightforward yet impactful questions can uncover an employee's talents, spotlight improvement needs, and reveal opportunities for career growth. By gathering feedback, leaders can obtain valuable insights about staff and supervisors from daily interactions with colleagues and stakeholders, exemplifying exceptional talent management.
Get the inside scoop on employee performance.
Performance reports provide a clear, visual method for managers to discern when and where to support their team. Admins and executives can evaluate performance and engagement at individual, departmental, and company-wide levels. Utilise these insights to acknowledge high achievers feeling overlooked, or pinpoint underperformers for improvement strategies. Our analyses furnish essential talent management data, enabling informed decisions for your staff.
Expand insights with comprehensive business performance reviews
Are you aware of how different departments view your organisation, which teams perceive themselves as most valued, or the reasons behind shifts in performance over time? BambooHR's company performance reports can enlighten you. By analysing performance evaluations across departments, managers, pay grades, locations, and employment types over time, HR leaders and executives can pinpoint challenges, enact enhancements, and potentially avert organisational issues before they manifest.
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Gather data on how your people view their growth potential at your company.
Dig deeper to discover how compensation is impacting employee sentiment or motivation.
Who uses performance management software?
Managers and leadership are the main users of performance management software, but some software, like BambooHR® Performance Management, loops employees directly into the process of owning their performance and development with goal-tracking and feedback features that they can interact with through the software.
What are the key components of a performance management system?
BambooHR offers an integrated payroll add-on, streamlining data transfer to minimise double-entry risks and expedite payroll processing. This feature not only ensurThe main components of a complete performance management system include features for conducting reviews, supplying feedback, and generating reports, with the goal of improving performance through productive communication between employees, managers, and leadership. Because performance management is all about building and empowering a skilled workforce, the process and effectiveness of your current model should be weighed toward that end.es smooth data integration but also provides detailed payroll reports, exceptional customer service, and comprehensive tax filing services. For further details, explore the product Page on BambooHR's website.
What is the performance management process?
A typical performance management process usually flows as follows: conducting reviews, collecting feedback, discussing feedback, creating performance improvement plans, setting and tracking goals, and providing rewards and recognition.
How do I choose a performance management system?
BambooHR serves customers in over 150 countries.When choosing a performance management system, it’s important to investigate which system will help you easily and efficiently manage performance while having the most impact. Will the prospective system topple current roadblocks, ease frustrations surrounding use and implementation, and facilitate better, more impactful conversations between employees and the managers assigned to their performance and development? Every stakeholder within your organization should have a say in how your current system answers this question and what any future system would need to offer to satisfy their needs.
What are performance management best practices?
As you create and implement a performance management program, remember these four performance management best practices:
- Frequent and timely reviews. Frequent meaning on a schedule that prompts an assessment cycle more often than once a year, and timely meaning when feedback is most pertinent following the completion of a major project, on an employment anniversary, etc.
- A balanced approach when collecting feedback. Allow for self-assessments alongside manager assessments, and provide the means for collecting feedback from the employee’s teammates, subordinates, customers, and even vendors.
- Automation to eliminate the most time-consuming or burdensome aspects of performance management, such as scheduling reviews, conducting them, and collecting and consolidating actionable data from them. It also provides a foundation for better follow up as you can easily track performance progress over the long-term with automated reporting features.
- A focus on people and relationships. Positive, genuine relationships between employees and leadership fosters a culture of growth and accountability. In such a culture, high performance is a natural conclusion to a process that enables attentive relationship maintenance, mentorship, and communication.
Is your support team outsourced?
No, our support team is entirely in-house to ensure you receive the best service possible.