85%
of professionals would consider leaving their company over an unfair performance review
67%
of people in high tech companies fail to achieve their annual targets
53%
lower attrition for companies rated highly on employee training and development
“
MyPeople have provided analysis tools to a number of teams I have worked with, delivering meaningful insights that help organisations to improve. Their history of building great teams is second to none.
Simon Shaw MBE, England Rugby
MyPeople Performance for Goal Setting and Performance Management
Identify top talent, align your people strategies, and improve employee productivity
Individual goal setting
Specify each employee’s individual goals and track their progress over time
Organisation-level goal categories
Link individual goals to company objectives.
Track not just how well an employees is doing, but how this contributes to the bigger picture.
INSIGHTS
Sarah Phillips has an overall performance score 9% higher than the company median
STRENGTH
Multi-perspective feedback
Gather performance feedback in a variety of ways. Choose from self-assessments, supervisor only reviews, or a combination of the two. Or choose 360 feedback when more perspectives are needed.
Flexible review schedules
Whether you opt for annual appraisals or a ‘little and often’ approach, you can schedule your reviews as often as needed in advance. You can set and forget and just focus on the results.
Individual goal setting
Specify each employee’s individual goals and track their progress over time
Organisation-level goal categories
Link individual goals to company objectives.
Track not just how well an employees is doing, but how this contributes to the bigger picture.
Multi-perspective feedback
Gather performance feedback in a variety of ways. Choose from self-assessments, supervisor only reviews, or a combination of the two.
Or choose 360 feedback when more perspectives are needed.
Flexible review schedules
Whether you opt for annual appraisals or a ‘little and often’ approach, you can schedule your reviews as often as needed in advance. You can set and forget and just focus on the results.
Individual goal setting
Specify each employee’s individual goals and track their progress over time
Organisation-level goal categories
Link individual goals to company objectives.
Track not just how well an employees is doing, but how this contributes to the bigger picture.
Multi-perspective feedback
Gather performance feedback in a variety of ways. Choose from self-assessments, supervisor only reviews, or a combination of the two.
Or choose 360 feedback when more perspectives are needed.
Flexible review schedules
Whether you opt for annual appraisals or a ‘little and often’ approach, you can schedule your reviews as often as needed in advance. You can set and forget and just focus on the results.
How it works
1. Goal setting
Define and configure your organisation’s objectives as goal categories
Together with your employees, set their individual goals, either continuous or just for the next review period. Link these to goal categories to see how they contribute to the big picture
Assign weighting to each goal, as it may be that not all are as important as others
2. Configure the review cycle
Follow the on-screen wizard to set up create the performance review cycle
You can schedule it for the future or get started right away
Configure additional reviews sections and questions, and specify the perspectives you need
Once started, reviewers receive a link via email to takes them directly to the review, or they can login via their performance profile
You can track progress and send reminders to maximise participation
3. Understand the performance of your people
View how employees are performing across and throughout the organisation
Filter or compare different groups to understand where performance is highest and where may need some attention
View which of the company objectives are on track and pinpoint where and why others need improvement
Understand performance at the individual level and learn how best to develop your people
Build on, adapt and set goals and objectives for the next review cycle
1. Goal setting
Define and configure your organisation’s objectives as goal categories
Together with your employees, set their individual goals, either continuous or just for the next review period. Link these to goal categories to see how they contribute to the big picture
Assign weighting to each goal, as it may be that not all are as important as others
2. Configure the review cycle
Follow the on-screen wizard to set up create the performance review cycle
You can schedule it for the future or get started right away
Configure additional reviews sections and questions, and specify the perspectives you need
Once started, reviewers receive a link via email to takes them directly to the review, or they can login via their performance profile
You can track progress and send reminders to maximise participation
3. Understand the performance of your people
View how employees are performing across and throughout the organisation
Filter or compare different groups to understand where performance is highest and where may need some attention
View which of the company objectives are on track and pinpoint where and why others need improvement
Understand performance at the individual level and learn how best to develop your people
Build on, adapt and set goals and objectives for the next review cycle
Get in touch
Talk to our Performance specialists today to find out more about the edge MyPeople Performance can give your organisation
Organisations that trust MyPeople
