Performance Reviews Software: A unique guide for 2023 using PeopleGoal

Performance reviews software automates and streamlines your performance appraisal process. Bring alignment and connection to your team and fast track their professional development.

Performance reviews software automates and streamlines your performance appraisal process. Bring alignment and connection to your team and fast track their professional development.

Performance reviews with PeopleGoal

Performance reviews can cause anxiety for employees and HR departments. The annual performance review is often seen as an admin-heavy burden, which is both time-consuming and difficult to manage. In fact, 95% of employees say that they are dissatisfied with their appraisal process. Whilst some organizations like Adobe famously scrapped annual performance reviews altogether, receiving regular feedback on performance remains crucial to employee growth and development. HR professionals have realized that a fixed approach to employee reviews can actually inhibit performance, rather than improve it. Subsequently, there has been an increasing demand for flexibility and agility within the performance review process.

At PeopleGoal, we've found that it is best to integrate a performance reviews process within a continuous performance management cycle. When executed effectively, linking all aspects of your performance cycle - goal-setting, real-time feedback, one-on-one meetings and development plans - into the review cycle facilitates an efficient and productive discussion. With PeopleGoal, you can automate and streamline your performance appraisal process, create alignment and connection to your team and fast-track their professional development.

What are the benefits of using performance review software?

There are several benefits from automating your performance reviews:

  • Increased efficiency: The entire process can be automated, from scheduling and reminders to submitting and reviewing feedback. This can save a lot of time and effort for both managers and employees.

  • Improved accuracy: You can eliminate errors and biases that can occur in manual review processes, such as inconsistent scoring or subjective evaluations.

  • Enhanced feedback: Performance reviews software allows for more frequent and ongoing feedback, as well as the ability to track progress over time. This can help employees better understand their strengths and areas for improvement.

  • Better communication: You can facilitate communication between managers and employees, as well as between different teams and departments, by providing a centralized platform for feedback and discussion.

  • Data analysis: You can generate reports and analytics on performance trends, allowing managers to identify patterns and make data-driven decisions about training, development, and promotions.

Overall, performance reviews software can help organizations streamline their performance review processes, improve communication and feedback, and make better-informed decisions about talent management.

the benefits of performance reviews software

10 Tips for effective performance reviews

  • Link reviews to regular check-ins and one-on-one meetings throughout the year
  • Have a shorter and more frequent review cycle
  • Ask employees to complete a self-assessment
  • Incorporate a range of feedback into the review (like 360 feedback and check-ins)
  • Keep feedback constructive
  • Encourage conversation and listen to the needs of your employees.
  • Use performance reviews as a development opportunity
  • Give your employees time to prepare and create an action plan after the review
  • Make the process clear and measurable from day one
  • Automate review cycles to reduce admin-heavy tasks for HR

Why you should use PeopleGoal for your Performance Reviews

At PeopleGoal we've found that there is no "one-size-fits-all" when it comes to performance management tools. That's why we developed a seamless, easy-to-use and highly configurable performance review process to meet the individual needs of your organization.

When it comes to designing your performance appraisals, the more targeted your review questions are, the more engaged employees will be in the process. PeopleGoal has over 150 different configurations available including self-assessments, multiple manager assessments, goal-based reviews, project reviews, weighted calculations and performance grid ratings to name but a few.

We'll help you to create a bespoke process that tracks the development areas that really matter to your business, and access all the data you need for strategic decision making. Adopting an online performance reviews solution will make the entire employee appraisal process far more user friendly. Such software solutions truly are becoming the future of HR.

why use PeopleGoal for performance reviews

Unparalleled customization

Create a targeted and relevant set of review questions that ensure your employees and managers are engaged in performance conversations and focus on the areas that really matter. Whether you want to use performance ratings or focus on capturing qualitative data, the choice is yours. Adapt and scale your employee review software in accordance with your unique requirements.

Unparalled customization

Align all performance data to deliver a powerful review

PeopleGoal allows you to bring all of your performance data into the review software - providing managers instant access to goal management, 360-degree feedback and recognition while they're writing the assessment. All of this contained within one centralized HR software.

Incorporate regular check-ins in the review process

Whilst an annual review cycle is great for assessing the long-term development of an employee, building in regular feedback from monthly or quarterly check-ins will help to make the review relevant to the employee, and assess their performance over time.

employee manager check in

Run performance reviews with multiple managers

PeopleGoal is unique in the fact that it supports complex, multi-faceted performance reviews with multiple managers. From a project lead to an indirect supervisor or department head, or admin participation from HR, finance and leadership, there are many people that can be involved in the cloud-based process using our seamless workflow builder.

Performance Reviews

Build performance dashboards with custom reporting

PeopleGoal captures all data from the employee performance review app into a data table, which can be used to build configurable dashboards. This allows you to create custom reports and analyze the app data to draw the insights most needed for your business development. Thus contributing to better-informed talent management.


PeopleGoal Integrates with everything!

PeopleGoal comes with an open API, and we can integrate with a wide range of systems like Microsoft Azure Active Directory, BambooHR, ADP, Microsoft PowerBI, Microsoft Teams and Slack. We can use these integrations to import employee data, and send notifications to your employees.

Fast Implementation

We have developed an accelerated implementation cycle which can take as little as 4 weeks depending on your account size and requirements. Our customer success team will work closely with you to configure your PeopleGoal account to your exact requirements and make recommendations to improve your existing processes. We also offer admin and user training sessions for this management solution.

PeopleGoal Performance Review Implementation Timeline

Performance Reviews FAQs from our Implementations Director

1. Can you elaborate on the significance of performance review software and how it can genuinely elevate our organization's performance management processes?

  • Performance review software is a transformative tool that empowers organizations to enhance performance management. It fosters transparency, efficiency, and alignment by seamlessly integrating employee goals with the company's overarching objectives. It not only streamlines the review process but also leverages data to drive continuous improvement and talent development.

2. Beyond the basics, what are the essential features we should prioritize when selecting performance review software to ensure a robust and comprehensive solution?

  • While core features like goal tracking and feedback collection are crucial, consider a software solution that goes beyond the basics. Look for advanced capabilities such as AI-driven analytics for performance insights, real-time feedback mechanisms, and integration with learning and development platforms to create a holistic performance management ecosystem.

3. Can you shed light on how performance review software can adapt to the unique needs of different organizations, including small businesses, and why this adaptability is vital for success?

  • Performance review software should be agile and scalable to accommodate organizations of all sizes, including small businesses. The adaptability factor ensures that it can grow with your organization's changing needs. For small businesses, it offers the flexibility to start small and expand as the business flourishes, making it a cost-effective investment.

4. Can you provide insights into the best practices for ensuring data security within performance review software platforms, considering the sensitive nature of employee information?

  • When it comes to data security, opt for a performance review software provider that prioritizes safeguarding your data. Look for features such as role-based access control, encryption, and compliance with data protection regulations like GDPR. Regularly update your software to patch security vulnerabilities and protect sensitive employee information.

5. How can organizations ensure that performance review software is accessible and user-friendly for all employees, regardless of their technical proficiency, and what support mechanisms should they put in place?

  • To ensure user-friendliness, select a performance review software with an intuitive interface and provide comprehensive training resources. Encourage continuous learning through webinars and tutorials. Additionally, establish a responsive support system to address user queries promptly, enhancing the overall user experience.

6. Can you explain the importance of seamless integration with existing HR systems and communication tools when implementing performance review software, and how it contributes to a cohesive HR ecosystem?

  • Integrating performance review software with existing HR systems and communication tools ensures data consistency and accessibility. It creates a cohesive HR ecosystem where information flows seamlessly between systems, reducing manual data entry and minimizing errors. This integration also enhances collaboration and communication among employees and managers.

7. How can organizations maximize the potential of performance review software to gather and analyze 360-degree feedback effectively, and what strategies can they employ to make the most of this valuable input?

  • To harness the power of 360-degree feedback, customize the software to support feedback from various sources. Encourage open communication and provide guidance on interpreting and acting on feedback. Use the data to identify trends and patterns, enabling targeted development plans for employees and continuous improvement across the organization.

8. In terms of customizability, what specific aspects of performance review templates can organizations modify to ensure they align perfectly with their unique performance criteria and goals?

  • Customizable performance review templates should allow organizations to tailor evaluation criteria, competencies, and goal-setting parameters. This adaptability ensures that the software serves as a reflection of the company's values and objectives, fostering a performance culture aligned with its specific needs.

9. Could you elaborate on the types of reporting and analytics insights that high-quality performance review software should provide, and how these insights empower HR professionals to make data-driven decisions? - Exceptional performance review software should offer in-depth reporting and analytics. Look for features that provide insights into individual and team performance, identify skill gaps, and offer actionable recommendations for improvement. These data-driven insights empower HR professionals to make informed decisions regarding talent development, succession planning, and overall organizational growth.

10. What steps can organizations take to ensure they receive comprehensive training and support during the implementation of performance review software, and how can they make the most of these resources for a seamless transition? - To maximize the benefits of training and support, proactively engage with the software provider's resources. Attend training sessions, seek clarification on any doubts, and encourage employees to explore the software's capabilities. Establish clear communication channels with the software provider's support team to swiftly address any issues that may arise.

11. When considering the pricing structure of performance review software, are there any cost-effective strategies organizations can employ to ensure they get the best value for their investment while meeting their performance management needs? - Evaluate your organization's specific needs and budget constraints to select a pricing plan that aligns with your goals. Consider starting with a smaller user group and expanding as needed. Additionally, take advantage of free trials to assess whether the software meets your requirements before making a commitment.

12. Can you provide guidance on how organizations can effectively trial performance review software to evaluate its suitability for their unique environment and objectives? - When conducting a trial, involve key stakeholders to gain diverse perspectives. Set clear objectives and evaluate how the software aligns with your organization's specific needs, such as performance improvement, goal alignment, and employee development. Leverage the trial period to assess user adoption and overall user satisfaction.

13. What factors should organizations consider when determining the frequency of performance reviews using the software, and how can they strike the right balance between regular evaluations and employee productivity? - The frequency of performance reviews should align with your organization's culture and goals. Factors to consider include the pace of change within your industry, employee preferences, and the need for ongoing feedback. Strive for a balance that promotes productivity while fostering continuous improvement and employee engagement.

14. To ensure long-term success, how can organizations verify that the performance review software they choose can adapt to their evolving needs and support their growth over time? - Prioritize software flexibility and scalability. Choose a solution that offers customization options and can seamlessly integrate with additional modules or features as your organization expands. Regularly review your software's performance and make necessary adjustments to meet evolving requirements and objectives.

Enjoyed this page? Check out our Essential Guide to Performance Reviews to learn more about how to craft the perfect review. You can also watch our webcast, How to Kick Off Remote Performance Reviews.

More from our blog

👉 Performance Reviews : The Essential Guide [Updated 2023]

👉 Performance Review Ratings: Are They Necessary?

👉 360 Performance Reviews : The Pros and Cons You Should Know

👉 6 Performance Reviews Biases and How To Tackle Them

👉 Job Performance Evaluation and Performance Review

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