Performance App FAQ

• Do I have to use employee goal setting, peer feedback, and self/manager assessments?
  While using each component is not mandatory, we strongly recommend utilising all, as each one contributes unique value to the review process. BizEdge performance management was designed to be simple, accurate, and motivating. By incorporating each component, you’ll gain a clearer understanding of how, when, and where to take action.
  
• Can managers view their employee’s self-assessment before submitting their assessment of the employee?
  Yes, managers can indeed view their employee’s self-assessment before submitting their own assessment of the employee. This BizEdge performance feature is designed to ensure that managers have a well-rounded perspective of their employee’s performance, aspirations, and self-perceived areas of strength and development.
  
  Here’s how it works in detail:
  • Self-Assessment Phase: Initially, employees complete their self-assessment, where they reflect on their achievements, challenges, goals, and areas where they believe they have excelled or need improvement. This self-assessment is a critical component as it empowers employees to have a voice in their evaluation process.
  • Submission and Review: Once the self-assessment is submitted, it becomes accessible to the respective manager. The manager can review the self-assessment in detail. This includes the employee’s self-rated scores, narrative feedback, and any specific examples or evidence the employee has provided to support their self-evaluation.
  • Informed Evaluation: With this information, managers can then proceed to complete their assessment of the employee. The manager’s assessment can either confirm the employee’s self-assessment or provide constructive feedback where there are differences. This process encourages a dialogue-driven approach to performance management.
  • Balanced Feedback: When managers have a complete picture that includes the self-assessment, it promotes more balanced and objective feedback. Managers can acknowledge and validate areas where the employee has shown self-awareness and provide targeted advice on areas needing improvement. This also aids in setting realistic and mutually agreed-upon goals for future performance periods.
    
• When do I set pay based on performance?
  While performance-based raises and bonuses are appropriate, we believe that discussions about pay should not occur simultaneously with performance assessments. Combining these conversations shifts the focus to money, leading employees to justify raises and managers to defend their decisions. Instead, let’s center the assessment on the employee: How are they performing? How can they improve? Are we aligned? Then, a few weeks later, we can address compensation.
  
• Why schedule my review now if we’re not kicking off the performance process right now?
  Planning ahead by scheduling your reviews now provides a structured timeline and ensures that everyone involved is prepared and aligned when the review period does start. It helps avoid the last-minute rush and the stress associated with it, which often leads to less thorough evaluations and potentially missing out on critical feedback. When reviews are scheduled in advance, managers and employees can plan their time accordingly, ensuring that both parties are mentally prepared and can gather relevant data and documentation beforehand. This preparation fosters a more thoughtful and constructive review process.
  
  Additionally, scheduling your reviews now also sends a strong message about the importance of the performance review process within your organization. It emphasizes that these reviews are not an afterthought but a vital component of your company’s growth and employee development strategy. This can boost morale and engagement, as employees see that the organization is committed to their personal and professional growth.
  
• How many custom questions can I add to the assessments?
  When it comes to adding custom questions to assessments, there is essentially no hard limit. You have the freedom to include as many custom questions as you deem necessary to thoroughly evaluate the competencies, skills, and performance metrics relevant to your organization. This flexibility is particularly beneficial for tailoring assessments to align with specific job roles, departmental goals, or organizational objectives.
  
• How many employees can I select for a performance review?
  BizEdge performance review feature is robust and highly adaptable. You can select an unlimited number of employees for a performance review, making it an ideal solution for companies of any size, from small startups to large multinational corporations. This flexibility is crucial because it allows you to scale your performance management process as your company grows and evolves.
  
  When initiating a performance review, you have the option to choose individual employees or create groups based on departments, teams, or specific project assignments. This grouping functionality is particularly beneficial for managers who oversee large teams, as it organises the review process and ensures that feedback is tailored to the context in which the employees operate. Moreover, the ability to conduct reviews at various organizational levels fosters a more comprehensive understanding of employee performance and helps identify both high achievers and those who may need additional support or development.
  
• Who can see the feedback given by peers?
  BizEdge performance app is designed with transparency and collaboration in mind, ensuring that feedback serves as a constructive tool for personal and professional growth. By default, the feedback given by peers is visible to the recipient, allowing them to gain insights into their strengths and areas for improvement from different perspectives within the organization. This direct access to feedback helps individuals understand how their actions and contributions are perceived by their colleagues, fostering a culture of continuous improvement and self-awareness.

Need more clarification on the BizEdge 360 Performance app?  Our team is available to answer your questions and provide you with the support you need to get the most out of our performance solutions.  We can help you understand how the app works and how to use it effectively. Don’t hesitate to reach out to us at support@bizedgeapp.com or call us at 07081204394.