On a Friday afternoon in mid-December, a manager we'll call Janie, was in the office wrapping up her work week. She experienced a tense feeling in the pit of her stomach when she realized all year-end performance evaluations had to be submitted to HR by the end of the day. Janie had already met individually with her staff over the last month to discuss their strengths and weaknesses -- meetings that were sometimes difficult. Now, she was required to manually complete printed evaluation forms for each of her direct reports. 

Manager makeover: Blending coaching with performance management saves time and improves processes

When performance management is a once-a-year hassle . . . 
On a Friday afternoon in mid-December, a manager we'll call Janie, was in the office wrapping up her work week. She experienced a tense feeling in the pit of her stomach when she realized all year-end performance evaluations had to be submitted to HR by the end of the day. Janie had already met individually with her staff over the last month to discuss their strengths and weaknesses -- meetings that were sometimes difficult. Now, she was required to manually complete printed evaluation forms for each of her direct reports.

As she completed the forms, Janie found herself struggling to remember her conversations with her staff and which accomplishments to include in this review period. She skimmed through her notes from the review conversations and realized that events and accomplishments she wanted to highlight blurred together. When she finally left the office, stressed and late, Janie decided that she valued her employees, but not the manual performance evaluation process her company still used. 

Building coaching and performance management into organizational culture 
Janie worked late that Friday in December to submit the signed performance evaluation forms on time. In January, she was intrigued to find out that her employer had invested in Ceridian's Performance Management Express to improve employee and manager productivity. 

Janie attended an online training class and learned about the system's capabilities such as a report listing the company's achievements. This information was powerful because it documented successes that could cascade through her employee's accomplishments. She was excited to learn that her employees could perform a self-review, independent of her own review, prior to the actual performance review meetings and signoffs. She could personalize the feedback she provided and use the SuccessFactors Writing Assistant to access key phrases. 

A Coaching Advisor module provided Janie with options on how to address an employee's areas of improvement. Janie had difficulty articulating that type of feedback in the past and found that the tool helpful. 

Janie was also impressed with the Legal Scan tools in Performance Management Express that could reduce the employer's liability of potential labor lawsuits by flagging key words or phrases for review prior to actual use. Another potential money saver! 

Janie knew that in the future she would no longer struggle to determine when certain accomplishments were completed -- she would be able to use the built-in notes feature to track her employees' weekly accomplishments. Janie set up her own new process to update the relevant information in Performance Management Express when she received status reports from her staff. 

Janie found she could use the predefined process to update the online review forms and set up templates for her staff by job roles. Employee data was automatically uploaded to the system. Redundant data entry was eliminated. The approvals and notifications workflow ensured that forms were submitted on time to HR. What more could Janie ask for? She knew that from now on employee performance reporting was going to be quick, easy and meaningful.