Understand the goal rating process
Once goals have been set, both managers and employees will be asked to rate performance on a regular basis. You'll get a notification email on Mondays depending on your rating cadence and it will inform you that it's time to rate your goals. Both employees and managers go through a similar process to review goals and give feedback, and you'll each get a side by side comparison of your ratings once you're both finished.
Unbiased (yet informed) ratings
In order to keep the rating process unbiased, both managers and employees must submit their own ratings before the other's are revealed. Goal ratings themselves aren't accessible to the other person until both have provide their At, Above, or Below Expectations score. However, comments, roadblocks, and to-do's can be added to goals at any time and are immediately visible to the other person to provide a bit of background info to ensure ratings are made in an informed way.
The reason why comments are immediately visible and ratings are not is because the goal rating process should be unbiased, yet informed. Managers are busy; aren't we all? So with multiple direct reports and an infinite amount of tasks to attend to every day, how can a manager possibly be expected to give a proper rating about an employee's performance without any background information? Any comments provided by the manager or the employee are immediately visible to the other to give the information needed to make an accurate rating.
Note that once the rating period closes, ratings are revealed if both haven't been submitted. So there may be times where one person rates and the other doesn't, but the evaluation can still be viewed for historical reference.
Rate for the correct time period
Know that you're always rating your past performance. For example, if your company rates goals weekly, you'll get the "Time to Rate" email on Mondays and you'll rate performance for the week before. The same with bi-weekly and monthly cadences. Always be reflecting back on the past time period when evaluating performance.
Example: My organization rates goals weekly.
- My "Time to Rate" notification email is delivered on Monday, August 8th, 2016.
- In the rating process, I'll evaluate my performance for the week of Monday, August 1st - Friday, August 5th.
- The next rating cycle begins and I get my "Time to Rate" email on Monday, August 15th, 2016.
- I'll rate my goals based on my performance from Monday, August 8th - Friday, August 12th.
Employees should rate first
Perform is a coaching tool. In order for managers to coach as effectively as possible, employees' comments, roadblocks, and to-do lists are shown to managers before they provide their own ratings and coaching feedback. We recommend that manager set a standard with their team and request that employees rate before a certain time. At TINYpulse, employees are asked to rate performance before 12:00pm on Mondays so managers can go in and rate after that.
However, this process isn't set in stone and you can follow whatever process works best for you. Just remember that goal ratings aren't revealed until both employee and manager submit their ratings!
Know the four components to rating performance
There are four parts of the goal rating process:
- Rate performance on the goal.
- Write comments to justify your rating.
- Give feedback depending on your role.
- Employees: Notify your manager if there are any areas in which you need support.
- Managers: Give insights and coaching tips to help your employee improve.
- List To-Do items.
You should be as thorough as possible in your ratings in case of disparities and misalignment between manager and employee reflections. Also, providing sufficient details helps facilitate your 1:1 meetings. If you've taken a few minute to prepare by using Perform, you can spend time discussing other issues that may be concerning you. 1:1 meetings become productive discussions instead of just status updates.
Understand the rating options
TINYpulse Perform lets you rate goals on three levels: At, Above, and Below expectations. Learning how to evaluate performance can be difficult for everyone at first. It will definitely take some time for you and your manager to get aligned in your expectations of what is At, Above, or Below expectations performance, so use these guidelines to start and visit this article to learn more about setting rating standards.
- Below expectations: The objectives and targeted tasks for the rating period weren't achieved. Performance for the rating period was lower than expected and there's a lot of room for improvement.
- At expectations: The objectives and tasks for the rating period were achieved and completed sufficiently. Performance met expectations although there may be ways to improve.
- Above expectations: Objectives were surpassed. Performance and results turned out better than expected and there is little that could have been done to make performance better than reality.
And don't forget! Rating your performance is just one small part of the process. The real value lies in your comments so make sure to write details to support your rating and let your manager know if you're having any difficulty that requires their support.
TINYpulse Perform lets your create To-Do items at any time in the goal's lifecycle. We recommend that you list out all the necessary To-Do's to achieve the goal right from the start. That way both you and your manager are clear on the amount of work involved and you can more effectively plan your way to achieve the goal on time. But, it's flexible. Some people like to load all of their To-Dos in at the beginning, and some prefer to list them out for each rating period to set their objectives for the week. Work with your manager to decide which method works best for your goals.
Incomplete To-Do's are carried over week over week so tasks never slip through the cracks. Once you complete a To-Do, it will appear in the goal's history for the rating period that you ticked it off. When your manager is rating your goals, they can see which To-Do's have been completed that period and those that are still outstanding so they're able to stay up to date on your progress.
To make things even easier, integrate your TINYpulse Perform to-do list with Wunderlist to keep your goal tasks at the forefront of your mind in between rating periods.
Skip a rating
Not all goals are created equal and need to be rated each week. And some organizations prefer to not rate at all, while still using Perform as purely a coaching and development tool. That's why rating is optional and you can skip a week (or an eternity) if that works for you and your employees. Add comments and to-do's to a goal whenever you'd like, but you can leave the actual goal rating blank and simply move to the next one. Rating skips will not affect alignment, but be sure to agree on these skips with your manager prior to the rating week.
If you're done with rating but are still waiting for an employee to rate their goals, give them a Nudge to let them know you're waiting. They'll get a reminder in their inbox and on their mobile phone to rate your goal. Just go to your dashboard, click on the goal in the Active Goals panel, and select Nudge.
Prepare for your 1:1 meetings
Now that all of the data is in Perform, it's time for your 1:1 meetings. A good starting point is to use the Rating Summary. This page displays a side by side comparison of both manager and employee ratings for that particular rating period.
The first thing to check for are disparities. If there's a situation where the employee rated themselves above expectations and the manager rated below, or vice versa, clearly there is a communication issue. Click on the goal itself to open the details and realign.