There are many employee performance management sotware solutions out there, however most of them are outdated and do not add value to the employee nor the employer. Having reviewed and used many employee performance management softwares, we have concluded that an EPM software should have at least the following features:

- __Allow goals and objectives to be linked to overall business strategy__ - This way employees would easily understand how their [goals and objectives](https://www.peoplegoal.com/blog/objectives-and-key-results) help the company grow.
- __Effective goal management__ - The software should be structured in a way that allows the employee and the manager to review, edit and add goals continuously  through the [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love). Not just in the beginning or the end of the cycle.

![benefits of a goal setting process](//images.contentful.com/6g4s9n00xmsl/5r00x6H7rOCCacP2GsY6Sv/448ae50ab42ed2ba05692dee78e94a50/benefits_of_a_goal_setting_process.png)

- __Feedback requests aligned to goals and objectives__ - Each feedback requested should be specific to an employee goal or objective. This way the feedback provider will be forced to be specific when providing [feedback](https://www.peoplegoal.com/blog/feedback-remote-work).
- __Data-driven feedback forms__ - A "datafied" feedback approach will enhance the [objectivity of the feedback](https://www.peoplegoal.com/blog/employee-surveys-results) and reduce subjectivity. Something we found missing from every system we have used so far.
- __Anonymous feedback__ - The user should have the option to provide anonymous feedback to peers or managers. This will also enhance objectivity and address "elephants in the room" in terms of behaviour and attitude towards people.

![Ongoing Employee Feedback for development](//images.ctfassets.net/6g4s9n00xmsl/1p9aSx6UDHGTKuDJkxnNNK/be75d7c92eb232233b94dfedcfcf025d/Ongoing_Employee_Feedback_for_development.png)

- __Learning curriculum linked to goals and objectives__ - This will help the employees to address skills they want to build with a direct correlation to goals and objectives. Clearly the business will also benefit as training is targeting performance.
- __Social media APIs__ - From LinkedIn to Facebook and Twitter, it is clear that social media play a significant role in our life. Bringing it to our workplace will definitely enhance performance.
- __Extensive analytics__ - Each piece of information collected should be analyzed in such way that will allow better decision making. Such reports can be employee comparison, employee SWOT analysis, balanced scorecard, historic performance analysis.
- __Talent growth focus__ - The purpose of the process other than enhancing performance should be to [build on employee talents](https://www.peoplegoal.com/blog/what-is-talent-definition). This can be done by addressing employee potential in comparison to current performance. 

 ![Employee Performance Management Software - 9 Key features of employee performance management software](//images.ctfassets.net/6g4s9n00xmsl/4pCUKTIlaFPQttRlFYkQER/0752415a2dfc1030fefc802e962c429a/Employee_Performance_Management_Software_-_9_Key_features_of_employee_performance_management_software.png)

If we inspired your curiousity find out more about [benefits of perfromance management systems](https://www.peoplegoal.com/blog/dont-think-performance-management-software-is-worth-it-think-again) and [why are they worth investing in](https://www.peoplegoal.com/blog/why-invest-in-performance-management-software).


Employee performance management software can add a lot of value to an organization. Find out what are the necessary features to do so.

Employee Performance Management Software : 9 Key Features

Employee performance management software features

Effective performance management software.

We're pleased to announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## User Interface & User experience

We've made numerous updates to the User Interface. The most prominent changes include the following items: 

- **Search**: The Search functionality on the old dashboard was powerful, but overlooked. We've moved the Search bar to a global position on a new main Navigation bar. This makes Search available throughout the application.
- **Main Navigation**: We've moved the Notifications, Product News, and User menu from the bottom left of the UI to the top right. This is more consistent with other web applications and provides more visibility of notifications.
- **Sidebar**: We've expanded the Sidebar menu items to include names as well as icons. The previous layout caused confusion where users could not remember their Workspace/App Icon representation.
- **Dashboard**: We've simplified the dashboard. The new layout contains a tab system for key areas: Action List (previously Inbox), You, Your Colleagues (more on this below), Company News, Timeline and Activity.
- **Mass-select in item view:** We've added the ability to mass-select items and perform actions upon them: Move the state, change the status, Delete (delete all) and even Archive items.
- **New theme**: We've removed the dark theme of the sidebar to lighten the look and feel of the application.
- **Help**: Throughout the application we've added built-in 'How does this work?' buttons that provide an initial explanation for that area's functionality. Further links are provided to our Support Center.

![july 1](//images.contentful.com/6g4s9n00xmsl/56YWBa3So76aDgPxmhWwLY/9f3412fe2191dbb25e775920ee77922e/july_1.png)

There are also a number of smaller changes such as scrolling overflow fix on new item dialogs, an items tab on user profiles, performance improvements and other visual tweaks.

## You, Your Colleagues, All Items

Each App on PeopleGoal can now have one 'participant' as an 'item owner'. This allows us to give a simple representation to users: You (the items you own), Your Colleagues (the items your colleagues / direct reports own) and All Items (all items that you have permission to view). This concept is now present in all apps within the account, as well as on the Dashboard. For users and managers this should give a far clearer picture of what you own vs. what your colleagues own. 

![july 2](//images.contentful.com/6g4s9n00xmsl/MwVZMCySkAtcLAzHYYnaI/c64549acd95d16e723e1aea247b291ed/july_2.png)

This update relates to the single biggest piece of feedback we've had since the launch of PeopleGoal 2.0: the view of your items was confusing, as it showed all the items you're **involved** with, rather than the items that you own. There were technical reasons behind the original logic, but we agree it was confusing to the user.

## Organization View

Previously the view called 'Relationships' was available for Account Owners only in the Account Settings menu. We received a great deal of feedback around this being useful for employees too. We've taken the opportunity to rename this view 'Organization' as it better represents lines of reporting in your organization. In addition, we've moved this view into the main sidebar and made it accessible to all users.

![july 3](//images.contentful.com/6g4s9n00xmsl/6w7bWftkqDhfUWX8aUJlqj/a2d0e50b353d7918bdbe41590cd1d9e0/july_3.png)

Non-account owners now have a view-only picture of their reporting lines. Users can display and expand their reporting lines to build a full picture of the organization. Account owners can use the same interface to add new relationships, edit existing relationships and build new user relationships to reflect the organizational structure.

## What action do I need to take?

For Account Owners there's lots of new functionality to explore but no immediate action or changes you need to make. The structure of your apps, workspaces, posts and schedules remains the same, only now it's easier to navigate. For all users, the changes are live so just sign in to your account to check out these improvements.

### Resources:

We have a quickstart guide for all users to help navigate the platform. This guide reflects the changes and updates we've made, so even if you've used it before it's useful to take another look - you may find helpful tips you didn't know about:

- [https://www.peoplegoal.com/support/article/quick-start-guide-for-employees](https://www.peoplegoal.com/support/article/quick-start-guide-for-employees)

And for Account Owners our Support Center has comprehensive documentation for every area of your PeopleGoal account:

- [https://www.peoplegoal.com/support](https://www.peoplegoal.com/support)

Thank you for your continued support and extremely valuable feedback. You're helping to shape the product as we continue along this journey to providing HR, Your Way.

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0.

July Product Updates

How HR Supports First Time Managers

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

![item creation 16-9](//images.ctfassets.net/6g4s9n00xmsl/1Mv4cevQiL6brUuhQGQ04Y/6dc7165b50341142e253b16bbc8ae8ad/item_creation_16-9.png)

Secondly, we've made a small change to how items are handled upon submission. Previously, users were taken back to the app home screen after item submission. For apps with multiple states and the same participant, this was confusing as the user would have to re-open the item to continue working on it in the next state. This is now improved with the item submission redirecting users to the same item in the new state immediately after submission.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items.

New item creation & submission flow

Employee Development Create development opportunities that Work

Improvements to the way items are created and handled

__I'm pleased to announce that we've released our redesigned user dashboard to our PeopleGoal v2 beta customers today. This is a major upgrade on the old dashboard with numerous new features and displays.__

## Our Objectives

We've been listening to your feedback regarding the current dashboard and agreed on a number of objectives for the redesign:

- Bring together the different __areas of functionality__ (teams, workspaces, apps, users) into a cohesive one-stop picture for a user
- Provide better resources for users that are __searching for information__
- Provide quick access to__ key apps and actions__

---

## Dashboard Key Features

Our newly designed Dashboard is a real homepage now, where you can take the actions you need as you log in.

### Quick create

The quick create menu is intended to allow users to quickly perform common actions. We've added the ability for app owners to tag their apps as __included in the quick create menu.__ This allows your app to appear in the quick create menu for all users who have permission to access it:

![Quick Create](//images.contentful.com/6g4s9n00xmsl/3XafOKV5erZjmZ6Bb4rFWd/a42df740e420a6255747e4d28bc30a6e/Quick_Create.png)

Apps that have webforms enabled will include a link to the webform that can be copied to your clipboard. The full list of apps and workspaces is still available in the sidebar.

### Omni-search bar

Often users are logging in to find information relevant to them. We've replaced the old user search functionality that sat in the sidebar with a new omni-search bar in the dashboard header. This search functionality allows you to search for pretty much anything on your PeopleGoal account: items, apps, teams and users.

![Search bar](//images.contentful.com/6g4s9n00xmsl/2W1FKjQJ6lESIC2olxBgOK/defe06a1890b5f2093fe35da63f34b5c/Search_bar.png)

### Profile snippets

What's important to users in your company is often not the same as another company. With profile snippets we've given you the ability to display certain fields from your profile templates on the user dashboard. For example, if you would like to display the user's role or date of last promotion, you can tag these fields from the user profile template and they will appear as below in the user dashboard.

![Profile snippets](//images.contentful.com/6g4s9n00xmsl/6XsQrSPe21KxPoYnJ4pQek/45ef1cad6e3e44df1c54c7bcd0e3129c/Profile_snippets.png)

### Teams & Relationships

Your teams are listed below your profile snippets. This list is just the teams to which you belong - all teams are still available from the sidebar. Similarly, your default relationship (typically Manager) is shown below that, highlighting your counterpart users (e.g. manager / direct reports). This provides quick links to browse your colleagues' profiles.

![Teams](//images.contentful.com/6g4s9n00xmsl/2EYQdxJt3YvXBYZn81xECF/a5f6c35bb98953d4f18349d3ebd53350/Teams.png)

### Company news

Sharing company news on your dashboard is a great way to inform users of important news or events. We've enhanced the Posts functionality to allow account owners to tag a given post as '*display on dashboard*'. This will allow the post to be seen on all users' dashboards as Company News. Posts still retain the ability to comment and render comments inline when expanding the post detail.

![Company News (2)](//images.contentful.com/6g4s9n00xmsl/79zViHHWQ7HPYyy2tUnv0v/9e2ecac850b70e6058d5f4f0fd35dbdb/Company_News__2_.png)

### Your timeline

This feature allows you to showcase your journey at your company. It's a retrospective look at key events in your career. The timeline can be populated automatically:

- App owners can trigger rules to create timeline events in the app state rules builder.
- Account owners can update profile template date fields to enable these to auto-generate timeline events.

Users can update and maintain their own timelines too. For example, if you'd like to add more information to specific events you can double-click on the timeline event to provide that information.

![Timeline](//images.contentful.com/6g4s9n00xmsl/5U33RfomQJinlwDyLi4Cg4/d7c2c7a9334a97750c8c4b412ef63692/Timeline.png)

### Your network

This is an activity feed containing activities linked to users in your network. This is presently driven by your relationships - manager/direct reports.

__We'd like your feedback here - it may make sense to include users from certain teams in this view__. 

![Network](//images.contentful.com/6g4s9n00xmsl/4ksXwvlJMYKu6CNAmSwfew/d9a6afaee61ea8e2d45cc6257441df3d/Network.png)

---

## Give us feedback

The new dashboard should provide a more welcoming and informative experience for users when they log into PeopleGoal v2. We'd love to hear your feedback on the new dashboard. As always, let us know what works and what could be improved. 

A quick overview of the new dashboard for PeopleGoal v2 including the new quick create menu, omni-search bar, company news, timelines and network activity feeds.

A quick overview of the new dashboard for PeopleGoal v2.

Feature release: New v2 Dashboard

PeopleGoal Dashboard

A quick overview of the new dashboard for PeopleGoal v2

Feature Release: New v2 Dashboard

Our __public roadmap is available here__:

[PeopleGoal Product Roadmap (Notion)](https://www.notion.so/evermind/94701324b0d1486396e5d266177e6665?v=3b7eb87e97264a62b878767cf83df1fb "PeopleGoal Product Roadmap (Notion)")

![PeopleGoal Roadmap](//images.ctfassets.net/6g4s9n00xmsl/5qSwoeVZkzSPO21GDBIkwr/d040059895f63ec5f3d6cc67740b0e32/PeopleGoal_Roadmap.png)

This is maintained on a monthly basis. Feature requests from customers and team members are reviewed in our product meetings. Approved feature requests are added to the product roadmap in the document above. If you have any questions please reach out to the team at contact@peoplegoal.com.


This is the public product roadmap for PeopleGoal v2. It contains the upcoming and completed features.

PeopleGoal Product Roadmap

Public product roadmap of PeopleGoal reviewed on a monthly basis


product roadmap peoplegoal

What's coming up next for PeopleGoal?

PeopleGoal Public Product Roadmap

It's been a couple of years now since <a href='http://money.cnn.com/2013/02/25/technology/yahoo-work-from-home/' target='blank'>Yahoo scrapped their work from home policy</a>. It turns out that working from home had become decidedly unproductive for the company. But in the modern working environment it's becoming more and more common for employees to work from home (if not for the whole week, certainly an odd Friday here and there!). So how can you manage a workforce that is geographically dispersed and/or working from home?

Actually, <a href='https://www.forbes.com' target='blank'>a myriad of companies</a> provide the option to work from home. The options vary from part- or full-time work. An increasing number of businesses also opt for a home-based, self-employed way of working by facilitating online websites, forums and social media to land gig jobs and clients. The ways to earn money remotely across different time zones are endless.

## Tips for Work from Home Management

![work from home management](//images.ctfassets.net/6g4s9n00xmsl/5GyEHHobH7sCmnXHUSsTMX/94ae84c3d2c0b260e0ed0ce5642ca64a/work_from_home_management.png)
___
### Communication, communication, communication
Communication is key when people want to work from home. Regular phone calls, Skype calls, emails and texts are par for the course and should be encouraged. If you've not heard from your team member or colleague all day, chances are they've not done much other than catch up on their TV programs. If one of your team members or colleagues is working from home be sure to give him/her a call at random points in the day to check if they need any help and/or on the status of their deliverables. Don't treat home office like a holiday.

____

### Book-ending the day
This is a simple trick that works wonders: set up a meeting at 09:00 and at 16:30 (i.e. a short meeting at the start and end of the day for all remote employees and those having a home office). Use the morning meeting to set the agenda for the day and outline expectations for deliverables. Use the end of the day meeting to check back on what's been accomplished by your team. This gives employees no excuse to slack off and ensures that everyone is working towards the correct objectives. The meetings don't need to be longer than 10 minutes, but try to give everyone a chance to talk and commit to their tasks.

____

### Use Google Hangouts
Google Hangouts is a great tool for sharing and communicating amongst remote teams. Having people show up on camera is a good way to make sure they're not lazing around in their pajamas until 4 o'clock. It also engages employees and allows them to feel part of the team. Combine this step with the previous step and you're on to a winner!

____

### Compulsory office days
Even completely remote teams need to get together at some point. People by their very nature thrive on physical interaction and this just can't be replicated in a virtual environment. Maybe it's once a week, or once every two weeks, or even once a month - but set one day aside for the whole team to get together. This can even be a social occasion like weekly/monthly drinks or other social events. But for staff that work from home, it's critical to have one day where you all get together in the same location.
____

### Pair working
For employees who work from home, a good tactic can be to encourage pair working. This is where you and your partner review each other's work after it's completed and provide verbal feedback in a relaxed setting. When working from home this encourages people not to let their partner down and also promotes communication and teamwork. You can switch the pairs around periodically to get even more benefit.

____

### Set clear tasks for you and your team
Planning for the week ahead is always helpful. It will help everyone understand what is expected from them and also you will set clear expectations for everyone. You don't have to be overly rigid with your plan, as something urgent might come up during the week but it's always good to have a clear list of tasks in place.

Work from home or hardly working? Methods to apply to effectively manage your remote workforce and benefit both your business and your employees.

Work from Home: How to Make it Work

Is working from home an effective solution?

Work from Home: How to Make it Work?

Work from home or hardly working? What methods to apply to effectively manage your remote workforce and benefit both your business and your employees.

Work from Home: How to Make it Work [Updated 2020]

As we move through the fourth quarter of 2018, many businesses are looking ahead to 2019, with human resources professionals addressing end of year deadlines and preparing for annual employee performance reviews.
Some companies will continue the practice of standard annual reviews, while others will replace reward/punishment-based annual processes with real-time reviews, and continuous feedback approaches.

With challenges like paper/spreadsheet-based processes, talent retention, performance visibility, and employee engagement top-of-mind for many HR leaders — only [4% of HR managers](https://www.npr.org/2016/09/28/495795876/yay-its-time-for-my-performance-review-said-no-one-ever "Yay, It's Time For My Performance Review! (Said No One Ever)") think their system of assessing employees is effective at measuring performance—a system overhaul is desperately needed.

At PeopleGoal our job is to help companies like yours boost productivity. That’s why we’ve put together a checklist of seven simple ways to help you optimize and modernize your [performance management process](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process) in 2019.

## 1. Embrace Company-Wide Goal Setting
As the drivers behind the performance review process, HR leaders should be seeking real ROI from performance management systems, not fighting executives who aren’t accountable for deadlines, or managers who don’t bother to deliver reviews.
By establishing company-wide Objectives and Key Results (OKRs), employees can align their individual goals with larger company objectives, improving the understanding of individual contributions to the overall company's success. It’s a great way to start everyone off on the same page for the year, and it helps with employee engagement, making employees feel like they are part of the larger organization’s wins and losses.

## 2. Authenticate Relationships: Nurture Employee Engagement
With [90% of companies](https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2017/redesigning-performance-management.html "Performance management: Playing a winning hand") who have redesigned performance management seeing direct improvements, feedback cadence is a performance management element ripe for change.

Real-time feedback and 2-way feedback are two techniques that do wonders for promoting employee engagement. Both systems allow managers to “check-in” more often with employees, helping to address obstacles, provide coaching, and giving praise at regular intervals. Issues and concerns aren’t allowed to fester for a full year, and employees feel “seen” and “heard” more often.

## 3. Give 360° Feedback a Try
In addition to real-time feedback, and 2-way feedback, 360° feedback is quickly making its way into modern performance management systems. Like 2-way feedback, 360° feedback allows both employees and their managers to request and provide feedback, but in addition, employees can also request feedback from a peer or client.

Additionally, some systems also have the option of employees completing short self-assessments. This allows goals, hurdles, or interpersonal issues to be addressed from all perspectives, lending potential greater awareness to the entire team.

![performance management process](//images.ctfassets.net/6g4s9n00xmsl/25CF7EBLYyxLCyAGfWullo/7a02923b0ccf5b1dc5d5babcfe2bbc7b/performance_management_process.png)

## 4. Ditch Your Excel Spreadsheet Tracking Habit 
Have you ever been on a project where 10+ people shared a common offline document? It’s a nightmare! No one is really sure what version is the correct version, and people accidentally erase data, or input wrong information all the time.

Going online solves these headaches, while allowing you to streamline your performance management process. An online system also keeps data safe and secure in the cloud, reduces process times, and creates a more efficient communication network between departments. And, very importantly, it also reduces the amount of menial labor notoriously involved in traditional performance management methods.

In addition, online-based performance management systems allow you to “brand and promote” performance reviews, taking a “marcom” style approach to engagement, for more process buy-in across your organization.

## 5. Brand 2019 'The Year of Analytics'
We live in a data-driven world, so it’s no surprise that data would show up in our performance management overhaul. By adopting a strategic, data-driven approach, your organization can collect and analyze data effectively, allowing you to recognize high-achievers and more closely monitor your overall performance process.

Data also allows you to see how often check-ins are taking place, making sure that managers are helping to bolster employee morale and performance with frequent feedback. Additionally, it can help you understand which managers are stellar, and which could use coaching and support. Your data reporting methods should also be customizable, giving you the ability to generate various reports based on your specific evaluation needs.

## 6. Make It All About Support (Especially When It Comes to New Management Software)
A checklist to help you modernize your [performance management system ](https://www.peoplegoal.com/product/performance-management-software) wouldn’t be complete without addressing the implementation of new performance management software—one of the main upgrades you can make to your performance management process.

Before you select and buy software, you should carefully consider what features and elements you really need. Modular platforms are often best, you only pay for what you use. Customization is also key; a platform that fits your individual organization and specific management goals.

You should consider exploring product demonstrations, trial accounts, and qualification calls. That way you avoid purchasing any software that isn’t ideal. And most importantly, look for a software vendor that provides post-sale technical support. You’re much better off with a consultative approach provider than buying software that you’re never going to use.

## 7. Get Buy-In from Key Stakeholders for Any Big Changes
And our last, but not least, important element to consider when reinventing your performance management process is buy-in. Who has the authority to influence your project and its outcome?
Cultivating change successfully in your HR department is highly dependent upon correctly identifying and engaging stakeholders. The more engaged your stakeholders are, the higher the chances of completing your project successfully. Your software, analytics, and goal-setting initiatives are only effective if teams actually use them.

To receive larger buy-in from executives and key company stakeholders, you must show how your changes will deliver real value to the entire organization. What about your software choice, or 2-way feedback approach, will they enhance the larger company’s ability to succeed?

__At PeopleGoal, We're Here to Help!__

From paper-based process migration, to raising employee engagement, we know it takes a lot of time, research, analytics, and resources to initiate change. That’s why we’re here to help you adapt —aiding you through every step of your performance management process with our consultative approach.

For more ways to successfully make 2019 the year of change, check out our practical toolkit— Modernizing your Performance Management Processes. It’s free, easy, and simple to use.

[Download Your Toolkit Here](https://enterprise.peoplegoal.com/modernising-performance-management-for-large-organisations "Modernising Performance Management")

You can also email us directly at <contact@peoplegoal.com>, or give us a call at +44 (0) 7990012125.

It's time for change! Optimize and modernize your performance management process in 2019. Make next year - your year.

Make 2019 the Year of Change

2019 year of epm

How performance management software can help you reach the top!

Make 2019 the Year of Change: Reinvent Your Performance Management Process

The General Data Protection Regulation implementation date is set for [25th of May 2018](https://www.peoplegoal.com/faqs/what-is-gdpr "PeopleGoal GDPR Blog") and almost every company based in the EU or operating in the EU has been putting a lot of effort to demonstrate GDPR compliance. Unfortunately the GDPR requirements can be interpreted many ways and it seems that many companies are struggling to understand what is required from them to achieve GDPR compliance.

This post will provide you with a background of the GDPR and what things you need to be aware of in order to demonstrate GDPR compliance.

## Regulation Background
The General Data Protection Regulation will be effective from 25th of May 2018 and its main purpose is to regulate the use of personal data within the EU.

The new regulation will replace the Data Protective Directive (1995 - [Directive 95/46/EC](https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:31995L0046 "Directive 95/46/EC")). The final text for the new legislation was adopted on 14th of March 2016. A detailed timeline of the events can be found here: [GDPR Timeline of Events](https://www.eugdpr.org/gdpr-timeline.html "GDPR Timeline of Events").

## GDPR Summary
The GDPR highlights 2 key parties to which the new regulation applies:

- Controllers: A controller determines the purposes and means of processing personal data
- Processors: A processor is responsible for processing personal data on behalf of a controller

In the case that you are a processor you are obliged to maintain records of personal data and processing tasks, and you carry the responsibility in the case of a breach.

If you are a controller you are not relieved of your obligations while having a processor. The GDPR contains regulations towards the controllers to ensure your contracts/agreements with the processors are GDPR compliant.

The new regulation is applicable to companies operating within the EU and to companies that offer services to individuals in the EU.

## GDPR Checklist
We have put together some high-level guidelines on how to prepare for GDPR compliance. They are aligned to the guidelines provided by the Information Commissioner's office ([ICO](https://ico.org.uk/for-organisations/resources-and-support/data-protection-self-assessment/ "ICO")):

- Assessment: To begin with, you will have to identify the GDPR impact in your respective area and potential compliance issues that may arise.

- Documentation of information you hold: You will have document what kind of personal data you hold. You will have to identify what is the source of the data, how the data is used and if it is shared with third parties. Specifically, the new regulation requires that you maintain clear records of all of your processing activities. The GDPR's accountability principle states that organisations should be able to show how they comply with the data protection principles and document the types of personal data they hold and how they process the data. More details can be found here: [ICO: Accountability and Governance](https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/accountability-and-governance/ "ICO: Accountability and Governance").

- Privacy policy review and updates: You will have to revisit your privacy policy and make changes to reflect what is required from the new regulation. Your privacy policy should clearly cover how you intend to use personal data and what is the retention period prior to deletion. When updating your policy you should consider the following:

    -   What information is being collected?
    -   Who is collecting it?
    -   How is it collected?
    -   Why is it being collected?
    -   How will it be used?
    -   Who will it be shared with?
    -   What will be the effect of this on the individuals concerned?
    -   Is the intended use likely to cause individuals to object or           complain?
    -   More details on how to update your privacy policy can be found         here: [ICO: Guide to Data Protection](https://ico.org.uk/for-organisations/guide-to-data-protection/privacy-notices-transparency-and-control/ "ICO: Guide to Data Protection").

- Rights of the individuals. Based on the GDPR individuals have the following rights:

    -   The right to be informed. Individuals have the right to be             informed about the data gathering, usage and retention period         of their data. If the data is enriched with information from           other sources the individuals should be notified. All the             information provided to people should be clear, concise and           transparent.
    -  The right of access. Individuals have the right to access their        personal data and once they request to access personal data you        have 30 days to respond.
    -  The right to rectification. Individuals can request to rectify        inaccurate data and once the request is made you have 30 days          to respond.
    -  The right to erasure. Individuals have the right request data          erasure. Once the request is made you have 30 days to respond.
    -  The right to restrict processing. Individuals have the right to        request a personal data restriction. The response time to the          request is 30 days.
    -  The right to data portability. Individuals have the right to          transfer their data from one IT system to another as it relates        to information the user has given to a controller.
    -  The right to object. In some cases the GDRP gives the right to        individuals to object to the processing of their personal data.
    -  Rights related to automated decision making including                  profiling. The GDPR has specific provisions when it comes to          automated decision making and user profiling. Specific                authorisations should be in place in order to execute automated        activities and information should be given to individuals about        the processing.
    -  More details about the individual's rights can be found here:          [ICO: Rights Related to Automated Decision Making.](https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/individual-rights/rights-related-to-automated-decision-making-including-profiling/ "ICO: Rights Related to Automated Decision Making")

- Accountability and Governance. This area highlights changes and measures required to be in place in order to achieve GDPR compliance. For example:
    -     Implementation of data protection policies
    -     Documentation of processing activities
    -     Completing internal audits on data security and protection
    -     Data security enhancements
    -     More details on accountability and governance can be found             here: [ICO: Accountability and Governance](https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/accountability-and-governance/ "ICO: Accountability and Governance").

- Consent. This area is about giving individuals the choice to decide how their personal data will be processed and used. Clear guidelines should be created and used to obtain consent from individuals. In addition, a clear process for individuals should be in place to revoke consent at a later stage if required.
 
- Minors and children. The GDPR is introducing special protection for children's personal data. Every company is required to put in place processes to identify an individual's age and to obtain parental or guardian consent for any data processing activity.
 
- Data Breaches. Every company should have in place procedures to detect, report and investigate data breaches.

- Data protection impact assessments. A Data Protection Impact Assessment (DPIA) should be completed if data processing may result in a high risk of compromising personal data. ICO has put together some checklists that can help you decide when to complete a DPIA. These can be found here: [ICO: DPIA](https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/accountability-and-governance/data-protection-impact-assessments/ "ICO: DPIA").

- Data protection officers. A data protection officer (DPO) should be appointed if you are conducting processing activities. The role of the DPO is to:

    - Monitor internal compliance
    - Advise on data protection obligations
    - Conduct data protection impact assessments
    - Act as a contact point for individuals and the supervisory             authority
    - A data protection officer can be an existing employee and should       have some education / awareness of data protection policies

- International transfers. If a company operates in more than one EU country it should determine its lead data protection supervisory authority and document it. Guidance on how to identify your leading data protection supervisory authority can be found here: [EU: Article 29](http://ec.europa.eu/newsroom/article29/news.cfm?item_type=1358 "EU: Article 29").

## GDPR Fines
Supervisory authorities from each EU country will be responsible for imposing fines for non-compliance with the GDPR. A company will be subject to administrative fines up to 20 million Euros or 4% of the total worldwide annual turnover of the preceding financial year, whichever is higher.

## GDPR & Brexit
The UK government said that it would implement the GDPR legislation and the UK's commitment to GDPR was part of the [Queen's Speech](http://www.bbc.co.uk/news/technology-40353424 "Queen's Speech") in 2017. As the UK is still part of the EU, the GDPR is effective for all companies operating in the UK or those who have data subjects in the UK.

## GDPR Resources
Some useful material on GDPR can be found here:

[Regulation (EU) 2016/679](https://publications.europa.eu/en/publication-detail/-/publication/3e485e15-11bd-11e6-ba9a-01aa75ed71a1/language-en) of the European Parliament aon the protection of natural persons with regard to the processing of personal data and on the free movement of such data, and repealing Directive 95/46/EC (General Data Protection Regulation) (Text with EEA relevance)
Here you can find the official PDF of the Regulation [(EU) 2016/679](https://gdpr-info.eu/) (General Data Protection Regulation) as a neatly arranged website.
[Guide to the GDPR](https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/) explains the provisions of the GDPR to help organisations comply with its requirements.

We have put together some high-level guidelines on how to prepare for GDPR compliance. Use our GDPR checklist to ensure you're meeting your GDPR requirements.

GDPR Compliance Requirements

GDPR checklist

### A Regular Guide to All Things PeopleGoal
Followers of our emails will have already received the first of our features updates, so why not have a handy blog reference for all things PeopleGoal, too? We'll use Friday Features to share our latest and greatest tools, from the basics to some of our more advanced PG Admin solutions. Anything you want to see here? Just drop us a line! Which leads us to your first feature...

### Give us Feedback

Whether it's an idea for something new, an improvement to an existing module or a quick high five to our team, we want to hear from you. Find our 'Request a feature' and 'Give us feedback' tools in the drop-down menu on your Dashboard, so you can fire off your suggestions to us as the lightbulb ignites. Easy!

![6](//images.ctfassets.net/6g4s9n00xmsl/6YVwl9AwgLJkwmDnPtGpVF/f7696d4765a9455e5bde1de41835fc1a/6.png)

Remember, you can also use the 'Support' button on the Dashboard drop-down to speak directly to our ever-patient Customer Success Team. Speaking of the Dashboard...

### Dashboard & Timeline
Your Dashboard is the most useful module for managing individual goals and company-wide news. It contains all of the key features to set goals and request feedback.

![Dashboard 1](//images.ctfassets.net/6g4s9n00xmsl/5D1aqDs3T2RE35mv0e9mlm/b6b87c72b9960fb046abcc9a24738f1a/Dashboard_1.png)

As an Admin you can post company, department or team level news using the 'Share' tool, and as a User you can acknowledge your colleagues' achievements with the 'Recognize' tool - pick from our pre-designed badges or customise your own in Account settings. You go, Glen Coco. 

![2](//images.ctfassets.net/6g4s9n00xmsl/43u3SJFPce4s9nce8XRyo9/272ba429e2c8ba6fc31e349cfa794a93/2.png)

You can also set custom timeline items to remind your teams of important deadlines with flexible reminders - again at company, department or team level.

![3](//images.ctfassets.net/6g4s9n00xmsl/3MzPX7MFqDbQTU6jYHJf00/d4905859fa2cc4aa916adc448a66a59a/3.png)
![4](//images.ctfassets.net/6g4s9n00xmsl/7f61MQYlQgbI9mIdzi84Ke/eeadf821af4fa81a178de96b6aa6637d/4.png)

Now on to the big stuff - how to set effective and inspiring goals for your team. 

### Google-Style OKRs

[Objectives and Key Results (OKRs) is a goal-setting technique used by Google](https://www.peoplegoal.com/product/okrs-software) to support their rapid growth strategy since their very first year of operation. With PeopleGoal you can [easily customise your goal setting to the OKR style](https://www.peoplegoal.com/app-store/template/okrs-new-b36c2192-ebe0-4029-88a4-76f61a42558b).

Designed to link company objectives to team/department and individual goals with key results that connect all levels of the organisation, OKRs are encouraged to be transparent across the business and are effective at making sure every employee knows what is expected of their role. 

If you've never set OKRs before or you just want a few tips on their use, have a look at this great video by Rick Klau, Partner at Google Ventures, showing some of John Doerr's original slides ([https://www.youtube.com/watch?v=mJB83EZtAjc](https://www.youtube.com/watch?v=mJB83EZtAjc "Startup Lab workshop: How Google sets goals: OKRs"))!

### Account Configuration
We want PeopleGoal to work seamlessly within your company structure, so we've tried to make each module as customisable as possible. Settings for each level of the platform can be changed by Admins in the 'Configure' toolbar. Some of our most useful features are:

__Cumulative feedback questions__ - standardise questions at company, department and team level

__Development plans__ - outline a short- and long-term progression strategy for every individual

__Training__ - upload your internal company development courses and resources

For a more detailed overview of each setting's function, check out our [FAQs](https://www.peoplegoal.com/faqs).

### Export to PDF

Last but certainly not least, at the close of your performance management cycle you'll want great looking and easy-to-manage reviews to access in future. Enter our 'Export to PDF' function, so you can save all reviews for offline access. 

![7](//images.ctfassets.net/6g4s9n00xmsl/5Ghtw2JrVfihoxGXqE16yk/24f0f826604938a53508609f1d022369/7.png)

*Hint: you can do the same for goals and feedback...*

Here's wishing you a successful and streamlined review process this year! Any questions or comments, just drop us a line.

Feel free to read our other [blogs](https://www.peoplegoal.com/blog "PeopleGoal Blogs"), [reviews](https://www.capterra.com/p/132347/PeopleGoal/ "PeopleGoal Capterra Reviews") or [FAQ’s](https://www.peoplegoal.com/faqs "PeopleGoal FAQ's") to find out more. You can even try our platform in a [free 14-day trial](https://auth.peoplegoal.com/login?state=g6Fo2SA4RVRjZ3ZkaVRWVnJOZ2k1aWtWdHYtTlNFRDRpX3lCbqN0aWTZIGxZbUFYTDljVGYzWW9TUTRZQmZNV0FlYzg3d3piYWZUo2NpZNkgU0RoVzZEbWNaNFVHQXQ4NnluY3hOZWliWWdwOG5MRUk&client=SDhW6DmcZ4UGAt86yncxNeibYgp8nLEI&protocol=oauth2&auth0Client=eyJuYW1lIjoib21uaWF1dGgtYXV0aDAiLCJ2ZXJzaW9uIjoiMi4wLjAifQ%3D%3D&redirect_uri=https%3A%2F%2Fwww.peoplegoal.com%2Fauth%2Foauth2%2Fcallback%3Flogin_hint%3DsignUp&response_type=code&scope=openid%20profile%20email%20user_metadata "PeopleGoal Trial Sign-Up") with no subscription needed.

How to get the most out of your Dashboard, set Google-style OKRs and configure your account. Here's wishing you a successful and streamlined review process this year!

How to get the most out of your Dashboard, set Google-style OKRs and configure your account. Tips and advice from the PeopleGoal team 

Friday Feature #1

Friday Features #1

PeopleGoal's new features

Results Only Work Environment (ROWE) is an employee performance management approach created by Jody Thompson and Cali Ressler where employees are paid for their output (results) rather than the time spent at work. One of the early stage evangelists of the approach was BestBuy. The approach has also been adopted by GAP and Fairview Health Services, among others. ROWE is focused primarily on delegation and provides managers with the tools to set goals and link these goals to individual contributors. The focus is on goal completion rather than smaller tasks which are not significant for the organization.

![ROWE - definition of ROWE](//images.ctfassets.net/6g4s9n00xmsl/3rRmysBMkPuBOwkTcgA9Z0/28cc9c35dffd196ece2938087f6baaf4/ROWE_-_definition_of_ROWE.png)

Jody Thompson and Cali Ressler argue that with ROWE teamwork and employee engagement will increase and employees should not feel stressed or overworked. Employees will work when they need to, and timetables and schedules are therefore not required. Employees are not judged on the way they spend their time but on achievement of results.

Specifically employees are responsible for results only and they can work autonomously as long as they are accountable for their goals.

Organizations will be able to attract and retain talented employees who are results-orientated and focused on delivery. They argue that a ROWE workforce is more efficient and productive as the entire workforce is focused on execution and delivery. Also, wasteful processes will be eliminated as employees will have to streamline their work towards their goals.

![ROWE - advantages of ROWE](//images.ctfassets.net/6g4s9n00xmsl/SEdYXmmCk9U11N5SMnBCX/301c5f7c72efaa58e40255261fdc9c05/ROWE_-_advantages_of_ROWE.png)

You can find a complete summary [here](http://www.mixprize.org/blog/freedom-work-maverick-hangout-jody-thompson).

But does this approach work in practice?

BestBuy CEO Hubert Joly argues that the system has flaws because it primarily focuses on delegation and the managers should always dictate to the employee how the goals should be completed. But delegation is not always the right leadership approach for a team. Some employees want to feel engaged and motivated by their managers rather than being told exactly what their goals are. According to Hubert Joly the approach reduced employee collaboration as everyone was working from home and on an individual basis.

Eventually BestBuy abandoned ROWE. You can read more [here](http://www.businessinsider.com/best-buy-ceo-rowe-2013-3).

At [PeopleGoal](https://www.peoplegoal.com/) we believe that ROWE can work only in conjunction with the following management principles:

- Promotion of employee, team and department collaboration
- Clear communication of the company's vision to employees
- Emphasis on [employee](https://www.peoplegoal.com/resources/webcasts/employee-development) [development](https://www.peoplegoal.com/blog/effective-employee-development-plans) points and support through company objectives 
- Bottom up approach when completing goals
- Employee career aspirations linked to company objectives

![ROWE - management principles to use with ROWE](//images.ctfassets.net/6g4s9n00xmsl/5G9ycdyk3GKKbgUIhYyhwR/31f70f1c995e4d2fc9159a73dbde8656/ROWE_-_management_principles_to_use_with_ROWE.png)

Feel free to read our other [blogs](https://www.peoplegoal.com/blog "PeopleGoal Blogs"), [reviews](https://www.capterra.com/p/132347/PeopleGoal/ "PeopleGoal Reviews") or [FAQ’s](https://www.peoplegoal.com/faqs "PeopleGoal FAQ's") to find out more. You can even try our platform in a [free 14-day trial](https://auth.peoplegoal.com/login?state=g6Fo2SAybEFIX1lUaE50b1JBcDdadHpPM3UyczRjeGtBVzhFNaN0aWTZIDFESkxoTVNSV0JiUl9LLWVmZ2tScHJ2TTlBTlZRUHMwo2NpZNkgU0RoVzZEbWNaNFVHQXQ4NnluY3hOZWliWWdwOG5MRUk&client=SDhW6DmcZ4UGAt86yncxNeibYgp8nLEI&protocol=oauth2&auth0Client=eyJuYW1lIjoib21uaWF1dGgtYXV0aDAiLCJ2ZXJzaW9uIjoiMi4wLjAifQ%3D%3D&redirect_uri=https%3A%2F%2Fwww.peoplegoal.com%2Fauth%2Foauth2%2Fcallback%3Flogin_hint%3DsignUp&response_type=code&scope=openid%20profile%20email%20user_metadata "PeopleGoal Sign-Up") with no subscription needed.

Alternatively, you can also email us directly at <contact@peoplegoal.com>, or give us a call at +44 (0) 7990012125.

[Return to blog](https://www.peoplegoal.com/blog)

Does a ROWE work in practice to increase employee productivity? Read on to find out the pros and cons of this approach to company culture...

Does a ROWE Increase Employee Productivity?

Is a results only work environment an effective management tool?

Companies are being extremely focused on __hiring and retaining great talent__, but it __takes more to drive high performance__. Another key requirement is talent management and development. The leaders who align their company strategy with their talent management and development strategy are most likely to win the war against their competitors and achieve growth.

Quoting <a href='https://twitter.com/sirkenrobinson?lang=en' target='blank'> Sir Ken Robinson:</a>

> “Human resources are like natural resources; they’re often buried deep. You have to go looking for them, they’re not just lying around on the surface. You have to create the circumstances where they show themselves.”

According to the Digital HR Tech, Talent management is the full scope of HR processes to attract, develop, motivate and retain high-performing employees.

## Talent Management Practices
There is a variety of practices to focus on.

![Talent Management - talent management practices](//images.ctfassets.net/6g4s9n00xmsl/3R0rIdws0TV6xELK1JNX6T/73f3e9b1b3f4e40a3b305a628e0bf462/Talent_Management_-_talent_management_practices.png)

### 1.	Employer Branding and Reputation
The term stands for the company’s reputation perception from the perspective of a protentional employee promoting the [company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources) and values it lives by.

### 2.	Candidate Experience
It is the experience of a job seeker based on the interactions with the potential employer during the recruitment process. The stages include the job search itself, the application process, interview process and [onboarding](https://www.peoplegoal.com/blog/onboarding-process-template) once the role is offered

### 3.	Candidate Selection Process
The selection process consists of shortlisting the candidates and their assessment. It is essential for the employers to develop a process that treats the candidates fairly, does not promote discrimination or biases, prioritising the candidates’ abilities, fit with the company and the potential for development.

### 4.	Referrals
It is likely that best talent knows more best talent that would fit your company culture equally well as they do. Therefore, it is worth to invest time and resources into developing an effective process that will encourage your current employees to refer suitable candidates from their network.

### 5.	Onboarding 
It is a key aspect of engaging your employees. It can have a significant impact on the employee retention of your workforce. Invest into a tool to help you set an [onboarding process ](https://www.peoplegoal.com/blog/5-key-employee-onboarding-process-steps-to-master)or utilize employee journey mapping to identify key moments in your employees’ journeys.

### 6.	Engagement
[Employee Engagement](https://www.peoplegoal.com/guides/employee-engagement) can be seen as a result of potent talent management and development. It is traditionally defined as the emotional commitment the employee has to the organization and its goals. We also propose it can be defined by the levels of integration of your employees’ jobs and their lives.

### 7.	Employee Retention
[Retention](https://www.peoplegoal.com/blog/employee-retention) continues to be one of the main challenges for employers in the current everchanging and dynamic society. 

### 8.	Succession planning
Focus on identifying and growing talent to fill in leadership positions and ensure success of the companies in the future. Use a [talent matrix](https://www.peoplegoal.com/blog/talent-matrix) to assess employees potential. 

### 9.	Learning and Development
Opportunities for learning and development are not only essential for the performance of your company and its growth but also for your employee retention. 

### 10.	Performance Management
It is a key to [improvement of organizational performance](https://www.peoplegoal.com/blog/dont-think-performance-management-software-is-worth-it-think-again) and boost employee productivity. It helps organizations to ensure the teams are on the same page and every individual’s efforts are aligned with the wider organizational efforts of the business. 

### 11.	HR Analytics
HR analytics can contribute to talent management as it helps organizations to identify the future best talent and focus on strengths and weaknesses of each individual to help them reach their full potential. 

It is true it takes a lot of time and effort to implement effective talent management and development practices. But what are the strategies to create a high performing company using your talent?

## Top Talent Management Strategies:

![Talent Management - top talent management strategies](//images.ctfassets.net/6g4s9n00xmsl/77Ts3MeIsYJ3D9h8zlV2Mt/47fd373e32853ab1846ef7c847f49e24/Talent_Management_-_top_talent_management_strategies.png)

### 1.	Aligning employee goals to company vision and strategy. 
Every company should follow a [top-down approach](https://www.peoplegoal.com/glossary/cascade-goals) to communicate the strategy to the teams. Every manager should be able to [access the objectives of other teams](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team) to allow for cross-team collaboration as well as faster goal completion. Goal alignment will enhance talent management and improve performance. Your employees should be aware of the company strategy and its wider organizational goals. Furthermore, they should be encouraged to align their personal goals to the OKRs and continually review and adjust them.

### 2.	Create internal talent pools
In many occasions companies where unable to pivot due to lack of a talent pool with a specific skillset. A company should not rely on external talent pools, but it should focus in building a strong internal talent pool. The creation of an internal talent pool will allow for specific skill-set development and easier to plan talent succession. 

Also, a company will be able to fill leadership roles internally rather than hiring externally someone which might not have the required skillset. A great company example that has strong internal talent pools is General Electric. Internal talent pools are part of GE’s culture for the past 50 years.

### 3.	Promote a collaborative environment.
Needless to say, how important cross-departmental and cross-culture collaboration is in the work environment. Through an effective collaborative environment, a company can manage their talent better and employees develop their talents further as they can collaborate not only horizontally but also vertically within an organization.

### 4.	Implement a social talent management and development system
A smart and social talent management system will help the company align its strategy with employee objectives and also help identify talented individuals that can help build a strong internal talent pool.

### 5.	Reward talent development
Employee motivation goes hand in hand with employee rewards. If a company [starts rewarding](https://www.peoplegoal.com/blog/building-a-culture-that-rewards-hard-work) for talent development, then all employees will put extra effort to develop their skillset.


Talent management and development are an integral part of human resources. We also review key strategies to create a high-performing company using your talent.

5 Strategies for Talent Management and Development

Talent Management and Development: 5 Strategies to Create a High Performing Company

Talent management and development is an integral part of human resources and company culture. 

The homeostasis definition (biologically speaking) is:

> An organism's ability to keep an internal equilibrium in response to changes in the environment. If we extend this metaphor to the business environment, how can you keep your business on an even keel in today's highly changeable market? Let's examine some ways to maintain homeostasis.

![Homeostasis - definition](//images.ctfassets.net/6g4s9n00xmsl/1l7vJdTVpsFWh7jwMMFPUl/acd13455f018546ca7035b4f88e6c1a7/Homeostasis_-_definition.png)

We have examined four methods to help you maintain homeostasis in your organization:

## Set your goals from the top down
Businesses should define [their top level objectives](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) for each year. These should be decided at the management/executive level but based on the feedback from the whole company. Once the objectives and strategy have been decided it is important to ensure that this strategy is communicated and understood throughout the entire organization. One of the ways you can do this is to cascade your strategy down through the business like a waterfall. Make departments, teams and individuals set their own goals in alignment to the strategy. For example, if your key business objective is to "Grow sales by 10%" then you should require that individuals set goals which directly support this business objective.

![Homeostasis - set goals from the top down](//images.ctfassets.net/6g4s9n00xmsl/59wTcT5H3pp97bKZ8gnvtV/2bceaf0c7fa2a10588369b802f0dc0dc/Homeostasis_-_set_goals_from_the_top_down.png)

## Develop feedback mechanisms
It is very easy for a company to lose sight of [employee engagement](https://www.peoplegoal.com/blog/five-employee-engagement-activities-to-boost-motivation) and performance. This can result in reduced employee productivity and high employee churn which will impact your company's homeostasis. Therefore, it is important to create feedback mechanisms that will allow you to measure employee engagement and provide [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) to your employees. To make it work it should be a two way channel also allowing employees to give feedback to management and managers. Also, avoid [negative feedback](https://www.peoplegoal.com/blog/negative-feedback) and focus on [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) that will enable development.

![Homeostasis - develop feedback mechanisms](//images.ctfassets.net/6g4s9n00xmsl/5sSeNDiQLzVLDT3ECY4cY6/67a9d74d062ca2ee098886e8efe9ab33/Homeostasis_-_develop_feedback_mechanisms.png)

## Monitor changes in the environment
Companies nowadays have so many channels of information available to them; but how do you know which signals to listen to anymore? It starts with identifying the key metrics which impact your success as a business. For example, your key performance indicator can be number of customer complaints, number of returning visitors or recurring sales revenue. When you have defined your KPI's it's critical to set up a business dashboard to monitor them. If you have a repeatable and reliable business dashboard it should function just like the dashboard on a car or airplane - i.e. let you know when there's a problem!

![Homeostasis - monitor changes in the environment](//images.ctfassets.net/6g4s9n00xmsl/5dgThaqVQ2LE7HfdN5Nzd0/3f3bfb642068b1dec36157d5616e4c29/Homeostasis_-_monitor_changes_in_the_environment.png)

## Adjust your strategy
Be bold and listen to your instruments. When you have confirmed that there's a change in the macro-environment which is visible on your performance (through the dashboard) you should be brave enough to make a decision and go with it. Adjust your strategy, cascade the new strategy and go for broke. Change is good, and listening to your instruments will allow you to maintain homeostasis in your business.

![Homeostasis - adjust your strategy](//images.ctfassets.net/6g4s9n00xmsl/5i6Kh5AWyUI9DSaBGeqix9/c63d6debd75a7e2884f0990b9feebe0a/Homeostasis_-_adjust_your_strategy.png)


The homeostasis definition can be extended to the business enviroment. In particular how a business restores balance after internal and external changes.

Homeostasis defintion: A business owners perspective

What is the homeostasis definition from a business perspective?

Homeostasis definition

In today's business environment, how can you keep your business in an internal equilibrium? This article examines ways to maintain homeostasis in the workplace.

If small companies decide to treat employee performance evaluation methods as an ongoing process they will be able to truly measure employee performance and enhance productivity.

The following tips for better employee performance evaluation methods will help your company increase employee productivity and boost employee engagement:

- Linking company objectives to individual employee goals
- Aligning daily tasks to employee goals and make employees accountable to their goals
- Having clear and concise performance expectations
- Documenting evidence of individual performance and use them to support career progression and compensation
- Emphasizing the importance of [employee](https://www.peoplegoal.com/resources/webcasts/employee-development) [development](https://www.peoplegoal.com/blog/effective-employee-development-plans)
- Rewarding employees for outstanding performance through perks and awards

![Employee Evaluation Methods - tips for employee evaluation methods](//images.ctfassets.net/6g4s9n00xmsl/2bMKwXATYRyvHunUi6Ezsi/25f841d3c126b6508171f217c35b60b6/Employee_Evaluation_Methods_-_tips_for_employee_evaluation_methods.png)

With effective employee performance evaluation methods, employee satisfaction and engagement can increase by:

- Providing [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback)
- Setting clear employee performance expectations
- [Aligning employee career paths](https://www.peoplegoal.com/guides/smart-goals) to the organization visions
- Communicating clearly incentives for outstanding performance
- [Rewarding and recognizing](https://www.peoplegoal.com/blog/building-a-culture-that-rewards-hard-work) regularly the team and employees
- Supporting employee learning and development requirements

![Employee Evaluation Methods - why employee satisfaction and engagement increase](//images.ctfassets.net/6g4s9n00xmsl/5fJwczO8APicyFWKv192Oh/6ff017272fc70187cc970ece7e619541/Employee_Evaluation_Methods_-_why_employee_satisfaction_and_engagement_increase.png)

Feel free to read our other [blogs](https://www.peoplegoal.com/blog "PeopleGoal Blogs"), [reviews](https://www.capterra.com/p/132347/PeopleGoal/ "PeopleGoal Reviews") or [FAQ’s](https://www.peoplegoal.com/faqs "PeopleGoal FAQ's") to find out more. You can even try our platform in a [free 14-day trial](https://auth.peoplegoal.com/login?state=g6Fo2SAybEFIX1lUaE50b1JBcDdadHpPM3UyczRjeGtBVzhFNaN0aWTZIDFESkxoTVNSV0JiUl9LLWVmZ2tScHJ2TTlBTlZRUHMwo2NpZNkgU0RoVzZEbWNaNFVHQXQ4NnluY3hOZWliWWdwOG5MRUk&client=SDhW6DmcZ4UGAt86yncxNeibYgp8nLEI&protocol=oauth2&auth0Client=eyJuYW1lIjoib21uaWF1dGgtYXV0aDAiLCJ2ZXJzaW9uIjoiMi4wLjAifQ%3D%3D&redirect_uri=https%3A%2F%2Fwww.peoplegoal.com%2Fauth%2Foauth2%2Fcallback%3Flogin_hint%3DsignUp&response_type=code&scope=openid%20profile%20email%20user_metadata "PeopleGoal Sign-Up") with no subscription needed.

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[Return to blog](https://www.peoplegoal.com/blog)

Treat employee performance evaluation methods as an ongoing process, and subsequently measure better employee performance and productivity.

How to Implement Better Employee Evaluation Methods?

Employee performance evaluation methods pointing to a paper

Employee performance evaluation methods

Employee evaluations require effort from the managers for better results.

Employee Evaluation Methods: Improvements Implementation 

## What is Management: A Modern View

A modern management philosophy is very different from one based in the 20th century. However, it's still surprising how many companies (and business schools) teach management studies in an outdated fashion. Here are some of the key trends of modern management.

### What is management?

1. [Modern management clearly states a mission and mantra for the company](https://www.peoplegoal.com/glossary/management-by-objective-mbo). It's an ethos which the whole company believes in and is run by.
2. Management set specific goals (different from a mission or vision). These goals are time-bound and specific enough so that management can be judged on whether or not they have achieved them.
3. Management should be extremely passionate about their business and convey this passion to their staff, customers and shareholders.
4. Management should still be focussed on maximizing revenue and minimizing costs. Management should control outflows and monitor all KPI's.
5. Focus on finding a pricing sweet-spot where customers are just happy enough to pay and the company is generating maximum revenue.
6. Strive for innovation and recruit the best available talent. This is critical to the long term success of your business.
7. Face challenges with honesty and integrity and be prepared to communicate with your business stakeholders on a much more regular basis.

![management - what is management](//images.ctfassets.net/6g4s9n00xmsl/558Apo4ZDrwlywi9PqrPK7/af033a5e85db15e6eeeed9025b879939/management_-_what_is_management.png)

## Useful Posts

👉 [Change Management: What's the Role of HR?](https://www.peoplegoal.com/blog/change-management)
👉 [Management by Walking Around: A Business Management Technique](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique)
👉 [Can Micromanagement Ever Be Effective?](https://www.peoplegoal.com/blog/micromanagement)
👉 [PeopleGoal Blog](https://www.peoplegoal.com/blog)


A modern management philosophy is very different from one based in the 20th century.

What is Management: A Modern View

Changes in modern management styles.

PeopleGoal enables companies to redefine their performance management and employee engagement processes. With PeopleGoal you can accelerate employee performance and engagement with frequent check-ins, goals and OKRs tracking, recognition, feedback, and multiple manager reviews. PeopleGoal offers complete customization so that HR teams can buildtailor-made apps to manage, engage and develop employees and teams.

[PeopleGoal Performance Management](https://www.peoplegoal.com/solutions/performance)
[PeopleGoal Employee Engagement](https://www.peoplegoal.com/solutions/engagement)
[PeopleGoal Development](https://www.peoplegoal.com/solutions/development)
[PeopleGoal Core HR and Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding)

This is an emptyPeopleGoal enables companies to redefine their performance management and employee engagement processes.

PeopleGoal About

Constructive Feedback Examples for Better Performance Reviews

James Strickland

Posts

Employee Performance Management Software : 9 Key Features

July Product Updates

New item creation & submission flow

Feature Release: New v2 Dashboard

PeopleGoal Public Product Roadmap

Work from Home: How to Make it Work [Updated 2020]

Make 2019 the Year of Change: Reinvent Your Performance Management Process

GDPR Compliance Requirements

Friday Features #1

Does a ROWE Increase Employee Productivity?

5 Strategies for Talent Management and Development

Homeostasis defintion: A business owners perspective

Employee Evaluation Methods: Improvements Implementation

What is Management: A Modern View

About PeopleGoal

Ready to see PeopleGoal in action?
Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

James Strickland

Posts

Employee Performance Management Software : 9 Key Features

July Product Updates

New item creation & submission flow

Feature Release: New v2 Dashboard

PeopleGoal Public Product Roadmap

Work from Home: How to Make it Work [Updated 2020]

Make 2019 the Year of Change: Reinvent Your Performance Management Process

GDPR Compliance Requirements

Friday Features #1

Does a ROWE Increase Employee Productivity?

5 Strategies for Talent Management and Development

Homeostasis defintion: A business owners perspective

Employee Evaluation Methods: Improvements Implementation

What is Management: A Modern View

About PeopleGoal

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.