Express your unique company culture with a performance management tool that adapts to your way of working.

PeopleGoal Logo

PeopleGoal

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

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.

## Introducing PeopleHeRoes by PeopleGoal

At [PeopleGoal](https://www.peoplegoal.com/) we talk to HR professionals every day and discuss their unique experiences and challenges that make them __“PeopleHeRoes”__ in our eyes. However, our conversations happen behind closed doors and we thought it would be a great idea to bring all the fascinating experiences and knowledge-sharing to one of you have in one place.

The PeopleHeRoes community was built to help HR and People Professionals across the world who deal with known and unknown grounds to share their experiences, practices and tactics around key HR topics and help each other adapt better to the new world of work that is fuelled by myriad challenges. Especially since the shift to [remote working](https://www.peoplegoal.com/guides/remote-work), People teams need to come together to help and support each other to create the most productive environments for their newly dispersed teams. We highly encourage creativity, participation and involvement that drives HR evolvement for all of our members!

👉 ___[Click here to join!](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea)___ 👈

---

## What you’ll find in PeopleHeRoes

- __Like-minded professionals__: a carefully curated community of HR and People Ops professionals
- __Resources__: all the information you need to support your teams
- __Best practices & tactics__: learn from your peers' experiences

![peopleheroes HR slack community what you find here](//images.ctfassets.net/6g4s9n00xmsl/7p1G8K1Fx7FdmDtgmguuW6/a4c3f331e12d81bcbf89d7d6dd3bd4bb/peopleheroes_HR_slack_community_what_you_find_here.png)

---

## Our Community Channels

We have a range of channels that you can join. You will be added into some automatically when you first join. If you have an idea for a new channel, reach out to one of the account admins.

![Peopleheroes HR slack community channels ](//images.ctfassets.net/6g4s9n00xmsl/3yJPB8KseR1MKNcnrZv4Mj/c7211f3bce447806fd13fcd3ebb1d206/peopleheroes_HR_slack_community_channels_3.png)

- __HR-watercooler__: A channel for introductions and everyday PeopleHeRoes' experiences
- __Deepdives__: A weekly deep dive on a specific HR topic
- __Development__: A channel for sharing how your organization promotes continuous learning and career growth
- __Engagement__: What triggers employee engagement? Share your experiences and best tactics
- __Help__: PeopleHeRoes' 911 line here! Ask for help around various HR topics and get ahead of any issues
- __HR-tech__: Discuss how HR technology drives success in your company
- __Onboarding__: Share your onboarding tactics and challenges for virtual and in office employees
- __Performance__: Discussion of latest trends, best practices and challenges in performance management
- __Talent-acquisition__: Attracting top talent is a tough job - your invaluable practices belong here

---

## Before you start...

__1. Fill out your Slack profile__: include where you work and what you do

__2. Add a profile picture__: we are building a real community, a picture is a must

__3. Introduce yourself on HR-watercooler__: so we can say hello

__4. Set up your Slack notifications__: so you never miss a conversation

---

## FAQs

### What is PeopleHeRoes?

PeopleHeRoes is a private [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) community for People Ops professionals powered by the team at PeopleGoal. It is a safe space where HR professionals can discuss HR challenges, ask questions, share ideas and best practices with others. The aim is to build a lively community of like-minded professionals who are willing to share their People strategy experience, knowledge and tactics with others. All members of the PeopleHeRoes community are expected to adhere to the [Community Guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view).

### Why is it called PeopleHeRoes?

People teams have an enormous responsibility when it comes to building, aligning, and enabling high-performing teams. This makes them HR Heroes in our eyes! This idea led to the creation of PeopleHeRoes, a community of HR professionals who can support each other to share their knowledge and experience to help build stronger teams.

### How do I join PeopleHeRoes?

We would love to have you join our community! Simply fill in [this short form](https://www.peoplegoal-v2.com/wf/yhXY4r), and leave your name & email. Your application will be reviewed by one of our admins and you will receive an invitation via email. 

### How long will it take for my request to get approved?

The community admins will review new joiner requests once per week.

### How to add PeopleHeRoes to your Slack Workspace?

Click on the “**+**” button in the left hand side of your Slack desktop workspace. Then, enter "peopleheroes" as the workspace name. Enter the email address you used when you submitted your PeopleHeRoes application and your password. PeopleHeRoes will now be added to your Slack workspace!

### Who moderates the group?

The PeopleHeRoes community is currently moderated by the PeopleGoal team, however please contact us if you would like to be a moderator. This community is not for technical support requests relating to the PeopleGoal platform. Please contact support@peoplegoal.com if you are a PeopleGoal customer looking for help.

---

## Community Guidelines

- __Respect Others__: Always be kind, supportive and helpful to your fellow community members. Treat others with respect, and help keep the community as accessible and inclusive as possible.

- __No Sales Outreach__: PeopleHeRoes is a space where like minded professionals can share their experience and advice. Do not contact community members to advertise a product without their express permission. Do not pitch your product on the shared channels.

- __Participate__: You get out what you put in. Be sure to ask and respond to questions from your fellow community members, engage in discussion and keep conversations in the right channel.

- __Community First__: What happens in the community stays in the community - it is a safe space. Don't post community discussions to the outside world.

👉 ___[Read the full community guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)___ 👈

[![peopleheroes HR slack community guidelines](//images.ctfassets.net/6g4s9n00xmsl/4gVW0rZMOOQL5ZnuPhDvjG/322eadb353d1aae69c003a4e4428f9e2/peopleheroes_HR_slack_community_guidelines.png)](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)

---

✏️ Join the PeopleHeRoes community by filling in this [short form](https://www.peoplegoal-v2.com/wf/yhXY4r). 


PeopleHeRoes is PeopleGoal's new Slack community for HR and People Ops professionals. Connect with like-minded professionals, share advice and resources.

Join PeopleHeRoes, PeopleGoal's private Slack community for HR & People Operations professionals to share knowledge, experience, tactics and best practices.

PeopleHeRoes - HR Slack Community by PeopleGoal

PeopleHeRoes Slack Community for HR Professionals

Join PeopleHeRoes, our new Slack community for HR and People Ops professionals!

## PeopleHeRoes: Join Our Slack Community!

We're excited to announce our new Slack Community for HR and People Operations professionals: __PeopleHeRoes__. It is a safe space where you can connect with other HR and People Ops experts, discuss challenges & best practices, ask questions and join relevant conversations that will help advance your business and career. In this article, we explain the initiative's core philosophy, explore some of the Slack channels and tell you how to [join our community](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea). We also answer some frequently asked questions and explain our community guidelines.


PeopleHeRoes: New Slack Community for HR Professionals

__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

The effects of performance appraisal on employees are more than debatable. For a long time the overall consensus, at least amongst scholars, was that __performance appraisals__, generally, have a __positive effect on employee performance__ - amongst other organizational outcomes including __productivity__, __citizenship behavior__, __satisfaction__ and __engagement__. However, there are also conflicting sentiments, deeming them outdated, unjust, disruptive; too simplistic, subjective or harsh. 

There are __three main theories__ that the effects of performance appraisals on employees are hinged upon: __Social Comparison Theory__, __Feedback Intervention Theory__ and __Learning Goal Orientations__.

### Social Comparison Theory 
Social Comparison Theory suggests that __when individuals judge their own performance, they tend to compare themselves or their work to those around them__, suggesting that people are not so much concerned about their performance in an absolute sense, but how it measures up in relation to relevant peers. Hence, performance appraisals are founded on the belief that __employees will improve their performance when faced with unfavourable comparative information__. This theory is problematic, which we will go onto discuss <a href='#Check-your content-check-your-delivery-and-check-the-receiver'> later </a>. 

### Feedback Intervention Theory
Feedback Intervention Theory suggests that __when confronted with a discrepancy between what they wish to achieve and the feedback received, individuals are strongly motivated__ to attain a higher level of performance. At least, that’s the part that advocates of performance appraisals will tell you. First proposed by <a href='https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6371234/' target='blank'>Kluger and DeNisi</a>, FIT is a __hybrid theory, drawing from a number of other behavioral theories__ (e.g. control theory, social-cognitive theory) to build a picture of how different types of __feedback can be both positively and negatively received__ and thus affect performance in conflicting ways. 

### Goal Orientations
Goal Orientations posit that there are __three types of people in the workplace__, and likely the world. If we were transported into a sort of bureaucratic dystopian nightmare (or fantasy, depending on your views), people would either be labelled __LGO, PPGO or PAGO__.

The former are __learning-goal orientated, view ability as malleable and desire to develop the self by acquiring new skills__ and mastering new situations. Those with __performance-prove goal orientation (PPGO) are more concerned with demonstrating their competence__, seek and only work to be positively evaluated, and thus avoid tasks that pose a risk of error. Despite being the only ones with a legitimate name, the PAGOs of society __(performance-avoidance goal orientation) strive only to avoid negative judgments__ from others.

Whilst these theories can be used to promote the effects of performance appraisals on employees, there is plenty of research seeking to explain the circumstances in which they can have adverse effects on employees.  

## Even the thickest-skinned employees are crushed by negative feedback 

According to the a Washington Post study, data was collected on their __goal orientations along with their satisfaction with the merit-based performance appraisal__ they had received 3 months prior. 

<a href='https://www.psychologicalscience.org/news/minds-business/the-perils-of-performance-appraisals.html' target='blank'>Culbertson and his team </a> hypothesized that those with the strongest performance goal orientations, i.e. more concerned with how others viewed their work, would report the most negative feelings regarding [negative feedback](https://www.peoplegoal.com/blog/negative-feedback), and right they were. 

Here’s the but though. 

The other focus group, __the learning goal-orientated, were equally unhappy with the feedback__. 

This unexpected finding, amongst many others, stresses __the importance of better understanding individual differences that influence reactions__ to performance appraisals, and moreover, __how to design them in a way that actually induces a certain goal orientation__ within the ratee so they receive it more favorably. 

## Competition isn’t always healthy 
Many annual performance appraisals involve a __grading system known as stack ranking__, also referred to as [an employee performance vitality curve](https://www.peoplegoal.com/glossary/employee-performance-bell-curve).

According to a 2012 Vanity Fair report, __“2 stack ranking was what crippled Microsoft’s ability to
Innovate”__ and <a href='https://www.gsb.stanford.edu/faculty-research/case-studies/adobe-building-momentum-abandoning-annual-performance-reviews-check' target='blank'>reportedly the employees at Adobe </a> __became so fixated with outperforming colleagues__, as opposed to the business’ competitors, it effectively __dismantled teamwork altogether__, a principle Adobe prides itself on.

> “Adobe employees felt compelled to strategically ensure they ranked among the top 15 percent (and) maximize individual success, often at the expense of the team.”

Because __only a max of 15 percent of employees can be listed as top performers__, this format of evaluating employee performance can have a negative effect and in fact, __harm the health of your organizational atmosphere__ and work culture.

<div id='Check-your content-check-your-delivery-and-check-the-receiver'></div>

___

## Check your content, check your delivery and, most definitely, check the receiver

Remember when we spoke about __Feedback Intervention Theory__, and how it paints a picture? 

Well here’s the picture:  

![effects of performance appraisal on employees](//images.ctfassets.net/6g4s9n00xmsl/NeHAwVApRLDobufxocQZZ/7a8337716e9134b27d21490075f4bd4b/effects_of_performance_appraisal_on_employees.png)

Confused much? 

Fear not, breaking down complex psychological paradigms into bite-sized chunks is kind of our specialty here at PeopleGoal. So here it goes…

Kluger et al. proposed __three levels of thought process that define individuals reactions to a feedback__ intervention; __meta task processes, focal task processes and task detail__. 

Kluger stated that __feedback that focuses on comparing an employee to their peers, will invoke an emotional response__ (i.e. a meta-task process) and thus result in them __rejecting the feedback, feeling angry and/or disappointed and shift their attention away from tasks__. 

On the other hand, if __feedback provides specific information “about the task and goals to be achieved; potential actions to improve performance; monitoring of performance over time; and feedback that is perceived to be objective (such as that provided by a computer)”__ it will invoke learning processes to complete the task __(focal task processes) and improve performance__.

As you can see in Figure 1, the __cues of the intervention, nature of the task and personal characteristics__ all determine what processes will be triggered. For example, if a task or __job is more cognitively demanding, then feedback can be less effective__ as the objective measures lack test-retest reliability (Sturman et al., 2005)

In the situational characteristics section, the box labelled ‘rapid improvement’ refers to a __small group of people who receive very negative feedback and then turn it around__ in a very short period of time. These individuals are __likely to continue trying to change their behavior__ and likewise, if there is a very slow improvement in performance, the chance of them abandoning the goal altogether is more probable. 

## Know your audience 
Kluger also suggested that __individuals who have high self-efficacy are more likely to be motivated__ to change their behavior, meaning feedback may be more effective for these individuals. They also suggest that individuals who are __anxious are more likely to experience cognitive interference, meaning their attention will be taken away from the task__, and feedback is likely to be less effective. 

Among the other personality variables that affect reaction to feedback are __self-esteem__ (Ilgen
et al 1979), __locus of control and altruism__ (Korsgaard et al 1994). Such findings led to the belief that __reactions to feedback, rather than the feedback itself, influence performance__. 

## Keep it fair 
Research has demonstrated that __when procedures are perceived as just, reactions are favourable__, largely irrespective of the outcome. This is called __the fair process effect__ and indicates __‘the perceived fairness of decision-making processes and the degree to which they are
consistent, accurate, unbiased, and open to voice and input’__ (Colquitt et al 2013).

## Be Objective 
Quantifying anything regarding human behavior is always tricky, you want to make sure __your system is not oversimplifying something that is actually rather complex__. 

For this reason, the uniform grading system, i.e. __the five-point scale, is probably one of the worst ways of measuring employee__, or any human potential for that matter. 

One study (Bartol et al, 2001) found that __rating segmentation (that is, the number of alternative appraisal categories available for rating employee performance) affect employees’ perception of fairness__ and resulted in higher self-efficacy. Moreover, __negative responses were associated with a forced distribution rating system__ used for administrative purposes, especially when there was reduced variability in ratees’ task performance (Schleicher et al 2009).

## Keep it positive 
Research demonstrates that __employees who receive feedback that focuses only on positive aspects (such as the employee’s strength and accomplishments)perform significantly better on the job four months later__ than employees who receive a traditional [performance appraisal](https://www.peoplegoal.com/glossary/performance-appraisal) interview (Budworth et al 2015).

## The closer the knit the tighter the fit
__LMX theory states that managers often have a special relationship with an inner circle__ of trusted employees, to whom they give higher levels of responsibility, decision influence and access to resources. Research shows that __the closer the relationship of the rater to the ratee, or quality of leader–member exchange is a strong predictor for the positive effects__ of performance appraisal on employees(Elicker et al 2006).

This might mean you have to take more of a [paternalistic](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019), or [humble approach](https://www.peoplegoal.com/blog/what-type-of-leader-should-you-be-in-2020) to leading to ensure you are maintaining close-knit relationships with your employees. 

## Verdict 
Much like your grandma’s precious vase, __performance appraisals need to be handled with care__. Depending on how you deliver it and who you deliver it to, the effects of performance appraisal on employees will vary massively. If you want to ensure it’s a positive effect, __attentively consider the above questions, cues and personality factors that could play either a mediating or moderating role in the appraisal process__ and give yourself enough time to manipulate them in your favor. 

__Sources:__ https://www.cipd.co.uk/Images/rapid-evidence-assessment-of-the-research-literature-on-the-effect-of-performance-appraisal-on-workplace-performance_tcm18-16902.pdf

https://www.gsb.stanford.edu/gsb-box/gsb-box-get-box-doc/370511/free

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6371234/pdf/2951980.pdf


Are performance appraisals good for your employees? PeopleGoal have the research-based answers to managers' most pressing question

PeopleGoal have the research-based answers to managers' most pressing question: Are performance appraisals good for your employees? 

What are the Effects of Performance Appraisal on Employees

Performance appraisals can have positive and negative effects on employees. PeopleGoal break down the empirical research on both sides of the debate. 

PeopleGoal - effects of performance appraisal on employees

Today we announce the launch of our new PeopleGoal website along with a refreshed brand identity. The new brand identity and website reflect our vision for the company and how PeopleGoal is evolving into an employee experience platform. 

PeopleGoal was born of our first-hand experience of how destructive big-company processes can be to employee engagement and development. We want to provide a platform that empowers companies, teams and managers to deliver growth, development and engagement with their most valuable asset - their people. This renewed mission has led us to the re-imagining of our brand identity.

![PeopleGoal Logo](//images.ctfassets.net/6g4s9n00xmsl/emcnWPQXm79JBEQmDun1x/d77c6340d97a698b50665c4a682e0262/pg_wordmark_rgb_black_320px.png)

The refreshed logo and icon capture the aspects of our organization we value most:

- People
- Automation
- Flexibility
- Diversity

It also reflects our mission:

> __To provide every business with the right tools to engage their employees, develop talent and boost performance.__

The new visuals and brand identity will be effective from 1st of June 2019. You can download our new brand guidelines [here](https://storage.3.basecamp.com/4120585/blobs/088081c0-7723-11e9-9b80-a0369f740db3/download/Peopleg```oal%20Brand%20Guidelines%20-%20Book.pdf).

In terms of our product offering, we will be releasing additional features during Q3 and Q4 2019 while continuing to offer a best in class performance management solution. The new features will cover the entire employee lifecycle within an organisation, from onboarding to offboarding.

If you would like to get early access to the new features, sign up [here](https://peoplegoal.com/request-a-consultation).


The new brand identity and website reflect our vision for the company and how PeopleGoal is evolving into an employee experience platform.

PeopleGoal Public Product Roadmap

Further Reading

July Product Updates

PeopleHeRoes: New Slack Community for HR Professionals

Feature Release: New v2 Dashboard

PeopleGoal Public Product Roadmap

What are the Effects of Performance Appraisal on Employees

PeopleGoal Announces Exciting Brand Refresh and New Website

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

Company

Solutions

Product

Learn

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PeopleGoal Public Product Roadmap

Further Reading

July Product Updates

PeopleHeRoes: New Slack Community for HR Professionals

Feature Release: New v2 Dashboard

PeopleGoal Public Product Roadmap

What are the Effects of Performance Appraisal on Employees

PeopleGoal Announces Exciting Brand Refresh and New Website

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.