peoplegoal performance review software

Performance reviews software automates and streamlines your performance appraisal process. Bring alignment and connection to your team and fast track their professional development.

Performance Reviews Software: A Guide

## Performance reviews with PeopleGoal

[Performance reviews](https://www.peoplegoal.com/glossary/performance-review) can cause anxiety for employees and HR departments. The annual performance review is often seen as an admin-heavy burden, which is both time-consuming and difficult to manage. In fact, [95% of employees say that they are dissatisfied with their appraisal process](https://www.shrm.org/hr-today/news/hr-magazine/Pages/0415-qualitative-performance-reviews.aspx). Whilst some organizations like [Adobe](https://www.forbes.com/sites/davidburkus/2016/06/01/how-adobe-scrapped-its-performance-review-system-and-why-it-worked/?sh=689e730755e8) famously scrapped annual performance reviews altogether, receiving regular feedback on performance remains crucial to employee growth and development. HR professionals have realized that a fixed approach to employee reviews can actually inhibit performance, rather than improve it. Subsequently, there has been an increasing demand for flexibility and agility within the performance review process.

At PeopleGoal, we've found that it is best to integrate a performance reviews process within a [continuous performance management](https://www.peoplegoal.com/product/performance-management-software) cycle. When executed effectively, linking all aspects of your [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love) - [goal-setting](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team), real-time feedback, [one-on-one meetings](https://www.peoplegoal.com/blog/how-to-prepare-for-your-one-to-one-meeting-15-points) and [development plans](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) - into the review cycle facilitates an efficient and productive discussion. With PeopleGoal, you can automate and streamline your performance appraisal process, create alignment and connection to your team and fast-track their professional development.

---

## What are the benefits of using performance review software?

There are several benefits from automating your performance reviews:

- [Increased efficiency](https://www.peoplegoal.com/blog/tips-for-effective-performance-reviews): The entire process can be automated, from scheduling and reminders to submitting and reviewing feedback. This can save a lot of time and effort for both managers and employees.

- [Improved accuracy](https://www.peoplegoal.com/): You can eliminate errors and biases that can occur in manual review processes, such as inconsistent scoring or subjective evaluations.

- [Enhanced feedback](https://www.peoplegoal.com/blog/employee-feedback): Performance reviews software allows for more frequent and ongoing feedback, as well as the ability to track progress over time. This can help employees better understand their strengths and areas for improvement.

- [Better communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication): You can facilitate communication between managers and employees, as well as between different teams and departments, by providing a centralized platform for feedback and discussion.

- [Data analysis:](https://www.peoplegoal.com/support/article/app-reports-and-data-view) You can generate reports and analytics on performance trends, allowing managers to identify patterns and make data-driven decisions about training, development, and promotions.

Overall, performance reviews software can help organizations streamline their performance review processes, improve communication and feedback, and make better-informed decisions about talent management.

![the benefits of performance reviews software](//images.ctfassets.net/6g4s9n00xmsl/5hDwBsIiPRz9cQrcLhmFyq/bdc58836876f07e81a316d6299150a78/the_benefits_of_performance_review_software.png)

---
## 10 Tips for effective performance reviews

- Link reviews to __[regular check-ins](https://www.peoplegoal.com/blog/check-ins)__ and one-on-one meetings throughout the year
- Have a __shorter and more frequent__ review cycle
- Ask employees to complete a __self-assessment__
- Incorporate a __range of feedback__ into the review (like 360 feedback and check-ins)
- Keep feedback __constructive__
- Encourage __conversation__ and __listen__ to the needs of your employees.
- Use performance reviews as a __development opportunity__
- Give your employees time to prepare and __create an action plan__ after the review
- Make the process __clear and measurable__ from day one
- __Automate review cycles__ to reduce admin-heavy tasks for HR

---

## Why you should use PeopleGoal for your Performance Reviews

At PeopleGoal we've found that there is no "one-size-fits-all" when it comes to performance management tools. That's why we developed a seamless, easy-to-use and __highly configurable performance review process__ to meet the individual needs of your organization.

When it comes to designing your performance appraisals, the more targeted your review questions are, the more engaged employees will be in the process. PeopleGoal has over __150 different configurations__ available including [self-assessments](https://www.peoplegoal.com/blog/10-annual-performance-review-employee-self-evaluation-examples), multiple manager assessments, goal-based reviews, project reviews, weighted calculations and performance grid ratings to name but a few.

We'll help you to create a bespoke process that tracks the development areas that really matter to your business, and access all the data you need for strategic decision making. Adopting an online performance reviews solution will make the entire employee appraisal process far more user friendly. Such software solutions truly are becoming the future of HR.

![why use PeopleGoal for performance reviews](//images.ctfassets.net/6g4s9n00xmsl/5OP9UNMCIECTR5jgQFYMQK/15739ce9cfddccc3275150abd90f1d0a/why_use_peoplegoal_for_performance_reviews.png)

## Unparalleled customization

Create a targeted and relevant set of review questions that ensure your employees and managers are engaged in [performance conversations](https://www.peoplegoal.com/blog/performance-review-comments-examples) and focus on the areas that really matter. Whether you want to use [performance ratings](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) or focus on capturing qualitative data, the choice is yours. Adapt and scale your employee review software in accordance with your unique requirements.

![Unparalled customization](//images.contentful.com/6g4s9n00xmsl/5dlZZITw5tsPOvXoeTEiQn/cd6d51d87d428dd0bff9ac2ef92deb10/Unparalled_customization.png)

## Align all performance data to deliver a powerful review

PeopleGoal allows you to bring all of your performance data into the review software - providing managers instant access to goal management, [360-degree feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) and [recognition](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges) while they're writing the assessment. All of this contained within one centralized HR software.

## Incorporate regular check-ins in the review process

Whilst an annual review cycle is great for assessing the long-term development of an employee, building in regular feedback from monthly or quarterly [check-ins](https://www.peoplegoal.com/blog/check-ins) will help to make the review relevant to the employee, and assess their performance over time.

![employee manager check in](//images.ctfassets.net/6g4s9n00xmsl/36zq03sNd4azLptnhVwZmQ/d8da75188f0af0ea193f823c01144767/employee_manager_check_in.png)

## Run performance reviews with multiple managers

PeopleGoal is unique in the fact that it supports complex, multi-faceted [performance reviews with multiple managers](https://www.peoplegoal.com/support/article/how-to-run-a-review-with-multiple-managers). From a project lead to an indirect supervisor or department head, or admin participation from HR, finance and leadership, there are many people that can be involved in the cloud-based process using our seamless workflow builder.

![Performance Reviews](//images.ctfassets.net/6g4s9n00xmsl/IcO57QDcBlISxrKJ5g3Rb/15c97d5563dc364841f9036f9aa0bdbd/Performance_Reviews.png)

## Build performance dashboards with custom reporting

PeopleGoal captures all data from the employee performance review app into a data table, which can be used to build **configurable dashboards**. This allows you to create [custom reports](https://www.peoplegoal.com/support/article/reports) and analyze the app data to draw the insights most needed for your business development. Thus contributing to better-informed talent management.

![Reporting](//images.ctfassets.net/6g4s9n00xmsl/5ILQl2daeqqi2YESKWE9Cu/89b93661729d27229e79c3d74229a426/Reporting.png)

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## PeopleGoal Integrates with everything!

PeopleGoal comes with an open API, and we can integrate with a wide range of systems like [Microsoft Azure Active Directory](https://www.peoplegoal.com/support/article/peoplegoal-microsoft-azure-active-directory), [BambooHR](https://www.peoplegoal.com/support/article/bamboohr-peoplegoal-integration), ADP, [Microsoft PowerBI](https://www.peoplegoal.com/support/article/connect-peoplegoal-to-microsoft-power-bi), [Microsoft Teams](https://www.peoplegoal.com/support/article/microsoft-teams-peoplegoal-bot) and [Slack](https://www.peoplegoal.com/support/article/peoplegoal-slack-application). We can use these integrations to import employee data, and send notifications to your employees. 

## Fast Implementation

We have developed an accelerated implementation cycle which can take as little as 4 weeks depending on your account size and requirements. Our customer success team will work closely with you to configure your PeopleGoal account to your exact requirements and make recommendations to improve your existing processes. We also offer admin and user training sessions for this management solution.

![PeopleGoal Performance Review Implementation Timeline](//images.ctfassets.net/6g4s9n00xmsl/4jNhT38Vmg0LjJergrWTeR/0a4a4c461ab7b162004543ea5f53fa6b/PeopleGoal_Performance_Review_Implementation_Timeline.png)

---

## Performance Reviews FAQs from our Implementations Director

**1. Can you elaborate on the significance of performance review software and how it can genuinely elevate our organization's performance management processes?**
   - [Performance review software is a transformative tool](https://www.peoplegoal.com/guides/human-resources-management) that empowers organizations to enhance performance management. It fosters transparency, efficiency, and alignment by seamlessly integrating employee goals with the company's overarching objectives. It not only streamlines the review process but also leverages data to drive continuous improvement and talent development.

**2. Beyond the basics, what are the essential features we should prioritize when selecting performance review software to ensure a robust and comprehensive solution?**
   - While core features like [goal tracking and feedback collection](https://www.peoplegoal.com/guides/smart-goals) are crucial, consider a software solution that goes beyond the basics. Look for advanced capabilities such as AI-driven analytics for performance insights, real-time feedback mechanisms, and integration with learning and development platforms to create a holistic performance management ecosystem.

**3. Can you shed light on how performance review software can adapt to the unique needs of different organizations, including small businesses, and why this adaptability is vital for success?**
   - Performance review software should be agile and scalable to accommodate organizations of all sizes, including small businesses. The adaptability factor ensures that it can grow with your organization's changing needs. For small businesses, it offers the flexibility to start small and expand as the business flourishes, making it a cost-effective investment.

**4. Can you provide insights into the best practices for ensuring data security within performance review software platforms, considering the sensitive nature of employee information?**
   - When it comes to data security, opt for a performance review software provider that prioritizes safeguarding your data. Look for features such as role-based access control, encryption, and compliance with data protection regulations like GDPR. Regularly update your software to patch security vulnerabilities and protect sensitive employee information.

**5. How can organizations ensure that performance review software is accessible and user-friendly for all employees, regardless of their technical proficiency, and what support mechanisms should they put in place?**
   - To ensure user-friendliness, select a performance review software with an intuitive interface and provide comprehensive training resources. Encourage continuous learning through webinars and tutorials. Additionally, establish a responsive support system to address user queries promptly, enhancing the overall user experience.

**6. Can you explain the importance of seamless integration with existing HR systems and communication tools when implementing performance review software, and how it contributes to a cohesive HR ecosystem?**
   - Integrating performance review software with [existing HR systems](https://www.peoplegoal.com/resources/webcasts/implement-hr-system) and communication tools ensures data consistency and accessibility. It creates a cohesive HR ecosystem where information flows seamlessly between systems, reducing manual data entry and minimizing errors. This integration also enhances collaboration and communication among employees and managers.

**7. How can organizations maximize the potential of performance review software to gather and analyze 360-degree feedback effectively, and what strategies can they employ to make the most of this valuable input?**
   - To harness the power of [360-degree feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), customize the software to support feedback from various sources. Encourage open communication and provide guidance on interpreting and acting on feedback. Use the data to identify trends and patterns, enabling targeted development plans for employees and continuous improvement across the organization.

**8. In terms of customizability, what specific aspects of performance review templates can organizations modify to ensure they align perfectly with their unique performance criteria and goals?**
   - [Customizable performance review templates](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process) should allow organizations to tailor evaluation criteria, competencies, and goal-setting parameters. This adaptability ensures that the software serves as a reflection of the company's values and objectives, fostering a performance culture aligned with its specific needs.

**9. Could you elaborate on the types of reporting and analytics insights that high-quality performance review software should provide, and how these insights empower HR professionals to make data-driven decisions?**
    - Exceptional performance review software should offer in-depth reporting and analytics. Look for features that provide insights into individual and team performance, identify skill gaps, and offer actionable recommendations for improvement. These data-driven insights empower HR professionals to make informed decisions regarding talent development, succession planning, and overall organizational growth.

**10. What steps can organizations take to ensure they receive comprehensive training and support during the implementation of performance review software, and how can they make the most of these resources for a seamless transition?**
    - To maximize the benefits of training and support, proactively engage with the software provider's resources. Attend training sessions, seek clarification on any doubts, and encourage employees to explore the software's capabilities. Establish clear communication channels with the software provider's support team to swiftly address any issues that may arise.

**11. When considering the pricing structure of performance review software, are there any cost-effective strategies organizations can employ to ensure they get the best value for their investment while meeting their performance management needs?**
    - Evaluate your organization's specific needs and budget constraints to select a pricing plan that aligns with your goals. Consider starting with a smaller user group and expanding as needed. Additionally, take advantage of free trials to assess whether the software meets your requirements before making a commitment.

**12. Can you provide guidance on how organizations can effectively trial performance review software to evaluate its suitability for their unique environment and objectives?**
    - When conducting a trial, involve key stakeholders to gain diverse perspectives. Set clear objectives and evaluate how the software aligns with your organization's specific needs, such as performance improvement, goal alignment, and employee development. Leverage the trial period to assess user adoption and overall user satisfaction.

**13. What factors should organizations consider when determining the frequency of performance reviews using the software, and how can they strike the right balance between regular evaluations and employee productivity?**
    - The frequency of performance reviews should align with your organization's culture and goals. Factors to consider include the pace of change within your industry, employee preferences, and the need for ongoing feedback. Strive for a balance that promotes productivity while fostering continuous improvement and employee engagement.

**14. To ensure long-term success, how can organizations verify that the performance review software they choose can adapt to their evolving needs and support their growth over time?**
    - Prioritize software flexibility and scalability. Choose a solution that offers customization options and can seamlessly integrate with additional modules or features as your organization expands. Regularly review your software's performance and make necessary adjustments to meet evolving requirements and objectives.

---

Enjoyed this page? Check out our [Essential Guide to Performance Reviews](https://www.peoplegoal.com/guides/performance-reviews) to learn more about how to craft the perfect review. You can also watch our webcast, [How to Kick Off Remote Performance Reviews](https://www.peoplegoal.com/resources/webcasts/remote-performance-reviews).

## More from our blog
👉 [Performance Reviews : The Essential Guide](https://www.peoplegoal.com/guides/performance-reviews)

👉 [Performance Review Ratings: Are They Necessary?](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary)

👉 [360 Performance Reviews : The Pros and Cons You Should Know](https://www.peoplegoal.com/blog/360-performance-reviews)

👉 [6 Performance Reviews Biases and How To Tackle Them](https://www.peoplegoal.com/blog/performance-review-bias)

👉 [Job Performance Evaluation and Performance Review](https://www.peoplegoal.com/resources/policies/job-performance-and-performance-review)

Need some help kicking off with an automated performance review process? [Book a demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today!


Performance reviews software automates and streamlines your performance appraisal process. Bring alignment and connection to your team and fast track their professional development with PeopleGoal's highly configurable review forms.

Capture OKRs, Feedback, 1on1s, CheckIns, and Reviews in one solution.

Performance Management Software for Everyone

Continuous performance management software enables organizations to manage their workforce remotely in an effective manner.

Performance Management Software for Remote Teams

The traditional annual appraisal has been disrupted by __continuous performance management__; a systematic approach that has been proven to enhance employee engagement, productivity, and motivation. Employees want regular, real-time [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) on their performance, and this requires a significant cultural change at management level. To win today's war for talent, organizations need to be in the vanguard and shift focus from stagnant, one-off annual performance reviews to future-proofed and [ongoing performance management practices](https://www.peoplegoal.com/blog/employee-performance-management). The best way to do this is with a continuous performance management software. 

👉 [Download our Performance Guide here](https://assets.ctfassets.net/6g4s9n00xmsl/5LdkrrU8VRadAZfpRDsevC/629281f4222b1a105417c8c6c3824bbc/PeopleGoal_-_Modernizing_Performance_Management.pdf)

👉 [Watch a quick video about Performance Management](https://www.youtube.com/watch?v=dJmSqqacSUY)

## What is Continuous Performance Management?

Continuous performance management is defined as the process of providing __ongoing, regular feedback__ to employees throughout the year. It is a constant and holistic process that aims to replace the traditional performance management model, which is over-reliant on the annual [performance review](https://www.peoplegoal.com/glossary/performance-review). Continuous performance management incorporates regular goal-setting, frequent check-ins, 1-to-1s, peer feedback and reviews in order to create an environment where teams can perform to their maximum potential.

![pillars of continuous performance management software](//images.ctfassets.net/6g4s9n00xmsl/1aSYUWtQjd7Atok53mZiOQ/9dde51997e9cbde0f2816b08f33836e5/pillars_of_continuous_performance_management_software.png)

## Continuous Performance Management in numbers

> 82% of HR leaders say that performance management is a largely unsatisfactory experience

[Gartner research](https://www.gartner.com/smarterwithgartner/3-steps-performance-management-delivers/) has shown that 82% of human resources leaders find performance management is not effective in achieving its primary objective, and only 38% say it keeps pace with the business needs. By 2022, __more than 30% of organizations will abandon a one-size-fits all approach to performance management__, instead opting for a __tailored system that suits the specific needs of the business__.

> In a weekly feedback system, employees are 2.7X more likely to be engaged and 3.2X more likely to be motivated

Whilst many organization typically assess performance using annual performance appraisals, [Gallup research](https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx) has revealed that giving feedback continuously dramatically improves employee engagement and morale. In fact, according to [Gartner](https://www.gartner.com/en/newsroom/press-releases/2019-11-19-gartner-says-81--of-hr-leaders-are-changing-their-org) organizations that embrace continuous performance management processes achieve a 24% boost in performance, as well as 14% more engagement among employees. 

## Why Choose PeopleGoal's Continuous Performance Management Software?

### The complete CPM solution

At PeopleGoal, we are aware that there is no one-size-fits all solution when it comes to performance management. That is why we have developed a complete CPM solution that is easy to use and __highly configurable__ to the individual and unique needs of your organizaton. [Our cloud-based continuous performance management and engagement software](https://www.peoplegoal.com/app-store) allows you to do things your way. 

### SMART Goals and OKRs
__Sound goal-setting methodologies__ (SMART Goals and OKRs) that can be aligned with team, department, and company objectives, improve overall performance and maximize productivity.
__Weekly tasks__ that help employees stay on top of their workload and plan to achieve their goals       

![New Individual OKR](//images.contentful.com/6g4s9n00xmsl/tasenXbo2HfY9OqyphovK/21de5d95ff4e8c75774fc584e4a49032/New_Individual_OKR.png)

### Check-ins and 1-on-1s
__1-on-1s__ that facilitate effective coaching for employees and help identify areas for [employee development](https://www.peoplegoal.com/resources/webcasts/employee-development).
__Regular check-ins__ that help management monitor progress towards goals, make notes around discussion points and create action plans to encourage growth across the organization.  

![employee manager check in](//images.contentful.com/6g4s9n00xmsl/36zq03sNd4azLptnhVwZmQ/d8da75188f0af0ea193f823c01144767/employee_manager_check_in.png)

### 360 feedback

__Real-time performance tracking__ percentage completion towards goals, defining what is “on track”, ”at risk” or “off track”.
Proactively provide, request and track __peer feedback__ that fosters open communication and team collaboration.

![Customize 360 Feedback](//images.contentful.com/6g4s9n00xmsl/4TobiFXNGNVgCKXq3idbrp/191c529f1c16d0713ca9ae14e14e5149/Customize_360_Feedback.png)

### Performance Reviews
__Monthly, quarterly or bi-annual review process__ that allows both employees and managers to reflect upon their progress, course correct, and map out together future performance milestones and development initiatives

![Performance Reviews](//images.contentful.com/6g4s9n00xmsl/IcO57QDcBlISxrKJ5g3Rb/15c97d5563dc364841f9036f9aa0bdbd/Performance_Reviews.png)

## Streamline and automate everything

PeopleGoal allows you to automate your workflows, reducing the time HR has to spend creating items on the platform. Kick-off processes like performance reviews and check-ins based on default multiple and traditional manager-employee relationships with the click of a button. You can also auto-launch performance review cycles based on your preferred cadence.

![Streamline and automate everything](//images.contentful.com/6g4s9n00xmsl/1cTGDmm5ayj7WmNTKBckO6/444704433509af61ff027b1c844f63cc/Streamline_and_automate_everything.png)

## The Benefits of Continuous Performance Management

### Employee engagement

Continuous performance management provides employees with the tools they need to improve their performance. Goal-management, regular development conversations with direct managers and frequent feedback drives high levels of [employee engagement](https://www.peoplegoal.com/blog/feedback-survey). Employees who receive continuous feedback will feel valued within the organization, and inspired by the opportunity to learn and grow. Organizations with highly engaged teams have a healthier, happier, more productive workplaces which is the key for increasing employee retention rates.

### Employee productivity

Withholding feedback until the annual performance review will curb [employee growth and development](https://www.peoplegoal.com/glossary/personal-development) as they will not have the opportunity to improve their performance throughout the year. Delivering feedback immediately after a project, meeting or presentation allows managers to do a better job of coaching their employees, as well as allowing employees to effectively process and apply the advice they are given.

Employees will also have a greater incentive to [maximize their productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment), and be much more receptive to the feedback they are given as it is relevant to what they are currently working on. With [feedback conversations occurring constantly](https://www.peoplegoal.com/blog/feedback-remote-work), [negative feedback](https://www.peoplegoal.com/blog/negative-feedback) will not sound as judgmental as was when given as part of an annual review, and will be taken onboard and used to improve performance. 

### Employee commitment

Conducting regular conversations between managers and employee about performance and development will [boost employees' commitment](https://www.peoplegoal.com/glossary/employee-engagement) to the organization, as they will be encouraged to actively solve problems with their current performance whilst developing skills for the future. In the meantime, throughout the year, managers should be coaching their employees to work autonomously which will allow them to take pride in both their work and in the organization as a whole and in turn, understand their contribution to the overall company success.

![benefits of continuous performance management software](//images.ctfassets.net/6g4s9n00xmsl/2ipxwXouyonUxe50tsCpAY/d2f58dde5354c149f2c963b73d3bfd26/benefits_of_continuous_performance_management_software.png)

## How Performance Management Software can Facilitate an Effective CPM Process

### The "common place" for periodic talks to take place

A [cutting-edge performance management software](https://www.peoplegoal.com/solutions/performance) can help build a workplace that drives learning, growth and development, as well as improve employee engagement, motivation and commitment. Performance data should not exist in silos but should be __integrated into one single system__. 

Employee performance management software needs to combine the five elements of continuous performance management - __goals, check-ins, 1-on-1s, reviews and peer feedback__ - in one place. This will ensure that employees remain focused and aligned with the [key business objectives](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success), and periodic conversations between employees and their managers will have a direct impact [employee development](https://www.peoplegoal.com/blog/effective-employee-development-plans) and progress towards their goals.

A robust performance management system should also have the capacity to __incorporate goals and peer feedback into check-ins and reviews__. This will help set the bigger picture and provide well-rounded, data-proofed performance reviews that will remove bias and further improve employee performance. 

### Ability to have quantitative and qualitative touchpoints

A performance management software should have the capability to bring together both __quantitative and qualitative touchpoints__ to get the most out of your teams. Measurable OKRs and performance ratings can be paired with qualitative feedback from reviews, [check-ins and 1-on-1s to provide a complete picture of employee performance](https://www.peoplegoal.com/blog/how-to-prepare-for-your-one-to-one-meeting-15-points). Quantitative data can be used to create complex reports to identify areas of strengths and weakness, whilst qualitative information can be used to build comprehensive action plans to drive improvement in problem areas. 

---

Looking for a __robust performance management software__ that can be __completely customized__ to fit your organization's unique culture and way of working? PeopleGoal has you covered, [book a demo](https://www.peoplegoal.com/book-a-demo) with one of our team today.

Talent Management Software - Peoplegoal

A talent management system will set the framework for you to create strategic alignment, promote collaborative working and efficient communication, and boost employee productivity as your organization grows.

Talent Management Software for High Performing Teams

Talent Management System for Fast Growing Companies

Employee Manager Software

Employee manager software should be all about promoting open conversations about performance management. PeopleGoal incorporates objectives tracking, performance check-ins, 360 degree feedback, recognition and more to boost employee engagement.

Employee Manager Software to Engage and Develop

PeopleGoal is a cloud-based performance employee manager software system that allows you to meet the needs of an ever-changing HR market. We help you to transform your paper-based processes into simple and easy-to-use online __continuous performance management__ processes. Tools including [employee engagement surveys](https://www.peoplegoal.com/blog/employee-engagement-survey-questions), [pulse surveys](https://www.peoplegoal.com/app-store/template/weekly-pulse-survey-512002da-0826-45d2-9f97-9211296fe4bd), performance reviews, [360 degree feedback](https://www.peoplegoal.com/product/360-degree-feedback-software), employee recognition and much more, will help you to __promote regular employee manager discussions__ to develop effective working relationships and gain valuable insights into how to improve the company culture and employee experience across the organization.

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## Why use employee manager software to increase engagement?

[Employee engagement](https://www.peoplegoal.com/glossary/employee-engagement) has a far-reaching effect on every aspect of a business. Improving employee engagement results in __reduced employee turnover__, greater efficiency and productivity (which leads to greater profitability overall), and a __happier workforce__ - both at work and at home. A huge factor in increasing employee engagement involves __improvements in the employee's working relationship with their line manager__.

With managers overseeing larger teams than ever, __communication and visibility__ of direct reports' day to day work requires an efficient system to track performance, document conversations and report on initiatives. Using employee manager software __gives teams a framework__ on which to build those conversations, whether that's through tracking objectives, documenting 1:1 discussions or effectively gathering peer and manager feedback. A system that __brings all performance discussions together in one place__ gives instant access for managers to highlight performance issues and offer support when it matters, and for employees to manage their own self-development.

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## How to improve employee manager relationships

[Improving internal communication](https://www.peoplegoal.com/blog/how-to-improve-internal-communication) is a first step that involves small changes with big rewards. In addition to direct employee-manager communication, there are a few things you can implement at a company level, including:

- Keep an [open door policy](https://www.peoplegoal.com/blog/what-is-an-open-door-policy), and invite employees to speak up.
- __Demonstrate behaviors__ from the top-down.
- Be clear on the __company mission__.
- [Set goals and objectives](https://www.peoplegoal.com/blog/top-10-employee-performance-goal-examples-for-2020) at every level of the business.
- Encourage colleagues to [give and receive honest feedback](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) as often as they can.
- Build in mandatory [check-ins, quarterly performance discussions](https://www.peoplegoal.com/blog/one-on-one-meeting-questions-format) and reviews into your performance management cycle.

### Drivers of employee engagement

To drive engagement in your organization focus on these core areas:

- Positive motivation
- Employee wellbeing
- Personal and professional development
- Communication
- Relationships with management

![Employee Engagement Quotes](//images.ctfassets.net/6g4s9n00xmsl/5x5IrJQ7H0V7VLvj6YXCOy/9189ba07618f09df84b2103bf01905b9/Employee_Engagement_Quotes.png)

___

## What are the benefits for your organization?

- Increased __transparency__ in the employee manager relationship
- __Accountability__ for development, actions and tasks
- __Visibility__ of organizational strategy and role clarity for employees
- Increased __employee engagement__, including lower absenteesim and a healthier workforce
- Higher __productivity__, efficiency and profitability
- Strategic __insights__ and employee information for top management

___

## Using PeopleGoal as your employee manager software

At PeopleGoal we're aware that there is no ‘one size fits all’ when it comes to performance management tools. We've developed a seamless, easy-to-use and __highly configurable platform__ to meet the individual needs of your organization and create effective paper-less processes. PeopleGoal enables you to set and track objectives and key results, gather 360 degree feedback, conduct regular check-ins and performance reviews, deliver [employee engagement surveys](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement), and more. These help you to gain valuable insights, measure and analyze key performance indicators and provide managers with data for action planning.

![Employee Engagement Software - PeopleGoal (1)](//images.ctfassets.net/6g4s9n00xmsl/2Ysx3ywf4sngcHvZt1DxZ/27c63f2c0cd5333b8c86d747a966ab55/Employee_Engagement_Software_-_PeopleGoal__1_.png)

### Account configuration and training

Our account managers will work closely with your HR team to configure your PeopleGoal account to your specific requirements. We will review your requirements and make recommendations to improve your existing process. PeopleGoal integrates with BambooHR, Workday, MS Azure and ADP. We can utilize our integrations to import your employee data, or help you with uploading your employee data directly into your account. We also provide training to your HR function and employees if needed. Our aim is to ensure that every user has a comprehensive understanding of our platform and its capability.

### Setting and tracking employee objectives

[Setting performance objectives](https://www.peoplegoal.com/blog/top-10-employee-performance-goal-examples-for-2020) is an amazing way for managers to bring their team together in a common direction and get insight into each individual's contribution. Whether you're using [Objectives & Key Results](https://www.peoplegoal.com/product/okrs-software) or [SMART Goals](https://www.peoplegoal.com/guides/smart-goals), an effective strategy is to __align your individual goals with the strategic objectives__ of your team, department, business unit and the organizational targets. With PeopleGoal, employees are able to set and be accountable for their own objectives. Managers have full visibility of their direct reports and should check in on goal progress regularly to keep targets on track and offer support when it's most critical.

![Setting and Tracking Objectives](//images.contentful.com/6g4s9n00xmsl/397f0SG5qAFtkrgtegzNSa/f53b538d0b44543ba9bab393ac310434/Setting_and_Tracking_Objectives.png)

### Conducting employee manager 1:1 meetings

The __monthly check-in__ is one of the best tools you have to encourage employee manager relationships and boost overall engagement. PeopleGoal allows you to design configurable 1:1 meetings to document all employee-manager discussion points. You can automatically bring through employee objectives to give a status update, and provide a template of 1:1 questions to give guidance and address overall performance issues, areas of growth and improvement, upcoming holidays and general employee wellbeing.

![employee manager check in](//images.contentful.com/6g4s9n00xmsl/2nJ1shnnRDP1Sd55a9LCrS/58a3456aa41b098bf72b6a3e77a31346/employee_manager_check_in.png)

### Gathering peer and manager feedback

Peer feedback is just as important as feedback from an employee's line manager. It's often your colleagues who have more insight into your areas of strength and weakness as you work alongside one another day to day. Use PeopleGoal to design __configurable feedback forms__ for teams and departments, and gather feedback from peers, managers, and even external parties like clients and suppliers.

![Employee Feedback](//images.contentful.com/6g4s9n00xmsl/1jR4jXwrXGlfJFVQeegGwQ/4b19e77272c3a5a98833b64535f9979a/Employee_Feedback.png)

### Engagement surveys

[Measuring base levels of employee engagement](https://www.peoplegoal.com/blog/measuring-employee-engagement) is the first step to improving it. Whether you use a full annual [engagement survey](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement), regular pulse surveys or just regularly ask employees how they're feeling; reaching out for organizational feedback will help you to __measure and track themes in engagement__ across the business.

![Employee Engagement Survey](//images.contentful.com/6g4s9n00xmsl/2V8D8eLsyxG1yjrFqLFVc1/7305cd2f2342ab5fde3a573b4aaf4b85/Employee_Engagement_Survey.png)

### Employee recognition

A fantastic complement to improving employee engagement is our suite of __recognition badges__. Give a quick thank you to teammates and colleagues who've gone above and beyond, and recognize them publicly on the Timeline. It's a great morale booster and an easy way to encourage a __culture of appreciation__ in your team members, [driving the emotional connection of your workforce to your business](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges).

![Recognition](//images.contentful.com/6g4s9n00xmsl/5HOrIuQ640cOoSw94Ctsrg/af09c4e997452506241bfc63b7bd5381/Recognition.png)

### Performance reviews

[Performance reviews](https://www.peoplegoal.com/guides/performance-reviews) become quick and easy when you spend the majority of your [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love) tracking objectives, gathering feedback and having ongoing 1:1 conversations between employees and managers. The annual appraisal can then be a much more in-depth, long-sighted discussion about __future development and organizational clarity__ that improves long-term employee engagement. You can design powerful, targeted review forms at every level that incorporate objective updates, competency assessments and areas of strengths and weaknesses for every individual in your organization.

![Performance Reviews](//images.contentful.com/6g4s9n00xmsl/2avnEmhqQUBWoGAfJfuUs1/4c38ff9bbc1be331b2368cdfedbd479f/Performance_Reviews.png)

### Reporting

With hundreds of thousands of data points across multiple HR areas, you'll need a __suite of reports__ to measure, highlight and visualize all of your people analytics. 

![Reporting](//images.contentful.com/6g4s9n00xmsl/5ILQl2daeqqi2YESKWE9Cu/89b93661729d27229e79c3d74229a426/Reporting.png)

____

## New to employee manager software?

We've got a few resources to help you make the right choice when it comes to investing in [performance management system](https://www.peoplegoal.com/product/performance-management-software) - whether it's a question of [what features your employee manager software should include](https://www.peoplegoal.com/blog/nine-features-an-employee-performance-review-software-must-have) or if you're a [small business looking for performance management software for the first time](https://www.peoplegoal.com/blog/performance-management-software-for-small-business). We've also got our [Essential Guide to Human Resources Management](https://www.peoplegoal.com/guides/human-resources-management) that gives you a history of HRM's development and what should matter most to your business today.

___

## Best employee manager software online resources

1.[ Essential Guide to Employee Engagement – PeopleGoal](https://www.peoplegoal.com/guides/employee-engagement)<br>
2. [Essential Guide to HRM - PeopleGoal](https://www.peoplegoal.com/guides/human-resources-management)<br>
3. [Employee Engagement 3.0: From Feedback to Action - Bersin](https://joshbersin.com/2019/04/employee-engagement-3-0-from-feedback-to-action/)

Getting employee engagement right can be especially difficult if you are new to it. Our [Essential Guide to Employee Engagement](https://www.peoplegoal.com/guides/employee-engagement) covers the topic of engagement in depth, diving into how to define types of employee engagement, global engagement trends, how to get started in your organization, what to expect in the future and much more.

![Employee Engagement Header](//images.ctfassets.net/6g4s9n00xmsl/4DUzcjtPBnLOYxL2h8cX1o/1f25d0ad598676f48d18b0c2e85c0c0a/employee_engagement_essential_guide_peoplegoal.png)

____

## Popular Questions & Answers

### What is employee management software?

[Employee management software](https://www.peoplegoal.com/glossary/employee-performance-management-software) enables you to evaluate the overall performance of your employees. It enables business leaders to improve productivity and employee engagement through 360-degree feedback, performance reviews, OKRs, regular check-ins, one-on-one meetings, employee recognition, surveys and more.

### How do you measure employee engagement?

Defining employee engagement is not an easy task and can mean diametrally different things for different companies. Hence, you should start with what it means to be engaged in your business.

We have previously addressed measuring employee engagement in our previous [article highlighting the best practices](https://www.peoplegoal.com/blog/measuring-employee-engagement). To evaluate the levels of employee engagement in your business you should:

1. Use multiple survey methods; include comprehensive engagement surveys, pulse surveys or conduct sentiment analysis.
2. Measure engagement frequently.
3. Follow up with an action plan after the survey
4. Share results with your workforce
5. Act on feedback

### What is a Pulse survey?

A pulse survey is an effective way to quickly measure employee engagement and track progress over time. It is used to measure metrics such as employee productivity, satisfaction, or overall attitude towards the company. Traditionally, pulse surveys are designed to be sent out on a weekly or bi-weekly manner. They often have a higher response rate as more complex or annual surveys, due to their thematic and short nature.

### What is the objective of employee engagement?

Employee engagement becomes increasingly important for organizations that want to retain their best talent and develop productive workforce. Sufficient levels of employee engagement go hand in hand with high performing staff and innovative and inclusive company culture.

### What are the types of employee engagement?

The three main types of levels of engagement are;

1. Engaged employee
2. Not engaged employee
3. Actively disengaged employee

If you are interested in finding out more about various types of employee engagement, visit our [essential guide](https://www.peoplegoal.com/guides/employee-engagement) that will provide you with more detail and in-depth information.

### How do you motivate your employees?
1. Recognize and award their efforts and contribution
2. Offer regular training opportunities
3. Develop a strong company culture
4. Provide and ask for regular feedback
5. Encourage honest and open communication across all levels of your organization

Motivating your employees results in higher productivity, innovation, and higher employee retention rates.

### How do managers motivate employees?
1. Dedicate time to listen to your employees, schedule regular check-ins and one-to-one meetings
2. Provide specific and [constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) on your employees performance
3. Give your employees a voice and act upon their ideas and concerns
4. Involve your workforce in decision making
5. Celebrate and recognize success
6. Encourage employees to take responsibility
7. Favor social recognition across all the levels of your business
8. Embody the values and mission of the business in your behavior

### How do you value an employee?
1. Provide them with flexibility and show them trust
2. Encourage social recognition
3. Implement comprehensive benefits
4. Drive ongoing 360 feedback

___

If we caught your attention and you want to find out more about the benefits of employee management tool for your organization, [schedule a quick call with us](https://www.peoplegoal.com/request-a-consultation).

PeopleGoal Employee Engagement Custom Surveys

Motivate, engage and retain you best talent.

Employee Engagement Software for High Performing Teams

PeopleGoal offers [end-to-end solutions](https://www.peoplegoal.com/solutions/engagement) for companies looking to actively engage their people. We help companies create and evolve their engagement management practices towards building a high-performing and engaged workforce. 

  - Preset or customized engagement solutions that resonate well with your  company needs at any given point in time.
  - Powerful analytics and dashboards for building wisdom and guiding the actions of People teams and leadership. 

## Why Employee Engagement is important? 

Employee engagement is the emotional commitment the employee has to the company and its goals. You know your __employee engagement efforts__ are actually paying off when employee motivators and actions are in perfect harmony with your vision. 

In today’s challenging and competitive working environment, keeping high engagement levels is more important than ever before, especially for __high-growth teams__ where everything changes in the blink of an eye. 

Engaging employees may sound simple but in reality, it’s a complex process, consisting of many moving parts that all need to come together - such as [engagement surveys](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement). However, the __benefits__ of developing a more engaged workforce are endless. Many companies have already drifted away from once-off engagement projects towards triggering ongoing opportunities to engage employees at every single point of contact.

According to a recent research by __Gallup__, companies with higher engagement, experience higher levels of __employee productivity__ and __customer satisfaction__ along with lower levels of __employee turnover__ and __absenteeism__.   

![Benefits of Employee Engagement](//images.ctfassets.net/6g4s9n00xmsl/5K8QEBiImu2wIFlGnkR81n/bd505eba15ccbcce45b9b027710a8c83/Benefits_of_Employee_Engagement.png)

At the same time, however, only __34% of employees__ are engaged on a global level. That still means that 66% of employees out there are not engaged in their work. If you feel your employees fall in the latter category, let’s see how we can help you increase your engagement rates. 

![Global Levels of Engagement](//images.ctfassets.net/6g4s9n00xmsl/5zswh6DkMD2m5gG907SN8l/0e4c7949dcf4f24149feda3128f1b765/Global_Levels_of_Engagement.png)

## How does PeopleGoal Employee Engagement work? 

[PeopleGoal](https://www.peoplegoal.com/) embraces a holistic approach to employee engagement. We help you create a culture of continuous feedback, promoting meaningful interactions for all critical employee lifecycle steps. Whether you use a full annual [engagement survey](https://www.peoplegoal.com/blog/employee-engagement-survey-questions), regular pulse surveys or just regularly ask employees how they're feeling, we can help you to measure and track  levels of engagement for your workforce, either remote or in office. 

### Real-time Engagement

__Grow employees with real Feedback:__ promote ongoing learning and give employees the opportunity to get immediate feedback and adopt quickly. Celebrate wins the right moment as it is very likely to be forgotten many months later. Share a quick thank you to teammates and colleagues who've gone above and beyond and praise and recognize their work.

![Real-time Engagement](//images.contentful.com/6g4s9n00xmsl/7DG52NGvMrnsu6qZuveflI/1398021573cc577bc1a20638fa80625f/Real-time_Engagement.png)

### Personalized experience

__Engage each time you connect:__ use customizable survey themes to imprint your employer brand and culture-specific nuances. Build survey elements, such as question sets, scales, colors and many more to give your tone. Set automated survey cycles, select cadences for different survey types and participants. 

![Employee Engagement Survey](//images.contentful.com/6g4s9n00xmsl/1qoJ8bFIRZ8co4Yp5zyUSH/e37f30077103afb81156eb7e00b812e3/Employee_Engagement_Survey.png)

### Poweful reporting

__Build Wisdom and Take Action:__ use internal benchmarks to measure employee engagement over-time and define return-on-invest on [employee engagement activities](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement). Detect opportunities for impact by defining drivers of engagement and fuel decision-making. Turn insights into to actions with customized dashboards for employees, managers and leaders.

![Reporting](//images.contentful.com/6g4s9n00xmsl/77mcH27XObWZUL2sR27eAl/66c27d028c102ae4941306b1b7cac611/Reporting.png)

___

## Why embrace a holistic and continuous Employee Engagement approach? 

Employee engagement is not a once-off project. Engagement levels can vary substantially throughout the year and change without notice. Therefore, People teams, managers and leadership need to be alert and around the clock at all times. A great way to instill __continuous__ employee engamement practices is by promoting  informal and spontaneous touchpoints such as Check-ins, 1-to-1s and real-time Kudos. 

At the same time, employee engagement is multifaceted and can be affected by job-specific and cultural elements such as sense of belonginess, visibility, management style, perception of equal treatment and many more. A way promote a __holistic__ approach that addresses all elements influencing employee engagement is by using a variety of survey types ranging from D&I to team effectiveness. 

Whether you are looking to set up a new process or improve an existing one, we can help you instill a holistic, continuous and personalized approach every time you connect with your employees. 

____

## Looking for more information? 

1. Download PeopleGoal's Essential [Guide](https://www.peoplegoal.com/guides/employee-engagement) to Employee Engagement
2. Visit PeopleGoal's [Blog](https://www.peoplegoal.com/blog) to learn more around Employee Engagement topics 
3. Visit PeopleGoal's [App Store](https://www.peoplegoal.com/app-store) to see our preset solutions on Employee Engagement

___

If we caught your attention and you want to find out more about the benefits of employee engagement software for your organization and how to implemented [request a quick call with us](https://www.peoplegoal.com/request-a-consultation).

At the end of the day;

> We spend a third of our lives at work. Should we not make the time worthwhile?

Motivate, engage and retain your best talent.

360 degree feedback software helps you get a broad picture of your skills and development areas, and is an extremely valuable tool for self development and overall team engagement.

360 degree feedback software for high performing teams

360 degree feedback software helps you to develop and engage your talent by automating one of the best practices in performance management: continuous feedback.

360 Degree Feedback Software to Develop Teams

Did you know that nearly [60% of employees in a PwC survey said that they would like feedback on a daily or weekly basis](https://business.linkedin.com/talent-solutions/blog/trends-and-research/2016/5-Employee-Feedback-Stats-That-You-Need-to-See)? And that number that increased to 72% for employees under age 30. If you're not offering a system to support continuous feedback you're ignoring a crucial stepping stone to developing a self-sufficient, productive and engaged team. In fact, [a third of full-time employees would prefer to receive more feedback](https://www.joblist.com/trends/feedback-on-the-job) - not less.

360 degree feedback (also called a [360 review](https://www.peoplegoal.com/blog/360-review)) is a simple process of [asking for insight](https://www.peoplegoal.com/blog/what-feedback-questions-to-ask) on your work from a cross-functional group of colleagues, juniors, seniors and even clients that you collaborate with on a regular basis. It's straightforward in theory, but without a clear process and an automated cycle behind your feedback gathering your results will be inconsistent and useless to [employee development](https://www.peoplegoal.com/resources/webcasts/employee-development).

## How 360 degree feedback software can help

Even if you've got a good system going of regularly giving and asking for feedback among the team, it's a nightmare to try to keep track of that data and your performance over time. That's where a 360 degree feedback process can take your continuous feedback process to the next level. Using feedback software will give you invaluable insight into long-term trends in performance that lead to more strategic decision making, more targeted [employee development](https://www.peoplegoal.com/blog/effective-employee-development-plans) conversations, and better leadership skills.

Whether you're new to 360 degree feedback software or you're looking to upgrade your outdated platform for something more intuitive, PeopleGoal's flexible solutions have you covered. A feedback system that enhances the performance evaluations for human resources is an extremely useful tool that can highlight the strengths and weaknesses of a team.

---

### Customizable 360 degree feedback workflows

Automate your 360 workflows with our powerful Relationships function that connects any two users beyond the traditional manager/direct report line. Or give talent the opportunity to request their own feedback from peers, with input from their supervisor.

![Customize 360 Feedback](//images.contentful.com/6g4s9n00xmsl/EXozEY6E5xVsgvsn0f5mo/4baef13a203632d3fae69ade87d8b0d0/Customize_360_Feedback.png)

---

Build calculations straight into the form! Ratings are helpful to benchmark performance, and weightings add that extra level of specificity needed when assessing competencies across different job families.

![Ratings 360](//images.contentful.com/6g4s9n00xmsl/1J1gqojLWGXcoFApj8yoJi/2b87737e66a1439c219a68a4bfb19465/Ratings_360.png)

---

### Custom 360 review reporting

Most 360 degree feedback software providers hold your data hostage and only give you access to in-house reports or charge for expensive upgrades. We make every single data point available to you any time you need it. Use this to build custom charts in-app, or [hook up PeopleGoal to business intelligence tools using our easy integrations](https://www.peoplegoal.com/support/category/integrations).

![Reporting](//images.contentful.com/6g4s9n00xmsl/5libb4E2KNBFEW4cpTHNWB/2803673b04fdcabfc4a894c40d6ea0fc/Reporting.png)

---

### Capture anonymous feedback

And what if you want your feedback to be anonymous? Easy! Just send the webform link to your feedback provider and their submission will be 100% anonymous - even to us. They won't need to create a PeopleGoal account or log in to any portal at all, so you can also use this option for external client feedback. Especially when you're getting started with 360 feedback, having an anonymous option reassures teammates of confidentiality and builds trust in the process.

![Anonymous Feedback](//images.contentful.com/6g4s9n00xmsl/50TQcZzqmhfcYTVQ2fERNZ/72a83d16da51c471490f20f21070223f/Anonymous_Feedback.png)

---

### In-depth resources and guides

PeopleGoal's apps are all based on best practices through our years of experience working with thousands of HR, People Ops and C-Suite customers. We want to share that expertise with you and bring you in to our community to help you deliver HR, your way. You'll be able to install best-in-class process templates from our [App Store](https://www.peoplegoal.com/app-store), and access our in-depth [guides](https://www.peoplegoal.com/guides), [whitepapers](https://www.peoplegoal.com/resources/whitepapers), [webcasts](https://www.peoplegoal.com/resources/webcasts), [Support Center](https://www.peoplegoal.com/support) and libraries.

![360 degree feedback software resource library](//images.ctfassets.net/6g4s9n00xmsl/7rq7uKXqKnMrM8b38z2OgH/120c2adce41332ee9ff4cabb3ddff241/360_degree_feedback_software_resource_library.png)

---

## Why does 360 degree feedback software work?

360 degree feedback software enables your employees to continuously develop thanks to [constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) [feedback](https://www.peoplegoal.com/blog/constructive-feedback) that allows them to uncover not only their strengths but also areas of improvement. It enables staff to continuously track their growth in the long-term with real-time reporting, ensuring personal growth and alignment to organizational objectives.

Employee feedback software provides your employees with a chance to see themselves, their skills and behaviors from a different perspective and widen their perception of themselves. The ability to [measure employee satisfaction](https://www.peoplegoal.com/blog/next-gen-worker-for-hr-strategy) also provides companies with real-time feedback on the employee experience.

Employees who receive ongoing feedback feel valued and are consequently more motivated and loyal to their businesses. In other words, regular feedback drives higher rates of [employee engagement](https://www.peoplegoal.com/blog/topic/employee-engagement). Performance appraisals are better informed and so the potential for leadership development also prospers.

---

## Where can I learn more about 360 degree feedback best practices?

Our team of HR experts is here to help. We'll give you a comprehensive library of templates, best practices and advice to get you up and running.

![360 degree feedback software essential guide](//images.ctfassets.net/6g4s9n00xmsl/mGp2ciIMoSaflZuqqwVOu/4529940efda78c639ce7780cf82fc316/360_degree_feedback_software_essential_guide.png)

---

[Download the Essential Guide to 360 Feedback - PeopleGoal](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide)

You can also check out these recommended resources:

- [360 degree feedback - CIPD](https://www.cipd.co.uk/knowledge/fundamentals/people/performance/feedback-factsheet)
- [Employee feedback - officevibe](https://www.officevibe.com/employee-engagement-solution/employee-feedback)

---

## How do we run a 360 degree feedback process with PeopleGoal?

When putting in place a 360° feedback process it's important to strategize well and prepare. You should ask yourself who is going to be involved in providing the employee feedback and how will you ensure that the insights from feedback are used effectively.

Considerations for team members and how you will measure employee engagement must come into the equation. The power of an employee feedback software tool is seen in its capacity to improve employee performance on a company-wide scale. Performance reviews that are informed by feedback reports are far more useful and accurate to the true nature of the employee performance.

The most important and valuable aspect of our employee feedback software is that it is flexible and customizable to your needs and processes in place in your organization so you can implement it quickly and easily. The typical implementation cycle is 1 to 4 weeks depending on your requirements and company size.

![360 degree feedback Software - PeopleGoal](//images.ctfassets.net/6g4s9n00xmsl/1lIdDRgdOA71hu3I0t0sxW/df51097fd624626870e945e5423b8d19/360_degree_feedback_Software_-_PeopleGoal.png)

---

### Account configuration and training

Our account managers will work closely with your HR team to configure your PeopleGoal account to your specific requirements. We will review your requirements and make recommendations to improve your existing process. 

PeopleGoal integrates with __BambooHR, Workday, MS Azure__ and __ADP__. We can utilize our integrations to import your employee data. Alternatively we can load the employee data in your account via Excel. 

We will provide training to your HR function and employees. Our aim is to ensure that every user has a comprehensive understanding of our platform and its capability.

![Training and Configuration](//images.contentful.com/6g4s9n00xmsl/6QbfcGujmHtUBZfaY2rKMM/e8ee1922c131b2b3faa0a4c27307bad8/Training_and_Configuration.png)

### Requesting 360 degree feedback

Request feedback for yourself and your direct reports at any time with just two clicks. PeopleGoal facilitates both internal and external feedback, so you can gather responses not only from your colleagues but from clients, suppliers and external partners - without requiring them to have a PeopleGoal account. Reports peers write about each other have obvious benefits whilst opening the conversation to external clients has even more benefits.

#### Internal
![Requesting Feedback](//images.contentful.com/6g4s9n00xmsl/3ysfvG2CpyKWSYlZb4ACJs/0fe1349ec7cc650159f6774c15fc1c9d/Requesting_Feedback.png)

#### External
![Anonymous Feedback](//images.contentful.com/6g4s9n00xmsl/2Hp01XoNUZqNhJYvw2dW6F/87bac8c6432609ae0b29b42ba4115cb0/Anonymous_Feedback.png)

### Providing 360 degree feedback

Proactively providing feedback for your colleagues is just as easy with PeopleGoal, and you can even give self feedback to get a full 360 degree view of your performance.

![Customize 360 Feedback](//images.contentful.com/6g4s9n00xmsl/1dbYcJpWeUriTvmOTHmvaT/0135b0c5760f05e87e888ab0f18fddd2/Customize_360_Feedback.png)

### Feedback reporting

Use our custom charst builder to give leaders a broad picture of top performers and where improvements can be made. Managers can see all feedback for their direct reports, and admins have visibility of all feedback at all times. Employee feedback reports in PDF show you all feedback by provider, and per question asked. All feedback can also be exported to Excel for further analysis.

![Reporting](//images.contentful.com/6g4s9n00xmsl/6YMhhwnoTI0BeCqZaHvZa7/ad5a56a90812143a3d2e1095c77f5766/Reporting.png)

okrs software for high performing teams

OKRs are a really powerful framework for managing teams, with the right OKRs software you align your company objectives to team and employee OKRs.

OKRs Software for high Performing teams: Align, Track, Report

PeopleGoal comes with [OKRs applications](https://www.peoplegoal.com/guides/okrs) that allows organizations to set goals at an organizational level and __[cascade objectives](https://www.peoplegoal.com/blog/what-does-cascade-mean)__ down to departments, teams and employees in an effective manner. Our OKRs software connects the leadership team with the employees through the objectives setting process. 

Companies often disregard how important it is for employees to understand the company objectives; resulting in teams and employees working on siloed objectives that do not necessarily contribute to company success. With PeopleGoal, employees can align their OKRs to team and company objectives and thus enables them to focus on what matters most in an organization __achieving company objectives__. 

____

## Why use an OKRs software?
Management by Objectives and OKRs are becoming very popular amongst agile and modern organizations because the framework has enabled organizations to increase employee engagement and connected the C-Suite, with middle management and employees. Companies like Google, Intel, Adobe and LinkedIn are using OKRs and openly linked the OKRs framework to their growth and success. Having said that, in order for the framework and software to work an organization should fully embrace OKRs. It requires employee and team transparency when setting, updating and reflecting on goal management. 
____

## What will be the benefits to my organisation from using an OKRs software?

According to [John Doerr](https://www.whatmatters.com/) the benefits of using OKRs are:
- __Increased focus__: The OKRs framework will improve significantly communications for teams and individuals resulting in clarity and focus.
- __Engagement and innovation__: OKRs should be openly shared top-down and team members should link their objectives to company objectives. This will empower team members and give them a sense of ownership.
- __Progress tracking__: The __Key Results__ for each of the objectives should be measurable. Each OKR should be tracked, measured and adjusted if required.
- __Going above and beyond__: OKR goal-setting should test our limits whilst allowing for failure. This will bring out employee creativity.

____

## Using PeopleGoal as your OKRs software
We follow an accelerated delivery method that reflects the best Project Management practices from our industry experience. We adjust our delivery approach based on your organisation's requirements. Our typical implementation cycle is 1 to 4 weeks depending on your requirements and company size.
![OKRs Software - PeopleGoal](//images.ctfassets.net/6g4s9n00xmsl/6Ce8dvLR03YLqHXGhzSo3v/1fbdcd97a6ec79b5b85332516c8e300f/OKRs_Software_-_PeopleGoal.PNG)

## Account configuration and training
Our account managers will work closely with your HR team to configure your PeopleGoal account to your specific requirements. We will review your requirements and make recommendations to improve your existing process.
PeopleGoal integrates with BambooHR, Workday, MS Azure, ADP. We can utilize our integrations to import your employee data. Alternatively, we can load the employee data in your account via excel.
We will provide training to your HR function and employees. Our aim is to ensure that every user has a comprehensive understanding of our platform and its capability. 

## Setting company OKRs
Company OKRs are top-level goals objectives for the business. Performance management tools are significantly improved by an OKR software tool. Each company objective can be broken down into sub-objectives and measurable key results can be added for each company-wide objective.

![Objectives](//images.contentful.com/6g4s9n00xmsl/7Ce9M3tTf8Xn0uybqGJa8q/b7245bd9da42e520d6fa9410db4c5191/Objectives.png)

## Setting team and department OKRs
Team and department OKRs should derive from the Company key results. The company key results should be converted to department objectives and department key results should be converted to team objectives. The same goes for employees. The picture below outlines the approach in more detail:
![OKRs Software - Company Objectives cascade](//images.ctfassets.net/6g4s9n00xmsl/3Lm3YBtaidtrm91ZFzxb32/92877bc1be4dd8369e52fa8d4aeb5326/OKRs_Software_-_Company_Objectives_cascade.PNG)

Using PeopleGoal, a __department leader__ will be able to align the department objective to a company OKR. When setting a department OKR an OKR owner should be assigned. The OKR owner is responsible for the department OKR and she can make changes and updates to the OKR.

![Department OKRs](//images.contentful.com/6g4s9n00xmsl/5BCrE3YLl5Mjb4LVHnWv6t/076bde64cf2b8e3c02105427c5bf2e29/Department_OKRs.png)

## Setting individual objectives
Each employee will be able to create OKRs in PeopleGoal. In addition, managers will be able to set OKRs for their direct reports. Employees will be able to align the individual OKRs to team, department and company key results. This will allow them to understand better how they contribute to the overall business agenda. Setting and tracking objectives will promote a shared responsibility from the individual and the company as a whole.

![New Individual OKR](//images.contentful.com/6g4s9n00xmsl/01mVO2VRio3XrKGlhn9Y7g/cb773700b09ad3ddc631e51e3650926b/New_Individual_OKR.png)

## Reviewing and updating OKRs 
Updating and reviewing OKRs is straight forward. As an employee, you will be able to highlight a status update for your OKR (On track, At Risk, Corrective Action Required, Complete) and also update progress % and add comments. As a manager, you will be able to review your direct reports' OKRs and make updates if required.

![Updating OKRs](//images.contentful.com/6g4s9n00xmsl/5LVSgG2b66cCLAEjtjWmh0/7afdb4ad861989f0446fde99d244a91f/Updating_OKRs.png)

## OKRs reporting
PeopleGoal offers a lot of flexibility when it comes to OKRs reporting. As an admin, you will have access to an in-depth view of OKRs by department, team and individual level. All the OKRs metrics are being reported live and reflect all the updates made by the OKR owners. In addition, all data can be exported to Excel for further analysis if required.

![OKRs Reporting](//images.contentful.com/6g4s9n00xmsl/9MpZrc82EZxgO3dbCxrNn/3816811d036dc1f598a23cae6fbea501/OKRs_Reporting.png)

## Agile Development & OKRs

[Agile development](https://agilemanifesto.org/principles.html) focuses on developing solutions through the collaborative efforts of self-organized cross-functional teams and the customer. Many agile development teams start adapting Objective Key Results (OKRs) as their preferred method of goal setting. 

The main reason is that the framework can connect developers with business objectives, and eliminate silos across departments. It enables them to focus on what matters most in their division by [setting objectives and clear key results](https://www.peoplegoal.com/guides/okrs#definition-of-okrs).

![OKRS - What does it mean](//images.ctfassets.net/6g4s9n00xmsl/4ILANbhQB3bFpInXAbDbSe/f40416626c950a60f48e01734fc7adad/OKRS_-_What_does_it_mean.PNG)

Setting up the OKR process begins with creating the overall objective, and then developing key results that align with product development. Once the OKRs are set, product development items should be aligned to key results. OKRs do not always work, especially when they are not integrated with the development routines and tools.

## Scrums and OKRs

Scrum and OKRs can go in hand as both of the frameworks require a clear definition and the development teams should follow them. In addition, both frameworks follow a set of rules required when creating them. Depending on the OKR frequency the OKR owners and Scrum masters should have a meeting to discuss the most important things they need to achieve in a given timeframe i.e. month, quarter. While Scrums also measure output and volume the OKRs should only focus on specific outcomes that will achieve the objectives.

## New to the OKRs framework?
If you are considering OKRs for your business and you don't know to how to present the framework to the management team you can use our OKRs guide below which covers the OKR process basics and key benefits.

[![OKRs Software - PeopleGoal Guide](//images.ctfassets.net/6g4s9n00xmsl/1DO7E081ZLi0DVf343kMDF/1ce51e47b7634d3cbbb42e2391d9e2e3/OKRs_Software_-_PeopleGoal_Guide.PNG)](https://docs.google.com/presentation/d/1diPXGmtEr8NsvxFv-zgacsSI1k6oY7ygz1cscSi9AKI/edit?usp=sharing)

_____

## __OKRs Software popular Questions & Answers__

## 1. What are the key benefits of OKRs software?
- Using OKRs software you will be able to set your company goals and allow employees to align their goals to your company goals.
- Provide guidance and direction to teams and employees.
- Easily track OKR progress and increase employee responsibility and accountability.
- Identify skill and team dependencies
- Enhance employee engagement through the OKRs process
- Automate OKRs setting process
- Improve performance visibility across the company

## 2. Are OKRs used for [employee evaluation](https://www.peoplegoal.com/blog/5-examples-of-employee-evaluation-forms-for-remote-work)?
Yes and no. Like with many things in life, rigidity can be an issue. Companies that use OKR’s should evaluate their employees in a similar or same way as companies that don’t use OKR’s.

Some companies use OKR’s as a method of performance review and evaluation at different milestones, whereas some companies do not use OKR’s as a tool for evaluation as they feel that it discourages employees from taking risks. OKR’s for evaluation are most commonly used in the sales industry. Although they are not directly linked, there is some tangible link between OKR’s and performance reviews.

## 3. What is the best software for OKRs and task management?
There is no one product that fits all. Work out what software platform works best for you. Have a look at what you want from a platform. Have a look at the size of your team. Do your research and consult before making your decision. You are not going to want a payroll platform to help you with your end of year reviews For task management systems, we like the look of ASANA and Trello. They also work in combination with PeopleGoal, enabling real-time OKR tracking or goal tracking.
## 4. How do companies run their OKR programs?
Smaller companies usually use an Excel or Google Sheets spreadsheet to keep track of there OKR process. As companies grow bigger, they usually will want to start using a platform such as [performance management software](https://www.peoplegoal.com/product/performance-management-software) to be able to share and track all employees’ OKR’s in an easier and more digestible format.

Employees will create, update, track and hopefully complete their OKR’s throughout the process before beginning it again. At the end of the process, companies will conduct a 1:1 between the managers and employees, to discuss recognition, what went well and also development areas.
## 5. What are the best online resources about OKRs?
The best idea for this is just to keep doing your research and keep staying up to date. But let’s give you a helping hand to get you started. We like these resources:

- [OKR Workshop – Google Ventures](https://library.gv.com/how-google-sets-goals-okrs-a1f69b0b72c7)
- [A beginner’s guide to OKRs – Felipe Castro](https://felipecastro.com/en/okr/what-is-okr/)
- [The essential guide to OKRs - PeopleGoal](https://www.peoplegoal.com/guides/okrs)

## 6. What is a target customer for OKR software?
This can vary. It is easy to say that any team will need OKR software. But in reality, the needs of a team of 10 are different from a team of 50 and they are vastly different from a team of 1000 people. Different software platforms may be more appropriate for your team so it’s important to research before investing. Find a solution that will bring the most out of employee performance for your team members.

## 7. How to set then specifically cascade OKRs down a company?

Objectives should really be qualitative and descriptive. They need to describe the desired outcome. Objectives don’t need to be based on quantitative metrics as this is included in the Key Results section. Key Results add numeric metrics onto your objectives providing you with data on how far you are from your objective. Key results of individuals are different from that of teams, departments and the organization. Key results for the organization tend to be more strategic, compared to individuals and teams which tend to be more operational and tactical respectively.

## 8. OKRs best practices

| Questions     | Best Practice Answers     |
| ---------- | ---------- |
| How many OKRs per [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love)?       | 3 in any given time       |
| How many key results per objective?       | Minimum 3 key results per objective       |
| How frequently to set OKRs?       | Set OKRs every quarter       |
| What type of OKRs to set?       | Set company, department, team and individual OKRs       |
| How frequently to review OKRs?       | Review every week or every 2 weeks       |
| Do I share my OKRs?       | OKRs should be shared with everyone       |
| How to measure a successful OKR?       | Achieve 70% completion or above       |
| How frequently to update OKRs?       | Twice a year       |

![OKRs Software - Best Practices](//images.ctfassets.net/6g4s9n00xmsl/32VSPX8iQi4P5LDKcJWYH5/79ea3066b7df955571e43935eeae2d0c/OKRs_Software_-_Best_Practices.PNG)


Products.

Performance Reviews Software: A Guide

Performance reviews software automates and streamlines your performance appraisal process. Bring alignment and connection to your team and fast track their professional development with PeopleGoal's highly configurable review forms.

Performance Management Software for Remote Teams

Continuous performance management software enables organizations to manage their workforce remotely in an effective manner.

Talent Management System for Fast Growing Companies

A talent management system will set the framework for you to create strategic alignment, promote collaborative working and efficient communication, and boost employee productivity as your organization grows.

Employee Manager Software to Engage and Develop

Employee manager software should be all about promoting open conversations about performance management. PeopleGoal incorporates objectives tracking, performance check-ins, 360 degree feedback, recognition and more to boost employee engagement.

Employee Engagement Software for High Performing Teams

Motivate, engage and retain your best talent.

360 Degree Feedback Software to Develop Teams

360 degree feedback software helps you to develop and engage your talent by automating one of the best practices in performance management: continuous feedback.

OKRs Software for High Performing Teams

OKRs software to align your company objectives with team and individual goals.

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

Products.

Performance Reviews Software: A Guide

Performance reviews software automates and streamlines your performance appraisal process. Bring alignment and connection to your team and fast track their professional development with PeopleGoal's highly configurable review forms.

Performance Management Software for Remote Teams

Continuous performance management software enables organizations to manage their workforce remotely in an effective manner.

Talent Management System for Fast Growing Companies

A talent management system will set the framework for you to create strategic alignment, promote collaborative working and efficient communication, and boost employee productivity as your organization grows.

Employee Manager Software to Engage and Develop

Employee manager software should be all about promoting open conversations about performance management. PeopleGoal incorporates objectives tracking, performance check-ins, 360 degree feedback, recognition and more to boost employee engagement.

Employee Engagement Software for High Performing Teams

Motivate, engage and retain your best talent.

360 Degree Feedback Software to Develop Teams

360 degree feedback software helps you to develop and engage your talent by automating one of the best practices in performance management: continuous feedback.

OKRs Software for High Performing Teams

OKRs software to align your company objectives with team and individual goals.

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

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