HR managers know that the more accurate, transparent and tailored their performance report metrics are, the more value they bring to their people and business.
Giving you the ability to visualize your people and business’s performance, drill down to investigate data and uncover actionable insights, are just a few ways intelliHR’s performance reports can empower HR and leaders to use people analytics for decision making.
So, how can you ensure you’re getting the most out of your performance report? The first step is configuration and customization. And, with new features and configuration options available for intelliHR’s performance reports, we’ve super-charged your capability to understand and present performance data across your organization.
Let’s explore how you can use these new features to configure and customize your performance reporting to best serve your business.
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Create report templates for different roles
Performance reports aren’t always a “one size fits all” situation – particularly when it comes to different roles across your organization.
We all know that metrics are where the magic happens and, while you may be collecting the same data from your managers and employees across key indicators like productivity, quality, teamwork, compliance and values, understanding these metrics in the context of any employee’s role is likely to give you a more accurate picture of how they’re performing.
You can now build customized performance report templates for specific roles where you’d like to visualize certain people metrics and attributes, how they relate to different areas of the business, and contribute to your overall business performance.
In each template, you can pull in which sets of metrics you want to visualize in the performance report (e.g. company metrics vs individual employee KPI metrics).
This can be done by including your chosen “metric groups” (which consist of the types of metrics your organization has in the system) when building out your performance report template and assigning them to a role (find out how to assign a template to a role here).
You should consider how you might want to manage the metrics your employees are assessed on based on the criteria for their role. We recommend that companies that have many core metrics split them according to the most relevant for each business unit or job. Configurations could include:
- Software engineer: Code quality, time management.
- Salesperson: KPIs, phone skills.
- HR manager: Compliance, organization and management.
Build the ideal combination of section types
Data visualization is key to identifying wins, challenges, risks, and trends across your employees’ performance analytics.
In your performance report, you may choose to organize your information according to your company’s core focuses (perhaps over a six-month period or a year) so you can easily get a snapshot of how your people are performing with these in mind, and easily dive deeper into your most important metrics.
You can now achieve a deeper level of customization across your performance report than ever before, to best suit your business. The best part is that all of the sections in your performance report can now be configured by you (without the need for your intelliHR Customer Success manager to assist).
Beyond the previous capabilities of renaming sections, editing descriptions, and toggling sections and on and off, you can now easily:
- Build out any combination of section types.
- Reorder sections to prioritize metrics in your report.
- Change content within sections to offer more detail.
- Add as many form response sections as you like.
- Include text responses alongside happiness ratings.
Get a step-by-step guide on how to create and customize performance report templates and metrics.
Control visibility over metrics
Not all metrics in your performance report will be relevant to every single manager and employee.
There may be some data that you’d like to keep between supervisors and senior management for confidentiality, regulatory, or privacy purposes. At the same time, you may be inclined to open up different facets of your people analytics to promote transparency and personal development. Getting clear on who should be able to see what will ultimately guide you in this area of your performance report configuration (For further assistance, feel free to get in touch with your intelliHR Customer Success Manager).
At various points across your performance report, you can tweak your settings so that data is viewable by supervisors, employees, and/or both. We think that giving employees greater access to the analytics that directly relate to them could help promote self-assessment and accountability, proactive learning and development, and at the very least, give them a better idea of how they’re contributing to company goals.
How this looks in your performance report:
- You can set the visibility of each section to the following:
- All views: The section will be visible to anyone with access to the performance report.
- Supervisor view only: The section will only be visible to the supervisor of the employee whose performance report this relates to.
- Hidden: The section is completely hidden and won’t appear on the performance report.
While we’re on the topic of visibility, another thing to note is that you can now capture and display peer feedback visually to employees and/or supervisors. What’s interesting here is that by unlocking this data for employees, each person will be able to essentially see how their peers have measured their performance against the company’s metrics. Peer feedback is now displayed in the radar chart under the “Average overall performance” section. The breakdown can be further visualized over time and by business metric.
Understand happiness ratings better
The ability to understand how your employees are feeling in real-time is invaluable when it comes to using data to maintain and improve workplace wellbeing.
Visualizing the happiness of each manager and employee through sentiment analysis pulled into your performance report is a great way to get a snapshot of how your organization is doing. But, what if you could easily and quickly dive deeper into the “why”?
You can now see the breakdown in happiness metrics against your employees’ ratings and feedback within the performance report.
This means verbatim comments provided by employees, that would have contributed to happiness metrics, have been pulled from the feedback they gave in form responses. They’re shown underneath each rating with the ability to click through to see the relevant completed form.
This change will enable managers to:
- Gain a holistic view of happiness scores with any underlying commentary and reasoning from the employee’s perspective.Maximize the rich qualitative data the platform provides around your workforce.
- Have more accessible insights when looking at happiness in the context of performance.
With all these new features available on intelliHR, HR managers and business leaders have even more capability to customize their performance reports, while employees have improved visibility and transparency over their own performance. In our continuing commitment to delivering cutting edge HR software, stay tuned for more improvements and enhancements that will help you better understand your people, their performance and how they’re contributing toward your organization’s goals.
intelliHR is a people management platform helping HR, leaders and managers enhance performance, culture, engagement and retention. With built-in HRIS and powerful real-time analytics, see how the platform works today.