Continuous employee engagement through regular management interactions is the key to help nurture the very best that an employee can be for their professional development.
That is the main reasons that appraisals cannot be ignored. Keeping employees focused on their goals, objectives and improving their skills with the appropriate level of management support and encouragement can deliver business improvements that no thought possible. Without them, employees can feel unsupported with a lack of direction.
Activ Appraisals was designed with the employee at the heart of the appraisal process. The online software solution is quick to learn and easy to use. Its flexibility means you can record and manage your appraisals in the way that best suits your organisation, Activ Appraisals has been designed closely in conjunction with HR professionals who have decades of experience.
You can easily and quickly set-up your appraisals process to suit your needs with a user-friendly administration panel, then manage questionnaires, review employee performance and evaluate reports. Making sending Word documents around the organisation for staff to complete…… a thing of the past
During the hectic pace of everyday business, personal development is a challenge. The appraisal is a regular opportunity to identify – and deal with – challenges, opportunities and mutual potential for growth.
Saying thank you even for a small achievement has a huge motivational effect, but if you don’t work in the same department, as time passes these small successes are often forgotten at appraisal time.
Activ Appraisals can record any success or achievement together with feedback from colleagues and co-workers meaning you always have the full picture.
Employee feedback on how they think they are performing is a valuable part of the appraisal process. Once you have defined your competency libraries, you can build an employee questionnaire. Building your own questionnaire from scratch is easy, and there is also a collection of pre-built questionnaires in the system.
Activ Appraisals enables you to schedule your chosen self-assessment questionnaire to be sent well in advance of a planned performance appraisal. You can also choose whether to send questionnaires individually or across the department as part of the preparation process.
Activ Appraisals gives you total flexibility in configuring specific questionnaires for different levels and types of employee. Questions you could ask include:
Activ Appraisals enables you to evaluate employee’s demonstration of key performance standards and competencies. You can define your own competency libraries to suit your organisation structure. For example, libraries can be set up at different levels such as Directors or Middle Managers.
Each competency can be set up with a description and then several statements or questions that underpin the definition.
If your current appraisal process relies on feedback from a single line manager, you may be missing out on valuable feedback from peers, colleagues and external sources.
360 feedback is a method of performance appraisal which gathers feedback from a number of different sources that include peers, direct reports, more senior colleagues and even maybe customers. This variety of feedback can offer line managers a wide-ranging perspective and help to make performance management a much more balanced and informative picture of your people. Activ Appraisals provides you with a flexible solution that enables you to combine self-assessment feedback with anonymous input from colleagues and external sources if desired. This enables you to appraise your people like never before.
With Activ Appraisals the process is easy and straightforward. By integrating into your company culture, you can then use this overall picture to strategically set smart goals for your people – improving performance and ultimately your bottom line.
Activ Appraisals can support the Managers preparation for planning the appraisal meeting with the employee. Managers are provided with the relevant information in order to assist with their preparation:.
Activ Appraisals provides a pre-formatted online appraisal meeting form that ensures all the relevant information is captured depending on the type of appraisal:
The meeting between the employee and manager can then be fully documented.
The appraisal cycle is typically built around setting, reviewing and then re-setting key objectives, Activ Appraisals supports you every step of the way.
Most organisations define that each objective should be SMART – specific, measurable, agreed, realistic and time limited. Where each objective must be in an area over which the employee has control and each objective has a deadline.
Activ Appraisals can be configured to help with deadlines by using in-built trigger alerts to inform the employee, line manager and HR of the deadlines agreed. This can further reduce the time spent for the administration process of making appraisals a success.
Yes. Every employee is provided with a username and password to access the software from any device (smartphone, tablet, PC etc) over the internet securely.
Yes. Access can be configured through single sign-on utilising your company network or intranet authentication.
Yes. Appraisals can be configured to your business requirements. Any type of review can be planned and managed i.e. end of probation, monthly one-2-one, quarterly/interim or annual appraisal.
Yes. The administration library stores any number of questions that require completion by the employee in preparation for the performance review. The system will display relevant questions subject to the type of employee review that has been planned.
Yes. Line mangers receive notifications by email when an employee completes their self-assessment. They can prepare for the discussion by reviewing the responses and providing feedback on their assessment of the employee’s skills and competencies.
Yes. Feedback can be captured from every direction within the organisation which will be vital to ensure that every employee has the fuel to drive their own and company growth.
Yes. Employees have the capability to add and manage the progress of any personal goals or objectives from their own appraisal dashboard.
Yes. Corporate or organisational objectives can also be managed for employee visibility and feedback.
Yes. A library of competencies for different organisational roles and levels can be stored. When a review takes place, the system automatically provides the appraisee and appraiser with an accurate picture of how the employees skill set is aligned today and where improvements could be made to support their career path for their possible future development and next role. This enables a more accurate review of the employees current and expected competencies to take place for the job role or level within the business.
Yes. If you have Activ Training and Activ Appraisals you have a visual employee skills matrix tool that provides an overview of an organisation’s, or team’s skills base that assists with the management, control, and monitoring of competency levels. This well-developed skills matrix should help you identify the training needs of a team to successfully complete a job or individual project.
Yes. The reporting tools provide a Competency Review report to analyse how each employee within a department or organisation has been scored depending on your review criteria. This can be easily colour coded to provide a visual representation of where competency levels could high, medium, or low to enable you to identify areas of improvement or excellent performance.
Yes. Employees have the capability in Activ Appraisals to request a specific training need at any time during the year not just during the appraisal process (if required). Training needs can be identified specifically during the appraisal and any requirements reported on for individuals, departments, or organisation wide by HR or Training Manager to review.
Yes. A configurable dashboard provides a visual overview for Line Managers or HR as to the status of the appraisal process for every employee within the company hierarchy.
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