Employee Training · Performance management

Does anyone know of an employee assessment tool with a more progressive/creative/holistic approach?

Camilla Meshiea Founder/Designer at Floreana Amasen

March 9th, 2016

I'm preparing an employee review but most of the tools i'm finding online are very formal and perfunctory. i would love to know if there were any templates out there that take a more inspired approach.
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Maria Sentic

March 11th, 2016

My friend co-founded a business, Fizz, specifically to reimagine how we think about performance reviews -- to make the process more transparent, fair, and efficient. The model facilitates ongoing, on-demand feedback, you can learn more at www.gofizzgo.com and sign up. There's a free three-month trial available.

Hope you find something that works!

Matt Cholerton Talent & People Solutions

March 9th, 2016

Hi Camilla,

I've been in HR for years and was also frustrated with the formal, and reactive - uninspiring - approach to reviews. They were often full of irrelevant (and/or demotivating) content, no one wanted to do it, and it was never very actionable (learnings were often too late). 

I've created a tool that checks in regularly via email with the team, takes their pulse, and facilitates back and forth communication on goals. There's basically no admin, just more transparency and communication.

Here is the site -> http://www.pinglabs.co/. I can send along some screen shots if anyone is interested.  You, or anyone in this forum, can use Ping for free. Just get in touch.

Cheers,

Matt

Debra Machado Vice President, Global Human Resources at Procera Networks

March 9th, 2016

HI Matt, I would love to see some screen shots and/or a demo. Debra Machado Vice President, Global Human Resources [cid:5771614B-F610-4DFD-A2D3-D89DF8F79C50] Procera Networks www.proceranetworks.com w: +1 510 240 5883 m: +1 415 298 0367 Skype: debra.machado414

Elese MSP ✭Project Specialist✭ Project and Program Management Expert | Developing the People Side of Projects to Get Results

March 9th, 2016

Camilla, it sounds like you want people to really benefit from their review and for it to be --at least potentially-- a good experience for you both. 

While you check out these templates, I used to always have a self-check before a feedback session (formal or informal) just to make sure I am clear:
  1. Why are we having this review? (to help an employee know what's expected, or just because it's required)
  2. What am I measuring? [specific targets, behaviors, desired attitude, response time, client satisfaction,etc.]
  3. Am I totally clear on why I am measuring it?  (Are we going through the motions, or is this important?)
  4. How am I measuring it? (is my evidence fair, impartial, substantiated?)
  5. Are my staff totally clear on what is being measured and how ? (an email isn't a guarantee of this)  
  6. How do I know that they are?  
  7. Am I feeling neutral and positive about our session, or am I dreading it and a bit worried...? why?
That clears up 90% of the review right there, even without a template!

Beyond that, two things I find helpful:
  1. have an employee come prepared to the review with some self-assessment or self-reflections
  2. end a review with agreements on the table, not just expectations


Andy Collen Producer, Director,Owner, Happy Trails Animation

March 9th, 2016

I have to say that while these templets are nothing more then each others ideas spelled out differently.  They are all still templets and you thus will get templated results.  I think if you really want to shake things up and have your work force learn from you as much as you learn from them then how you interface needs to change.

We are now beginning to move into the Z Gen workforce... get ready they are smart and very willing.  You just need to have a creative interface rather then Ross Perrot's pie charts and forms... That is so 80's.  In the end it is up to you as to what you really want and where you want to go with your work environment.  All you need to do is help create a platform for communication.

just my 2¢ 

Andy Collen Producer, Director,Owner, Happy Trails Animation

March 9th, 2016

Well it really depends on what you want to gain out of the review. The work world is changing and how we interact with individuals is changing as well. I am working on a device that during an interview might help you gain insight as to the issues pluses and minuses that the individual possesses. It is a great tool... and played the right way might help both see how to improve. kind of like a Tarot Cards meets Rorschach Test in a Magic the Gathering kind of way. The cool part about this tool is that it can be applied to may workforce issues. Maybe we need a better from of communication to go deeper into this. Right now this tool was designed to be used in the "Burning Man" environment... but that deck could still work for you.

https://www.linkedin.com/pulse/corporate-culture-rules-vs-tools-andy-collen?trk=mp-reader-card
 

https://itunes.apple.com/us/app/exorb/id370885972?mt=8

Cindy Riach Founder | Facilitator ► Founders Connect

March 9th, 2016

primedtoperform.com

Chris Pattullo Manager, Change Management & Learning at Vision Critical

March 9th, 2016

As Andy mentioned it really depends on what you want to get out of it.

If you're looking for something that's more forward-looking (as in innovation in the practice of reviews, not future-facing), I'd recommend tools that are built around OKRs. They explicitly involve the employee in determining what they work on & generally pushing for engagement.

I've tried this one and had good experience but I think there are a decent amount of them out there. https://7geese.com/

Mark Talaba Founder, Vision Former, serial entrepreneur

March 9th, 2016

Hi Camilla. Take a look at Teamability®, created by The Gabriel Institute. It is a new way to measure and understand the different ways that people seek to make a meaningful contribution to their team. There’s 25 years of behavioral science research, and 9 years of tech development behind it, and it is producing extraordinary business benefits. The concepts come from physics and systems theory (not psychology), and it offers not only individual reports, but also a suite of methods for selecting, developing, managing and motivating people (and teams) in a positive and holistic way. Mark

Barbara Wainwright Get Certified with LifeCoachTrainingOnline.com and Join over 6,000 Coaches Worldwide LION

March 9th, 2016

The Core Value Index... great holistic assessment tool