Regular checkins between managers and their direct reports are a great way to provide continuous feedback, and means there won’t be any surprise when it comes time to do the annual review. But most companies don’t operate this way, preferring to leave everything to the end of the year and do a “thorough” review instead. It’s a waste of time for everyone, no one can remember anything but the last few months! And there’s the feeling in the back of everyone’s minds that this is nothing but a pointless exercise, driven by the company’s fear of compliance rather than a genuine desire to develop employees skills and performance. We wrote about this on the tibbr blog: Why Businesses Should Stop the Annual Performance Review

So is there a better way? Absolutely! Our new Social Performance Management solution inside of tibbr now gives you an easy way to have regular conversations, and quickly store the outcome of those inside our Reviews module. Complexity is the enemy of quick and meaningful discussions, so we’ve pared it back to keep it simple and relevant. The result is something that quickly becomes meaningful and a helpful contribution to employee relations.

Use Teamly Reviews to monitor career development plans for all your direct reports, and see everyone at a glance from the management page. From here you can quickly access past reviews, as well as see when the next review is due.

The screenshot above shows a Career Development Plan for Ben. On the left hand side you can see the goals set at his last review. The right hand side is where the new goals are recorded, along with the comments from both Ben and his manager.

In the near future Teamly Reviews will use the rich information already stored in tibbr and Teamly to help prepare a review for you. Instead of staring at a blank sheet of paper, Teamly will aggregate messages of Recognition received, and goals completed, to provide a much truer picture of an employee’s performance throughout the year.

For more information on Teamly Reviews, watch this short video:

Find us inside the tibbr marketplace and try Teamly free for 30 days!

Research from Bersin By Deloitte found that companies which revisit goals for employees quarterly, outperform those which set goals annually by more than 30%. So why doesn’t every company do this? Whatever you call it, Management By Objectives can be cumbersome. Managers usually wrestle with multiple spreadsheets and there’s a lot of manual effort involved in collecting, tracking and then reviewing such goals.

With Teamly Goals, part of our Social Performance Management product inside of tibbr, the process of creating, tracking and reviewing goals is made really easy!

In this screenshot, Ben sees his goals on the left hand side (current at the top, completed at the bottom). On the right hand side, “Subject” goals can be used by management to cascade down corporate goals, keeping everyone – quite literally – on the same page.

Creating a goal in Teamly is simple, and we support the well-known SMART framework:

• Specific
• Measurable
• Attainable
• Relevant
• Time-bound

Furthermore, a goal can be broken down into smaller chunks, or tasks. These tasks will  also appear inside your regular Teamly Tasks list, so you’ll never miss them.

You can even assign a specific task to a colleague, useful because it’s rarely the case a goal is entirely within your own control.

Because of the way tasks and goals connect together, as each individual task is marked as complete the progress of the related goal will be updated. It’s a quick and easy way to see how you’re doing at a glance.

The final step is to mark the goal itself as complete. When you do you’ll be asked if you want to share on the tibbr wall. A great way to share your achievement and to collect feedback from colleagues!

To see Teamly Goals in action, watch this short video:

Find us inside the tibbr marketplace and Try Teamly free for 30 days!