An overview of all things performance-related at Bayzat
It’s no secret that every organization evaluates employee performance in a slightly different way. To help find a solution that works for you, at Bayzat we offer different ways of assessing an employee’s performance. You can use these all in parallel or you can select a single option that works best for you.
Dive into the details as we explore the different options.
Our latest performance management feature brings together self-evaluations, upward evaluations, peer evaluations, and line manager evaluations, in one place - allowing you to gather holistic, 360° feedback on every employee.
Since every organization typically has different competencies and values against which they want to evaluate their employees, your HR team can create custom evaluation forms, blending numerical rating and open-text questions to give a well-rounded view of an employee’s performance.
These forms can then be used to launch an evaluation cycle, at any point throughout the year, as frequently as you’d like. You can even have multiple cycles running in parallel.
Once the cycle starts, the HR team, line managers, and employees can all nominate peer evaluators to provide feedback, and post peer nomination, evaluation completion begins.
As the cycle wraps up, comprehensive reports are made available to all employees, offering a clear picture of their overall performance.
GOAL-BASED REVIEW CYCLES
Goal-based review cycles span 3 or more months and are split into two main phases:
- Goal setting & tracking
- Review period
Goal setting & tracking:
This initial phase involves defining goals or objectives for each employee. Setting up well-designed performance goals can help employees align their work activities with the company’s overall strategy and can be done by the HR team, line managers, or even the employee.
Once goals have been set and added to the platform, goal tracking begins, where the status of these goals can be updated and recorded on Bayzat to build a robust history of employee performance related to each goal.
The second part of the goal-based review cycle involves line managers rating employees on each of the goals that were set. You can also encourage employees to assess their own performance, which is a great way to encourage self-reflection.
Once all the reviews are in, the HR team can calibrate these reviews to ensure every employee gets a fair and objective final rating.
Catch-ups help organizations facilitate and capture meaningful feedback conversations about work expectations, progress, and growth to increase employee satisfaction and performance.
- Catch-ups can be used to record 1:1s between any employee
- Add meeting notes and upload attachments to a catch-up
- Link catch-ups to relevant goal-based review cycles, offering context to reviews and mitigating recency bias
- Option to make a catch-up private to restrict the visibility of confidential meeting notes.