Detailed breakdown of Performance fit, features and insight.
Your Workzoom Coach will seek to understand how you do business while demonstrating Workzoom’s functionality and how it can be fit to suit your needs.
How are performance reviews currently managed or administered?
Create assessments to use within performance reviews
Increase visibility to progress updates for ongoing objective for employees and managers
Gain viability to potential successors and levels of readiness
Define performance journey including tying an individual’s objectives to your business or strategic goals to ensure that the employee understands their impact to the organization’s success
The success of Workzoom depends on you and your team communicating with your Coach! To make the most of Workzoom we will work together to:
Fine tune Workzoom’s best practice reviews (assessment, frequency, employee groups)
Define competencies and core values and tie them into performance reviews
Create 360 reviews and assign to specific individuals (employees or managers)
Generate probationary review after set period from hire date
Create performance activities and forms which can be completed concurrently
After fitting Workzoom to you, you will be able to:
Automate the frequency and content of your performance review process involving employees and managers
Automate generation of probationary reviews after set period from hire date
Generate action items for performance activities and salary recommendations on a schedule, with defined workflow steps and roles involved
Assess employee proficiency based on competencies set on a job, or cultural alignment to core values
Provide a great employee and manager self service experience
Use a 12-Box Evaluation tool to identify employee’s potential against their risk of leaving the organization.
Use a 9-Box Evaluation as a performance management framework to identify an employee’s potential.
Initiate ad hoc reviews at any time for individual or groups of employees.
Compare a manager and employee’s assessment responses to determine how aligned they are.
Assess employee proficiency based on competencies set on a job or their cultural alignment to core values.
Build unique questionnaires and/or assessments for different groups of employees attaching them to specific review processes.
Automate your performance review process based on your schedules (annual, semi-annual, quarterly, monthly, etc.).
Identify top level business goals that can cascade down to departments and employees.
Record certifications, proof of certification and receive notifications for those set to expire.
Tie compensation to performance by empowering managers to review compensation as part of a structured process.
Document all competencies (skills, knowledge, behaviours, certifications) with defined proficiency levels important to your organization.
Build custom development plans to assist employees improve performance.
Record and monitor disciplinary actions documenting the type of discipline received, severity, next actions, employee statement and sunset period.
Track the types of disciplinary violations occurring.
Empower employees to define their own goals for career planning or in alignment with organization goals.
Task employees and managers to select or define objectives aligned to specific department and / or organization goals.
Weight employee objectives to gain a clearer picture on progress in achieving the organization’s goals.
Define goals the organization is striving towards that can cascade down to employees during performance reviews.
Conduct 360 degree reviews by giving managers the tool to assign peer reviews.
Assign probationary reviews after a set period for new hires.
Task employees to track and regularly update progress on their objectives and consolidate the results organization wide.
Identify and rate the low and/or high performers within your organization.
Automate regular check-ins to ensure feedback is provided in a timely manner.
Assign self evaluations to employees as part of the review process and compare results to their manager’s assessment of the employee.
Ensure managers are using a standardized process with workflow steps that guide them and their employees through the review.
Use an employee’s seniority date, hire date or a specified date in the year as the basis for your review cycles.
What competencies are we tracking?
What are the actions taken for the disciplinaries recorded?
How well are employees doing working towards their objectives?
What talent or specific skills do we have in-house?
Who has disciplinary actions within the Organization?
Who is performing well in the organization?
Who is not performing well? What areas are they not doing well in?
How is the organization performing by department?
How is the organization performing year over year, quarter to quarter.
What reviews have not been completed? What stage are managers at with their performance appraisals?
What are the reasons we are conducting employee reviews?
What are the talent ratings of our staff by individual or group?
What is the most common disciplinary action within the organization? Break down by type, department, etc.
Experience Workzoom live! Get your questions answered and learn how the Workzoom team will work with you to fit the solution to your needs while ensuring you see value right away.
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