Review employee performance at an organisational level! The performance report has always allowed you to review employee performance on an individual basis; but now, our business performance takes that information and allows you to view all of that data in one place. This report will allow you to:
- Identify performance trends across teams and departments and discrepancies between supervisors, employees and peers.
- Identify high-potential employees and those in need of further development.
- Identify areas of your performance process that require improvement
This article covers:
How will the business performance analytics help me?
Through the performance report on an individuals profile intelliHR has made it easier to collate performance data, including goals, manager notes, training and performance against business-specific metrics, over time. By gathering all of that data into a real-time report on performance, managers are empowered to have more meaningful conversations with their employees and reduce the time spent preparing for performance reviews. But what does performance look like over the entire organisation?
Business Performance Analytics is designed to help you identify organisational performance trends over time, highlight areas of your performance process that require improvement and identify both high potential employees and those that need help.
- Identify performance trends across teams and departments and discrepancies between supervisors and employees.
Using the cross-filter such as pay grade, department or supervisors these analytics give you the tools needed to view the performance of your business on a macroscopic level.
Is average performance in a particular department improving over time?
Following your HR initiatives to raise performance in a particular department or in a particular performance area, e.g. customer service, use the analytics to review the performance trends in those areas pre and post initiative.
Using the heat map visualisations (seen below), pinpoint common discrepancies between supervisor perspectives and those of the employees and peers. If there is a disconnect between the rating supervisors are consistently awarding their employees and the rating employees are giving themselves at an organisational level, it may be necessary to re-enforce alignment about what good performance in that area looks like. As with all the other filters on the page, the heat map will allow you to filter on those ratings that instantly grab your attention.
- Identify high potential employees and those in need of further development.
Using the score distribution graph shown below quickly identify those high potential employees and also those that may need further development displayed at the lower end of the scale.
Clicking on the graph will dynamically filter the data allowing you to review those HI-PO employees or those that need a little extra help. The employee lists of that filtered data will appear in the row data in the bottom-right of the page.
By default, the score distribution displays the scores across the entire organisation but this can be further filtered by departments, supervisors and tenure among other filters.
- Identify areas of your performance process that require improvement
If employees and supervisors have been playing it safe there may be a trend toward centre bias. The heat map will clearly show such a trend and allow you to adapt the process to correct this. Perhaps the ratings can be amended to provide greater resolution at the positive end of the scale, or maybe the language should be changed to reflect a greater emphasis on development ('Needs Help' is much easier to select than 'Unsatisfactory').
In either case, through the use of the heat map visualisations strengths and opportunities can be identified. Furthermore, consistent low scores against one particular performance metric may provide insight into potential skills gaps within the organisation and can help to inform succession planning decision making, providing the impetus to explore required development initiatives.
Where is the data pulled from?
To explain where the data on this analytics page originates from we will first highlight where the data on this page can be configured and then work back from this point to highlight where that data is also pulled from so that you can trace this data back to specific forms or form fields.
Configuring the data pulled into the Business Performance Analytics
The data that is used to populate the business performance analytics can be configured by the system administrator in the Analytics Settings area within your Analytics.
- Business Performance Metrics control which metrics should be included in the organisational business performance analytics page.
- Business Performance Score Scale allows the administrator to configure the scale and associated labels used to collate metrics that may differ based on roles.
- The Business Performance Metrics that you configure to display on this page are in turn selected from the Performance Metric Groups you have previously configured in Settings.
- The Performance Metric Groups in turn are configured to pull questions from the review forms that form part of your performance process.
Key Terms
Primary Source/Secondary Source
The Business Performance page collates responses from peers, supervisors and employees to create a visual overview of the health of your organisation. At the top of the page, you are able to select a Primary Source, which guides the filters on the page while all other sources, Secondary Sources, support further analysis via heatmaps on the page.
Average Employee Performance
Each employee has an average performance score that averages their scores across all performance metrics selected by the company as rated by one particular respondent type. Average Employee performance then is the average of each employee’s aggregated performance scores rated by one particular respondent type.
Measurements
A measurement is any rating provided by a respondent corresponding to one particular metric. For example, if a business had a review form sent with 5 metrics, each time that form was completed by a respondent, 5 measurements would have been taken.
Business Performance Classification
Business Performance Classifications are the set of labels that are chosen in the Business Performance Score Scale within Analytics Settings. These labels allow you to compare performance across different business areas through the ability to set standard labels that encompass varying standards of performance in your performance report templates. This classification label can be viewed in the context tiles at the top of the page, the radar chart, heatmaps and in the row data.
Respondents
A respondent is simply the person charged with completing any given form. Following this, in the business performance page, a respondent count is a count of all people that have responded to forms related to performance metrics. Generally, when viewing the report with Supervisor as the primary source, the respondent count will be lower than the subject count as each respondent (supervisor) will be providing ratings for multiple subjects (employee).
Subjects
A subject refers to the employee whose performance is being reviewed in a particular form. For example, in a company with 50 people, where all were given self-assessments to complete, one would expect to see a subject count of 50.