Our working method

Learned’s methodology for objective performance management

In 5 steps, we help your organization measure and improve employee performance, development and retention.

Learned bias free people management model
Macbook with the first page of the e-guide objective performance management

Our working method

With our performance management methodology, we help your organization in 5 steps to objectively measure and improve employee development, performance and retention.

We see on average after 12 months at our 200 clients 13% higher employee performance and a 128% increase in internal flow resulting in 18% higher satisfaction and 14% lower turnover. So read on quickly.

The 5 steps to objective performance management

1

Determine when employees are successful

2

Translate functions using AI into results and behavior

3

Conduct objective evaluation and development interviews

4

Take action based on employee performance

5

Measure how you keep employees happy

Step 1

Determine when employees are successful

To objectively chart employee development and performance, it is important to first set the standard. In other words, it is essential to establish what is expected of an employee in terms of development, behavior and in terms of performance to be successful.

You do this by defining successful behaviors on different themes and based on your organization’s core values. This ensures that expectations are clear and that people are evaluated in the same way.

An employee receiving a 7 as a performance review cycle score in the Learned UI
Learned UI showing the skill library.

Step 2

Translate functions using AI into results and behavior

In Step 2, we flesh out the themes that define success in a job. This is crucial because each position within the organization requires different result areas, KPIs, competencies and skills.

We are aware that this is often the most challenging step for HR to concretize these expectations. That’s why Learned provides support with sample result areas, KPIs, competencies and skills for more than 2,000 functions.

Step 3

Conduct objective evaluation and development interviews

Step 3 focuses on conducting objective development and evaluation interviews.

For this, it is important to design an HR cycle that fits your organization. At Learned, we recommend two combined development and evaluation interviews per year, but this is completely customizable to your organization.

Learned UI showing how a Marketing manager was assessed by three people on different skills
Learned UI, Performance module in which the 9-grid system is visible. for strong

Step 4

Take action based on employee performance

In step 4, we use the data from the objective evaluation interviews. We get to work visualizing employee performance and making decisions based on data related to development plans, promotions and internal advancement.

In the current situation, HR has no objective insight into employee performance and relies on the manager’s opinion. Using a visual representation, such as a 9-grid, we display performance.

Step 5

Measure how you keep employees happy

In the final step, we focus on measuring employee satisfaction. We are curious to see if our efforts from steps 1 through 4 lead to increased satisfaction and the effective utilization and retention of talent.

We are replacing the annual satisfaction survey with continuous short pulse surveys: monthly, quick surveys with a few questions. This gives HR instant insight into team satisfaction and action items needed for improvement.

conduct appraisal interviews and planning interviews easily with benchmarking of results

Want to know more?

Download Learned’s methodology for objective performance management e-guide.