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Job matrix

AI-driven Job House, Job Matrix & skill taxonomy

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Performance

Evaluations, 1:1’s, feedback and goals

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Career

Career and growth opportunities

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Surveys

Traditional surveys, Pulse surveys and eNPS

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Security

All about our security and GDPR protocols

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Integrations

Integrate with HRIS, SSO, MFA and Calendar

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Our working method

In 5 steps to data-driven HR

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Return on investment

Business value and return on investment

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HR knowledge hub

E-guides, webinars and templates

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Implementation & support

Implementation tracks, videos and webinars

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Customer stories

Find out how our customers are using Learned

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Blog

Articles for HR Professionals and Managers

Performance

Understanding performance with objective evaluations

Performance management software for objective evaluations, 1:1’s, goals and feedback.

HR Manager looks at employee performance summary on her phone in the Learned app
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Design an HR cycle that fits your organization

Design a fully personalized HR cycle with multiple evaluations and 90°, 180° or 360° feedback on different topics.

An employee receiving a 7 as a performance review cycle score in the Learned UI
Learned UI showing how a Marketing manager was assessed by three people on different skills

Conduct objective evaluations

Evaluations are conducted based on the employees’ job profile, which identifies critical performance indicators (KPIs) and expected behaviors for relevant skills and competencies.

Learned UI showing how a Marketing manager was assessed by three people on different skills

Understanding your low- and high-performers

Gain insight into employee performance. Use data for fair rewards and strategic workforce planning.

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Allow for personalization in the evaluation process

The HR cycle can be personalized with ongoing 1:1’s and feedback.

HR Manager discuss performance management software, where they can see eNPS and employee feedback.

All functionalities

Performance review

Evaluations

Chart low- and high performers with objective evaluations.

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1:1 Conversations

Follow up evaluations with 1:1 conversations

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(360) Feedback

Don’t wait for feedback until your evaluation. Create a feedback culture.

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Goals

Make sure everyone knows how to make an impact

Example of performance evaluations

Report

Get real-time insight into your low- and high performers.

Skills of careers

Competencies & Skills

Make evaluations concrete and encourage development.

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Calibration (9-grid)

Make evaluations honest with calibration sessions.

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Export

Export your data to pdf and csv.

Frequently Asked Questions

Why is Learned better than a homemade solution using Excel/Word?

Homemade solutions in word/excel do not help organizations create sufficient objective insight into their employees’ performance.

    • They do not support setting clear expectations through modern job descriptions with objectives, KPIs and required skills. As a result, employees do not have a clear picture of what is expected of them to perform well and lacks a basis for objective evaluations.
    • Organizing multiple evaluation moments per year is difficult with separate Word and Excel files, resulting in a lack of objective measurements throughout the year.
    • Furthermore, there is limited organizational-level insight into real-time performance data. This lack of understanding makes it difficult to take targeted action toward employees who perform below or above average.
How is Learned different from HRIS?

Performance management solutions in Human resource information systems (HRIS) often do not help organizations create sufficient insight into their low and high performers because:

    • They do not support setting clear expectations through modern job descriptions with objectives, KPIs and required skills. As a result, employees do not have a clear picture of what is expected of them to perform well and lacks a basis for objective evaluations.
    • It often lacks evaluations on various themes, for example, fit with culture and business performance, resulting in a lack of objective measurements throughout the year.
    • Furthermore, there is limited organizational-level insight into real-time performance data. This lack of understanding makes it difficult to take targeted action toward employees who perform below or above average.
    • In addition, there are often limited opportunities to provide leeway in the evaluation cycle. The needs of individual employees cannot be addressed with solutions for ongoing 1-1 conversations and continuous feedback.
How is Learned different from Feedback tools?

Specific feedback tooling does not give organizations objective insight into their low and high performers because:

    • They do not support setting clear expectations through modern job descriptions with objectives, KPIs and required skills. As a result, employees do not have a clear picture of what is expected of them to perform well and lacks a basis for objective evaluations.
    • Because feedback is often purely qualitative in nature, it often lacks evaluations on various themes, for example, fit with culture and business performance, resulting in a lack of objective measurement throughout the year.
    • Furthermore, there is limited organizational-level insight into real-time performance data.This is because sharing feedback often depends on the employee’s motivation to do so. This lack of understanding makes it difficult to take targeted action toward employees who perform below or above average.
How is Learned different from direct competitors?

Solutions from our con-colleagues often fall short in providing objective insight into the performance of your employees and the evaluation remained heavily dependent on the manager’s gut feeling, and evaluations varied widely from team to team. This is due to:

    • They do not support setting clear expectations through modern job descriptions with objectives, KPIs and required skills. As a result, employees do not have a clear picture of what is expected of them to perform well and lacks a basis for objective evaluations. Some solutions allow HR managers to upload this information, but they do not offer standard job profiles. Because you have to figure it out yourself as an HR, the information becomes less reliable and costs you a lot of time.
    • In addition, there is limited organizational-level insight into real-time performance data due to the lack of measurements on various themes such as this with the company culture or employee goal achievement. This lack of understanding makes it difficult to take targeted action toward employees who perform below or above average.
Does Learned also offer template for evaluations/conversations?

Yes! Learned offers several templates by default for all kinds of (formal) HR conversations. The templates are available in both Dutch and English.

Does Learned also have questionnaires for performance and assessment reviews

Yes! Learned offers several templates by default for all kinds of (formal) HR conversations. The templates are available in both Dutch and English.

Is our company's data safe?

Learned is GDPR compliant and ISO27001 certified. Read more about this on our security page.

In what languages is the performance product available?

The Performance product is available in Dutch and English. In mid-2024, we are launching the option to set up this module in a multilingual format as you wish.

Learned Customer Success Management team.

Our customer success team helps you implement performance management software

Work with your dedicated Customer Success Manager to maximize the benefits of our performance management solution. Make use of our proven implementation process and check our help desk videos, articles and weekly webinars for valuable insights and guidance