Performance
Understanding performance with objective evaluations
Performance management software for objective evaluations, 1:1’s, goals and feedback.
Design an HR cycle that fits your organization
Conduct objective evaluations
Understanding your low- and high-performers
Allow for personalization in the evaluation process
All functionalities
Evaluations
1:1 Conversations
(360) Feedback
Goals
Report
Competencies & Skills
Calibration (9-grid)
Export
Customer Stories
Learn from +200 Learned customers how they are making their HR data-driven
How webshop OTTO ensures more engaged and satisfied employees
In conversation with Heidi Maus, HR Manager at OTTO B.V. Netherlands. The challenge: greater insight into employee satisfaction OTTO has been working with Learned since 2023. When employees expressed a need for more transparent reviews, the web shop in the...
How Blueriq uses career to make career development transparent
At Blueriq, we spoke with Tanja, HR Talent & Development Manager. The challenge Learned and Blueriq first met in 2020. Learned caught Learned's attention through the media as an innovative HR Tech Startup, and Blueriq was also looking for a solution at exactly...
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.
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- 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:
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- 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 measurement 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:
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- 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?
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- 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.
A successful performance strategy with Customer Success
Work with your dedicated Customer Success Manager to maximize the benefits of our solution. Together we develop a customized implementation process using our proven methodology.