Understanding low- and high performers, with objective evaluations

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.

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.

Solutions from our con colleagues often fall short in objectively understanding your 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. 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.

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

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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.