Employee Performance Management in SharePoint

Managing the performance of employees is crucial for your success

Employee Performance Manager is a SharePoint-based solution that help you define and track employee performance and development plans.

Here are some reasons why companies manage the performance of their employees:

Improves Productivity: Performance management helps to ensure that employees are performing to the best of their abilities. It sets clear expectations and goals, provides feedback, and identifies areas for improvement, which can all help to boost productivity.
Increases Employee Engagement: When employees receive regular feedback and feel that their work is being recognized, they are more likely engage and commit to their work. As a consequence they are also more likely to stay with the organization and contribute to its success.
Identifies Training and Development Needs: Performance management can help identify areas where employees need additional training or development. This helps to ensure that employees have the necessary skills and knowledge to perform their jobs effectively and contribute to the success of the organization.
Facilitates Fair and Objective Decision-Making: Performance management provides a structured approach to evaluating employee performance. This helps to ensure that decisions regarding promotions, salary increases, and other rewards are fair and objective.
Aligns Employee Performance with Organizational Goals: By setting clear performance expectations and goals, performance management helps to align the performance of individual employees with the goals of the organization. As a result this ensures that everyone is working towards the same objectives and contributes to the overall success of the organization.

Employee performance appraisal software SharePoint

We understand that managing employee performance can be a challenging task. This is exactly why took the initiative to develop a user-friendly software solution that can simplify this process.

Our Employee Performance Appraisal Software aims at organizations of all sizes that want to effectively manage their employee performance evaluation process. Easily track personal performance goals and provide feedback and evaluations. The software runs on top of SharePoint Online, a powerful platform that allows for customization and integration with other business systems.

Below you find a list of key performance indicators that our software allows you to track:

Individual Business Objectives
Core & Leadership Competencies
- Business & Technical Knowledge – (Core Behaviours)
- Communications – (Core Behaviours)
- Customer Satisfaction Through Excellence (Both Internal & External)
- Teamwork & Collaboration – (Core Behaviours)
- Leadership & Commitment – (Leadership Behaviours)
- Coaching & Developing – (Leadership Behaviours)
- Innovation – (Leadership Behaviours)
- Diversity – (Leadership Behaviours)
Career / Development plan

Our software is easily configurable to meet the specific needs of your organization. We also provide training and support to ensure that you get the most out of our software.

Employee performance evaluation software SharePoint use details

Our employee performance software offers users two options on the home screen: create a new performance record or access the main view to see a list of all performance records.

The SharePoint view displays all employees created in the employee performance appraisal software.

The employee form in the SharePoint view displays the employee’s name and department details. On the right-hand side, users can view and edit sections related to performance objectives.

When we zoom in to this right-pane you can see a display of all the performance objective sections.

Sections 1, 3, 4, 5, Plan Phase, and Post Review Comments can have multiple items. However, Section 2, Core & Leadership Competencies, can only be defined once since it represents a comprehensive assessment of an employee’s core competencies and leadership skills.

In the next part of this article we zoom into the different sections.

Section 1 – Individual Business Objectives

Individual Business Objectives (IBOs) are specific goals that an employee sets for themselves to achieve within a specific timeframe. IBOs help employees understand what is expected of them and ensure the organisation that their work is aligned with the overall organisational goals and priorities.

IBOs are typically set through a collaborative process between the employee and their manager. The objectives should be specific, measurable, achievable, relevant, and time-bound (SMART). This means that each objective should be clearly defined, include a way to measure progress, be challenging yet achievable, and be directly related to the success of the business.

By setting IBOs, employees are able to take ownership of their work and contribute to the success of the organization in a meaningful way. They can also use their objectives as a basis for personal development and career advancement, as achieving their IBOs can demonstrate their skills and abilities to their managers and colleagues.

Overall, IBOs can be an effective way to motivate and engage employees, align their work with the goals of the organization, and ensure that everyone is working towards a common objective.

Section 2 – Core & Leadership Competencies

Core competencies and leadership competencies are critical components of performance management and development programs. Here’s a brief overview of what they are:

Core competencies: These are the essential skills, knowledge, and abilities that an organization expects all employees to possess regardless of their role or level within the organization. Core competencies may include communication, teamwork, problem-solving, adaptability, and customer service, among others. These competencies are typically aligned with the values and strategic goals of the organization and are used to guide hiring, training, and development decisions.

Leadership competencies: These are the specific skills and attributes that are required for success in a leadership role. Leadership competencies may include strategic thinking, communication, coaching and mentoring, decision-making, and influencing others. These competencies are typically more focused and specialized than core competencies, and are used to guide the development and promotion of employees into leadership roles.

Both core competencies and leadership competencies are important for organizations that want to develop a strong and effective workforce. By identifying and developing these competencies, organizations can ensure that employees have the skills and knowledge needed to succeed in their roles and contribute to the success of the organization.

Performance management and development programs may include activities such as training, coaching, mentoring, and performance reviews to help employees develop and demonstrate these competencies.

Business & Technical Knowledge – (Core Behaviours)

Business and technical knowledge are two critical components of core behaviors that are required for success in many roles within organizations. Here’s a brief overview of what they are:

Business knowledge: This refers to the understanding of the business environment, including the industry, market trends, competition, and regulatory issues. Business knowledge is essential for employees to make informed decisions that align with the goals and strategies of the organization. It also enables employees to identify new opportunities and propose innovative solutions that can help the organization grow and succeed.

Technical knowledge: This ia about the specific skills and knowledge required to perform a particular job function. It may include software proficiency, programming languages, engineering principles, or other specialized skills. These skills are critical for employees to perform their jobs effectively and efficiently, and to identify and solve technical problems as they arise.

Communications – (Core Behaviours)

Communication is a critical component of core behaviors that are required for success in many roles within organizations. Here’s a brief overview of what it entails:

Communication: This refers to the ability to convey information clearly and effectively to others. Effective communication is essential for building relationships, establishing trust, and achieving common goals. Communication may take many forms, including written, verbal, and nonverbal communication.

Effective communication involves several key skills, including active listening, empathy, clarity, and feedback. Active listening involves paying close attention to what others are saying and asking clarifying questions to ensure understanding. Empathy involves understanding others’ perspectives and emotions and communicating with sensitivity and respect. Clarity involves using clear and concise language to convey ideas and information. Feedback involves providing constructive feedback to others to help them improve their performance and achieve their goals.

Effective communication is critical for employees to work effectively in teams, collaborate with others, and build strong relationships with customers, suppliers, and other stakeholders. It is also essential for delivering effective presentations, writing persuasive proposals, and conducting successful negotiations.

Customer Satisfaction Through Excellence (Both Internal & External)

Customer satisfaction through excellence is a critical component of success for many organizations. Here’s a brief overview of what it entails:

Customer satisfaction: This refers to the degree to which customers are satisfied with the products, services, and experiences provided by an organization. Customer satisfaction is essential for building loyalty, generating repeat business, and attracting new customers through positive word of mouth. To achieve high levels of customer satisfaction, organizations must focus on meeting customer needs and expectations and delivering exceptional value.

Excellence: Excellence refers to the commitment to delivering high-quality products and services that meet or exceed customer expectations. This requires a focus on continuous improvement, innovation, and a dedication to excellence in all areas of the organization.

Internal customer satisfaction: By this we mean the degree to which employees are satisfied with the products, services, and experiences provided by their colleagues and internal service providers. Internal customer satisfaction is essential for building a positive and productive work environment and ensuring that employees have the tools and resources they need to perform their jobs effectively.

External customer satisfaction: This means the degree to which customers are satisfied with the products, services, and experiences provided by an organization. External customer satisfaction is essential for building loyalty, generating repeat business, and attracting new customers through positive word of mouth.

Overall, customer satisfaction through excellence is critical for organizations that want to build a strong and loyal customer base. By focusing on meeting customer needs and expectations and delivering exceptional value, organizations can differentiate themselves from competitors and achieve long-term success. Performance management and development programs may include activities such as training, coaching, mentoring, and performance reviews to help employees develop and demonstrate a commitment to customer satisfaction through excellence.

Employee Performance Manager person form customer satisfaction objective

Teamwork & Collaboration – (Core Behaviours)

Teamwork and collaboration are essential core behaviors for success in many roles within organizations. Here’s a brief overview of what they entail:

Teamwork: This refers to the ability to work effectively with others toward a common goal. Teamwork requires strong communication skills, active listening, and a willingness to share knowledge and ideas. It also involves respecting the contributions of others, accepting feedback, and working collaboratively to solve problems and achieve common goals.

Collaboration: This means the ability to work effectively with others across departments, functions, and levels to achieve common goals. Collaboration requires strong communication skills, active listening, and a willingness to share knowledge and ideas. It also involves a willingness to respect the contributions of others, build trust and rapport, and work collaboratively to solve problems and achieve common goals.

Effective teamwork and collaboration are critical for employees to work effectively in teams, build strong relationships with colleagues, and achieve common goals. They are also essential for building strong relationships with customers, suppliers, and other stakeholders and achieving success in complex, cross-functional projects.

Employee Performance Manager person form teamwork objective

Leadership & Commitment – (Leadership Behaviours)

Leadership and commitment are essential leadership behaviors for success in many roles within organizations. Here’s a brief overview of what they entail:

Leadership: Leadership decribes the ability to inspire and guide others toward a common goal. Leadership requires a strong vision, effective communication, and the ability to build trust and rapport with others. It also involves setting clear goals, providing feedback, and empowering others to succeed.

Commitment: This is about the dedication to achieving goals and delivering results. It requires a strong work ethic, the ability to focus on priorities, and a willingness to take ownership and responsibility for outcomes. It also involves demonstrating accountability, staying motivated, and persevering through challenges and setbacks.

Effective leadership and commitment are critical for achieving organizational goals and building a positive and productive work environment. They are also essential for inspiring and motivating others, building trust and rapport, and achieving success in complex, cross-functional projects.

Employee Performance Manager person form leadership objective

Coaching & Developing – (Leadership Behaviours)

Coaching and developing are essential leadership behaviors for success in many roles within organizations. Here’s a brief overview of what they entail:

Coaching: Describes if you are able to guide, mentor, and develop others to achieve their full potential. It requires a strong understanding of individual strengths and weaknesses, effective communication, and the ability to provide constructive feedback. It also involves setting goals and expectations, providing guidance and support, and monitoring progress.

Developing: Lists the skills to identify and create opportunities for individual and team growth and development. It requires a strong understanding of business needs, effective communication, and the ability to identify and leverage individual strengths and skills. It also involves setting goals, providing training and development opportunities, and monitoring progress.

Effective coaching and developing are critical for building a positive and productive work environment, achieving organizational goals, and retaining top talent. They are also essential for developing the skills and knowledge of employees, building a strong leadership pipeline, and achieving success in complex, cross-functional projects.

Employee Performance Manager person form coaching objective

Innovation – (Leadership Behaviours)

Innovation is an essential leadership behavior for success in many roles within organizations. Here’s a brief overview of what it entails:

Innovation: This describes the ability to identify and create new ideas, products, or processes that drive growth and change. It requires a strong understanding of industry trends, customer needs, and business challenges, as well as the ability to think creatively and take calculated risks. It also involves fostering a culture of experimentation, collaboration, and continuous improvement.

Effective innovation is critical for staying ahead of the competition, driving business growth, and creating value for customers and stakeholders. It is also essential for adapting to changes in the marketplace, leveraging new technologies and resources, and unlocking new revenue streams.

Employee Performance Manager person form innovation objective

Diversity – (Leadership Behaviours)

Diversity is an essential leadership behavior for success in many roles within organizations. Here’s a brief overview of what it entails:

Diversity: is a person able to foster an inclusive work environment that values and leverages differences in experiences, perspectives, and backgrounds. It requires a strong understanding of cultural norms, effective communication, and the ability to identify and address biases and stereotypes. It also involves fostering a culture of respect, empathy, and openness to new ideas.

Effective diversity management is critical for building a diverse and talented workforce, improving employee engagement and retention, and enhancing organizational performance. It is also essential for understanding and meeting the needs of diverse customer bases, improving decision-making processes, and promoting social responsibility.

Employee Performance Manager person form diversity objective

Section 3 – Career / Development plan

A career/development plan is a document that outlines an employee’s career goals and the steps they need to take to achieve them. It is a roadmap that provides a clear direction for professional growth and development. Here are some key elements of a career/development plan:

Personal Assessment: Employees need to evaluate their current skills, strengths, and weaknesses to identify areas for improvement and opportunities for growth.
Goal Setting: Based on the personal assessment, employees can set achievable and measurable short-term and long-term career goals.
Action Planning: Once the goals are set, employees can create an action plan outlining the specific steps they need to take to achieve their goals.
Resource Identification: Employees can identify the resources they need to support their career development, such as training programs, mentoring, coaching, and networking opportunities.
Timeline: A timeline should be created with specific deadlines to help track progress and hold employees accountable.
Regular Review: Career/development plans should be reviewed and updated regularly to ensure that progress is being made towards goals, and to adjust the plan as needed.

Career/development plans are beneficial to both the employee and the organization. They help employees to develop the skills and knowledge they need to advance in their careers, and they enable organizations to retain top talent, increase employee engagement and satisfaction, and achieve organizational goals.

Section 4 – Year-End Overall Comments

Year-end overall comments are an opportunity for managers to provide feedback to their employees on their overall performance throughout the year. Here are some tips for providing effective yea-rend comments:

Start with positive feedback: Begin by highlighting the employee’s strengths and accomplishments over the course of the year.
Address areas for improvement: Discuss areas where the employee could improve, but be specific and provide actionable feedback for improvement.
Tie performance to goals: Connect the employee’s performance to the goals and objectives they set at the beginning of the year.
Recognize effort: Recognize and acknowledge the effort the employee put in throughout the year, even if they did not achieve all of their goals.
Encourage growth and development: Provide suggestions for how the employee can continue to grow and develop in their role and offer resources and support to help them achieve their goals.
End on a positive note: End with an encouraging message that reinforces the employee’s value to the organization and their potential for growth.

Overall, year-end comments should be a constructive conversation that highlights both the employee’s successes and areas for improvement. Providing thoughtful feedback can help employees feel valued and supported, and it can also help managers to build stronger relationships with their team members.

Section 5 – Signatures

Signatures are a way to confirm that a document or agreement has been read and agreed to by the parties involved.

Plan Phase

The Performance Management Plan Phase involves setting clear and specific performance objectives for an employee for the upcoming year or performance cycle. This includes defining what success looks like, identifying key performance indicators, and outlining the steps and resources needed to achieve the objectives. Align the plan with the company’s overall goals and vision, and regularly review and adjust them to ensure that employees are on track to meet their performance objectives.

Post Review Comments

Post Review Comments refer to the feedback and comments from managers or supervisors to employees after the completion of a performance review. These comments can include constructive feedback, recognition of achievements, suggestions for improvement, and opportunities for further development. Post Review Comments are important because they provide employees with valuable insights into their performance and help them understand how they can improve their skills and contribute more effectively to the organization. They also help managers to document and communicate performance feedback and ensure that employees receive ongoing support and guidance.

Shareflex to develop SharePoint apps

Lialis Employee Data Manager for SharePoint Online is being developed by Lialis using the Shareflex business application platform from PortalSystems. Shareflex allows building any type of native SharePoint application running on your tenant such as this SharePoint Employee Performance Manager.

Our SharePoint-based Employee Performance Appraisal Software is especially targeted at organisations that use SharePoint and are looking for an easy-to-use and implement employee performance evaluation process.

Contact us today to schedule a demo and see how our solution can help your organization improve employee performance, development and achieve its objectives.