Performance (OKR, KPI) and L&D management

  • Plans and objectives for development activities

    The evaluation results, among other things, in targets set for the next period. And not only the performance ones, but also the development ones.

    The use of the Evaluation module or the Personal (individual) Goals / Objectives settings can also be used to record, control and communicate the development goals of individuals. 

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    The user, team leader and HR admin will thus have an overview of the individual's development settings.

    Part of the personal goal setting is the possibility of inserting attachments with external resources, records of the progress of the activity, possible certifications, as well as a URL link to external providers of the development activity.

  • Permissions (authority) to set the main objectives
    An overview of the permissions of each application role to set performance ratings.
     

    You work with 3 levels of objectives: group, team and individual

    📍Group: the ability to involve anyone across the company in meeting objectives
    📍Team: the ability to involve members of the same team in meeting objectives
    📍Individual: objectives linked to only one specific person

    Overview of permissions for each role

    Administrator and Account Owner
    Both roles have unlimited rights to manage, comment edit and delete all objectives (group / team / individual) set in the application.

    Team Manager
    Has the ability to create, comment and edit objectives and key results for their team. They can set only members of the team they are  the manager of as responsible.

    They can add key results in those objectives that they either created or is marked as responsible person in them.

    They can only see those objectives where they are the responsible person for completion, or they are assigned at least one key result.

    Regular user
    Only sees and comment the main objectives where they are the responsible person for the objective or is assigned at least one key result. Then he/she can see the detail of the objective and the key results.

    The status of a key result can be edited by the person responsible for the objective, Administrators and Account Owners, and the user's Team Manager.

    right-from-bracket-solid Go to Setting and editing targets.

    Notifications of a new objective or a key result are sent to the app and email to users who are assigned to them as responsible for the objective or key result.

     

     

     

  • Setting and adjusting objectives and key results

    Setting and adjusting individual and group goals.

    Before you start make sure you have the whole evaluation setup as you need it (see article here), i.e. if you want to work with the performance evaluation and the Skills/Competencies evaluation supplemented with evaluation questionnaires.

    The objectives are set in 2 levels. Main Objective and sub-goals.

    Setting group objectives

    To create a new objective evaluation, select Evaluation / Performance from the left menu.

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    Click the button_Add button to define the main objective. Depending on the role you have in the application, you can specify the person responsible for the completion, deadline, description and you can also attach any document attachment.

    When assigning a sub-goal, you define, among other things, whether it should contain metrics. You specify the unit and the initial and target value, determining when the goal is met.

    You can set targets not only with increasing values (e.g. 0-100), but also with decreasing values (e.g. 100-0).

    This is typically done by development teams, for example, when reducing the number of reported bugs or by customer support when reducing the first response time to customers.



    If you do not select metrics, you will have the option to select the level of task completion:

    • To implement
    • Blocked
    • In progress
    • Done

    Setting individual goals

    To create a new goal, select Me / My Goals from the left menu. Creating personal goals is then the same as for group goals.

     

    Adjusting set evaluations

    For a detailed description of the permissions of each user role for setting and managing targets, see the article here.

    You can edit settings from the left menu Company / Evaluation / Performance (Administrators, Account Owners and Team Managers) or from the left menu Me / My Goals (all users).

    Clicking on the main objective row will take you to its editing:

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    Click on the row of any objective / key result to edit it.

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    right-from-bracket-solid Go straight to Updating and evaluating objectives

    right-from-bracket-solid Need some inspiration to setting up Objectives, Key results od KPI's? 

  • How to create KPIs?

    KPIs (Key Performance Indicators) can be an important tool to measure, monitor and evaluate performance against objectives and strategic priorities. They are a key element in tracking progress, managing performance and making decisions to develop and achieve success.

    Where to create KPIs in the application?

    In Sloneek, you create and set up KPIs in the Evaluation / Performance section. Start by clicking on the Add button and first create a goal, for which you then define key indicators:

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    For each KPI, you also have the option to choose whether or not it contains a metric. These metrics can be of a progressive type (e.g. increasing customer satisfaction) or of a regressive type (e.g. reducing the number of bugs in the app). Of course, you can also set an initial and target value as well as the current status:

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    Where can the user find their KPIs?

    Once you have created the goal and key indicators and marked the persons responsible for their fulfilment, each interested user can find their KPI under their profile in the Evaluation tab. At the same time, they will also receive a notification in their email and in the app.

    From the same place, the team manager and the user can also add personal goals for themselves beyond the company-wide or team goals:

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    Performance and progress tracking

    Once your KPIs are set up and running, you can easily track and edit the progress of them. If a KPI has a metric set up, you will always see a progress bar for that KPI and a percentage of KPI fulfilment:

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  • Updating and evaluating objectives and key results
    Update the level of achievement of assigned goals, evaluate them at all levels.
     

    For a detailed description of the permissions of each user role for setting and managing targets, see the article here.

    You can modify and update settings based on system roles as follows:

    • Administrators and Account Owners: from the left menu Company / Evaluation / Performance, from the left menu Me / My Goals, or from the User folder, from the Evaluation tab.
    • Team Managers: from the left menu Company / Colleagues / User folder / Evaluation tab, or from the left menu Me / My Goals.
    • Regular users: from the left menu Me / My Goals.

    Updating the key result value

    Each target has 2 assessment options depending on its settings:

    📍Metrics
    📍Word progress evaluation

    You make the adjustment in the sub-goal detail.

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    Tracking changes

    In relation to the system roles, the monitoring of progress is carried out as follows:

    • Administrators and Account Owners: from the left menu Company / Evaluation / Performance, from the left menu Me / My Goals, or from the user tab, from the Evaluation tab.
    • Team Managers: from the left menu Company / Colleagues / User folder / Evaluation tab, or from the left menu Me / My Goals.
    • Regular users: from the left menu Me / My goals.

      You will be informed of any changes via notifications in the app and via email.