You need to track employee performance. What's the best performance management dashboard for you?

BambooHR: BambooHR offers a user-friendly performance management dashboard that includes features for goal setting, feedback, and performance reviews. It provides a centralized view of employee performance data, making it easy to track progress and identify areas for improvement. Workday: Workday's performance management dashboard is part of its comprehensive HR and finance suite. It provides real-time insights into employee performance, goal achievements, and feedback. Workday is suitable for larger organizations with complex needs. Zoho People: Zoho People offers a performance management module with a customizable dashboard. It includes features such as goal tracking, 360-degree feedback, and performance appraisals

Choosing the appropriate performance management dashboard depends on having well-defined goals. Start by determining the key performance indicators (KPIs) that are pertinent to the objectives of your company and the measurements of employee success. Whether your goals are teamwork, individual accomplishments, or more general organizational outcomes, knowing what you want to achieve will help you choose a dashboard that best suits your requirements. This calculated technique guarantees that the selected dashboard offers useful information and makes it easier to track employee performance in accordance with your company's objectives.

As an HR professional, my ideal performance dashboard is a real-time, user-friendly tool that integrates 360-degree feedback and aligns with organizational goals. Prioritizing scalability, security, and compliance for effective performance tracking.

If your primary goal is to monitor key performance indicators (KPIs) related to individual and team productivity, tools like Tableau or Power BI may be suitable, allowing customizable data visualization and trend analysis. For a more comprehensive approach focusing on continuous feedback and development, platforms like 15Five or BambooHR might be preferable, offering features for goal setting, real-time feedback, and employee recognition. Clearly defining your objectives, such as enhancing productivity, fostering employee development, or aligning with organizational goals, will guide the selection of the most suitable performance management dashboard for your specific needs.

The optimal performance management dashboard will depend on a number of things, including your organization's unique requirements and preferences. The following are a few well-liked performance management dashboards with various features: Information Visualization: Show complex information in an easily understood and visually appealing manner. Benefits: Makes it easier for users to quickly comprehend trends, patterns, and performance data so they can make wise decisions. Goal: Calculate and assess organizational performance in relation to predetermined objectives. Benefits: Aids in strategic decision-making by offering a clear evaluation of how well the company is accomplishing its goals.

Choosing the right data sources is a crucial step in the development of effective performance dashboards. The data sources you select should align with your organization's goals, key performance indicators (KPIs), and the specific objectives of the dashboard. Clearly state what you want your performance dashboard to do. Recognize the precise objectives you hope to accomplish as well as the important success indicators. Determine which KPIs are essential for gauging performance in respect to your company's goals.

Your data outputs are heavily influenced by the inputs provided. In Performance Management Systems (PMS), the setting of Key Performance Indicators (KPIs) demands the accuracy of data fed into the system. Here, the leadership's role becomes pivotal in fostering a culture that not only encourages ongoing training but also actively supports managers in accurately inputting data. Let's consider the objective of assessing customer satisfaction: For this particular objective, potential data sources might include customer surveys, feedback forms, and customer relationship management (CRM) systems. The challenge lies in not only selecting these sources but also implementing mechanisms to verify the accuracy of the data collected.

I believe this step should be linked with the first one. If you cannot measure a KPI, it's not a KPI. The best performance indicators are the simple ones, easy to understand and measure so that each member of the team knows at any point the progress in achieving that KPI.

Cast Your Net: Choose Your Data Sources Think of your data sources as the fish in the sea – the more diverse, the richer the insights. Look beyond traditional performance reviews and HR databases. Consider integrating customer feedback, project timelines, and even sales figures. A dashboard that seamlessly connects these data points paints a holistic picture of employee performance.

Designing the layout for performance feedback should be intentional, clear, and user-friendly to effectively communicate information and foster a positive experience for both managers and employees. Clear and Simple Structure Visual Appeal Personalization Goal Alignment

Design Your Deck: Craft a Compelling Layout A user-friendly dashboard is your trusty ship. Avoid cluttered interfaces and favor clean, intuitive designs. Prioritize key metrics with clear visuals like charts and graphs. Make it easy to drill down into individual data points for deeper analysis, empowering managers and employees alike to take ownership of their performance.

Some important metrix which can be measured are 1) Average Performance Rating 2) Performance rating distribution 3)Absenteeism rate 4)Competency Proficiency 5)Goal Achievement 6)Training and Development Effectiveness These are just a bucket list and still more details predictive analysis can also be performed using the data.

Test and Fine-Tune: Navigate with Agility The journey doesn't end at launch. Regularly test your dashboard with your team and gather feedback. Is it driving meaningful conversations? Does it provide actionable insights? Be responsive to feedback and adapt your dashboard like a seasoned sailor adjusting the sails. Remember, continuous improvement is the key to unlocking the full potential of your performance management system.

Based on my experience, consider the following: 1- Establish a robust performance management system to guarantee effective evaluation. 2- Ensure that employees are well informed about their performance assessments. 3- Align employees' Key Performance Indicators (KPIs) with the overarching objectives of the organization. 4- Develop a structure for organizational performance metrics. 5- Create a comprehensive dashboard featuring key metrics, including overall organizational performance percentage, departmental average performance, average performance of managers, and individual employee performance.

There are various metrix in performance management which can be tracked by HR, which serves as a crucial data point as follows. Employee Turnover Rate. Performance Ratings Distribution Employee Engagement Score Training and Development ROI Performance-Related Pay Ratio Absenteeism and Attendance Rates Succession Pipeline Strength All the every aspect which mentioned above are very significant and some may look not important in bigger picture, but as we go on a long run each one has wider role to play.

1. My experience is mostly with engineers. We use jira to track progress on user stories. 2. OKRs tracking on a platform like Klaar or Mesh.ai or Peoplebox. They integrate with tools like jira, Salesforce, etc. For each progress tracking 3. Best practice that I have seen is to have a monthy 1.o.1 discussion with the team member on progress on goals and what are the areas where they need help with.

As a professional seeking to enhance employee performance, I believe that the best performance management dashboard is one that provides comprehensive and real-time insights into key metrics and employee progress. A robust performance management system should offer features such as goal setting and tracking, 360-degree feedback, skill assessments, and performance analytics. Additionally, the ideal dashboard should be user-friendly, visually appealing, and customizable to meet the specific needs of an organization. Such a tool would enable us to effectively assess and track employee performance, identify areas for improvement, and facilitate regular feedback and coaching conversations.

We need to be able to visualize and gauge data which links individual with business goals. Are we able to quantify current productivity which can scale to future goals. In simple can we steer future agility with such data. Linking meaningful data to business and measuring such KPI will give effective ROI

One thing I've found is to understand specifically what performance is expected as to the work to be done. Your dashboard should have key points with the work process. Therefore I would suggest mapping out the work, defining keep performance points for validation, and then overlaying the dashboard. Now you are aligned to validate work and the performance meets or needs improvement, which would define development opportunity. Performance management is a gauge to under if something is working or change is needed. So many times the dashboards miss this by focusing on approving the person and removal, at least that is how the dashboard is misread.

The organisation evaluation system is very crucial & needs to be data driven! I have personally designed score card with 360 degree approach from consolidation of Financial, operational, Customer & people quadrants! FQ (KRA’s set vs achvd) OQ(KPI’s efforts analysis) PQ( Team player, efficiency, adaptability, learning aptitude/scalability) CQ( The feedback from customer in-house/ external where position is catering to) Only Results might not help in valid evaluation as it should be win win proposition for both employees & employer. When you have data driven evaluation system the process is effective & smoother sticking strictly to relevant discussions!