SuccessFactors performance appraisal – fair, transparent and intuitive
The same thing every year: the evaluation of the employees. But what exactly was a three on the scale and how do I depict the whole picture of an employee in just one number? In this article we show how the SAP SuccessFactors performance assessment can be carried out.
Performance reviews are increasingly being conducted and recorded digitally, and with good reason. Based on the assessments of the past years, trends and continuous development can be easily followed and used as a basis for discussions for promotions and development plans. But what data is there, should there be, and how is it related to each other?
The evaluation criteria
In addition to the classic performance goals, large companies have long relied on competencies - so far, so known. But if you analyze these more closely, it quickly becomes clear that very few organizations have already defined role-specific competencies and underpinned them with behavior patterns. Especially an evaluation based on company-wide competencies such as "teamwork", "determination" or "innovative strength" leaves a lot of room for interpretation. Because the evaluator usually does not sit in the competence definition workshop, but only once a year in despair in front of the PC.
To better support executives, the Performance & Goals module from SAP SuccessFactors offers a simple help, the formulation assistant. This defines examples of desired behavior for the individual scale points of competencies such as determination or team spirit. In addition to the simplification for the manager, such a library offers the possibility of clearly distinguishing definitions of competencies from colloquial understanding, and to specifically underpin the definition of the company with examples. The answer to the employee's constant question: "But what can I do to achieve an X rating?" can be answered easily and purposefully using predefined formulations.
SuccessFactors performance appraisal
The overall result of the SuccessFactors performance assessment
Based on the evaluations that have now been made, a weighted overall performance is determined - fair, transparent and understandable for everyone. In addition to performance, more and more companies are also relying on assessing the potential of their employees. Because not every top performer can achieve the same level of performance in a hierarchically higher role.
Important to note
A frequent distortion is shown by unforeseeable events such as Corona. When goals no longer match reality, even the strongest talents with the wrong goals are often sidelined and thus off the radar of the all-important succession planning.
How is the process going?
Depending on the purpose of the evaluation, classic assessment processes offer the possibility of subsequent calibration. Once for the salary adjustment and the bonus payment and also for succession and development planning to appreciate the actual performance of the employee and properly promote talent - more on this in part 2.
Do you have questions about the performance appraisal in SAP SuccessFactors or do you need further help? Contact us via the contact form and send us a message.
