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It can be difficult to believe this year is almost over. At the same time, most people are more than ready to leave 2020 behind.

That also means it’s almost time for year-end reviews. You may feel like your last round of performance reviews happened a lifetime ago. You might also feel like you just did them.

This year has changed so much and created an incredibly challenging environment for you and your team. Do any of the criteria you used last year or just six months ago still make sense? You might also wonder how to measure your employees’ performance or what metrics you should be using to determine who did a great job.

While it could be tempting to hand out five-star reviews to everyone for managing to get through this year, a more productive approach is to tap into the powerful performance tools inside your human resources information system.

Take a Look at Presence

The first step to building a performance review is to examine attendance records. This year will be tough to measure. First, not everyone was in the office, and more flexible work schedules may mean some people are working remotely, part-time, or on modified shifts.

The other challenge is that many people requested time off for several reasons. They may have needed to quarantine. They could have been caring for a sick relative or they were sick themselves. Some people might have requested time off to help their kids with virtual school.

The HRIS can help by showing who worked when. The HRIS can show trends and patterns in when your team worked, no matter what time of day. Once you have that information, you can establish more insights.

Use the HRIS to Gauge Productivity

Instead of focusing on attendance or use of vacation days, the HRIS brings you a few steps deeper to examine productivity.

The HRIS lets your team members log not just the time they worked but also the projects they were working on and tasks they completed. Having both their project data and their time logs, you can determine how productive anyone was per shift or per project.

That’s more useful in identifying patterns. You could point out that a team member seems to be most productive early Tuesday morning when they work remotely. That can generate discussion about why that is, and even what may be preventing similar productivity on other days of the week.

Sorting Out Which Tasks Are Challenging

Using your HRIS, you can also take a look at which tasks your team members completed easily and which ones took them longer. This could lead to a more productive conversation about where there are roadblocks. With that information, you can ask better questions about why they’re succeeding and struggling, and then look for solutions.

You may discover a task only took a team member so long because they don’t have the right tools in their home office. You can then look for ways to support them in completing these tasks more efficiently, even when they’re working remotely.

Measuring Progress Towards Goals

Finally, your HRIS can also help you and your team members measure progress towards goals. The goals you set at the end of last year may not have felt attainable this year. In some cases, they may not even feel relevant anymore.

If you’ve been using the HRIS well, then you may have already checked in with team members about their goals. You might have adjusted them, setting new benchmarks or changing goals to better match the challenging environment facing your business.

The HRIS can help you and your team members set new goals during year-end performance reviews. Then it can help you measure your team’s progress and keep them motivated through the end of this year and into next year.

Discover What Your HRIS Is Really Capable of

Your HRIS contains plenty of powerful tools to help you deliver better and more relevant year-end reviews for your team.

Interested in finding out what else your HRIS can do? Contact our team to discover more tips, tools, and advice to get even more out of your HR technology.

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Margaret Reid

As the senior vice-president of Apri Insurance Services Inc., Margaret is a benefits consultant and manager of technical support. She has almost 40 years of experience in employee benefits as well as processing health and dental claims, benefits administration, and client service and groups sales. Margaret worked at Crown Life, a major insurance carrier, for 20 years, then worked at CG&B as the manager of their group department. She moved to B.Comm Financial Insurance Solutions in 2007, which merged with several other benefit consulting companies in 2011 to create Apri Insurance Services Inc. Margaret has unintentionally followed in her father’s footsteps. He was a group sales rep with Crown Life when she was a child and helped her get her first job in group insurance, which led to her current career path.

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