AI: Get Performance Review Insights at Scale

Start by identifying themes. Many will sound familiar, especially if you meet with senior managers frequently.

But some themes stay under the radar of the individual manager, as each manager has “bigger fish to fry”.

If that theme happens to affect everyone in the company, then it’s exactly what HR should be looking into.

Identifying global patterns is important, but you should also dive deeper.

The R&D department may have specific needs that Sales doesn’t have. Junior staff might get vastly feedback then seniors, and maybe you’d like to see if there’s a difference between genders?

You can use the powerful filtering options in the Search menu, and start your exploration on just the filtered reviews.

Feedback between managers and reviewees can overlap, and if many employees struggle with meeting deadlines, or speaking up in time, then a company-wide initiative that raises awareness at scale will achieve far more than 20 individual “secret”  training sessions.

We’ll hope that offensive behaviour has no place in your company. But something doesn’t have to be offensive to be inappropriate. Managers can cross the line without even intending to do so, even when being sympathetic with the reviewee. Regardless, this needs to be caught and managers need to be trained in time.