What is a performance rating system?

By 'performance rating system' we mean the system that gives organisations insight into the performance of individual employees as well as the performance and goals of the organisation itself. A performance rating system replaces the paperwork and the Excel files.

Why move away from the traditional performance rating system?

More and more organisations are moving away from traditional performance appraisals and switching to the new way of appraising. That means looking at their people's performance differently. The employee has far more control and is responsible for setting their own goals. With this new approach, it makes sense to move to a digital performance rating system.

What are the advantages of a digital performance rating system?

A digital system brings all the information together in one overview: everything to do with people's growth and development, such as appraisals, goals, competencies and feedback. That way both the manager and the employee know at any moment where things stand and what still needs work. Because everything comes together in one online platform, it immediately saves time for the HR department, for managers and for employees. One click gives you an employee's file, so you know everything about their goals, competencies, knowledge, skills and development. Does a role become available? Then you can see straight away who is best placed to fill it internally. The same data also makes it easy to put together the ideal project team. On top of that, every person and every team is different. How useful would it be to run a different appraisal cycle per person or group? In Treams that is no problem at all. Here you can read how to vary by target group using templates. Finally, a digital performance rating system delivers real-time insight into the development, performance and engagement of people and teams. In Treams this happens through smart dashboards at employee, team and organisation level.

360-degree feedback as an assessment

(360-degree) feedback is often an important part of a performance rating system. It means asking several people for feedback: colleagues or managers, but also external people such as customers or clients. Through 360-degree feedback you get targeted input from a range of perspectives, which the employee can use to develop further. It also gives managers a more complete picture of every person. Asking a range of people for feedback makes the assessment more realistic, because it no longer depends solely on the opinion of the assessor. After all, who knows better how you are performing than the people you are working with at that moment?