Digitization & automation of conversations and goals with Evalea
Anna, the HR manager, knows that employee appraisals are at the heart of personnel development . But in reality, there is uncontrolled growth: In some teams, they do not take place at all, in others the results lie in dusty Word documents or Excel lists. Anna lacks the transparency to strategically steer the company.
With Evalea, Anna takes the conversations to a new level. First, it is introducing a uniform, digital guideline. This ensures that the same high quality prevails everywhere – from performance evaluation to competence development. To ensure that the conversations don't get lost in day-to-day business, Anna, the HR manager, uses the automation routines in Evalea. The system now automatically creates the appointments every year on February 1 and reminds everyone involved. Via a second routine, she automatically creates an intermediate interview after 6 months.
To help everyone prepare themselves, the guide provides information for both sides. Employees know what questions they are facing, and managers can think about it in a targeted manner. In addition, an e-learning course is provided for the discussion leader, which everyone goes through in a binding manner. In this way, Anna ensures uniform call quality throughout the company.
Markus, the head of department, appreciates the new structure: He can see directly which conversations he has to have. He and his employees prepare digitally, take notes and share them before the appointment. In the conversation itself, the protocol is finalized directly. Particularly valuable: The agreed goals do not disappear in a drawer, but are stored in the profile and are automatically called up again during the next conversation.
However, the greatest added value for Anna becomes apparent after the conclusion of the conversation cycle. Instead of laboriously collecting data, it creates a company-wide evaluation with one click. She can immediately see in which departments certain competencies are missing or which development wishes have been expressed particularly frequently.
Sarah always keeps an eye on the completion rates of the teams and provides support where there is a problem. For Anna, one thing is clear: Employee appraisals are no longer an annoying obligatory appointment, but a strategic management tool based on real data and driving the company forward in a targeted manner.
Modules used in Evalea
Steps to define the project
1.
Standardization & Guideline Design:
Introduction of a uniform, digital conversation guide in Evalea, which covers all essential elements such as satisfaction, competencies and development wishes.
2.
Automation through routines:
Setting up automated processes that automatically create the conversations throughout the year and inform all stakeholders.
3.
Digital preparation & implementation:
Employees and managers use Evalea to record notes in advance, share preparations and document the conversation in a structured way.
4.
Anchoring goals and measures:
Agreed goals are stored directly in the employee profile, remain visible there at all times and are automatically displayed again in the follow-up conversation.
5.
Company-wide evaluation:
Aggregation of conversation content in real time to make trends in skills needs, target achievement rates or development wishes visible at the touch of a button.
6.
Strategic derivation:
Use of the database obtained to derive targeted personnel development measures for the entire company.
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