Performance management
Performance management
Performance Management Cycle
Within Tiqets we believe in open and continuous feedback throughout the year. One of the instruments is the performance management cycle where goals are set and achievements and development are reviewed. The performance management cycle consists of three official moments:
1. Goal setting in Q1
2. Mid-year evaluation in June/July
3. End-year evaluation in November/December
Why do we set goals?
We all know that setting goals helps us on our way to success.
Goals can both be quantitate and qualitative, as long as they contribute to your professional and personal success
Align with your manager on the content of the goals
Both you and your manager can update your progress and make comments to keep the discussion open
The system will send reminders to make sure you don’t forget about your goals.
The goals you add can only be seen by you and your manager, BUT you can also choose to share certain goals with other people at Tiqets
We're excited to see your progress!
Goal setting
Every year starts with setting the goals together with your manager. This is a process that is done in the first quarter of the year. These goals will be used throughout the year to discuss the achievements and development. It is an agile and transparent process, available for both employee and manager at the same time and at any time.
There are 3 (three) company defined categories for you to use for the goal setting:
1. Core responsibilities (team and/or individual): focus on the main responsibilities of the role (you can use the job profile/OKRs for this).
2. Values - behaviour: how did you achieve the goals set in the core responsibilities.
3. Personal Development: what do you need to do to ensure personal growth.
Note: You need to create these 3 (three) categories yourself in HiBob.
Short manual on goal setting
Where to set your goals?
You can set your goals in BambooHR:
Log in to HiBob
Click on the tab: Talent
Click on: Goals/my goals
Click on: Add a goal
Step 1:
Check the 'Date range' to show the right year and/or goals.
Step 2:
Click on 'Add a goal' and put down in the Title using 1 of the 3 categories as mentioned above with further details of the goal.
Set the 'Time Frame' (quarter, annual etc)
Step 3:
To further specify the goal and targets, use the 'Key Results' within the goal section.
Assessments
There are two instances of assessments per year, the mid-year and end-year. You as an employee are given the opportunity to evaluate yourself. Your manager will do the assessment as well. You will automatically receive a notification from HiBob. The review or assessment window is open for 30 days, but remains accessible after that and your manager is able to re-open the assessment if needed.
For the mid-year it will be opened on the beginning of June and for the end-year it will be opened on mid-November.
You will receive a list of questions to answer. Some are multiple choice questions, some open questions and other questions with a rating. They are not connected to the set goals, but you are able to rate the overall performance on each overarching category. The questions are divided into 4 standard questions implemented by HiBob and added questions by us. These questions will be raised as follows.
Feedback
Throughout the year we will have several official moments to collect feedback. This is done via HiBob. Your manager will receive an invitation to request feedback about you. Your manager can select a number of people who work with you to provide feedback on your performance. This feedback gives them insights on your performance which he can share with you.
Currently the feedback is solely visible for your manager.
The two feedback questions raised are:
What are some things (name employee) does well?
How could (name employee) improve?
Performance ratings scores
