Performance+
Employee Performance Monitoring Software
Suited to companies of
all types and sizes
Easy to use and
extremely customizable
Continuous evaluation
and flexible appraisals
Libraries of learning materials, goals, competencies, coaching
Your business is only as good as your employees
Don't stop at performance evaluation.
PERFORMANCE+ automates the process from performance management to training and development, streamlining them for scalability and growth.
A customizable, content-rich solution that will automate your entire performance management process
- Facilitate continuous feedback
- Do check-ins and 360ºs
- Quarterly, Mid-year and Annual appraisals
Fully integrated with The Learning Center
- Preassign learning courses to the library of competencies.
- Assign learning plans specific to a position with ease.
- As a Manager, select courses from the library to attach to development to new hire reviews or the formal evaluation process.
- It also comes with an extensive library of course content with over 500+ courses from soft skills to compliance.
Why having both is better
performance pro
A seamless evaluation process that rids you of unnecessary layers and tedious steps
+
The learning center
A vast content library of training courses that elevates your employees' core competencies and with it, your company's performance
An employee has recently finished his evaluation using Performance Pro and received a below average grade for one of his core competencies.
His hiring manager no longer has to go through manual processes and several layers to assess competencies or request training programs.
With the Learning Center, he’s given access to a vast library of training courses tailored to his core competencies without the need for added operational or administrative work.
With a powerful tool by his side, he’s able to reach peak performance as he scales up in his career and becomes a better asset to the company!
How does Performance+ work?
Performance+ helps you empower your employees through a continuous learning and development plan to support them in their current and future roles.
- Clearly define what each competency is to your organization
- Customizable definitions for each rating level
- Ratings can be from 2 to 10 and broken down to 10th points
- Can hide the numbers
- Comment boxes open the length of the appraisal period
- Comment coaching – fragmented sentences to help
- Clearly defined goals and rating
- Ability to align goals
- Assign check-ins (soft check-ins with employees)
- Action steps – put in place a visible plan to accomplish goal
- Set future goals
- Create goals and cascade them to organization, department, or positions
- Employee information located at the top
- Competencies vs Goals
- Weights can be hidden or shown (customizable weights)
- Well flowing appraisal makes review with employees simple and effective
- Can do 360º appraisals
- Easily customize settings within the program
- As the organization grows and changes Sprout Performance + will grow and change with you
- Explanation of what you’re going to change before you do it
- Custom terms – if you don’t use “competencies” we can change that to whatever your organization uses as well as other terms
- Custom emails from system alerting employees and managers to complete appraisals when they come due
- Completely customizable summary comments
- Add in open ended questions or multiple choice questions
- Spell check (available anywhere in program)
- Language check to help scrub for inappropriate office language
- Provide about 20 reports within system
- Can create custom reports
- Turn weeks of work in excel into a few clicks of the mouse
- Recognize trends
- Enhance coaching
- Track specific metrics the CEO wants to see
- Create slide shows of data captured for executives
Why choose PERFORMANCE+
PERFORMANCE PRO
- Customization and Scalability
- Extremely easy to use
- Performance data and analytics
- Email alerts
- Goal management/cascading
- Simple automated workflows
- Language/legal check
THE LEARNING CENTER
- Simple automation
- Progression and completion tracking
- 500+ Courses
- Current and prospective position
- Competency training
- Customizable learning paths
- Ability to create courses with quizzes, exams and videos
- Upload files and link
- Track classroom and seminar attendance
Why do employees leave? Take the quiz to find out!
Assess yourself as a manager or as an employees on whether you are performing your duties and excel in strategic leadership. Did you know that 66% of the workforce leave their jobs because they feel that are not taken care of?
Take the quiz now and see how you can help achieve your organization’s overall goals.
Employee Performance Criteria
Click through the tabs to know more about the common employee performance criteria that are used for employee evaluation.
One of the most important criteria for judging is the overall quality of work of the employee. Quality of work is an umbrella category that may encompass others such as teamwork, leadership skills, productivity etc.
The goals and target achievements is a criteria that is objective and measurable in clear numbers. The goals and targets numbers will be set by the manager and the employee will be evaluated by providing the numbers.
The employee’s level of productivity is important because it looks at the overall productivity of the employee over a specific period of time. For your business to be successful you need to have a team that is productive, fast and agile.
Whether or not an employee has a leadership position, it is important to have leadership skills and in line with leadership, they should also be able to work well with their colleagues. In your evaluation, cover how the employee showcases leadership during meetings or projects.
Performance Criteria should include how well the employee is able to communicate with managers, co-workers and teammates. Listening is also an important aspect in communication, listening well will help employees learn about their roles in the company and how their tasks fit the big picture.
Performance criteria should also include feedback from other people within the organization or the department the employee works in. As a business owner you will want to have the full-picture of how they are performing and you will not have it without considering how others in the organization see them.
You should be able to provide your employees with an opportunity to evaluate their own performance and you should include it in your performance appraisals. They may provide great insight on their ability to complete their tasks and their quality of work. Knowing both the manager’s and employee’s side will build confidence in the employee.
One of the most important criteria for judging is the overall quality of work of the employee. It is an umbrella category that may encompass others such as teamwork, leadership skills, productivity etc.
Goals and target achievements is a criteria that is measurable in clear numbers. The KPIs will be set by the manager to the employee who will be evaluated..
The employee’s level of productivity is important because it looks at the overall work produced by an employee over a specific period of time. For your business to be successful you need to have a team that is productive, fast and agile.
Whether or not an employee has a leadership position, it is important to be proactive and be able to work well with colleagues. In your evaluation, cover how the employee showcases leadership during meetings or projects.
Performance criteria should include how well the employee is able to communicate with managers, co-workers and teammates. Listening is also an important aspect in communication; listening well will help employees learn about their roles in the company and how their tasks fit the big picture.
Performance criteria should also include feedback from other people within the organization or department the employee works in. As a business owner you will want to have the full-picture of how they are performing and you will not have it without considering how others in the organization see them. Learning how people within the organization perceive each other is a valuable metric. That's why employee appraisals such as 360 feedback are so highly regarded in the industry.
You should be able to provide your employees with an opportunity to evaluate their own performance and you should include it in your performance appraisals. They may provide great insight on their ability to complete their tasks and their quality of work. Getting data from the employee, colleagues, and the managers' sides provides a full picture.
One of the most important criteria for judging is the overall quality of work of the employee. Quality of work is an umbrella category that may encompass others such as teamwork, leadership skills, productivity etc.
The goals and target achievements is a criteria that is objective and measurable in clear numbers. The goals and targets numbers will be set by the manager and the employee will be evaluated by providing the numbers.
The employee’s level of productivity is important because it looks at the overall productivity of the employee over a specific period of time. For your business to be successful you need to have a team that is productive, fast and agile.
Whether or not an employee has a leadership position, it is important to have leadership skills and in line with leadership, they should also be able to work well with their colleagues. In your evaluation, cover how the employee showcases leadership during meetings or projects.
Performance Criteria should include how well the employee is able to communicate with managers, co-workers and teammates. Listening is also an important aspect in communication, listening well will help employees learn about their roles in the company and how their tasks fit the big picture.
Performance criteria should also include feedback from other people within the organization or the department the employee works in. As a business owner you will want to have the full-picture of how they are performing and you will not have it without considering how others in the organization see them.
You should be able to provide your employees with an opportunity to evaluate their own performance and you should include it in your performance appraisals. They may provide great insight on their ability to complete their tasks and their quality of work. Knowing both the manager’s and employee’s side will build confidence in the employee.
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