Performance Sevice for Employees
What is the "Performance" user service?
The "Performance" user service in Zoho People refers to the Performance tab, accessible via the left sidebar. This feature allows users to view and set goals, manage Key Result Areas (KRAs), and take up self-reviews. Additionally, it provides access to all your performance-related features, such as reviews, feedback, and more.
How to navigate to the Performance user service?
Simply click on the Performance icon in the left bar of Zoho People.
Simply click on the Performance icon in the left bar of Zoho People.
Glossary of Performance service-related terms
What are Goals?
These are the specific objectives you aim to achieve, providing clear performance targets. To be effective, your goals should follow the SMART framework: Specific, Measurable, Achievable, Realistic, and Time-bound. Your managers can also set goals for you.
What is KRA (Key Result Area)?
KRAs outline your key responsibilities and tasks needed to meet job and organizational goals. They should be specific, measurable, and ongoing. Goals may be linked with KRAs for appraisals.
What is Feedback?
This feature lets you voice your opinion or feedback. You can request, give and receive feedback in various ways, including peer-to-peer, manager feedback, or 360-degree reviews. (based on your organization's setup)
What is Skill Set?
This refers to the specific skills you need for your job, like accounting or programming. Your skills are categorized and linked to your performance.
What is Competency?
A combination of your skills, knowledge, and abilities that improve performance, such as communication, problem-solving, or people management.
What is Summary?
A tool to help managers understand your overall performance through a set of guiding questions.
The features available for employees and the performance method used in each organization can vary. For example, some organizations may allow employees to add their own goals and some may not.
What can you do here?
Navigating the Performance service to access your Performance-related features
View your KRA
Navigate to Performance > My Data > KRA
Here you view your KRA (Key Result Area). If your organization may also have different weightage for each and can associate your KRAs to the appraisal process. You also have options to export and view appraisal KRA history through the More Options (ellipses) icon.
These KRAs are your key responsibilities and objectives of your role in the organization.
When hovering your pointer over a KRA, you will see an option to add a comment. Use this option to share your opinion on your KRAs.
Some organizations may allow employees to Tag KRAs. If this option is available, you can navigate to Performance > My Data > KRA and click Tag KRA to associate new KRAs to yourself.
View and tag skill sets
Navigate to Performance > My Data > Skill Set to view your associated skill sets. You also have options to Tag Skill Set to associate new skill sets to youself and an Export Skill Set option accessed through the More Options (ellipses icon).
Skill sets can come in categories, and they are your talents or specific skills that are required to perform your duties in the organization. Skill sets can also be added to you by your manager. Each skill set has an associated level, which can be upgraded by your manager or through completion of skills in the Zoho People LMS service.
Some organizations may also allow the Upgrade option to allow you to request a skill level upgrade. The request will have to be approved by your reporting manager. And supporting documents such as course completion certificates might be required.
Tagging a skill set
To tag a skill set, navigate to Performance > My Data > Skill Set and click Tag Skill Set. Use the provided drop-down to select a domain and use the checkboxes to tag skill sets. Finally click on Save.
Viewing and adding goals
Goals are measured objectives, they serve as targets for performance and are essential for your employer to determine your efforts.
To view your Goals, navigate to Performance > My Data > Goals.
Use the buttons to change which goals are listed, a filter can also be applied to further adjust the listed goals.
Within the More Options (ellipses) icon you have more options that includes Export, viewing Appraisal Goals history, and Archived List of goals.
Adding new goals
To add new goals, navigate to Performance > My Data > Goals and select Add Goals.
You will be required to enter the goal name, select a start and end date, priority, weightage, and completion percentage.
Managers can include goals within an applicable time period in the appraisal process for rating your performance.
Goals can be mapped to Jobs
To do this, navigate to Performance > My Data > Goals and hover your pointer over a listed goal and click on Map Job (click Add Job to associate with a new job). To know more about Jobs, click here.
View competency
What is meant by "Competency" in Zoho People?
Competency represents a blend of knowledge, skills, abilities, and personal attributes contributing to improved employee performance. Examples include analytical prowess, networking abilities, communication skills, and people management capabilities. Your managers may tag competencies for you based on your skills.
To view competencies associated to you, Navigate to Performance > My Data > Competency
Click on the More (ellipses) icon to view Export and Appraisal Competency history options.
Request, give, and view feedback
The employee feedback system provides valuable insights into each employee performance, helping to identify strengths and areas for development, also offers opportunities for recognition of employee achievements.
You can request feedback, provide feedback, view received and given feedback.
Zoho People offers various feedback methods and features. The options available to you may vary depending on what your organization has enabled.
Request feedback
Request feedback system allows you to request feedback on you or your reportees from any employees in your organization.
To request a feedback:
- Navigate to Performance > My data > Feedback and click Request Feedback.
- Select for whom you are requesting feedback, Self or your Reportees.
- Select the employees from whom the feedback is required.
- Enter a reason for feedback request. (optional)
- Click Send Request.
Notification will be sent to applicable employees to provide feedback.
Respond to Feedback Request
From your home page, navigate to Performance > Feedback, click View to see the requests that are awaiting your response, and click Provide to submit your feedback on the employee.
You have an option to decline the feedback request.
Alternatively, you can click on the notification icon to check for feedback requests awaiting your response and provide your feedback.
Provide Feedback
Provide feedback on a department colleague (Peer-to-peer feedback)
When an organization has peer-to-peer feedback enabled, an employee can give feedback to any member of the same department, apart from the reporting manager. This type of open feedback and communication helps an organization grow.
To share feedback on a Department Member, search for their name in the search bar and head to Feedback tab and click on Provide Feedback (To submit anonymous feedback, select the anonymous check box).
Provide feedback on your reporting manager or any employee (360 degree feedback)
When 360-degree feedback is enabled in an organization, any employee can give feedback to any other employee in the organization. This type of feedback empowers employees to give feedback even to their reporting managers, which creates a healthy atmosphere in the organization. The steps to share 360 feedback is the same as with sharing feedback on a department colleague:
Search for the name of the employee you wish to share feedback on using the the search bar and head to Feedback tab and click Provide Feedback.
You can also navigate to Performance > My Data > Feedback and click Provide Feedback to provide feedback on employees in your organization.
View Received and Given Feedback
To view your received and given feedback, navigate to to Performance > My Data > Feedback tab. Click on Received Feedback or Given Feedback option.
You can also view the feedback provided for other employees in their profile view under the Feedback tab.
Select your multi-raters (Multi-rater feedback)
Multi-rater feedback enables taking employees outside a team to give feedback. Typically, when an employee works closely with other teams in the organization, their feedback becomes important to assess their overall performance.
Mult-rater feedback option will only be available if multi-rater feedback is enabled as part of on appraisal process.
Follow the steps below to select your multi-raters
- To select your multi raters, navigate to Performance > My Data > Multi-rater Selection tab
- For the applicable appraisal period, use the drop-down to select any employee in the organization, select rater type, and add the reason you have selected this individual in the comments space.
- Finally click Send For Approval
Once the reviewer has approved your selection, the selected multi-raters will be able to share their feedback / rating on you.
Share feedback on a appraisal
Once an appraisal has been completed and the manager has published the ratings, you can use the Share Feedback option to give feedback on their ratings. To share feedback on a appraisal:
- Navigate to Performance > My Data > Appraisal Data
- Go to Review History tab
- Click on Share Feedback (The option is only displayed if feedback is allowed by your organization. Hover pointer over a review history listing to see if this option is available).
Submit a self review
In some organizations, self appraisal is one of the key aspects of the overall appraisal cycle. Inputs from the employees on how they gauge their own performance are recorded and considered while evaluating the employee and giving an overall performance rating.
Self appraisal option and features will only be available if your organization has included Self Appraisal as part of your appraisal cycles. Self Appraisals can only be performed during the self review period.
To submit a self review:
- Navigate to Performance > My Data > Appraisal Data > Self Appraisal tab
- Click Add Self Appraisal for the currently applicable appraisal process.
- Based on how your organization has set up the appraisal process, you will be required to submit a rating / score against each KRA, Goal, Competency, etc.
- Add a comment and select N/A for any parameter that is not applicable to you.
- Navigate across the various parameters using the links available on your left.
Review the final score that is displayed (also depends on weightage).
- Click on Submit
To submit a Continuous Review self review, navigate to Performance > Continuous Review > Self tab (only visible for organizations which use the Continuous Review feature on the applicable period for applicable employees)
What is a Continuous Review?
A continuous review in Zoho People is an ongoing performance evaluation process where employees receive regular feedback and assessments throughout the year, rather than only during annual appraisals. This approach promotes real-time improvements, goal alignment, and continuous development. Continuous Reviews can also include Self Reviews.
The self review that you have submitted will be referred by the reviewer of your appraisal cycle and may impact their own ratings against the same performance metrics.
View the skill set matrix
What is the Skill Set Matrix in Zoho People and what is it used for?
The Skill Set Matrix in Zoho People allows you to track and assess your skills in relation to job requirements, helping identify areas for development and performance improvement.
The purpose of the Skill Set Matrix in Zoho People is to evaluate and align employee skills with job roles, aiding in performance assessments and identifying skill gaps for development.
See your ranking in the skill set matrix
Navigate to Performance > Skill Set Matrix > Reportees tab.
The numbers indicate your ratings against the listed skills.
You can click on a corresponding rating number to see only skills that have the selected rating. For example, if you want to see which skills you are strong in, click on a higher number. Or if you want to see skills in which you are lacking in, click on a lower number.
Compare your skill level against other employees
Navigate to Performance > Skill Set Matrix > Organization tab
For example, to compare your skill level of a few particular skills against all other employees with the same skill, you can directly select the skills in the Select Skills drop-down and leave the employee selection at the "Select" option and click Search.
View your performance reports
To view your performance reports such as Goals, Skill Set, Feedback Received Report, Appraisal Rating report, navigate to Reports (bottom left-corner pie chart icon) and select the corresponding report. Some reports have multiple views and export options.
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