Link corporate objectives to individual development and implement integrated people management
Transform organizational priorities into clear performance criteria and gain a reliable insight into each employee's contribution to the results.
Connecting management and results in companies around the world
✦ Challenge
Do you have difficulty to align the performance of employees with the goals and results of the organization?
Difficulties in aligning employee performance with the organization’s goals and priorities and assessing their contribution to results indicate that managing individual performance in your organization is not yet an efficient process. Some symptoms are:
The evaluation criteria do not reflect the organization's goals and priorities.
Employees do not understand how their performance contributes to the results.
Goals, deliverables, competencies, and behaviors are evaluated in a disconnected manner.
Managers use different criteria to evaluate similar contributions.
Individual results do not allow for identifying the level of contribution to the objectives of the area.
Human resources find it difficult to compare performance between departments, units, and positions.
The leadership does not have a consolidated view of the performance gaps that affect the execution of the priorities.
✦ Solution
More clarity to evaluate, develop, and recognize talents
The Solution Individual Performance Management structure performance evaluation cycles connected to the goals, deliverables, competencies, and behaviors expected by the organization.
Thus, it is possible to define criteria, weights, scales, participants, and evaluation models, such as 90°, 180°, and 360°, in addition to monitoring the execution of the cycles and, in this way, making it clear the contribution of each collaborator to the organizational priorities.
Clearer and more consistent evaluations
Structure criteria, weights, scales, and evaluation models in a standardized way throughout the organization.
More alignment between performance and strategy
Link goals, deliverables, competencies, and behaviors to business priorities.
More assertive decisions regarding performance
Use consolidated and calibrated results to support development, recognition, and professional evolution decisions.
✦ Implementation steps
How to structure, evaluate, and calibrate individual performance
Structure the management of individual performance in six connected steps, from defining the evaluation criteria to executing the cycles, calibrating the results, and monitoring the development of the employees.
01Structuring the evaluation model
- Define the objectives and the periodicity of the cycle.
- Configure competencies, behaviors, deliverables, and assessment scales.
- Establish weights, calculation criteria and eligibility rules.
- Select the evaluation models, such as 90°, 180° or 360°.
02Defining participants and evaluators
- Select the employees who will participate in the cycle.
- Define self-evaluation, manager, peers, leaders, and other evaluators.
- Consider hierarchical and matrix structures.
- Set deadlines, milestones, and responsibilities.
03Conducting the evaluations
- Make the forms available according to the profile of each participant.
- Evaluate individual competencies, behaviors, deliverables, and goals.
- Record comments and evidence to support the answers.
- Using AI to support the development of clearer and more consistent assessments.
04Monitoring and validating the cycle
- Monitor pending, initiated, and completed reviews.
- Send notifications and reminders to participants.
- Monitor adherence rates and compliance with deadlines.
- Apply the validation flows defined by the organization.
05Calibrating the results
- Compare the results between teams, areas, and managers.
- Discuss possible distortions or differences in the application of the criteria.
- Positioning employees in performance and potential matrices.
- Record decisions and maintain the traceability of calibrations.
06Disseminate results and guide decisions
- Make the results available according to the rules and dates set.
- Presenting strengths, gaps, and opportunities for evolution.
- Support feedback conversations between managers and employees.
- Directing development, recognition, movement, and succession actions.
- Consolidate indicators and analyses on the performance of the organization.
Who is this solution for?
The solution connects managers, employees, and other participants throughout the performance cycle, from setting goals and criteria to evaluating, calibrating results, and monitoring individual development.
Responsible for Performance Management
It structures the criteria and coordinates the evaluation cycles.
Human Resources Professional
It accompanies the execution and consolidates the results.
People manager
Evaluates the contribution of employees based on criteria and evidence.
Collaborator
It understands the expectations and how its deliveries contribute to the goals of the area.
Executive leadership
It tracks individual performance and its relationship with organizational results.
✦ Features
Resources for evaluate performance, competencies, and individual contribution
Centralize goals, criteria, evaluations, and results to track individual performance and turn analyses into development actions.
Assessment of competencies
Individual goals
Individual Development Plans (IDP)
Banknote block
1:1s
Continuous Feedback
Compliments
Results of the cycles
Succession map
Matriz 9box
Calibration
Evaluation of experience
✦ Schedule your demo
Have a clearer view of each employee's performance.
See how Actio helps your company structure evaluations, track results, and turn performance data into more consistent decisions about people development and management.
✦ Frequently Asked Questions
Clear your doubts about Individual Performance Management
Objective answers to the main questions of those who need to elevate their organization's performance.
What is the purpose of an Individual Performance Management solution?
It helps structure and centralize the performance evaluation cycles, allowing for the tracking of goals, competencies, behaviors, and deliverables in a single process.
What types of assessments can be carried out?
It is possible to configure different models, such as 90°, 180° and 360° evaluations, as well as to define who participates in each cycle and which criteria will be considered.
Is it possible to customize the evaluation criteria?
Yes. The organization can define competencies, indicators, weights, scales, and evaluation rules according to its methodology and its human resources management objectives.
Does the solution allow for tracking individual goals?
Yes. Goals and results can be part of the evaluation, helping to link individual performance to the organization's priorities and objectives.
How does the solution help reduce the subjectivity of assessments?
The definition of standardized criteria, weights, and scales contributes to more structured evaluations. Calibration tools also help managers and HR analyze results more consistently across teams and departments.
Is it possible to track the development of employees?
Yes. Based on the results of the assessments, managers and HR can identify development opportunities, track action plans, and record feedback and progress over time.
Does the solution offer talent analysis features?
Yes. The results can support performance and potential analyses, including features such as Matrix 9 Box and information that assists in development and succession processes.
Can HR keep track of the entire evaluation cycle?
Yes. HR can monitor the progress of assessments, track pending issues and conclusions, and view consolidated results by employee, team, or department.