How to Choose a Performance Review Platform that Works

Why Choosing the Right Platform is Crucial

Performance reviews have come a long way since their inception a century ago by the U.S. military. These evaluations are critical in identifying your top performers, providing necessary feedback, and helping employees develop. But the landscape of work has changed; we're no longer just colleagues in an office but nodes in a network. Traditional methods fall short, making it hard to discern top from bottom performers. Managers lack the visibility they used to have, and much of the ratings they provide can be biased.

The Shortcomings of Existing Methods

Traditional manager reviews favor those who excel in self-promotion, leaving behind employees who might be equally talented but less vocal. 360 reviews, while seemingly comprehensive, often suffer from selection bias as employees can choose who reviews them. In a typical rating scale of 1 to 5, you’ll find 90% of scores falling between 3 and 4. This lack of differentiation fails to pinpoint who your real stars and troublemakers are.

Why Organizational Network Analysis (ONA) is a Game Changer

The solution? Incorporate Organizational Network Analysis (ONA) into your performance review platform. ONA maps the relationships between employees and provides actionable insights. It can ask questions like:

• "Who do you go to for advice?"
• "Who energizes you?"
• "Who's the outstanding contributor on your team?"
• "Who needs additional support?"

By doing so, ONA can identify both the 'quiet quitters' and the 'quiet contributors'—those unsung heroes who might be overlooked in traditional reviews. It’s a tool that aligns well with the modern work environment, which operates more like a network than a traditional hierarchy.

How to Choose a Performance Review Platform with ONA

1. Features: Ensure the platform includes ONA capabilities, allowing for questions that will draw out both positive and negative network influences within the company.
2. Usability: The interface should be intuitive. If it’s too complicated, managers and employees won't use it effectively.
3. Scalability: As your organization grows, your platform should be able to adapt without requiring a total overhaul.
4. Customization: The ability to customize ONA questions and metrics is essential for capturing the specific data you need.
5. Data Analysis: A good platform will not just collect data but also offer analytics and insights, helping HR and managers make informed decisions.
6. Compliance and Security: Given that you’re dealing with sensitive employee data, robust security measures are non-negotiable.
7. Pilot Testing: Before rolling it out company-wide, run a pilot test to gather user feedback and ensure the system meets your needs.
8. Cost: While budget is a consideration, remember that a more effective performance review process will pay off in the long term by identifying your key 15% of employees who make 50% of the impact.

Choosing a performance review platform that incorporates ONA could be the key to unlocking your organization's full potential. It addresses the biases inherent in traditional methods, gives voice to the otherwise unheard, and provides a nuanced view of your organizational network. This is how you cultivate not just employees, but leaders.

For more information on modernizing performance reviews, check out SHRM's article on Fixing Performance Reviews for Good.

Performance review platforms are not a one-size-fits-all solution, but by incorporating ONA into your criteria, you're well on your way to making an informed, effective choice.

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