Take employee-manager conversations to the next level with PlanPro software. Performance reviews, probational period surveys and appraisals, feedback surveys – one powerful software.
PlanPro is a versatile and flexible platform that supports a variety of management conversations and feedback surveys throughout the entire employee lifecycle — from the moment they join your organization to the moment they leave.
In addition to regular development and performance reviews, the software supports onboarding new employees, conducting probation period reviews, assessing competencies and alignment with company values, facilitating 360-degree feedback surveys, organizing employee satisfaction surveys, and carrying out exit interviews.
Conversations between the employee and the manager play an important role in creating and maintaining the employee experience. Well-designed forms that prepare the conversation and collect feedback are key here. Make your own questionnaire form with your questions. Or use ready-made templates. During the implementation, our experienced consultants will assist you in creating chat forms.
During the , we will help you prepare the form.
Reduce the time spent on administration – make the process easier for employees, managers and HR team. All employees’ training needs, career aspirations, or performance pay decisions are a few clicks away. The overview reports can be exported to Excel, of course
Conduct employee appraisal interviews with customised forms created for your organisation. Choose the party starting the appraisal – employee or the direct manager, as you like. Reviews can be conducted by the managers or team leaders. The privacy of the draft keeps data unavailable for other parties until the appraisal has been forwarded.
If you wish, you can call it performance appraisal or collaborative conversation, because you can build the form the way you want.
Find easily the appraisal forms from different years in one place. Managers can also view results of the appraisals as a visualized summary.
Appraisals conducted during the probationary period (e.g. after starting work, mid-point and probationery period end interview) help ensure that expectations between the employer and the employee are mutually clear, discuss the employee’s development and set future goals.
Surveys are a good way to get feedback on the onboarding period in general, the supervisor, and the organization and management from the new employee’s point of view.
All interviews and surveys during the trial period are automatically sent out to new employees by PlanPro. In the deportation rules, the main user only has to specify how many days from the start of employment or the end of the probationary period the form will be opened for filling.
Evaluate employee competencies using general, position-specific competency models or use 360/270-degree feedback system. Make the most of various scales and/or use free text fields for comments.
Gather feedback for professional performance from the employee, direct manger, subordinates, colleagues as well as from external partners and customers. As a results, an individual summary report is prepared for the employee highlighting the differences between his/her self-perception compared to the feedback from other parties part of the evaluation.
The better the employees’ values and attitudes match the organization’s values and goals, the more efficiently the organization functions.
People also need constant reminders of values and training. The development and performance discussion can be the place to pick up the values as one topic. Including values in the performance evaluation process gives an additional dimension to the employee’s performance: give employees the opportunity to give examples of whether and how they are guided by values in their daily work. Thanks to this, managers have the opportunity to find out which values are well established and which ones need more attention.
Regular employee motivation, commitment and satisfaction surveys are important in monitoring the health of the organization.
Various surveys can be carried out in the PlanPro conversation module, for example in-depth employee satisfaction surveys, regular pulse surveys (similar to the Gallup Q12 methodology) to measure engagement, risk analysis of the work environment, etc.
The results are also immediately displayed as a visualized summary, where you can get a complete picture of how employees really feel about the organization.
With an exit interview or survey, you can gather valuable feedback about the employee’s experience with the company. Questions can include work environment, management style, development opportunities and work-related challenges, you can use scale questions as well as provide opportunities to write comments. Based on the results, you can better understand the reasons for leaving and can make organizational improvements. In addition, conducting exit surveys shows care and interest in employee well-being.
In PlanPro, it is ensured that the results of exit surveys are not available to the departing employee’s manager, and the employee can freely share his thoughts and experiences.
Leave surveys are sent automatically by PlanPro to employees (based on the leave date in the user account data from the AD integration).
PlanPro employee appraisal software has been developed together with HR leaders and its logic is based on long-term performance management and employee appraisal experience and best practise.
Users are imported to employee appraisal software through Active Directory or Office 365 integration automatically, having pre-defined roles when starting a performance review or feedback session.
You can be confident that the software is always getting better and offers new features and functionalities due to wide user base. As a customer, you can enjoy maintenance, customer support and regular version updates.
The software helps to manage strategic goals and metrics, departmental work plans and employee tasks, manage risks, plan and measure budget and time.
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Reelika Ristolainen,
Customer Success Manager
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Reelika Ristolainen, kliendihaldur-konsultant
