Trakstar Blog
Category: 360 Degree Feedback
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Closing the Year Strong: Effective Strategies for End-of-Year Performance Management
Welcome to the final stretch of the year! As we approach the end, it’s time to reflect on our accomplishments and set our sights on what lies ahead. Yes, it’s that time again – end-of-year performance management season is upon us. But fear not! This isn’t your typical run-of-the-mill performance management process. We’re here to…
Looking Ahead: How Trakstar Perform Sets the Stage for a Successful New Year
As we approach the end of another year, it’s time to start thinking about how to make the next one even better. And when it comes to talent management and employee performance, there’s no better tool than Trakstar Perform. This all-in-one platform is designed to simplify your HR processes and drive results like never before….
Should Your Organization Do Quarterly, Mid-Year, or Annual Performance Reviews?
What is the right cadence for performance reviews? Quarterly performance reviews? Mid-year reviews? Annual reviews only Does it really matter? (Spoiler alert: yes) We have some suggestions if you need help deciding when to conduct performance reviews for your employees. Our performance review software has changed how Human Resources professionals, managers, and employees view the…
How to Manage Rater Fatigue: 5 Tips for Effective Performance Evaluations
Rater fatigue can be a significant problem when conducting effective performance evaluations. Why? Managers and people leaders provide feedback regularly, and it can sometimes feel like they need to be more communicative. At the same time, employees may need more real-time feedback – it’s a tricky line to walk. If you know this problem all…
360-Degree Feedback and Your Appraisal Process
What is the 360-Degree Performance Appraisal Process? The performance appraisal process is similar to building blocks, you can pick and choose what you would like to include to make up your final product. From competencies to setting goals, even open-ended questions, the options for your performance appraisals process sure aren’t lacking, but one building…
Welcome Peer-to-Peer Feedback in 2017 for Better Performance Management
The moral of 2016’s story is that feedback is an employee’s earth, moon and sun. From positive to constructive, and everything in between, employees want a constant view of their work from the perspective of management, for better performance management. Often, that is where we think it stops, but your workers spend a great deal…