Employee Training · Performance management

Does anyone know of an employee assessment tool with a more progressive/creative/holistic approach?

Camilla Meshiea Founder/Designer at Floreana Amasen

March 9th, 2016

I'm preparing an employee review but most of the tools i'm finding online are very formal and perfunctory. i would love to know if there were any templates out there that take a more inspired approach.

Maria Sentic

March 11th, 2016

My friend co-founded a business, Fizz, specifically to reimagine how we think about performance reviews -- to make the process more transparent, fair, and efficient. The model facilitates ongoing, on-demand feedback, you can learn more at www.gofizzgo.com and sign up. There's a free three-month trial available.

Hope you find something that works!

Andy Collen Producer, Director,Owner, Happy Trails Animation

March 9th, 2016

I have to say that while these templets are nothing more then each others ideas spelled out differently.  They are all still templets and you thus will get templated results.  I think if you really want to shake things up and have your work force learn from you as much as you learn from them then how you interface needs to change.

We are now beginning to move into the Z Gen workforce... get ready they are smart and very willing.  You just need to have a creative interface rather then Ross Perrot's pie charts and forms... That is so 80's.  In the end it is up to you as to what you really want and where you want to go with your work environment.  All you need to do is help create a platform for communication.

just my 2¢ 

Elese MSP ✭Project Specialist✭ Project and Program Management Expert | Developing the People Side of Projects to Get Results

March 9th, 2016

Camilla, it sounds like you want people to really benefit from their review and for it to be --at least potentially-- a good experience for you both. 

While you check out these templates, I used to always have a self-check before a feedback session (formal or informal) just to make sure I am clear:
  1. Why are we having this review? (to help an employee know what's expected, or just because it's required)
  2. What am I measuring? [specific targets, behaviors, desired attitude, response time, client satisfaction,etc.]
  3. Am I totally clear on why I am measuring it?  (Are we going through the motions, or is this important?)
  4. How am I measuring it? (is my evidence fair, impartial, substantiated?)
  5. Are my staff totally clear on what is being measured and how ? (an email isn't a guarantee of this)  
  6. How do I know that they are?  
  7. Am I feeling neutral and positive about our session, or am I dreading it and a bit worried...? why?
That clears up 90% of the review right there, even without a template!

Beyond that, two things I find helpful:
  1. have an employee come prepared to the review with some self-assessment or self-reflections
  2. end a review with agreements on the table, not just expectations

Matt Cholerton Talent & People Solutions

March 9th, 2016

Hi Camilla,

I've been in HR for years and was also frustrated with the formal, and reactive - uninspiring - approach to reviews. They were often full of irrelevant (and/or demotivating) content, no one wanted to do it, and it was never very actionable (learnings were often too late). 

I've created a tool that checks in regularly via email with the team, takes their pulse, and facilitates back and forth communication on goals. There's basically no admin, just more transparency and communication.

Here is the site -> http://www.pinglabs.co/. I can send along some screen shots if anyone is interested.  You, or anyone in this forum, can use Ping for free. Just get in touch.



Debra Machado Vice President, Global Human Resources at Procera Networks

March 9th, 2016

HI Matt, I would love to see some screen shots and/or a demo. Debra Machado Vice President, Global Human Resources [cid:5771614B-F610-4DFD-A2D3-D89DF8F79C50] Procera Networks www.proceranetworks.com w: +1 510 240 5883 m: +1 415 298 0367 Skype: debra.machado414

Roberto Carvalho Career and Executive Coach, Coach for Groups, Business Consultant

March 9th, 2016

I'd say Quantum is the one, but it also depends on the professional with deals with it Roberto Carvalho roberto@coachemrede.com.br www.coachemrede.com.br facebook.com/coachemrede Twitter: @Coachemrede Skype: roberto_carvalho_sci 11-989-316-171 2016-03-09 16:17 GMT-03:00 Camilla Meshiea

Clive Steeper Performance Developer: Executive Coach, Business Mentor, International Consultant, Business Founder, Author & Speaker

March 9th, 2016


If lying behind the reasons for the employee review the business / organisation is seeking to gauge mindset & raise performance levels, especially against a backdrop of significant growth &/or change then have a look at these 2-3 tools as they might help your approach; especially if you're trying to get to the emotional / motivational constraints.

Risk Type Compass  http://www.psychological-consultancy.com/products/risk-type-compass/ 
As well as introducing the topic of risk to an organisation, this assessment tool helps to explore the behaviour, attitude and disposition towards risk of individuals & teams.

Mental Toughness MQR48 http://www.aqr.co.uk/page/mentaltoughness
MQR 48 will help to explore performance (resilience), positive behaviour, wellbeing and aspirations.

Both of the assessment tools above could offer you insights to some of the base performance issues  + help you to have different conversation with employees about how they handle the challenges in their work.

Finally the Thomas-Kilmann Conflict Resolution diagnostic assessment tool is a very useful tool for helping with conflict and difficult conversations.

I hope these thoughts help you, Good Luck.

Barbara Wainwright Get Certified with LifeCoachTrainingOnline.com and Join over 6,000 Coaches Worldwide LION

March 9th, 2016

The Core Value Index... great holistic assessment tool

Camilla Meshiea Founder/Designer at Floreana Amasen

March 9th, 2016

It's very interesting to hear the different approaches you're using or creating. 

Our tendency is to start with mainstream ideas then break them down in a free form way.

I look forward to tying out pinglabs.

Thanks for your perspectives.


Cindy Riach Founder | Facilitator ► Founders Connect

March 9th, 2016