Review analytics use cases for managers

Review analytics can provide valuable information and decision support for salary and promotion suggestions, career development, or staffing. This article presents concrete use cases for managers and describes the filters needed to answer your questions.

Please note: if you are an admin and a manager, you may see the results of other teams. Hence, you may need to add the step, Filter by 'Team' = your team, to each of the below filters.

Content

Salary & promotion suggestions 

I need to identify top performers of my team

I need to see the performance / potential relation for the employees of my team

I need to see overall distribution to assign salary increases across the team

I need to see my employee's trajectory

I need to compare two employees

I need to compare one employee to the rest of the team

Career Development

I need to see how an employee's current performance aligns with their career goals

I need to identify training needs for each employee

I need to see whether there are discrepancies in the assessments per perspective in my team 

Staffing 

I need to see who excels at a certain combination of skills needed for a role or project

Video on how to view your direct report's results / analytics in reviews

Salary & promotion suggestions

Goal: Make fair salary and promotion suggestions

I need to identify top performers of my team

Box

• Filter by 'Review Cycle' > Select the relevant cycle
• X-Axis: Total Average
• Y-Axis: Total Average

Hover over the dots to see names. Those closest to the top-right corner have the highest average scores.

Heatmap

• Filter by 'Review Cycle' > Select the relevant cycle
• Segment results by 'Reviewee'
• Group results by 'Total'

Those with the highest numbers have the highest total skill rating.

I need to see the performance / potential relation for the employees of my team

If you are creating a potential v. performance grid, please read more here.

Box

• Filter by 'Review Cycle' > Select the relevant cycle
• X-Axis: Either 'Total average' or the relevant skill / category (e.g., performance)
• Y-Axis: Either 'Total average' or the relevant skill / category (e.g., potential)

Hover over user profiles to see names.

I need to see the distribution of ratings to assign salary increases across the team

Heatmap

• Filter by 'Review Cycle' > Select the relevant cycle
• Optional: Filter by 'Perspectives'
• Segment results by 'Reviewee'
• Group results by 'Category,' 'Skill,' or 'Total'

I need to see an employee's trajectory

Timeline

• Filter by 'Users' > Select a specific user
• (Optional) Filter by 'Timeframe'> Select the relevant timeframe
• Group results by 'Category,' 'Skill' or 'Total' (we suggest 'Total')

The resulting line will show you how the skill ratings for that person have changed over time between reviews.

I need to compare two employees

Learn more about radar char comparison groups here.

Radar

• Filter by 'Review Cycle' > Select the relevant cycle
• Filter by 'Users' > Select user 1
• Group results by 'Category,' 'Skill' or 'Total'
• Enable comparison group
• Filter by 'Users' > Select user 2

The two colored lines show the first employee ('All Assessment scores') and the comparison employee ('Comparison: All Assessment').

I need to compare one employee to the rest of the team

Heatmap

• Filter by 'Review Cycle' > Select the relevant cycle
• Segment results by 'Reviewee'
• Group results by 'Category,' 'Skill,' or 'Total'

The employee will be listed next to the comparison employees. 

Box

• Filter by 'Review Cycle' > Select the relevant cycle
• X-Axis: 'Total Average'
• Y-Axis: 'Total Average' OR a specific skill / category

Hover over dots to see names and where the employee you're comparing lies next to their teammates.

Radar

• Filter by 'Review Cycle' > Select the relevant cycle
• Filter by 'Users' > Select the specific user
• Group results by 'Category,' 'Skill' or 'Total'
• Enable comparison groups
• Filter by 'Review Cycle' > Select the relevant cycle OR
• Filter by 'Users' > Select the users you wish to compare them to (read more about comparison radar charts here)

The two colored lines show the first employee ('All Assessment scores') and the comparison group, displaying the scores for all employees reviewed in that cycle ('Comparison: All Assessment'). 

Please note: Competencies/questions are sorted by company/team competency; and category within those groups. 

Career Development

Goal: See where people need training to reach the next step in their career.

I need to see how an employee's current performance scores align with goals

Heatmap

• Filter by 'Users' > Select the specific user 
• Filter either by 'Review Cycle' or 'Timeframe' > Select the specific review cycle or timeframe
• Segment results by 'Reviewee'
• Group results by 'Category'

You can simultaneously bring up the employee's development goals if you are using the Goals module as a company or bring up the employee's most recent review to compare their comments and the goals written down during the development talk. If the scores are below what they are aiming for or aren't aligned with what they need to be promoted, this can prompt a discussion about getting back on track.

You can also use this view to see how their performance scores compare to their goal scores. Ideally, these scores would be roughly similar.

Box

• Filter by 'Users' > Select the specific user
• Filter either by 'Review Cycle' or 'Timeframe' > Select the specific review cycle or timeframe
• X-Axis: 'Total Average' or 'Goals'
• Y-Axis: 'Goals'

This shows you where they are physically in terms of being aligned with their goals. If they are closer to the top-right, they are excelling in achieving their goals. 

Radar

• Filter by 'Users' > Select the specific user
• Filter either by 'Review Cycle' or 'Timeframe' > Select the specific review cycle or timeframe
• Group results by 'Total'
• Enable comparison group
• Filter by 'Users' > Select the specific user
• Filter either by 'Review Cycle' or 'Timeframe' > Select the specific review cycle or timeframe
• Filter by 'Category' > Select 'Goals'

This shows you as well how far away their performance scores are from their goal scores. If they are scoring low on goals but high on skills, this may be a point to discuss – maybe the goals they set need to be more clearly defined, or perhaps they have high potential but low performance and need to go through a training. 

I need to identify training needs for each employee

Radar

• Filter by 'Users' > Select the specific user
• Filter by 'Review Cycle' > Select the specific review cycle
• Optional: Filter by 'Perspective' > Select a specific perspective to gain focus (e.g., 'Manager assessment')
• Group results by 'Competency'

The skills with dots closer to the middle represent lower scores and are thus the areas for improvement. 

Heatmap

• Filter by 'Users' > Select the specific user
• Filter by 'Review Cycle' > Select the specific review cycle
• Optional: Filter by 'Perspective' > Select a specific perspective
• Segment results by 'Reviewee'
• Group results by 'Competency'

The boxes showing lower numbers / lighter colors represent areas where an employee can improve. For example, you may want to look at the below heatmap and suggest specific skill-based trainings for employees with light / low numbered boxes.

I need to see whether there are discrepancies in the assessments per perspective in my team

Heatmap

• Filter by 'Review Cycle' > Select the relevant cycle
• (Optional) Filter by 'Users' > Select a specific user for whom you wish to compare perspectives
• Segment results by 'Perspective'
• Group results by 'Category,' 'Skill' or 'Total'

You can then see how far away the response from each perspective (manager v. self) is. Ideally, the responses are roughly in line with one another. If there are significant discrepancies, this is cause for a conversation about how you interpret the scoring process.

Radar

• Filter by 'Review Cycle' > Select the relevant cycle
• Group results by 'Category,' 'Competency' or 'Total'

Similar to the heatmap, if the lines are far away from each other, there is a disagreement about how the employee should be scored. It may prompt a conversation or a calibration meeting (see more about calibration discussions here).

Staffing

Goal: Find the right person for a project / role

I need to see who excels at a certain combination of skills needed for a role / project

Box

• Filter by 'Review Cycle'> Select the specific cycle
• Optional: Filter by 'Teams' > Select the specific team(s)
• Filter by 'Competency'> Select the relevant competency
• X-Axis: 'Total average'
• Y-Axis: None

The employee (found by hovering over the dot) closest to the top right has a higher average competency rating for the chosen set of competency and would therefore be a good match for the role / project.

Heatmap

• Filter by 'Question/Competency' > Select all relevant skills
• Filter by 'Review Cycle' > Select the specific review cycle
• Segment results by 'Reviewee'
• Group results by 'Competency'

You can then see who has higher scores for each skill and is therefore suited for the role. 

Video on how to view your direct reports results / analytics