{"id":92200,"date":"2023-02-08T15:51:51","date_gmt":"2023-02-08T13:51:51","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=92200"},"modified":"2026-03-23T15:21:51","modified_gmt":"2026-03-23T13:21:51","slug":"key-takeaways-fireside-chat-employee-performance","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/","title":{"rendered":"Key Takeaways from Our Fireside Chat: How to Manage Employee Performance with Factorial"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In our latest Fireside Chat, Paola Tartaglione, Head of HR and People at TaxScouts, and Anna-May Jones, Account Manager at Factorial, shared their inside knowledge on managing <a href=\"https:\/\/factorialhr.co.uk\/blog\/talent-management\/\">employee performance<\/a> and the benefits a company can get by implementing various reviews and meetings. Here you can read a short summary of the main concepts and questions they discussed.<\/span><\/p>\n<div><a href=\"https:\/\/factorialhr.co.uk\/templates\/performance-improvement-plan-template\"><img decoding=\"async\" class=\"aligncenter wp-image-86318 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/06\/17103701\/ENG_Blog_banner_Performance-Improvement-Plan-PIP-1.png\" alt=\"\" width=\"1000\" height=\"343\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/06\/17103701\/ENG_Blog_banner_Performance-Improvement-Plan-PIP-1.png 1000w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/06\/17103701\/ENG_Blog_banner_Performance-Improvement-Plan-PIP-1-300x103.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/06\/17103701\/ENG_Blog_banner_Performance-Improvement-Plan-PIP-1-768x263.png 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/a><\/div>\n<div class=\"js-toc toc\">\n<p class=\"js-toc-title toc__title\">Table of Contents<\/p>\n<nav id=\"fac_toc_nav\" class=\"js-toc-nav toc__nav\" aria-label=\"Table of Contents\"><ol class=\"toc__list toc__list--level-1\"><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-1\" href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/#the-benefits-of-employee-performance-management\" title=\"The Benefits of Employee Performance Management\" data-target-id=\"the-benefits-of-employee-performance-management\">The Benefits of Employee Performance Management<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-2\" href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/#performance-review\" title=\"Performance Review\" data-target-id=\"performance-review\">Performance Review<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-3\" href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/#self-evaluation\" title=\"Self-Evaluation\" data-target-id=\"self-evaluation\">Self-Evaluation<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-4\" href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/#360-degree-feedback\" title=\"360-Degree Feedback\" data-target-id=\"360-degree-feedback\">360-Degree Feedback<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-5\" href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/#one-to-one-meetings\" title=\"One-to-One Meetings\" data-target-id=\"one-to-one-meetings\">One-to-One Meetings<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-6\" href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/#watch-the-live-fireside-chat-with-paola\" title=\"Watch the Live Fireside Chat with Paola\" data-target-id=\"watch-the-live-fireside-chat-with-paola\">Watch the Live Fireside Chat with Paola<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-7\" href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/#hr-software-for-managing-employee-performance\" title=\"HR Software for Managing Employee Performance\" data-target-id=\"hr-software-for-managing-employee-performance\">HR Software for Managing Employee Performance<\/a><\/li><\/ol><\/nav><\/div>\n<h2><span style=\"font-weight: 400;\">The Benefits of Employee Performance Management<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">Why is performance management important?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Performance management is one of the most important areas of the employee life cycle. We spend a lot of time and effort to attract, recruit and hire great candidates. It is important not to stop there but keep offering an exceptional \u201cpeople experience\u201d to all our employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When properly conducted, employee performance management is vital to an organisation&#8217;s success for different reasons:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People are the greatest assets of an organisation, so effectively managing employee performance is critical. After Covid19, which brought many changes to the workplace, employees want more than just great pay and benefits. They want their employers to prioritise their well-being, provide greater transparency around career development, and do work that has purpose and impact. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Hence why it is essential that employees understand what\u2019s expected from them, what is their place within the company, the effect of their role and how they contribute to the business goals and results. In this way, they feel motivated, engaged and productive, with a mission to accomplish!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the same time, employees want a career, not a job that views their skills as a transactional process; most employees do actually appreciate feedback on their work and they definitely want to know what they can do to grow. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this scenario, managing employee performance is a great tool to motivate workers with the strategic development of their skills &#8211; because with feedback conversation we can provide our employees sup\u00adport, offer train\u00ading and devel\u00adop\u00adment and deliv\u00ader reward and recog\u00adni\u00adtion.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The workforce is changing and so are their expectations; People expect a more individualised work experience. In this context,\u00a0 the essence of managing performance is to help people grow; frequent feedback also helps managers spot and address issues as they arise and act proactively.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">How does performance management help an organisation?<\/span><\/h3>\n<blockquote><p><span style=\"font-weight: 400;\">Employee performance management definitely helps a company build a high-performance culture (a set of behaviours, values and norms that lead an organisation to achieve business goals). <\/span><span style=\"font-weight: 400;\">Performance management provides employees with the space to be who they are and the support to become who they want to be. <\/span><span style=\"font-weight: 400;\">In my opinion, high performance and growth conversations need to become a part of every company\u2019s DNA. &#8211; Paola Tartaglione, TaxScouts<\/span><\/p><\/blockquote>\n<h3><span style=\"font-weight: 400;\">What other benefits does performance management have?<\/span><\/h3>\n<ul>\n<li><span style=\"font-weight: 400;\">Per\u00adfor\u00admance man\u00adage\u00adment cre\u00adates clar\u00adi\u00adty around goals<\/span> <span style=\"font-weight: 400;\">&#8211; must be clear what goals they are try\u00ading to achieve, and how successful they are in reaching or not them.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Allows for the<\/span> <span style=\"font-weight: 400;\">exchange of feedback &#8211; Employ\u00adees want feed\u00adback \u2009and they want it reg\u00adu\u00adlar\u00adly. They need (and deserve) to know how they are per\u00adform\u00ading and how they can improve. It\u2019s called two-way feedback. All this leads to:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Encour\u00adage employ\u00adee reward and recognition<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Boost employ\u00adee engage\u00adment and productivity<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cre\u00adate employ\u00adee devel\u00adop\u00adment opportunities<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"size-full wp-image-91973 aligncenter\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/02164006\/Performance_Employee.png\" alt=\"performance-management-software\" width=\"870\" height=\"604\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/02164006\/Performance_Employee.png 870w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/02164006\/Performance_Employee-300x208.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/02164006\/Performance_Employee-768x533.png 768w\" sizes=\"(max-width: 870px) 100vw, 870px\" \/><\/p>\n<h2 style=\"padding-left: 40px;\"><\/h2>\n<h2><span style=\"font-weight: 400;\">Performance Review<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">What is a performance review?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">A process where managers assess the team members\u2019 performance and discuss this with them. <a href=\"https:\/\/factorialhr.co.uk\/blog\/personal-development-review\/\">Performance reviews<\/a> are a great opportunity to also support professional growth, learning and development.<\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">I do believe that managing employee performance reviews should be an ongoing process and not something that is limited to the annual performance review &#8211; instead, ongoing conversations year round which gives clarity to the employees about what th<\/span><span style=\"font-weight: 400;\">ey need to be successful in their roles and support their career growth. When honest feedback is given regularly, performance conversations can be centred around development instead of only feedback. &#8211; Paola Tartaglione, TaxScouts<\/span><\/p><\/blockquote>\n<h3><span style=\"font-weight: 400;\">How to ace a performance review<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Regular feedback boosts motivation. It\u2019s vital that employees can contribute or respond to the feedback they receive. For that reason, if you want to ace a performance review, you need to focus on the following aspects:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Less focus on annual appraisals, and more focus on regular performance reviews\u00a0<\/span><\/li>\n<\/ul>\n<blockquote><p><span style=\"font-weight: 400;\">We do this through development check ins which are conversations between managers and employees, reserved for personal and professional matters; these are owned by the individual, not their manager. It\u2019s their space to discuss their progress and any personal topics. A few days before we send a few questions to the team member and manager via Factorial. &#8211; Paola Tartaglione, TaxScouts<\/span><\/p><\/blockquote>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Focus on high-quality conversations, often using a coaching\/mentoring style<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Less focus on judging past performance; a greater focus on understanding current challenges and opportunities to help people improve<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide structure to create a consistent experience\u00a0<\/span><\/li>\n<\/ul>\n<blockquote><p><span style=\"font-weight: 400;\">We use Factorial to keep to keep track of their performance and progress, gather feedback, and reflect on career goals. &#8211; Paola Tartaglione, TaxScouts<\/span><\/p><\/blockquote>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ensure two-way discussion &#8211; giving feedback requires people skills:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Ask good questions &#8211; ask people to expand on their experiences, views and feelings<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Active listening<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Giving constructive feedback<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Focus not just on the past but also on the future: people want to know what they need to do to grow in the future; recently I\u2019ve read something interesting: \u201cdon\u2019t review, give a preview!\u201d<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><a href=\"https:\/\/factorialhr.co.uk\/templates\/performance-appraisal-template\"><img decoding=\"async\" class=\"aligncenter wp-image-91559 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/27114655\/ENG_Blog_banner_Performance-Appraisal_11zon.jpg\" alt=\"performance-appraisal-template\" width=\"1000\" height=\"343\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/27114655\/ENG_Blog_banner_Performance-Appraisal_11zon.jpg 1000w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/27114655\/ENG_Blog_banner_Performance-Appraisal_11zon-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/27114655\/ENG_Blog_banner_Performance-Appraisal_11zon-768x263.jpg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/a><\/h3>\n<h3><span style=\"font-weight: 400;\">How to conduct a performance review<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">First of all, ensuring managers are able to have great conversations around managing performance. If needed, coach, train, and develop them. Then we have clarity. Make sure employees&#8217; expectations are clear, share feedback, and discuss development needs to boost their performance. And last, but not least, we need to pay attention to providing regular feedback. Make sure you build a culture of continuous feedback.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As said before, performance management is not just about evaluating if the team member has performed the role according to the expectations or if they have executed the tasks; it\u2019s about creating an environment where employees feel valued, recognised and motivated. And all this leads to better employee engagement.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Self-Evaluation<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">What is self-evaluation?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Self-evaluation is a process where you observe, analyse and potentially improve your own performance, contribution, actions and results. Basically, th<\/span><span style=\"font-weight: 400;\">e goal of self-evaluation is to provide honest insights into how you perceive your performance and reflect on how others may perceive it as well.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">How to complete a self-evaluation<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Think of your top accomplishments such as goals achieved, and successful projects. A great way is to collect analytics for example to show impact (i.e. using data in your self-evaluation will show your contribution and your results). At the same time, think about areas you need to improve on or situations you have handled poorly &#8211; discuss this with your manager and ask for guidance for making improvements. Tip: when identifying weaknesses,\u00a0 frame them as opportunities and create a plan of action.<\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">When completing <\/span><span style=\"font-weight: 400;\">a self-evaluation, I usually think of three main areas I ideally want to focus on: <\/span><i><span style=\"font-weight: 400;\">Start, stop, continue! &#8211; Paola Tartaglione, TaxScouts<\/span><\/i><\/p><\/blockquote>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What to start doing \u2013 What are you not doing now that you should be doing?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What to stop doing \u2013 What are you doing that did not work out as expected? Which things could be done differently?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What to keep doing \u2013 What have you done that has contributed to your accomplishments? How have you developed strong working relationships?<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">When completing a self-evaluation, ask yourself the following questions:<\/span><\/p>\n<ul style=\"list-style-type: square;\">\n<li><span style=\"font-weight: 400;\">Where have I excelled?<\/span><\/li>\n<li><span style=\"font-weight: 400;\">What achievements am I most proud of?<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Where do I feel I need more support?<\/span><\/li>\n<li><span style=\"font-weight: 400;\">What goals do I wish I could have achieved? How could I have done better? What would help me to reach those goals?<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Which are the goals I hope to achieve next month\/quarter etc?<\/span><\/li>\n<\/ul>\n<h3><a href=\"https:\/\/factorialhr.co.uk\/templates\/self-assessment-template\"><img decoding=\"async\" class=\"aligncenter wp-image-91521 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/26180610\/ENG_Blog_banner_Self-Assessment_11zon.jpg\" alt=\"self-assessment-template\" width=\"1000\" height=\"343\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/26180610\/ENG_Blog_banner_Self-Assessment_11zon.jpg 1000w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/26180610\/ENG_Blog_banner_Self-Assessment_11zon-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/01\/26180610\/ENG_Blog_banner_Self-Assessment_11zon-768x263.jpg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/a><\/h3>\n<h3><span style=\"font-weight: 400;\">What are the benefits of self-evaluation?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The self-evaluation is an important part of performance review, everyone should do it because it reflects their self-awareness. When you are self-aware, you are conscious of your strengths and weaknesses\u2014and how others perceive you.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Being self-aware not only benefits you on an individual level, but it also helps your company.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On an individual level, you feel more engaged in the performance review process, you feel more confident about your skills and abilities, and you become more accountable and feel more valued and motivated to learn new skills. It also helps you and your manager to select training programs that might be suitable for your needs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the company level, when your teams feel heard through the self-evaluation process, they are more likely to listen to feedback from their managers. Managers are able to gain insights into how employees feel about their work, and their team and a real sense of how employees view their jobs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/factorialhr.co.uk\/blog\/write-perfect-self-appraisal\/\">Self-assessment<\/a> and continuous feedback contribute widely to a culture of trust and engagement.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">360-Degree Feedback<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">How to create and conduct a 360-degree feedback form?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">360-degree reviews incorporate feedback from an individual\u2019s team members, direct reports, cross-functional peers, and\/or senior leaders.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The goal is to provide a more comprehensive assessment of employee performance. <a href=\"https:\/\/factorialhr.co.uk\/blog\/best-360-feedback-tools\/\" target=\"_blank\" rel=\"noopener\">360-degree feedback<\/a> can give your people a fuller picture of their performance, strengths and areas to improve.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">How to create a 360-degree feedback form:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Briefing employees and reviewers clearly on the aim, objectives, what the feedback will be used for and how it should be given and explain how it works<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maintaining confidentiality, not attribution of feedback to an individual without their permission<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Offering employees support such as coaching to help them act on the feedback<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Don\u2019t just focus the questions on the skills (i.e. problem-solving, communication etc) but also on <\/span><i><span style=\"font-weight: 400;\">how <\/span><\/i><span style=\"font-weight: 400;\">(company values &#8211; how they behaved, acted) and on <\/span><i><span style=\"font-weight: 400;\">what <\/span><\/i><span style=\"font-weight: 400;\">(what has been delivered, what has been their impact, contribution?)<\/span><\/li>\n<\/ul>\n<blockquote><p><i><span style=\"font-weight: 400;\">If you are wondering when to conduct 360-degree feedback, I will tell you our best practice: We do it at the end of probation and on the work anniversary. &#8211; Paola Tartaglione, TaxScouts<\/span><\/i><\/p><\/blockquote>\n<h3><span style=\"font-weight: 400;\">How to implement 360-degree feedback in your organisation?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Before launching the 360-degree feedback:<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\">Clarify the goals for the 360 feedback initiative (Why do you need this? How will 360-degree feedback help us? What outcomes do we expect from this?)<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Design the process and define performance (what that review process looks like, what\u2019s the structure? How often? What questions? Who to send the questions to? What are the core objectives I want to achieve? What are the key competencies, values and behaviours I want to evaluate?)<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Choose the platform to implement the 360-degree feedback process that supports your goals (i.e. goals\/KPIs objectives or OKRs tracking and progression, employee skills tracking which helps managers to see their areas of expertise, training needs etc)<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Involve senior management earlier in the process &#8211; clarity from the beginning<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Prepare the organisation -&gt; Communication &#8211; Announce your new 360 feedback initiative in a compelling way that fosters engagement<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Train your people &#8211; Participants, managers, and any other reviewers need to understand the purpose and exactly what they\u2019re expected to do.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Ask and get feedback from your people to ensure continuous improvement of the process<\/span><\/li>\n<\/ol>\n<p><iframe title=\"What is a Performance Improvement Plan? How to Create and Present a PIP\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/PxzzF4gAf8Q?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<blockquote><p>Here is a list of the questions we use for 360-degree feedback:<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What are this person\u2019s strengths and weaknesses?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What is something this person should do more or less of?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How effectively does this person manage their time and meet their deadlines?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How would you describe this person in three or four words?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What areas would you like to see this person improve in?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Additionally, 360-degree feedback can include closed-ended questions &#8211; i.e. choose from \u201cstrongly disagree\u201d, \u201cdisagree\u201d, \u201cneutral\u201d, \u201cagree\u201d, and \u201cstrongly agree\u201d &#8211; \u201cThis person is a great team player\u201d or \u201cthis person is good at solving problems and discovering creative solutions\u201d.) &#8211; <i>Paola Tartaglione, TaxScouts<\/i><\/span><\/p><\/blockquote>\n<h2><span style=\"font-weight: 400;\">One-to-One Meetings<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">How to conduct a one-to-one meeting<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">One-to-one meetings are essential to run high-performing teams. Some people have it weekly, others monthly.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is important for the manager to spend their time supporting the team whether it is to help remove blockers, help solve a difficult situation or motivate the team.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/blog\/one-to-one-meeting\/\"><span style=\"font-weight: 400;\">One-to-ones <\/span><\/a><span style=\"font-weight: 400;\">should be owned by the individual, not the manager, needs preparation (what do I want to talk about?) and should not be a status update.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/templates\/one-on-one-meeting-template\"><img decoding=\"async\" class=\"aligncenter wp-image-92220 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/07012845\/ENG_Blog_banner_1-to-1-Meeting-1_11zon.jpg\" alt=\"\" width=\"1000\" height=\"343\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/07012845\/ENG_Blog_banner_1-to-1-Meeting-1_11zon.jpg 1000w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/07012845\/ENG_Blog_banner_1-to-1-Meeting-1_11zon-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/07012845\/ENG_Blog_banner_1-to-1-Meeting-1_11zon-768x263.jpg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">In terms of format, it needs to work for the individual and the work they are doing. Can vary week by week. Some subjects don&#8217;t need to be discussed every week but others may need to be the focus of a whole meeting. Does not need to be formal, one of my previous managers used to take me for a walk in a nearby park or just for a coffee (What are your priorities? How can I help you? How are you feeling?)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Should always include the opportunity to give feedback in both directions and shouldn&#8217;t always be focused on the task at hand but discuss other things (i.e. reflecting on learnings and mistakes on a piece of work, checking the individual wellbeing, working on PDP, etc.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">What is the importance of a one-to-one meeting<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Having regular one-on-one conversations between managers and employees is essential to maintaining open and ongoing communication about job performance and happiness. At the same time, for managers, sometimes this can be an opportunity to have a tough conversation about the individual\u2019s need to improve in order to avoid surprises in the near future.<\/span><\/p>\n<h2>Watch the Live Fireside Chat with Paola<\/h2>\n<p><iframe title=\"How to Manage Employee Performance with Factorial\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/Q9D6QJyiYzo?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<h2><span style=\"font-weight: 400;\">HR Software for Managing Employee Performance<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.co.uk\/performance-management\"><span style=\"font-weight: 400;\">performance management software<\/span><\/a><span style=\"font-weight: 400;\"> can help your employees set goals in line with the objectives of your company. The handy performance dashboard provides a comprehensive view of all feedback, annual summaries, regular check-ins, and established goals.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You can also use the software to schedule employee appraisals and collect regular feedback. This will give you access to valuable real-time data when you need it the most. And with our powerful analytics, you can truly understand how each employee is performing and developing and the impact they are having on the success of your business.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/get-started\"><img decoding=\"async\" class=\"aligncenter wp-image-83722 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10125100\/Get-started-1.png\" alt=\"\" width=\"900\" height=\"308\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10125100\/Get-started-1.png 900w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10125100\/Get-started-1-300x103.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/06\/10125100\/Get-started-1-768x263.png 768w\" sizes=\"(max-width: 900px) 100vw, 900px\" \/><\/a><\/p>\n<h3>About Paola Tartaglione and TaxScouts<\/h3>\n<p><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">Paola Tartaglione is the People &amp; HR Lead at TaxScouts &#8211; one of Factorial&#8217;s UK clients. She&#8217;s been dealing with managing performance throughout her long career. She enthusiastically embraces every challenge and always strives to devise efficient solutions for every problem. Paola is empathetic, a real people person who will do everything in her power to help everyone around her.<\/span><\/span><\/p>\n<p><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><a class=\"text-viridian-120 font-medium\" href=\"https:\/\/taxscouts.com\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-viridian-120 inline underline hover:text-viridian-100\">TaxScouts<\/span><\/a><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">\u00a0is an online tax preparation service on a mission to make access to professional support with your taxes easy, affordable and 100% online. They offer three services: your personal tax return filed by an accredited accountant, one-off tax advice and a pay-as-you-go tax accountant.<\/span><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In our latest Fireside Chat, Paola Tartaglione, Head of HR and People at TaxScouts, and Anna-May Jones, Account Manager at Factorial, shared their inside knowledge on managing employee performance and the benefits a company can get by implementing various reviews and meetings. Here you can read a short summary of the main concepts and questions<a href=\"https:\/\/factorialhr.co.uk\/blog\/key-takeaways-fireside-chat-employee-performance\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":97,"featured_media":92203,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[340,105,337],"tags":[],"class_list":["post-92200","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-factorial-en-gb","category-hr-interviews-en-gb","category-talent"],"acf":{"topics":"talent-performance-review"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Employee Performance: Key Takeaways from Our Fireside Chat | Factorial<\/title>\n<meta name=\"description\" content=\"Learn what Paola from TaxScouts and 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