Pros, Cons And Features – Forbes Advisor – Technologist

Engagedly performance management software includes goal setting, performance reviews, check-ins and more.

Goal Management

With Engagedly’s Goals 2.0, employees can create a variety of goal types, including objectives and key results (OKRs); cascading goals; Specific, Measurable, Achievable, Relevant, and Time-Bound (SMART) goals and others. Goals can also be broken down into milestones that can be assigned to different team members. Users may also import goals from elsewhere and clone goals that need to be carried over from a prior performance period into another. That way, you don’t have to reenter the same goals twice.

Engagedly’s goal management features are not only flexible but also collaborative. Employees can create goal drafts and receive input from their managers before submitting them. Users can also communicate in real time about goals by posting comments and tagging other team members.

The most impressive part of Engagedly’s goal management is that employees can use AI to help them draft and sharpen goals and identify skills needed to achieve those goals. This saves employees time and guides them to produce clear, actionable goals.

Performance Reviews

Customization of Review Types and Frequencies

Engagedly doesn’t take a one-size-fits-all approach to its performance reviews. Instead, it enables customized review templates to fit a variety of roles and departments. Goals are also integrated into performance reviews as a basis for discussion about an employee’s performance.

You can conduct 30-60-90 reviews to ensure that new employees are supported in their role and meet their job expectations. Review cycles can also be set up according to individual employees’ work anniversaries.

Individual development plans

Engagedly’s performance reviews don’t just take account of an employee’s past performance but also projects into their professional future. Employees and their managers can work together on a developmental plan to pave the next steps in their career path and build the associated competencies to get there.

Talent Cards

To come up with an individual development plan (IDP), managers can make use of talent cards which is a talent profile embedded within an employee’s broader profile. Talent cards display an employee’s job description, competencies, known gaps, earned certifications and more.

Check-Ins

Employees can receive feedback on their goals, performance and assignments in real time. Real-time feedback is available to employees via the mobile app as well. The part we like most is that Engagedly uses AI to help managers give constructive feedback. A manager must simply enter prompts and Engagedly generates multiple paragraphs of feedback that they can edit to their liking.

Engagedly’s check-in features are currently set up for more informal check-ins where employees fill out a customizable form that they receive via Slack, email or directly within Engagedly. Engagedly keeps historical data on employee responses to these forms and that’s the extent of check-ins currently.

However, we learned in a demo with Engagedly that the company will be releasing a new version of check-ins sometime in 2024. The new version will include more fleshed-out agendas and calendar linking for video-enabled, more formalized check-ins.

Talent Analytics

Engagedly includes talent analytics that helps human resources leadership, managers and employees identify and act on growth opportunities for top performers. In this sense, Engagedly’s talent analytics provides a macro-level view of employees’ performance, skills and strength, while the features described above, such as performance reviews and talent cards, are the micro-level building blocks that feed into talent analytics.

HR leaders use Engagedly’s talent analytics suite to make data-driven decisions about how to further develop the workforce’s existing talent, as it helps them identify future leaders. Talent analytics also provides them with a better understanding of how engaged the workforce currently is and what motivates employees to perform at their best.

Managers use talent analytics to identify missing skills in their teams that could then inform recruiting strategy or learning and development for current employees. They can also use analytics in Engagedly to develop personalized development plans for and with their employees. This ensures that employees are in roles that match their strengths and professional goals.

Finally, employees can also take advantage of analytics in Engagedly to identify their next career move within the company. Engagedly’s talent analytics helps them find opportunities that align with their goals and interests and develop an action plan with their manager.

Reporting and Analytics

Engagedly’s CXO insights feature is geared toward HR leaders who need performance data to make informed decisions about workforce planning, such as which roles might need to be opened in the future and who can fill them.

CXO insights provide a holistic view of employee productivity, performance, progress toward goals and more. HR leaders use these insights to make strategic decisions about training and development opportunities to adequately prepare the workforce and top performers for future needs in the organization.

Although CXO insights is focused on HR leaders, managers also use these data insights to weigh in on decisions about promotions and bonuses.