Improvements To Secondary Reviewer

The fluid nature of modern work environments means we sometimes find ourselves outside of traditional team structures, working in flat hierarchies or lending our skill sets to ad-hoc projects.

We have a host of features supporting feedback reviews from anyone to anyone, but the performance review is still generally between one employee and their direct manager. The secondary reviewer concept allows admins to add a second person to contribute to a manager review, thereby making it a more complete review. 

We’ve been wanting to improve our current secondary review feature for a while – in particular, to incorporate feedback from some of our customers. While a full overhaul is still planned, here’s what we’ve tweaked to enhance your experience:

  • We increased visibility for the administrator. Admins now have a clear overview of who within the organization is participating as secondary reviewers.
  • We increased visibility for the secondary reviewer. In the past, the secondary reviewer had to implicitly know that a review was happening, i.e., we didn’t notify them of their status. Now, the secondary reviewer receives both an action item and an email – at the start of a cycle as well as during (in the form of a nudge).
  • Notification for the manager. A hint at the top of the review screen will inform managers that a secondary reviewer is also participating.

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5 Ways To Take Your 1:1 Meetings To Next Level

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Over the course of 2016, we traversed the USA and Europe to moderate our “Helping Managers” panel discussions in five different cities. One commonality we noticed among our panelists was how strongly they advocated for regular check-ins, or 1:1s, with their employees. These open, honest conversations have proven to be beneficial for both parties, but for managers they’re particularly advantageous because they help identify problems early within a team.

There’s a clear difference, however, between simply scheduling regular 1:1s and building a culture of successful 1:1s within your team or organization. So how can you revamp individual meetings within your own company? Below are the five key approaches that top HR leaders recommend.

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5 HR Habits To Ditch This Year

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To close out 2016, we asked HR expert Jason Lauritsen to contribute five posts spotlighting bad habits HR professionals should ditch. Let’s make it a 2017 resolution for HR departments.

Jason pulled no punches and spoke truth to an industry in a state of flux. In order for HR to establish its role within an organization, Jason suggests looking at other departments for innovation and rethinking how to approach classic HR situations.

If you have the time, we highly recommend reading through each guest post because those learnings will prove invaluable going into the new year.

For those in a time crunch, we summarized his work to highlight some particularly important points. Continue reading