My votes: Performance Management

When people ask for feedback against an objective, some people do not respond. It would be good to either give an option to nudge the person or for the system to automatically send out 2 or 3 reminders until feedback is received.

Currently goals are only looked at on a scale of progress which is fine for sales targets (basically a "pass" or "fail") but this only suits a small proportion of the business. There is no option for either the employee or the manager to provide a...

Currently, performance review forms are fully visible to both employees and managers in real-time. As a result, employees can view their manager’s comments prior to the appraisal meeting, which increases the risk of misunderstandings or misinterpr...

Currently, once Performance Reviews have been assigned, it seems that new employees cannot be added to the same review cycle. Instead, a new Performance Review must be created for each new hire. It would be beneficial to have the option to add new...

The new Employee Performance has some great features like Check-Ins and the ability to set company objectives and align personal goals to those objectives. However, functionally, the Review feature needs some work: Major Issues: When the employee ...

Check-Ins are currently separate from performance reviews and offer only a basic text box. This means managers have no structured form to work from, and we end up creating a performance review form instead, then manually updating the Check-In note...

At present, the only way to gather colleague feedback is by creating an "objective" and inviting others to contribute. This is a workaround rather than a true 360° feedback tool, which is widely used at appraisal time across many organisations. A ...

It would be useful if managers were notified when their team add, amended or completed objectives. It would also be helpful if team members were notified when their manager makes changes to their objectives

New system does have some nice features however, there seems to be quite a few basic ones missing. In the old Performance feature on PHR, the employee fills out the review then the manager also fills out - they compare notes in the actual review m...

Many HR systems have the facility to measure ENPS, PHR does not.