What is People Review?

Advanced human resources management is essential to enable any company to foster its development by anticipating the acquisition of key skills and proposing relevant career paths. Among the many practices designed to assess and develop employees' potential, the "People Review" occupies a prime position. This systemic approach enables us to identify the company's high potentials, based on concrete data such as skill levels, the achievement of objectives, team attitudes and the fit with the company's project and values. This identification is essential to enable the implementation of specific career paths contributing to the development of the organization as a whole.

What is People Review?

This evaluation method is most often used to determine career paths for employees based on very concrete actions: promotions, salary increases, training to be implemented, geographical or vertical mobility... 

The People Review focuses on examining the potential of employees along a number of dimensions that reflect their contribution to the company. It takes into account the achievements and challenges they have faced, their level of competence, their potential, their attitude and behavior, as well as their impact on the company. To carry out a staff review, we can therefore draw on the following data: 

• Skills analysis: This evaluates the specific skills required for a given position. If possible, by comparing the absolute level of the skill VS the level expected to master the position. 

• Performance analysis: In concrete terms, this refers to the overall weighted achievement of objectives set for employees. 

• Potential analysis: This is usually a subjective assessment proposed by the employee's direct manager, based on observations that are usually qualitative, such as the progression curve or the fit with the company's project.

• Behavioral analysis: It evaluates employee behaviors such as collaboration, initiative, communication, etc. 

The choice of matrix depends on the objectives of the assessment, the management culture and the specific needs of the company. It is often preferable to use a combination of different matrices to obtain a more comprehensive assessment of employee performance and potential.

Why set up a people review?

The main aim of the staff review is to set up an action plan for employees based on concrete actions: pay rise, geographical mobility or job change, implementation of a training program, increase in responsibility within the company, etc. It enables the company and especially the management team to better analyze employees, identify their strengths and weaknesses, and determine how they can contribute more effectively to the company's development. Conversely, it also enables the right questions to be asked about employees who are not achieving their objectives and who are not showing enough potential in their work. 

The staff review can also be used to help companies identify employees who need reinforced support, such as additional training, mentoring...By identifying these needs, the company can work with employees to solve problems and help them reach their full potential.

Finally, staff reviews can be a valuable tool for companies looking to foster long-term growth and development. By identifying high-potential employees, companies can set up special development programs to help them acquire the skills and experience they need to progress in their careers. Not only can this help employees progress within the company, it can also help the company retain its best talent.

‍How to set upa People Review?

Staff reviews are generally carried out on an annual or half-yearly basis, depending on the size of the company. It is often conducted by HR teams in conjunction with management teams, but may also involve other team or department members. It usually takes place in several stages, which may include gathering information on employee performance, discussing with employees, rating or appraising, and formulating objectives and development plans.

Here are 7 key steps in setting up an effective people review:  

1- Define the objectives of the People Review: Before setting up a people review, it's important to define the objectives and expected results. What performance criteria do you want to measure? What are the stakes for the company and its employees? What types of action could be taken?

2- Choosing performance indicators : To measure employee performance, it's important to define relevant indicators according to the purpose of the review. For example, to assess individual performance, indicators such as quality of work, productivity, punctuality, etc. can be used.

3- Set up a data collection process: To assess employee performance, it's important to collect data from different sources, such as managers, colleagues, customers, performance monitoring tools, etc.

4- Plan the People Review: The People Review must be planned in advance to enable all stakeholders to prepare for it. It is important to define the dates, participants and objectives of the review.

5- Carry out the People Review: During the people review, it's important to discuss the results with the employees concerned, and to identify strengths and areas for improvement. Managers can also discuss opportunities for development and career progression.

6- Set up an action plan Following the staff review, it's important to set up an action plan to help employees improve their performance and professional development.

7- Monitor results : It is important to regularly monitor the results of the staff review to assess the effectiveness of the process and make any necessary adjustments.

Our tips for successful people reviews

Demonstrate empathy

Although staff reviews are a common practice in human resources, they can also be a source of controversy. Employees may feel uncomfortable or anxious when evaluated by their line managers, and some may feel judged or criticized. Companies therefore need to be aware of these concerns and work to ensure that employees feel safe and comfortable during staff reviews.

What's more, staff reviews can be subjective, as they often depend on the opinion and perception of the assessor. Companies must therefore be as objective as possible.

Getting support 

When it comes to implementing people reviews, HR can face a number of difficulties: gathering the necessary information, scheduling interviews, setting up an action plan, ensuring follow-up, etc.

To make things easier, you can use a specialized tool designed to facilitate the implementation and management of HR processes, such as Empowill.

By using Empowill you will benefit from the following aspects: 

• Centralization of all employee data in a single, easily accessible database. This prevents communication errors and ensures data consistency.
• Automation of tasks such as data collection, report generation, interview scheduling, creation of development plans, and so on. This saves time and reduces the risk of errors.
• Process customization based on the specific needs of each company. This makes it possible to adapt the process to the company's culture, objectives and the needs of each employee.
• Easier collaboration between the various players involved in the People Review, such as managers, HR, employees, etc. This ensures smooth communication and efficient decision-making.
• An analysis of data relating to employee performance, skills, training needs, and so on. This helps identify trends and opportunities for improvement for both the company and its employees.

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In short, using specialized software like Empowill improves the efficiency and consistency of your staff review processes, while allowing you to tailor the process to your specific needs.