Effy.ai: Unleash the Power of Review Launch

Effy.ai: Unleash the Power of Review Launch

Table of Contents

  1. Introduction
  2. Step 1: Choosing the Flow
  3. Step 2: Selecting Reviewers
  4. Step 3: Choosing Review Templates
  5. Step 4: Selecting Employees for Review
  6. Step 5: Review Notifications
  7. Step 6: Access to Review Results
  8. Step 7: Review Administration
  9. Step 8: Verification and Launch
  10. Conclusion

Launching Your Performance Review in Epi: A Step-by-Step Guide

Performance reviews are an essential part of evaluating and improving employee performance. In Epi, launching a performance review cycle is a simple and straightforward process. By following a few easy steps, You can set up and launch your review in no time. In this article, we will walk you through the process of launching your performance review in Epi, from choosing the flow to verifying the settings and finally launching the review.

Introduction

Performance reviews play a crucial role in providing feedback and fostering growth within an organization. Epi, a comprehensive performance management tool, simplifies the process of launching and conducting performance reviews. With Epi, you can ensure a seamless and efficient review process, enabling you to Gather valuable insights for employee development and success.

Step 1: Choosing the Flow

The first step in launching your performance review in Epi is choosing the flow. The flow determines who will choose the reviewers for the review cycle. There are two options available:

  1. Administrator selection: In this flow, the administrator selects all the reviewers during the setup process.
  2. Manager selection: In this flow, the manager or another designated person chooses the reviewers after the setup process is complete.

Pros:

  • Gives the administrator complete control over selecting reviewers.
  • Ensures the reviewers are chosen Based on their expertise and knowledge.

Cons:

  • Can be time-consuming for the administrator to individually select reviewers for each review.

For our example, we will choose the first option where the administrator selects all the reviewers during the setup process.

Step 2: Selecting Reviewers

In this step, you will choose who will provide feedback during the performance review. By default, Epi offers two options:

  1. Reviewers: This includes individuals who will review the employee's performance.
  2. Managers: This includes the employee's direct manager(s) who will provide feedback.

Additionally, you can also choose to include peers and direct reports as reviewers. Consider the dynamics of your organization and the nature of the reviews to make the best selection.

Pros:

  • Incorporating feedback from peers and direct reports provides a well-rounded view of an employee's performance.
  • Promotes transparency and collaboration among team members.

Cons:

  • Including multiple reviewers can result in a more complex review process.
  • May require more time and effort to Collect and consolidate feedback from multiple sources.

For our review cycle, we will choose all four options: review, manager, peers, and direct reports.

Step 3: Choosing Review Templates

In this step, you will choose the review templates for each review Type you selected in the previous step. A review template serves as a structured framework for evaluating different aspects of an employee's performance. Epi provides a range of pre-designed templates to choose from.

Pros:

  • Offers consistency in evaluating employee performance.
  • Provides a standardized framework for reviewers to follow.

Cons:

  • Pre-designed templates may not fully Align with the specific requirements or nuances of your organization.
  • Modifying templates can be time-consuming if significant customization is required.

For our review cycle, we will select suitable review templates for all the review types.

Step 4: Selecting Employees for Review

In this step, you will choose the employees who will receive feedback as part of the review. Epi allows you to select one or more employees for review. Managers and direct reports are automatically added based on the information in the employee cards. You also have the option to change the manager if needed.

Pros:

  • Enables targeted feedback and development opportunities for employees.
  • Allows managers to focus on specific individuals and their unique needs.

Cons:

  • Selecting multiple employees for review may increase the workload for reviewers and managers.
  • Risk of overlooking deserving employees if the selection process is not thorough.

For our review cycle, we will choose a couple of employees for feedback.

Step 5: Review Notifications

In this step, you can review and edit the notification text for each review type you selected. It is important to ensure clear and informative notifications are sent to reviewers and employees participating in the review process.

Pros:

  • Provides Clarity and instructions to participants about their role in the review process.
  • Can be customized to reflect your organization's language and culture.

Cons:

  • Editing notifications for each review type can be time-consuming.
  • Care must be taken to avoid confusion or miscommunication in the notifications.

For our review cycle, we will leave the default notification text as it is.

Step 6: Access to Review Results

In this step, you will choose the level of access to review results. There are two options:

  1. Full access: This allows the review administrator, manager, and direct manager to access all review data, including the names of the reviewers.
  2. Limited access: With limited access, reviewers will not see the names of other reviewers, but the review administrator and manager will still have full access.

Pros:

  • Full access allows comprehensive analysis and insights into employee performance.
  • Limited access ensures anonymity and encourages honest feedback from reviewers.

Cons:

  • Full access may Raise concerns about privacy and confidentiality among reviewers.
  • Limited access may limit the ability to provide personalized feedback based on specific reviewer insights.

For our review cycle, we will select the full access option.

Step 7: Review Administration

In this step, you can add administrators who will have the authority to administer the review. Administrators can be added during the setup process or later in the review card.

Pro:

  • Allows the delegation of review administration responsibilities to specific individuals.
  • Streamlines the management of the review process.

Con:

  • Adding administrators after launch may delay review setup if immediate assistance is required.

For our example, we will skip adding administrators during the setup process.

Step 8: Verification and Launch

In the final step, you will verify all the settings before launching the review cycle. This includes checking the review flow, review types, reviewers, notification Texts, access levels, and administrators. You can also customize the review title if desired.

Pros:

  • Provides an opportunity to review and double-check all the settings before the review goes live.
  • Ensures all the necessary components are in place for a successful review cycle.

Cons:

  • Missed or incorrect settings during the verification process may lead to undesired outcomes or delays in the review process.

Once you have verified the settings, you can either save the review cycle and launch it later or proceed to start the review immediately.

Conclusion

Launching a performance review in Epi is a streamlined and efficient process. By following the step-by-step guide, you can set up and launch your review with ease. Epi's comprehensive features and customizable options ensure a tailored review experience that aligns with your organization's goals and values. Take AdVantage of Epi's powerful tools to gain valuable insights and drive continuous growth and development within your team.

Highlights

  • Launching a performance review in Epi is a simple and straightforward process.
  • Choose the flow that best suits your organization's needs.
  • Select reviewers based on their expertise and knowledge.
  • Customize review templates to align with your organization's requirements.
  • Choose employees for review based on their roles and performance.
  • Review and edit notification texts for clear communication.
  • Decide the level of access to review results for different stakeholders.
  • Add administrators to streamline the review administration process.
  • Verify all settings before launching the review cycle.
  • Epi offers a comprehensive performance management solution for successful performance reviews.

FAQ

Q: Can I modify the pre-designed review templates in Epi? A: Yes, you can modify the pre-designed review templates in Epi to align them with your specific requirements and preferences.

Q: How can I change the manager assigned to a review? A: You can change the manager assigned to a review in the step where you choose the reviewers. Simply select the desired manager from the available options.

Q: Can I add administrators after launching the review? A: Yes, you can add administrators to the review card even after launching the review. This allows you to delegate review administration responsibilities as needed.

Q: What happens after I launch the review in Epi? A: After launching the review, review cards will be created within a few minutes, and questionnaires will be sent to the reviewers. You can track the progress and view the results in the review card.

Q: Where can I get additional support or assistance with Epi? A: If you have any questions or need assistance, you can contact us at hello@epi.com. Our support team will be happy to help you.

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