Performance evaluations: lots of pointless paperwork or a tool for professional advancement? Some companies do employee evaluations on a regular basis, while others do not. Consider how well you arrange the process if it sounds like a terrifying gobbler devouring your time and energy. We’ll show you how to plan and set a jira performance review in this article.
At SaaSJet, we think that our people are our most valuable asset and top priority. The company is flourishing and the profit is increasing as a result of the development of professional skills. We concentrate our efforts on developing technologies that aid in the management of teams and the expansion of businesses. Let’s have a look at what Jira options you may use to conduct a performance review.
Performance review stages
The main goal of each performance review is to induce employees to grow, but not threaten them. If the process is stressful for you, try to optimize it. Make step-by-step instructions on how you can gain the desired results.
The appraisal isn’t the only aspect of a performance review. The development plan and goal-setting are the first steps in the process. Let’s break it down into stages:
Planning: How Jira helps in Jira performance review
Make a plan for your career development. Determine SMART goals and KPIs (Key Performance Indicators) to track progress.
Jira provides a variety of tools for goal-setting. You can split down the most important tasks into smaller subtasks by creating epics. Jira roadmap is an excellent tool for tracking your progress. You can also attach documents or files, add links, labels, and link them together.
It’s time to move on to the board, which reflects the team’s workflow process, once your plans are complete.
For example, it can be To Do > On Hold > In progress > Done. You can edit or reorganize the columns, as well as add any statuses you require.
It’s preferable to have a sense of how things are going when an employee is working toward a set of objectives. The overall result of your performance evaluation is determined by the small steps you take on a regular basis. As a result, be prepared to assess if there are any potential problems in the procedure. As a result, you’ll be able to tell if assistance is required and how to keep everything running well.
How to track the progress of employees?
You can monitor how long a task spends in each status to see if there are any delays in the working process. Time tracking is used by certain teams, however, it is not always helpful. Forcing staff to keep track of their time might be difficult. The SaaSJet team has developed Time in Status for Jira Cloud as a solution to this challenge. It calculates the amount of time that has been spent on each task automatically.
You can generate a report based on the time a certain person has spent on a task. Use the Time in Status report to see which stage during the task completion has taken the longest. This enables you to make conclusions and take additional steps to improve employee productivity.
For better visualization, turn on graph view:
It’s useful for both individual and group performance evaluations. Also, by creating User groups, it is possible to calculate the time spent. Instead of adding the entire team, you can add a few team members.
Historical changelog journal in Jira
When you have a lot of projects and a large team, your Jira board can get a little cluttered. It is impossible to keep track of everything in real-time. As a result, the following tool will assist you in organizing the history changelog report in the way you need it.
Issue History for Jira is your changelog book, allowing you to examine every change that has been made during a given period. It could be twice a year, monthly, weekly, or whenever you need it, depending on the frequency of your jira performance review. Your report can be filtered by assignee, project, reporter, label, etc. To get the desired view, you can add or rearrange the columns.
Issue History add-on will be useful if you’d like to monitor:
- What changes have been made to the issue? → Is the task or goal in progress or completed?
- Who is in charge of updates? → Look for a certain user or keep track of your team’s progress.
- When have the changes happened? → Are we on track to fulfill the agreed-upon deadline?
Those 2 add-ons described above will help you improve your team’s progress. Let’s get to the last process step, which is the most estimated.
Evaluation: Forms for a performance review in Jira
You can include a variety of processes in the performance review. Such as:
- goal setting and progress tracking;
- self-, peer-, upward-, 360 reviews;
- rewarding and professional development.
The worse thing is that such activities are time-consuming and monotonous. What if you can automate each process? What if you could automate every step? Stress, errors, and expenditures are reduced. That is the primary reason for a Business Process Manager (BPM) development.
Each of the Business Process Manager’s recurring activities is meant to be simple and team-friendly. Any process can be included into Jira issues and assigned to its assignees. You may find ready-to-use performance review Jira templates, and set up them to your company’s requirements or create your own.
BPM gives you such abilities:
- Set a certain date for the performance evaluation to begin — for example, every three months.
- Start by activating the third-party app trigger.
- Monitor processes in real-time.
- Manage access permissions to share processes with the people have you chosen.
Performance evaluation is a time-consuming and labor-intensive process. Three steps must be considered: planning, monitoring, and assessment. You’ll get more pleased team, more enthusiastic efforts, and more meaningful results if you structure the process correctly. Use the tools mentioned in this article to make the performance evaluation process in Jira easier at every level.
“A Performance Appraisal that is conducted effectively leads to greater employee morale, higher productivity, creating a positive culture and improved overall performance and effectiveness of an organization.” – Kumar Parakala