We are a new customer, with 4,500 employees, and want to use Performance and Goals to manage the annual performance review process.
For our corporate and leadership roles we will use an annual calendar process, aligned to the financial year. This means everyone in scope will have their performance review in the same 3-month window.
This approach poses a logistical challenge in some operational areas, where teams may be up to 40 people - with this volume, it will be challenging for a line manager to complete all reviews within this time slot.
Operational areas currently use paper-based review forms, once per year, on the anniversary of appointment (so reviews are staggered throughout the year).
Does anyone else have experience managing this process for large teams? If so:
Do you have an alternative to a single calendar process?
Has anyone else used an "anniversary process" - where reviews take place on the anniversary of joining the organisation? Is this possible in Success Factors?
For anyone using a single calendar process for large teams - how do your managers cope with this workload?
For anyone experienced in managing the review process in Sucess Factors, what approach would you recommend we take?
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