Create an accurate and unbiased performance review process that makes employees strive to perform at their highest level.
In A Nutshell
Price (starting from)
Is Your Current Review and Feedback Process Stressful and Ineffective?
Whilst relying on traditional performance may feel like the safe option, it’s probably doing more harm than good.
Managers reviewing work performance annually or bi-annually will create a lot of room for bias as it’s more likely that the review will focus on recent events rather than the overall performance. Not to mention that favouritism can come into play, creating unhealthy competition between employees and fuelling a toxic work environment.
We’ll Help You Create an Unbiased Feedback Process That Promotes Growth
Having an external coordinator facilitating discussions around unbiased performance reviews, development needs and feedback will help remedy this situation.
In our calibration reviews, peer managers review various aspects of each other’s teams, ensuring that the performance ratings and development needs of the individuals are objectively agreed upon. This allows individuals to progress by giving them aligned feedback on their strengths, potential and development areas.
What to expect
MadeYou will support you through the whole calibration process and prepare the information before the calibration meetings. During these meetings, peer managers gather to discuss their direct reports as one group to agree on the final review rankings for all the individuals. We achieve this through discussions led by the MadeYou facilitators, who utilise the pre-gathered information as additional feedback on where the individual should be ranked.
The pre-gathered information includes:
- The individual’s self-assessment rating.
- The direct manager’s review ranking of the individual.
- The manager’s peer group rating of the individual.
- A comparison of the 360 Feedback review information, if available.
Push Your Business Forward
Let’s start with a FREE consultation to understand your needs.
Discover an objective system to review employees’ performance.
Eliminate subjectivity and ensure fair appraisals across the board.
Subjective Feedback Can Lead to Emotional Barriers
While companies may strive to foster a healthy workplace culture, there will always be employees and managers who don’t see eye to eye. And holding on to a traditional appraisal process may be hurting your business more than you think.
By attempting to use traditional annual performance reviews, you may end up with both stagnating employees and managers. Managers and employees will butt heads since the manager will see little improvement in their employee, and the employee will feel like the manager has it out for them.
All you end up with is wasted time, unmotivated employees, and frustrated managers – and the company suffers as a result.
Constructive Feedback Leads To Constant Improvement
As humans, we are more likely to respond to an objective truth rather than to the specific opinion of an individual. When employees are given feedback that gives them honest direction for their own benefit rather than feeling targeted specifically by their superior, they are much more likely to act upon it.
Thankfully this process is easy to implement and will help to calibrate your review processes to ensure unbiased data in a thriving work environment.
we don't like to brag, but
we're changing the game
”Luke Todd was excellent at supporting multiple calibration sessions for several teams within our company, including individuals with varying experience and skill levels. He worked diligently to ensure that each session was well-organized and ran smoothly, creating a structured agenda that allowed for productive discussions and meaningful feedback. During the sessions, Luke actively listened to each team member and encouraged open communication and collaboration. After the calibration sessions, Luke compiled a comprehensive report that included detailed insights and recommendations for improvement. His report was well-written and provided actionable steps for the team to take moving forward. The team had great things to say about Luke’s support, praising his ability to use mediation and challenge them appropriately. As a result, everyone felt confident and pleased with the process at the end of the day. Luke’s exceptional management and reporting skills enabled the team to identify areas for growth and improve their performance.GO plcChief People Officer, 2023
Which payment methods do you accept?
We accept bank transfers, PayPal, Stripe and Revolut.
Can I apply for funding?
Unfortunately, the Performance Review Calibration Program is not covered by funding schemes.
Where are the sessions held?
While a remote option is available, we recommend scheduling calibration meetings on-site at your offices. Alternatively, we can also arrange for an off-site location at a small fee.
Are there breaks during the calibration meetings?
We have two breaks during a four-hour session, and three breaks and a lunch break during a full-day session.
What happens if there’s a disagreement?
Occasionally, this happens and the facilitator will guide you all to an agreement when it does.
Is there any pre-work involved?
Yes. The facilitator will contact you at various points leading up to the calibration session. Generally, we ask HR about the self-assessments and participants for information and thoughts about the individuals.
How involved are HR?
It is important for HR to be involved in the first conversations with MadeYou to determine the process and criteria for the meetings. It is also essential for HR to be present at the calibration discussions.
What are the outcomes of the calibration meetings?
From MadeYou’s side, our goal is for everyone involved to agree on a performance ranking for each individual. From there, the business can decide if any financial compensation should be assigned. We also strongly encourage managers to meet with their individuals to discuss the final ratings, all the feedback provided and determine what personal development each employee needs to help them grow before the next meeting.