Hey there! 👋 Are you curious about the difference between success stories and performance reviews on iAlign? Let's explore the different ways you can use each feature effectively.
Uses for Success Stories
Success stories are super flexible and can be used anytime you want to share a report of a variety of targets (planned, active, closed) with whomever you want to talk about (yourself, your team) in a 1-on-1 meeting. These reports can be shared with your manager or even with other members of your organization, like a new director who you'll be collaborating with soon. Success stories are great for more frequent conversations, such as bi-weekly 1-on-1s, and can help guide meaningful discussions.
Uses for Performance Reviews
On the other hand, performance reviews are more formal and are designed to help facilitate specific workflows to ensure compliance with HR requirements. For example, performance reviews require signatures from both the manager and the worker to confirm that they met to discuss performance. Performance reviews are commonly used for end-of-year performance conversations, which often include merit increases or bonuses.
Technical Differences between the Two
One of the key differences between success stories and performance reviews is that performance reviews can be initiated by either the manager or the worker. During the creation process, you'll have fields to specify whose performance is being reviewed and who the performance reviewer will be. In constrast, success stories are always branded with the success story’s creator’s information at the top and includes their KPI/target information or their teams’ depending on if it is an individual or a team success story.
Additionally, performance reviews provide the opportunity for the second person to add additional targets after the document has been published. And finally, performance reviews are more formal and aren't considered complete until both parties have added post-meeting takeaways, entered a meeting date, and signed to acknowledge the meeting took place.
How to have an Effective Conversation Either Way
Here are 3 tips to help you have an effective performance conversation during your 1-on-1 with your manager:
- Come prepared with specific examples: Before your meeting, take some time to think about your recent successes and challenges at work. Try to come up with specific examples of times when you went above and beyond, or when you struggled with a task. Having specific examples will make it easier for you to discuss your performance with your manager and show them how you've been growing in your role.
- Ask for feedback: Don't be afraid to ask your manager for feedback on your performance. This will show them that you're invested in your work and want to improve. Ask for specific areas where you could improve, and listen actively to their feedback. Take notes and ask follow-up questions if necessary.
- Set targets and create an action plan: After discussing your performance and receiving feedback from your manager, work together to set targets and create an action plan for how you can improve. This will help you stay focused and motivated in your work, and will give you a clear direction for how to move forward.
So, there you have it! Both success stories and performance reviews have their unique advantages, and you can use each one to its fullest potential. We hope this has helped clarify the differences and given you a better understanding of when to use each feature. Good luck!
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