A Critical Feedback Report (CFR) is a comprehensive diagnostic report generated by a system or application when it encounters a critical issue or event that requires immediate attention. These reports capture detailed information, including error logs, system metrics, and diagnostic data, to assist in identifying and resolving the root causes of performance problems, errors, or unexpected behavior.
360-degree feedback, also known as multi-rater feedback or multi-source feedback, is a comprehensive performance evaluation process that involves collecting feedback from multiple sources about an individual’s performance, competencies, and behaviors in the workplace.
A good NPS score is generally considered to be anything above 0, meaning you have more Promoters than Detractors. Scores above 70 are excellent, while anything below 0 is cause for concern.
Employee recognition refers to the acknowledgment and appreciation of an employee’s contributions, achievements, and efforts within an organization.
OKRs (Objectives and Key Results) are a goal-setting framework used by individuals, teams, and organizations to set ambitious goals and measure progress. OKRs help align efforts across an organization by connecting objectives to measurable key results.
Key Result Areas (KRAs) are performance metrics that outline the most critical activities and outcomes necessary for an organization, department, team, or individual to achieve their strategic goals and objectives.
Key performance indicators (KPIs) provide a measurable way for companies to benchmark success and identify areas for improvement. By setting well-defined KPIs and monitoring them on an ongoing basis, businesses can align operations with overarching goals and strategies.
A Performance Management System (PMS) is a tool organizations use to oversee and monitor the performance of individual employees. It provides a framework for managing performance at each stage of the employment lifecycle.
