Does anyone who is a Workday user use their Performance Rating Calibration functionality during their review process? If so, would you be open to a discussion on how you're using it and the feedback from your HR Business Partners and Managers?

523 views2 Comments

Sort by:

Vice President Talent Management, Employee Relations & HRBP Global Operations in Software2 years ago

Hello, we use the calibration process (the quadrants). It's been 5 years already. We made a lot of adjustments towards it to strenghten the process especially if you select the second view which is the list view where you can customize the fields based on needs. It took time for line managers to adapt, but it is working fine now. We even use the system to showcase the folks during the talent roundtable.

VP HR - EMEA in Manufacturing2 years ago

Can you be a bit more specific; do you mean using the performance calibration dashboard during calibration review meetings?

Content you might like

What public disclosures do you rely on to identify the KPIs included in executive long-term incentives, and how do you validate that these metrics represent shareholder priorities rather than internal scorecards?

Do you manage executive headcount separately from overall headcount? If so, what mechanisms (e.g., approval governance, caps, ratios) guide how new executive roles or promotions are added?

Has anyone of you developed and rolled out to a large audience (c. 2000 ppl) a data capability building program focusing on data analysis, data-driven decision making, critical thinking and data analytics tooling? Would love to connect and discuss. Many thanks in advance!

Oxford Wellbeing Institute recently published a UK study on how 75% of individual corporate wellbeing interventions like mental health and gym apps don't work.
According to research, companies need to do more and what works is when changes are made at the organisational level. I also wrote a blog about the topic, if anyone is interested.
I am curious how do you currently measure the successes of your interventions to ensure they make an impact on the employee wellbeing.

Employee Satisfaction and Engagement 69%

Employees Absence rates19%

Employee retentions and turnover rates42%

Job performance 23%

Don't measure but plan to 4%

Don't measure and don't plan to4%

View Results

What's your preferred style of leadership?

Authoritative: "Follow Me"13%

Autocratic: "Do as I say!"39%

Coaching: "Consider this..."44%

Other (tell us in the comments!)3%