Sample performance review comments: Ability to learn new skills
Competency, rating and performance resources for managers
Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time.
A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve.
Your building blocks for the most effective performance review yet
Cornerstone’s performance management solution makes it easy to manage and communicate employee aptitudes by providing managers with a library of competencies – complete with detailed descriptions of the various levels of proficiency and specific sample comments that help describe and guide performance. Both give you sample employee review comments that you can use as "building blocks" for the written feedback you provide to your employees in their performance appraisal. You can then easily modify or adjust the sample comments to be even more specific to the employee, role or skill itself.
Nurture a culture of performance by aligning key competencies to organizational goals. Then engage your people in the performance review process so they can develop the skills that will help them – and the business – get from where they are to where they need to be.
Download your sample performance review comments to get started!
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How HR can win in the Skills Economy: Ageas case study
In this 30-minute session, Cindy Canoot, HR Manager and PMO for HR Technology, Processes and Analytics at Ageas will share with you some best practices and ideas to thrive in the skills economy.
The Impact of The Skills Economy on Organisations Today
Spotlight on Electrolux and Ageas: Preparing for and maintaining impactful learning programs
Driving business outcomes from an investment in learning content requires an engagement strategy that makes learning materials available and accessible to employees. Organisations need to launch and maintain learning programmes effectively to ensure they have maximum impact on both employees and the business as a whole. Both Ageas and Electrolux have successfully launched digital learning programmes, each taking steps to maintain and sustain engagement. How did Electrolux prepare to launch its learning campaign? Electrolux manages organizational learning and knowledge management with formal learning networks, Internet-based knowledge, as well as a company-own education facility. Learner engagement is one of the most important aspects for Electrolux to continuously develop talents. Therefore, Electrolux offers a plan for a learner engagement campaign that includes four main steps. 1. Knowing your audience Electrolux conducted interviews with employees to ensure the company’s learning and development strategy would meet their needs. In doing so, the company was able to connect learning content with the right audience. 2. Connecting it to your brand Electrolux believes using familiar, consistent branding helps make learning more memorable to create a long-term impact on its employees' behaviours. 3. Make it relevant and engaging Based on external and internal insights, Electrolux discovered that more frequent quarterly learner programmes cultivated higher levels of employee engagement than one large campaign launch. Employees were also awarded badges for each completed course, with leader boards to gamify the learning experience and motivate employees to participate. 4. Track performance for key insights Electrolux tracked and used metrics from the programme to gain deeper insights about its course completion rates. Using a previous campaign as a benchmark, Electrolux found that the success of their new learning strategy exceeded expectations. How did Ageas build an impactful learning content strategy? Ageas launched its digital learning platform two years ago but has always been conscious not to overwhelm employees with its vast library of learning material available. Ageas adopted a three-pillar strategy to reduce unnecessary noise and guide its people to the right learning content to spur their growth and development. 1. Generate one voice Key messages were planned each month from business, wellbeing and learning perspectives. These key messages were conveyed through links and content shared on Ageas’s digital platform to ensure messaging was aligned and consistent. 2. Make it relevant Ageas created its own competency framework to guide learners and help connect them with the most relevant learning materials. One such framework is “Technical Heroes”, which consists of nine core competencies that employees see right away on the landing page, each with links to relevant materials. By specifying the key areas of development and making learning material easy to access and navigate, learners are able to focus on what is most relevant to them. 3. Weave learning content into the digital onboarding journey Ageas has integrated its remote onboarding processes into the digital learning platform. Leveraging a combination of suggested learning materials (specific to the job or function of the employee) and live induction sessions has enabled a smoother, more consistent onboarding process. The impact of a successful learning strategy Investing in the best learning materials is only half of the equation. If learners are not interacting and engaging with the materials, the investment is not accomplishing its purpose. Learning must be at the core of every business decision, and leaders must inspire employees to take charge of their own development journeys. With a collective growth mindset throughout the business, the opportunities for innovation are vast.