The following articles may also be of interest to you:

1. An employee prepares himself, by writing a self-assessment.

2. A staff member, depending on the settings and design of the review, may ask colleagues/peers for input on the review.

For you as coach:

3. You as the coach will complete the questions from the review form that are intended for you. In an active cycle you are automatically asked to provide input. You don't have to do anything else for this.

4. If 360° feedback is used, the employee will ask a number of colleagues to provide him/her with input. You have insight into this and you can make changes if necessary.

5. If you chose to digitally sign the conversation when creating the review, you will find a separate "Signatures" section for this in the in an review report.

The first step is to get started preparing your evaluation for your team member. This can be done in 3 different ways:

1. You receive a a notification and a task arises on the home screen to write coach input.

2. All reviews of your team members that you are part of, but are not about you, can be found on the "reviews" page under the "All" tab. You can filter here by employee name, date and status. To view a report, click on one of the reviews in the list and the evaluation report will open immediately.

3. Through the 'Team' environment: here you can click through to the name of the employee with whom you need to have the conversation. Go to the 'reviews' tab to see the evaluation of the employee and you as coach.

Through the "Input from Others" section, you can click start to begin writing the coach review.

When you click on the task, you are taken to a fill-in view of the review form, which can consist of different types of questions.

There are questions that require you to give a score, for example, for an review on skills or KPIs from the employee's job profile or on the company's core values. There may also be open-ended questions in the form, or questions to plan goals.

Answer all questions in the form and substantiate your scores where prompted.

Complete KPI review questions

The job profile may have a number of predetermined KPIs attached to it, the expected results that someone should be able to achieve with this job.

For each KPI from the job, a question is automatically generated with a rating scale, for example 1: 'Never' to 5: 'Always'.

You will be asked to review on if, and how often, these results were achieved. Complete the score and substantiate where necessary/possible.

Fill in skill review questions

Attached to the job profile, in addition to KPIs, are probably a number of skills, the skills an employee with the position should possess.

These skills are written out on concrete behavioral examples. The behavioral examples, appropriate to the employee's position and level, will be loaded to evaluate on a preset scale. For example, 1: "Never" through 5: "Always.

Enter the appropriate score and substantiate where necessary/possible.

Evaluate goals questions

There may also be some questions added to the template asking you to evaluate on the goals the employee has been working on recently.

For this, you use the sidebar in Learned. The sidebar displays all goals the employee is part of. These can be his or her personal goals, but also any team goals to which they have contributed.

Plan goals question

There may also be a question added to the form for the employee to think about his/her personal goals for the coming period. You can review these goals and possibly add other goals to this list. To do so, click create new.

Here you can directly create a goal using 2 steps. All created goals can be found in the goals module of Learned.

Finalizing your preparation

When you are finished, in the final screen you will see the option to share the input from your self-assessment. When you choose share input, your input will be shared in the review report and the staff member, possible guests and Admins can see your input.

If you do not want to share your input with the staff member yet, you can choose not to share your review yet and save it as a draft. You can also choose to save your form as a draft in the meantime and share it at a later time to finalize it.

You will find the requested colleagues under the "Input from others" section where you could possibly make changes to them.

Go through the questions from the sections in the report, substantiating where necessary and zooming in on specifics.

During this conversation, you will have the opportunity to take any notes or determine action items (Next steps).

The summary can be found at the bottom of the report or in the left sidebar. You can use drag & drop to move this pop-up as you wish. In addition, all notes are saved automatically.

In the same place you will find the ability to create next steps and assign them to yourself, the employee or one of the guests. These can of course be found and checked off on the next steps page in Learned.

If Admin has added this option to the review, you and the staff member along with the invited guests will digitally sign the completed review report.

Depending on the company setting, an average score may be displayed at the bottom of your personal review report. In this, your coach's average score is leading. Of course, you will also see the average of all your scores displayed below it.

Click on ‘Scores per theme’ to see how this average score is structured. For example, the weighting can differ per theme. You can also compare your scores per theme with what your team member has filled in, or possibly his/her peer(s).

Click the arrow for a theme to see all the questions that form the score.

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