Performance Metrics Guide
Complete guide to understanding and using Performance Metrics in Workbench. Learn how to define evaluation criteria once and use them consistently across all reviews.
Quick Summary
Performance Metrics are standardized evaluation criteria that ensure consistent assessment across all reviews. They define what is being evaluated (e.g., "Quality of Work", "Communication Skills") and how it should be rated (e.g., numeric scale, yes/no, custom options). Performance Metrics are ideal for organizations that want to standardize evaluations, track performance trends over time, and ensure fairness in reviews. They provide a foundation for objective performance assessment and enable data-driven compensation decisions.
What are Performance Metrics?
Performance Metrics are standardized evaluation criteria used to assess employee performance during review cycles. They define what is being evaluated (e.g., "Quality of Work", "Communication Skills", "Leadership") and how it should be rated (e.g., numeric scale from 1-5, yes/no, custom options).
Think of Performance Metrics as the building blocks of your evaluation system. Instead of asking different questions in each review or using inconsistent rating methods, metrics ensure that every employee is evaluated using the same criteria and scales.
Performance Metrics are assigned to review stages, so different stages can use different sets of metrics. For example, a self-review stage might use different metrics than a manager review stage. This flexibility allows you to tailor evaluations to each stage's purpose while maintaining consistency within each stage.
Key Terms
- Performance Metric
- A standardized evaluation criterion used to assess employee performance. Metrics define what is being evaluated (e.g., "Quality of Work", "Communication Skills") and how it should be rated (e.g., numeric scale, yes/no, custom options).
- Scale Type
- The method used to rate a performance metric. Common scale types include numeric (1-5, 1-10), binary (Yes/No), custom (specific options), text (free-form), textarea (long-form), checkbox (multiple selections), radio (single selection), and date.
- Performance Entry
- A specific rating or evaluation for a performance metric during a review cycle. Each entry includes the metric being evaluated, the value (rating), optional comments, and is linked to a specific employee and review cycle.
- Performance History
- A historical record of performance evaluations over time. Performance history tracks how an employee's ratings have changed across multiple review cycles, enabling trend analysis and progress tracking.
- Review Stage Assignment
- The process of assigning specific performance metrics to review stages. Not all metrics need to be used in every stage—you can select which metrics are relevant for each stage type (e.g., self-review, manager review, calibration).
When to Use Performance Metrics
Ideal For:
- Organizations that want consistent evaluation criteria across all reviews
- Companies that need to track performance trends over time
- HR teams that want to standardize the evaluation process
- Organizations requiring objective performance data for compensation decisions
- Companies that want to ensure fairness and reduce bias in evaluations
Who Benefits:
- HR Teams: Standardized evaluations, consistent data, trend tracking
- Managers: Clear evaluation criteria, objective assessment tools
- Employees: Fair evaluations, clear expectations, performance visibility
- Leadership: Data-driven decisions, performance insights, trend analysis
How Performance Metrics Work
Screenshot placeholder
Performance metrics configuration interface showing metric creation, scale types, and stage assignment
1. Define Metrics
Create performance metrics with names, descriptions, and scale types (numeric, binary, custom, text, etc.).
2. Assign to Stages
Assign specific metrics to review stages. Different stages can use different sets of metrics.
3. Evaluate Performance
During review cycles, participants rate employees using the metrics assigned to each stage.
4. Track History
Performance data is tracked over time, enabling trend analysis and progress tracking across multiple review cycles.
Scale Types
Numeric Scales
Rate performance using numbers (e.g., 1-5, 1-10). Define min and max values and optionally provide labels for each number.
Example: 1 (Needs Improvement) to 5 (Exceeds Expectations)
Binary Scales
Simple yes/no or true/false evaluations. Useful for objective criteria that have clear answers.
Example: Yes/No, Met/Not Met
Custom Options
Define your own set of options (e.g., "Excellent", "Good", "Fair", "Poor"). Provides flexibility while maintaining consistency.
Example: Exceeds / Meets / Below Expectations
Text & Textarea
Free-form text input for qualitative feedback. Textarea allows longer responses, while text is for shorter answers.
Example: Comments, feedback, notes
How Performance Metrics Fit Into Your Review Process
Performance Metrics work together with other Workbench features to create a complete review system:
- Review Stages: Metrics are assigned to review stages, so different stages can use different evaluation criteria.
- Review Cycles: During review cycles, participants evaluate employees using the metrics assigned to each stage.
- Compensation Management: Performance data from metrics informs compensation decisions made during review cycles.
- Performance History: Metrics enable tracking of performance trends over time, showing how employees' ratings change across multiple review cycles.
Common Use Cases
Core Competencies
Define metrics for core competencies like "Quality of Work", "Communication", "Teamwork", and "Problem Solving" that apply to all employees.
Scale: Numeric 1-5 with labels
Role-Specific Metrics
Create metrics specific to certain roles (e.g., "Sales Performance" for sales roles, "Code Quality" for engineers).
Scale: Custom options or numeric
Goal Achievement
Track whether employees met their goals using binary (Yes/No) or custom option metrics.
Scale: Binary or custom options
Qualitative Feedback
Collect written feedback using text or textarea metrics for open-ended comments and observations.
Scale: Text or textarea
Frequently Asked Questions
Do all review stages need to use the same metrics?
No, different review stages can use different sets of metrics. For example, a self-review stage might focus on self-assessment metrics, while a manager review stage might include additional leadership and collaboration metrics. This flexibility allows you to tailor evaluations to each stage's purpose.
Can I change a metric after it's been used in reviews?
You can modify metrics, but changes only affect future reviews. Historical performance entries continue to use the metric configuration that was active when they were created. This ensures data consistency and prevents disruption to completed reviews.
How do I track performance trends over time?
Performance Metrics automatically create performance history records for each evaluation. Over time, you can see how an employee's ratings have changed across multiple review cycles. This enables trend analysis, progress tracking, and data-driven compensation decisions.
Can I use metrics for peer reviews or 360-degree feedback?
Yes, you can assign metrics to any review stage, including peer review stages. This allows you to collect feedback from multiple sources using the same standardized criteria, enabling comprehensive 360-degree evaluations.
Related Concepts
To get the most out of Performance Metrics, you should understand these related concepts:
- Review Stages — Metrics are assigned to review stages during stage configuration
- Review Cycles — Metrics are used during review cycles to evaluate performance
- Compensation Management — Performance data from metrics informs compensation decisions
Related Features
Ready to standardize your performance evaluations?
Join the waitlist to be the first to know when Workbench launches.
Join the waitlist