Performance Metrics Guide
Learn how to create and configure performance metrics to evaluate employees during review cycles in Workbench.
Overview
Performance metrics are the criteria you use to evaluate employees during reviews. They define what you're measuring—whether it's technical skills, communication, leadership, or other competencies. Once created, metrics are available to use in review stages, where managers and employees can rate performance.
Key benefit: By defining metrics once, you ensure consistency across all reviews. Everyone is evaluated using the same criteria, making comparisons and tracking progress over time much easier.
Creating Performance Metrics
To create a new performance metric:
- Navigate to Settings: Go to Settings → Performance Metrics
- Click "Add Metric": This opens the metric creation form
- Enter basic information:
- Metric name (e.g., "Quality of Work", "Communication Skills")
- Description (optional but recommended—explain what this metric measures)
- Select scale type: Choose how this metric will be rated (see "Scale Types" below)
- Configure scale options: Set min/max values, options, or other scale-specific settings
- Set order: Define the order in which this metric appears (lower numbers appear first)
- Save the metric: Once complete, save your performance metric
Scale Types
Workbench supports several scale types for rating performance. Choose the one that best fits how you want to evaluate each metric:
| Scale Type | Description | Example |
|---|---|---|
| Numeric | Rate on a numeric scale (e.g., 1-5, 1-10). Set minimum and maximum values. | Rate "Problem Solving" from 1 (Needs Improvement) to 5 (Exceptional) |
| Binary | Simple yes/no or pass/fail options. Define the two options (e.g., "Yes/No", "Meets/Does Not Meet"). | "Completed required training" with options "Yes" or "No" |
| Custom | Define your own rating options (e.g., "Exceeds/Meets/Needs Improvement", "Strong/Moderate/Weak"). | "Leadership" with options "Strong Leader", "Developing", "Needs Development" |
| Text | Free-form text response. Useful for qualitative feedback or open-ended questions. | "What are this employee's greatest strengths?" |
| Textarea | Multi-line text response. Useful for longer-form feedback or detailed comments. | "Provide detailed feedback on collaboration skills" |
| Checkbox | Multiple selection from predefined options. Useful for skills or competencies that can have multiple selections. | "Technical Skills" with checkboxes for "JavaScript", "Python", "React", etc. |
| Radio | Single selection from predefined options. Similar to custom but with radio button selection. | "Project Management" with radio options "Expert", "Proficient", "Basic" |
| Date | Date selection. Useful for tracking dates, deadlines, or milestones. | "Last certification date" or "Project completion date" |
Using Metrics in Reviews
Once you've created performance metrics, they're available to use in review stages:
- During Review Stages: When managers or employees complete review stages, they'll see the performance metrics assigned to that stage
- Rating Performance: Reviewers rate employees using the scale type you defined for each metric
- Data Collection: Ratings are collected and stored as part of the employee's performance history
- Historical Tracking: Performance data is tracked over time, allowing you to see trends and progress
Note: Metrics are assigned to review stages during stage configuration. Not all metrics need to be used in every stage—you can select which metrics are relevant for each stage type.
Best Practices
Choosing Metrics
- Start with 3-5 core metrics. Too many can be overwhelming
- Choose metrics that align with your organization's values and goals
- Ensure metrics are measurable and objective where possible
- Consider both technical and soft skills
- Review metrics periodically and update as needed
Selecting Scale Types
- Use numeric scales for quantifiable skills (e.g., technical proficiency)
- Use custom scales for competencies that need specific rating levels
- Use text/textarea for qualitative feedback and open-ended questions
- Use binary for simple yes/no criteria
- Keep scales consistent across similar metrics for easier comparison
Writing Descriptions
- Write clear, concise descriptions that explain what the metric measures
- Include examples of what good performance looks like
- Help reviewers understand how to rate this metric
- Update descriptions if you find they're unclear during reviews