New expansion of profile access for coaches, mentors, and alternate supervisors. Many new features to organization growth goals and a new scorecard system.
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Read all about the latest system updates from BLOOM!
A common question we receive by employees is "what should I share in the comments of my review form". Good question!
Our new report gives an instant visual summary of your active managers' completed overall review ratings for a given time period.
We've made some big improvements to the way the review approval process works to make it easier for you!
We've had a few questions about review cycles. Previously, you could only choose 180 or 365 days and that cycle was for all of your reviews. So when it came time to approve/create a review, you had to remember, I didn't want 180, I really wanted 90 days, so now I have to click the calendar and change the date.
We are excited to release new upgrades to the BLOOM review system. Many of these updates are based on your feedback/suggestions.
It may be tempting to think of role descriptions as relatively unimportant documents compared to the many other tasks competing for your attention. In reality, though, role descriptions directly relate to organizational efficiency, growth, and success. Carefully written role descriptions guide the hiring process, help chart a course for employees’ future, and properly orient them to the overall strategy of your organization. A well-articulated, detailed role description is the foundation for aligning people with strategy.
We now allow Administrators to create custom performance journal types to meet the needs of your organization.
There’s nothing more disturbing or destructive than when employers avoid giving employees the true, honest feedback they need to succeed. Often the avoidance is more about maintaining a sense of control. It’s about the employer’s need to be liked or about their need to maintain their own sense of success as a manager—if they don’t focus on areas to improve, then everything must be fine!
Employees aren’t children with fragile egos, or if they are highly sensitive, then you need to determine whether they are the types of employees that you want to develop and manage. Employees need and deserve direct, adult feedback about their performance. They need to know how to adapt and improve, otherwise they’ll fail and eventually the organization will fail to meet its objectives, too.