Raleigh, NC (USA), August 2024 - A new learning and development (L&D) platform feature strengthens the link between employee performance and growth via continuous feedback with the introduction of peer reviews in performance conversations.
Bridge, an all-in-one (L&D) platform, has introduced a new feature in its HR software that gives users more options for evaluating, measuring, and driving personal and professional growth with peer feedback.
With this enhancement, customers of Bridge's performance management platform can use structured peer-to-peer feedback to assess employee performance during formal workplace reviews, in addition to manager and self-evaluations.
Incorporating peer reviews within performance conversations gives customers more ways to utilize employee feedback as part of performance management practices. Within the platform, HR professionals can also collect, track, and measure various forms of continuous feedback, including employee recognition, skills feedback, and start/stop/continue feedback, all of which employees and managers can request at any time.
Combining structured peer reviews with year-round recognition and ongoing skills feedback provides a holistic picture of employee performance from the people they work with most closely. This insight can lead to in-depth conversations, allowing managers and employees to better reflect on progress, assess performance fairly, and target future development opportunities.
Bridge's platform also includes tools to direct these strategic insights, connecting this feedback to employee development and making employees and managers active participants with personalized development plans, skills insights, and 1:1 agendas.
Adopting peer feedback as part of the process is an alternative to the traditional top-down performance review. This approach provides a fair and balanced assessment of employee performance that can benefit all organizations. It's particularly useful for helping to fill any gaps and offering a range of perspectives among project-based teams and instances when managers don't oversee their team's day-to-day work.
Sarah Meneses, Bridge's Senior Product Marketing Manager, said, "Performance conversations are most effective when managers have a rounded and balanced view of employees' successes, skills gaps, and progress. When peer reviews are part of the process, you improve visibility and ensure development is informed by successes and skills gaps. This way, conversations are always actionable, relevant, and focused on the future."
