Work.com is a cloud-based Corporate Performance Management tool that allows employees collaborate with others for effective goas setting, performance review, and feedback, by eliminating traditional performance reviews.
You can refer the following link to know more about work.com: Salesforce Work.com Definition
Now, let us see how Work.com can be used for collaborative performance reviews in Salesforce.
Step 1:
First, create Users and their corresponding Roles and Profiles.
Setup → Administration Setup → Manage Users → Roles.
Note:
The created users should have access to work.com objects. Also, ensure the following:
a) The work.com is enabled via the Feature license or Work.com only license
b) Profile has the Work.com object visibility
Step 2.1:
Enable the Work.com for your organization.
Setup → Build → Customize → Work.com → Settings
Enable all the following settings and Click the save button.
After clicking the Save button, enable two more settings under Skill Settings.
Step 2.2:
After enabling the Work.com settings, grant required object permissions to the respective profiles.
Setup → Administer → Manage Users → Profiles.
Scenario:
Now, let us see how Work.com can be used for overall employee performance collaboration among employees, senior employees, and their managers. The senior employees coach the junior employees and create goals for them. Later, the manager reviews the performance of the junior employees. The employees and managers, here, also collaborate with Rewards and Badges, and they can exchange their feedback.
Step 3:
Login in as a “HR Manager”, and Create a Coaching record for the junior employee.
Application → Work.com → Coaching → New
The required input:
Coach : Who (Senior Employee) can Give Coach
Person Coached : Who (Junior Employee) can receive the coaching)
Now, a Coaching record is created, and it is automatically posted in Chatter post for ease of access to the coaching page.
In the coaching page, initially the sections Open Key Results and Completed Key Results are empty, only if the Person Coached has No Key Result in Objective.
Step 4.1:
To create an Objective record, log into Salesforce as “Junior Sales Employee 2”.
Application → Work.com → Objectives → Create Objective → Save
Step 4.2:
Click the Invite People to this objective, type the name of senior employee, and add them.
After the Add button is clicked, the request is displayed as Pending next to the name of the person added.
Step 4.3:
Click Add Key Result, enter the Name and other data, and click Save to save the Key Result.
After adding the Key Result in Objective, go to the following path.
Application → Work.com → Coaching → recently created coaching
Note:
a) The User can add one or more Key Results to one or more Objective.
Step 5.1:
Object – Performance. It has four types of Summaries are available.
1. Performance Summary – Performance about the junior, provided by his manager
2. Self Summary – Performance about the junior, provided by the junior
3. Peer Summary – Performance about the junior, provided by his or her colleague, who is in samelevel
4. Skip Level Summary – Performance about the junior, provided by the one skip level
a) Login as HR Manager; go to the following path.
Application → Work.com → Performance → Deployment → Create New Cycle.
b) Fill the Cycle name, Activity Start date and Activity End date.
c) Go to Question Set. Here, the Performance Summary is enabled by default.
d) Click Add Text Question to enter Questions
Here, you see there are three Options are available.
a) Optional – While answering the summary questions, these questions are optional.
b) Confidential – These types of questions are confidential and private to the user’s manger
c) Has Instruction – Manually Instructions are given to answer the summary questions.
Step 5.2:
Select Self Summary, and fill in the details.
If applicable, select Peer Summary, and fill in the details
Now, click the Save Cycle & Questions button to save the cycle.
Go to the section “Enter a new line separated list of user-names”, enter the name of junior employee, and click Add People.
Next, go to the Performance tab, and click Deployment; so, the recently created Performance Cycle is drafted; now deploy it from Actions column by clicking the deploy button.
Finally, the Performance Cycle successfully started and corresponding users receive email with a link to the Performance data, and the user’s manager can share the Summary with other users.
Step 6.1:
How to give Rewards to a User?
Scenario: Create a New Reward Fund Type and Reward Fund to give Rewards to the users via Chatter badge
Go to Application → Work.com → Reward Fund Type → New
Next, go to Application → Work.com → Reward Fund Type → New
Reward Code Value – It is used to set up how much Reward Code has been allocated for this specific Reward Fund record. Click the New Reward button to create a brand new Reward.
Next, we are going to create the Badge.
After Creating the New Badge, we can give the Badge to users via Chatter.
Step 6.2:
Giving Badge to User with Reward
In the previous steps, we created Reward and Badge. Now, we are going to use the Reward with Badge.
Application → Work.com → Chatter → Thanks → Click on Change Badge → Select the Newly created badge (Encourage).
Step 6.3:
Recognition
Recognition is nothing but the Reward Badges received by the users.
Step 7.1: Feedback
In Feedback, there are two types Request and Offer Feedback.
Step 7.2: Request Feedback
Go to Application → work.com → Feedback → Request Feedback. (A user seeking feedback about other user)
After clicking the Request Feedback, fill in the following details:
Here, the HR can collect feedback about the junior employee from the senior employees.
Step 7.3: Offer Feedback
It is also a similar process, but the logged in user gives feedback about other person.
Go to Application → work.com → Feedback → Offer Feedback.
Enter the user name, select who can see the Feedback, and click Offer Feedback to give the feedback.
Summary
By using Work.com, employees can collaborate much easier than ever before and HR administrative tasks can be done by using Salesforce Configuration simply and effectively, by totally eliminating the traditional performance reviews and emails.
