PeopleCues
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      • Getting started as a Performance Administrator
        • Create Review & Launch
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        • Approve Objectives of reportees
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        • Fill reviews and give final rating
        • AI Summary for Reviews
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          • Performance analysis graph
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    • Creating a new Review
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  • objectives
    • Goals Permissions
    • Creating an Objective
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      • Selecting Users in Protected Visibility Option
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      • How are visibility rules defined?
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      • Using success metrics for OKRs
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        • Sample OKRs example
      • Writing good check-ins!
      • OKR champion guide
      • PeopleCues Objective Status guide
    • Annual Objectives
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    • Access management in objectives
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  • surveys
    • Getting started on Surveys
      • Roles & Permissions
    • PeopleCues Approach to Employee Engagement
      • Greek Temple Approach
      • Why PeopleCues over a Google Forms/ SurveyMonkey?
    • Getting started for Engagement Admin & Survey Creator
      • Create and edit survey
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        • New index for Manager Effectiveness
        • Follow-up Survey Result
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          • Interpreting custom survey report
          • Analyzing custom survey report
          • What to do next?
    • Introducing Lifecycle Surveys
      • What is the construct of Lifecycle Surveys?
        • Slack & Email Notification Content
      • How do I set up a Lifecycle Survey for my org?
    • Meet Clo, your new Chief Listening Officer
      • Who can access my chats with Clo?
      • How Clo handles anonymity?
      • Reporting Sensitive Issues to Clo
      • How do I set up Clo in my org?
      • How Clo differs from the Help desk
    • Getting Started for Managers
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    • Ask me Anything (AMA)
    • MRX and its applications
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    • Admin Settings
      • Feedback Customization
  • 1:1
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        • Employee's 1:1s structure
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  • growth
    • What is a Growth plan ?
    • Who's this for
    • Sample Growth plan
  • help & support
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On this page
  • Using Filters for performance analytics graph
  • Comparative Performance Analytics
  1. Reviews
  2. Getting Started on Reviews
  3. Getting Started as a Manager
  4. Calibration

Performance analysis graph

Performance analysis graph help determine an employee's performance in the org with respect to their team members and other departments.

PreviousCalibrationNextEmployee details

Last updated 8 months ago

Graphs

Managers can get a visual representation of the ratings received by the number of employees reporting to them through 3 kinds of graphs:

  1. Bar Graph

A bar graph is helpful in getting a quick glance of performance evaluation in the org.

2. Line Graph

A line graph helps identify the change in value with respect to the employees.

3. Bell Curve

A bell curve is essential in identifying the top performers in the org, as well as the low performers.

Using Filters for performance analytics graph

Calibration & Analytics tool allows you to compare and analyse data points by helping filter necessary information. To use filter:

Step 1: Click on the Filter button on top of the performance analytics graph to access the detailed settings view. You can also select the graph view based on Department selection and a particular Rating received by the employees.

Step 2: Select any filters like, Designation, City, Department, etc. based on the comparative results required.

Comparative Performance Analytics

PeopleCues also allows managers to compare and analyze employees' performance across different parameters, like department, demographics, etc.

Comparative performance analytics allows managers to analyze whether there is any bias in the org.

The manager can change and select the following graphs to analyse the performance:

  1. Bar Graph

  2. Line Graph

  3. Bell Curve.

Select the desired filters to view the required comparative review rating results.
Performance analytics graph compares two departments and other demographics to reflect any bias in the org.