Bridge by Instructure Offers Tips and Tools to Help Employers Prepare for Mid-Year Reviews

Bridge by Instructure Offers Tips and Tools to Help Employers Prepare for Mid-Year Reviews

The learning and performance management company provides guidance to help new and seasoned managers conduct meaningful reviews

SALT LAKE CITY, May 22, 2018 /PRNewswire/ -- For millions of employers across the country, the months of June and July are focused on much more than planning a summer vacation: it's mid-year review time. Bridge by Instructure (NYSE: INST), a learning and performance management software suite for businesses, offers a variety of tools and resources to help employers use reviews and feedback to create meaningful employee experiences.

"We've all been in situations where we've received, or given, unclear feedback," said Emily Foote, VP of customer engagement at Instructure. "That's why Bridge Practice allows employers to use the power of video and peer feedback to be more prepared to conduct meaningful reviews. Heading into mid-year meetings can be intimidating and stressful for many. Working with Bridge Practice makes the process as smooth as possible."

According to Bridge, 25 percent of annual turnover is voluntary, and 75 percent of that turnover is influenced by a manager's behavior. What's more, one in five employees are not confident their manager will provide regular, constructive feedback, and only 49 percent of employees find reviews to be accurate. To help employees succeed and to reduce turnover, it is an employer's responsibility to provide constructive, beneficial feedback to aid employee growth.

Bridge offers the following tips to get the most out of mid-year reviews:

    --  Give managers a little (or a lot of) direction. Managing employees
        doesn't always come naturally; supervisors at all levels could use some
        guidance when it comes to evaluating performance. This can be as simple
        as ensuring that a 1:1 mid-year conversation happens, or as detailed as
        a 360-degree evaluation, which requires input from employees, managers
        and peers.
    --  Replace annual performance reviews with frequent employee check-ins.
        Modern employees need regular feedback -- and they need it now. Rather
        than conducting annual performance reviews, effective managers conduct
        employee check-ins at a set frequency throughout the year. It's
        recommended that these meetings take place regularly, and that they
        serve as a platform for providing constructive feedback and
        transparency. If an employee is falling short, addressing the issue
        immediately is the best approach to solving the problem.

    --  Focus on achievements and progress, not tenure. The longer employees
        stay with your company, the greater their expectations become. However,
        tenure shouldn't automatically translate to a raise, especially when
        employees who may have been there less time have already proven
        themselves to be valuable assets to the company.By reflecting on goals
        and other work contributions throughout the year, employees will be
        motivated by recognition for good work instead of expecting a sum for
        simply sticking around another year. But here's the kicker: managers and
        HR teams need to communicate goals with employees long before the
        performance review so they know what's expected of them. Regular 1:1s
        are the ideal time to assess employee progress toward meeting goals and
        make adjustments along the way.
    --  Help employees map the path to improvement. Each employee review is an
        opportunity to assign training. Even all-star employees have much to
        learn, whether it's developing a new skill or getting certified in the
        latest software suite. No matter the job description, continuous
        improvement should be part of the job requirement.

As the modern workforce evolves, so should the methods for evaluating it. Companies that align performance evaluation and talent management with worker needs will reap the rewards of reduced turnover, higher productivity and increased employee engagement.

ABOUT BRIDGE
Bridge by Instructure is an innovative, outcome-focused talent management suite that empowers businesses to develop their workforce, ensure a better employee experience, and increase employee retention through performance and learning management software. That way, businesses take care of their most valuable asset -- their people. Learn more at www.GetBridge.com.

ABOUT INSTRUCTURE
Instructure, Inc. is a leading software-as-a-service (SaaS) technology company that makes software that makes people smarter. With a vision to help maximize the potential of people through technology, Instructure created Canvas, Gauge, Arc and Bridge to enable organizations everywhere to easily develop, deliver and manage engaging face-to-face and online learning experiences. To date, Instructure has connected millions of instructors and learners at more than 3,000 educational institutions and corporations throughout the world. Learn more about Canvas for higher ed and K-12, and Bridge for the corporate market, at www.Instructure.com.

CONTACT:
Becky Frost
Senior Director, Public Relations
Instructure
801-869-5017
becky@instructure.com

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SOURCE Bridge by Instructure