How to Customize a Survey for Your Needs
1. Choose a suitable template or create your own. QForm offers ready-made forms for evaluating KPIs, competencies, engagement, training results, and other areas. You can adapt a template to your structure or easily create a new one from scratch.
2. Configure scales, criteria, and participant roles. Use numeric and behavioral scales, text fields, checkboxes, and sliders for different types of evaluation. Add roles such as self-assessment, manager evaluation, peer review, or team assessment.
3. Add automation and logic. Implement question branching to clarify answers based on previous choices. Set up automatic form distribution by schedule or event, such as after training. Integrate with HRM, CRM, or corporate portals.
4. Collect and analyze data without manual work. All responses are gathered in a unified dashboard with filters by department, level, and period. You can instantly see average scores, trends, and growth areas. If needed, export results or send them via API to other systems.
Popular Approaches to Employee Performance Evaluation
Employee evaluation is truly useful only when the method aligns with the company’s goals. Let’s look at three proven approaches with examples of their application.
1. KPI: Performance Based on Specific Results
Purpose: Measuring performance in numbers.
Where it works: Sales, production, logistics – where results can be quantified.
Example: A company implemented KPIs for the number of new clients and average order value. After a quarter, sales increased by 20%, and employees clearly understood which actions led to bonuses.
How to use:
- Choose 3–5 key indicators for each role.
- Link KPIs to the incentive system.
- Automate data collection.
2. 360° Feedback: A Full Perspective
Purpose: Analyzing soft skills and team behavior.
Where it works: For managers, project teams, and talent pool development.
Example: After an anonymous 360° review, it was found that the technical director had excellent product knowledge, but subordinates wanted more feedback. Following a training session, his leadership rating increased by 35%.
Key rules:
- Ensure anonymity for participants.
- Evaluate only what people have actually observed.
- Provide constructive feedback.
3. OKR: Focus on Strategic Goals
Purpose: Linking daily work to the company’s global objectives.
Where it works: IT companies, startups, or projects with rapid changes.
Example: A digital agency set a goal to increase a client’s social media presence. Thanks to OKRs, each specialist saw their contribution: the SMM manager increased reach, the designer improved creative conversion, and the analyst optimized the budget.
Comparison of Methods
| Criterion |
KPI |
360° |
OKR |
| What it evaluates |
Results |
Skills |
Achievement of goals |
| Frequency |
Monthly |
Once a year |
Quarterly |
| Best suited for |
Operational departments |
Managers |
Strategic projects |
Practical Recommendations
- Start with the method that best fits your priorities:
- Need numbers and clear metrics → KPI.
- Focus on improving teamwork → 360°.
- Working on large-scale goals → OKR.
- During implementation:
- Explain the purpose of the changes to employees.
- Start with a pilot group.
- Use specialized tools (e.g., QForm for automation).
- For maximum effect, after 6–12 months, combine methods:
- KPI + 360° for managers.
- OKR + KPI for project teams.
The key is that the evaluation system helps employees grow and the company thrive. A correctly chosen and implemented method becomes not a control mechanism, but a tool for professional development.
Result
Employee evaluation systems often become routine: complex spreadsheets, confusing surveys, low response rates. QForm solves this problem. You decide how the evaluation will look, who participates, and which data really matters.
The platform is designed thoughtfully: from flexible form customization to clear analytics. You don’t waste time coordinating with IT, relying on contractors, or manually processing data. All stages happen within a single interface. The system scales, easily adapts to different departments, and meets security requirements.
QForm doesn’t just automate evaluations—it makes them a part of daily work. When employees see clear criteria, managers receive honest analytics, and HR can act quickly, it changes not just the process, but the corporate culture.
