Click on the menu items below to jump to different steps of the evaluation:
We have an annual Performance Review at the end of the year to evaluate performance of the past year and a light check-in during mid-year to evaluate the first 6 months of the year.
The End of year self evaluation and manager evaluation tasks are available in Workday from 1st of December.
At Delivery Hero, we believe success is defined by both what we achieve and how we behave. Thus, all team members will be evaluated according to their level against the WHAT and HOW.
Find here detailed information on the leveling criteria). For some departments, you will also find a detailed career framework that can guide you further.
Step 1: Reviewing received feedback
As a first step, received 360 feedback will be displayed to guide your reflections.
Do you have questions about 360 Feedback? Please see here.
For employee evaluation: Reflect on at least 2 accomplishments since the last performance review and highlight the impact of the work deliverables and quality of those accomplishments. What behaviors, skills and expertise helped you excel?
For manager evaluation: Reflect on at least 2 accomplishments your team member has had since the last performance review and highlight the impact of the work deliverables and quality of those accomplishments. What behaviors, skills and expertise helped your team member excel?
For employee evaluation: How can you elevate your overall performance going forward? Please reference specific behaviours, skills, or expertise you can further build upon.
For manager evaluation: How can your team member elevate their overall performance going forward? Please reference specific behaviours, skills, or expertise they can further build upon.
Step 2: Answering reflection questions
Step 3: Answering rating question
For employee evaluation: Reflecting on your work performance & value alignment since the last performance review, what aggregated rating would you give yourself?
For manager evaluation: Reflecting on your team member's work performance & value alignment since the last performance review, what aggregated rating would you give your team member?
During the end-of-year evaluation we assess the previous year's performance and use the 5 point rating scale.
When thinking about the overall rating, please have a look at this table and reflect on both areas of performance to come to an overall rating:
Performing: Employee achieves or sometimes exceeds expectations in their work performance and value alignment. The employee makes valuable contributions to their team and the organization in work deliverables and in their behavior.
Exceeding: Employee is frequently surpassing expectations by proactively going beyond. Employee is a role model of our values.
Outstanding: Employee is far exceeding expectations by either going above and beyond their role or through unique achievement(s) in work performance. Employee is role modeling and influencing others towards our values.
Development Needed: Employee’s performance and behaviours are meeting expectations at times, however, not consistently. Employee needs to improve work performance and/or value alignment.
Unsatisfactory: Employee is underperforming relative to expectations and unable or unwilling to make improvements or to take on feedback and displays no or limited alignment with our values. Significant development of employees’ behaviours, knowledge, skills and abilities is required.
Step 4: Promotion recommendation (for exceeding & outstanding)
During Performance evaluations, managers have the opportunity to recommend their team members for promotion using the Promotion Recommendation Log that automatically appear when rating a team member “exceeding” or “outstanding”. In this, managers are required to indicate whether they are recommending a team member for promotion or not.
For details about the Promotion Guidelines and steps
to submit a Promotion Recommendation please click here:
Access the tutorials below to learn how to fill the evaluation:
(Exclusive for managers)
Resources for all Heroes:
Resources for Managers: