Setting up Employee Rating in Bitrix24
At a meeting, a manager says: "Petrov is the best performer." Based on what? A feeling. Petrov is active in chats, speaks a lot in stand-ups. But Sidorov quietly completes twice as many tasks on time. Without objective metrics, employee evaluation is subjective. Rating in Bitrix24 is built on actions: tasks, deals, portal activity, peer feedback.
What Comprises the Rating
Bitrix24 calculates employee activity rating based on portal actions. Basic metrics:
- Tasks — number of completed tasks, on-time percentage, average completion time
- CRM — won deals, call count, card completeness
- Communications — posts in feed, comments, likes received
- Appreciations — received from colleagues
Each metric has a weight. Weights are configured per department: for sales — emphasis on CRM, for development — on tasks, for HR — on communications.
Configuring Metric Weights
Example configuration for a sales department:
| Metric | Weight |
|---|---|
| Won deals (amount) | 40% |
| On-time completed tasks | 20% |
| Number of calls | 15% |
| CRM completeness (cards without empty fields) | 15% |
| Appreciations from colleagues | 10% |
The total score is calculated by a handler and written to a custom profile field. Updates happen daily or weekly.
Karma and Feedback
Besides objective metrics, rating can account for "karma" — peer evaluation:
- Pulse Surveys — short questionnaires weekly: "Rate your colleague 1-5". Questions rotate, ratings are anonymous.
- 360-Degree Assessment — periodic (quarterly): employee is evaluated by manager, colleagues, and subordinates.
Survey results count in overall rating as a separate component with configurable weight.
Rating Visualization
Rating must be visible, otherwise it doesn't work:
- Employee Profile — current score and dynamics (growth/decline for the month)
- Department Page — ranked employee list
- Weekly Feed Post — automatic publication of top-5 department employees
- Manager Dashboard — summary table of all employees with filters
Connection to Motivation
Rating is not an end in itself. It works when tied to consequences:
- Top-rated employees for the quarter receive bonus / extra day off
- Rating is considered in promotion decisions
- Rating decline signals need for 1-on-1 with manager (diagnostic, not punishment)
What We Configure
- Set of rating metrics with weights per department
- Automatic data collection from tasks, CRM, feed
- Pulse surveys for subjective rating component
- Visualization: profile, manager dashboard, feed posts
- Interpretation rules: what high/low scores mean, how to respond
- Integration with motivation system (if available)