Having the right structure in place can make all the difference:

A continuous performance management process allows you to:

  • Help employees reach their full potential.
  • Recognize top performers.
  • Enable true internal mobility opportunities.

Also, it allows for employees to:

  • Work towards their short-, mid- and long-term goals.
  • Take ownership of their career paths.
  • Discover new development possibilities.

How are you empowering your teams?

You're hired
Development conversations
Onboarding
Check-Ins
Feedback
Goal Setting
Career development
Performance Review
You're hired
Onboarding
Goal Setting
Check-Ins
Development Conversations
Feedback
Performance Review
Career development

Follow your workers along their employee journey and discover what you can do (and what you should avoid) to positively transform their performance and set them up for success.

Poor onboarding process

Of those who don’t hit their first performance goals, 50% did not have a formal onboarding process.

- Urbanbound.

Only 12% of employees agree that their company does a good job of onboarding new employees.

- Gallup.

Well-structured onboarding process:

54% of companies with onboarding programs reported higher employee engagement, a key factor in employee productivity.

- SHRM

77% of employees who had a formal onboarding process hit their first performance goals.

- Urbanbound
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Annual goal setting

Only 7% of organizations embed goal revision & management into the flow of work

- SHRM

54% of organizations report their employees only review or revise their goals once per year, if at all.

- Deloitte

Continuous goal setting

Over 50% of companies where goals are reviewed & redefined each month are in the top quar­tile in terms of financial performance.

- Harvard Business Review

High-performing organizations are 4.8 times more likely to set goals quarterly and 3.1 times more likely to update goals at least quarterly than low-performing organizations

- Deloitte

Employees whose managers involve them in goal setting are 3.6 times more likely to be engaged.

- Gallup
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Infrequent or non-existent 1:1 meetings

Employees of managers who don’t have 1:1 meetings are 4 times as likely to be disengaged.

- Harvard Business Review

35% of employees have to wait more than 3 months to get feedback from their manager.

- Officevibe

Ongoing Check Ins

Employees that have regular 1:1 meetings with their managers are likely to be 3x more engaged.

- Urbanbound

96% of employees believe that receiving feedback regularly is a good thing.

- Hygger
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Stunted development possibilities

Only 16% of employees indicate that they have ongoing conversations with their managers about their careers.

- Manpower Group

52% of voluntary exiting employees say their manager or organization could have done something to prevent them from leaving their job.

- Gallup

51% said that in the three months before their departure neither their manager nor any other company leader had reached out to them about their job satisfaction or their future.

- Gallup

Embracing a growth mindset

2/3 of individual performance drivers are tied to career conversations.

- Manpower Group

94% of employees stated that they would stay with a company longer if the company invested in their individual careers.

- LinkedIn

76% of employees believe that if career conversations were more regular, they’d be more likely to look for opportunities for career growth at their current employer.

- Manpower Group
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Unclear feedback and lack of recognition

44% of managers don’t give enough feedback.

- The Predictive Index

While more than 75% of employees believe that feedback is valuable, less than 30% said they receive it.

- PwC

69% of employees say they would work harder if they felt their efforts were better recognized.

- PwC

360° Feedback and Recognition

Nearly 60% of employees would like feedback on a daily or weekly basis, and this number grows to 72% for employees under 30.

- PwC

89% of HR leaders agree that ongoing peer feedback and check-ins have a positive impact on their organizations.

- SHRM

44% of employees surveyed report that when they are provided a simple tool to do so, they will provide peer recognition on an ongoing basis.

- Great Place to Work
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Turn backward-looking annual evaluations into fact-based performance discussions

Less than 50% of all respondents think they are evaluated in a transparent way; with only 47% thinking it’s fair and only 38% believe that how they are evaluated helps them develop.

- Bersin

The average manager spends 210 hours a year on Performance Management related activities, so this once-a-year cycle doesn’t really save time or money.

- Washington Post

Most annual reviews often rely on the memory of managers, which can lead to biased reviews and missed opportunities for growth, making the conversation less productive than it should be.

- Harvard Business Review
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Unclear career opportunities

57% of employees believe that they don’t have any career advancement opportunities. Employees feel like they don’t have enough autonomy, they’re not mastering their skills, and they don’t fully feel a sense of purpose.

- Work Institute

Lack of growth and career development is the number 1 reason why employees quit, with a 170% increase since 2010.

- Work Institute

More than 70% of high-retention-risk employees believe they'll be forced to leave their organization to advance their career.

- LinkedIn

Expanding career opportunities

94% of employees say that they would stay at a company longer if it simply invested in helping them learn and grow.

- LinkedIn

87% of millennials rate professional career growth and developmental opportunities as important to them in a job.

- Gallup

Internal hiring is 6 times more effective than all other sources of hiring.

- Jobvite
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Ready to transform your approach to performance management?

Book a demo today
Make Them Feel Welcome

Make Them Feel Welcome

Provide new hires with the information they need to get to know their teammates, schedule trainings and even know where to buy lunch -- all before their first day.

Go Paperless

Go Paperless

Decrease admin, printing and shipping costs by delivering key documentation online, and make employees’ first days all about connecting with their new gig.

Tailor New Hires’ Experiences

Tailor New Hires’ Experiences

Take advantage of customized workflows, email templates and portals to deliver unique experiences that align with your brand and your multiple onboarding processes.

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Go Agile

Go Agile

Help your employees set and revise goals continuously and allow for them to archive those goals that are no longer relevant to ensure they are able to evolve and adapt together with your company’s changing needs.

There’s No “I” In Team

There’s No “I” In Team

Boost teamwork with technology that enables leaders to manage both team and individual goals.

Increase Transparency and Collaboration

Increase Transparency and Collaboration

Increase visibility over shared, public goals with transparent goal-setting technology.

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Build Meaningful Relationships

Build Meaningful Relationships

Encourage regular check-ins with automated meeting reminders for managers and employees and gather data to track how often these conversations are actually taking place.

Make It Count

Make It Count

Provide your team with templates that help them structure these conversations and make sure you tie the conversation to skills that needs to be developed.

Keep Agile Records

Keep Agile Records

Keep your notes all in one place and leverage the power of centralized record-keeping for simplified performance management.

Increase Transparency and Collaboration

Focus On The Data

Gather and leverage the use of real data to develop the full employee picture you need to further your productivity and employee engagement strategies.

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Give Employees A Voice

Give Employees A Voice

Reach out to your employees to learn more about their career aspirations and allow them to take ownership of their development possibilities by helping them grow their skills.

Be Flexible

Be Flexible

Make sure these conversations about their career aspirations and development are happening when they are needed and not just when they’re due.

Offer Learning Possibilities

Offer Learning Possibilities

Push your employees to broaden/enhance their skill set and boost employee engagement by offering learning opportunities within their current role.

Create Milestones

Create Milestones

Help your employees reach their long-term goals by establishing a set of short-term milestones to ensure a feeling of progress and prevent burnout.

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Diversify Your Sources

Diversify Your Sources

Ensure your employee’s feedback isn’t just coming from their managers with a platform that supports 360-degree feedback and allows peers and even third-party vendors to share their experience.

Ask For Input

Ask For Input

Empower employees and managers to proactively request feedback whenever they need it and about any ongoing project, and allow them to also automate feedback requests to boost efficiency.

Increase Transparency and Collaboration

Celebrate Achievements

Make your employees feel appreciated by praising their achievements publicly, and ensure this data is automatically saved in your performance management database for future review.

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Customize Your Own Approach

Customize Your Own Approach

Design a performance review process tailored to your culture, strategy and internal policies.

Streamline Performance Evaluations

Streamline Performance Evaluations

Leverage a centralized record-keeping system to have all the information at hand -- from their check-in history and set goals to the feedback and praises from colleagues, supervisors and third-party vendors throughout the whole period.

Think Forward

Think Forward

Care for your employee’s development by identifying growth possibilities and helping them set appropriate goals.

Leverage Performance Data

Leverage Performance Data

Analyze and report on meaningful data to gather insights, and identify organizational skill gaps and high- and low-performing employees.

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A World of Opportunity

A World of Opportunity

Develop internal mobility initiatives that go beyond upwards or horizontal mobility possibilities to foster a culture of development and growth.

Leverage What You Know

Leverage What You Know

Take advantage of all the information collected on a certain employee with a centralized record-keeping system to offer growth opportunities that best fit both their interests and skill set.

Communication Is Key

Communication Is Key

Share your processes and success stories both internally and externally to strengthen your employer brand.

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