Embed Size (px)
DESCRIPTION
If you or your organization is questioning the value of conducting performance reviews, consider measuring and tracking employee recognition with Point to Performance. Designed with simplicity in mind, this online platform gives voice to employees and managers on what's going right in the organization. Contact us for a free online demonstration! 888-481-4741 [email protected]
Citation preview
1
Stop rating performance,Recognize it!
2
Performance reviews are broken!
Managers dislike them
Employees REALLY dislike them
3
If both sides dislike performance reviews, then why not try an alternative?
4
The workforce is changing:
Technology allows greater exchange of information with less effort and…
5
Gen Y’s desire flexibility and constant feedback.
The result: Performance reviews are going out of style.
6
Stop rating performance, start
recognizing it!
7
Recognition:• Tells a story about each person• Builds relationships• Celebrates success• Gives voice to employees• Creates a high morale work environment
8
The vision of the future…
Analytic-driven recognition-based
true performance review!
Employee: Darcy GuanManager: Cody LollarTeam: Marketing
Date Range:From: 1/1/2013To: 7/1/2013
Top 3 Competencies:
1. Communication: “Great job with the quarterly report presentation. You explained each point well.”2. Adaptability: “Way to handle that curve ball w/ the client. You kept right with them & closed the sale”3. Problem Solving: “Thanks for breaking down the Acme issue in the meeting. Our team can now
move”Top 3 Business Results:
1. Product Improvement: “Great enhancement idea. Clients will love using the new module.”2. Sales: “Thanks for passing the referral onto me. I closed it with an upsell”.3. Customer Sat: “Great customer service! You listened to their complaint and solved there issue.”
Communication: 25%
Adaptability: 20%
Problem Solving: 15%
Formal Presentation: 12%
Collaboration: 8%
Follow up: 7%
Initiative: 5%
J F M A M J J A S O N D0
2
4
6
8
DARCYBNCHMRK
Top 2 Developmental Areas:1. Collaboration: “Here’s a gap. Here’s one way to close that gap.”2. Follow up: “Here’s a gap. Here’s one way to close that gap.”
PAR SummaryAchievements:1. Biggest success: Darcy accomplished this big win2. Second success: Darcy successfully achieved this3. Third success: Here’s another great achievementGoing forward (Successes in progress)4. Darcy is going to work on ______ by doing ___, ____, and/or _____5. Darcy is going to work on ______ by doing ___, ____, and/or _____
Mid-Year Review
10
What is Point to Performance?
It’s an online software platform where managers and employees collaborate on a continuous performance review, and actually enjoy using!
11
Functionality Key
Highlights
12
• Create performance log over time
• Customizable categories to fit any organization
• Team tab for manager to review
• Categorize comments to identify top skills
13
Overall performance metric
Categorical benchmarking
14
What went right
What category it fits into
When it happened
15
Easy, easy, easy to use.
Give a point in under 90 sec.
16
Ratings don’t help employees improve
Recognition identifies strengths to build
Continuous feedback leads improvement
Create a cohesive & collaborative culture
