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
Josh@internalconsistency.com
7. Recognition:
• Tells a story about each person
• Builds relationships
• Celebrates success
• Gives voice to employees
• Creates a high morale work
environment
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8. The vision of the future…
Analytic-driven
recognition-based
true performance review!
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9. Employee: Darcy Guan Date Range:
Manager: Cody Lollar
Team: Marketing
From: 1/1/2013 Mid-Year Review
To: 7/1/2013
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6
4 DARCY
2 BNCHMRK
0
J F M A M J J A S O N D
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”
Communication: 25%
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”.
Adaptability: 20% 3. Customer Sat: “Great customer service! You listened to their complaint and solved there issue.”
Top 2 Developmental Areas:
1. Collaboration: “Here’s a gap. Here’s one way to close that gap.”
Problem Solving: 15% 2. Follow up: “Here’s a gap. Here’s one way to close that gap.”
PAR Summary
Formal Presentation: Achievements:
12% 1. Biggest success: Darcy accomplished this big win
2. Second success: Darcy successfully achieved this
Collaboration: 8% 3. Third success: Here’s another great achievement
Follow up: 7% Going forward (Successes in progress)
1. Darcy is going to work on ______ by doing ___, ____, and/or _____
Initiative: 5% 2. Darcy is going to work on ______ by doing ___, ____, and/or _____
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!
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12. • Create performance log over time
• Customizable categories to fit any
organization
• Team tab for manager to review
• Categorize comments to identify top skills
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16. Ratings don’t help employees improve
Recognition identifies strengths to build
Continuous feedback leads improvement
Create a cohesive & collaborative culture
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17. Want to see it live?
Email: Josh@internalconsistency.com
Phone: 888-481-4741
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Hinweis der Redaktion
Top 3 Competencies: most ‘liked/starred/echoed’ comment in each of the top three competenciesTop 3 BR: Most ‘liked/echoed’ comment for each of the top three business result Top 2 Developmental Areas: Taken from Point Toward Performance” (constructive feedback) offered by fellow employees and managers.Manager selected developmental feedback questionPAR= Periodic Action Reviews (aka One-on-One meetings) In each PAR, mgrs and employees discuss employees’ current workload. What is to be celebrated? What is a barrier? What is a