Performance Assessment and Engagement Tool that Works

Trusted and
Transparent:
TEAMGAGER
Performance assessment tool that works

Effective performance management creates a
significant competitive advantage in
developing, motivating and retaining the best
employees.
However, using the outdated methodology,
many companies fail to see positive returns on
investment and neglect the process or give up
on it altogether.
This opens a great opportunity to
create a new process that will
attract and engage the best.
TEAM TRUST TOOL: TEAMGAGER Collectiver Inc., © 2018 2

According to research, well over 90% of
employees, managers, and HR people agree that
the APRs are not working – at best; at worst, they
have a negative effect on company performance.
In particular, the annual performance reviews are
a major source of dissatisfaction at many
organizations.
The Teamgager tool by Collectiver is a
zero-cost solution to your performance
management problems.

TEAMGAGER unique ADVANTAGES:
1. Genuinely objective:
– As the tool is “on” throughout the year, it gathers
and retains ALL performance feedback and is not
prone to “recency bias.”
– 100% anonymous, it guarantees honest feedback
unaffected by office politics, political correctness,
or fear of retaliation.
– It has a 360-assessment element, reinforcing its
objective nature and making the results valuable
to team members as well as to team leads.

2. Future-oriented – naturally more engaging:
– As only positive feedback is collected, it excludes
instances of frustration venting and “acts of
vengeance.”
– It does not register past errors or wrong
behaviors; however, it gives a true picture of who
is worth what on the team. Busy beavers and
politically savvy free riders soon consider leaving
the team.

3. Provides factual background for formal and
informal reviews and coaching conversations:
– Each team member’s individual position on the
performance chart is a visual indication of the
person’s contribution to the team effort and of
the probable performance gaps that need to be
addressed.
– A formal report can be generated for the
assessment period and stored in the HR file.

4. Individual team members’ scores can be
used for bonus calculation:
– As the tool is perceived by the team as objective
and fair, the differentiated compensation
calculated based on the individual performance
score will be likewise perceived as fair.
– Significantly variable and fair compensation is a
powerful engagement driver.

5. The tool is free and does not require special
skills to set up and administer:
– A zero-cost version of the tool uses online polls
(Google offers a free option) accessible from
desktop PCs or mobiles or tablets.
– Once a week feedback provides timely engaging
info – scores, ratios, graphs and thank-you notes –
for weekly one-on-one and team meetings, and
does not require a paid subscription.

TEAMGAGER process FLOW:
Team members are encouraged to provide
feedback on a weekly basis by accessing the
online form (link received by email).

TEAMGAGER online FORM:
The form contains three statements to
be completed with a team member’s name
selected from the pulldown menu, followed by
an option to write a thank-you note.
The completed statements are 100%
anonymous.
The thank-you note (tweet-sized, 280 characters)
may contain any information, including the
sender’s name.
The four items on the note are independent and
are completed voluntarily and
in any combination.

TEAMGAGER form STATEMENTS:
1. (TEAM):
I would love to be on the same team
with: [name]
2. ($$$$):
I would give a big bonus to: [name]
3. (UP!!):
I would definitely promote: [name]
4. My Thank-You Note this week: [280 char text]
Once the form is sent out, a copy of the answers is
emailed to the sender to ensure authenticity
and anonymity.

DATA OUTPUT:
Once a week (or as desired), the data (names and
notes) are processed by the tool administrator.
Then the individual scores
are calculated and
mapped:
Y-axis shows the “TEAM” score
X-axis – the “$$$$” score,
and
Bubble size is the “UP!!” score.

TEAM $$$$ UP!!
Alpha 19 27 33
Bravo 21 12 12
Charlie 13 21 15
Delta 13 11 2
Echo 12 18 19
Foxtrot 13 16 22
Golf 22 27 14
Hotel 19 23 16
India 11 22 19
Juliett 29 21 31
Kilo 26 16 20
Lima 25 14 21
Mike 11 21 12
November 16 19 15
Oscar 20 18 20
Papa 38 22 36
Quebec 17 17 18
Team Member TEAM $$$$ UP!
Alpha 0 0 0
Bravo 0 1 0
Charlie 0 1 1
Delta 0 0 0
Echo 0 0 0
Foxtrot 0 1 1
Golf 1 0 0
Hotel 0 0 0
India 0 1 0
Juliett 0 0 1
Kilo 1 0 0
Lima 0 0 0
Mike 0 0 0
November 0 0 0
Oscar 1 1 0
Papa 0 0 1
Quebec 2 0 1
TEAM LEAD’s DASHBOARD:
The TL receives a weekly file
that contains the last
week’s charts, cumulative
annual results, and the
confidential team scores
list.
Thus, the TL knows all scores,
current and historical,
while team members
receive only the charts,
with one bubble
highlighted – their own.

General TEAM DASHBOARD:
The Dashboard sent out to the entire team
contains current and cumulative charts, and
thank-you notes received during the
reported week.
The Dashboard may also contain the team’s
engagement indicators – Participation Rate (% of
TMs responded) and Response Rate
(% of feedback provided by the team).

Sample TEAM Performance Chart:
The Red Bubble on this sample chart
indicates the approximate average
performance result for the team.
Team members above it are better
team workers, to the right – perceived
as hard workers by their peers.
Thus, TM #1 is ahead of the entire team
by all indicators and is probably a HiPo
ripe for a promotion.
TM #2 is a hard worker deserving a raise –
but may need to be coached on
teamwork skills.
TM #3 definitely requires attention.
The TL needs to find out if there is an
external problem, or this is not the
right person to work here.

Teamgager Admin sends out the link to the form
on Wednesday, followed by a reminder on
Friday.
Team members can send feedback at any time and
may add feedback during the week.
The weekly poll closes at 23.59 on Sunday, and the
Dashboards are sent out and/or posted on
Monday, providing a good start for the Morning
Huddle.
Individual scores are discussed during F2F
coaching conversations with the TLs.
TEAMGAGER WEEKLY INTERACTIONS:

Formal performance reviews use individualized
reports (monthly, quarterly, annual).
The tool does not replace the reviews, only
provides the unbiased feedback that helps
pinpoint performance gaps and reward
achievements, regardless of when they have
happened during the assessment period.
The TL’s role remains instrumental in setting
goals, directing the development and adjusting
the objectives in real time.
PERFORMANCE REVIEWS:

After a complete cycle of performance
assessments and reviews and once all the
teams become comfortable with the tool,
the Total Team Performance Chart may be
generated for the entire company.
Together with the Q7 tool, Teamgager will help
you assess and regroup the entire team,
based on individual performance and values
convergence.
ORGANIZATIONAL DEVELOPMENT:

Teamgager offers an innovative and efficient
approach to employee performance
assessment. It is based on the available best
practices and our research findings of our
team.
Although it may look “simplistic” to some
organizations, being naturally agile and lean,
the tool is an organic fit with self-managed
teams that are key to success in the
knowledge economy.
Try the Teamgager approach today and share
your results with our team at Collectiver.
CALL TO ACTION:

For more tools and performance
improvement insights
visit us at
collectiver.com
We are making good
companies better

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