Point to performance


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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!

Published in: Business
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  • 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
  • Point to performance

    1. 1. Stop rating performance, Recognize it! 1
    2. 2. Performance reviews are broken!Managers dislike themEmployees REALLY dislike them 2
    3. 3. If both sides dislike performance reviews, then why not try an alternative? 3
    4. 4. The workforce is changing:Technology allows greater exchange ofinformation with less effort and… 4
    5. 5. Gen Y’s desire flexibility and constantfeedback.The result: Performance reviews aregoing out of style. 5
    6. 6. Stop rating performance, start recognizing it! 6
    7. 7. Recognition: • Tells a story about each person • Builds relationships • Celebrates success • Gives voice to employees • Creates a high morale work environment 7
    8. 8. The vision of the future… Analytic-driven recognition-basedtrue performance review! 8
    9. 9. Employee: Darcy Guan Date Range:Manager: Cody LollarTeam: Marketing From: 1/1/2013 Mid-Year Review To: 7/1/2013 8 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. 10. What is Point to Performance?It’s an online software platformwhere managers and employeescollaborate on a continuousperformance review, and actuallyenjoy using! 10
    11. 11. FunctionalityKey Highlights 11
    12. 12. • Create performance log over time• Customizable categories to fit any organization• Team tab for manager to review• Categorize comments to identify top skills 12
    13. 13. Overall performance metricCategorical benchmarking 13
    14. 14. What went rightWhat category it fits into When it happened 14
    15. 15. Easy, easy, easy to use.Give a point in under 90 sec. 15
    16. 16. Ratings don’t help employees improveRecognition identifies strengths to buildContinuous feedback leads improvementCreate a cohesive & collaborative culture 16
    17. 17. Want to see it live?Email: Josh@internalconsistency.comPhone: 888-481-4741 17