The document advocates for replacing traditional performance reviews with recognition-focused approaches that better suit modern workforce dynamics. It highlights the importance of continuous feedback and employee engagement, suggesting that recognition fosters relationships and high morale. Additionally, it introduces an online software platform designed for managers and employees to collaborate on ongoing performance reviews in an enjoyable way.

1. Stop rating performance,
Recognize it!
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2. Performance reviews are broken!
Managers dislike them
Employees REALLY dislike them
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3. If both sides dislike performance
reviews, then why not try an
alternative?
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4. The workforce is changing:
Technology allows greater exchange of
information with less effort and…
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5. Gen Y’s desire flexibility and constant
feedback.
The result: Performance reviews are
going out of style.
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6. Stop rating performance,
start recognizing it!
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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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4 DARCY
2 BNCHMRK
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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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11. Functionality
Key Highlights
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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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13. Overall performance metric
Categorical benchmarking
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14. What went right
What category it fits into
When it happened
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15. Easy, easy, easy to use.
Give a point in under 90 sec.
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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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