Performance reviews
Flexible cycles you set to fit the practice, pre-loaded templates for managers, and individual, team, and practice goals connected to the review.
Performance and engagement
Reviews, goals, and recognition that do not wait for December
Performance management and multi-directional feedback, so the annual review holds no surprises for anyone.
The review should be a summary, not a reveal
Three things keep an annual review from going badly: communicating through the year rather than once, setting metrics people can see and understand, and agreeing short-term and long-term goals up front.
A personal dashboard keeps progress toward those goals visible to the employee, which is what turns a review into a conversation about something both of you already knew.
Four tools that do the work
360 feedback
Input from every direction, inside the practice and outside it, up and down the reporting structure. Asking a referring office or a vendor for feedback is fair game.
Goal setting and monitoring
Goals for an individual, a group, or the whole practice, with workstreams attached and progress tracked as it moves.
Nine box
A single view of who is growing, who is showing potential, and who needs support — useful when you are deciding who to promote into a lead role.
And the day-to-day underneath it
- 01
A feed to stay aligned across roles and locations, particularly if you run more than one site.
- 02
A personalized dashboard that keeps what matters in front of each person.
- 03
Interactive org charts, so everyone can see the structure and who they report to.
- 04
Pulse surveys, when you need to know what a specific group actually thinks about something.
- 05
Crowdsourced ideas, with upvotes, so a good suggestion from the front desk can travel.
- 06
Recognition and rewards, including a rewards store where points convert to things people want.
Questions practices ask
Share and perform, in plain answers
- What tools are in performance management?
- Performance reviews with flexible cycles and pre-loaded templates, 360 feedback from inside and outside the practice, goal setting and monitoring, and a nine-box view of who is growing and who needs support.
- Can I get feedback from outside the practice?
- Yes. The 360 feedback tool takes input from every direction, including a referring office or a vendor, up and down the reporting structure.
- Is there a way to recognize staff?
- Yes. Recognition and rewards, including a rewards store where points convert to things people want, plus a feed, pulse surveys, org charts, and crowdsourced ideas with upvotes.
More on the questions page.
Talk it through with the person who built it
Thirty minutes, no slide deck. Bring your headcount and whatever is costing your practice the most time.