"With Check-ins, status updates are more meaningful and easier to track and reference during the review."
-Carla Terwilleger, director of organizational development
After reviewing numerous talent management tools, Power's director of organizational development Carla Terwilleger selected PiiQ by Cornerstone. Not only was PiiQ easy to use and implement, but the platform’s newest feature, Check-ins, would enable continuous performance management and drive more frequent communication between managers and employees.
Terwilleger was also inspired by her experience with Cornerstone employees during the sales process. “I wanted to choose a partner that best models the type of company and culture we were trying to achieve”. Each time I called Cornerstone, I talked with the same two reps and could build an authentic relationship. I felt like they really wanted Power to succeed. They weren’t gimmicky or just selling me a tool to make a commission. This said a lot to me about Cornerstone’s culture.”
Today, Terwilleger recommends PiiQ to other small to mid-sized companies. “I was at an HR roundtable, and a woman said, ‘I hate our performance evaluations.’ I replied, ‘Well, I love mine, and I’ll tell you why. PiiQ is so easy to use, everything is at your fingertips, and I have visibility into every employee’s performance.’”
Achieved 100% participation in goal setting.
Power now has 100% of employees participating in goal setting. “Previously, employee goals were static and rarely updated. But goals change during the year,” said Terwilleger. “With PiiQ, it’s easier for employees to update their goals and expectations.”
Improved employee-manager conversations.
Since implementing PiiQ, the quality of feedback has improved, and employees are encouraged to initiate performance discussions. “With Check-ins, status updates are more meaningful and easier to track and reference during the review. As a result, employees are having more conversations with their managers.”
Enabled continuous learning.
With PiiQ and CyberU—an integrated online library of thousands of courses—Power employees are continuously learning. “The ability to expand learning opportunities has been huge,” said Terwilleger. “We tell employees that just because you have a job today, doesn’t mean your job’s not going to change. They’re improving their skills all the time.”
Gained insight into manager strengths and weaknesses.
With PiiQ’s 360 feedback, Power employees can offer anonymous feedback. An average of three 360 feedback forms were sent to each employee and, of them, eighty-four percent of those were completed. “Sometimes a manager gives a glowing review, but the 360 feedback is 50% positive and 50% ‘needs development.’ That’s an indicator that I need to talk to the manager about their management style or help them if they’re concerned about giving more direct feedback.”
Increased feedback clarity and accountability.
PiiQ has also helped improve feedback clarity and accountability. “I tell employees, if you’re meeting with your manager, what you think you heard and what was actually said can be two different things,” said Terwilleger. “With Check-ins, employees can take thorough notes that the manager must read to complete the Check-in, ensuring that the meeting’s recap captured both what was heard, and what was said.”
Offering wide range of learning opportunities and continuous feedback has helped Power retain key talent. “There are more jobs than there are candidates right now. It’s important for me to ensure employees are continuing to learn,” said Terwilleger. “It’s hard to show on the bottom line, but our people are more skilled and have a clear view of their career path, and turnover ends up being much lower.”
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