Companies that provide continuous feedback to their employees are outperforming their peers in engagement, retention, and revenue.

According to Gallup, employees whose managers hold 1:1 conversations for development and coaching are 3 times as likely to be engaged at work.^₁ And Bersin by Deloitte research shows that over half of companies where goals are reviewed each month are in the top quartile of financial performance.^₂

Boost Employee Development and Reward Performance, Any Time

PiiQ Performance supports continual collaboration between managers and employees, enabling managers to acknowledge achievements and course correct any time, while also fostering ongoing dialogue on employee development. With PiiQ Peformance, employees or managers can initiate check-ins, which triggers an email to start a discussion on any topic, be it goals, development, challenges in the workplace, you name it. Feedback and notes captured during check-ins can be easily linked to the performance review, if desired, helping to reduce the “recency effect” when it comes time for the performance review.

Check-ins will empower your company to:

• Allow managers and employees to have meaningful conversations any time on various aspects of the workplace e.g. progress on goals, potential challenges, personal development
• Support continual collaboration between managers and employees
• Encourage both managers and employees to initiate check-ins
• Incorporate culture of continuous feedback into current review cycles
• Capture comments, feedback and notes

Put Theory into Practice with PiiQ

Ongoing check-ins are a key pillar of modern and dynamic performance management, which gives employees more ownership over their jobs and careers, and managers a much clearer path to leading their team’s development.

With PiiQ Performance, it’s quick and easy to adopt ongoing check-ins to compliment your existing review cycle or processes. PiiQ Performance makes check-ins simple with topics, system-generated check-in emails, and an intuitive interface that both employees and managers will find familiar, and easy to use.

^{_{1 Ben Wigert and Jim Harter. "Re-Engineering Performance Management"}}

^{_{2 Bersin by Deloitte. "Effective Goal Management is Linked to Strong Business Outcomes"}}