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I'm all for improving performance in the workplace. Many businesses desperately need it. However I feel like this product is striving to be a faster horse inste

I'm all for improving performance in the workplace. Many businesses desperately need it. However I feel like this product is striving to be a faster horse instead of tackling the underlying issue. Namely that performance reviews of any type can be gamed. Doesn't matter if they're every six months or every ten minutes. I think performance reviews can be eliminated entirely. VPs that are in charge of products could be evaluated on how much revenue their product brings in. VPs could have the power to fire anyone working under them. Same with the managers working under the VPs. The idea is to motivate employees to achieve one thing: bringing in more revenue (which is the goal of all for-profit companies anyways). There's no need to slice and dice the "performance" into pieces. Just empower people and measure revenue.

ryanwjackson 14y ago
Thanks for the feedback spaghetti. To some extent, and for some positions, hard metrics such as revenue are definitely a very strong indicator of performance. However, this approach neglects the fact that businesses and types of employees are extremely nuanced. Often times it is very difficult for an employee to identify the reasons why they are not performing up to expectations (this even applies to the revenue model). In our research, we have also found that a culture driven only by numbers and money typically produce unhappy employees and decreased morale. Cultures that are driven on improvement and achievement through performance tend to produce happier employees that are excited to work for a what is likely unique company. Ultimately, we created MicroEval to increase the conversations happening in the work place. And we want to provide the participants of those conversations concrete things to talk about. Having identified the nuances of one's performance gives them a clearer target for improvement.
- dman 14y ago
  I think youre on the right track - Ive worked on an eval application in the past and your research about numbers / metrics is spot on. Try to stay away from quantifying performance and focus on helping managers / employees capture achievements / shortcomings. Give employees an opportunity to demarcate the achievements / shortcomings they jotted over the year before the final eval.
- spaghetti 14y ago
  I'd be interested to take a look at the research you've done. Either way your mission/goals are admirable and I wish you good luck!

ryanwjackson 14y ago

Thanks for the feedback spaghetti. To some extent, and for some positions, hard metrics such as revenue are definitely a very strong indicator of performance. However, this approach neglects the fact that businesses and types of employees are extremely nuanced. Often times it is very difficult for an employee to identify the reasons why they are not performing up to expectations (this even applies to the revenue model). In our research, we have also found that a culture driven only by numbers and money typically produce unhappy employees and decreased morale. Cultures that are driven on improvement and achievement through performance tend to produce happier employees that are excited to work for a what is likely unique company. Ultimately, we created MicroEval to increase the conversations happening in the work place. And we want to provide the participants of those conversations concrete things to talk about. Having identified the nuances of one's performance gives them a clearer target for improvement.

dman 14y ago
I think youre on the right track - Ive worked on an eval application in the past and your research about numbers / metrics is spot on. Try to stay away from quantifying performance and focus on helping managers / employees capture achievements / shortcomings. Give employees an opportunity to demarcate the achievements / shortcomings they jotted over the year before the final eval.
spaghetti 14y ago
I'd be interested to take a look at the research you've done. Either way your mission/goals are admirable and I wish you good luck!