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Peoplelogic improves employees' performance
I have found Peoplelogic to be an effective tool that has helped us streamline our performance management process and improve employee performance.
RebelDot
Needed To:
The Challenge
RebelDot was using outdated tools like Word and Outlook to send emails and template forms back and forth for performance management, but it wasn’t cutting it. Not having access to review documents beforehand made it hard for people to prepare and absorb the feedback.
In addition, RebelDot didn’t use seniority levels. This can make it tricky to assess everyone’s skills fairly. So, they decided to get creative and rely on feedback from colleagues for annual appraisals and promotions. But they quickly realized they needed to up their game in terms of feedback quality and clarity to ensure everyone was on board and the feedback was reliable.
The Challenge
RebelDot was using outdated tools like Word and Outlook to send emails and template forms back and forth for performance management, but it wasn’t cutting it. Not having access to review documents beforehand made it hard for people to prepare and absorb the feedback.
In addition, RebelDot didn’t use seniority levels. This can make it tricky to assess everyone’s skills fairly. So, they decided to get creative and rely on feedback from colleagues for annual appraisals and promotions. But they quickly realized they needed to up their game in terms of feedback quality and clarity to ensure everyone was on board and the feedback was reliable.
The Solution
RebelDot values its employees. They wanted to turn this around and put a lot of effort into developing their culture and keeping their team members happy.
With Peoplelogic, they’ve been able to address all these challenges head-on. The team now has a more efficient feedback system that allows them to prepare and review feedback beforehand so everyone’s on the same page. Plus, they can now give and receive tough feedback in a more constructive way that’s backed up with evidence. It’s been a huge win for the team.
The Solution
RebelDot values its employees. They wanted to turn this around and put a lot of effort into developing their culture and keeping their team members happy.
With Peoplelogic, they’ve been able to address all these challenges head-on. The team now has a more efficient feedback system that allows them to prepare and review feedback beforehand so everyone’s on the same page. Plus, they can now give and receive tough feedback in a more constructive way that’s backed up with evidence. It’s been a huge win for the team.
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The Implementation
RebelDot really did its homeworkto find the perfect Human Resources Performance Management System. They looked at a lot of other tools and demoed them extensively. Ultimately, they went with Peoplelogic because of the intuitive interface.
They loved how similar it was to other tools they already used, and the Slack integration was a huge plus. Plus, they were really impressed that they could impact the product roadmap and request improvements in Peoplelogic.
Now that they’re using Peoplelogic, they’ve got everything they need to manage performance effectively. They’re using performance reviews (including 360-degree feedback) to understand everyone’s progress comprehensively. They’re also using Objectives (OKRs) to align company and department goals, and PDPs for individual goals. They have monthly 1-1s and performance review meetings to ensure everyone is on track.
The Implementation
RebelDot really did its homeworkto find the perfect Human Resources Performance Management System. They looked at a lot of other tools and demoed them extensively. Ultimately, they went with Peoplelogic because of the intuitive interface.
They loved how similar it was to other tools they already used, and the Slack integration was a huge plus. Plus, they were really impressed that they could impact the product roadmap and request improvements in Peoplelogic.
Now that they’re using Peoplelogic, they’ve got everything they need to manage performance effectively. They’re using performance reviews (including 360-degree feedback) to understand everyone’s progress comprehensively. They’re also using Objectives (OKRs) to align company and department goals, and PDPs for individual goals. They have monthly 1-1s and performance review meetings to ensure everyone is on track.
The frequency of feedback increased - we usually have yearly performance reviews; however, there are colleagues who solicit ad hoc reviews throughout the year to ensure that they are aligned with the team and the expectations. Before Peoplelogic, this did not happen, as it was an administrative struggle.
