Playbooks for success
Explore essential tools, guides, and strategies for implementing Small Improvements
Loved by thousands of teams worldwide
Collaborate and Deliver: Objective Alignment and Key Results
When HR administrators and their mangers are thinking of implementing a goal setting process for their teams, they often have two important considerations.
Simple but powerful: Public goal setting in Objective cycles
Empowering your team to use the feedback they are receiving as a springboard into Objectives can be one of the most exciting ways to maximize the capability of Small Improvements.
Should the manager share the review before or after the face to face review meeting?
Well, it depends! To play it safe, you may want to let managers only share the written feedback after the meeting.
5 reasons why you shouldn’t tie compensation to performance reviews
A traditional approach to performance management associates pay and bonuses with the annual performance review.
Should 360º Feedback be anonymous?
One of the most common questions that come to mind when launching a new 360º Feedback cycle, is if you should hide the identity of who is leaving feedback. As an HR Admin, it can be a bit intimidating deciding between these options so it’s important to make an informed decision that also incorporates the…
Upwards Manager Feedback
Performance management is typically a top down feedback exercise, managers delivering reviews to their reports. A large portion of a manager’s job, however, is working closely with their reports.
What our customers say?
HR teams love Small Improvements
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CEO @ TINT
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Senior Director of People
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HR Representative
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