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Four integrated modules

Small Improvements is a performance management system that consists of four integrated modules: Performance Reviews, 360 Degree Feedback, Objectives, and Lightweight Continuous Feedback. You may use all in combination, or just pick the ones you need.

Target audience

We've optimized Small Improvements for companies between 50 and 1500 employees. Our goal is to be fool-proof for end-users, and very intuitive for administrators. It's pretty easy to learn about SI administration, and you're welcome to use SI with less than 50 staff too. Just keep in mind that some effort will be required, especially if you're new to HR or feedback processes.

Sample schedule

Let's assume you work in HR, and want to use Small Improvements for all your company's performance management needs. Below is how your performance management schedule might look over the course of a year, from an HR perspective.

  • Performance Review: Basic Administration
  • January: Performance Reviews

    Let's start the year with a formal performance review cycle to determine pay raises. Have everyone write their self-assessments in week 2, and then managers and their reports can get together in week 3 for face-to-face discussions. That will let employees get all reviews shared and signed by the end of the month.

    Make sure to keep the process focused: Nobody should spend more than 2 hours writing his self-assessment! Your employees will enjoy the simplicity of the new process. Even better, our performance review software keeps you in the loop, so you'll be able to observe the review cycle and track employees' progress from a bird's-eye view.

  • Objectives: Basic Administration
  • February: Define Objectives

    Now it's time to focus on the future! Write down ideas on how to extend your knowledge-base, brush up in areas where you've neglected, or hone your skills. Objectives can also be a great way for top-level company goals to trickle down through the organization: You could suggest that every employee define between three and five objectives, two of which are directly related to your company goals.

    Our system gives you lots of flexibility. For example, an employee could decide to keep an objective private, share it with just his manager, or even make the objective visible to the entire organization! The more you share, the more helpful feedback you can get! But you decide which level of sharing is best for each of your objectives.

  • 360 Degree Reviews: Basic Administration
  • April: 360 Degree Feedback

    Your manager's opinion isn't the only one that counts! Great performance depends on interacting well with everyone you work with. Your peers, clients and even your subordinates will be familiar with your work too, so invite all of them to provide you with 360 degree feedback.

    We'd suggest spreading out feedback throughout the year, so if your performance review was conducted in January, then April is a great time for 360 feedback.

    Using Small Improvements, employees can nominate reviewers, and managers can approve or modify the reviewers their team members select. Then, those chosen as reviewers simply enter their feedback anonymously.

  • May to June: News, Kudos and Suggestions

    Small Improvements ships with a flexible messaging system for giving feedback continuously, even when there's no official review cycle going on. Take 1:1 meeting minutes, announce news, or send praise and kudos outside official 360 feedback or performance review cycles. With this system, feedback can have a positive impact right away! It's also stored in the system so you can take it into account during future official reviews.

    And while you're at it, why not pin an award to your recipient's profile?

  • Performance Reviews: 2D Chart
  • July: Performance review #2

    One reason people hate yearly performance reviews so much is — well, that it's only done yearly. Providing feedback for everything that happened in the past 12 months is super tedious, and if the feedback relates to things that happened more than a few months ago, then it's way too late. By doing two (or more!) smaller reviews each year, you'll ease the process and see results much more quickly. You could have a July review to influence end-of-the-year bonuses, while the January review covers pay raises. Some of our clients even run 4 small reviews a year! You choose a timeline that's right for you.

  • August to December: Repeat & refine!

    Set new objectives for the next six months, do another round of 360s, and encourage staff to use the lightweight feedback in between official review cycles. You'll lower the learning curve the more often you use Small Improvements, and frequent use will give your staff timely and relevant feedback to keep them improving quickly throughout the year. If you get in the habit of exercising your feedback muscles often, it will take less and less effort to pass on quality feedback, making each performance review cycle easier than the last.

Want to learn more?

You can either sign up for a demo account right away. Or, if you'd like to learn more about the details, visit our webinar page. There you can watch a 30 minute recorded webinar, or request a personal 1:1 demo.