A brief tour of Small Improvements
We help your employees grow and succeed. Our tools excel at this by promoting: Continuous feedback, the setting and aligning of objectives, and actionable one on one meetings between managers and their teams.
We tie everything together with powerful performance review and 360 degree feedback functionality, turning your company’s ongoing feedback conversations into meaningful milestones.
Let’s follow the workflow of Maria’s team over a quarter:
One on one meetings (1:1s)
Maria knows that frequent 1:1 meetings with her team are key to establishing a foundation of ongoing feedback and goal setting.
Today, she clicks on a link embedded in the calendar event for her weekly 1:1 with Sarah. Sarah has already set some awesome talking points for their check-in later, and Maria quickly consults last week’s notes and action items before adding her own points.
Every meeting is documented for future reference, which is a lifesaver for Maria because come review time – she has every conversation in one place.
Time to have a meeting!
Based on some great feedback Sarah got during her 1:1, she wants to adjust the objectives she recently set for this quarter.
Within a couple of clicks, Sarah is fine-tuning the key results for her goals. She also noticed that Sam left some feedback, so she quickly responds before finalizing her Objectives.
Sarah knows her manager gets a notification when her goals are changed or a status is updated – no need to remind herself to update Maria.
She is about to send some praise to the new hire about her great first week. But first, time for a coffee.
Realtime Feedback & Praise
Salma joined the company a week ago and already feels right at home. She just received a lovely praise from her new teammate Sarah, who also made sure to include their manager on the visibility settings.
This new gig is awesome! Salma joins in on the praise party and writes a quick message about her whole team: “Thanks for making me feel welcome!” There are a few different kudos badges she could append to the note, but she goes with one that reinforces a core company value: Team building.
She can’t wait for the next 360 cycle so she can start getting expanded feedback from her new colleagues.
HR has set up a 360 and Sam has been nominated to give feedback to his teammates.
He is a little apprehensive about being honest with Sarah on her recent struggles with finishing projects, but relaxes when the tool informs him the feedback will be anonymous.
In his activity feed, Sam sees Salma’s frequent praises, which he loves – and wants to make sure Salma knows her positive energy is great for team moral. He is also super thankful that a 360 cycle has been set up specifically for reports to give feedback to their managers. Maria is doing a fantastic job, but Sam feels some constructive observations about team structure will have a big impact in Q2.
Its review time! Maria has a lot on her plate with a growing team to write assessments for, but using Small Improvements makes reviews a breeze.
Sam’s great upwards feedback indicates he is definitely a key contributor.
Salma’s onboarding was a success, and she seems to be a great fit. Time to focus on leveling up!
She is a little disappointed that Sarah did not meet her own objectives. Taking into consideration other team members’ candid feedback, Maria will gently work this into her assessment but also work on how to help Sarah succeed in the coming months.
Good thing a new quarter is starting, her regular 1:1 with Sarah is just around the corner, where Maria can set some new Objectives which reference this review.