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Employee Engagement & Company Culture Blog

Employee Engagement & Company Culture | TINYpulse | Performance Reviews

The Benefits of 360-Degree Performance Reviews

Companies increasingly understand the limitations of the traditional annual performance review. Generally speaking, such reviews involve one boss assessing their employees’ progress over the last 12 months — which, depending on how hands-on that manager is, usually doesn’t provide a complete picture of a year’s worth of work.

Should Compensation be Tied to Performance Reviews?

For decades, many organizations have approached compensation adjustments in pretty much the same way. At the end of the year, an employee’s work contributions and their personal development are assessed. If their superiors feel that they made sufficient progress over the year, the employee gets a commensurate bump in pay. If not, their salary stays the same.

How to Align Individual and Company Goals in Performance Reviews

Goals provide direction. Deliberate goals are a powerful tool that is essential to an organization’s success. As part of your performance management process, make sure to align individual goals with the company’s goals. It ensures that an individual’s or team’s work — big or small — is impacting the business.

How to Develop a Career Path That Works for Your Employees

3 Things You Must Not Forget to Discuss in 1:1 Meetings

Performance Reviews Vs. Performance Management: What You Need to Know

To make sure employees remain engaged and develop professionally, leaders need to assess performance by checking in with workers — at least every now and again.