Performance Management

“I’ve been giving performance reviews for 40 years, and this is the first time I enjoyed it!”

– Phil Koning, CEO, WMCB

A real-life performance review horror story…

“In my first ever review, I walked into the room feeling confident about my past year’s performance. However, my boss blindsided me by focusing on a mistake I had made in the past month. I don’t really remember much of what was said next, and I definitely didn’t have the opportunity to share my own perspective. I left feeling more deflated than empowered! Over the next 3 months, my performance suffered because I was so worried about messing up that I shared fewer ideas, didn’t speak up in meetings, and spent nearly double the time trying to perfect small details on projects.”

-Joe

Thrive365™ is the people-first platform designed to deliver growth-based conversations, not grading.

Here’s how it works:

Employees complete a self-reflection

Employees are given the space and time to reflect on their responsibilities, their goals, and the steps they've taken to pursue their passions at both work and at home.

Managers provide their perspective

Managers provide perspective alongside the responses of their direct report; asking questions, providing encouragement, and constructive feedback. These responses remain confidential until they meet with their direct report to discuss.

They meet for a coaching conversation

The manager and direct report meet in a neutral setting (virtually or in-person) to discuss progress, performance, and development opportunities.

The conversation is stored confidentially in Thrive365™

Each conversation is captured confidentially within uMap™. As employees move to different positions and new managers come onboard, organizations now have the ability to understand and plan progress throughout the entire employee journey.