Performance Culture, Inc. is a web-based performance management platform that helps managers and employees improve performance through continuous coaching, timely feedback and meaningful recognition. The platform is designed to align company goals with employee expectations, coach employees on both performance and key behaviors, and manage team members using the performance values matrix.
Key Features: (1) CHECK-INs allow Managers and Employees to give frequent feedback; (2) PERFORMANCE REVIEWS include self-assessments, multi-manager feedback, and advanced reporting; (3) 360 DEGREE FEEDBACK supports both peer and client feedback; (4) The LEARNING LIBRARY is used for onboarding and developing employees; and (5) EMPLOYEE SURVEYS help managers measure workplace satisfaction and employee engagement.
Forms & functionally can be customized to support your company’s process (i.e., change or disable ratings, change questions, enable/disable features). The system is iPad compatible, and the web app is also iPhone-friendly.
Jim from Price & Comin LLP
Specialty: Accounting / CPA
Employees number: 11-50 employees
We just started using the Performance Culture system in our accounting firm. We have 3 offices with 23 employees and are just implementing a new performance management program. Performance Culture Systems had all of the features we wanted with none of the extra's that we couldn't use, especially the extra price. We have had some excellent training from PCS and are now going full steam ahead with our program. I have already several employees who have remarked about how easy it is to access and use the system.
I love that it is focused on coaching as the main focus of performance management. This fits my personal philosophy as well as that of the firm. There is the opportunity for a lot of detail to go into the program. I'm very excited about the opportunity to schedule regular check-ins for each individual based on their needs. One key feature for us is the opportunity to use the system to get 360-degree feedback from each other as well as our clients.
I do wish I could personalize the emails that go out to employees more as well as being able to change the pdf's that are associated with personal files.
I would advise that you take a really good look at this product. I think it is a tremendous value, but test it out for yourself. They are very good at giving you plenty of time to demo the system and see what you can do with it.
Todd from Mark Johnson Custom Homes
Specialty: Construction / Contracting
Employees number: 2-10 employees
I have used this software for more than four years as part of my job. It has proven to be an effective tool in helping upper management and employees alike examine their performance in an open, honest and productive way.
Kind of cliche, but you will get out of it what you put into it.
Mindy from Vaco
Specialty: Recruiting Agency
Employees number: 201-500 employees
I am using the tool as an employee and a manager.
I like as an employee I can set clear goals to improve my performance. It creates an opportunity for dialogue with my manager about what I am doing well and what I need to work on. I can see over the year how I am tracking to my overall goals. Prior to using this tool, our reviews were mediocre. I didn't have a good framework to understand what was expected of me and what I could do to improve my performance. In a sales organization, people tend to be goal driven. This clearly sets up the goals to drive the behaviors.
There are a few technical bugs that are being worked out. Nothing that is a deal breaker. I had worked on my review and it doesn't auto save so I had to re-do.
The tool is great, but how a company utilizes it is equally if not more important. If the approach is negative, then the tool will be perceived as negative. Our company is using it to help identify opportunities to grow as an employee.
Mat from Sanders Ford, inc
Employees number: 51-200 employees
We did performance reviews before Performance Culture but the reviews were never organized like this. I guess we sorta "winged it." Now, we have a tool that is easy to use, well organized and helps to structure the one on one.
Ease of use.
Give it a try. You will not regret it.
Stephen from Bon's Eye Marketing
Performance Culture has helped our team grow closer by not only defining individual responsibilities, but assessing the attitude in which we approach our jobs. It focuses on more than just outlining / achieving professional goals. The system makes team members aware of the important roles their personalities play in reaching a positive project outcome. It removes emotion from the equation, using expectation alignment / reviews to distinguish those "playing by the rules" from those who are toxic to the system.
I have no complaints about the product or vendor.
This software can work wonders, but it needs the team's buy-in. If everyone is using it to its full capabilities, the result can be a greater harmony within the organization.
Jaclyn from PCL
I like that this product is so simple to use and provides a lot of good tips to help you a long the way. The implementation training has been very helpful and has provided us with a lot of insight to how the company operates.
Being that our companies are on opposite side of the US, it makes finding training times a little harder, but they have been very helpful in staying late and making sure the training is happening at a time that works for both of us.
Having a company that will take the time and energy to show you the extra steps to make the product the best it can be is amazing! Take your time when evaluating different software and you'll find Performance Culture always takes that extra time as well.
Rick from Northwest Physicians Network
Specialty: Healthcare / Medical
Easy to use web-based product. Implementation and training was simple and efficient. Tool engages each employee in their work toward defined targets and behavioral goals in the context of company-defined values and reinforces them with frequent feedback. Transforms employee feedback from a periodic "report card" evaluation mentality to continuous, shared, self-monitoring with coaching and assessment from one's supervisor or team. Focus is on results and progress toward stated company goals and objectives.
The structure of the tool is not 100% intuitive, so allow a little time to get used to the logic, terminology and progression of recording information in the system. Once learned, it's very easy.
The approach to employee performance is refreshingly different from what we all grew up with, so plan on time to develop a culture around this reformed approach. It doesn't happen over night and it requires complete buy-in from the top down. We told all employees about the approach, explained why we were adopting Performance Culture in the context of all the changes we were making in how we run the company, over a five month transition period. We then implemented the tool over a three-month period. It has been a very smooth implementation which has been met with enthusiastic response from staff.
Roberta from Home Instead Senior Care
Specialty: Healthcare / Medical
When introduced to the Performance Culture System (PCS), I was immediately impressed with the system’s ability to align key players with our company goals as well as the graphic nature of the evaluation results on the 2 x 2 grid.
Currently meets our performance review needs. The set up does require some time to set up as managers define performance objectives for employees that are aligned with company goals.
PCS is the perfect tool for managers and HR personnel who are looking for a better way to conduct performance reviews and to tie individual performance into company goals.
Additionally, this system has made a huge difference in our organization by creating a coaching culture via weekly meetings and quarterly performance reviews. Quarterly reviews are now two-way conversations between key players and their managers. In their 90-day performance reviews, key players have the opportunity to talk about what’s going well, what help they need in areas that are not going well and specific actions for the next 90 days. This quarterly process enables managers to be proactive and to make adjustments in resources, support as well as individual goals. Because this system is web-based, key players and managers can track progress over time and go back to review manager and employee feedback. In the past, annual reviews were viewed as necessary obligations by employees and managers and, once complete, thrown in a drawer, never to be looked at again.
PCS’s unique ability to align individual performance objectives (and for us, individual bonuses) with company goals is now very clear to everyone. Since we have used PCS for a full year, I can honestly say that a 25% increase in our annual revenue is directly tied to our implementation of this system. I highly recommend this process to any organization that strives to align their employees with their company goals.”
Julie from Wilmington International Airport
Our employees have access via computer to our company goals, corporate mission and vision, and their personal development tool. Employees can see their role in our company and their career progress at any time.
Transitioning to the computerized system took training for managers and employees. We continue to learning how to maximize the capabilities of the system.
Performance Culture combines corporate values and specific job performance into one conversation. They are both important for success as an organization. The two by two grid is an outstanding way to show the relationship of culture and job performance.