Scoring and Metrics
We've developed a new metric that measures an employee's performance as one number that they can easily track and work to improve over time. We also offer other category scores to help give a more detailed look at performance.
Our Performance Score is very similar to a Net Promoter Score.
If you've ever purchased a product and received an email asking you, "How likely are you to recommend us to a friend?" (1-10), then you've contributed to a company's Net Promoter Score. NPS is a measurement from -100 to 100 that measures consumer sentiment of a product or service. The score changes over time depending upon how people answer the question. Participants are generally divided into three segments based on their responses:
After a certain number of responses are recorded, a formula is used to calculate the blended NPS score: % of promoters - % of detractors.
Just like an NPS is a combination of customer scores, we combine the review scores from your colleagues to create your performance score. The score similarly varies from -100 to 100 and changes over time. The better you perform the more promoter scores you'll receive and thus the higher your score will go.
Note, you will not see individual scores left by your reviewers, instead you will only see the blended output score. Similarly, your teammates will not see the scores you leave for them. Additionally, you can elect to make your review anonymous so that even your manager will not be able to identify who generated the specific review.
The best way to use your score is as a directional indicator. Don't worry about how high or low it is per se, instead focus on using it as a benchmark that you can improve upon. Look at your score based on different timeframes, weekly, monthly, quarterly, even annually, to see how you've grown. The easiest way to make an impact on your performance is to keep track of the feedback you are receiving from your manager. They will be jumping into your profile periodically to read and interpret the reviews you are receiving from coworkers. Based on that information, they will leave you feedback notes to help guide you in your professional development. Reading these points, discussing them with your manager, and implementing them in future work will help you develop professionally and in turn improve your performance score.
It's imperative that you review others with honesty and transparency. Only by giving accurate answers and providing constructive reviews will they be able to learn and grow themselves. Ultimately, if your teammates are improving, you will as well. A rising tide lifts all boats! Reference our page on generating quality feedback to make sure you're staying sharp with your review skills.
How are scores calculated?
For reviews, what does a 1 mean? What does a 10 mean?
What are all these metrics on my dashboard?
Why do I have a 0 as one of my scores? Should I be worried?