PI Perform for Manager Performance
Performance management tools to develop great leaders
Engage Your People
Every Day
Managers often struggle to keep development, feedback, and engagement on track. PI Perform integrates behavioral data into daily workflows, helping managers personalize their leadership style and apply best practices. With tools for 1:1s, meetings, continuous feedback, and recognition, it ensures nothing falls out of sight.
PI Perform is backed by 65 years of science. With 37.5 million assessments administered and 383 validity studies completed, the PI Behavioral Assessment understands performance management better than anyone.
How PI Perform Helps Management Performance
Optimize people management using personalized behavioral data insights.
Enhance 1:1 and group meetings with agendas, summaries, and collaboration tools.
Foster continuous, valuable feedback and recognition in daily operations.
Frequently Asked Questions (FAQ)
What is Performance Management?
Performance management is a system by which employees meet with managers to set goals, share feedback and evaluate results. Traditionally, employees receive a single, annual performance review. However, continuous performance management, or CPM, is a system that provides feedback on a regular basis without micromanaging or being intrusive.
Transparent communication is essential for performance management. Some of the tenets for transparent communication include:
- Don’t hide your feelings. Managers are people too. When they are open with their emotions, they and their employees can empathize with one another. Communicating fears and frustrations is not weakness, but rather an opportunity to overcome them with effective collaboration.
- Be upfront with difficult information. While there are tactical ways to share troubling information, it is also important to do so in a timely fashion. All too often managers wait until “the right time” to convey difficult information. They wait so long that employees end up hearing it elsewhere and end up resenting their manager for not being forward.
- Set expectations about expectations. Expectations change. It is important for transparent communication to be clear about the likelihood of that happening, and when they do, how those expectations have changed.
What is a 360 Review?
A 360 degree review is a type of employee evaluation that incorporates feedback from managers, peers and other coworkers with whom a person regularly interacts. It allows for supervisors to identify areas of improvement and skill gaps that they would otherwise not be privy to based on their 1:1 interactions. This is not the same as a performance review, nor is it a replacement for one.
360 reviews can be impacted by bias. Furthermore, participants will contribute varying levels of feedback so not all contributions will be equal.
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