Case Studies

Perform™ use cases

We have explained what Perform does and the difference it makes. But how does that translate to a real world advantage? These use cases help bring the product to life.

Perform supporting personal development

Diana is a volunteer for the Red Cross working in Haiti. After attending a workshop from the American Red Cross on helping citizens recover from the effects of earthquakes, Diana is in the field talking to displaced people. She uses her Perform card on a terminal in a temporary office to record her activities. Diana’s supervisor has seen her talking calmly with survivors and he uses the app on his smartphone to award Diana credit for exhibiting the Red Cross behaviours that are valued so highly. Later that day Diana reflected on what she had done, and over a well-earned coffee, she gave herself some self-credits. The pattern of supervisor and self-credits and accumulation of credits over time will allow Diana to progress to the role of supervisor herself.

Effective and innovative team management

Tariq has a team of 11 people who report to him. Their annual reviews have previously used a 360° system that requires statements from over 15 colleagues for each person. This means Tariq has to review a minimum of 165 statements over four weeks every January. He dreads the end of the company year as a result as he finds it hard to do his day job at the same time.

Tariq’s company started using Perform, and his review workload has dropped by over 80%. His team give and gather peer credits and comments throughout the year, so there is no last-minute rush, and Tariq can monitor their progress against his company people criteria at any time. Instead of only reviewing staff once a year, every 1:1 now has a quick look at patterns of competency. For the end of year reviews, Tariq creates a report for each person from the data gathered on Perform throughout the year and discusses it with them.

Effective and innovative team management

Tariq has a team of 11 people who report to him. Their annual reviews have previously used a 360° system that requires statements from over 15 colleagues for each person. This means Tariq has to review a minimum of 165 statements over four weeks every January. He dreads the end of the company year as a result as he finds it hard to do his day job at the same time.

Tariq’s company started using Perform, and his review workload has dropped by over 80%. His team give and gather peer credits and comments throughout the year, so there is no last-minute rush, and Tariq can monitor their progress against his company people criteria at any time. Instead of only reviewing staff once a year, every 1:1 now has a quick look at patterns of competency. For the end of year reviews, Tariq creates a report for each person from the data gathered on Perform throughout the year and discusses it with them.

Evidence based review that determines an employee bonus or promotion

Shima, a field-based customer support worker, has performed well all year and is hoping this will be recognised by her manager, as her company use a personal performance element in assessing everyone’s bonus potential. She has been using the customer service framework in Perform to self record instances where she has demonstrated each behaviour.

Several of her colleagues have also peer recorded times where they have seen her perform well. She has backed these up by attaching examples and evidence to her portfolio. When Shima meets her manager, she knows she has dated, timed and evidentially supported instances of meeting the requirements. This makes it easy for them to objectively agree what she has achieved and therefore what percentage of her bonus she qualifies for.

Creating the right culture of success

The owner of a manufacturing company is concerned about the culture of negativity among some of the people on the factory floor. She knows there are many employees who are uncomfortable with the way some others talk to each other. She works with Imagine Performance to create a framework of behaviours that promote the habits for a supportive, positive and encouraging workplace.

She uses Perform to incentivise and reward those who demonstrate the right behaviours for creating a productive and cooperative work environment. She also notices her staff become more cooperative and supportive as they record positive behaviour and actions of each other on
the Perform platform. Productivity has improved and she has been able to give staff a bonus for the first time in over 3 years.

Creating the right culture of success

The owner of a manufacturing company is concerned about the culture of negativity among some of the people on the factory floor. She knows there are many employees who are uncomfortable with the way some others talk to each other. She works with Imagine Performance to create a framework of behaviours that promote the habits for a supportive, positive and encouraging workplace.

She uses Perform to incentivise and reward those who demonstrate the right behaviours for creating a productive and cooperative work environment. She also notices her staff become more cooperative and supportive as they record positive behaviour and actions of each other on
the Perform platform. Productivity has improved and she has been able to give staff a bonus for the first time in over 3 years.

Using Perform and the Customer Service Framework

A travel agency has had some negative feedback about the way they deal with enquiries and interact with clients. There is a mix of experienced staff and some new employees who have been working there less than 6 months. They have all been on a customer service course, but their office is very busy with phone, online and face to face clients. A few weeks after the course they all attended, the standard of customer interaction has dropped again.

To ensure standards are maintained consistently, they started using the Perform Customer Service framework in their day to day work. Despite it being a busy work environment, they were all able to use their Perform cards and app easily throughout the day, both to record their own positive customer interactions and to recognise those of their colleagues. For example, Pablo was able to record that under the theme of attentiveness, he was able to demonstrate that he gave the others his full attention and avoided being distracted. This was easy for him to see and understand, and easy for his line manager to see Pablo’s positive progress.