Tag: employee performance

Top Performance Management Software for 2025: Best Tools for Businesses & Small Teams

A study conducted by McKinsey and Company shared a report, which explains why employees have quit their jobs, and the most common reason was a lack of career growth and advancement. Hence, it becomes important for companies to track the performance of their employees and groom them for future roles.

Monitoring the performance of an employee in an organization and aligning their skills according to the goal of the company are crucial tasks. The efficiency of employees depends on how accurately you monitor their performance and help them to achieve their goals.
As a decision-maker in the company, you need to make data-driven decisions. So to push the right employee to the forefront and reward them with appropriate incentives, performance management software eases this task for you with valid data points.

For your convenience, we have handpicked some of the best performance review software that will eventually pave the way for your company’s growth.

Top Performance Review Software and Their Comparison

Tool	Real-time Feedback	360° Feedback	OKRs / Goals	Employee Recognition	Analytics & Reports	AI Assistance
HROne	✔	✔	✔	✔	✔	✔
PossibleWorks	✔	✔	✔	✖	✔	✔
Cornerstone PMS	✖	✔	✔	✖	✔	✖
Zimyo PMS	✔	✔	✔	✔	✔	✖
AssessTeam	✔	✔	✖	✖	✔	✖
PerformYard	✔	✔	✔	✖	✔	✖
Effy	✔	✔	✔	✔	✔	✔
Leapsome	✔	✔	✔	✔	✔	✖
ReviewSnap	✔	✔	✔	✖	✔	✖
Engagedly	✔	✔	✔	✔	✔	✖
Reflektive	✔	✔	✔	✔	✔	✖

HROne

Rating	4.4/5
Best For	Data Management and performance evaluation

Performance Management Software by HRone is the one-stop solution to review the performance of the existing workforce. Goal setting on a monthly, quarterly, or half-yearly basis is easier by just choosing the relevant templates. You only need to map the template with any department or designation you want to track the performance.

HROne - Best Performance Management Software — HROne – Best Performance Management Software

Acquire feedback from the clients or from the people you serve for better transparency and accurate performance statistics. Let your customers decide which of your employees is performing better using automatic feedback.

Features of HROne

It automatically assigns the goal to a recruit after the specific period you decide.
Capture customized feedback based on the role of an employee and modify the questions whenever you want.
9-box matrix to evaluate the best-performing employees with high potential and poor-performing employees.
Gauge the improvement of an employee and reward the high-performing employee in the organization with an appraisal or other rewards.

PossibleWorks

Rating	4.5/5
Best For	Performance review, Appraisals and Feedback

Keep your employees motivated and engaged with incentives and rewards based on their performance, and measure their performance with the robust PMS software of PossibleWorks. Set the goal and make the employee clear with their task. A clear goal assigned to an employee will increase efficiency and keep them motivated.

PossibleWorks - Best Performance Management Software — PossibleWorks – Best Performance Management Software

Align your workforce with the company’s vision and boost the productivity level with a goal-centric approach. Managers are enriched with performance and progress data, which helps them give extra attention to poor employees.

Features of PossibleWorks

Visually appealing data insights indicating top and poor-performing employees.
Continuous feedback between employees and managers creates a healthy work culture and improves worker efficiency.
Easy to track the performance throughout the year and gives proper insight for better appraisal decisions.

Cornerstone PMS

Rating	3.9/5
Best For	Recruitment, Onboarding, Performance and Goal Analysis

Cornerstone PMS is the software solution to assess your workforce properly and make better decisions. Assessment of the employee is important to upskill them with proper training and learning. The data-driven performance insights are sufficient enough to evaluate the best from the whole company.

Cornerstone PMS - Best Performance Management Software — Cornerstone PMS – Best Performance Management Software

This software will help to create healthy competition within the organization. Healthy competition encourages employees to work at their true potential. Award your best-performing employee and motivate the whole team to do their best. The dashboard is equipped with amazing filters to sort the employees based on different criteria.

Features of Cornerstone PMS

Make your review process in autopilot mode and automate the workflow.
Fill the skill gap of employees through proper assessment and learning.
Flexibility to set goals by the manager as well as by the employee.
Honour the employee with badges based on the feedback and their experience.

Zimyo PMS

Rating	4.6/5
Best For	Small companies and Multiple Channel Integration

Zimyo PMS comes with the most innovative dashboard with quick insight into goals and performance through charts. Easily create goals for employees and monitor the progress on the go. Help employees stay focused on their goals and achieve success with quality feedback and reviews.

Zimyo PMS - Best Performance Management Software — Zimyo PMS – Best Performance Management Software

This software will help to identify the employees who need the training to improve their skills. A skilled employee is a valuable asset for a company that generates huge profits in the long run. Create goals, engage the employee, monitor the progress, and reward the best performer.

Features of Zimyo PMS

Set metrics like KPIs to monitor the performance in a much better way.
Timely compensation and appraisal of employees based on their performance review.
Fully automatic appraisal process.
Modern design with an intuitive user interface.

AssessTeam

Rating	4/5
Best For	Team Performance and project specific productivity Tracking

Evaluate your employee’s strong points and pain points to utilize their potential for the benefit of the company with the help of the top performance management software, AssessTeam. This software will help you build an empire full of skilled employees.

AssessTeam - Best Performance Management Software — AssessTeam – Best Performance Management Software

It will track your project in real time and match the progress with the budget allotted to the project by comparing it to the timesheet of an employee. 360-degree evaluation of employees to provide them with optimum feedback and help them achieve their assigned goals.

Features of AssessTeam

1000s of preconfigured indicators to start tracking the performance with no difficulties.
Analyze the productivity in real-time and maximize the business growth.
Fully customizable according to the needs of the industry and your requirements.
Accessible on every device, including smartphones and tablets.

PerformYard

Rating	4.7/5
Best For	Customized performance and review process

PerformYard is one of the best performance management tools, offering a comprehensive software solution to track the performance of employees and align them with the goals of the company. Assigning responsibility to every employee, defining who needs to do what in the prescribed timeline, and monitoring the progress are straightforward with this intuitive tool.

PerformYard - Best Performance Management Software — PerformYard – Best Performance Management Software

1 on 1 feedback review to share important feedback about any employee in the organization before the review time. One can easily request feedback for their past performance on any specific work. This will create a continuous flow of feedback that eventually helps the software to provide the best results.

Features of PerformYard

High-end performance insights give a clear picture of an individual or team’s goals with colourful charts and figures.
Feedback tag to star performers to let other employees know their achievements.
Performance notes to save some important things for future review.
Send the review form to the right reviewer with a single click of a button.

Effy

Rating	5/5
Best For	Annual Review, Feedback and Surveys

Effy is an all-round top performance management system with an advanced and interactive user interface you must consider. Engage your employees, upskill their talent, and achieve employee retention by continuously monitoring and providing valuable feedback. Effy helps to create self-assessment reviews to identify strengths, weaknesses, and skills.

Effy - Best Performance Management Software — Effy – Best Performance Management Software

Use the skill matrix to align the available skill information and analyze which of your employees is lacking with which skills. This information is crucial for effective task assignment, ensuring that each employee is given responsibilities that align with their skill set. The performance review platform is the main part of any PMS software, offering a variety of templates to choose from and allowing you to set the frequency based on your specific requirements. This tool enhances the performance management process by providing valuable insights into employees’ skills and facilitating targeted task assignments for optimal productivity.

Features of Effy

Only 60 seconds are required to set up the software, and you’re good to go.
Insightful articles to help you with every aspect of performance management and utilize the true potential of the software.
Free templates of skill matrix to quickly put the skills information and analyze it further.
1-1 meeting with an employee to gauge the performance more efficiently.

Leapsome

Rating	4.8/5
Best For	Performance Management and Employee Engagement

Leapsome is a software solution dedicated to increasing the engagement, productivity, and skills of an employee. Loaded with all the features of simple management software, Leapsome is delivering remarkable results in improving the productivity of an employee. Also, recognize the best-performing employee with appropriate rewards and encourage others to do the same.

Leapsome - Best Performance Management Software — Leapsome – Best Performance Management Software

Unleash the true potential of the people in the organization and create a great place to work. Upscale your business growth by consistently polishing the skills of the workforce.

Features of Leapsome

Easy integration with your other tools to import employee data seamlessly.
Knowledge hub with all the essential resources to get the best out of this tool.
Compensation and promotion management while tracking performance and analytics.
Seamless integration with your existing HR software.

ReviewSnap

Rating	4.1/5
Best For	Tracking employee review and goals

ReviewSnap is another great addition to our list. As an employee performance evaluation software with its performance-centric approach of delivering the best service for goals, feedback, review, and evaluation, this software is perfect for managing the performance of your employees. Whatever the objective of your goal is, it helps to achieve it by monitoring it at any time.

ReviewSnap - Best Performance Management Software — ReviewSnap – Best Performance Management Software

SMART (Specific, Measurable, Attainable, Realistic, Time-Sensitive) goal setting to align the team in the right direction and measure the performance and progress of the goal periodically. Consistently improve the performance of an individual employee and the whole team by providing continuous feedback.

Features of ReviewSnap

Review templates that are fully customizable according to your goal and objective.
A Robust Dashboard to have a quick insight to evaluate employees’ performance and areas of improvement.
The pricing structure is designed in such a way that you only pay for the services you need.
Easy self-assessment by the team to gauge everyone’s expertise.

How to Design a Performance Management System

Engagedly

Rating	4.4/5
Best For	Real-time feedback and productivity analysis

Engagedly is a well-known and trusted performance review software that believes in engaging employees with clear objectives and goals. If an employee is aware of how their contribution is affecting the growth of a company, they tend to work with better efficiency. This software empowers managers to train their employees on their shortcomings with a 360-degree assessment and continuous feedback.

Engagedly - Best Performance Management Software — Engagedly – Best Performance Management Software

It offers a 3E platform. Execute performance for performance review, OKRs and goal assignment, talent analytics & Mobility, and CXO insights. Enable development for real-time feedback and online learning. Engage People for rewards and recognition, remote work collaboration, and employee surveys.

Features of Engagedly

Capture innovative ideas from anyone in the organization.
Enhance employee engagement through badges and rewards.
Align your workforce with the organization’s culture.
A mobile app to use the software anywhere, anytime.

Lattice

Rating	4.7/5
Best For	Tracking performance and growth of employee

Turn on the productivity of your employees with Lattice. Set Goals and OKRs to align the workforce to fulfil the objective of a business. Lattice offers a performance-oriented solution to cater to businesses’ demands to measure the performance of employees and teams.‌‌

Lattice - Best Performance Management Software — Lattice – Best Performance Management Software

Get every employee’s latest report and evaluate their progress and performance. It helps to conduct surveys at different levels to know the work experience and other useful information.

Features of Lattice

The interactive dashboard is loaded with the latest and essential features.
The initiative Engagement feature is used to build strong relationships between employees and the company.
Make your employee stay Anonymous to get honest feedback from the manager.
An immersive way is available for employee development.

Namely

Rating	3.9/5
Best For	HR and workforce management

Namely, it is a platform that offers HR, payroll, benefits, and talent management services. Launched in 2012, it is currently used by over 1,200 midsized companies. Their entry-level plan provides basic features like a company news feed, employee directory, task lists, and more. The platform also offers general features such as an HR employee portal, analytics and reporting, and a self-service employee portal. If you opt for the HR Complete plan, you can access more advanced features such as HR payroll, benefits administration, compliance advice, and recruiting capabilities.

Features of Namely

Namely’s HRIS stores employee data, including attendance, performance, and benefits.
Payroll Management ensures accurate processing of payments, bonuses, and taxes.
Namely, HR streamlines Benefits Administration for health insurance, retirement plans, and perks.
Performance Management aligns employee goals with company objectives.
Namely HR’s Time Off Management simplifies leave requests and tracking for efficient management.

Synergita

Rating	4.6/5
Best For	Employee Performance Management

Synergita, a cloud-based software company, specializes in aiding organizations in effectively managing employee performance, development, and engagement. Using innovative solutions, Synergita enables organizations to seamlessly track and monitor employee performance through regular and insightful feedback. The platform fosters a dynamic environment for performance management, facilitating ongoing development and engagement initiatives that contribute to the overall growth and success of the workforce.

Features of Synergita

Set ambitious objectives for accelerated growth.
Ensure continuous alignment for shared goals.
Use data-driven insights for agile adjustments.
Monitor performance in real-time for goal achievement.
Foster collaboration and transparency for effective problem-solving.

Paycor

Rating	4/5
Best For	Human Resources and Payroll Management

As a publicly traded HR company, Paycor has secured over $250 million in funding and presently serves a user base exceeding 2 million. Going beyond traditional payroll services, Paycor extends support across various HR functions, including benefits administration, time tracking, and comprehensive features for career and talent development. With its robust offerings, Paycor provides organizations with a comprehensive HR solution that addresses diverse needs and contributes to streamlined and efficient workforce management.

Features of Paycor

User-Friendly Platform: Paycor’s intuitive dashboard simplifies onboarding and tasks for employees.
Compliance Assurance: Ensure tax and regulatory compliance with Paycor’s reporting tools.
Efficient Onboarding: Streamlined online process with personalized messages for new hires.
Tax Handling: Paycor manages tax calculations, filing, payments, and form distribution.
Time Management: Paycor Time enables clock-in/out, tracking PTO, and attendance.

Bamboo HR

Rating	4.5/5
Best For	HR management

BambooHR streamlines operations by consolidating various solutions into one platform, utilizing a single data source. This enables efficient employee data management, seamless talent acquisition, simplified payroll and benefits tracking, and insightful employee experience and performance evaluation. The platform, continuously enhanced with new features and integrations monthly, stands as a comprehensive and customizable solution, eliminating the challenges of siloed systems and disconnected workflows.

Features of Bamboo HR

BambooHR’s HR module centralizes employee records and documents.
The Applicant Tracking System (ATS) simplifies job posts and application tracking.
Onboarding tools manage paperwork, electronic signatures, and progress tracking for new hires.
Time-off management streamlines logging and approval, simplifying payroll processes.

Workday

Rating	4/5
Best For	Human capital management and financial management

Workday, a California-based cloud HCM solution established in 2005, seamlessly integrates with business applications. Ideal for medium to large-sized companies, it offers a unified platform for workforce management, covering recruitment, onboarding, performance evaluation software, and compensation. Workday provides a versatile solution for basic needs like time tracking and payroll or advanced features like analytics and HR management.

Features of Workday

Talent Management: Tools for employee development, onboarding, and rewards.
Core HR: A cloud-based system for organization-wide data management.
Integration: Workday Studio manages interfaces with other systems.
Recruiting: Cloud-based solution for user-friendly talent acquisition.
Time Tracking: Integrated system optimizing labor costs and ensuring compliance.

Trakstar

Rating	4.2/5
Best For	Employee performance management

Trakstar, a cloud-based performance review software, aids organizations and HR professionals in monitoring employee performance and facilitating feedback, goal management, and reviews. It fosters motivation and retention of top talent, aligns individual goals with organizational objectives, and offers real-time data insights.

Features of Trakstar

Applicant Tracking: Web-based system for collaborative hiring and organization.
Integrations: Trakstar integrates with job boards, Slack, Zoom, and PandaDoc.
Performance Reviews: Streamlines feedback with forms, surveys, and automated reminders.
Goal Management: Facilitates personal and team goal setting for HR and large enterprises.
360 Degree Feedback: Free tool for real-time feedback and recognition by managers.

Performly

Rating	4/5
Best For	Performance Management and HR

Performly, a cloud-based HR management software, integrates modules for talent and performance management, communication, employee services, employee review software, and logic services. Users can align daily tasks with objectives or projects using the talent management system, with ready-to-use meeting templates for performance reviews and feedback discussions.

Features of Performly

Talent management
Object and competency management
360-degree performance reviews
Feedback collection
Internal process management

Teamflect

Rating	4.8/5
Best For	Performance Management and Employee Engagement

Teamflect, an all-in-one performance management software for Microsoft Teams, allows users to manage OKRs, conduct performance reviews, exchange feedback, and more without leaving the Teams interface. As an official Microsoft partner, Teamflect ensures seamless integration with Teams chat and an intuitive dashboard, keeping performance management within the workflow. Notably, Teamflect’s free plan provides full functionality for up to 10 users with no time constraints.

Features of Teamflect

OKR Integration: Teamflect seamlessly tracks OKRs in Microsoft Teams.
360 Feedback: Facilitates easy collaboration through quick feedback.
Feedback Tool: Teamflect enables swift sharing and requesting of feedback.
Task Management: Effortlessly manage tasks in Microsoft Teams with Teamflect.
Teams Add-On: Streamlines employee activities as a Microsoft Teams add-on.

15Five

Rating	4.6/5
Best For	Employee Engagement and Performance Management

15Five, a performance management software, enhances organizational performance through continuous employee engagement. With a focus on holistic people management, the tool fosters collaboration, especially among remote teams, contributing to the overall advancement of the business.

Features of 15Five

Performance Management: 360° reviews, goal/OKR tracking, and feedback tools.
Survey Management: In-depth engagement surveys with customization.
Meeting Management: Weekly 1-on-1s and pulse ratings.
Employee Awards: Pulse surveys and social recognition.
Cultural Alignment: Coaching and manager training.

Reflektive

Rating	4.4/5
Best For	Continuous Feedback and Performance Management

Reflektive is a performance management tool that helps companies grow by keeping employees engaged and improving performance. It focuses on continuous feedback and building high-performing teams to boost productivity. It is one of the best performance management software for small businesses.

Key Features:

Share real-time feedback with teammates
Simple employee recognition system
Tag multiple people in feedback or recognition
Performance and talent calibration tools
Employee engagement surveys to measure and improve workplace culture

Conclusion

Performance appraisal software plays a vital role in monitoring and evaluating employee performance. Employees are like engine oil for the business, helping it run smoothly. So monitoring the performance and developing it further is most important. Every organization needs Performance Appraisal Software, irrespective of the size of the business, to achieve the best results possible, so choose the right tool from the above list and align your employees toward the business goal.

FAQs

What is Performance Review Software?

Performance Review Software is designed to improve business performance by tracking and evaluating employee productivity and performance. It ensures individual employees and teams are engaged and aligned with organizational goals.

What is the best Performance Review Software?

The following are the best Performance Review Software

HROne
PossibleWorks
Cornerstone PMS
Zimyo PMS
AssessTeam
PerformYard
Effy
Leapsome
ReviewSnap
Engagedly
Lattice
Namely
Performly
15Five
Teamflect

What is 360-degree feedback?

360-degree feedback means in the feedback process, not only the management can give feedback, but also peers or sometimes customers can even give their feedback for a team or individual.

How do you choose a good Performance Review Software?

Before choosing a performance review software for your company, do check these features:

Goal Management
Competency Management
Detail employee appraisal review
Good feedback system

What is the use of Employee Review Software?

Employee review software streamlines performance evaluations, facilitating goal tracking, feedback, and efficient assessment. It enhances communication between employees and managers, fostering continuous improvement and alignment with organizational objectives.

September 2, 2025

Jop – An All in One Solution to Boost Employee Performance
Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. The content in this post has been approved by JOP.

Building an enterprise and maintaining the startup team to adhere to the business goal efficiently and effectively is one of the biggest challenges in the entrepreneurship journey. Entrepreneurs should always focus to create an environment where teams can perform to the best of their abilities and produce the highest quality work. It is an ongoing process of improving individual and team coordination. JOP provides a solution to boosting employee performance at the company. It offers automated solutions to goal setting and performance reviews.

Read the success story of JOP, its founders, business model, and more about it.

JOP – Company Highlights

Startup Name JOP

Headquarters New Delhi

Industry SaaS

Founder Gaurav Sabharwal, Rakesh Sarin, Vibhu Satpaul, and Grant Crow

Founded 2020

Website getjop.com

JOP – About
JOP – Core Belief
JOP – Founders and Team
JOP – The Idea and Startup Story
JOP – Name, Tagline, and Logo
JOP – The Products
JOP – Business Model and Revenue Model
JOP – Customer Acquisition
JOP – Challenges Faced
JOP – Marketing Strategy
JOP – Advisors
JOP – Competitors
JOP – Tools Used in the Company
JOP – Achievements
JOP – Future Plans

JOP – About

JOP is a SaaS startup founded in 2020. The products they provide at JOP are goals, engagement, feedback, performance management, agile collaboration, and insights. As for, the services that are offered by JOP are consulting and partnerships.

JOP – Core Belief

JOP enables a joyful culture and the realization of full performance potential. JOP, a synergy driven by the common desire to support organizations aspiring to thrive, brings an amalgamation of strong characteristics and values. The combinations of hues used in the brand best elucidate this magical mix of joy, ambition, and optimism – the ulterior values they wish to imbibe through the means of their solution.

At JOP, they aspire to enable agile collaboration among teams to facilitate strategy execution and performance enablement. Their primary focus is laid on all the core elements required to support agility, team collaboration, performance, and engagement.

There’s one passion that unites the JOP team – helping organizations that are willing to break the old rules in search of superior performance. They love supporting leaders that experiment with new agile structures and methods as they seek to dominate in today’s disruptive and demanding business environment. Business Performance Enablement should be about facilitating agile collaboration among teams to drive strategic achievement. Together they decided to create a world-class software solution to support aspirational organizations.

JOP – Founders and Team

JOP Co-Founders

Gaurav Sabharwal, Rakesh Sarin, Vibhu Satpaul, and Grant Crow are the co-founders of JOP.

Gaurav Sabharwal is the CEO of JOP. He is responsible for handling day-to-day activities related to operations, marketing, and fundraising.

Rakesh Sarin is the Chairman of the board. He is the Chief strategy officer who works on strategic planning.

Vibhu Satpaul is the Chief product officer. He is responsible for the entire product in terms of development, analytics, etc.

Grant Crow is the non-executive director and serves as an OKR expert and strategic planner.

JOP – The Idea and Startup Story

There are many areas from which they got the inspiration for JOP. Founders have been in the industries for a number of years now, supporting and providing digital services for companies in the US, successfully. They realized that strategically they will be able to put a lot more value if they will develop their own products. So it was their decision to create their own products and take them to the market.

JOP – Name, Tagline, and Logo

JOP Logo

The name of the Startup is based on the core values and culture followed at the startup.

Joyful and Energizing: There is joy in dreaming big, respecting the diversity of multi-cultural teams, and performing for meaningful growth. They maximize their energy by experimenting, collaborating, and aligning to boost stakeholders’ value. The Yellow in the JOP logo is a symbolic representation of the aforementioned values that they wish to advocate through the means of their personality and product.

Customer Success: They make a meaningful contribution for their customers to succeed. The inclusion of Blue in JOP branding is an accurate delineation of the confidence, trust, and wisdom that they wish to foster with their customers.

Aspirational: They aspire to be the best with a winning attitude, an innovative approach, and taking ownership. The Green in the identity signifies the ambition of growth and success – both for them and their partners/users.

JOP – Products

The products ensure alignment, clear ownership, and accountability and allow you to achieve outcomes. The product offers continuous feedback which improves employee engagement and helps retain the best talents in your organization. Their products will also help you have clear quarterly and annual goals. Furthermore, their products will help you be in alignment with company goals and insights into everyone’s work.

Their products give solutions to problems such as micro management, work-life balance, attritions, lack of vision, transparency, productivity, sales, customer satisfaction, and financial performance.

They catalyze growth for businesses (startups) and people by intensifying focus on
high-impact goals, enabling strategy execution and employee engagement, hence enabling 3x growth with alignment. As for innovations, they have effective check-in, actions to manage, and parent linking KRs.

JOP – Business Model and Revenue Model

For Indian customers, the price is Rs 250 per user and for their customers outside India, the price is $10 per user. This does not include the consulting cost as they are separate and go straight to the consultant. An onboarding fee may also be charged and the payments are charged quarterly.

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JOP – Customer Acquisition

They got their first 100 customers through various mediums such as the founder network, referrals, LinkedIn outreach, and attending events where their ICP was present. Email marketing campaigns and SEO helped them as well in bagging the first 100 customers. They also had strategic partnerships with OKR consultants that helped them further.

JOP – Challenges Faced

Starting and scaling businesses is hard. Even after having an experienced startup team, there’s always a new challenge standing in your way while establishing a business. This is one of the reasons they founded JOP. Many companies fail when they are scaling up as they lack an ideal operating framework that is needed by a business to grow and thrive. This is where JOP comes into the picture. It requires a lot of hits and tries at the initial stages to see what works the best. But yes, following some good playbooks for GTM, Sales, Marketing, Product Engineering, and Funding proved to be quite helpful in increasing the chances of establishing a successful business.

JOP – Marketing Strategy

JOP has got most successful marketing through LinkedIn. Linkedin outreach helped the business immensely along with the events as they enabled them to get direct access to their ICP (high-growth SaaS startups)

JOP – Advisors

JOP team has 2 advisors.
- Dr. Srinivas Chunduru – Founder at VANS group
- Mr. Anup Yanamandra – a SaaS specialist.
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JOP – Competitors

Some of the top competitors of JOP are:
- Lattice
- Peoplebox
- Fitbot
- Mesh.ai.
JOP – Tools Used in the Company

A few tools which they use to run the startups are:
- LinkedIn sales navigator
- HubSpot
- Apollo
- SendGrid
JOP – Achievements

They are still on their way to achieving their goal of success. My biggest achievement started with their drive to make JOP successful. Their passion to solve business performance problems makes the team keep going.

JOP – Future Plans

They plan to go hefty with integrations such as slack, notion, etc. In addition to this, they plan to develop the intelligence of their product with respect to insights and nudges.

FAQs

When was JOP founded?

JOP was founded in 2020.

Who are the founders of JOP?

Gaurav Sabharwal, Rakesh Sarin, Vibhu Satpaul, and Grant Crow are the co-founders of JOP.

What does JOP stand for?

JOP is the abbreviation for Joy of Performing.

What does JOP do?

JOP provides software solutions for:
- Performance Management
- Agile Collaboration
- Employee Engagement
Who are the competitors of JOP?

Some of the top competitors of JOP are:
- Lattice
- Peoplebox
- Fitbot
- Mesh.ai.
June 28, 2022

Startup Name	JOP
Headquarters	New Delhi
Industry	SaaS
Founder	Gaurav Sabharwal, Rakesh Sarin, Vibhu Satpaul, and Grant Crow
Founded	2020
Website	getjop.com

Plai Success Story – How is it Making People and Performance Management Easy?

Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. The content in this post has been approved by Plai.

Performance reviews (aka performance appraisal, or employee evaluation) is a process to evaluate the employee’s job performance during a particular period of time and has been proven to be much of worth. Monitoring the employee performances, obtaining the reviews of the employees, and working on them is integral to a company regardless of the place or the industry that it belongs from. Staying in a loop of continuous feedback process not helps people feel valued, engaged, empowered, and encouraged to grow, it also helps them fairly evaluated and compensated, which in turn, helps the company grow, while retaining the best of the workforce.

When done right, one-on-one meetings and collaborations, aligning teams with OKRs, 360-degree feedback and reviews, appraisals, feedbacks, and appraisals provide endless benefits for the company along with making the team stronger and helping the management build better relationships with the team members. All of them and more are now offered by Plai, which helps entrepreneurs, business leaders, and managers encourage healthy and happy offices.

Plai is a people and performance management software for forward-thinking companies. Read this article to know about Plai, how Plai works, services, products, founders, business model, logo, plai coupon code, plai promo code, revenue, funding, investors, plain logo, startup launch, growth, advisors and mentors, growth, achievements and more.

Plai – Company Highlights

Startup Name	Plai
Headquarters	Los Angeles, USA
Sector	Performance Management Software, HR Tech
Founders	Andriy Bas (CEO), Sasha Chepurnoi (CTO), Oleh Kryvytskyi (Product Designer)
Founded	2019
Parent Organization	Plai Team Inc.
Contact	hello@plai.team

About Plai and How it Works?
Plai – Target Market Size
How was Plai Started?
Founders of Plai and team
Plai – Name, Tagline, and Logo
Plai – Business Model and Revenue Model
Plai – Startup Launch
Plai – Startup Challenges
Plai – Growth
Plai – Funding and Investors
Plai – Advisors and Mentors
Plai – Recognition and Achievements

About Plai and How it Works

Plai is a simplified performance management software. It helps early-stage companies grow and create high-performing teams with OKRs, performance/360° reviews, real-time feedback and recognition, weekly 1:1s, and check-ins. The company is on a mission to help organizations align, stay in sync, and perform better together.

Plai is free and easier to use than spreadsheets. Compared to complex enterprise solutions, teams adopt Plai from day one and employees are willing to use it. Customers say that Plai is “just the perfect match of features to roll out OKRs and reviews in the organization”.

The combination of the feature set, the pricing, and monthly billing makes Plai ideal for early-stage companies. The startup’s goal is to build Workday for SMB.

Features of Plai Products and Services

Some of the main features and services offered by Plai are:

OKRs – Monitor your team and focus on them with effective Objectives and Key Results as offered by Plai.

One-on-ones – Get to better maintain your team with the facilities of conducting one-to-one meetings.

Reviews – Conduct prompt and hassle-free 360-degree feedback and reviews for and from the employees.

Praise – Indulge in rewarding and praising your employee well to build a promising workforce.

Feedback – Provide constructive feedback regularly to the employees to watch your team grow.

Integrations – Maximise employee engagement with effective notifications and tips directly from the Slack and MS Teams.

Plai – Target Market Size

Grand View Research previously estimate that the HR Management Software market was worth $14.68 Bn in 2018, and Employee Collaboration, Engagement, and Talent Management (our field) – is $2.44 B. This market is expected to grow 11% annually by 2035.

Exclusive for our readers: Use the promo code “plai-startuptalky-15” to get a 15% discount for the first year for Plai Pro subscription. Email at hello@plai.team to redeem the code for your workspace.

How was Plai Started?

While working at their previous company (Uptech), founders Andriy Bas, Sasha Chepurnoi, and Oleh Kryvytskyi faced the need to align the team around common goals (OKRs), share feedback, conduct performance reviews, etc. They didn’t find any suitable solutions to meet their needs. Almost all performance management software is designed for enterprises (with annual contracts) and is too complicated and too expensive for smaller companies. And most importantly – employees don’t use them unless forced to.

So, Andriy, Sasha, and Oleh bootstrapped a solution for their needs with the combination of Google Docs/Spreadsheets/Notion. And this gave them the idea for Plai. They did some research, and over 20+ companies confirmed their hypothesis. Most early-stage companies have similar problems with performance management and struggle the way the co-founders did.

Andriy, Sasha, and Oleh quickly created a landing page and launched it in 2 weeks. They posted about it on social, BetaList, BetaPage. After receiving positive feedback and 500+ beta sign-ups, they started working on the solution.

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Founders of Plai and team

Andriy Bas (CEO), Sasha Chepurnoi (CTO), and Oleh Kryvytskyi (Product Designer) are co-founders of Plai.

Andriy and Sasha worked on multiple projects at work together and have known each other since 2016. Oleh also worked in the same company as Andriy and Sasha since 2018, and they all 3 worked on several projects.

Andriy Bas

Andriy is a Bachelor of Science graduate from the Kyiv Polytechnic Institute. He has been the CEO of Plai since July 2019. Starting as a Lifeguard at Kalahari Resorts & Conventions, Andriy has served numerous designations like Software Engineer and Senior iOS/Android Developer at many different companies like Netspace, Explain Inc. and Softermii. Bas has also been the Cofounder and Team Lead of Uptech. He was then the Co-founder and CPO of Teamroom, after which he founded Plai. Andri is currently also the Cofounder of No Code, No Problem.

Sasha Chepurnoi

Sasha has a Master’s degree in ML and is currently operating as the CTO at Plai. He is also a part-time, backend engineer at Uptech. He was also a student at the Kyiv Polytechnic Institute. Sasha was earlier a professional soccer player, who started off his career on the field, but unfortunately had to leave the sport after a serious injury that he suffered.

Oleh Kryvytskyi

Oleh is the Cofounder and Product Designer at Plai. He was previously the UX/UI designer at Uptech, where he worked with Andriy.

They’re a small team, and it’s kind of easy to split the responsibilities. Andriy is the CEO, defines the product vision, and does partly sales/marketing. Oleh is responsible for the product and the UI. Sasha is responsible for the technical implementation, the tech stack, stability, and availability of Plai.

There are somewhere between 11-50 employees of Plai as per its Linkedin profile. The team members are all based in Kyiv, Ukraine. Work sometimes from the office, sometimes remotely.

Plai – Name, Tagline, and Logo

Plai means “path” in Ukrainian.

Plai Logo

“We believe that Plai is a path forward for small teams to become successful companies. We didn’t argue much about the name, nor did we have long meetings to agree on the name. It was one of the options that we came up with initially, it was short and concise, there was no much competition on the internet for this short name, all the team liked it, so we adopted it from the beginning”, says Andriy Bas, CEO of Plai, about the selection of the name.

Plai – Business Model and Revenue Model

Plai offers a freemium business model (like Slack). Customers can use the Free package which includes OKRs, teams, Dashboard, and Slack integrations. Pro plan (that includes 1:1s, reviews, praise, feedback) — is a monthly user-based subscription for $7/user/month. Here’s a look at all the available subscription packages for Plai:

Free – $0 | Supports up to 5 users
Starter – $55 | Supports up to 30 users
Pro – $4 / user per month | Supports unlimited users
Enterprise – Custom pricing

Plai – Startup Launch

Plai launched the landing page in July 2019 before any product development. By promoting the product idea on BetaList/BetaPage websites and social media, the team collected over 500 beta sign-ups. These were the original users. Then, as they started working on the product, they were writing regular blog posts, and the traffic was also attracting subscribers and early users.

That way, by the time the startup launched in October 2019, it had over 2000 email lists to notify. These were the users of the free version of the product. By March 2020, when Plai launched the Pro version of the product, it managed to convert 5 users to paying subscribers. And have been growing almost 50% month-over-month in MRR ever since.

Plai – Startup Challenges

One of the first major challenges — was to identify what exactly customers need, and thus how the product should look like. To understand that — the founders launched very fast, gave their product in the hands of users, and asked for feedback. Based on that, they iterated many times and every time gave a better and better understanding of what the customers needed.

For example, the team initially planned to build the “Reviews” feature last. But customers were asking for this feature almost immediately and were willing to pay for it. Thus, Plai prioritized it and delivered it much faster than it initially planned to.

Plai – Growth

Plai started in 2019 and has come a long way now in terms of popularity and user acquisitions. The user base of Plai boasts of 300+ companies that are using Plai software and services. The one thing that has supported PLai all the way is its freemium model, which gives the users a chance to explore the software and see what difference it makes for free.

The users are from almost all countries in the world. In total, they have over 5,000 registered users. In terms of MRR, the startup is growing almost 50% since March 2020 (when launched the paying plan).

“We plan to attract 100 paying customers by the end of the year 2020. Our long-term goal is to be #1 People and Performance management solution for small and medium companies all over the world”, says CEO Andriy Bas about future plans.

Plai – Funding and Investors

Plai didn’t raise any external funding and is self-funded for now. It is going the bootstrap style.

Plai – Advisors and Mentors

The company doesn’t have any formal advisors or mentors. However, many of the co-founders’ friends share their valuable advice and suggestions.

Plai – Recognition and Achievements

Plai became a winner and takes part in the online accelerator Pioneer.app.
Also, Plai was invited to the final stage of the YC Winter 2020 batch, for the on-site interview in Mountain View. But they were not invited to the batch.

FAQs

What is Plai?

Plai is a people and performance management software that helps companies and individuals track and monitor the performance of the employees, smoothen the workflow and empower and acknowledge the employees to help better the work culture.

Who are the founders of Plai?

The Plai founders are Andriy Bas (CEO), Sasha Chepurnoi (CTO), Oleh Kryvytskyi (Product Designer).

How many employees work with Plai?

Plai has around 11-50 employees working with it now.

When was Plai founded?

Plai was founded in 2019.

Where are the Plai headquarters?

Plai headquarters are located in Los Angeles, USA.

June 18, 2022

When was the Last Time They Shipped a Great New Product? Elon Musk on Remote Working

Business leaders everywhere are struggling to adapt to the demands of the digital age, but they all can agree on one thing: remote work has been an unqualified success. However, on Wednesday, Tesla CEO Elon Musk announced on Twitter that he would be reversing his decision to allow employees to work remotely as often as they like. He reasoned that the company’s vehicle needs are more time-sensitive than before due to their ambitious Model and production goals. Elon Musk’s end of Tesla’s remote working policy has experts everywhere wondering if this heralds the end of the remote working revolution.

Elon Musk Tweet: "Come to office or Leave Tesla" took over the internet
How remote work started at Tesla?
The flip side
What is going on with Tesla right now?
Why did this decision come so suddenly?
How leaders are reacting to Elon Musk’s end of remote work move?
What should you take away from this discussion?

Elon Musk Banned remote Work for Tesla Employees

Elon Musk Tweet: “Come to office or Leave Tesla” took over the internet

Elon Musk Email To Tesla Employees about stopping WFH

However, Musk’s remote work revolution has finally come to an end. After Musk tweeted on June 1 that he had exciting plans for Tesla, that led to a full stop on remote work. To be precise, it’s come to the office or leave Tesla.

As reported by Electrek:

“Anyone who wishes to do remote work must be in the office for a minimum (and I mean *minimum*) of 40 hours per week or depart Tesla. This is less than we ask of factory workers.” – Elon Musk, CEO, Tesla.

There are many ways we can improve working remotely, but there is one overriding theme: constant communication and frequent in-person interaction are critical to success.

He said in a statement issued by Tesla on Tuesday:

To become world-class manufacturers, we must operate as a world-class manufacturing company. The move comes after months of pressure from Wall Street investors who were frustrated with production delays at Tesla’s Fremont factory in California. – Elon Musk.

How remote work started at Tesla?

It all started with a simple tweet from Elon Musk.

On May 23, 2019, Musk tweeted that Tesla employees could work remotely if they wanted to. The next day, the company announced its new Remote Work Program-and it’s been a success.

This was an unprecedented move, and it was quite a shock to many who had worked with Tesla for years before the outbreak.

The flip side

Remote work is celebrated as a cornerstone of a 21st-century company’s culture. Elon Musk, however, suggests that not only is it time to end remote work — but it may have never worked in the first place. Come to office or leave, he tweeted on Tuesday. Musk believes collaboration among Tesla employees helps break down hierarchical barriers between departments and that fostering teamwork across teams would better serve his company in future exciting endeavours.

Whether or not Musk’s statements were met with praise or scepticism from other leaders who also endorse remote work remains unclear — but one thing is certain: If Anyone has enough influence to spark change, it’s him.

What is going on with Tesla right now?

The electric car company—which has had no shortage of headlines lately, thanks in part to some disastrous crashes and Musk’s Twitter battle with Vern Unsworth, a British diver who helped rescue stranded boys from a Thai cave – is just one of many companies experimenting with new ways of getting work done. Although remote work is still in its infancy, according to some reports, nearly half of all U.S. workers do some form of it now.

But Tesla is taking things further than most: In an email sent out Tuesday, Musk told employees that there would be a dedicated team at HQ for those who absolutely cannot adjust to [an] absence of chaos. He also said he would be too busy manufacturing cars and building future products to hold regular meetings in person. As Wired points out, Musk has previously expressed scepticism about working remotely; he reportedly once said that he thinks people are more productive when they can see each other face-to-face.

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Why did this decision come so suddenly?

It’s clear that Tesla is a unique company with its overarching mission of transforming how we drive and use energy. The electric car industry is still relatively new and unproven, which requires more hands-on attention from each executive. Additionally, Musk has said that for workers to be more productive at Tesla, they need to be present in person.

With over ten thousand employees (and counting), it’s easier for management and workers to build relationships when they’re all working together under one roof. While remote work may have its benefits for bigger companies like Google or Walmart, having everybody together in person may ultimately lead to better results at Tesla. We’ll have to wait and see what happens!

How leaders are reacting to Elon Musk’s end of remote work move?

Elon Musk Email to Tesla employees to end Remote Working

Some leaders praise him for his leadership, but others are shocked and worried about how he will accomplish such a change. Many companies struggle with motivating their employees and making them feel like they’re making a difference when they work remotely. Is it possible that Musk will be able to solve these issues as well? What do you think? Don’t forget to share your thoughts in the comment box!

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What should you take away from this discussion?

The latest Elon Musk tweet made a big splash when he announced that he was ending remote working at Tesla. That’s right, in what is certainly a controversial move, Musk declared that only people onsite were permitted to work on projects and develop new products. To be clear, it’s not clear how far Musk will carry his new policy. In fact, many of his employees said they expect it will be temporary or confined to high-level workers rather than rank-and-file employees and managers. Whatever happens with Tesla, managers, and employers everywhere in corporate America need to take note of what happened here.

FAQs

When was WFH started at Tesla?

Elon Musk allowed Tesla Employees to work remotely in May 2019.

What did Elon Musk tell his employees?

Elon Musk makes it mandatory to work from the office for at least 40 hours a week.

What does Elon Musk think about working from home?

Elon Musk considers employees to be less productive when working remotely.

How many hours do Tesla employees need to work from office?

Elon Musk said Tesla employees to work for a minimum of 40 hours a week from the office.

What is the total number of Employees at Tesla?

Tesla has over 99000 employees.

How many workers are there in Tesla factory?

There are around 22000 workers in Tesla factory.

June 2, 2022
Different Ways to Offer a Perfect Work-life Balance to Your Employees
The Article is contributed By Marut Bharadwaj, Country Head, Potential Project

As a general rule, we strive to maintain a certain degree of balance in our lives. Workplaces, too, are no exception. But the world is changing, people are more involved, and obtaining the ideal work-life balance feels like a pipe dream.

The glaring need of work-life balance
Why is work-life balance so difficult to attain?
Maintaining a work-life balance is not an illusion
The glaring need of work-life balance

According to LinkedIn’s “Future of Employment” Study 2021 of 1,108 people aged 16 to 68, a third of Indian professionals are stressed and overworked as a result of working remotely. This has shifted focus to individual well-being and pushed many professionals to strive to achieve the correct balance of life and career. In fact, one in every two Indian employees, or 52 percent to be precise, now feels that work-life balance is just as essential as their pay, according to the same Linkedin study.

As employees rearrange their priorities and become more and more willing to explore their options regardless of the risk, one result of this introspection has been “The Great Resignation”.

In light of the changing dynamics of employees’ professional and personal priorities and the impact they have on outcomes, organisations need to reconsider their top-to-bottom work patterns, as well as their culture and values, and themselves instigate a change in the nature of the workplace.

Why is work-life balance so difficult to attain?

A work-life balance is becoming increasingly difficult as technology advances. Everyone is accessible 24 hours a day, seven days a week, and the fear of losing opportunities, acknowledgements, and in many cases, even the job itself, pushes employees to work long hours.

We tend to conceive of work-life balance as a trade-off between the amount of time we spend at work and the amount of time we spend on non-work pursuits. In a perfect world, we would be able to nourish ourselves as individuals after work, whether it was through spending time with friends, family, or participating in a hobby, as well as climb our professional peak within the limits of out predetermined work hours.

It’s not difficult to convey the concept of “balance,” but what does it truly entail? When the walls between work and home become thinner than paper, how do you know what works? Taking care of oneself begins to seem like an unnecessary extravagance when one’s very livelihood is at stake. But it should not. A lack of work-life balance not only harms your mental health, but it also hurts your company’s bottom line and job satisfaction.

Maintaining a work-life balance is not an illusion

As employees increasingly look for a better work-life balance and a higher sense of fulfilment, leaders must take on the responsibility of helping their employees find what they need. For instance, leaders must look into offering their employees more flexible benefits and time to focus on their mental health.

While employers alone cannot guarantee a perfect work-life balance for their employees, there are several ways in which they can assist individuals in finding and maintaining a balance that works best for them:

Prioritise output over hours worked

Leaders should focus their energies and attention on the end result rather than the hours worked by each employee, and urge management to do the same. Some days, employees may have to work long hours to finish a task, but this should be countered by the days when they do not have to work an eight-hour day.

Focusing on outcome-based metrics once teams and people have a clear understanding of their responsibilities in terms of achieving outcomes will result in higher productivity with better performance. Netflix, for example, has no restrictions on paid time off or on the amount of “face time” that employees must spend in the office. It assesses productivity by outcomes, not inputs, and is flourishing on that principle.

Encourage taking breaks

Workplace breaks are necessary for keeping healthy, happy, creative, and focused. Many employees, however, do not take breaks during the day, and others even skip meals. It is enticing to cram as much work into a short period of time as possible if you are able to get out of the office early, after all.

However, the brain needs rest on a regular basis. Employee performance declines when employees keep at a task for an extended period of time. In one study, the Draugiem Group, a Latvian conglomerate, observed that the most productive employees took the most breaks when they measured their time and productivity. High achievers took an average of 17 minutes off for every 52 minutes they worked.

So, employers should encourage employees to take regular breaks, go for a stroll, or even work in a different section of the workplace to stay fresh and stress-free.

Re-evaluate workloads from time to time

While allocating tasks, leaders may end up assuming an unrealistic deadline for tasks that can take a single person even a whole day to do.

It is possible to better divide work among your team through the use of workload management, which not only reduces burnout among your staff but also keeps them from being overwhelmed in the first place.

Leaders who communicate with their staff on a regular basis will be aware of who is overworked and stressed, as well as who has spare capacity. Re-evaluating each individual worker’s workload, they can assign tasks mindfully to ensure that everyone has a manageable amount of work to do.

Acknowledge the unique needs of every employee

An improved work-life balance is something that many of your workers may be striving toward. While some may be content with the amount of time they devote to their jobs within the work hours, others may be willing to work more to finish the task at hand in one go. They may not mind working long hours if it means they can relax when they get home.

The best organizations recognise that each employee is unique, and develop work environments that can be tailored to each individual. There is no such thing as a “one-size-fits-all” solution in business, even in the context of employees. An individual, customisable strategy is, therefore, a leader’s best bet.

Leading Mindfully

Mindfulness makes it difficult to disregard any imbalance. Mindfulness practises like meditation and breath awareness helps employees become more aware of their feelings and physical experiences. When they pay attention to their feelings, employees can learn to recognise when they might be denying themselves something necessary in order to succeed at work.

Conclusion

For leaders, this awareness is a treasure chest for leading employees towards a self-led work-life balance that is as likely to benefit the organization as their own selves. After all, change only changes when it is driven from within. And attaining a work-life balance is a cycle whose wheels really lie in the employees’ hands.
January 24, 2022
How Did Revolut Turn 70 Employees Into Millionaires? [Case Study]

Revolut is a UK-based Fintech company that provides banking services to its client. The company was founded in 2015 by Nikolay Storonsky and Vlad Yatsenko. The services they provide include currency exchange, credit card, and debit cards. With time the evaluation of this company has grown manifold. It has benefitted its shareholders immensely. But not only that it has managed to make 70 of its employee into a millionaire. So, let’s look at how Revolut turned 70 employees into millionaires.

About Revolut
How Did Revolut Help 70 Employees Turn Into Millionaires?
The Revolut Share Sale Controversy
FAQs

About Revolut

Revolut Founders

Revolut is a fintech company based in London, founded by two Russian entrepreneurs Nikolay Storonsky and Vlad Yatsenko. This company provides various banking financial services to its customers. The prominent services they provide are debit cards, credit cards, and virtual cards. They have also started providing services in free stock trading, crypto, etc.

Recently it has started expanding in Japan in the year 2020. In the same year, they increased their employees from 1500 to 5000. It is now one of the most valuable companies in Britain. Today it is the fastest-growing fintech startup.

How Did Revolut Help 70 Employees Turn Into Millionaires?

Revolut has been giving services of credit cards, debit cards, and many other banking services. With time, it has grown more and more. It also provides quality services.

Being a fintech company with smart products, it has successfully acquired the whole market. In due course of time, they have provided profit to their shareholders and also provided ESOP to their employees.

Implemented Shrewd Business Model

They grew quickly within a single year. As many as 10,000 users registered with them. Till now because of their shrewd business method they have made 70 of their employees into millionaires. In the initial days, the company had given its employees a good percentage of ESOP. This was done to encourage them to work harder and they too would become rich with the company.

Issued ESOP To Its Employees

With time, the company grew and it not only paid its actual shareholders but also made its employees rich as well. A lot of new employees also joined and have also opted for ESOP. This is why there might be more employees who turn out to be millionaires.

But all these things are on paper only. It is not so easy to sell these shares. Revolut is not yet listed on any stock exchange. This is why it is not so easy to monetize them.

At present, the company is allowing its employees to only take out parts of their shares. In reality, the employees have to sell their shares at a discounted price. But even in this case, it is making them rich.

The Revolut Share Sale Controversy

Revolut has issued shares to its employees when they joined the company. Now when the company has grown, the company has allowed their employees to sell some amount of their shares.

To be specific, they have allowed their employees to sell 20% of their shares and allowed their former employees to dilute 10% of their shares. But it is not as simple as it looks. To monetize their shares, they need the help of a special agent.

They also have to sell their shares at a discounted price than the original one. If they want to take the help of an agent, then fees will also be charged from them. This is why they have to pay extra money to sell their shares. This is causing a lot of discontentment among its employees. Many of the employees complained that the shares were not getting sold. Others complained about the discounted price.

But in reality, these things are completely justifiable. First of all, it is a big luxury for people to sell shares of a new company. This is why it is completely fine to do it this way. Though they have to sell their shares at a discounted price the amount of money they’ll receive is huge.

In the year, 2020 when the company was facing some slowdown due to the pandemic, they fired many employees. It was said that Revolut forced their employees to either resign on their own or they would fire them.

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Conclusion

This was the case study on how Revolut helped 70 employees turn into millionaires. If you are an entrepreneur, you can implement these learnings in your startups as well. Hope these learnings will help you grow your startup to new heights.

FAQs

What is Revolut?

Revolut is a fintech company that provides various banking financial services to its customers. The prominent services they provide are debit cards, credit cards, and virtual cards. They have also started providing services in free stock trading, crypto, etc.

How many employees does Revolut have?

Revolut currently has a workforce of over 3000 employees.

How Did Revolut Turn 70 Employees Into Millionaires?

Revolut made over 70 employees into millionaires by implementing a shrewd business model in the organization. They also had an entrepreneurial culture that made their employees strive to be millionaires and work hard. They also gave their employees ESOP that they turned into millionaires.

December 8, 2021
Benefits of Employee Engagement and Why is it Important for Success of your Organization

‌‌With the advancement of business all around, businessmen seek ways to enhance their employees and results. And with that, employee engagement is often taken as the ultimate solution or, in other words, you can say a silver bullet! For all challenges and obstacles that arise in a workplace, employee engagement is believed to improvise all of them.

‌‌Although employee engagement isn’t a magical antidote, it can surely bring great benefits to any organization. There are employee engagement platform that create such an effect on an organization that is beyond a general mindset.

You might be wondering, how is that possible and why is employee engagement so important? Well, to answer this we have presented this article containing the importance and benefits of employee engagement. Let’s get started!

Why is Employee Engagement Important?
Benefits of Employee Engagement
FAQ

Why is Employee Engagement Important?

Employee engagement can simply be defined as the strong mental as well as emotional connection between the employees and the organization they are working for.

Employees are the major part of any organization and when you have a strong, loyal and devoted employee team, you experience great results. And this is literally proven that in places where employee engagement is done 70% of safety incidents can be saved.

‌‌When employees are well trained and engaged, we focus more on the task and results rather than worrying about their bosses and colleagues. Employee engagement has numerous benefits and guarantees the ultimate success for the company. Let’s get on with the benefits of employee engagement.

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Benefits of Employee Engagement

There are numerous benefits of employee engagement which include for the whole team, managers, and ultimate organization’s success. These are:

Enhanced Team Performance

Employee engagement may seem like an individual’s benefit. But, on the whole, it improves the entire team’s performance. This is because when employees are engaged, they work with full potential and at a higher level. That’s why when it’s a team of engaged employees, it’s concluded that you will receive better performance results.

Also, when an employee is surrounded by an entire team of fully motivated and focused employees, they tend to feel more engaged towards their work and performance.

Innovative Ideas from Employees

Employees work with great dedication and focus when they are engaged. They present new innovative ideas and plans that will portray the company more promptly, on a wider platform. And when the employees are engaged with their work completely, they often find different ways to enjoy and not feel any pressure.

When an organization supports and encourages its employees, they become more loyal towards the company and do their best for it.

Improved Rate of Retention

Research shows that around half of the employees want to quit their jobs because they do not get proper recognition, promotions, and payment. Often, employees get into some pretty serious work conflicts which makes them really disturbed.

Every employee desires a good and healthy work environment and when they don’t get it, they seek better options. That’s why it’s very necessary to have employee engagement and improve the retention rate for any company.

Enhanced productivity

When employees are highly engaged, they tend to work more efficiently and with enhanced quality. The main reason behind this is that employees are completely invested in their work and that’s why they do everything to increase their productivity.

Employee Engagement makes the employee more accountable and contributes towards their work which ultimately improves team productivity. It guarantees 100% productivity and it’s basically proven.

Low absentee percentage

With employee engagement, you get an extremely low absentee percentage. Engaged employees are more likely to show up to their work and perform brilliantly. And not just this, you’ll see that employees are more excited about their work and never leave any chance to miss it.

You can always reach out to your employees and encourage them for their work. This way you will have better results in the end.

Team Objectives are Accomplished Quickly

One of the very major benefits of employee engagement is achieving the objectives stated by the team. In any workplace, achieving the target is very important and with engaged employees, your team gets to achieve it sooner.

Because employees focus more on the team goals and tend to achieve them with better results. In fact, around 90% of employees believe that organizations can easily reach their target objectives in time. When your team members believe in achieving the objectives, there’s nothing that can stop them.

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Conclusion

Employee engagement brings you the best possible results of all kinds. With a whole team filled with motivation, excitement, and vision to take their company to great heights, you ultimately receive the best results and enormous success. You can imagine how beneficial it would be on the output and in the market.

Through this article, we learned about some of the major benefits of Employees engagement. As with engaged employees, it is guaranteed that you’ll receive better performance and a healthy work environment.

Engaged employees always bring a higher level of productivity and innovations into their work. And this always benefits the organization with great success.

FAQ

What is employee engagement?

Employee engagement is the level of dedication and satisfaction an employee feels towards their job.

What is the importance of employee engagement?

Employee engagement ensures that your employees are motivated and remain committed to their work.

What are the types of employee engagement?

There are 3 Types of Employee Engagement, Actively Engaged, Not Engaged and Actively Disengaged

September 30, 2021

How To Do Performance Reviews Effectively

You know the drill when it’s performance review time. Sometimes, it’s hard for someone to deliver face-to-face performance reviews, so giving a performance review effectively should be a skill in corporate culture. Performance reviews are one of the few tasks that create a lot of anxiety among employees and to balance positive feedback with the need for improvement is always a thin line.

A go-to tip to make performance reviews successful in your company may differ but universal principles about how to talk to an employee and discuss his or her performance, are the same. These tips for performance reviews are applicable in your daily short conversations with your employee, and they are also needed at times when there is a discussion about job goals and performance.

What Is a Performance Review?
What Should A Performance Review Look Like?
Do’s and Don’ts: Principles to Remember While Doing A Performance Review
Tips For Conducting Performance Reviews Effectively
4 Examples Of Performance Reviews

What Is a Performance Review?

You may get the notionthat a performance review is an opportunity to unload a long list of criticisms, but that’s not 100% correct. Rather, it’s an honest evaluation of the employee’s performance, both good and bad. Think of the performance review as a way to celebrate the positives and emphasize areas where improvements are needed and can be made too. When you build your performance review around those metrics, it gives your employees the information they need to grow within their position and benefit the business as a whole.

What Should A Performance Review Look Like?

The basic characteristics on which effective performance reviews are built are:

Communication
Collaboration and teamwork
Problem-solving
Quality and accuracy of work
Attendance and dependability
Ability to accomplish goals and meet deadlines

So, how you chose to format and grade these components are up to you. Some organizations use the grading method of assigning A, B, C, D, and F, some use scaling order of 1 to 10, and some use percentage. Whatever system you chose, ensure that the performance review is effective and understandable, and communicates the information clearly in a concise manner.

Do’s and Don’ts: Principles to Remember While Doing A Performance Review

Do	Don’t
Make it clear at the beginning of the year how you’ll evaluate your employees with individual performance planning sessions.	Offer general feedback; be specific on behaviours you want your employee to stop, start, and continue.
Give your employees a copy of their appraisal before the meeting so they may have their initial emotional response in private.	Talk about compensation during the review; but if you must, divulge the salary information at the start of the conversation.
Deliver a positive message to your good performers by mainly concentrating on their strengths and achievements during the conversation.	Sugar-coat the review for your poor performers; use the face-to-face as an opportunity to demand improvement.

While performance review methods and approaches may differ, but these tips to review any performance review effectively will never ditch you. But they will help you make performance reviews polite, positive, and motivational. These tips will help you inspire the best from your employees.

Tips For Conducting Performance Reviews Effectively

1) Make the Environment Comfortable

It’s important that the environment in which you hold your performance review should be comfortable as possible as it goes a long way toward putting your employee at ease even before the meeting begins.

There’s nothing wrong with using a conference room for a performance review, but sit next to the employee rather than 20 feet away and try doing what you can to put them at ease.

2) Minimize Distractions

Holding your performance reviews in a location other than your office is an ideal way to minimize distractions. It could be a coworking space or a quiet café. Even simple interruptions like phone calls, emails, or your mobile phone beeping, someone knocking on your door; always try to diminish the effectiveness and poignancy of what you have to say.

If you have decided to hold the performance review in your office meeting room, then silence your phones, turn off your email, and hang a “Do Not Disturb” sign on your door before the meeting starts.

3) Make Use Of The Job Description

This goes with managers wondering where to start when they’re faced with putting together a performance review. The suggestion would be to review the job description. When preparing it, ask yourself these questions as the basis for the rest of your Performance review:

Did the employee satisfy all the responsibilities and requirements listed in the job description?
Were there certain aspects left lacking?

I mean this may work wonders and can make your work go easy. But while you’re looking at the job description, make sure it’s up to date. Only when the job description is up to date and accurate will you be able to provide a fair performance review.

4) Conduct Reviews Frequently

Don’t make your performance review an annual event because it may sound weird when employees are having snacks while they are already feeling overwhelmed for the reviews pending. Instead, provide feedback throughout the year. Many businesses hold performance reviews at the end of major projects. Some set them every three months. Always choose a frequency that’s right for your business and your employees. And be sure that the performance review isn’t a surprise. Your employees should know when it’s coming.

5) Don’t Let Only Recent Performance Fill Your Evaluation

Don’t let the most recent activity of your employees fill your evaluation. A performance review should be based on everything that occurred since the last review, not just the past week or month.

Try to look at the big picture, not just the time last month when the employee saved a big project or the time, he missed a critical deadline — it can help you be more objective with your feedback.

6) Base the Review on Key Points

Basically, a performance review should be based on three key points:

Company-specific core competencies.
Position-specific competencies.
Achievement.

The first two competencies may include skills such as organization, company/product knowledge, attitude, and anything else that’s important for the job. If your company hasn’t defined these competencies yet, now is a good time to do so.

7) Weigh Each Aspect Of The Employee’s Performance

It’s essential to weigh each aspect of your employees’ performance. Your performance review should be divided in a manner, for instance, company-specific competencies should be worth 20%. Position-specific competencies should be worth 30%. Achievement should be worth 50 percent (I mean this is a must to keep them going on).

8) Hold an Annual Face-To-Face Performance Review

No matter if you are conducting a written performance review for a long time then a face-to-face performance review meeting can make an annual event in your business. A written performance review is useful for more frequent evaluations, but it’s beneficial to hold a face-to-face review at least once per year. You convey a great deal with your tone of voice and expressions. Those things don’t come across in a letter, no matter how well-written. The face-to-face performance review also makes it possible to have a discussion about your employee’s work, rather than just a one-sided monologue.

9) End with The Positive Note

Think of your performance review as a sandwich: the positives are the bread and the negatives are the meat, lettuce, and condiments.

As we mentioned, it’s a good idea to lead with the positive to set the right mood for the performance review, but it’s also smart to end on a positive note. Chances are, the first and last thing you talk about them will be what the employee remembers most. If that last thing is negative, it could affect everything they do when they return to work.

End on a positive note, even if the employee has plenty of things to work on — so they feel good about themselves and secure in their job.

tips for performance reviews — Always End The Review With A Positive Note

10) Be Open & Honest with Employees

Honesty is the best policy, so don’t be afraid to be open with your employees about their performance. Don’t sugar-coat your assessment or beat around the bush. Your employees will know when you’re being overly-flattering, and the review process is hard enough without making your employees decipher what you’re trying to say. It’s satisfying when it goes all right, because somehow in a manner everybody knows where they went wrong and where they were best at.

11) Include Peer Feedback & Self-Appraisals

Before presenting your review to an employee, gather feedback from her co-workers. It can also be informative to your analysis if you ask the employee herself how she thinks she’s doing. Peer feedback and self-appraisals can go a long way toward giving you the most complete picture possible of an employee’s performance.

12) Use the Right Language

The words you use are just as important as the message you’re trying to communicate. That’s why it’s vital to use the right language during the performance review. Be as clear and specific as possible without sounding trite and insincere.

Avoid general terms like “good,” “great,” and “excellent.” Opt instead for action words like Excels, Decisive, Responsive, Dedicated, Knowledgeable, Honest, Thorough, etc.

These types of words are more descriptive and, are more meaningful.

It’s also a good idea to create a list of strengths and weaknesses phrases for common parts of the performance review, such as Attendance, Attitude, Customer Service, Dependability, Flexibility, Interpersonal Skills, Leadership, Performance, Teamwork, Time Management, and more.

For example:

A strength phrase for performance is:

Michael excels at developing strategies that deliver results.

A weakness phrase for performance is:

Does not take initiative unless prompted.

A strength phrase for attitude is:

Does not let difficult circumstances get her down.

A weakness phrase for attitude is:

A negative attitude in some situations has a tendency to cause problems.

Just be sure to elaborate on the phrases you choose so that the employee has a clear idea of what you mean.

13) Set Goals

Reviewing old goals and setting new goals is a crucial component of every successful performance review. Because this is what actually a performance review means at the end. When you set goals for your employees, you give them the direction to work. You give them away to quantify their performance. They can look at what they’re doing and ask, “Is this habit getting me closer to achieving my goals? What can I do that would make it easier to reach those goals?”

4 Examples Of Performance Reviews

Here are some examples of performance reviews that may really work in explaining to you. Now performance reviews can be categorized as Good review, Satisfactory Review, Poor Review, Combination Review.

1. Good Review

Chandler exceeds all expectations in his role as a server. He always has a positive attitude. He adapts easily to rapid change in the workplace. He works well under pressure by herself and with other team members. He is detail-oriented and completes tasks in a timely manner. He even seeks out additional responsibilities when his schedule isn’t that tight.

2. Satisfactory Review

Cheshta meets all company expectations in her role as a customer service rep. She adapts well to client demands and changing workloads. She maintains a sense of detail and a positive attitude even under pressure. These skills, though, come at the expense of time management. And while Sheen shows an aptitude for leadership, she doesn’t actively seek out leadership training or opportunities.

3. Poor Review

At times, Kopal can be very effective at her job as a shift manager when she is engaged in her work. Unfortunately, Kopal is frequently late, and this seriously impacts the productive hours of her workday. During the next quarter, we would like Kopal to focus on attendance—being clocked in and ready to work at the start of her shift.

4. Combination Review

Aishani meets some of the company expectations in her role as a barista but falls well short of others. She is an active listener, manages her time efficiently, and is always conscientious about the quality of her work. Aishani needs to work on demonstrating professionalism at all times and, though she works well by herself, would benefit greatly from additional team-building skills.

There are some tools that can make your work go super fine and easy. So to simplify your responsibilities every day, you need a scheduling task manager. Some of the features are:

Sling
Shifts
Time Clock
Newsfeed
Messages
Tasks.

Whatever you are providing them in the name of performance review just remember that you provide informal feedback before and after the performance review. If there’s something an employee needs to work on, be sure to make a note of it in their file so you can refer to it when it comes time for the annual performance review. This will help the employee work on their strengths and weaknesses every day.

How to handle your performance review?

Let them know they’re doing a good job so they don’t think they have to change. Even a simple “good job” email or note on their desk goes a long way toward helping them feel like a valuable part of the team.

In my opinion, performance reviews are the only thing which can enhance relationships between employees and manager significantly, which is a boon for customers and work relationships. So, take these performance reviews into practice too, to make this job work effectively.

Frequently Asked Questions

How to do a performance review?

Provide regular, informal feedback. While performance reviews typically happen once or twice a year, feedback should not be limited to those short review periods.
Be honest.
Do it face to face.
Use tangible, pertinent examples.
End on a positive note.
Choose your words with care.

How to conduct a performance review?

Prepare all feedback ahead of time.
Keep your remarks clear and concise.
Provide employees with a copy of the completed evaluation form.
Keep employee review meetings a two-way conversation.
End with a focus on the future.
Hold multiple evaluations throughout the year.
Employee evaluation examples.

How honest should you be in a performance review?

The best employee evaluations are open and honest conversations, but it’s easy, without thinking, to disclose sensitive or confidential information about other employees or customers. Be totally honest and forthcoming about the employee’s performance, but remember.

February 14, 2021

OldRobo – Fun Gamification to Increase Employees’ Engagement at Work!

At work, managers are trying to motivate their team to work harder but due to lack of a good strategy, it does not happen. Companies can’t achieve their goals because of the poor performance of employees. Mohammad was thinking of a solution to this problem almost all day and night. He tried to talk to the managers and employees to see why they don’t try to work harder.

In the end he found a solution for it – OldRobo! OldRobo helps managers improve their employee performance and engagement through gamification. Read this article to know about OldRobo, products, founders, tagline, business model, growth, wiki, and coupon code.

OldRobo – Company Highlights

Startup Name	OldRobo
Headquarter	Quebec City
Sector	Online Shopping
Founders	Mohammad Rezaei, Ermia Qasemi, Haniyeh Piroozbakht
Founded	2019
Website	oldrobo.com
Contact	hi@oldrobo.com

About OldRobo and How it Works
OldRobo – Target Market Size
How was OldRobo Started?
OldRobo – Product/Services
Founders of OldRobo and team
OldRobo – Name, Tagline, and Logo
OldRobo – Business Model and Revenue Model
OldRobo – Startup Launch
OldRobo – User Acquisition and Growth
OldRobo – Startup Challenges
OldRobo – Acquisitions
OldRobo – Recognition and Achievements

About OldRobo and How it Works

OldRobo believes the best relationships are built when playing games. It helps managers improve their employee performance and engagement through gamification. The company empowers teams to do great things while having fun! OldRobo is a peer review platform with an appreciation system and evaluation system to increase employee engagement and productivity.

“We always try to define technology edge projects which can solve new problems. Our talented team can find solutions for every kind of problem and Oldrobo is a solution for motivation problems”, says Mohammad Rezaei, CEO of OldRobo.

OldRobo – Effective Way to Improve Employees’ Performance

The platform helps companies to motivate their employees with the help of gamification. It currently has 2 products named OldRobo and Sourcegit and both of them are B2B services. In the short term vision, the startup is trying to build its network and grow the community and in the long term, it is looking for providing solutions for critical problems in businesses.

Also read: Flipkart – India’s Leading E-Commerce Marketplace

OldRobo – Target Market Size

All the companies around the world are trying to find a way to increase their employees’ performance. The co-founders started their research around that subject and found out appreciation, getting feedback, and being heard by managers are the most critical problems in the companies.

They have calculated their Total Addressable Market as 5 million Companies by estimating the number of computer and technology companies around the world and then calculated their Serviceable Obtainable Market as 2 Million companies. The product is young and currently, its market share is 0.37%.

How was OldRobo Started?

Managers try to motivate their team to work harder but due to lack of a good strategy, it does not happen. This problem was occupying Mohammad’s mind for a long time. Companies can’t achieve their goals because of the poor performance of employees. He was thinking of a solution almost all day and night. He talked to the managers and employees to see why they don’t try to work harder. The co-founders also ran a survey to validate the idea, and in the end, found out gamification can be a good option to increase engagement and performance.

Relevant read: Flintobox – Colouring Childhood with Creativity and Curiosity!

OldRobo – Product/Services

OldRobo is a peer review platform with an appreciation system and evaluation system to increase employee engagement and productivity. It helps companies to motivate their employees with the help of gamification.

OldRobo - Gamification Demo — OldRobo – Gamification Demo

Gamification type is visual and is suitable for companies that work in the visual fields like Game producers, Design agencies, or Web design companies. It also has a lot of features like Survey, Social Task Manager, Amazon Gift Card integration, and Suggestion box which allow managers to make a better culture at their company.

Founders of OldRobo and team

OldRobo is co-founded by Mohammad Rezaei, Ermia Qasemi, and Haniyeh Piroozbakht.

Mohammad Rezaei is the CEO of the OldRobo. The co-founders met each other in a competition called World Skills. Mohammad got Gold Medal in that competition in the field of Web Design and Development, Ermia also got an honorary diploma in the same field but Haniyeh got 3rd place with Bronze Medal in the field of Graphic Design.

Ermia was also a mentor and technical team leader for some companies from UK, Italy, and Ukraine to solve their technical issues, Mohammad also was a technical team leader of a couple of teams like Pixflow and Themify, and Haniyeh is now Product owner and lead designer of the team.

Also read: Myntra – Bringing top-notch fashion with every click

OldRobo – Name, Tagline, and Logo

OldRobo has been chosen as the name of the product because of its game story which is about planets and discovery of them, so a robot discovers the planets, also the team chose Old because the co-founders think their character is wise and knows everything so it should be old to have enough experiences.

OldRobo Logo

OldRobo – Business Model and Revenue Model

OldRobo’s pricing business model is Freemium, So, the product is free for up to 10 employees but for the companies with more than 10 employees, the price is $2/employee/month.

OldRobo – Startup Launch

At first, the co-founders started with their community around the other product the startup has which is Sourcegit.com, So it was really helpful to contact companies and encourage them to give feedback. The company has made some discount coupons for them as a way to appreciate and encourage them to use its services. And the next channel which was really helpful was Producthunt when the product was placed as #2 product of the day.

Exclusive for our readers: Get 30% off with “startuptalky” coupon code

OldRobo – User Acquisition and Growth

The company’s current marketing strategy is mostly based on paid advertising platforms like Google ads because it needs to grow fast and raise funds. The team also continues its SMO and SEO which are outsourced with a professional team. Currently, OldRobo’s budget for marketing is $1K per month. It also decided to run its email marketing campaign soon to increase conversion rates.

“Our product is young and it is too soon to talk about its profit, but we believe we can achieve our goal in the next 2 years and our market share will be increased very soon. We currently keep focus on improving our product based on our user feedback to get an acceptable position in the market”, says co-founder Mohammad about the growth of the company.

Relevant read: AirCarry – Shop Your Favorite Products Across the World Right Here

OldRobo – Startup Challenges

“When we completed our product development, it was like a store in a desert, without any visitor and no one knew about it so we needed to build a road to our store in that desert to have some visitors”, recalls Mohammad, CEO of OldRobo.

At that moment, he realized development is not the only part of building a product. Marketing was the most challenging part so the co-founders should do something with it and in the end, they started with content marketing in their blog and email marketing with Sourcegit.com users which were helpful for them to get first visitors.

At first, they had a web agency which was creating web sites for customers but at some point, they decided to have their own products, then they started with sourcegit.com and now they are keeping the focus on Oldrobo.com.

OldRobo – Recognition and Achievements

OldRobo has been featured as #2 product of the day on Product Hunt.

July 6, 2020

Tag: employee performance

Top Performance Review Software and Their Comparison

HROne

Features of HROne

PossibleWorks

Features of PossibleWorks

Cornerstone PMS

Features of Cornerstone PMS

Zimyo PMS

Features of Zimyo PMS

AssessTeam

Features of AssessTeam

PerformYard

Features of PerformYard

Effy

Features of Effy

Leapsome

Features of Leapsome

ReviewSnap

Features of ReviewSnap

Engagedly

Features of Engagedly

Lattice

Features of Lattice

Namely

Features of Namely

Synergita

Features of Synergita

Paycor

Features of Paycor

Bamboo HR

Features of Bamboo HR

Workday

Features of Workday

Trakstar

Features of Trakstar

Performly

Features of Performly

Teamflect

Features of Teamflect

15Five

Features of 15Five

Reflektive

Conclusion

FAQs

What is Performance Review Software?

What is the best Performance Review Software?

What is 360-degree feedback?

How do you choose a good Performance Review Software?

What is the use of Employee Review Software?

JOP – Company Highlights

JOP – About

JOP – Core Belief

JOP – Founders and Team

JOP – The Idea and Startup Story

JOP – Name, Tagline, and Logo

JOP – Products

JOP – Business Model and Revenue Model

JOP – Customer Acquisition

JOP – Challenges Faced

JOP – Marketing Strategy

JOP – Advisors

JOP – Competitors

JOP – Tools Used in the Company

JOP – Achievements

JOP – Future Plans

FAQs

When was JOP founded?

Who are the founders of JOP?

What does JOP stand for?

What does JOP do?

Who are the competitors of JOP?

Plai – Company Highlights

About Plai and How it Works

Features of Plai Products and Services

Plai – Target Market Size

How was Plai Started?

Founders of Plai and team

Andriy Bas

Sasha Chepurnoi