A New Era of Performance Management Metrics

What if you could


  • see that the company rated females 15% lower in management roles than their male peers?

  • go to the Vice President of Marketing and tell them that their online marketing division was performing 12% lower than the year previous and you could use data to pinpoint the decrease started when the division manager left and wasn’t replaced?

  • say that a certain Director suspected of being ‘too tough’ was actually rating her staff 6% higher than the other managers and you had the data to back it up?


Let’s talk about HR Metrics. HR teams are being challenged to provide metrics and workforce data to aid business decisions and have little (and sometimes zero) quantitative data to rely on. Some HR teams are building analytics capabilities around learning and development or workforce demographics, but rarely do you find performance management analytics, and how could you with only one rating per year?


So, what can more frequent ratings tell you? HR teams will be able create metrics and analyze trends that today haven’t even been imagined. Instead of spending time administering the paperwork of performance management, HR teams will be able to provide their business partners with quantifiable proof to guide actions throughout the organization. Imagine a scenario where an HR team could say


  • Jane’s (the manager) rating of Steve (the employee) is 38% higher than Steve’s self-ratings over the last year and a half, which is 9% higher than the company average difference between manager rating and self-rating.

  • Sarah has rated her staff 22% higher than the average of other managers over the last 3 years.

  • Our company rates females 7% lower on average than males.

  • Mario was promoted to manager this year. His projected manager rating in this new role is 5.04 (on a 1-10 scale) over the first year based on past data.

  • Briana’s average rating during the calendar year was 14% above the average for all employees. A natural conclusion might be that their merit increase should be 14% above the average raise.

  • Since the two departments were merged took place, employee self-assessments have gone down 5% and rater assessments have gone down 8%

  • Managers that rate staff only once per month have an average gap from employee self-ratings that is beyond one standard deviation from the mean.

These are just a few of the countless statistical analysis opportunities that await us if we can just gather more frequent data points. If you have a manager that you’ve always suspected was too difficult of a rater and you’re losing good employees as a result, you now would have the concrete data to prove that case and get results. If you’ve wondered how long it takes to turn a new manager into a fully formed manager, now you would have the data.


This is what Quix can provide. Quix is a mobile application that allows employees and managers to quickly rate themselves and their direct reports up to twice per day. This allows companies to build a more nuanced, complete picture of employee performance over time, identifying high-performers, problem employees, potential management issues and even biases that would otherwise go unnoticed and unaddressed. Contact Quix to learn more.


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