ReviewSNAP Announces Expansion of Referral Partner Program

ReviewSNAP, the most user-friendly and affordable Web-based performance management system, announced today that it is expanding its Referral Partnership Program. The company has always offered an Affiliate program and last year began to form referral partnerships on a limited basis with PEO organizations, HRIS system providers, and business and human resource consulting firms.

Because of overwhelming success of the program, the decision was made in January to begin offering it to a wider base of organizations and individual consultants. The program offers Referral Partners the opportunity to offer the ReviewSNAP performance review and 360 degree feedback system to their client bases and other businesses and non-profit organizations and earn a substantial referral fee for doing so. Because ReviewSNAP requires its client user to pay an annual subscription fee, Referral Partners are able to generate an ongoing passive revenue stream.

The program is simple and straightforward. Dave Arringdale, President of ReviewSNAP's parent company, Applied Training Systems, Inc., said "Our philosophy is that we succeed only if we create win-win situations with all of our partners. Our referral partner program is easy to be a part of and it can generate a significant source of revenue for our referral partners. Our product and the accompanying customer service are second to none and it is the most affordable Web-based performance management solution available. That makes it a natural fit for organizations or individuals who want to offer a performance management system to their clients or any other potential users."

The company encourages you to contact our Account Management team at (800) 516-5849 to learn more about this exciting opportunity. Visit our site at www.reviewsnap.com to learn more about the premier performance management system.

The Importance of Ongoing Communication with Your Employees

If your job consisted of continuous monitoring of whether or not the managers of the company were consistently and effectively communicating with their employees, what conclusions do you think you would make? My guess is that you would find that the communication would be generally ineffective and not results-oriented. All too often managers don't make the time to communicate with their employees about their performance and what can be done to achieve their respective goals.

If managers wait for performance review time to provide important feedback, they are missing tremendous opportunities to elevate the level and value of communication. To benefit both the company and the employee managers and supervisors need to communicate with the employee throughout the entire year. Obviously there is the possibility of over-communication and micromanagement and both should be avoid. But well placed communication about performance will help employees capitalize on their potential. Managers need to make sure employees are progressing toward achieving their goals and and they should continue to coach the employee where performance is lagging. And certainly excellent performance should be recognized along the way.

Not communicating with the employee can lead to a couple of things. One, the employee could run into some surprises when you are having your review meeting with them and they very likely won't receive the message well. Or the employee could be stuck in a rut and they won't have made any progress toward their goals and areas of focus leaving them "spinning their wheels", so to speak.

Using a Web-based performance management system can significantly enhance ongoing communication and goal management. to do your performance These systems are designed to not only provide the "infrastructure" for performance reviews and feedback surveys, but to provide tools that drive communication on an ongoing basis.