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.

Top five employee performance review tips businesses should consider when creating their 2010 News Year’s Resolutions according to ReviewSNAP

ReviewSNAP™ offers the following tips on how making maximizing employee performance a New Year’s resolution that will benefit both employees and the organization.

1. Create realistic goals and expectations.
2. Develop a method to measure success against each employee’s goal.
3. Provide ongoing feedback and coaching throughout the year to employees.
4. Track progress and areas of improvement for each employee throughout the year to ensure clear and thorough feedback to the employee.
5. Implement an on-demand employee performance management program to substantially enhance the performance review process.

“Employee performance is simply taken too lightly in too many organizations” said David Arringdale, President of ReviewSNAP’s parent company Applied Training Systems, Inc. “The commitment is just not there or the approach is not a good match for the employee base. Using a system such as ReviewSNAP™ can have dramatic results. It was developed based on years of experience and research into what makes employees tick and how feedback about performance should be implemented. When an organization makes a true commitment to maximizing the performance of its employees, the results can be amazing.”

ReviewSNAP has a significant subscriber base using both its performance review and 360 degree feedback modules. Companies benefit from having the flexibility and power to track and document performance easily, assure timely and accurate performance reviews, hold mangers accountable for timely and consistent reviews and gather feedback from other employees to use as a coaching and development tool. Research shows that the quality and timeliness of employee performance reviews affect employees’ perception of the organization they work for and employees with high morale produce quality results. ReviewSNAP was developed to make this process beneficial and easy for both employees and managers.

Des Moines Named Best City to do Business

Marketwatch's annual survey named Des Moines the best city to do business. The survey included metro areas with more than 500,000 people and Des Moines beat out cities such as Washington D.C., Omaha, NE., and Minneapolis/St. Paul, MN. ReviewSNAP is proud to be part of this great business city.

ReviewSNAP Launches Cascading Goals in Performance Management System

Yesterday ReviewSNAP launched a cascading goals tool as part of our performance management system. This tool allows you to add goals for the entire company, a department and all employees of a particular job description at the same time. This will eliminate the need to add the same goal into the system a number of times. The addition of this tool also allows you to import your goals into the system all at once. You no longer have to add them in one at a time. Another new cascading goals feature is the ability to select particular goals to automatically rollover to the following review period. This will be very helpful if you have goals that stay the same from year to year. They will automatically roll over to the next review period and you will not have to re-enter them for each review period.

ReviewSNAP Updates List To Be Added To Blog

Upon the request of our client subscribers, ReviewSNAP will soon be adding a section to our blog providing you a list of all of the changes/enhancements that are made to the system over time. To help you better understand the changes/enhancements, we will also be adding a description of the functionality of each feature and how to utilize them within the system. Once the list has been posted, we will send out an email to let you know it is there.

What Lengths Will People Go To Miss Work?

This morning while driving I was listening to the radio and the station was taking calls to hear the craziest takes on what people have done to skip work. This "contest" was prompted by a 29 year old employee who works at Blockbuster who stabbed himself in the leg to be able to miss work. Now, I've heard some crazy stories, but I can't say that I've ever heard of someone taking a sharp object to a body part just to miss a day of work. One of the callers said that she wanted to miss one day of work so she said that she had to go to a funeral. Well, that wasn't enough to get her out of work because she was told she needed to bring back some sort of proof that she was at the funeral. So, she researched online to find funerals that were going on in her area and found one a couple of hours away. Then she researched the woman who had passed away to see where she had lived. When she was at the funeral she was asked by a family member how she knew the deceased and she told them that her Grandma lived with the lady at the retirement home. Ahh, what lengths people will go to in order to miss a day of work.

Those are some crazy stories, but only a few. If you've heard some crazy "why I missed work" stories, I'd like to hear them.

ReviewSNAP Launches AuthoriCheck - Discriminatory/Derogatory Terms Scanning Tool

This afternoon ReviewSNAP launched our new AuthoriCheck tool. AuthoriCheck will be accessed using the gavel icon next to the spell check icon in the text editor above all narrative type boxes within the system. It will give you the ability to scan for any discriminatory and derogatory terms that may have been entered into the text. This tool will help your company avoid any legal issues from arising during the performance appraisal process. Keep in mind that this is only an identifier of potentially discriminatory or derogatory verbiage and is not a substitute for legal advice. If you have any questions or need any help on using this tool, please don't hesitate to email or call us at (800) 516-5849.

Recent ReviewSNAP Enhancements

Recently we made a few changes to ReviewSNAP regarding automatic notifications for upcoming and past due reviews as well as automated reminders sent to managers to leave feedback on their employees. Both enhancements are completely optional and can be modified in the Manage Company Information page.

As part of the change for the automatic notifications, we have added more intervals and now allow you to select which intervals you would like the notifications sent out for. Also, if you need or want to turn off the notifications, you can now do so by unchecking the box next to all of the intervals. Below is the list of intervals that you can select to have notifications sent out for:

Review Notifications:

30 Days, 10 Days, 5 Days, Day of Review, 2 Days Past Due, 5 Days Past Due, and 10 Days Past Due.

Based on the request of some of our clients, we have now added a function allowing the system to send automatic reminders to managers about leaving feedback. This is to help ensure strong communication and documentation within the company and the most accurate reviews. This option can also be found in Manage Company Information and allows you to choose how often you want the reminders to be sent out.

If you are looking to automate your performance reviews this is a great tool to have available to you. It saves HR the hassle of harassing managers to complete their reviews and document performance. If you would like to try out our system, feel free contact us for a live demo or sign-up for a free trial.

ReviewSNAP Attending Non Profit Human Resources Conference

This Sunday ReviewSNAP will be attending and sponsoring the Non Profit Human Resources Conference in Washington D.C. The goal of the 2009 Nonprofit Human Resources Conference is to bring together nonprofit human resources practitioners, executives, thought leaders and researchers to discuss human resources issues of critical importance to the nonprofit sector.