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EXECUTIVE SYMPOSIUM

AIM Insights

Upgrade the documentation of your performance reviews

Improve your team's performance by having a hub for all leader-to-employee feedback
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Remove bias and subjectivity from performance reviews with proper documentation
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Join the many companies that are using the executive mastermind group like

Zendesk
Thermo Fisher
Mission Health Communities
Ernst & Young
Q2
Sotheby's
Northwest Rubber
Walbec Group
Abbott
Hyllion
LogicMonitor
CRM Workforce
Association for Equipment Managing Professionals
MasterCard
Society for Marketing and Professional Services

Elements of AIM Insights

Executive Coaching

Connect each leader with a personal executive coach to interpret their team's monthly metrics and work through their teams' challenges. AIM's certified executive coaches can be curated for industry and department-specific functions.

Goals Report

Document and track individual team members' goals. Measure impact and whether a goal is SMART (Specific, Measurable, Attainable, Relevant, and Time-bound). AIM\’s Goals Report gives leaders the ability to assess and align their direct reports' goals and focuses. AIM’s Goals Report also helps leaders overcome subjectivity and recency bias when reviewing their direct reports.

Gap Analysis

Measure the gap between team members' sentiment and their leaders' perception of their sentiment. Closing the perception gap between what a leader thinks of their direct reports and what the team members think of themselves is critical to helping that leader understand where they need to create clarity for their direct reports.

Benchmarking

Maintain awareness of each leader's performance from the perspective of their direct reports. Discover how your leaders' performance stacks up to leaders at similar companies.

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We (my executive team and I) were looking at the tool and were taken back at the feedback we were receiving. People were willing to reveal more in your tool than they were when chatting with them face-to-face. We were impressed with the fact that we could have a deeper discussion with our team members based on the data and have already seen our team’s morale improve because the team feels like their individual goals are now aligned with the goals we are working towards as a company.

Burt Tellier

Vice President

North West Rubber

Image of Burt Tellier
Why is properly documenting leader-to-employee feedback important?
Even the best leaders possess bias when delivering feedback. Having proper documentation can help leaders remove recency bias and subjectivity from the feedback process.
Proper documentation of performance reviews helps mitigate risk, creates transparency throughout the leadership team, and improves team performance by creating a clear feedback loop between the time feedback is given and how quickly employees adjust to the feedback.

Common challenges when leaders provide feedback

Recency Bias: If leaders aren't regularly documenting all of the work their direct reports are doing, they will likely neglect older work done in the review period because they forgot.
Subjectivity: Humans are fallible in the sense that leaders can play, unintentionally, favorites, meaning that somebody who has performed equivalently to another person or better, may receive harsher criticism from a leader compared to another employee that has a stronger rapport with that leader.
Frequency: Infrequent performance reviews exacerbate the above issues because they elongate the feedback loop. For example, a leader who waits multiple months to inform a direct report that the quality of their work didn't meet their expectations is going to have a much more negative effect on that employee than feedback delivered right away.
Lack of documentation: When employee sentiment and productivity are not documented, it can open companies up to liability if some employees are treated differently than others.

How AIM Insights works

Schedule an evaluation meeting to see if AIM Insights is right for you.
Set up a kickoff session to inform and onboard your team.
Leverage AIM Insights to collect monthly pulse surveys from your team.
Meet with your executive coach to identify challenges and analyze your results.

Results

Recency bias: All information is documented on a monthly, rolling basis and is stored over time meaning that leaders don't have to track this information and can immediately pull up historical work completed by an employee.
Subjectivity: By gathering data on goals worked on over a monthly basis, the quality of those goals, and whether they were accomplished, as well as the sentiment of each employee on a rolling basis, leaders can better empathize with the confusions or challenges an employee may be facing and clarify them quickly.
Frequency: By gathering monthly data and providing coaching to leaders every month on what the data means, leaders can have more frequent, effective, performance reviews without any of the prep time to deliver that feedback.
Documentation: By having all of this information stored on AIM Insights, companies can more effectively justify certain actions on certain employees and create full transparency, from the employee to the executive team, as to why that action is taking place.

At first I was a little nervous getting started (using AIM Insights) because I didn't know how my team would receive the survey. But after using the tool, I am learning so much more about my team that I didn't know from our previous 1:1 conversations and it is helping me connect with my team on a deeper level.

Kari Ardalan

Vice President of Scaled Success

Zendesk

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Everything you need to know

What is the first step to getting started using AIM Insights?

What is the time commitment?

Is there a limit to the number of leaders or team members that can use AIM Insights?

Can AIM Insights be used with non-traditional teams (e.g. project-based teams, contract workers, matrixed teams, or flat organizations)?

Who are the executive coaches?

Can I start and stop using AIM Insights anytime?

Drive your company's results by equipping your leaders with AIM Insights
Leveraging metrics and coaching to improve leadership performance
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Our VISION is a world where the vast majority of people are EXCITED to go to work!

When they are at work their EXPECTATIONS MEET REALITY, and when they come home they feel FULFILLED