Book your place for our
EXECUTIVE SYMPOSIUM

End Annual Performance Reviews

Upskill new managers

to become effective leaders

Get Free AIM Insights
trusted

Companies already using AIM Insights

Zendesk
Thermo Fisher
Mission Health Communities
Ernst & Young
Q2
Sotheby's
Northwest Rubber
Walbec Group
Abbott

Why do traditional HRIS performance management tools fail?

Because managers need to know what to do with the data

There is nothing worse than asking employees for survey data and then having managers do nothing with the data

Challenges of Traditional HRIS Performance Management Tools

Managers aren't trained in why the tool is being used, diminishing response rates from employees
When data is collected and shared with the managers, managers aren't trained in what the data means or what to do with the data, so response rates from employees diminish
Managers are busy so asking them to sift through a "knowledge base" of helpful tips based on the data that comes in does not actually lead to them doing anything with the direct reports with the data, even if the knowledge-based was curated for them using artificial intelligence.
When managers don't do anything with the data that has been requested of them from the direct reports, the direct reports become frustrated and disengaged
When employees don't complete the regular surveys, the performance management tools are rendered useless because there is no data to review
VS.

Solutions provided by AIM Insights

All managers are trained and onboarded in a live training coordinated with the host company
All managers receive custom walk-throughs with an executive coach of their team's data every month with the executive coach providing guidance for each direct report a manager is in charge of
Managers receive unlimited email coaching to help guide them as they encounter challenges and roadblocks with their direct reports
When managers have effective 1:1's with their direct reports based on the data their direct reports are submitting, response rates increase and stay high, creating immense value and tracking for the company

What is your DATA saying?

Results

Retention
Increased employee retention and satisfaction.
Increased Productivity
Enhanced productivity and goal achievement.
Balance
Improved work-life balance.
Connection
Streamlined communication
Accountability
Seamless accountability.
Transparency
Greater transparency between you and your direct reports
No Prep
Zero prep time performance reviews
Alignment
Alignment between employee goals and organizational goals
Personalised
Monthly personalized tips on your team from an executive coach

Get ahead of performance and morale issues

We were looking at the tool and were taken back at the feedback we were receiving. People were willing to reveal more in (AIM Insights) 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 of North West Rubber

Why choose AIM Insights?

Gap Analysis

Closing the perception gap between what a manager thinks of their direct reports and what they think of themselves is critical to helping that manager understand where they need to create clarity for their direct reports

Goals Report

Giving your managers insight into what their direct reports think they need to be focused on can help managers alter and adjust their direct reports' paths so direct reports don't waste time due to miscommunication.
The goals report also helps managers overcome subjectivity and recency bias when reviewing their direct reports because they will have a full understanding of everything their direct reports have been working on over the time period being reviewed

Org Chart View

Providing managers (and the organization) access to skip level teams down through an organization can help leaders higher in the org chart pinpoint where challenges might be existing and on which specific teams

Communication Templates

Guiding managers with their 1:1's with their direct reports is a core component of AIM Insights and one of the biggest benefits the tool provides are guides to managers on how to have an effective 1:1 and what questions to ask each direct report based on each direct reports' circumstances

Increase Direct Report Satisfaction

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 at Zendesk

We have the answers to your questions.

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

Book a demo with our team so we can better understand your goals for your managers and how we can help

If there is alignment, we will schedule a live kickoff training with all of your managers to walk them through the tool and how the tool works

How do you implement it?

AIM Insights can integrate with most HRIS platforms so implementing the tool can work seamlessly with your current processes Direct reports are sent regular monthly reminders with surveys for them to complete and based on their responses managers are coached by executive coaches on the Ambition In Motion team to help them understand the data that was collected and provide guidance on how to have an effective 1:1 meeting with each direct report

Are there limits to the number of direct reports or managers I can have using the tool?

There are no limits to the number of managers and direct reports using the tool.

Do you offer support?

AIM Insights provides unlimited email executive coaching guidance and monthly coaching videos customized for each manager from executive coaches

What does the 60-day money-back satisfaction guarantee actually mean?

It truly means that if you aren't satisfied with using AIM Insights in any way for any reason at all within the first 60 days of using the tool, your money will be returned to you, no questions asked

Can I stop using the tool anytime I would like?

Of course! You can start and stop using the tool whenever you like.

Why choose Ambition in Motion

Ambition in Motion has years of experience engaging in mentoring programs that have addressed the topics: collaboration, increase in motivation, increase in productivity, increase in productivity, increase in accountability and increase in engagement. Advised by Industrial‐Organizational Psychologists Kyle Bradley and Jacob Oury

Our mission:

We are passionate about improving the impact of mentoring


We help teams and executives communicate better through horizontal mentorship.
For Teams: We help teams avoid losing their best people and improve their current team.
For Executives: We help them avoid wasted time by providing objective metrics on their own improvement and their company’s performance to see up‐to‐date data on their performance.

Garrett Mintz
Founder/CEO
Jacob Oury
User Experience Designer
Kyle Bradley, PhD
Professor Management
Kansas State University
Ambition In Motion works with companies and organizations to connect their people together for mentoring engagement, productivity, and retention.

Ambition In Motion has discovered a science around why people get along with each other for mentoring relationships and why others do not.

Ambition In Motion has created an algorithm and methodology around matching people together on a team for optimal fit; allowing teams to connect people from varying departments, years of experience, and backgrounds together to grow the culture of the company.

Drive your company's results by equipping your managers with AIM Insights

Executive coaching results at software prices


Book A Demo

Benefits of an anonymous 3rd party

  • Employee honesty & Confidentiality
  • Aggregated data leads to anonymous results
  • See how team is doing as a whole, make timely adjustments
  • Employees more likely to open up to those outside the organization than a direct supervisor

Any Questions?

Pop us a short message if you have any questions.