A Remedy for the “Underperforming” Performance Review

October 16, 2015 | By Mike Ryan

Organizations give the traditional performance review practice a failing grade. It needs change; it’s counterproductive, time consuming and, more often than not, de-motivating.

Whether you are looking to do away with yours completely or are simply thinking about revamping it, your goal should be to expand the range of feedback employees receive, add credibility and transparency to the process and reduce the time it takes to prepare.

In this month’s Performance Perspective, Mike Ryan explores:

A remedy for the “underperforming” performance review

  • How you can say goodbye to built-in bias

  • Why you should offer opinions that matter

  • How Madison makes that all happen with Maestro, the most configurable cloud-based SaaS Social Recognition Technology


Madison creates cultures where employees love to work, learn, connect & succeed. 


As a global leader in Social Employee Recognition, Madison delivers intuitive and multi-faceted Recognition, Incentive, and Service Anniversary programs powered by Maestro, our uniquely configurable cloud-based SaaS technology.

With Maestro, our clients use social employee recognition to strengthen the bond between managers and their teams; and the relationship between employees and their companies.


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New York, NY 10017



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