Case Studies

Modern performance management is about running the process that’s right for your organization.

Industry
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Company Size
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Investment
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51 - 200
Employees
How Westfield Capital Management increased employee feedback and enthusiasm around performance reviews.

PerformYard was the perfect way to elevate our process. It is exactly what we wanted and we're already very happy with what we're seeing. It's the perfect platform for us.

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Engineering
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51 - 200
Employees
How VS Engineering automated its process to support the company’s rapid growth.

PerformYard is very robust. It's a great product and we are just scratching the surface.

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Accounting
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51-200
Employees
How Porte Brown arrived at an easy and simple process focused on employee development.

Today people have a lot less anxiety going into a review meeting and are generally happier coming out. We've come a long way with our performance management process.

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Construction
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201-500
Employees
How VCC’s streamlined performance review process aligns employees with its mission and values.

We didn't realize the full potential we could have with performance management software before we saw PerformYard.

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Marketing
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51-200
Employees
How Egg Strategy evolved its 360 review process through automation .

PerformYard's biggest advantage is the time it saves our team, in addition to keeping all performance information in one place. This software is definitely a game changer.

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Non-profit
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11-50
Employees
How their open-ended review questions generates qualitative conversations.

We went from a manual process to an automated platform that is truly time saving, but also very easy to learn.

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Biotechnology
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201-500
Employees
How they created a seamless review cycle for their employees.

Our employees definitely enjoy using PerformYard. They appreciate having easy access to their performance reviews, feedback and goals, all stored in one location.

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Insurance
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501-1000
Employees
How they succeeded with standalone performance management software.

PerformYard's flexibility helps us achieve what is really important as we continue to adjust and look for ways to adapt.

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Architecture
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51-200
Employees
How they standardized their process across teams.

I was looking for a system that would allow us flexibility and be easy for employees to use. But I also wanted to have a system that could grow with me and that wasn't really rigid.

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Gov Relations
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51-200
Employees
How they shifted to open-ended conversations.

PerformYard is polished, user-friendly and the sign-off process and workflows are excellent features. Aligning individual, team and organizational goals was also important to us.

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Nonprofit
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51-200
Employees
How they evolved their process to serve employee needs.

What we love most about PerformYard is that it allows us to be fluid. We can do as much as we want, or as little as we want based on the feedback from our organization.

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"
IT
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51-200
Employees
How they manage 360 feedback remote teams.

360 reviews have become a big part of our process over the last couple of years. People move around a lot, interact with lots of employees, and contribute on many projects; so feedback from many sources is really important.

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IT
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51-200
Employees
How they map 360 feedback to their six cultural values.

Before, we were using all these Google tools, it was absolutely exhausting. So we started looking for a platform that would allow us to put in place the process I had designed. PerformYard had the features to let us build our process the way we wanted it. That’s why we got so excited about it!

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Collections
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51-200
Employees
How tiered goals keep their talented team running in the same direction.

We are a highly collaborative team, and so if someone knows there are goals that influence their work, PerformYard lets them go and look at how that goal is progressing, what are the updates? Is it on track? We don’t just put goals down on paper and forget about them until it’s time for reviews.

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Accounting
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51-200
Employees
How many custom cycles come together in a consistent performance process.

PerformYard helps us increase the frequency of reviews and feedback. Before, we did annual reviews and that’s it, but all the research points towards the next generation wanting more feedback and more frequent reviews. And not only do they want it, but it’s also really helpful for the organization.

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