Identify ineffective and problematic leaders
Analyze the cause with misalignment and evaluation reviews
Prioritize which leaders, departments or organizations require action
Treat the risk through leadership coaching or if necessary, appropriate discipline
Monitor for improvement or continued concerns during the next evaluation cycle
Hiring an ineffective leader is inevitable. The consequences don't have to be.
Brio Edge was designed and built to support great cultures that scale.
Leaders account for
70%
of the variance in their own team's engagement levels
Companies in the top-quartile of employee engagement levels outperform those in the bottom by
23%
Nearly
60%
of employees globally are quiet quitting
The global cost of quiet quitting is
$8.8 Trillion
Leaders will learn best practices for providing constructive feedback while also being required to invest more time in each individual who reports to them. As evaluations increasingly focus on each employee's growth and development, clear expectations for success also emerge. In response, the employee remains engaged and motivated knowing their loyalty to the company is reciprocated.
Legacy performance management systems use a single score rating model that can't account for an employee's multifaceted and diverse skill sets. Brio Edge replaces this outdated model with one that evaluates employees on multiple criteria for a more fair evaluation process that minimizes the influence of personal opinions and subjective bias. With our flexible criteria settings you can evaluate for corporate values company-wide or specify criteria by role. When combined with coaching that guides leaders towards objective, fact-based evaluations, Brio Edge is the foundation for building a meritocracy where all employees have the opportunity to succeed.
