PERFORMANCEX
A short workshop for Maritza's team on what PerformanceX is, what it means for you, and why it exists.
PerformanceX reflects your work back to you each week. The wins worth repeating. The moments worth noticing. The small adjustments that quietly add up to a stronger career.
"Your work, your growth, your judgment is what makes this team run. The platform exists to make that visible."
No surveys. No tracking. No extra steps. It looks at your emails, your meetings, your case notes. The work, not the worker.
Every week, a structured report just for you. What's working, what to improve, what's coming next. No surprises, no guesswork.
Every "improve" comes with a concrete suggestion. Not "do better" but "try this exact rewrite." Specific, not vague.
A short email from AllOne Health Reports, with a link to your full performance report.
Before the work week starts. Same time, every week. You can plan around it.
A no-reply sender, designed to feel like internal company communication. Not spam, not external.
Greeting, a one-paragraph framing, and what to expect inside the report. The full detail lives in the linked document, not in the email.
Your individual report is built around your work, in your voice. Maritza receives a different version shaped for coaching — we'll walk through what she sees in a moment.
Six sections. Real evidence. Specific recommendations. Yours to read privately.
Built to be read top-to-bottom like a short report. No logins. No menus. Just open it and read.
Six sections, each with a clear purpose. You can read the whole thing or skip to the section that matters most.
Every observation links back to a specific moment from your week. Nothing is interpretation or vibes. You can read the source for yourself.
The next four slides break the report into pieces: how to read the score, what the wins mean, how the development cards work, and how it all rolls into next week.
Reports do not automatically trigger a PIP. A formal PIP, if a manager ever runs one, lives inside AllOne's HR process, not inside this platform.
If a PIP is initiated through AllOne's normal HR channels, PerformanceX may later be used to track the focus areas that PIP names. But only after a manager has independently decided to start one. The platform does not make that decision.
Nothing in this pilot puts anyone on a PIP. This is a coaching and reflection tool.
The score lives next to a written summary that explains what drove it. 90+ is operating at the top of the role. 80s is a strong week. 70s is on track — where most weeks land. 60s flags some friction worth a look this week. Below 60 means something is getting in the way; the report names it specifically and points to your 1:1 as the place to talk it through.
You see how you compare to last week, the team average, and others in your role. It's there to give context, not to create competition.
Reliability, Engagement, Culture, Project Health, Talent & Growth, Risk & Recognition. Each one moves up or down with the week.
The most important panel on the page. It's not a to-do list. It's the smallest set of things that, if done, would move your score the most.
Each win names the moment, the dimension it touched, and the exact quote that earned the call-out. No vague "good job" energy.
So you can go back, read it, and remember exactly what you did. This is the difference between feedback you can use and feedback you'll forget.
Most wins happen instinctively. This section reverse-engineers them so you can deliberately repeat them.
Not a generic principle. A specific action you can repeat next week. The point: turn one good moment into a habit.
FIX means resolve this week. WATCH means a small pattern to monitor. GROW means a next-level habit to develop.
No interpretation, no spin. Just the email, the message, the line that triggered the observation. You read it and decide for yourself.
This is the part employees usually love. You see exactly what to say differently next time. Same intent, sharper outcome.
A single line that names the habit. Once you can name it, you can change it. The point: evidence, not judgment.
The fix, the watch, the grow. Tackle one. Tackle all three. The score nudges up either way.
Five clear actions. Each one would meaningfully move the needle if you did it. None require permission, training, or extra time.
The platform forecasts where you're heading based on your trajectory. If burnout risk goes yellow, that's a real-time warning, not a backward-looking diagnosis.
If you only read one section, read this. Same takeaways as everything above, condensed for a busy week. The point: the report ends with what to do, not how you did.
No agents. No browser extensions. No software on your device.
The methodology behind the dimensions, the scores, the structure, and the tags.
Observable in everyday work, resilient across roles, complete without being redundant.
Three steps. Same logic every week.
The platform reads the workplace tools your IT connected (work email, meeting participation, Slack/Teams, project tools, CRM). It looks at the what (content, decisions, framing) and the how (cadence, response times, follow-through).
Every signal maps to one or more of the six dimensions. A clear hand-off email maps to Engagement & Collaboration. A reply-by date on an approval maps to Reliability & Accountability. A calm CISD debrief maps to Culture & Values Alignment and Risk & Recognition.
Each dimension gets a 0-100 score that compares the week's signal to the role's calibrated baseline. The overall score is the weighted aggregate. Weights are role-tuned at setup, not arbitrary.
The structure isn't arbitrary. Each section answers a specific question.
Three more things the report does. Each one is a deliberate choice.