Often we at ReJoyos are asked how can managers use the data (or measure) to do performance management related activities such as - decide raises and promotions, decide who to put on performance management plan, and even often how to compare people and see who is better. ReJoyos is designed purposely to stay away from “measurements and comparisons”. ReJoyos is designed to generate deeper insights about the individuals, their strengths and their efforts. ReJoyos is more qualitative than quantitative. The focus is to understand the nuances about a person and not rush to converting a person to a number. So we decided to stay away from any quantification and numbers. After all, no one can say that a person who receives 20 stars in a month is really 25% better than a person who receives 16 stars. What matters is “what people said when they gave the stars”. The numbers can be biased by “appreciative words” are not.


Here is how you can use information in ReJoyos to help your performance management and coaching efforts:

•Regularly read the appreciation people are receiving - don’t wait until review meetings to see what people are saying 

•Pay attention to certain words. There are power words that say a lot more about a person than just a simple thank you. Moreover, there are certain words like “Customer focus”, “ownership”, “initiative” that give good insight into a person versus just “thanks for your help”. 

•When commenting use specific and appropriate words to reinforce the positive behavior as well as indicate how it can be even better (after you first appreciate or thank) 

•Notice when a person stops receiving or giving stars for a long period (say more than 30 days) - this is a clear sign of “disengagement”. There could be many reasons for person’s disengagement besides performance or teamwork issues. Many times the person is disengaged because they are simply not motivated by the vision or their profile

•Encourage people to Appreciate others and note that a person who gives excuse of being busy etc. is simply trying not to engage. Positive culture can only be created when people are proactive and make ongoing small effort to appreciate each other. Lead by example - always!

•Visit the Stars, Intentions, and Proud Cards while filling any performance appraisals or other person related documents or when making in person related decisions. It will help you get good timely data from many sources and give you a broader picture around the person