Easy, reliable, motivating
These are the principles up your self is based on. Find out what you can accomplish with our solution!
How does up your self work?
A target management system must be user friendly and as flexible as the employees and companies that utilize it.
For this reason, up your self adapts to you and your company. You decide on the features you want to use, who should lead the evaluations and how, and whether you want to apply rewards.
Our tool offers you support in every step.
Creating targets
Formulating clear goals and assignments is extremely important, though not always easy.
up your self helps to avoid misunderstandings by making sure that all aspects are clear from the very beginning.
It is also possible to incorporate third-party assessments (peer-reviews) or individually measurable target steps.
Evaluating targets
It is easy to evaluate a target fairly if it is documented well!
Employees submit a self-assessment to convey their view of the general situation and their potential for development. This, along with optional third-party assessments (peer-reviews) and the evaluation of the manager, results in a comprehensive picture that everyone can stand behind.
Overviews
An up-to-date and clear overview of the tasks within the team or company is essential.
For this reason, each user, depending on their function, can see all the information that is relevant to them at a glance, and can see exactly where action is required.
This is what the concrete use of up your self could look like:
The following example shows how a target could proceed.
Step 1 – The idea
Felix is an employee in the purchasing department of Muster AG.
While adding a new supplier to the directory, he notices that some entries are outdated or incorrect.
He decides that it is time to clean up the list as a whole. In order for his boss to be informed and to document the work, Felix creates a target proposal.
Step 2 – The target proposal
Muster AG awards points for extraordinary assignments and converts them into additional vacation days at the end of the year.
Felix has already acquired two extra vacation days and proposes 1000 points as a reward. This will be just enough to earn a third holiday!
Step 3 – Enter the third-party evaluator
Since he knows that the head of production also works a lot with this list and will benefit from the clean-up, Felix registers him as a third evaluator (peer reviewer).
In this way, the production manager has the opportunity to comment on the work before it is passed on to Felix’s boss, Martin, for evaluation.
Step 4 – The boss likes it
Martin likes the idea – updating the supplier list was actually long overdue. He slightly changes the proposed target and adds that from now on, all suppliers should provide a contact e-mail address. Moreover, he notes that Felix will receive additional points if he also adds the suppliers’ sales numbers from the previous year.
Step 5 – The work is done
Now that the target has been created, Felix starts working eagerly. He is determined to earn the extra points for adding the sales numbers!
After three days he has finished updating the list and has been able to find the additionally requested data from almost all suppliers.
Step 6 – Self-evaluation
Felix has thus completed the target two days before the deadline and notes in his self-evaluation that he is satisfied with his work.
In the future, however, he plans to regularly update the list. He completes the target and sends the revised list to the production manager and his boss Martin.
Step 7 – Third-party assessment
The production manager is also satisfied and writes a comment accordingly. He would assign Felix a grade 5 on a scale of 1 to 6 for his work.
Now Martin receives a message saying that the task is ready for his evaluation.
Step 8 – The manager’s praise
Martin also makes a positive comment and notes that he is setting up a new quarterly target for Felix in order to keep the list up to date.
Since he was satisfied and Felix initiated the work of his own accord, he confirms the grade 5. This means 250 extra points for Felix!
Step 9 – Starting the day motivated
Felix is happy about the positive feedback and the points. What is more, with the new quarterly target he gets the opportunity to earn more points.
He also has another idea on how to improve the list and will take this up in the next meeting with his boss.