We design software that streamlines the performance review process through frequent, structured feedback loops between managers and employees. Managers invite their direct reports to start sharing accomplishments (140 characters or less) through Fizz and then provide feedback with the tap of a button (#NailedIt, #GoodWork, or #Refocus). When it's time for review, users are sitting on a cache of data to inform the process; no tedious, inaccurate assessment forms required.

So what?

Companies spend thousands of hours (and dollars) on performance review every year—on average, managers spend up to a month on performance review related activities, while direct reports spend 1-2 weeks. Yet only 3% of the American workforce perceive value in the traditional system. And 80% would like to see their reviews better reflect their real work. Meanwhile, millennials--who will comprise one out of every two employees in the workforce by 2020--rate good communication with their bosses and a...
We design software that streamlines the performance review process through frequent, structured feedback loops between managers and employees. Managers invite their direct reports to start sharing accomplishments (140 characters or less) through Fizz and then provide feedback with the tap of a button (#NailedIt, #GoodWork, or #Refocus). When it's time for review, users are sitting on a cache of data to inform the process; no tedious, inaccurate assessment forms required.

So what?

Companies spend thousands of hours (and dollars) on performance review every year—on average, managers spend up to a month on performance review related activities, while direct reports spend 1-2 weeks. Yet only 3% of the American workforce perceive value in the traditional system. And 80% would like to see their reviews better reflect their real work. Meanwhile, millennials--who will comprise one out of every two employees in the workforce by 2020--rate good communication with their bosses and acknowledgement for their accomplishments as the two most important factors contributing to workplace happiness. In fact, 76% of employees are unsatisfied with the amount of recognition they receive and 77% report that they would work harder if their efforts were better recognized. Basically, the prevailing performance review model is outmoded, expensive, and painful to all stakeholders.

We built Fizz as an answer to these painpoints in the workplace, in turn engaging and retaining talent for longer.
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