Small Improvements
Performance ManagementSimple, effective performance management for growing companies.
Overview
Small Improvements is a straightforward performance management platform that makes it easy for growing companies to run performance reviews, set goals, give feedback, and conduct one-on-ones. Unlike complex enterprise performance platforms, Small Improvements focuses on simplicity and adoption—providing just enough structure without overwhelming managers or employees. The platform is particularly popular with European SMBs.
Pros & Cons
Pros
- ✓Very simple, intuitive interface
- ✓Affordable for small to mid-sized companies
- ✓Flexible review cycles and templates
- ✓Good 360 feedback capabilities
- ✓Strong focus on continuous feedback
- ✓Quick implementation and adoption
Cons
- ✗Limited advanced features vs enterprise platforms
- ✗Basic analytics and reporting
- ✗Fewer integrations than major competitors
- ✗May lack depth for large enterprises
Who Should Use This?
Best For
- →Small to mid-sized companies 20-500 employees
- →Growing businesses implementing PM for first time
- →Organizations prioritizing simplicity over features
- →European companies (strong EU presence)
- →Teams wanting quick, easy adoption
Not Ideal For
- →Large enterprises over 1000 employees
- →Companies needing complex competency frameworks
- →Organizations requiring extensive customization
- →Businesses wanting deep performance analytics
Key Features
Implementation
Quick setup in 1-2 weeks with self-service configuration.
Get Pricing for Small Improvements
Compare quotes, see demos, and get personalized recommendations
Quick Info
Starts at $5-7 per employee per month depending on features.
📋 Implementation Guide
Step-by-step guide to implementing Performance Management software
View Guide BelowOpen Full Guide PageImplementing Performance Management Software
Launch performance management software that employees will actually use.
Implementation Steps
Design your performance management approach before configuring software.
Key Tips:
- Decide on review frequency (annual, semi-annual, quarterly)
- Choose review types (self, manager, 360, peer)
- Define rating scales or qualitative approach
- Align with company goals and OKRs
- Get executive buy-in on process
- Keep it simple - you can add complexity later
Common Mistakes to Avoid
- ×Making process too complex - leads to low completion rates
- ×Not training managers on feedback skills - tool alone won't help
- ×Launching during busy season - reviews become checkbox exercise
- ×No accountability for completion - reviews get ignored
- ×Rating scales without clear definitions - inconsistent ratings
- ×Not showing value to employees - seen as HR busywork
Best Practices
- Start simple - add complexity only if needed
- Focus on ongoing feedback, not just annual reviews
- Make it conversational, not transactional
- Tie reviews to development, not just ratings
- Share positive feedback publicly when appropriate
- Review completion should be a manager KPI
- Continuously gather feedback and iterate
- Celebrate great feedback examples
Frequently Asked Questions About Small Improvements
Common questions about Small Improvements, including pricing, features, integrations, and who should use it.