PeerFives Dashboard for Admins and Managers

Peer recognition is inevitably part of every corporate organization’s day-to-day working in the modern world. While humanity struggles back and forth with getting the pandemic in control, it has become essential that individuals strive to uplift their peers at work and ensure that they are all collectively performing at optimal levels to do justice to their respective professions.

Considering the humane aspect of this, peer recognition is essential to stimulate the social, physical, and mental well-being of all individuals in an organization. Surely enough, peer recognition does satisfy all intents and purposes for which it was established in any workspace. But what do the management team and admins take away from the exercise of peer recognition?

Are there certain analytics and data that can be interpreted from this simple act of recognizing good work done by peers? As it turns out, yes! There is a lot to learn from the simple act of peer recognition. However, much of these analytics stems from the use of a fine peer recognition tool such as PeerFives. PeerFives offers a dashboard where admins and management teams can track a wide variety of data corresponding to admin requirements in terms of reward insights, allocation of PeerFives, leaderboard, the configuration of core values, and subscription information.

The benefits of this data on PeerFives for admins and managers are as listed below:

PeerFives’ Dashboard offers a rather in-depth experience when it comes to numbers and tracking the activity of employees while recognizing peers. PeerFives’ peer recognition program consists of awarding points to publicly recognize great work as it happens. The awarding of these points by each individual is well tracked and represented in various forms to admins and managers who wish to understand the attitude of each employee.

The patterns that can be seen when a user awards points to peers give quite an insightful peek into the nature of the individual. The frequency with which points are rewarded, the number of recipients, the average amount of points awarded in each transaction, the reason behind awarding the points all correspond to unraveling a new facet of each user.

• The frequency helps in determining fair use of the peer recognition tool. It ensures that certain employees aren’t inorganically interacting with each other and rewarding just for the sake of it.
• The number of recipients helps in ascertaining whether the user is interacting efficiently with a large section of the organization. This ensures better teamwork and interdepartmental coordination in any workspace.
• The average amount of points awarded in each transaction help in understanding how the user values the work done in return and whether or not they are fair to their peers. Sometimes, users may unfairly award colleagues a large number of points for the simplest of tasks but rob another peer of hard-earned points for relatively tougher tasks. To prevent this from occurring and undoing the good intention of peer recognition, analyzing data from PeerFives’ Dashboard is extremely vital.
• The reason behind awarding the points lets admins determine whether or not the recognition of peers is organic. This prevents certain users from unnecessarily rewarding peers with the hope of expecting completely unrelated or personal favors in return.

The use of PeerFives’ Dashboard shall help admins and managers in tracking employee performance. Often commendations and superficial compliments may have various reasons behind them. However, if the interaction of each employee with their peers is tracked, then the data seldom tends to be superficial or misleading. The management group can easily distinguish genuine efforts and great work done by employees.

PeerFives can, therefore, effectively be used:

• To track the performance of a new employee and understand whether or not they are a good fit in the organization.
• To track the year-on-year performance of existing employees and learn about the growth curve they are showing.
• To carefully analyze the appraisal of each employee based on continuous data collection over a large period of time.

PeerFives’ Dashboard provides data that truly helps optimize day-to-day operations in any organization. Sometimes, there are employees who tend to be sincere and hardworking, but despite this, they do not yield the results desired by the management group. While simply letting go of such an employee may seem like the obvious option in most cases, visionary administrators shall know how to best use data acquired from PeerFives to reassign individuals to teams or workgroups that they are best suited to. Much of this can be learned from the interactions and recognition that such individuals get from peers outside their day-to-day workgroup or team.

Every organization is looking to retain the best talent, and sometimes rewarding them with bonuses and increments is not the only way. Individuals are always looking to grow, and promotions to key positions in the organization tend to be way more lucrative than added financial perks. Therefore, to ensure that the management group of an organization does not fail to recognize star employees, it is recommended that the data from PeerFives’ Dashboard is carefully analyzed.

Star-performers are always an asset, and promoting them to key positions shall ensure that they are highly satisfied with their job and won’t look elsewhere. Also, at times, admins and managers can study the data from PeerFives’ Dashboard to identify these star-performers and start grooming them way in advance. At times, even months before their promotion. This shall help the organization be satisfied that their choice for key positions isn’t a spur of the moment decision or something off the bat; it is well-calculated, prepared for, and better explainable to all possible shareholders.

In conclusion, the data on PeerFives’ Dashboard is a goldmine for admins and managers, provided they are sharp enough to read between the lines, comprehend it, and ultimately incorporate changes to ensure that the organization functions like a well-oiled piece of machinery.