Inside intelliHR

intelliHR is a people technology company based in Brisbane, Australia.

Explore intelliHR



intelliHR Partner Program

Learn about our partner program, or apply to become an intelliHR partner.

Learn More

See how intelliHR can help you.

Obligation free • Quick Setup • Adaptable & Scalable

Schedule a Demo.
Want to see how intelli can help you?
Are you using filing cabinets and spreadsheets for your people management system?

You don't need to anymore! intelliHR is your all-in-one cloud-based intelligent people management platform.

We're here to simplify people management and HR for you.
  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "In 2016 we rolled out intelliHR, and in 2017 we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."

  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "With the implementation of intelliHR, the improvements in our culture are clearly visible. intelliHR is a tool that helps with our strategic cultural goal of being a great place to work, with improved engagement, communication and goal management now well on track."

  • Belinda Maybury

    Belinda Maybury.

    Sheldon Commercial Interiors


    Since starting regular staff check-ins through intelliHR, we discovered how much more capability one staff member had than we initially thought. We have since assisted his career progression and conducted a remuneration review. The outcome was a happy employee feeling valued and appreciated. Without intelliHR prompting us to address this in real-time, we could have lost this valuable employee.




Join other industry leaders

These businesses get the best out of their talent from using intelliHR.

| 5 min
Salary reviews are not the way to reward high performers
Salary reviews strike fear into employees, and employers alike. It can often feel like there are a lot of unknowns, making it hard to navigate decisions about salary changes. How satisfied are our people...
| 5 min
Why it’s time to ditch performance reviews, and what to do instead
If you work in the world of HR, you’ll know that there’s more to performance than an annual review process. Measuring, maintaining and fostering high performance needs to occur throughout the entire employee lifecycle,...

Salary reviews are not the way to reward high performers

Salary reviews strike fear into employees, and employers alike. It can often feel like there are a lot of unknowns, making it hard to navigate decisions about salary changes.

How satisfied are our people in their roles?

How important is it to retain them?

What are their prospects for career progression?

Where do they want to be in 12 months’ time?

Is a pay rise in order?


By engaging with your team members, and understanding what does and doesn’t motivate them, you may discover that they are more interested in a change to their role, or recognition for achievement than a salary increase. In fact, research tells us that intrinsic motivation (feeling valued, accomplishing goals) actually has more impact on job performance than extrinsic motivation (like pay rises or benefits).

Ultimately, the remuneration process shouldn’t just be boiled down to a single performance review number or outcome. There is a lot more to motivating sustained performance than that, and all these factors should be considered accordingly. This is why it’s so important to not be in the dark on all the personal factors that combine to motivate sustained performance.

According to Deloitte, here are some performance framework basics you will need to have in place to drive sustained performance:

  • Regular check-ins between managers and direct reports, so coaching around development is happening monthly.
  • Alignment between individual employee goals and overall business objectives.
  • On the spot feedback and recognition when organisational goals are achieved.

Now let’s explore how to use this framework to better leverage your team’s intrinsic motivation, leading to a happier, more productive and progressive team culture.


Key Insight – Performance and remuneration discussions should be kept separate

Directly linking performance outcomes with remuneration increases will ultimately lead to unsustainable base remuneration levels.

Why? At some point, regardless of performance outcomes, you won’t be able to keep increasing an individual’s pay level. These discussions should therefore be separated so that performance conversations can take place regularly.

What’s more, whilst a small increase in pay in-line with CPI increases is more sustainable, a $50/week increase isn’t likely to impact upon an employees motivation or encourage positive future performance.

It is also worth recognising that for many, conversations around salaries can cause emotional responses that serve to inhibit meaningful and honest performance conversations. Having separate performance discussions will allow for valuable open discussions on how each employee has been tracking and what growth and development opportunities lie ahead.  


Salaries should be benchmarked with the market ahead of time

Before salary reviews take place, it is wise to review employees’ base salaries are on par with industry standards. This way, you can ensure all compensation is fair and transparent, based upon the roles being completed, this will remove a lot of contention out of salary discussions.

Deloitte suggests employees are paid within 10% of your organisation’s target salary band point as a base (eg. say the 70-75% percentile). This should then be reviewed each year in line with market changes and CPI increases.


Steps to Leverage Intrinsic Motivation

Intrinsic Motivator #1: Recognition

To appeal to this, you need to help your leadership team track and celebrate achievements. Dynamic goal setting is a great way to achieve this supported with regular reviews creating links between specific goal achievement and appropriate rewards. intelliHR goals are designed to celebrate little wins, and immediately notify managers to encourage recognition.

Rewards should be in the form of a Short Term Incentive, and might include public celebration, non-financial incentive (day off, tickets to an event etc), or financial reward (bonus). The important thing is that the reward is directly linked to the performance, not abstractly through an annual salary review.

This approach leverages the value of providing real time feedback to your team. If you receive or give feedback related to performance, or have performance discussions, not only should these be recorded accurately but also followed up on to ensure the best chance of a good outcome. Capturing these discussions along with any feedback makes it easy to refer back to when completing reviews covering a period of time, helping to remove recency bias.

Check out our  Performance Monitoring and Diary Notes tools to see how easily this can be achieved.


Intrinsic Motivator #2: Contribution

This motivator can also be leveraged by setting employee goals. Goal setting is often underestimated. It’s perceived as a simple task, but it takes skill and strategy to develop relevant goals that will deliver aligned outcomes. Your people want goals that are meaningful and measurable, so they can keep tabs on how they’re tracking, and collaborate with the managers while executing them. Aligning individual goals or cascading team goals with organisational direction also helps team members understand how they contribute to the bigger picture, developing opportunities for them to increase their sense of belonging and ownership, all of which contribute to stronger motivation.

For high performing employees, use goals to set stretch targets. Once these goals are in place and supported by a tool to track progress, it will be much easier to determine where employees are at and (where appropriate) reward these outcomes via agreed short term incentives.

Need a tool to help set and track goals in your business? Try our Goals feature.


Intrinsic Motivator #3: Career Progression

Research from Deloitte found that a strong performance framework, regular check-ins and short-term incentives can be used in combination to drive performance, and this solution is actually more effective than fixed salary increases.  For many team members, shifting the focus towards enabling personal and role growth and development rather than focusing on the monetary reward may lead to happier and more motivated team members.

To achieve this first you have to ask your team, having access to insights from continuous feedback or undertaking a focused survey is a good way to determine the key motivators for different employees, you should be prepared to be flexible to each team member’s needs.


Intrinsic Motivator #4: Personal Mastery

Roles should be somewhat malleable, allowing them to be moulded to individual talents and strengths, with responsibilities that better support organisational needs. The manager and their direct report should be encouraged to reassess if roles can be reshaped to better suit the individual’s skills or personal goals. In some cases this could evolve into a new more valuable role.

Research by Bersin shows that optimal performance is achieved by delivering meaningful work that leverages an employee’s personal strengths and aspirations. Rather than simply evaluate people against goals, use their goals to shape an employee’s role, giving them the best chance to succeed.


This role realignment will often be driven by a new and emerging goal focus, this offers opportunities to support changes with relevant training, and also the opportunity for an individual to train others, again both representing strong sources of intrinsic motivation.


Drive a positive training culture in your organisation by using Training Analytics to understand which teams are investing in different types of training. Leverage employees that have completed certain high level training as experts in your business.


False promises do more harm than good

There is nothing worse than leaving employees disappointed because of potential rewards that were promised but never delivered on. It’s vital to set clear expectations and policies around how salary reviews will work and talk openly and honestly about when they will occur and how they will be rewarded.

You’ll want to remain realistic around rewards and what you can give out, but also ensure the rewards you offer match the effort your employees are putting in for you.

This brings us back to why it’s so vital to have visibility over performance, so you know where to set the bar. If you have high performing, loyal and committed people working for you, you’ll want to take steps to encourage this to continue. Likewise, you don’t want to offering rewards that aren’t feasible if people underperform.


Feeling inspired to take your salary reviews up a notch? If you’re not sure where to start, or need help implementing some of these ideas, get in touch to see how intelliHR can help.

Why it’s time to ditch performance reviews, and what to do instead

If you work in the world of HR, you’ll know that there’s more to performance than an annual review process. Measuring, maintaining and fostering high performance needs to occur throughout the entire employee lifecycle, from onboarding to offboarding and every event in between.

We’re suppportive of performance reviews here at intelliHR, but we also believe in a future which will be performance review free, which is why we encourage our customers to completely replace traditional performance reviews with a more continuous and timely approach.

After all, performance is more than just one moment in time.


Still not convinced?

Here are some reasons why traditional performance reviews simply don’t work for most businesses anymore.



Why ditch performance reviews?


Formal performance review periods create unnecessary stress

Placing additional unnecessary stress and angst on our people doesn’t serve to aid performance, in fact, it’s more likely to diminish it.


58% of office workers find annual performance reviews stressful.



22% of people have cried after a formal review, 37% looked for a new job and 20% quit.



73% of Millennial Managers say the time spent on formal reviews negatively impact on their ability to do their job.



It also forces team members to spend a lot of time thinking about where they have been rather than spending more time thinking about where they are going. This isn’t to say that looking back is necessarily a bad thing, but do your HR processes encourage just as much time thinking about the future? If they don’t, shouldn’t they?  


68% of Millennial managers say traditional performance reviews are ineffective.



After uncovering these learnings about the ineffectiveness of a traditional annual review system, Adobe has since transitioned it’s whole organisation to a regular check-in process instead. By having a performance touchpoint that’s continuous and light, organisations can still obtain key data in a less threatening way. Regular check-ins also change the whole tone of the conversation away from “what have you done for the past 12 months” and towards “how have you been going this month”. This keeps the conversation proactive and allows a focus on development instead of challenges or issues.


Annual reviews are out of date

Only reviewing performance once a year creates a lot of room for bias, as there is more likely to be a focus on recent events, compared to everything an employee has achieved throughout the past 12 months.

90% of HR leaders feel traditional performance reviews don’t generate accurate information.



Traditional review processes are open to bias

Performance reviews based largely on observations or anecdotal evidence are not only going to give you inaccurate data, but they can also deny employees of a fair appraisal.

On top of this, industry standards are now moving toward this method of collecting performance data. The focus is now on capturing qualitative and quantitative data in real-time, rather than retrospectively.

We created our performance summary report to enable this. intelliHR customers are already tracking key metrics in real-time, and can now simply download an up-to-the-minute summary in a few clicks.


On the spot feedback carries more weight

If people have to wait months to hear they’ve been doing a good job, how can we even expect them to stick around that long? Real-time feedback is far more meaningingful and keeps employees engaged by reinforcing positive behaviour as it happens. This provides momentum and motivation to keep going.


80% of Gen Y employees would prefer to be recognised on-the-spot than in formal reviews.

– LinkedIn


Not only can we reinforce positive behaviours on the spot, but also take a proactive approach to potential problems. A more continuous feedback process exposes skills gaps or under-performance sooner, so action can be taken to help the employee get back on track with the resources they need. This can help prevent disengagement from festering and also halt any bad habits before they become ingrained.

So if traditional performance reviews aren’t the answer, let’s explore what tools you need to replace them in your organisation, and how you can create an end-to-end, complete performance toolkit with intelliHR.



The better way to measure performance

When an organisation uses intelliHR, traditional performance reviews become redundant.

How? All elements of the performance mix are being tracked and documented in intelliHR as they happen, and a snapshot of performance can be gathered at any time by generating a performance summary covering a time period of your choosing with a single click.

We believe in bringing together detailed and accurate snapshots of performance for every employee is crucial to helping improve their performance (not just capture it)! In your next performance discussion, we encourage you to look at the following:


  • Continuous Feedback
  • Goals
  • Training
  • Performance Improvement
  • Diary Notes
  • Happiness



Continuous Feedback

A monthly feedback process replaces the need for a once-a-year conversation. The major benefit continuous feedback is 360 degree insights can be gathered from managers and their direct reports, allowing issues to be identified and dealt with immediately rather than waiting for an infrequent review.


The ideal process begins with sending out a monthly, automated online check-in for employees to complete about themselves (self-review) as well as one for managers to review their direct reports, and peers to review each other. Together this forms a 360 feedback process.

To be effective, these check-ins must be light, quick and convenient to complete. They should also focus on asking the team member where they need help and support, which empowers employees to do better, rather than shaming them for “under performing”. Placing all of this in an online system that employees can access online and from any device is ideal to ensure maximum adoption and completion rates.


We know there are two key problems with traditional performance reviews: they cause undue stress and they take hours to prepare.

A quick, proactive check-in process eliminates both of these.

Employees are also increasingly appreciative of receiving a broader range of feedback sources. Receiving feedback from a manager and submitting a self-review offers some perspective, but facilitating broader feedback mechanisms from peers and even customers expands the perspectives available, providing a more holistic view. This gives the team member more to reflect upon, particularly with regard to broader team performance.

This should then be followed up by a one-on-one between each direct report and their manager. The information gathered from the online check-in is invaluable to inform these one-on-one meetings and ensure both parties get the most value from them. Ultimately, the goal is not to replace human interaction, but to make these interactions more meaningful, and have a process in place to ensure they actually happen on a regular basis.


Rating Scales

Check-ins created through intelliHR, can also incorporate rating scales. This provides an opportunity for employees to be ‘rated’, as a self-assessment, by their manager and peers, on top of written feedback.

These rating scales are also fully customisable, so can have whatever wording you need. To take a more proactive approach, you will want to ensure that the ratings being applied reflect a ‘positive action’. If an employee is struggling, they may feel apprehensive to hit a “below expectations” button, but “needs help” is much more welcoming and shows that the result of their selection is more likely to lead to improvement, rather than result in a warning letter!

Another way to use rating scales within intelliHR is to see how your people are tracking against company values, some of our customers have put this into practice and find it invaluable.



Another metric that can be tracked through continuous feedback and included in the performance summary is Happiness. Employees are asked to rate their level of happiness in their role and this can then be analysed individually, looking at changes over time, but also across business units and under different managers.

By looking at happiness alongside other performance insights holistically, you can identify things like high-performing employees who are becoming disengaged at work or lower-performing employees who are being held back by their environment.



One measure of performance is to see how employees are progressing on their goals, but we take this one step further. By giving individuals the ability to set, track and view progress on their own goals, within strategic guidelines set by their manager, they can maintain motivation to keep progressing on them.


Goal Tracking

With this tool, everyone in the organisation can not only set their own goals, but track progress, allow team leaders to support, and see a real-time overview of their goal progress in their dashboard each time they log in. This way goals stay top of mind and remain a priority, every day of the year.

We also designed this feature with gamification techniques in mind. By making the act of tracking goal progress fun (addictive, even) this gives all employees extra motivation to keep coming back and working on their goals consistently over time.


Cascadable Goals

When assessing an employee’s performance, it’s also critical to ensure everyone in your organisation has clear goals to work towards every day. Not only does this give your people clear boundaries to operate within keeping them aligned to organisational objectives, but it also reduces the expectations gap between managers and their direct reports. Everyone knows what is expected of them and their team, and there is transparency in how each person’s performance is measured. Allowing employees to set their own goals, in line with overarching organisational strategy, has the added benefit of empowering them to feel in control of their role and their success.

All goals created can be cascaded to other peers or direct reports. For example, the CEO can set a goal for a department manager, who can then set complementary goals for their direct reports to help the original goal reach completion. Peers can also share goals with each other when working on projects together as a team. In this way, it is so simple for everyone to have visibility over what is required, see where they fit into the big picture, and stay on track.


Goal communication

When goals are managed within intelliHR, any elected members of the leadership team are able to see every single goal that has been set within the organisation and who is working on it. On top of seeing the goal itself, they may also see the progress achieved so far and communicate with the goal-holder in the comments section to check in. This can be a powerful way to identify even if a small roadblock is preventing progress, so managers can help mitigate this and get staff back on track.

From the employee’s point of view, having this form of feedback on a goal to support their progress is a powerful way to encourage a sustained effort and keep people engaged.

Once goals are defined for every employee, performance can begin to be monitored with goal progress as one source of benchmarking. The end goal here should always be to identify areas for improvement proactively, and offer solutions to help people improve, before problems escalate.



Similarly to goals, employees can also track and request their own training within intelliHR. Records of training undertaken can then be pulled into the performance summary automatically as a record of professional development.

An added benefit of staying across training undertaken on a more frequent basis, is it allows skills gaps to be identified and filled sooner, as well as conduct a follow up on progress post-training to measure its effectiveness.


Diary Notes

Diary notes are an important step in the performance management process. Creating a history of key interactions with team members helps us to understand successes and failures, and help inform future approaches, while also protecting the organisation in the event of termination.

Follow-up capabilities are also built-in, for example, after meeting with a team member, diary notes can be used to record automated reminders to check in at a later time and gauge if improvements have been made.

Diary Notes can be used to record recognition as well. According to research from Deloitte, organisations who reinforce employee achievements with recognition see 14% higher productivity and performance compared to those who give no recognition.


Performance Improvement

When performance issues do arise, it’s crucial these are mitigated in a timely manner. Performance Management typically involves sitting down with a team member to discuss how they are progressing and areas they need to specifically address, but what happens next is the important part.

intelliHR offers a Performance Improvement Plan workflow which is kicked off by the team leader following such a meeting. This prompts the team member to write their own performance improvement plan as an outcome from their meeting. The plan can be approved by the manager, and will be automatically followed up with the team member over the stipulated time to complete. This structured process allows the team member to “own” the improvement process, making it much more likely to succeed.


Leadership Development

The performance summary can also provide a snapshot of how those in management roles are performing as leaders in terms of their team’s performance and happiness in their role. For employees not yet in a management role, the performance summary can be used to identify if they may be a good fit for a leadership position in the future.


Performance Summary

By capturing all of this performance data and feedback earlier, and more frequently, action can be taken before it is too late. We passionately believe that replacing the formality of a performance review (which is quite different to how we normally work), with something regular, light and naturally supportive of the way we are working leads to far better outcomes.

Once you are gathering all of the above information in a central place, then you will have the means to pull all of this data together into an instant Performance Summary Report for any given team member. This provides an instant snapshot of past efforts, allowing the conversation around performance to be informed by real-time data, and without any real effort or hours wasted on administration.

By implementing all of your processes in one place, you can ensure that every interaction on performance is free from bias, and gives the full picture of performance. This allows you to respond to issues proactively as well as empower employees and their leaders.


Unsure where to start in transitioning to a performance summary, rather than annual reviews? Call 1300 993 803 and chat to us about how intelliHR can support your new performance process, and help you boost your organisation’s performance while making your life easier.



Workshop Training Enquiry

Please fill our short form and one of our friendly Customer Success team members will contact you back.