Steffen Maier

About the Author

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Steffen Maier is the co-founder of impraise a web-based and mobile solution for actionable, timely feedback at work. Based in San Francisco and Amsterdam, Impraise turns tedious annual performance reviews into an easy process by enabling users to give and receive valuable feedback in real-time and when it’s most helpful.

3 Steps to Making Feedback A Habit

The strongest way to make a new culture stick is by transforming new behaviors into regular habits. To really make feedback a part of your culture, follow these steps: 1. Training First, really make sure the behaviors your employees are forming are the right ones. You don’t want people to get into the…

Tailor Your Feedback to Make It Effective

Personality has a huge impact in the workplace: from a first impression during the interview stage, to everyday interactions, to giving and receiving performance feedback. Every workplace and most teams have a variety of personality types, which means not everyone is going to respond to feedback in the same way. How they receive…

Here’s How to Avoid the Most Common Mistakes With 360 Feedback

In order to successfully implement 360-degree feedback in your workplace it is vital to be aware of the common mistakes made by others when doing so, and how to avoid them. 360-feedback is a highly useful process, allowing employees to openly communicate feedback with each other in order to develop in the workplace,…

Performance Reviews: Why Once A Year Isn’t Enough

In the news today we’re constantly seeing major companies announce they’re dumping their old performance management systems for more agile solutions. Accenture, Adobe, Deloitte, Gap and Microsoft are just a few of the big names that have upgraded their people management processes based on real-time feedback. You may be asking yourself what the…

How to Decide Comp In A Continuous Feedback Workplace

Now that your company has started giving more frequent feedback, you may be wondering how this new system will impact compensation and promotion decisions. You may be inclined to directly use the information collected, as you did with your annual performance reviews. However, this could have negative consequences for your new feedback culture….

Your Performance Reviews Are Biased Against Women

Language in performance reviews often conforms to gender stereotypes that result in women and men being put on different career paths, with men being favored for leadership positions. Despite many CEOs’ intentions to prioritize gender equality, McKinsey & Co.’s 2015 Women in the Workplace study revealed only one-third of employees surveyed believe gender diversity is…

Help Your Managers to Improve Engagement By Asking Questions

How much do you really know about your employees’ professional goals? With the fast pace of today’s business world, many managers opt for a simple “How are you doing/how’s the workload going” weekly, biweekly or even monthly check in. Even if you’ve cultivated an open door policy, encouraging employees to come to you…

Three Performance Tactics to Help Your Company Grow

Today one of the key challenges most companies face is being able to scale rapidly while still keeping their innovative startup edge. Startups have few decision-makers,  making it easier to take the risks needed to remain as innovative as possible. As these companies start to grow, they often experience a downturn in innovation…