Depending on your assessment, you’ll want to start the planning process at least 3-6 weeks before rolling it out. We typically recommend a 2-3 week “open period” for folks to respond to assessment questionnaires. (Hot tip: gift cards always work when encouraging team members to fill anything out.)

We completely understand because we’ve been there! We have over fifteen years of working in talent management, and a not insignificant portion of that time was spent on administering review and feedback processes. So we designed our tool to be as painless for you as possible. We have a completely automated system with clear dashboards and reports so that you can stay up-to-date on your participants’ progress. You will work with a dedicated Fringe facilitator who will be your go-to person for any questions or troubleshooting. We’d love to set you up with a demo so that you can see how it works!

Performance reviews are generally used by organizations to assess how successfully employees are fulfilling their roles at that point in time. These reviews are often used in decisions related to promotion, compensation, and work allocation. Candorly, the Fringe feedback assessment focuses on growth and development and improving how people work together. Because this information is confidential, the organization will not have access to it (except in extremely limited situations where feedback indicates the presence of a legal or ethical issue). This feedback is solely for the benefit of the participant so that they can build self-awareness and further their professional development as a leader.

Fair point. It can be tricky sometimes to know what to do with all of that great info, so we make sure to come alongside you on how best to implement it. This can look like customized group workshops or individual coaching sessions or a fun combo of both. We love a good plan, so you’re in good hands. Schedule a time to tell us more about what you need here.

When using pyschometrics, we always recommend using a scientifically valid assessment, like DISC.

Psychometric validity refers to an assessment’s potential to evaluate what it claims to measure. This simply means that high validity of a test guarantees that the test items or questions are closely linked to the test’s intended core focus. Candorly, the Fringe Feedback Assessment is a perception tool that reflects the feedback folks input into it, so it is not held to any validity metrics.