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Cornerstone On Demand Cares What You Think!
January 30, 2018

Cornerstone On Demand Cares What You Think!

Anonymous | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User

Software Version

PiiQ

Modules Used

  • Performance

Overall Satisfaction with PiiQ by Cornerstone

This is the area for me where Cornerstone has made the most dramatic improvements. Had they not really stepped up their efforts, I would not have made it through the conversion without a lot more frustration. As it was, I spent a lot of time on the phone trying to understand the new system, what it was doing, what it wasn't doing, what terminologies meant, etc. Thank you!
We selected Cornerstone on Demand about 4 years ago because the concepts and values aligned with our company objectives program, and the system was an easier way to monitor and collect data from the employees. We converted over to the PiiQ website last September, and we stayed with the new system because it still aligns very nicely with our company objectives. All our organization uses the performance module from the CEO down to our service group. We align our whole company with three objectives, and their assignments for the year will focus on either 1 or all 3 of the objectives. This year our company is focusing on execution, and the employee's goals reflect that objective. The tool helps us keep everyone aligned, and on target for 4 quarterly reviews. We use the results for incentive pay across the organization.
  • The new system (PiiQ) is very systematic in the design and implementation. It is consistent from employee use to the use of a supervisor.
  • It is simplistic and user-friendly. Although, teaching the new system coming from the old system has been difficult. I finally had to design a "guide sheet" with simple instructions to get our users more familiar with the way the new system is laid out. It has taken some time, but I think most users now "get it."
  • The new administrative side is much more effective, and allows the administrators to assist others more effectively. I haven't re-designed anything else since switching, but may do so in the future (which we couldn't do ourselves on the old system).
  • They have made vast improvements with their customer service. I now get the help much easier and quicker. Thank goodness.
  • The language Cornerstone chose to use "submit," "unsubmit," and "confirm" has been very confusing, and the hardest concept to teach, and from feedback from the supervisors, they dislike having to go to the extra step of confirming the goals. I completely understand why that step is necessary, and it makes it more necessary for the supervisor to have that conversation with their employee as they move through the steps.
  • I mentioned this to one of the customer service agents, and they said it was very low on the priority from the feedback, but I really loved the organization tree that was available in the old system. It was a quick way to see that I had everyone reporting to the right people, and easier to see organization as a whole.
  • Our company believes the way we use objectives does create more efficiency and a more productive individual. We use our objectives program not just with ordinary tasks, but as stretch objectives ---ones that are over and above what the normal day to day tasks involve. It makes them "think out of the box" more, and aligns them to the company objectives.
  • For some of the routine positions, the employees view them as "having to jump through hoops" to please their managers. I agree it is difficult at times, for those employees to come up with ideas to improve. But, I guarantee even with blue collar and service type individuals, they are at least thinking of how to work differently.
I didn't know how to respond to this question as we did just do the conversion, and I haven't used the tools to reconfigure from the original design. I like the idea of being able to re-design, just haven't done so.
For managers/supervisors that take the time as they should with their employees, it is a great system and user-friendly. Our organization requires our supervisors to perform 4 quarterly meetings, and this tool works great in those incidences. However, for a supervisor that doesn't like doing paperwork, and isn't as apt to meet with their team, in their minds it is a real drudgery. I just remind them most of the tools out there for performance is far more complicated and much more expensive.