Take the guesswork out of managing yearly raises or bonus incentives and make ongoing employee performance monitoring a breeze! We took years of applied business psychology and turned it into a convenient app, for businesses just like yours!

Grow your business, build your ideas, and let us make the tough bits easier.

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Trusted by Behavioral Health Organizations

How it works

Identify Pinpoints

Identify the behaviors that support the org. Include stakeholders in the process. Create clarity and buy-in with staff.

Track Progress

Reduce managers workload and make recording performance a breeze. Each review should take only 5-10 minutes. Sometimes less!

Provide Meaningful Feedback

When pinpoints are solid, and you are tracking progress, your feedback will have context and more meaning.

Save time and headaches by completing the entire performance review process with only 1 product

  • Are you concerned with how your organization performs?

  • Do your managers spend more than 10 minutes preparing for a performance review?

  • Have staff that are underperforming and struggling to provide meaningful feedback?

Yes! Get started!

Save time over traditional methods

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Share feedback immediately

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Easier than traditional scorecards

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Because the scorecard process lives in an app on your mobile device, your managers can provide regular and ongoing reviews. This allows quarterly or yearly reviews to be completed in 10 minutes or less because you already have all of the data at your fingertips.

Why is this app better than my current review process?

Traditional review methods have been around for a long time. If you've taken part in a review, you can likely echo some of the feelings that occur prior to and even during the review. These are often subjective reviews lacking ongoing data on employee performance and instead are snapshots taken once a quarter or year.

Your Managers will thank you for making this task easier

When review time comes, managers can take an hour per employee to get this task done. ScorecardX allows you to cut that time into a 15-30 minute prep for the meeting because the scoring portion is already completed. Managers should only need to prepare personal evaluations at this point. No more tracking down historical job performance.


Increase in productivity by frontline staff

75% less

Time spent on regularly scheduled performance reviews

40+ yrs

ScorecardX come from 40 years of applied and proven organizational research


5-star reviews

We'd love to have you join our Beta Testing and give us preliminary feedback before we hit the market.

Frequently Asked Questions

Won't this take a lot of my managers time?


Only the initial setup takes up larger amounts of time. This is due to the information being entered and setting up initial achievements for each employee. Once staff are entered into the system, each ongoing performance review should take only 10 minutes.

How often should I conduct performance reviews and give scorecards?


These should be ongoing. Scorecards should be provided on at least a bi-weekly or monthly basis. This helps ensure that your staff receive meaningful feedback in a timeframe that allows them to make improvements. These performance improvements should result in higher revenues, lower costs of operation, improved safety, or a mix of these three.

What is a scorecard, anyway?


A scorecard is a tool used to provide objective and meaningful feedback to employees in an ongoing fashion. Be done with obscure feedback that doesn't produce results. Scored achievements are behaviorally defined and shared with the employee so they know exactly what is expected of them. The items being scored are tied to organizational outcomes or specific employee outcomes as it relates to their job performance. These pinpoints, as they are called, are key to the organization and when employees are performing at optimal levels, these pinpoints result in a healthier and more productive organization.

Why do I need to pinpoint specific behaviors for my staff?


The practice of pinpointing clarifies for performers what specific behaviors to do more of, less, or differently. Pinpointing is the essential first step in effectively managing the most critical behaviors driving your business. If your employees don't know clearly what to do, this often results in unexpected or poor performance. See this article by Aubrey Daniels to read more about pinpointing.

So how do these scorecards change behaviors?


At the end of the day, these don't move the needle much on their own. These scorecards need to be tied to specific outcomes themselves. This means a reinforcement system needs to be devised. While these are often monetary in nature, they don't need to be. When first starting a scorecard system, you'll want to get buy-in from your employees and this requires asking questions like: if you were to perform at 90% or better over a 3 month period, what would you want to earn within reason? While this is fine in some orgs, in others management may want to offer only a select few items and let the employee choose once they've hit thier goals. In either case, the most important aspect of using a scorecard is that praise and reinforcement occurs for optimal performance, corrective feedback occurs for poor performance.

Still have questions?

If you have any lingering questions, please feel free to drop us a line!

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