How USANA Health Sciences Went from 70% to 93% Participation — and Made Performance Management Part of Their Culture

"The platform we were using was not intuitive for users. It was referred to as a dumping ground for information. We wanted the performance process to be something impactful and meaningful — both to our leaders and our employees. We wanted to use the data to make informed decisions. We just felt like the system we were using before couldn't do that for us."

"When we learned about ONA from Confirm, it was magical timing. We looked at a bunch of platforms. I thought, let's see if any of these other platforms can do ONA for us as well. None of them could do it — not in that way, in such a fast, simple way. No one else could do it."

"We are a network marketing company — a direct selling company — and having ONA is so important to what we do. Being able to know who is connecting with other people, who are the individuals we can use as advocates for programs we're running, who should we go to for feedback that other people are also sharing with them. The stars and the flags — it's just so easy and so helpful for us to identify how people are connecting within the organization. The additional perspectives are incredible."

"We got champions on board very early. Before we even started looking at systems, we asked: what are the pain points? What do you want to see? And we gave those individuals a glimpse into the system we selected. They became champions of the platform because they felt they had buy-in from the very beginning — like they had a say in what we were going to select."

"Prior to coming to Confirm, our participation rates for our performance cycles were about 70% globally. Within our second cycle in Confirm, we hit 93%. That is the highest we have ever had in participation in a performance cycle. And it was incredibly easy for us to get there — almost organic, actually."

"A manager had two employees. They rated one really high and the other low — because they felt that person wasn't connecting with others or engaging with the team. But what we found after the ONA data was that the person marked low was actually more influential and connected than the person marked as a high performer. It helped call out that situation in a way we didn't expect. It gave us that additional perspective that just wasn't there before."

"One of the biggest surprises for me is how recognition has organically taken off within Confirm. We never expected it would be a tool people go in regularly to recognize their peers. We're making no extra investment. It comes with the platform. It's simply very easy social recognition — and it's become a huge thing. We got it for the performance management side, and that was a bonus. But now it's like this huge thing."

"We had a few employees who didn't realize there was a disparity between what they thought their performance was and what it actually was. Having it in Confirm and right in front of them, they realized: 'I am not performing to the expectation of my manager.' It was the data in Confirm that helped them realize that in such a simple way. It's almost difficult to not know how you're performing using Confirm. It's very clear."

"It is so easy to look at data, to parse the data by different departments, different leaders. You go into that meeting. You filter by manager. You filter by department. You sort by performance rating. You sort by network influence. It's all just right there, live, so quick. And if we're having a conversation about an employee, we can pull up their record and see their historical performance data and what their network is saying about them. It has just been so incredible."

"Confirm has definitely become part of our culture. Everyone knows about it. People are in there very regularly, which I don't think they ever expected of a performance management platform."