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Using IMPACT for performance management

Last updated: 7 May 2026

What this does

This guide explains how IMPACT's performance management features work together — KPIs, IPA scoring, competency frameworks, surveys, psychometrics, and gamification — to give you a complete picture of individual and team performance.

Current access and functionality

  • Verified against the current impact-web, impact-client, and impact-marketplace code on 2026-05-07.
  • In impact-web, users must be signed in and working in an active workspace. Navigation and write actions are role-, permission-, and entitlement-aware; unavailable modules are hidden or disabled instead of being universally visible.
  • The current target apps expose survey campaigns and channel/inbox configuration. A standalone sales or marketing campaign builder with open/click/conversion attribution is not present in the current target apps.
  • Survey and assessment setup is web-first for admins. Respondents can answer assigned surveys in web or mobile when the campaign or instance includes them.
  • Performance and people analytics depend on workspace roles and available data. Setup is primarily web-based; staff visibility is limited to their own or permitted team/member views.

Who this is for

  • Business owners who want to measure and improve team performance.
  • HR managers who run performance reviews and development programmes.
  • Team leads who need visibility into team strengths and gaps.

How the pieces fit together

Competency Frameworks          KPIs                    Task Workflow
  (skills & behaviours)     (measurable targets)    (Action → Verify → Accept)
         │                        │                         │
         ▼                        ▼                         ▼
  Competency Ratings        KPI Achievement           Task Performance
  (peer & manager)         (actual vs target)      (quality, speed, rework)
         │                        │                         │
         └────────────────────────┼─────────────────────────┘
                                  ▼
                          IPA Score (composite)
                          ├── Role-based scores
                          ├── Percentile ranking
                          └── Trend tracking
                                  │
                    ┌─────────────┼─────────────┐
                    ▼             ▼              ▼
              Dashboards    Gamification     Surveys
             (visibility)  (motivation)   (feedback)

Getting started: a recommended approach

Step 1 — Define competencies

Start by setting up your competency framework. Define the skills and behaviours that matter for each role.

See:

Step 2 — Set KPIs

Define measurable targets for individuals and teams. Connect them to business objectives.

See:

Step 3 — Enable the task workflow

Ensure projects use the three-stage workflow (Action → Verify → Accept). This generates the performance data that feeds into IPA scoring.

See:

Step 4 — Run competency ratings

Have managers and peers rate team members on their assigned competencies. Do this quarterly or after major milestones.

See:

Step 5 — Run psychometric assessments

Use DISC to understand personality types and team dynamics. Use DASS periodically to monitor well-being.

See:

Step 6 — Launch surveys for feedback

Create engagement or feedback surveys to capture what numbers cannot measure.

See:

Step 7 — Add gamification

Create games and leaderboards to motivate behaviours that align with your KPIs and competencies.

See:

Step 8 — Monitor IPA scores

IPA scores aggregate all the data above. Use them for performance reviews, promotion decisions, and identifying development needs.

See:

What makes IMPACT different

Traditional approachIMPACT
Annual performance review based on manager opinionContinuous scoring from task data, KPIs, competency ratings, and surveys
Performance data lives in spreadsheetsEverything feeds into one IPA score with role-based breakdowns
Competency frameworks exist on paperCompetencies are assigned, rated, and tracked with bench depth visibility
Well-being is not measuredDASS assessments monitor stress, anxiety, and depression
Motivation relies on annual bonusesGamification provides ongoing recognition through leaderboards and awards

Tips for success

  • Do not launch everything at once. Start with competencies and KPIs, let the team get comfortable, then add surveys and gamification.
  • IPA is only as good as its inputs. If tasks are not going through the full workflow or competencies are not rated, the IPA score will be incomplete.
  • Use gamification to reinforce, not replace. Games should motivate the same behaviours your KPIs measure. Competing incentives create confusion.
  • Make psychometric assessments voluntary or anonymous. Forced participation in DASS assessments undermines trust.
  • Review bench depth quarterly. It tells you where your skill risks are before they become project risks.

Related

Keywords: kpiipa-scorecompetencypsychometricssurveyscampaigns