Sprigg, leading provider of online performance management solutions for small and medium sized businesses, is excited to announce the launch of our newly designed website.
The revamped site (www.sprigghr.com) is in keeping with our simple, accessible and unassuming brand. It welcomes visitors with elegant colours and a clean, user-friendly design. The content of the latest version of the performance management website focuses on our mission to provide our clients, HR professionals and small and medium business leaders with value, passion, and expertise.
The new site is fully responsive and fits all types of browser resolutions. It also has a touch-friendly mobile and tablet navigation menu.
Even more HR content
In addition to showing the benefits of Sprigg’s performance software, the new site offers an enhanced blog where you will find a huge resource of information and advice: blog.sprigghr.com/blog
Blog topics include helpful tips on how to get more from your Sprigg user experience including: the latest HR technology news, opinion and developments, employee development, coaching and learning opportunities, team planning and goals, employee engagement, feedback and recognition, team dynamics and much more to help you inspire your employees and get the most from your workforce.
The launch of the new website comes hot on the heels of some big changes to Sprigg’s performance management SaaS platform – offering lots of additional features and an even more intuitive user interface.
Using the Sprigg cloud-hosted platform, companies eliminate paperwork hassles, increase employee productivity, optimize compensation by promoting a pay for performance culture, and ultimately improve the bottom line.
The Sprigg online performance review software platform offers businesses simple, affordable ways to:
1) Establish clear, consistent goal setting
2) Conduct performance evaluations your way with a fully customized interface
3) Create just-in-time feedback loops and folders amongst leaders and staff
4) Book meetings with full calendar integration
5) Link development planning efforts to competencies