How we built the Gage

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Our system, our basic way of employing and managing people is broken.

I’ve been in business for nearly 14 years. Over that time, I’ve owned over a dozen businesses, and have employed thousands of people.


Gage was born out of a need to meet the needs of an evolving workforce. Our system, our basic way of employing and managing people is broken. And as generational and cultural shifts happen, it’s important for us to adapt and develop tools that empower the next generations of staff, managers, and business owners.

Our take: we need a tool to empower workplaces to build winning cultures. Cultures of accountability, transparency and communication. Cultures where employees feel noticed, valued and appreciated. And where managers have the tools they need to give thoughtful feedback and facilitate regular communication. Gage creates cultures where all work is seen, and every job has meaning. It’s a lens through which good work gets long-term visibility, and where facilitating feedback for growth is easier than ever.

How We Calculate the Score

At its core, we knew Gage needed to give members a good way forward. It’s built to be flexible across a variety of roles and industries. We designed the score to reward good work while providing insights for areas of growth. We identified 3 primary categories that create the score. These serve as the basis for signaling an individual’s employability over time.

Job History

We measure the health of tenure with prior jobs. The longer you stay with the a job, the better your score.

Job Performance

We measure soft skills that are crucial to be successful in any role: communication, professionalism, adaptability, integrity, compatibility, passion & drive, responsibility, team player, resourcefulness, and leadership. We measure performance through two key Gage features:

  • Touchpoints: Touchpoints are a quick way to leave feedback. Managers can send frequent “High Fives” and “Nudges” to their staff to offer insight into their performance for the day. Touchpoints are tallied during each evaluation period and contribute to the score.

  • Evaluations: Evaluations are regular check-ins between managers and their staff members. Paced monthly, Gage evaluations rate performance based on the 10 soft skills mentioned above. Evaluations operate as a summary of performance, often informed by the collection of Touchpoints given during an evaluation period. Each evaluation contributes to the score, balanced against the other the key categories.

Job Transition

We hold that a significant part of professional growth is leaving each job well. This measures the rate of exits to submitted two weeks notices.  We recognize that transitioning jobs is part of life and growth, so we even included a way to submit a two weeks notice through Gage.

To doing a good job at work, everyday.

Justin Henshaw