How we built GAGE

"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."

                                                                                                                                               - Justin Henshaw, founder of GAGE

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Our take

GAGE was built out of a need to bridge the gap between employers and employees everywhere.  We need a tool that will meet the needs of both parties in such a way that accountability, transparency and communication become the standard in the workforce. A culture where employees can be recognized for their work, receive constant feedback, and growth opportunities. A culture where employers can hire the best people with confidence, and be provided the tools they need to develop and retain their people. GAGE creates this culture. With GAGE, 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 before.

How we calculate the score

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

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Category 1: Job History

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

Category 2: 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 simple way to give feedback in the workplace. Managers can send frequent “High-Fives” and “Nudges” to their staff to offer feedback on their performance for the day. Touchpoints can be referenced during each evaluation period, and contribute to the score.

• Evaluations: Evaluations are regular check-ins between managers and their staff members. 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, along with the key categories.

Category 3: Job Transition

We hold that a significant part of professional growth is leaving a job well. We recognize that job transitions are a part of life and professional growth, so we included a way to submit a two weeks notice through GAGE. This category measures the rate of job exits compared to two weeks notice submissions.  ‍

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Together, we are building a better workforce.

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