Driving Results with Clear Action Points: A Case Study

Spotlight

Clear action points are essential to translating strategy into execution. With Performance Management 365, teams gained visibility into what needed to be done, who was responsible, and how progress would be tracked. By defining and following clear next steps after every review or check-in, employees felt more empowered, aligned, and accountable. This approach led to faster execution, improved collaboration, and higher performance across departments.

Highlights

0 %

Reduction in Missed
Deadlines

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Increase in Task
Completion Rate

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Improvement in Manager-Employee Alignment

Customer’s Speak

Mike Reynolds

Legal Operations Manager

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Managing contracts manually led to missed deadlines, compliance risks, and inefficiencies. With SharePoint Contract Management, automation streamlined workflows, reduced manual effort, and ensured compliance. Now, we focus more on clients instead of paperwork.

Challenges Faced Before Implementing CLM 365

Lack of Follow-Through After Reviews

Before using action points, meetings and reviews often ended with good conversations but no clear direction. Employees were unsure about their next steps, leading to delays and missed expectations. Without documentation or clarity, it was hard to hold anyone accountable for execution. This gap led to repetitive issues being discussed without resolution in future check-ins.

Ambiguity in Ownership and Accountability

Tasks were frequently assigned vaguely or verbally, with no tracking mechanism. This created confusion about responsibilities and timelines, leading to project stalls and unnecessary escalations. Employees lacked structure and felt disconnected from outcomes. As a result, critical priorities were often delayed or overlooked altogether.

No Centralized Tracking

Without a shared platform to manage post-review tasks, managers struggled to monitor progress. Employees often forgot or deprioritized action items, which stalled growth conversations and affected performance ratings over time. There was no reliable way to track completion or revisit past commitments.

Disengaged Employees

When employees were unclear about expectations, they became disengaged and hesitant to take initiative. The absence of clear follow-ups discouraged proactiveness, lowered morale, and reduced trust in the performance process. This lack of direction led to reduced productivity and higher turnover risk.

How We Solved It – The Solution

Defined Action Points Post-Review
Performance Management 365 enabled managers to log clear, time-bound action points at the end of every check-in or performance review. These were assigned to employees and linked directly to goals and KPIs for seamless tracking. This helped ensure that expectations were aligned immediately after each conversation.

Real-Time Progress Monitoring
With action items visible in real time, both employees and managers could view progress, update statuses, and receive reminders. This transparency helped teams stay on the same page and improved follow-through dramatically. It also provided visibility into potential bottlenecks before they turned into delays.

Structured Ownership with Accountability
Every action point was linked to an owner and due date. This structure removed ambiguity, created urgency, and improved collaboration within and across teams. Managers could easily track what was done and where support was needed. The system also made it easier to recognize high-performing individuals who consistently followed through.

Improved Conversations and Focus
Action points created a natural rhythm for feedback and planning. Future check-ins started by reviewing past action items, reinforcing accountability and making conversations more productive and goal-focused. This continuity helped shift performance reviews from reactive to forward-looking sessions.

Results & Business Impact

40% Reduction in Missed Deadlines

With defined next steps, teams became more responsive and efficient. The number of projects and tasks falling behind schedule dropped significantly as employees clearly understood their responsibilities. This improvement led to smoother project delivery and better time management across departments.

35% Increase in Task Completion Rate

Action points drove clarity, which directly improved task execution. Employees knew exactly what was expected and by when, leading to faster task closure and higher ownership. This consistency also helped managers track productivity and optimize resource planning.

20% Improvement in Manager-Employee Alignment

Having clear action points ensured both parties were aligned on expectations. This reduced miscommunication, increased trust, and created stronger working relationships grounded in results. It also made one-on-one meetings more purposeful and outcome-oriented.