Am I a high performer?

The term "high performer" is one among several synonyms that include star employee, star-performer, top-performer, high achiever, high-potential, game-changer, pace-setter, supremely-talented, and someone who's knocking it out of the park. CredPad prefers the term "contributor." Contributors or high performers can be found in a variety of roles in every industry.

What differentiates high performers from others? High performers make significant and demonstrable contributions to corporate-level success. An HBR article says high achievers are "400% more productive than the average employee." Those who believe the 80/20 rule say high performers constitute the top 20% of employees in an organization.

Is a contribution different from an achievement?

If you played a significant part in a specific organizational success, you made a contribution. Your contribution is in terms of the effort you put in and the results you delivered that became a significant part of that success. The recipient of your contribution can be any well-defined and sizable organization or community (community could be a profession, industry, country, or the world).

Is "achievement" different from contribution? An achievement is something uncommon that is accomplished using uncommon ability. Yet, it has a personal ring to it — until it rises to the level of a contribution when it makes a significant impact on an organization or community. For example, publishing a book is an achievement no matter what, but if there's evidence that the book improved, say, customer acquisition at hundreds of businesses, then it is a contribution to the business community.

Have another question?

My résumé got me my job. Why do you ridicule it?

A résumé can get you a job. But can it demonstrate your bigger value — to help you win jobs, promotions, and salaries that match your bigger value?

No. The résumé is merely a list of lists containing standard details such as college degrees & job tasks. And — competing résumés make similar claims. You are different, but your résumé isn't.

A résumé isn't even trusted, which is why HR does pre-hire checks on you.

Poor content and lack of trust deny you an objective evaluation.

It's not only the paper or PDF résumé that is dumb. Digital tools also are just duplicates of the dumb résumé. In fact, LinkedIn makes this dumb résumé dumber by adding noise from social conversations. For example, the humblebrags and inspirational tales you Liked!

I'm not looking for a job and my performance review is months away. Why do I need CredPad now?

With CredPad, the one in control is — you. You can proactively seek something when you think you should — rather than wait for someone else's timing. With CredPad, you don't attend an interview — you pitch!

I use my employer's Employee Performance software. Why do I need CredPad?

Employer owns and controls it, not you. Probably designed for the "market," not for you. Possibly designed for the organization, not for you. No employee performance product supports the evidence-based contributions approach that CredPad supports. Employer schedules performance reviews — probably only once in a year. Also, information and access to it are limited to current employer.

What does CredPad do for me?

Unlike a résumé, CredPad is a complete platform to build and pitch your professional profile:

  • Charts: Demonstrate your contributions in the business context, using the business format
  • Evidences: Manage evidences such as praise, awards, and media interviews that support the claims you made in the chart — all in one place and meaninfully mapped to your contributions. Upload evidences. If you have a strong online presence, some evidences may automatically appear so you can just add them without stepping outside CredPad.
  • Résumé: Add your usual LinkedIn-like résumé details. CredPad then automatically adds your list of contributions to the top of your résumé.
  • Mentor: Bring a mentor to review your CredPad showcase and optionally recommend you. Contrast with the LinkedIn Recommendation, where millions of people are all "detail oriented."
  • Pitch: Screen share your CredPad profile and pitch to current and potential employers. Or share your CredPad link so employers can tour themselves.
What is a contribution chart?

If your effort and outcomes played a significant part in a specific organizational success, you made a contribution. A CredPad chart presents your contribution in a business-savvy way.

The chart is based on CredPad's employee-employer strategic alignment framework called AlignWay.™

AlignWay comprises: (1) Four factors: Situation, Effort, Outcomes, Success (2) Questionnaire about these factors that you will answer once you subscribe to CredPad (3) Confidential method to compute your contribution Score.

Evidence ensures credibility, but what if my evidences are confidential?

CredPad is private, but keep in mind that when you share your CredPad link with another person, you do not know who they will share it with. Regardless, never upload any confidential content as evidence.

Content such as customer praise is normally shared in social media and may, in fact, make the recommenders also look good for giving credit where credit is due. But check if you aren't sure. They may suggest that you remove or mask the names of certain individuals or organizations.

Besides a few exceptions, there are probably many other evidences you can still provide, such as a link to a media interview, PDF of your article, or a picture of a cup you won.

Check out real examples.

Is CredPad great for employers as well?

In fact, CredPad is great for you because it is great for them! Employers can hire and retain high performers — faster than ever.

  • 1-page business-centric charts: Instant clarity on individual's value, no need for multiple interviews and tests
  • 1-click evidences: Instant clarity on individual's credibility, no need for pre-hire checks and complex performance review
  • Digital engagement: All required information in one place, accessed from anywhere
How to Evaluate High Performers — Faster

Which one is right for high performers?

Résumé / LinkedIn


Like a car dealer's brochure Like a car dealer's showroom: Charts, evidences, mentor review, résumé, and pitch to employer
Poor content: The résumé is merely a list of lists containing standard details. Competing résumés make similar claims. LinkedIn too is just a résumé. Charts & evidences make you stand out as a high performer who is business-savvy
Poor trust: HR must do pre-hire checks on you Evidences & mentor review enhance credibility
Noise: LinkedIn's social conversations add self-defeating noise You control what employers see
You attend interterviews You can pitch.
Unfair evaluation due to: poor content, poor trust, and noise Objective evaluation. So employer has the most accurate sense possible of your bigger value.
The offers you get match the offers that the crowd gets Offers match your bigger value: No more missed promotions, unfair salaries, or wrong jobs
Only suitable for job application Great for life's key milestones: Promotion, raise, new job, startup funding, award nomination, immigration

How to access CredPad

When free access is no longer available