TAP TAP GO
Begin with the work
Ask what the employee was trying to achieve, which resources they used and what happened after the introduction. Activity figures can supply context, but they do not describe the entire quality of a relationship. Confirm the available metrics and avoid comparisons between people working in very different conditions. Keep the discussion tied to behaviours the employee can influence, such as clearer information or a more relevant next step.
Agree one practical improvement
Choose a small change to test and decide how to review it. The employee should understand the reasoning rather than receiving an unexplained score. Tap Tap Go’s corporate model can make activity more visible, but management judgement remains necessary. The benefit is a shared learning process in which the team improves introductions and follow-through. It should not become a claim that the platform can automatically assess professional worth or predict sales success from profile interactions.
A hypothetical scene
A representative’s profile receives attention but few relevant enquiries. In a coaching discussion, the team discovers that the service description is too broad. They test a clearer introduction and review the quality of subsequent questions instead of using traffic alone as a performance verdict.
Make it practical.
Use this checklist as you read. Checks are not stored.References & further reading
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