Performance Enablement
Breaking the "Flavor-of-the-Month" Stigma of Performance Management
Workshop, Talent Enablement, One-Pager
2023
Intro
As our company underwent its transformative journey, it became abundantly clear that our performance enablement process needed a fresh approach. Our legacy systems, while functional, were cumbersome, scattered across multiple platforms, and demanded significant administrative effort. More concerning was the noticeable dip in compliance and engagement, especially in pivotal areas like 1:1 conversations, goal-setting, and participation in culture surveys. The challenge was twofold: find a user-friendly solution that minimized administrative hassles and embark on a robust change management journey to ensure the new system was embraced wholeheartedly.
Background
The Historical Challenge - Sporadic Touchpoints:
In the past, our approach to performance enablement felt a bit like hitting the reset button every quarter. We'd set goals, but they'd often gather dust until the mid-year or year-end reviews. This sporadic check-in didn't really foster a culture of continuous growth or alignment.
The Pivot - 1:1 Conversations at the Forefront:
At the heart of our reimagined strategy was the 1:1 feature in our new tool. Drawing parallels to our earlier strategy of meeting learners where they are, we heavily marketed this feature, ensuring it remained a focal point for managers and their teams. The aim? To catalyze regular, meaningful conversations, bridging the gap between goal-setting and real-time feedback.
Leveraging "2 Minute Tuesday":
Recognizing the challenges of change management, we integrated our "2 Minute Tuesday" series into this transformation journey. These concise videos, reminiscent of our earlier success with the series, offered actionable insights, facilitating a smoother transition to the new system.
Holistic Development - Beyond Digital Tools:
Our aspirations weren't confined to digital tools. Taking a page from our broader learning initiatives, like the "Manager Foundations" workshop, we sprinkled in training sessions throughout the year. Workshops, like the one on "Feedback Delivery," were timed just right, syncing up with our performance calendar. This ensured folks weren’t just setting goals, but they had the skills to chat about them and act on the feedback, especially during key moments like the 360 review cycle.
The Outcome - A Testament to Adaptive Strategy:
Our journey was designed to mirror the progression of an employee's experience. The 'Launch' phase was about instilling a sense of belonging, making every employee feel as though they've been part of the fabric for ages, informed and proud of their association. 'Boost' was the phase of empowerment, enabling everyone to excel in their daily roles, ensuring they were not just onboard but truly thriving. And 'Soar'? It was our antidote to stagnation. It was about fostering a growth mindset, setting ambitious targets, exchanging feedback, and ensuring continuous learning as we collectively aimed for the skies. This wasn't just about training; it was about shaping a journey from the first step to limitless horizons.
