performance enablement at shc
TRANSCRIPT
Performance Enablement at SHC
March 2014
What inspired us to change Performance Management at SHC?
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March 2014
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We launched a new culture and leadership model at SHC
We needed a more agile approach for our business
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We wanted to focus more on feedback and growth
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We’ve learned some new things about the brain
4 reasons for change:
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March 2014
What we set out to change.
Cumbersome & detailed annual goal setting process Goals that become outdated as business changes Annual reviews that occur well after the year is over Complicated process that created a lot of work A disconnect between reviews and daily work Significant time spend by managers & HR in calibration
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So where did you look for new ideas?
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March 2014
March 20147
Especially these two…
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…and emerging trends we saw in the broader
market, such as…
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March 2014
The pace of change is driving more agile work.
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March 2014
Datafication is unlocking new value.
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Democratized data is emerging
everywhere.
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March 2014
and social, and the crowd are on
the rise!
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March 2014
So what did you ultimately create?
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A new approach to performance at SHC(for all salaried & exception hourly associates)
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We called the new approach…
March 2014
Quarterly Objective Setting
Continuous360 DegreeFeedback
Quarterly Performance
Check-Ins+ +16
It’s built around 3 new tools.
March 2014
Some Early Insights
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Early evidence OKRs help
Hourly Inside Sales Team Corporate Salaried Population
Month 1 Pre-OKRs
Month 2 Start OKRs
Month 3 Post-OKRs
OKR Group
No-OKR Group No Change
8%Sales/Hr
2013 9-box
2014 9-box
11.5%Up 1-Level
Q3 Q4 Q1 Q2
3.5%Up 1-Level
Full OKR
GroupPartial OKR
GroupNo-OKR Group No Change
March 2014
Ask for it: Users were MORE likely to use SoundBoard when someone else requested feedback from them first.
Leadership matters: One of the strongest predictors of user ship in a business is how much the senior most leader use the tool.
Ask for it: Users were MORE likely to use SoundBoard when someone else requested feedback from them first.
Leadership matters: One of the strongest predictors of user ship in a business is how much the senior most leader use the tool.
SoundBoard preferred: The majority of users report they prefer SoundBoardfeedback to the traditional performance review.
It takes 10: Users with 10 or more pieces of feedback are much more likely to report they are comfortable using the tool.
SoundBoard preferred: The majority of users report they prefer SoundBoardfeedback to the traditional performance review.
It takes 10: Users with 10 or more pieces of feedback are much more likely to report they are comfortable using the tool.
Feedback leads to change: 75% of users of the tool report they have changed their behavior as a
direct result of feedback.
Feedback leads to change: 75% of users of the tool report they have changed their behavior as a
direct result of feedback.18
Early SoundBoard findings
10K 40K 214Active Users
Pieces ofFeedback
Days Since Launch
March 2014
Performance Enablement
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