Bridging Business and HR

Download Bridging Business and HR

Post on 21-Jan-2018

213 views

Category:

Recruiting & HR

0 download

Embed Size (px)

TRANSCRIPT

<ol><li> 1. Bridging Business and HR KrisDuggan,CEOandCo-Founder @kduggan </li><li> 2. A big thanks to our sponsors </li><li> 3. 300 Customers </li><li> 4. 500K Goals </li><li> 5. 50K Conversations </li><li> 6. Peers have provided feedback 5K times </li><li> 7. Help people reach their full potential at work </li><li> 8. Major challenges for companies Focus Feedback Facilitation </li><li> 9. Managers spend 200 hours on average on the performance process </li><li> 10. 94% of organizations dont believe their current performance management process is worth the time </li><li> 11. 60% of employees report a lack of feedback </li><li> 12. Traditional performance management is: Time consuming Excessively subjective Demotivating Ultimately unhelpful </li><li> 13. The Continuous Performance Management Movement </li><li> 14. 1/3 ofcompaniesaremoving toContinuousPerformance Management </li><li> 15. 96% Say the process is simpler </li><li> 16. 100% Have increased the quality of conversations </li><li> 17. 91% Say data for employee evaluation is better </li><li> 18. 90% See increased engagement </li><li> 19. What is Continuous Performance Management? </li><li> 20. Continuous Performance Management FeedbackGoals/OKRs Autopilot </li><li> 21. Continuous Performance Management FeedbackGoals/OKRs Autopilot Frequent goal setting Visibility on progress Cross-functional alignment </li><li> 22. Continuous Performance Management FeedbackGoals/OKRs Autopilot Check-ins and 1:1s Peer feedback Lightweight reviews </li><li> 23. Continuous Performance Management FeedbackGoals/OKRs Autopilot Manageable process Automated administration Company-wide participation </li><li> 24. Vipul Galal HeadofProduct @vip7 </li><li> 25. Raise your hand if dont think goals are important </li><li> 26. Raise your hand if you think goals are hard </li><li> 27. CollaborativeOpen Measurable LightweightFrequent After 3 years of studying Goal Science Weve found two types of goal setters </li><li> 28. First group: Just want something easy Needalightweightwayto trackprogressongoals </li><li> 29. Second group: Take goals to the next level Wanttocollaborate, integrateandaligngoals </li><li> 30. Many organizations have both groups HowdoyoudeployContinuous PerformanceManagementfor bothgroups? </li><li> 31. Introducing Goals Lite Setgoalsandupdate progresswiththreeclicks </li><li> 32. Different goal modules within a continuous performance management process Goals Lite Goals Pro Peer Feedback, Conversations, Reviews </li><li> 33. Lite Lite Lite Lite Lite Lite Lite Lite </li><li> 34. SteveHackney HeadofSolutions Engineering @stevehackney </li><li> 35. Throwback Thursday #tbt#goalsummit#2016 </li><li> 36. Awaytodrivemore productivecoaching check-ins </li><li> 37. Lightweight Flexible Scheduled </li><li> 38. 75% What percentage of customers are launching Conversations? </li><li> 39. Can managers initiate Conversations without HR? ? </li><li> 40. Introducing Ad Hoc BetterWorks Conversations </li><li> 41. WhatmakesaBetterWorks Conversationsoeffective? </li><li> 42. Lightweight Flexible Scheduled </li><li> 43. Can employees provide peer feedback without waiting for HR to initiate it? ? </li><li> 44. Introducing Ad Hoc Peer Feedback </li><li> 45. A thought experiment about ad hoc feedback </li><li> 46. Scheduled PeerFeedback AdHoc PeerFeedback Scheduled Conversations AdHoc Conversations </li><li> 47. HaleyBarrile HeadofCustomerSuccess @betterworks </li><li> 48. Program Autopilot </li><li> 49. Smart Reminders </li><li> 50. Work Graph TM Progress Achievement Comments Cheers Collabration Prompts Drives Feedback Recognition Better Coaching Employee Engagement Goal Achievement </li><li> 51. Peer Feedback </li><li> 52. Continuous Performance Management FeedbackGoals/OKRs Autopilot </li><li> 53. Thank you </li></ol>