dominating performance: how hudl built a performance process employees love
TRANSCRIPT
DOMINATINGPERFORMANCEHow Hudl is RethinkingPerformance Management
2 MILLION HOURS
Annual time invested in ratings and reviews at DeloitteSource: HBR, April 2015
40 Hrs/Person
Time well spent?
Nope.
…we realized many of those hours were eaten up by leaders’ discussions behind closed doors about the outcomes of the process. We wondered if we could somehow shift our investment of time from talking to ourselves about ratings to talking to our people about their performance and careers—from a focus on the past to a focus on the future.
“
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Performance management has torn its ACL.
Performance management has torn its ACL.
Adam ParrishHR Manager
Phil HausslerHead of Product
Today’s Game PlanHudl’s Journey
Lessons LearnedQ&A
Life in a squad at Hudl
DominateWe Listen
We’re a FamilyWe Thrive on the Front Lines
We’re Respectfully Blunt
O U R C O R E V A L U E S
Before:
Our Approach was HEAVY
Another Way:
Continuous Feedback
Source: CEB
Source: CEB
THE TROUBLE WITH THIS…
RECENCY BIAS
Source: CEB
THE TROUBLE WITH THIS…
UNRELIABLE RATINGS
Source: CEB
THE TROUBLE WITH THIS…
BRAIN SCIENCE, yo
Annual reviewsHeavy
Top down feedbackBackward-looking
Weakness focusedFor the company, by the company
Performance management
Anytime, anywhere conversationsLightMulti-directional feedbackForward-lookingStrength focusedFor me, by mePerformance motivation
Hudl’s New Playbook
4 Legs of a Stool
Recognition Feedback
Goals 1-on-1s
Continuous#RealTalk
Hudl’s New CadenceA Year-Long Initiative
JAN FEB MAR APR
Peer Feedback Progress Check UpwardFeedback
Choose YourOwn
MAY JUN JUL AUG
SEP OCT NOV DEC
Peer Feedback Progress CheckUpward
Feedback
Peer Feedback Progress CheckUpward
Feedback
Choose YourOwn
Choose YourOwn
RecognitionGoals
RECOGNITION
Always on | Visible and social | Peer-to-peer | Easy | Linked to values
RECOGNITION
Always on | Visible and social | Peer-to-peer | Easy | Linked to values
GOALS
Source: Betterworks
ConnectedTransparent and
aligned
SupportedSocial reinforcement
and recognition
Progress-basedFrequent and
measurable feedback
AdaptableFlexibility to respondto changing priorities
AspirationalRetrospection to
encourage excellence
HudliePeer
Manager
MANAGEMENT =Asking GreatQuestions
1-on-1s
What am I dominating?
What could I do better?
What are your takeaways?
How will you act on those takeaways?
PEER FEEDBACKJanuary
Feedback: 1-on-1:
PEER FEEDBACK
PEER FEEDBACK
PEER FEEDBACK
How have I done in the key areas we discussed last time?
Keys to success on the coming 4 months?
What worries or concerns do you have about being successful in the coming months?
What else is on your mind?
PROGRESS CHECKFebruary
UPWARD FEEDBACKMarch
CHOOSE YOUR OWNApril
Any Hudlie can request feedback at any time. Either for themselves or someone on their team.
Any Hudlie can start a 1-on-1 at any time. Many Hudlies are using this for their biweekly 1-on-1s.
Anytime Feedback
Game Recap
#Winning
employees
I T ’ S B E T T E R F O R …
employees managers
I T ’ S B E T T E R F O R …
employees managers HR
I T ’ S B E T T E R F O R …
Questions?