In case you missed it, last week we hosted a webinar called, “The New World of Performance Management,” with Deloitte’s Josh Bersin and Patagonia’s Dean Carter. Attendees had so many great questions that we couldn’t possibly address them all during the hour-long session. You can find a few of the more common questions and answers from last week’s session below and you can also listen to the entire webinar on demand here. Stay tuned in the next few weeks as we answer more attendee questions on the blog.
Can employees request feedback at any time or do they need to wait until the quarterly check-in?
Yes, employees have the ability to request feedback at any time and it doesn’t necessarily need to correlate to a check-in. HighGround offers a variety of feedback types including:
- Group feedback
- Project retrospectives
- 1-1 feedback
- Group feedback on a department or team
Each company approaches check-ins differently so while some might require them quarterly, others might require them much more frequently or infrequently depending on the location, department, project, etc. You can learn more about HighGround Check-Ins here and feedback here.
Are there issues with managers doing poor check-ins? What type of training was provided to the managers so they’re not just “complying” with HR?
We’ve heard from many other leaders who have the same question/concern. It’s true – not all managers are created equal. Because of this reality, HighGround includes conversation guides that direct managers toward more collaborative and productive performance discussions. They have access to in-the-moment references so employees feel less defensive and more open to constructive feedback. Outside of these guides, it’s important to encourage managers to solicit feedback from their employees on their own performance as leaders. When these conversations are collaborative rather than a top-down directive, you’ll find that both employee and manager performance improves. You can also hear more about how HighGround customer, LRW, is creating better managers.
Do you have any tips for how you handled the change management of this process?
The transition to ongoing performance development is about much more than adopting a technology that supports new processes. HR is the torchbearer for the transformation to a real-time approach and is tasked with leading a change management strategy that will affect a large number of people and processes. If you take a systematic approach, you’ll be better positioned for organization-wide support, adoption and success. The toolkit here will give you a framework for initiating the transition.
What role does an HRIS play in the implementation of HighGround?
Our performance management and employee engagement solution cannot and does not replace your current HRIS system. Instead, it bridges the essential gap between the employee data housed in those systems and the more user-friendly employee experience today’s employees need. You’ll want all the rich information from the interactions occurring in our platform to make its way back into your HR system. Your administrators control to manage these data exchanges through an easy-to-use, full-featured, self-service user interface. Visit our HighGround integrations page to learn more about how our solution complements other workflow and social collaboration tools.