ES Slides for HT0715v2
- 1. Employee Success Cycle, v1 Overview — July 2015 Brittany Ceres PLANNING FOR A SUCCESSFUL EMPLOYEE LIFECYCLE
- 2. OH THE PLACES WE’LL GO 2 “You’re on your own. And you know what you know. And you’re the one who’ll decide where to go.” “Will you succeed? Yes! You will, indeed! (98 and 3/4 percent guaranteed.)”
- 3. 3SAN FRANCISCO + SALT LAKE CITY + MILAN WWW.GILD.COM POTENTIAL AND PERFORMANCE … THERE’S 100 WAYS TO DO THIS.
- 4. 4SAN FRANCISCO + SALT LAKE CITY + MILAN WWW.GILD.COM POTENTIAL IS GREAT… BUT We believe in Meritocracy Potential is important but it won’t get your rewarded Gild rewards performance
- 5. Employee Success Cycle, v1 Visibility Creates Alignment
- 7. CULTURE OF LEADERSHIP 7 ‣Designed to engage in deliberate practice to get immediate feedback and improve your own leadership techniques. ‣You don't get better by doing the training. You get better by doing what you learn in training and coaching, so our goal is to provide regular opportunities through the annual cycle. Goal setting & metrics structure L&D program Company-wide focuses Communication, Teamwork, Feedback, Wellness Manager Development Speaker & Learning Series Introducing… The ES Cycle is dedicated to cultivating a culture of leadership. V1 includes
- 8. 8SAN FRANCISCO + SALT LAKE CITY + MILAN WWW.GILD.COM WHAT THIS ISN’T Performance “management” We are driving Alignment, Recall & Feedback for Leadership The Cycle is specifically decoupled from compensation Top-Down Employees & Mgrs drive success Gild provides structure for communication & recognition Technically this is voluntary, but highly recommended. One size doesn’t fit all — Please iterate to make the framework WORK for you.
- 10. ADD FOCUS FOR COLLABORATIVE LEARNING 10
- 11. WHAT DOES ALL THIS LOOK LIKE? 11 Start Here
- 12. TIME INVESTMENT 12 Annual Time 3.5% of work hrs (76hrs/year) 1:1s + Perf Convos = 40hrs Self reflection/IDP = 10hrs Self development = 12hrs Participation (LnL, etc) = 6hrs Reviews (4 360s + 1 mgr) = 5hrs Other surveys/participation = 3hrs **(If Mgr add ~55 hrs per employee. a Mgr with 4 direct reports would spend ~15% of the work time managing.)
- 13. 13SAN FRANCISCO + SALT LAKE CITY + MILAN WWW.GILD.COM L&D CONSORTIUM (PLUS P&I) Mat Greenfield Leadership Effectiveness Guru & Trainer Jonathan Foley Smart & Opinionated consumer of relevant content, plus PhD Brittany Ceres Ring-Leader, Educator
- 14. Step One: Set 6 month Goals
- 15. ALIGNMENT & RECALL 15 Hiring Success Experts - Brittany Sheeroy presented these company-wide in June for goal alignment
- 16. SMART GOALS 16 What is an Objective? Significant to the company Personally meaningful Aspirational What is a Key Result? Objective Measurable Time-Bound 4-6 MAX Again, there are many ways to do this — call it whatever you like and make it work for you!
- 17. WHY? 17 “If you’re not out of your comfort zone, you’re not going fast enough”
- 18. STEP ONE: START SOMEWHERE - KEEP IT SIMPLE 18 Set 6 month goals - aligned to strategic initiatives. Using Parklet, for now. Objective #1 & actionable details Objective #2 & actionable details Objective #3 & actionable details Objective #4 & actionable details Objective #5 & actionable details In which areas do you intend to make the biggest impact? How? Please describe an aspect of your work or behavior that you want to focus on developing.
- 19. Next Steps: 6-12 months
- 20. STEP TWO 20 Find the right Sa as Product for Gild. (Parklet probably won’t work longterm. Review: Small Improvements Betterworks successfactors trakstar.com work.com impraise.com/ Qualtrics Xactly Do you have suggestions?
- 21. NEXT? DESIGN A MAP FOR THESE THAT FITS GILD 21 1:1 Performance conversation 6 month goal review Managers development plan Upward review 360 review IDP introduction conversation IDP review/recalibrate Design, Communicate, Coach
- 22. BIG VISION TAKES TEAMWORK 22 If you want to go fast, go alone. If you want to go far, go together. —african proverb
- 24. ANNUAL MERIT CALIBRATION - COMPLETELY SEPARATE 24 Compensation evaluated annually & interim as necessary (using Wealthfront, Radford, Glassdoor, internal metrics) Minimum for review: 6 month goals core values/behavioral Manager recommendation For Promotions: Add 360 review Calibration Committee reads everything documented