Rethink Optimizing Performance
Leaders strive to help their team perform at their best, but often aren’t sure how to approach it or worse, they are constrained by tools and processes that haven’t caught up to the demands of today’s workplace. Setting clear and aligned goals, giving frequent and effective feedback, and recognition of a team member’s contributions are all key performance enablement tools to keep team members focused and motivated to perform their best.
The End of Annual Reviews
The annual performance review is a common culprit that often holds people back rather than moving them forward. It contributes to team members receiving infrequent feedback which is often related back to goals that haven’t been updated since they were set a full calendar year before and may no longer be relevant, or may have been forgotten altogether. Annual reviews also suffer from a recency bias, focusing more on recent events than a holistic view of a person’s performance.
SenseiOS’ weekly reviews solve this by recording the gut feeling of every team member about how their work is progressing. Leaders can then go over weekly reviews and other data with each team member to coach them past any obstacles they are facing, driving them to achieve their goal.
Better Conversations for Better Outcomes
The SenseiOS framework gives leaders the information they need to have focused, directed conversations with their team. Wit the right information at their fingertips, leaders are better able to coach their people and support them in achieving their goals faster. These conversations then serve as the basis for a leader to recommend a customized curriculum in the SenseiOS Academy that will outline a path of skill development for each person to reach their full potential.
By having frequent and focused conversations, leaders can also better align goals, clarify them, and adjust goals or activities to realign goals to match new priorities or performance. The SenseiOS goals and objectives system models the best approach to setting cascading lead/lag goals across an organization. It allows leaders to set meaningful, attainable goals and career objectives with their teams, providing full transparency on how individuals are tracking against their objectives in real-time. By making use of the ambient data from SenseiOS and other integrated systems, SenseiOS renders real-time dashboards showing progress and highlights areas that leaders should address during performance conversations with their teams. These goals can measure personal, team, and organization-wide metrics, providing a complete performance management system.
Keep Top Performers Engaged
People who don’t feel adequately recognized are twice as likely to leave a team as those who do feel recognized. Retaining top performers is essential to any fast growing organization, making recognition a key feature of companies who want to thrive through their growth. This likely contributes to making Kudos, a virtual high five, so popular on SenseiOS. Kudos can be given by leaders or peers to recognize colleagues in a more public and visible way. Kudos are assigned one of several categories that reflect characteristics that are core to an organization – values like Set Up For Success, Customer Empathy, Tell It Like It Is, or Innovation – with Kudos recognizing people who particularly demonstrate that value. To multiply the impact of the recognition, colleagues can like and comment on Kudos, adding to the social collateral and reinforcing the positive attribute across the company.