1.
DOMINATING
PERFORMANCE
How Hudl is Rethinking
Performance Management

2.
2 MILLION HOURS
Annual time invested in ratings and reviews at Deloitte
Source: HBR, April 2015
40Hrs/Person

3.
Timewellspent?
Nope.

4.
…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.
“
”

5.
Performance management
has torn its ACL.

6.
Performance management
has torn its ACL.

7.
Adam Parrish
HR Manager

8.
Phil Haussler
Head of Product

9.
Today’s Game Plan
Hudl’s Journey
Lessons Learned
Q&A

10.
Life in a squad at Hudl

11.
Dominate
We Listen
We’re a Family
We Thrive on the Front Lines
We’re Respectfully Blunt
O U R C O R E VA L U E S

12.
Before:
Our Approach was HEAVY

13.
Another Way:
Continuous Feedback

14.
Source: CEB

15.
Source: CEB
THETROUBLEWITHTHIS…
RECENCY BIAS

16.
Source: CEB
THETROUBLEWITHTHIS…
UNRELIABLE RATINGS

17.
Source: CEB
THETROUBLEWITHTHIS…
BRAIN SCIENCE, yo

18.
Annual reviews
Heavy
Top down feedback
Backward-looking
Weakness focused
For the company, by the company
Performance management
Anytime, anywhere conversations
Light
Multi-directional feedback
Forward-looking
Strength focused
For me, by me
Performance motivation

19.
Hudl’s New Playbook

20.
4 Legs of a Stool
Recognition Feedback
Goals 1-on-1s
Continuous
#RealTalk

21.
Hudl’s New Cadence
A Year-Long Initiative
JAN FEB MAR APR
Peer Feedback Progress Check Upward
Feedback
Choose Your
Own
MAY JUN JUL AUG
SEP OCT NOV DEC
Peer Feedback Progress Check
Upward
Feedback
Peer Feedback Progress Check
Upward
Feedback
Choose Your
Own
Choose Your
Own
Recognition
Goals

22.
RECOGNITION
Always on | Visible and social | Peer-to-peer | Easy | Linked to values

23.
RECOGNITION
Always on | Visible and social | Peer-to-peer | Easy | Linked to values

24.
GOALS
Source: Betterworks
Connected
Transparent and
aligned
Supported
Social reinforcement
and recognition
Progress-based
Frequent and
measurable feedback
Adaptable
Flexibility to respond
to changing priorities
Aspirational
Retrospection to
encourage excellence

25.
HudliePeer
Manager

26.
MANAGEMENT =
Asking
Great
Questions
1-on-1s

27.
What am I dominating?
What could I do better?
What are your takeaways?
How will you act on those takeaways?
PEER FEEDBACK
January
Feedback: 1-on-1:

28.
PEER FEEDBACK

29.
PEER FEEDBACK

30.
PEER FEEDBACK

31.
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 CHECK
February

32.
UPWARD FEEDBACKMarch

33.
CHOOSE YOUR OWN
April

34.
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

35.
Game Recap

36.
#Winning

37.
employees
IT’S BETTER FOR…

38.
employees managers
IT’S BETTER FOR…

39.
employees managers HR
IT’S BETTER FOR…

40.
Questions?