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Dominating Performance: How Hudl Built a Performance Process Employees Love

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Dominating Performance: How Hudl Built a Performance Process Employees Love

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SocialHRCamp Omaha 2016 - September 30, 2016 at Red Branch Media.

Performance management is one of the most broken and hated processes in businesses today. It’s out-of-style, ineffective, and everybody loses. Who’s winning? Athletes. As a sports + tech company that provides coaches and athletes video analysis tools, Hudl understands the value of reviewing and improving performance in real time. Ready to bench old approaches to performance, Hudl took coaching lessons from the field and created a new play diagram that employees love. Adam Parrish and Phil Haussler will discuss the radical shift from performance management to performance motivation. Adam will also share how Hudl is empowering both team leaders and members to provide ongoing #RealTalk, improve performance, and win—giving you ideas on creating a culture that dominates performance in your organization.

SocialHRCamp Omaha 2016 - September 30, 2016 at Red Branch Media.

Performance management is one of the most broken and hated processes in businesses today. It’s out-of-style, ineffective, and everybody loses. Who’s winning? Athletes. As a sports + tech company that provides coaches and athletes video analysis tools, Hudl understands the value of reviewing and improving performance in real time. Ready to bench old approaches to performance, Hudl took coaching lessons from the field and created a new play diagram that employees love. Adam Parrish and Phil Haussler will discuss the radical shift from performance management to performance motivation. Adam will also share how Hudl is empowering both team leaders and members to provide ongoing #RealTalk, improve performance, and win—giving you ideas on creating a culture that dominates performance in your organization.

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Dominating Performance: How Hudl Built a Performance Process Employees Love

  1. 1. DOMINATING PERFORMANCE How Hudl is Rethinking Performance Management
  2. 2. 2 MILLION HOURS Annual time invested in ratings and reviews at Deloitte Source: HBR, April 2015 40Hrs/Person
  3. 3. Timewellspent? Nope.
  4. 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. 5. Performance management has torn its ACL.
  6. 6. Performance management has torn its ACL.
  7. 7. Adam Parrish HR Manager
  8. 8. Phil Haussler Head of Product
  9. 9. Today’s Game Plan Hudl’s Journey Lessons Learned Q&A
  10. 10. Life in a squad at Hudl
  11. 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. 12. Before: Our Approach was HEAVY
  13. 13. Another Way: Continuous Feedback
  14. 14. Source: CEB
  15. 15. Source: CEB THETROUBLEWITHTHIS… RECENCY BIAS
  16. 16. Source: CEB THETROUBLEWITHTHIS… UNRELIABLE RATINGS
  17. 17. Source: CEB THETROUBLEWITHTHIS… BRAIN SCIENCE, yo
  18. 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. 19. Hudl’s New Playbook
  20. 20. 4 Legs of a Stool Recognition Feedback Goals 1-on-1s Continuous #RealTalk
  21. 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. 22. RECOGNITION Always on | Visible and social | Peer-to-peer | Easy | Linked to values
  23. 23. RECOGNITION Always on | Visible and social | Peer-to-peer | Easy | Linked to values
  24. 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. 25. HudliePeer Manager
  26. 26. MANAGEMENT = Asking Great Questions 1-on-1s
  27. 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. 28. PEER FEEDBACK
  29. 29. PEER FEEDBACK
  30. 30. PEER FEEDBACK
  31. 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. 32. UPWARD FEEDBACKMarch
  33. 33. CHOOSE YOUR OWN April
  34. 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. 35. Game Recap
  36. 36. #Winning
  37. 37. employees IT’S BETTER FOR…
  38. 38. employees managers IT’S BETTER FOR…
  39. 39. employees managers HR IT’S BETTER FOR…
  40. 40. Questions?

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