The Secret Sauce to a Successful Workplace - Being a Micro Manager
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
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“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
7. CULTURE OF LEADERSHIP
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‣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.
12. TIME INVESTMENT
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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
15. ALIGNMENT & RECALL
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Hiring Success Experts - Brittany
Sheeroy presented
these company-wide in
June for goal alignment
16. SMART GOALS
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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!
18. STEP ONE: START SOMEWHERE - KEEP IT SIMPLE
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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.
20. STEP TWO
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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
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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
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If you want to go fast, go alone. If you want
to go far, go together. —african proverb
