A small telecommunications company implemented OMNI Leadership's performance management module to simplify their performance review process and better align employee goals with company objectives. They worked with an OMNI consultant who helped customize competency models and provided guidance on process design. Managers were trained to create performance plans linking individual, department, and corporate goals. The new system provided a way to collect feedback and track progress towards goals. The results included clearer priorities, better alignment of work, and improved discussions between managers and employees.

1. UNLOCKING THE DNA
OF
TALENT MANAGEMENT
TELECOMMUNICATIONS INDUSTRY
PERFORMANCE MANAGEMENT CASE STUDY
Small telecommunications company selects OMNI Leadership's Performance
Management module to address their desire for a more efficient, automated process
that would help them focus and align employee efforts with the goals of the
corporation.
They wanted to simplify their process and provide a reliable measure of performance
that would help drive incentive pay decisions.
"Management is CHALLENGE
doing things right;
The company took great pride in the quality of the communication technologies they
leadership is provided to small and mid-sized companies and wanted the same quality in the
doing the right technology deployed to communicate corporate, department, and individual
performance goals to employees. Prior to reviewing available performance
things" management technology providers, they established the following decision criteria:
 Ability to link both individual goals and department goals to corporate goals
- Peter Drucker  Multi-rater/360 survey capabilities in addition to goal setting capabilities
 Ability to measure performance on competencies related to leadership,
customer service, and key aspects of their corporate culture.
 Ability to integrate aspects of their existing process
 Access to consulting expertise and guidance on process design decisions
 Affordability
 Practicality and ease of use for managers
 Quick and easy implementation with limited training demands
SOLUTION
OMNI's Performance Management module met all their decision criteria. They were
particularly impressed with the quality and quantity of the consulting support and
guidance that was offered. Two free days of consulting time with an experienced
industrial psychologist was a compelling component of the proposed solution.
Omni’s consultant reviewed their existing process and content to identify important
elements to retain. Custom competency models were created for their key job
families.

2. UNLOCKING THE DNA
OF
TALENT MANAGEMENT
TELECOMMUNICATIONS INDUSTRY
PERFORMANCE MANAGEMENT CASE STUDY
Guidance was provided to help leaders with key process and implementation decisions.
Guidance was also provided on how to implement a collaborative process that included
regular participation and review with employees.
Once content had been customized and key process decisions made, the application was
configured for use. Line managers were bulk loaded into the data base and provided
"There is nothing access to a training environment. A train the trainer approach was used to train senior
executives on how to deliver training to line managers on using the application. This
more useless than demonstrated the support of the senior leadership team.
executing a task After practicing in the training environment, leaders were provided access to a production
efficiently when it environment. Guidance and support was also provided to help the leaders in establishing
actually never their initial performance plans and creating the linkages between individual and depart-
ment goals with corporate goals.
should have been
executed at all" Once plans were created, it was important to the organization that leaders be able to
easily gather inputs on goals from other managers or individuals outside the organization.
The Omni application provided leaders with an online journal and the ability to collect
- Peter Drucker performance “snapshot’s" from other individuals.
RESULTS
Individual performance plans for all employees are in place with clear linkages to
department goals and corporate goals. Individual efforts are aligned with business goals.
There is clarity on the priorities for all individuals and regular discussions on progress
toward goals. The results of these discussion and inputs from others are being captured
and consolidated in the performance journals. Leaders and employees alike are pleased
with the process and content improvements.
They now have a Performance Management system that fulfilled their initial criteria.
To learn more about OMNI Leadership and our Tvantage Platform, including:
 Performance Management - performance plans, development planning
 Internal Talent Management - custom surveys, multi-rater surveys
 External Talent Management - custom survey, interviewing, tracking
 Interview Management - interview guides, legally compliant
Contact us toll free at 877-426-6222 or 952.426.6100