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The Power Of Pervasive Performance Management: Aligning All Employees to Corporate Objectives
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The Power Of Pervasive Performance Management: Aligning All Employees to Corporate Objectives


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presented at the TrueConnection 2008 Sales Performance Management Conference, hosted by Callidus Software

presented at the TrueConnection 2008 Sales Performance Management Conference, hosted by Callidus Software

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  • Transcript

    • 1. Callidus Pervasive Performance Lorna Bennie Vishrut Parikh October 14, 2008
    • 2. Agenda
      • Business Trends – Cash and Non-Cash Rewards
      • Business Challenges Addressed
      • TrueTarget™ Product Highlights
      • IncentOne – Partner Update
      • Q & A
    • 3. How Well is Your Organization Positioned to Execute against Business Strategy? 25% Link Bonuses to Strategy 40% Link Budgets to Strategy 20% of Business Strategies Are Effectively Executed 5% of Employees Understand the Strategy “ Achieving Alignment Through Strategy Execution”, Neil Chandler, 24 October 2007, citing Kaplan & Norton 20% of business strategies are executed effectively In 70% of these cases, the reason wasn't the strategy itself, but rather bad execution
    • 4. What’s Your Strategy for a Single Pay for Performance Solution? “ By 2012, 50% of customers will consolidate their talent management application portfolio down to one or two vendors.” “ Unlocking the Strategic Value From Talent Management Application Investments,” James Holincheck, 26 Dec 2007
    • 5. Pay-For-Performance must be Embraced Across the Enterprise “ Variable pay should reward the achievement of specific individual goals linked to corporate goals across the enterprise and not be reserved for sales and management roles . Performance and compensation integration (pay-for-performance) enables employers to direct and achieve corporate goals, promote positive turnover, and retain top talent by compensating preferred behaviors and results based on objective performance metrics.” The Forrester Wave™: “Integrated Performance And Compensation Solutions,” Q3 2007 Zach Thomas, August 17, 2007
    • 6. Best in Class Organizations that Deliver Total Compensation Achieve …
      • 90% increased their revenue per employee
      • 83% decreased labor costs as a percent of sales
      • 73% improved employee job satisfaction
      • 64% increased employee retention
      “ Total Compensation Management – Taming Costs and Rewarding Employees,” David Weldon, May 2008
    • 7. Organizations Recognize the Need for Pay for Performance. However…..
      • Growing siloed pay for performance systems
        • Multiple employee performance management and incentive management systems
        • Legacy and growing SaaS deployments
        • Rapid departmental deployment
        • Strain on Finance, HR, Sales Ops, and IT
        • Difficult to deploy single strategy
        • Incomplete view of overall employee performance
      • How to achieve complete alignment - across sales and the broader business?
    • 8. Pervasive Performance Aligns All Stakeholders with Corporate Objectives
      • Sales effectiveness
      • Quotas and territories
      • Commissions and
      • sales plans
      • Commission reports
      • High volume
      Sales Performance Management (SPM) Sales and Channel
      • Goal Setting
      • Performance metrics
      • Objective Management
      • Team performance
      • Non-cash Rewards
      • Workflow and approval
      Employee Performance Management (EPM) Call Center, Marketing, Support Pervasive Performance Management Alignment with corporate objectives
    • 9. Announcing Callidus TrueTarget™ Non-sales Callidus Sales Performance Management Suite Sales and Channel Callidus Pervasive Performance Suite Single common compensation foundation - TrueComp ® Callidus TrueTarget Extends Callidus Suite to Deliver Corporate Alignment with One Single System New New
    • 10. Target Setting Business Challenges
      • Multiple performance management systems
      • Reliance on spreadsheets and manual processes – error prone and time consuming
      • Typically multi-month process
      • Inflexible to change as business goals change
      • Lack of clear employee view of how employee performance links to bonus
      • Highly manual and error-prone and often lead to overpayments.
    • 11. TrueTarget ™: Competitive Differentiators
      • Built on a proven TrueComp ® Management foundation
      • Supports dependencies between Sales goals and corporate goals across enterprise
      • Extends complex rule building capabilities to bonus payout and budgeting
      • Support for complex bonus eligibility rules
      • Integration with TrueComp
        • Leverage TrueComp Reporting Hierarchy
        • Import/Export Quota Targets with approvals
      • Inline analytics for managers and administrators
    • 12. Integrate Pay for Performance Across Departments for Alignment Sales Marketing Call Center
    • 13. TrueTarget™ Key Benefits
      • Proactive performance management drives higher productivity
        • Allows managers to focus on coaching rather than just on the tactical aspects of the process .
      • Goal alignment ensures that people working on the right tasks
        • Employees focused on and accomplishing appropriate tasks aligned to corporate objectives.
        • Integrates performance and compensation components
        • Shared goals, managed across sales and broader business
      • Consistency and enforces compliance
        • Enforces policy compliance, audits transactions
        • Rewards employees consistently based on their contributions to the success of the business.
    • 14. TrueTarget™: Product Highlights
      • Self-service user interface
        • Managers can publish and distribute weighted objectives and project bonus payouts
        • Participants gain full visibility into objective setting process
      • Assign weightings to key objectives
      • Discretionary scoring of objectives
      • Set objectives on Quota attainment
      • Effective dating and pro-rating based on employment history
      • Automatic bonus payout projections
      • Integrated workflow and acceptance tracking
      • Inline analytics for managers and administrators
    • 15. TrueTarget™: Product Highlights
      • Communicate Quotas efficiently
        • Integrated workflow
        • Obtain and track acceptance in timely manner
        • Manage Quota changes effectively
      • Integrated with TrueComp ®
        • Import Quota Targets from TrueComp
        • Allocate Quota in TrueTarget
          • Assign targets to team members
          • Leverage TrueComp Reporting Hierarchy
      • Managers can override the Quota targets
        • Overassign or underassign the targets
        • Apply seasonality skews
      • Export Quota Targets to TrueComp
      Streamline Quota Setting Process
    • 16. Manager – Log in to Self-Service to Manage Team Objectives Click to set and publish team objectives Evaluate performance
    • 17. Manager – Enters Team View Evaluate team performance and high level view of pay for performance / leverage
    • 18. Manager – Access Participant Detail to See Assigned Objectives Individual metrics for each participant, assign weighting
    • 19. Manager – Create New Objectives and Assign Goals
    • 20. Manager – Reviews Quota Targets for Team
    • 21. Manager – Modifies Quota Target
    • 22. Plan Administrator - Set up and Group Objectives, Distribute to Team Key Takeaways
      • Use TrueComp ® to set up an objective
      • Set up objective types, or groups
      • Groups enable clustering of objectives of the same type
    • 23. Plan Administrator - Set up Formulas Key Takeaways
      • Use TrueComp ® formulas
      • Define Various formulas based on – Base Salary, Start Date etc.
    • 24. Plan Administrator - Set up and Group Objectives, Distribute to Team Key Takeaways
      • Once the objectives are set up, you can add them to a template to distribute to a group of participants.
      • Enables objectives to be grouped into a single campaign – such as customer satisfaction, or acquisition
      • Assign participants based on Eligibility
    • 25. Plan Administrator - Set up and Group Objectives, Distribute to Team Key Takeaways
      • Administrator can specify multiple objectives to be distributed
      • Or can hand off objective setting to the manager for a distributed approach
      • Objectives add up to 100%
    • 26. With Callidus Pervasive Performance Suite We Deliver:
      • Drive Pay for Performance
        • Every employee
        • Every incentive driver
        • Transparent processes
        • Single platform, single point of alignment
      • 100% multi-tenant SaaS architecture
    • 27. New Partner - IncentOne
      • Founded in 1997 — 125 full-time employees
      • Clients cross all industries and sizes including several of the Fortune 100
      • Incentive/Rewards administration
      • Offers solutions across a variety of industries — healthcare, pharmaceuticals, medical services, financial services, insurance and manufacturing
      • Provides incentive solutions to 5 National Health Plans, 20 Blue Cross Blue Shield Plans, 15 Health Services Partners, and numerous marquee Employers
      • Industry Awards
      • Best Incentive Program in the Financial Services Industry (Washington Mutual)
      • Named as one of Top 20 Incentive and Reward Companies (HRO Magazine)
      • Named as one of Top 10 Providers (Workforce Magazine)
      • Selected preferred incentive vendor by America’s Health Insurance Plans (AHIP)
    • 28. IncentOne Sample Clients
    • 29. Provides Total Rewards Solution Callidus Solution
    • 30. What is IncentOne’s Core Business?
      • IncentOne works with employers to create the optimal non-cash points based rewards program across their organizations
        • sales department, to HR, to marketing
      • Full Service Providers :
      • Guidance in program design; budget and ROI assistance
      • Creative services – communications planning and marketing creative development
      • Award fulfillment – manage partner relationships, inventory, shipping
      • Tracking reports – accounting of awards issued, value, timing
      • Customer support -- access to live reps for all service and support issues
    • 31. IncentOne: Large Portfolio of Reward Options
      • Rewards that appeal to all employees
      • Gift cards from over 400 retailers
      • Providing employees with rewards of their choice has the greatest impact
    • 32. IncentOne Offers Marketing Services & Creative Support We partner with clients to ensure that their program is communicated effectively.
    • 33. Example of IncentOne Employee Power Customized Non-Cash Points Solution to Reward for Multiple Employer Programs TM Easy tracking of points earned and redeemed View multiple programs at once
    • 34. Customer Success Challenge Like others in the beverage industry, fierce competition was forcing lower margins and decreasing sales revenue. Mountain Dew wanted a program to jump start sales performance among their bottlers.
      • Solution
      • Mountain Dew implemented an innovative incentive promotion where bottlers were allocated scratch off tickets to be awarded to salespeople that achieved a volume growth target of +5% vs. the same period a year ago (in raw cases).
      • Participants registered in the online incentive center and were able to enter their code from the scratch off card to uncover the value of their award and shop online for a prize that they would like (ranging from $10-$100)
      • Results
      • Promotion was deemed a success!
      • Mountain Dew achieved a 12% lift in sales for the period of the promotion.
      IncentOne helped Mountain Dew to increase sales through innovative incentive promotion.
    • 35. Customer Success Challenge How to sustain momentum of success in their health and wellness program and find a ‘one-stop shop’ incentive provider that could fit into their existing programs and implement all programs together in one platform.
      • Solution
      • Took design requirements and custom-built an incentive solution for its flagship program, Motorola’s LIVESMART Challenge
      • Provided the technological expertise to integrate with and exchange data with Motorola systems and multiple health vendors
      • Results
      • 96% of eligible employees completed their health risk questionnaire.
      • Approx. 25% of the workforce took part in the health and wellness programs in the first year – increased to 50% in 1stQtr 2008.
      • Incentives program has created a ‘buzz’ at Motorola, helping to reinforce the culture of wellness.
      • Motorola has seen an overall decrease in employee health risk since launching program.
      IncentOne provided a ‘one-stop shop’ incentive solution to integrate Motorola’s health and wellness programs.
      • World’s third-largest manufacturer of wireless telephone handsets
      • Revenues : $36.6B
      • Employees : 66K
      • Motorola develops a portfolio of technologies, solutions and services — including wireless handsets, wireless accessories, digital entertainment devices, wireless access systems, voice and data communications systems, and enterprise mobility solutions — that make mobile experiences possible.
    • 36. Contact Information
      • Vishrut Parikh – Sr. Product Marketing Manager
        • [email_address]
      • Adam Berenson – EVP of Corporate Development
        • [email_address]
    • 37. Q & A