“If results aren’t measured, you can’t understand them. If you can’t understand them, you can’t control them. If you can’t control them, you can’t improve them.Then by definition, you can’t manage them.”
Looking to drive “Employee Engagement” and/or get managers/supervisors involved? Use Engagement Surveys. Fantastic way to get employees to voice ideas, concerns, and the survey findings can be used in “town hall” company meetings or lunch and learns to build agreement and a sense of urgency. Use the latest technology features at tools: Employees at work want the same features they have at home. Use social media, collaboration, and other features. As appropriate leverage use by rolling out mobile and tablet solutions. Better work processes make work culture better: Clear Job ExpectationsAdvancement OpportunitiesSystematic communicationMore holistic understanding of job/fitBetter business relationshipsCreating a Learning, Perform Culture:A learning culture is where employees are engaged, questioning, continuously focused on process improvement. A learning, perform culture has the following attributes and characteristics: Employees are:Active LearnersTake a role in their developmentRetain and implement new ideasSupervisors:Promote learningLead by exampleInvolve others and are open to new ideas
The Business Case for Employee Engagement:Only 1 in 3 employees is engaged.Greater than 80 percent of U.S. workers are dissatisfied with their performance reviews.4 out of 5 employees are not satisfied with the level of recognition they receive at work.Impact of a Perform Culture is nearly 4X revenue growth and 10X net income growth. Engaged employees are 2X more productive at work. Feedback and recognition further motivates employees. Goal setting improves performance by 15 to 25% depending upon job type. The Bottom Line: Organizations that use Human Capital Management processes outperform the competition. 44% higher revenue growth 26% higher revenue per employee 109% higher retention
500 employees Average compensation of $50,000 Plus 28% benefits = $64,000 per Employee (EE)= $ 32,000,000 payroll.Cost of partially engaged employeesAssume 35% (= 175 EE) somewhat engaged or disengaged (Level 1,2)At their average performance level of 65%= $3,920,000 overpayment, or lost ROI per yearThat’s over $250,000 PER MONTHWhat would you pay to reduce this by 50%?Plus add 5-10% to the bottom line!
Features & Benefits: Fully Automated Point & Click User InterfaceWeb Based Subscription Service KPI Dashboards and At-a-Glance MetricsOnline Satisfaction Surveys Historical Employee Evaluation StatisticsAccurate, Objective, ConsistentGoals – Short & Long Term are Definable and AssignableEliminates Time-consuming PaperworkImproves Documentation HistoryReduces Legal and Financial RisksEnables Alignment of Corporate Goals with Review CriteriaEnables Actionable ManagementFast and Easy to Complete Reviews in Under 10 MinutesNo IT Issues/RequirementsAffordableShort Go-live Start-up Timeline Real Time Information Facilitating Executive DecisionsTimely feedback on: clients employees customers/vendors students parents
Our whole purpose is to stimulate a -frequent-productiveDialogue amongst employees that lends itself to a culture of feedback/coaching/mentoring.Alternative:Our whole purpose is to add value to our clients.
These three components cover anything you need to improve human capital performance in your organization.
Strategic Advantages Encourages Frequent Dialogue Creates Culture of Coaching/Mentoring Increases Employee Engagement Increases Employee RetentionIndustry ResearchEmployee Engagement Organization PerformanceBullseye is unique in its ability to facilitate employee engagement
We want to help you insure that every employee in your organizationIs part of a continuous performance improvement process;>with an increasing level of personal engagement; insuring that their efforts are aligned with your corp objectives;And building capabilities valuable to not only them but the organization.
Performance management 2013 webinar
March 5, 2013
Webinar Agenda How To Approach Performance Management (5 Minutes) The BullseyePerformance Value Proposition (5 Minutes) The ROI of Social Performance Management (5 Minutes) Live System Highlights (15 Minutes) → Performance Management Made Simple! → Social Feedback for Employee Engagement → Intuitive Business Intelligence KPI Dashboards Questions & Discussion (open time) March 5, 2013
How To Approach Performance ManagementKey Success Factor: Employee driven feedback guided by managerobjectives supported by a standardized performance process. Encourage frequent social feedback and recognition regarding goals management driven by employees. “Point & Click” communications for managers supported by a standardized performance management process.
Aligning Human Capital Strategy with Organizational Context Vision Mission Culture History Core ideologyEnvironmental Realities Current norms Organizational Realities Size / complexity / maturity Competition Organizational Strategy Industry / business Objectives Economics Core competencies Product competitiveness Strategy for competitive advantage Critical success factors Geography/market coverage Social / political climate Performance criteria / standards Critical human capital requirements Natural resources Stakeholder expectations Organizational Structure Structural design Learning capacity Labour / skills supply Function / unit relationships Resources available: Coordinating nonemployees Workplace design – capital Infrastructure Employee role definition – technologyProduct market characteristics Human Capital Requirements – intellectual property – infrastructureInterorganisational relationships Human Resources Strategy – human resources Performance Management 05.03.2013
How Much is EmployeeDisengagement Costing Your Organization?
The Business Case for Employee EngagementThe Business Case for Employee Engagement:XOnly 1 in 3 employees is engaged.XGreater than 80 percent of U.S. workers are dissatisfied with their The Bottom Line: Organizations that useperformance reviews. Human Capital Management processesX4 out of 5 employees are not satisfied with the level of recognition outperform the competition.they receive at work. 44% higher revenue growth 26% higher revenue per employeeImpact of a Perform Culture is nearly 4X revenue growth 109% higher retentionand 10X net income growth.Engaged employees are 2X more productive at work.Feedback and recognition further motivates employees.Goal setting improves performance by 15 to 25% depending Disengaged Employee Engaged Employeeupon job type. - Going through the Emotionally motions Connected. - Often invisible Overachieve. - Dutiful, but negative Discretionary Efforts. - Show up only for Love their jobs. check-ins Believe in their - Negatively impact the employers’ goals. team Positive influence on - Don’t leave the coworkers and organization department performance. March 5, 2013
What is the price of employee engagement?Today, only 1 out of 3 employees is engaged. What is not measured cannot be improved. Engagement Level Definition % of EmployeesPassionate about their work FullyProud of their job and company EngagedWill do what it takes to deliver results on timeActs like a true owner employees areDelivers consistently 122% moreProblem solver approach productive.Serves as a role modelFocused 10-25 % of the employeeWorks well with others and will help out when asked population. Somewhat EngagedSelective about where they put their energySpends a lot of time doing tasks (not results oriented) (75% productive)Does what it takes to get by 30-55%Only works when they have to,Poor resultsHas a “We”—“They” perspectiveNegative about the organization Disengaged EmployeesNegative around coworkers and customersGoing through the motions and often invisible (50%)Dutiful, but negativeShow up only for check-ins 20-35%Negatively impact the teamDon’t leave the organization
The ROI of Improved Engagement Performance Management ROI Calculation: 500 employees at an average compensation of $50,000 plus 28% benefits = $64,000 per employee = $32,000,000 payroll. 35% somewhat engaged or disengaged = 175 disengaged employees. What is the cost of partially engaged employees? At 65% performance level =$3,216,000 overpayment and lost ROI. Would you pay $5 per employee to have Engaged Employees?
Drive a Culture of Performance thru Frequent Feedback Social Feedback for Employees + Performance Management for Managers + KPI Dashboards for Executives Our approach to performance management helps managers effectively manage within minutes. -Facilitates social feedback & coaching/mentoring. -Connects employees activities to corporate goals via a comprehensive virtual business dashboard solution that encompasses employee specific goals tied to operational and corporate performance metrics.Organizations choose Bullseye when theyrequire a direct link between work, operatingmeasures and corporate objectives. Organizations use Bullseye to: Drive Employee Engagement. Document standards, performance, and compliance.
Speaker Video How Bullseye Bridges the Gap.http://youtu.be/tsL5PHePX9o Rolf Kleiner, SVP and Chief Innovation Officer Kelly Services Bullseye Performance Management connects employee management & operations management in a simple, streamlined solution for managers. Strategic Performance Management.http://youtu.be/Jqq4yGkRRDg Brian Dickens, SPHR, Texas Southern University Executive Director of Human Resources and Payroll Services Bullseye Performance Management enables strategic HR, employee engagement, and facilitates business outcomes. How Bullseye Solves Performance Management. Robert D. Remy, Attorney at Law Bullseye Performance Management is a profit center. The Future of Social Work. Paul Daoust, Non-Executive Chairman, High Roads, Inc Performance management for the worker. Intuitive. Watch more videos online here: http://www.youtube.com/user/BULLSEYEPERFORMANCE March 5, 2013
BullseyePerformance Appraisals Benefits: Feedback & Communications 1. Eliminate Time-consuming Paperwork Goals Management 2. Improve Documentation Learning & Development History 3. Reduce Overall Legal & Competencies & Succession Planning Financial Risks Training & Consulting Support 4. Enable Alignment of Goals & Review CriteriaProduct Differentiators 5. Provide Actionable Management Insights Non-Form based solution 6. Complete Reviews in Performance and Operations Management in one simple integrated solution Under 10 Minutes 7. No IT/Requirements Years ahead of competition – cutting edge technology 8. Affordable & Short Start Shortest deployment & implementation time among enterprise systems Up Timeline 9. Real Time Information for Simplest user interface Decision Making Compatible with all browsers Affordable
Suite of Features Live System Introduction 2 Clicks Enable Alignment Historical Data Actionable Feedback
SimplicityHighlights: Intuitive - Visual – Point & Click Evaluation Screen Bullseye is the only non-forms based solution.
SimplicityHighlights: Intuitive - Visual - One Page Evaluation Screen It’s as simple as A,B, C A. Define Your Performance Elements. B. Define your Goals, KPI Metrics, and Workflow. C. Bullseye is completely configurable.
Performance Management Solutions Goals Management Succession Planning Training Management Employee Evaluations Competency Management Key Performance Indicators The Bullseye Value Proposition: Ensuring the organization meets / exceeds strategic goals via systems and programs that enhance: Performance, Engagement, Alignment, & Capabilities.
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