Reimagining a Performance Culture
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Burst the end of the year performance review bubble and have more conversations throughout the year. That’s how Perkins+Will, an innovative professional services firm, approached the design and testing of a reimagined performance culture. Their research revealed a comprehensive performance culture is one that incorporates more frequent and higher quality conversations focused on performance, development and career. Join us for a Spotlight webinar and learn more about Perkins+Will's process for researching, testing, and making the final decision to move away from managing a performance review process and toward a culture that promotes a focus on a thriving career. During this session, attendees will: Understand the business needs that influence your decision to change performance management. Discover new ways to test your hypothesis and make an informed implementation decision. Understand the crucial role communication plays in the success of a new performance culture.
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Reimagining a Performance Culture
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- 5. perkinswill.com 5 HELLO! MARK RHEIN ANN PETERS Director, Learning and Development Perkins+Will Manager, Learning and Development Perkins+Will
- 7. perkinswill.com 7 TODAY ABOUT US BUSINESS NEEDS TESTIN G NEXT STEPS Perkins+Will Why the change? What we’ve learned Communication
- 8. perkinswill.com 8 ABOUT THE FIRM AREAS OF PRACTICE DISCIPLINES OUR TEAM OF 2,000 TALENTED STAFF Atlanta Boston Chicago Dallas Hamilton Houston Los Angeles Miami Minneapolis New York North Carolina San Francisco Seattle Toronto/Ottawa Vancouver Washington DC Dubai London Sao Paulo Shanghai Corporate Corporate + Commercial + Civic Cultural Healthcare Higher Education Hospitality + Mixed-Use + Residential K-12 Education Science + Technology Sports + Recreation Transportation Architecture Branded Environments Interiors Landscape Architecture Planning + Strategies Urban Design
- 9. 9perkinswill.com We believe that design has the power to positively transform people and the planet.
- 10. perkinswill.com 10 WE ARE… OUR PEOPLE OUR PROJECT TEAMS OUR LEADERSHIP OUR BELIEFS Passionate Creative Active Curious ‘Beautifully Nerdy’ Diverse Fast paced Collaborative Multi-disciplinary Led by a Project Manager and Design Principal Less Corporate Structure, more collective leadership Entrepreneurial We think global and act locally in our offices Social + environmental responsibility Focus on Health + wellness Design has the power to transform lives and enhance communities
- 12. perkinswill.com 12 WHAT WE HEARD Employees and leaders agree Employees feel they received meaningful feedback (3.6/5) Leaders feel they provided meaningful feedback (3.6/5) 87% Employees want feedback more than once a year At least twice a year At least four times a year More focus on conversations Comments reflect the desire to focus more on goal-driven conversations and less on writing and ranking competencies. 62% . . .
- 13. perkinswill.com 13 HYPOTHESIS THROUGH MORE AND BETTER CONVERSATIONS AND CONNECTIONS WE HAVE THE OPPORTUNITY TO… 1 Build better relationships . 3 Improve employee recruitment, engagement, and retention. 2 Improve employee and firm performance.
- 14. perkinswill.com 14 CURRENT STATE EMPLOYEES WANT FEEDBACK MORE THAN ONCE A YEAR MORE FOCUS ON CONVERSATI ON MERIT OR BONUS ANNUAL FEEDBACK JANUARY DECEMBER
- 15. 15perkinswill.com Imagine waiting until the end of the year to get a summary of your Fitbit step count. The information obtained wouldn’t be as timely or relevant, and it certainly wouldn’t change much behavior. Kris Duggan CEO at Betterworks
- 16. perkinswill.com 16 1. TIMING AND FREQUENCY The future JANUARY DECEMBER CHECK-IN 1 CHECK-IN 2 CHECK-IN 3
- 17. perkinswill.com 17 1. TIMING AND FREQUENCY The future JANUARY DECEMBER TOUCH POINT CHECK-IN 1 CHECK-IN 2 CHECK-IN 3
- 18. perkinswill.com 18 1. TIMING AND FREQUENCY The future THE APPROACH WHAT IT LOOKS LIKE FREQUENCY + TIMING Touchpoint • 15 min. stand-up meeting • Quick verbal feedback • E-mail accolade • Group meeting/coaching • Shout-out in a team meeting • Grab a cup of coffee Depends on the role and professional experience Check-In • Deeper feedback, career, and development • 2-Way conversations • Future-focused • Employee-driven Recommend 3x / year
- 19. perkinswill.com 19 2. ROLES AND RELATIONSHIPS MY ROLE AS A PARTNER (EMPLOYEE) MY ROLE AS A CHAMPION (SUPERVISOR) • I seek feedback and use it to get better. • I provide insight on performance • I share what matters to me and will help me in my future. • I help people achieve and do things in the future that they couldn’t have done before. • I ensure my work is worth the effort and focus on results. • I am consistent with who and how I provide recognition for individuals and teams.
- 20. perkinswill.com 20 3. FOCUS AREAS DEVELOPM ENT CAREER FEEDBACK “Where I want to go; what I aspire to” “What I’m good at; where I need to improve” “What and how I will grow and learn”
- 22. perkinswill.com 22 OVERVIEW What + Why To try a new approach to performance management and collect feedback in order to validate and make changes. Who 70+ pairs across the firm who represent a diverse group of roles, disciplines, and experience levels. When July – September How Step 1 ü Select pairs Step 2 ü Kick-off and skill development of pairs ü Baseline/pre test survey Step 3 ü Pairs complete 1 check-in and multiple touch-points ü HR + LD periodically check progress Step 4 ü Closing session ü Post test survey Step 5 ü L+D analyzes and communicates results
- 23. perkinswill.com 23 TESTING WHAT + WHY WHO WHEN HOW • To try a new approach • Collect feedback • Validate and make changes. 70+ Champion/Partner pairs across the firm July – September 1. Select pairs 2. Kick-off and skill development 3. Baseline/pre test survey 4. Pairs complete 1 check-in and multiple touch-points 5. HR + LD check progress 6. Closing session 7. Post test survey 8. Analyze + communicate results
- 24. perkinswill.com 24 TEST THEMES WHAT WORKED: “Based on your experience as a tester, what insights do you have?” CONVERSATIONS ‐ “THRIVE encourages different and better conversations (goals, career, frustrations).” ‐ “I literally was able to address a performance and development need that I wouldn’t have otherwise.” RELATIONSHIPS ‐ “This brought my current reviewer and me to a new level.” ‐ “I didn’t know my Champion/Partner, but now I do!” CLARITY + FOCUS ‐ “I know with whom to work and discuss issues.” ‐ “The THRIVE framework helps me know what to do.” COMMUNICATIONS + REMINDERS ‐ “Regular ‘nudges’ and communication keep THRIVE front and center.”
- 25. perkinswill.com 25 TEST THEMES THINGS TO CHANGE/IMPROVE: “Based on your experience as a tester, what insights do you have?” STRUCTURE “We appreciate the flexibility but a little more guidance on approach would help.” “Some simple technology would be helpful to record progress.” PAIRINGS “How long should Champion/Partner be paired?” “Give guidance when Champion/Partner don’t work directly together.” REINFORCE ROLES + RESPONSIBILITIES “Provide us with reminders of what each role should do and how held accountable.”
- 27. perkinswill.com 27 STAKEHOLDER ANALYSIS • CEO • CTO • Office Leadership • HR Managers • Principals • Associates • Employees Keep Satisfied Manage Closely Monitor (Minimum Effort) Keep Informed POWER INTEREST High HighLow Low
- 28. perkinswill.com 28 COMMUNICATION PLAN • Treat it like a new product launch • Be creative • Have fun with it • Humanize it (less corporate feel) Fun intro video Staff meetings Happy hour! E-mail teasers
- 29. perkinswill.com 29 LESSONS LEARNED • Analysis is Critical • Involve Your Audience • Best Practices and Other’s Success are Helpful, But… • HR and L+D’s Role • Have Fun
- 30. perkinswill.com 30 SUMMARY THRIVE WILL IMPROVE EMPLOYEE ENGAGEMENT + PERFORMANCE THROUGH • More connections throughout the year • Broader conversations: Performance/Feedback, Development, Career • A simple framework and support tools
- 31. perkinswill.com 31 CONTACT MARK RHEIN ANN PETERS Mark.Rhein@perkinswill.com Ann.Peters@perkinswill.com
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