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Performance kaizen case study at springer nature lean kanban- bangalore-final


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Every organisation hopes / expects / demands high performance from their employees and teams. It's not very long ago when most effective organisations in the world had a ritual called yearly goal - setting. Many organisations still continue with this where the HR cascades a set of goals set by the organisation's leaders for their employees. This is usually followed by a quarterly to yearly review cycle which with most organisations are linked with incentives. In general terms, there ain't any flaw with this system; goal setting is an efficient way to continuously improve oneself. However, the execution of this process may be flawed and may lead to unoptimized results.

With the advent of business agility, this focus shifted towards continuously learning & improving organisations. This meant that faster feedback was highly recommended for performance improvement and the idea of year-long goal setting seemed a talk of the yesteryears. Many organisations embraced this change by completely abolishing the yearly goal setting practice and instead relying on mentor relationships for an individual's performance improvement. This did improve relationships at the same time hindered transparency since the organisation goals were no longer directly accessed by every employee.

When seen from the perspective of game theory, it's evident that optimum results are obtained when employees achieve goals which are highly beneficial to them at the same time aligned with the organisation's goals. With the former approach explained above, it's pretty clear that the employees in the first case were aware of the organisation's goals, even if the goals were not aligned with their personal goals. Whereas in the latter case, the lack of transparency meant that the individual's goals were highly focused and may not be in-line with the organisation's objectives.

This is where Performance Kaizen aligns these two systems with a flavour of Management 3.0 in order to create an optimum setup where high performing individuals, teams, and organisations can thrive. In this session, we present a case study of this implementation at Springer Nature along with our results and learnings; followed by a brief hands-on exercise for the attendees.

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Performance kaizen case study at springer nature lean kanban- bangalore-final

  1. 1. 0 Embracing Performance Kaizen Case Study Embracing Performance Kaizen Rucha Ramchandra Kapare Senior Business Analyst Springer Nature
  2. 2. Embracing Performance Kaizen Rucha Ramchandra Kapare
  3. 3. 2 Embracing Performance Kaizen What is Kaizen
  4. 4. 3 Embracing Performance Kaizen ● Kaizen means continuous improvement ● Working smarter not harder ● Japan as a manufacturing superpower ● Kaizen in personal and professional life Kaizen?
  5. 5. 4 Embracing Performance Kaizen 4 Performance Kaizen was used by a team in Springer Nature to get rid of the year long performance cycles and instead replace it with short cycles with trackers. The experiment was quite successful and motivating with each team member being a part of other’s goal setting and completion journey. Performance Kaizen - An experiment at Springer Nature
  6. 6. 5 Embracing Performance Kaizen Results
  7. 7. 6 Embracing Performance Kaizen 14 Participants OverachievedGoals achieved with average rating No Missed Goals Small and continuous iterations make the goal achievable Dedication and consistency is required 35% 100% 0%
  8. 8. 7 Embracing Performance Kaizen Case Study analysis Did not work Percentage distribution interpretation Benefits Team feels ● Positive and confident ● Take ownership ● Highly collaborative and empowered Learnings Small and continuous improvements are effortless Continued?? Yes- 2018 goals because its Is effortless and Brings value
  9. 9. 8 Embracing Performance Kaizen Implementing Performance Kaizen – The Process
  10. 10. 9 Embracing Performance Kaizen Just SLICE it.. Learn Implement Create Extend it Select
  11. 11. 10 Embracing Performance Kaizen Team members setting goals
  12. 12. 11 Embracing Performance Kaizen Setting a SMART goal
  13. 13. 12 Embracing Performance Kaizen Setting goal with your tracker
  14. 14. 13 Embracing Performance Kaizen Tracking mechanism
  15. 15. 14 Embracing Performance Kaizen Exchanging the set goal with your tracker
  16. 16. 15 Embracing Performance Kaizen Discussing the goal with your tracker
  17. 17. 16 Embracing Performance Kaizen Goal Tracking
  18. 18. 17 Embracing Performance Kaizen Tracker giving you the final goal rating
  19. 19. 18 Embracing Performance Kaizen Getting your goal card back with the final rating
  20. 20. 19 Embracing Performance Kaizen Kaizen Matrix
  21. 21. 20 Embracing Performance Kaizen Performance appraisal tracking on a monthly basis was effective when the reporting manager and I sat back and discussed where I stand on a scale of 1-5 . 1 being lowest. This helped me gain transparency and avoid chaos at the end of year where one need not keep justifying his/her achievements What does the team have to say….
  22. 22. 21 Embracing Performance Kaizen The Senior Business Analyst Says…
  23. 23. 22 Embracing Performance Kaizen The Senior UX Designer Says…
  24. 24. 23 Embracing Performance Kaizen ● Set a SMART goal ● Create milestones ● Devise a tracking mechanism Milestones Goal Setting ● Just Do ● Write an article ● Seek an Opportunity ● Finally Overcome ● Read about ● Get help with ● Teach ● Start ● Present/Share ● Lead ● Finish ● Study/Explore ● Get coaching on ● Find mentor ● Attend ● Experiment with ● Develop ideas for ● Provide mentoring
  25. 25. 24 Embracing Performance Kaizen So my goal was to speak at APGI, how did I break into various milestones? ● Seek an opportunity ● Find mentor ● Start a proposal ● Develop ideas for conducting session ● Get help with ● Present/share at the APGI conference Sample Goal and Milestones
  26. 26. 25 Embracing Performance Kaizen Now that you have taken the 1st step, Continue doing it. What next?
  27. 27. 26 Embracing Performance Kaizen Questions…
  28. 28. 27 Embracing Performance Kaizen Thank you @ruchakapare