The document discusses the challenges and shortcomings of traditional performance management processes, highlighting the shift towards continuous performance management, which 1/3 of companies are adopting. Key benefits of this approach include increased simplicity, better quality conversations, and higher employee engagement. The text also introduces various tools and methods for implementing continuous performance management, emphasizing the importance of goal setting and peer feedback.

1. Bridging Business and HR
Kris Duggan,CEO and Co-Founder
@kduggan

6. A big thanks
to our sponsors

8. 300 Customers

9. 500K Goals

10. 50K Conversations

11. Peers have provided
feedback 5K times

12. Help people reach their
full potential at work

13. Major challenges
for companies
Focus
Feedback
Facilitation

14. Managers spend
200 hours on average on
the performance process

15. 94% of organizations don’t
believe their current
performance management
process is worth the time

16. 60% of employees
report a lack of feedback

18. Traditional performance
management is:
Time consuming
Excessively subjective
Demotivating
Ultimately unhelpful

19. The Continuous Performance
Management Movement

20. 1/3
of companies are moving
to Continuous Performance
Management

21. 96%
Say the process is simpler

22. 100%
Have increased the quality
of conversations

23. 91%
Say data for employee
evaluation is better

24. 90%
See increased engagement

25. What is Continuous
Performance Management?

26. Continuous Performance
Management
FeedbackGoals/OKRs Autopilot

27. Continuous Performance
Management
FeedbackGoals/OKRs Autopilot
• Frequent goal setting
• Visibility on progress
• Cross-functional alignment

28. Continuous Performance
Management
FeedbackGoals/OKRs Autopilot
• Check-ins and 1:1s
• Peer feedback
• Lightweight reviews

29. Continuous Performance
Management
FeedbackGoals/OKRs Autopilot
• Manageable process
• Automated administration
• Company-wide participation

30. Vipul Galal
Head of Product
@vip7

31. Raise your hand if don’t
think goals are important

32. Raise your hand if you
think goals are hard

33. CollaborativeOpen Measurable LightweightFrequent
After 3 years
of studying Goal
Science®
We’ve found
two types of goal
setters

34. First group:
Just want something easy
Need a lightweight way to
track progress on goals

35. Second group:
Take goals to the next level
Want to collaborate,
integrate and align goals

36. Many organizations have
both groups
How do you deploy Continuous
Performance Management for
both groups?

37. Introducing Goals Lite
Set goals and update
progress with three clicks

38. Different goal modules
within a continuous
performance
management process
Goals Lite Goals Pro
Peer Feedback, Conversations, Reviews

39. Lite
Lite
Lite
Lite
Lite
Lite
Lite
Lite

40. Steve Hackney
Head of Solutions Engineering
@stevehackney

41. Throwback Thursday
#tbt #goalsummit #2016

42. A way to drive more
productive coaching
check-ins

43. Lightweight
Flexible
Scheduled

44. 75%
What percentage
of customers are launching
Conversations?

45. Can managers initiate
Conversations without HR?
?

46. Introducing Ad Hoc
BetterWorks Conversations

47. What makes a BetterWorks
Conversation so effective?

50. Lightweight
Flexible
Scheduled

51. Can employees provide peer
feedback without waiting for
HR to initiate it?
?

52. Introducing Ad Hoc
Peer Feedback

55. A thought experiment
about ad hoc feedback

56. Scheduled
Peer Feedback
Ad Hoc
Peer Feedback
Scheduled
Conversations
Ad Hoc
Conversations

57. Haley Barrile
Head of Customer Success
@betterworks

59. Program Autopilot

60. Smart Reminders

63. Work Graph
TM
Progress
Achievement
Comments
Cheers
Collabration
Prompts
Drives
Feedback
Recognition Better Coaching
Employee Engagement
Goal Achievement

64. Peer Feedback

67. Continuous Performance
Management
FeedbackGoals/OKRs Autopilot

69. Thank you