performance deck

1. Driving
your employee
journey

2. Talent Retention is the north star of any HR
department. When done well, it can and will have a
profound impact on your business.
We have seen how performance processes fail time
after time, often perceived as a waste of time from
the employees and managers point of view, it ends
up being a tick box exercise.
We have developed a serious passion for retention
strategies, and have optimised our process to
deliver value to the employee, the manager, and
the business as a whole.
“
Talent Retention

3. 2 hours
It takes 2 hours of preparation work for
each performance session
The most popular performance management component used
Best
practice
1.20
In one of twenty sessions HR reports a finding of
misalignment between employee and manager
OKR
Rating
KPI
Rating
Values
Alignment
Pulsing
Career
Development
Planning
Performance
Management
What is the desired pulsing frequency for an efficient performance
review
Daily weekly monthly quarterly

4. Proving three types of
reporting: 1) reporting
findings of the pulse
exercise back to the staff
member during their
quarterly digest 2) live
reporting to the executive
team after a session was
had 3) quarterly reporting
to the management /
executive team.
TALENT RETENTION
What's included in this package?
Design of the
quarterly digest
(choose sections
such as Pulsing
/ Career
Development /
Cultural
Alignment)
Creation of
quarterly sit-
down schedules
for the full team
consider 3
meetings per
employee per
year.
Internal
communication to
launch procedure
and on an on-going
basis to get all input
required (feedback
from manager,
reminder email to
employee, calendar
invites).
Weekly
gathering of
pulses and
providing
reporting on
key aspects of
the exercise.
HR
Facilitation of
the quarterly
digest in
between staff
member
manager
meeting.
1 2 3 4 5 6

5. Our Software
We centralise the full employee journey on a
software, which is highly customisable for
your needs. With this software we can
automate processes such as email reminders,
and we can also build insightful reporting for
managers and executive teams.

6. DESIGN OF THE
DIGEST
Our Ideal digest:
General comment
Pulsing
Career Development
Other sections clients
may want to add:
Value alignment
OKRs
KPIs

7. General
comment
General comment is an ice breaker
activity for the quarterly digest meeting -
Employee and Manager get invited
separately to write their views and they get
added to the digest 2 days before the meeting
takes place.

8. PUlsing
We pulse the floor on a weekly
basis, this form takes 5 minutes to
complete in total

9. PUlsing
We provide weekly feedback to the management team right after the pulsing exercise took place, in
this way they understand how their teams are doing, stress and energy levels, as well as any
difficulties they had.

10. PUlsing
Pulses get brought to the quarterly digest
- We journal through all entries, talk
about values reflected on each highlight,
manager gets to sentiment tag and
comment on each highlight.
The HR facilitator looks for alignment /
talk through misalingment
This highlight
wasn’t executed
as expected
Some
development
is needed
It was a well-
executed
highligt
It exeeded
expectations
It created a new
standard
Highlight Completion
status
Value tagged rating Manager
comment
Date: 14/10 the
off-site in its
entirety and
conducting a
second live
demo for
Still on-going Driving results
Working
together
It was a well-
executed
highlight
Your participation
in offsite was
good. Had an
opportunity to
improve if we had
put in their script.
Date: 21/10
making 7
oppointments
this week.
No issues Driving result It exceeded
expectations
Great strength in
getting
appointments
booked this is
your strength. 1
deal from 7
completed
appointments is
14.5% conversion

11. Career
development
We discuss focus for the next cycle
as long as long term focus as well
which is the last part of the
quarterly digest, this then si the
first section of the next cycle, as we
recap form where we left of.
The Next level
Focus for the next
cycle
To get a subjet-and present to the team review devops and
infustuctue quarterly-assess risk and prioritiess, meet with for
debriefs
Proxie traffic – networking aspect
Speak the language for angular, not do become a full stack but be able
to talk the language exposure to understand key concepts
Get team members to read documentation, educate themselves no
the work that has been done- 2 hour workshop to explain the work
that has taken place
Long term focus
More management mindset exposure, or rather strategic thinking
and communication
Senior infustracture devops a role that would like to step into

12. Scheduling
We slot in your full staff compliment
thoroughout the quarter so manager’s get
to meet their teams evenly throughout the
3 months.
We approve schedules by managers and
send all parties involved calendar invites
Meetings are online

13. facilitators

14. REPORTING
Live reporting after every
meeting takes place,
we post on your preferred
channel of communication:
• Whatsapp, Slack,
• Microsoft Teams,
• Google Spaces

15. REPORTING
Employee reporting: after the first cycle, we start digesting information back to the employee
from their own weekly pulsing such as stress and energy levels logged during the cycle

16. REPORTING
Executive get extensive reporting after each cycle, with weekly pulse findings as well
as career mapping tools

17. REPORTING
Executive get extensive
reporting after each cycle,
with weekly pulse findings
as well as career mapping
tools

18. REPORTING
Executive get extensive
reporting after each cycle, with
weekly pulse findings as well as
career mapping tools

19. REPORTING
Executive get extensive
reporting after each cycle,
with weekly pulse findings
as well as career mapping
tools

20. REPORTING
Executive get extensive reporting after
each cycle, with weekly pulse findings as
well as career mapping tools

21. REPORTING
Executive get extensive reporting
after each cycle, with weekly
pulse findings as well as career
mapping tools

22. FEEDBACK

24. FEEDBACK