ReviewCloud means Better Performance Management, Innovation and Engaging Culture
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When I say performance management, you think performance reviews. And that’s a shame. Performance reviews suck. You hate them. Your employees and managers do too. There’s no more disengaging human resources process under the sun. Yet, you probably just wrapped up 2016’s review cycle. Let me ask you a question. Have you ever seen a sad winner? The answer is no, unless you count tears of joy. Performance makes people happy. High performance means end-zone dancing, high fives and fist bumps. Does that describe your performance review process? What if it could? By enabling a culture of feedback, your organization can reach its full potential. Who has the time? We do. Learn more about ReviewCloud to see how we're engaging employee performance every day, and aligning your communication strategies to your cultural values, mission and vision.
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ReviewCloud means Better Performance Management, Innovation and Engaging Culture
- 3. 3 Who we are: • Kidwell Innovation Group • Over 20 years in HR consulting expertise. • Software and Service Partner Technology for tomorrow. Made possible today 3
- 4. Employees are the largest investment organizations make in their success. 4
- 5. Strong cultures engage employees. Engaging employees equals promoting performance. Promoting performance requires communication. 5
- 6. a talent solution for better communication to fully engage your workforce. 6
- 7. A disengaged employee costs $3,400 for every $10,000 in annual salary. - Gallup 7
- 8. 8 A 1:1 will enhance employee performance for weeks! -Andy Grove, former Intel CEO
- 9. 88% of organizations use performance management programs but... 9
- 10. 71% rated their processes “ineffective”. -DDI, 2015 10
- 11. Traditional Performance Management Leaders Managers Employees Top Reasons “Performance” Fails in Organizations: Paper Forms Clunky Systems Annual Timing Poor accountability “Chasing” Managers Workload Chart 11
- 12. ReviewCloud Performance Management Employees Managers Leaders Top Reasons: Employee-Driven Automation Reminders One-click Dashboard Flexibility Service and more! Workload Chart 12
- 13. Feature Overview Structured communication aligned to your mission and values. Employee Profiles with communication history and File Storage Automated scheduling and reminders. 1:1s, Multi-Rater Conversations and Performance Reviews Goal Tracking and Sign- off. Unlimited Forms – Wellness, Engagement Survey and more. Cloud-based access and mobility. Real-time Dashboard Analytics. Feedback given, received and socialized. 13
- 14. Learn more at ReviewCloud.co or Schedule a demo today.
Hinweis der Redaktion
- ReviewCloud exists to make employee performance engaging. Like it always should have been. We are a human resources partner who does performance management’s “heavy lifting” for managers, employees and human resources leaders alike. Our software is a communication solution for human resources to streamline performance management processes and engage performance feedback. We save you time and effort, shrinking the wasted time on traditional, or paper-based performance management processes, by roughly 80%. For many organizations, that expenditure is equal to at least one full-time employee’s annual contribution. It’s doesn’t have to be this way.
- With ReviewCloud, you get more than performance management software. You get: A service partner with over 20 years experience with human resources consulting. Software that runs itself, automating most every task associated with successful performance management processes. Consultants with deep analytical expertise with statistical measurement, communications and questionnaire design. Constant innovation of tools and techniques so that your organization doesn’t have to conform to our software. We innovate to support the processes YOU know are most effective for your team. Help-desk support for lost passwords as well as in-app messaging features so that nobody has to bother you with that stuff, Tons more effective and engaging features that are easy to use.
- We are based in Lincoln, Nebraska USA – right in the middle of the country and home to the Silicon Prairie. Our parent company Kidwell is a long time member the Midwestern business community.
- Performance management processes that rely on traditional appraisals alone are disengaging. They do more harm than good. Why would anyone think that a disengaging process would result in more productivity, a stronger culture and a fully engaged workforce? A culture of feedback, where voices are heard, is one in which ideas can flourish to support greater success. Performance reviews, as they are typically administered, waste a huge communications opportunity to fully engage your workforce.
- Companies need strong cultures. They provide a real competitive advantage. So, how do you get one? There’s tons of great strategies. “By accident” isn’t one of them. Focus your approach. There are countless examples of organizations who used purposeful strategies to create world class organizational cultures. Zappos focuses on hiring for cultural fit. So does Wrike. Quora pairs new hires with mentors. Warby Parker dedicates an entire team to cultural management. Southwest focuses on mission, exciting people to become part of a larger purpose. So does REI, who promotes concern for the environment through its product and service. Twitter focuses on team-building as often as possible. The “Chevron Way” focuses on safety and employee support. SquareSpace has a flat hierarchy and minimal bureaucracy. L.L. Bean pushes peers to recognize one another. The list goes on, but there’s one common thread. They focus on people. The compensation, benefits and perks we commonly associate with the “great cultures” of “cool companies” came after their success. Not before it. Google became Google, the cultural jewel of industry, not because it provided nap-pods for its employees. It’s because their employees worked to exhaustion to make Google the giant they are today. Engage employees to improve performance. Improve performance to strengthen culture. Strengthen culture to engage employees. It starts with communication.
- What and how you communicate creates culture. Engaging employees requires effective communication. The flow of our communication, from leadership to managers to front-line employees, is the very meaning of the word organization. Effective communication is structured. We organize our thoughts. We seek information. We state our objectives. We learn and share. We encourage people to work toward our goals. And, we celebrate. Content, context and delivery. Employee performance management relies on this structure in order to align behaviors with broader organizational aims. You’d be hard-pressed to understate the role communication has in linking leadership vision to employee execution. Your performance management program communicates as much information as it hopes to collect. The process, questions, and ratings that comprise your performance reviews speak loud and clear. What does your process say about you? What does it say about the culture you want to create, maintain or become?
- Disengagement is the leading cause of missed opportunities for companies around the world. Not only it is exorbitantly expensive, it’s an easily curable situation. Start with an objective evaluation of the communication processes in your company. How many ways do you engage employee voice? How can each be improved? What do you do with the information you solicit? How do you respond to the feedback. Organizational communication is as simple to understand as is a conversation. But instead of words passed between two people, it’s leadership communicating, signaling, and indicating vision to hundreds or even thousands of employees. Learn to manage your communication. With every word you are reselling your organization to your employees.
- Manchester University conducted a financial analysis and found that providing coaching in an organization led to high ROI 5 to 7 times the initial cost.
- Leadership-consulting firm DDI found in 2015 that nine out of ten organizations used some kind of performance management process. The bad news? Nearly three in four (71%) rated them as “ineffective”.
- The stats don’t lie: 55% of employees feel performance appraisals are effective to help develop themselves and abilities. 58% of organizations use spreadsheets and email as their primary way to track performance metrics. WorkplaceTrends.com and Saba 2015 | The Global Workforce Leadership Survey 44% of organizations are effective at using technology to support their performance management process. Willis Towers Watson | 2012 Global Workforce Study | Driving Performance in a Volatile Global Environment 46% of HR professionals agree “Managers [at their organization] did an effective job of differentiating poor, average and strong performers.” SHRM 2014 | Performance Management Effectiveness 28% of employees believe their organizations were effective at managing performance 29% think their company’s process is fair. I4cp 2013 | Performance Management: Still Waiting for Real Change
- “Managers are just too damn busy to do a good job at review time.” It’s true. They probably became managers because they were top-producers. Now, add team meetings, strategic communication, employee engagement and performance management to the list of stuff they have to do. It’s easy to see why quality takes a back seat to expedience. Make it easy for them. Simple technology. Shorter forms. You’ll see better returns for cultural strength as a result. HR is busy too. Traditional performance review processes make a lot of work for leaders and managers.
- It’s time to flip that script. There’s far more employees than managers. Let them take accountability for their own performance. You’ll need frequent check-ins, which are impossible to do efficiently with an old-school performance management platform.
- ReviewCloud features not only make it easy to gather and interpret results of performance management processes, the software is sol lightweight, we can onboard your company in hours, not weeks. Plus, our prices simply cannot be beat.
- ReviewCloud exists to make employee performance engaging. Like it always should have been. We are a human resources partner who does performance management’s “heavy lifting” for managers, employees and human resources leaders alike. Our software is a communication solution for human resources to streamline performance management processes and engage performance feedback. We save you time and effort, shrinking the wasted time on traditional, or paper-based performance management processes, by roughly 80%. For many organizations, that expenditure is equal to at least one full-time employee’s annual contribution. It’s doesn’t have to be this way.