At PAY, performance starts with a good conversation
Client
PAY
Focus
Performance management, interview training, HR tech
Outcome
Higher expectations, specific feedback, and regular check-ins
Performance management is most effective when managers clarify expectations, provide specific feedback, and make development a topic of discussion. That’s where PAY saw the greatest gains.
PAY asked Unfurl to assist with the implementation of a new performance management system. We designed the process and set up the technology.
Challenge
During the project, it became clear that the greatest momentum came from the managers who conduct the discussions with employees. Without them, a new way of working remains just a system on paper.
Approach
We linked the implementation directly to day-to-day practice. Managers practiced with scenarios from their own organizations: articulating expectations, providing specific feedback, identifying areas for improvement, and making agreements regarding development.
The communication training, the process, and the technology were organized as a single change initiative.
Solution
Managers learned how the new approach works and how to have conversations about the things that really matter. As a result, performance management became a practical way to discuss expectations, results, and development throughout the year.
- Process: A Clear Approach to Goals, Feedback, Development, and Progress
- Product: technology that provides structure and makes agreements visible
- People: Managers who set expectations and provide specific feedback
- Progression: a steady rhythm in which employees and managers continue to make adjustments
Next Steps
Technology supports the conversation; the manager makes the difference.
