In addition, employees can see a summary of this valuable data and have a better understanding of where they stand in terms of performance in the Talent and Performance Dashboard. This provides a snapshot view of performance-related tasks, with a visual summary of goals, connections, strengths, and growth opportunities.
And employees aren’t the only ones who benefit from this performance insight—managers can use Surveys to measure their effectiveness by collecting feedback and gauging overall team sentiment and health.
Having technology in place to support our practice is exciting, but we also place high importance on measuring the outcomes of these performance-enabling activities. To kick this off, within Workday we having been working with my friends at Great Place to Work to apply a Best Workday Employee survey, to help us provide our people managers companywide with insights into how well they enable the Five Factors for their employees. We shared individual survey results directly with each manager during our first People Leadership Summit, and discussed ways to improve leadership, feedback, and career-coaching skills together.
While we’ve opted to use employee feedback to measure outcomes, other organizations can decide the best method of measurement that fits their approach to performance and company culture. The most important thing is to ensure that managers are enabling their people and consistently improving their skills and using the full portfolio of tools to set employees up for success.
I truly believe that an organization’s people practices should be uniquely aligned to reinforce their specific culture and values. There is no one-size-fits-all philosophy or approach, but we now have the technology to support the approach that’s right for your organization, whether it’s continuous feedback, quarterly check-in, or an annual review.
If you want to hear more about my experience shifting to Performance Enablement, I hope you will enjoy this episode of Work Talk. I look forward to hearing from our customers about their experiences with these new tools, and I hope that we can all learn from each other and share the practices that ultimately enable our people.
(This post was updated on May 5, 2017.)