Wondering how to make more impact with GoodHabitz? With GoodHabitz Elementz we help you to create topics and projects that make an impact on your organisation. Below we’ll tell you more about the structure and everything else you need to know.
With GoodHabitz’ online training courses.
Much more than just training courses
Make learning as fun and easy as possible, that’s our mission at GoodHabitz. However, with that mission and our online training courses we want to contribute to your organisations goal as well. Whether you're looking to increase productivity amongst the workforce, lower absenteeism or sick leave or ensure that your employees are more loyal to the organisation by investing in their personal development, or any other goals, we’re here to make an impact. How? Well, by finding the right angle to realise your goal. In the end everyone wants to develop themselves, however most of us need a little push in the right direction to take that first step. That's why we create interesting content and campaigns, in order to help you to find the right context and urgency to stimulate action.
Improved performance management
Performance management is a crucial part of the HR cycle. It allows management and employees to better achieve their goals through a structured process of employee development. Maybe your organisation, just like a lot of others, works with a yearly appraisal talk and a mid-year review after 6 months. Whereas in other companies they have more ongoing talks about personal development between employee and manager. And of course, there are all sorts of performance management check-ins that are in between these examples. For now, we will focus on an ongoing cycle of performance management to give you an idea on how GoodHabitz can help your organisation.
Where to start?
To help you get started with the implementation of GoodHabitz in your performance management cycle we’ll take an overall approach. Afterall, GoodHabitz is much more than just great training courses. With tools like Promo Studio and conversation starters we offer you everything you need to get the most out of our partnership. But first things first, let’s have a look at all relevant courses.
The following courses are interesting to use in any performance management cycle. Whether it's an ongoing conversation, more traditional or something in between.
GoodHabitz for an ongoing performance management cycle.
Though these courses are great as stand-alone content, we feel that tying them all together in an ongoing performance management flow will benefit both your organisation and your employees. Below we created such a flow with 3 phases:
Don't forget, this is just an example. Feel free to customize this flow and the related courses to your organisations cycle.
One step at a time
To help you better understand the performance management flow we created, we are going to walk you through it. Step by step we’ll take a look at creating awareness, engaging your audience and having great conversations.
But before we start, let’s quickly check this list of all the things you need:
Campaign Promo Studio
WorkOut Great Conversations
Conversation Starter: GoodScan
Personal Action Plan
Core/brand values (in Promo Studio zelf maken)
Step 1. SEE | Create awareness
With every (new) project you want to launch, it is important to make sure that everyone knows:
What is expected of them
How to act
That is why we suggest to start with a campaign. This may sound intense, but don’t worry it’s all about creating context and urgency with clear communication. The answers may be different for each organisation, but to get you started, here are a few examples:
You can create context by explaining why something is important for the organisation or in someone’s role. Maybe personal development gets more priority within your organisation, and therefore you want your employees to take more ownership of their own development.
When it comes to urgency you want to extend on why it’s important now. Could be because appraisals are coming up, or that you are implementing a new way of performance management and this will be ready in a few weeks' time. Fancy to learn more about 'Behavioural Change'? Take the training course by Ben Tiggelaar. He uses 'the Ladder' to explain how to communicate clearly.
Once this is clear, you can create various communication tools in Promo Studio around the training courses that apply to your organisation. You can create a variety of communications, from e-mails to posters and images for internal communication. Stick to our example of the ongoing performance management cycle, we particularly recommend the 'Good Conversations' training course. Other training courses that also fit this theme are 'Keep your eyes on the goal' on goal setting, or 'The performance interview' and 'The Appraisal' for the more traditional cycle.
Step 2. THINK | Engage your audience.
Now that your organisation is aware of the importance of performance management, or in this case continuous evaluation, it’s key to get them moving! Let’s check a few options:
Step 2.1 | Try a WorkOut
Our WorkOut sessions are a perfect way to get both employees and managers in action. During these sessions both of these parties prepare for what is expected of them during the appraisals. That way they are well prepared for when it really matters. We recommend to let both managers and employees use the WorkOut in separate groups so they can zoom in on their own role during performance interviews. Curious? You’ll find the WorkOuts here.
Step 2.2 | Check the course
Now it is time to start working on an individual level. Both employees and managers take the 'Great Conversations' training course. This course not only stretches the importance of continuous evaluation, but also explains how to prepare well and describes expectations throughout the year. To make the course extra relevant, it’s a good idea to provide a clear organisational context (explained earlier in the SEE phase). That way the more general content of the training course fits logically into the picture of your organisation.
Step 2.3 | Start with the GoodScan
The training course has been finished and the first appraisalconversations are approaching. Sounds like it’s time to get your employees preparing! The GoodScanis the perfect tool for this.In about 12 minutes, theGoodScan reveals your development opportunities and provides an objective analysis of you as a person. The resultsare a great way to get the interview started, your employees can gothrough them with their managers and decide on next steps. We recommend doing theGoodScan at least once a year. However, doing it more frequentlycan help to keep track of the progress someone is making throughout the year.
Step 3. DO | Have a great conversation
Everybody is best prepared. It’s time to have the conversations!
Step 3.1 | The conversation
The output of the GoodScan, done by the employee is a great starting point. However, to give your managers some guidance during the conversation we created several tools called ‘conversation starters’. These contain questions to guide the conversation and focus on the development of your employees. To give you an idea you can find a conversation starter related to the GoodScan here. Another great example on a relevant topic is the conversation starter on sustainable employability which will be ready during this or next meeting.
For the enthusiastic manager, we also want to refer to Promo Studio again. Choose 'single items' and you can make your own conversation starter based on the core values or brand values of your organisation.
One of the core values of GoodHabitz is to 'look on the bright side and inspire each other'. For the conversation card this would mean we would recommend the courses 'Optimism 101', 'Ownership' and 'Think outside the box'. These courses make the somewhat abstract core value more concrete plus they show how someone can develop themselves in this area.
Extra tip: Now that you are already working in Promo Studio, we would also like to direct you to the 'personal action plan'. The most often used tool by our customers. And it can also be used during the interview! Use it to record development agreements or browse through the entire GoodHabitz range to discover where opportunities lie for developing your employees.
Step 3.2 | Let’s get to work!
Finished the conversation? That means everyone is aware of their personal development goals. Make sure to not forget about what’s been agreed on and make reflect on these agreements in next conversations.
Extra tip: A nice idea to include in one of your conversations is to have your employees write down their long-term goal for personal development on a postcard to themselves. In Promo Studio you’ll find several witty postcards. Those are perfect for this occasion, and you can order them easily via the Promo Studio. If you send the written card to your employees home right before another evaluation conversation, they will be reminded on their bigger goal. Talk about an original starting point for your next conversation! 😉