Improve Human Resource Management by Complementing Your HRIS/HCM System
In an age of organizations reducing their digital footprint, many HRIS and HCM systems offer performance management modules to keep human resource needs in one place. Though this attempt to consolidate systems may save some money, many HR leaders have shared that these modules greatly need to improve in the area of talent management. WorkDove addresses these challenges by offering seamless integrations with virtually any HRIS. In addition, we complement your HRIS/HCM platform and existing processes with a best-in-class talent management bundle. This talent bundle helps your organization power the employee experience, including a company’s ability to identify, develop, engage, and promote employees and future leaders. The Talent Bundle: The complement to your performance management module(s) A traditional performance management module will include performance reviews, cascading goals, one-to-one check-in components, and peer recognition. Whether you are happy with the performance management module offered in your HRIS or need a third-party solution, both parties know there is a massive gap in talent management functionality. Once organizations are confident in their performance management practices, they move past that solid foundation, developing their talent and working to attract the talent they want. Unfortunately, this is where most performance management modules miss the mark and where WorkDove fills the gap. Talent management complements performance management by allowing you to use the data gathered from measuring performance to identify, coach, and develop internal talent. Your strategic investment in your talent becomes quite attractive to those on the outside seeking a development-focused culture. WorkDove’s Talent Bundle further elevates the work you put into performance practices through 4 applications: 9-box leadership succession planning tool, 360-Degree Feedback, Individual Development Plan Plus (IDP+), and manager and employee Check-Ins. Seamless Integrations With WorkDove, you can access and easily update your users’ information through seamless API and SFTP integrations. Because integration with your current HRIS/HCM is so vital to the success of your performance and talent programs, we integrate with virtually any system, such as ADP, UKG, Bamboo HR, and more. WorkDove is a Gold partner in the ADP Marketplace and offers API integration with ADP WorkForce Now® and WorkForce Next Gen®. HR administration and performance/talent management are separate functions, but they do not have to be separate systems that do not communicate. Instead, aligning the two strategies creates an experience that eliminates duplicate work for the administrator(s) and produces one clear path for the employee experience and journey. What differentiates WorkDove from the rest? Because organizations are all at different places on the road to performance and talent management, the Talent Bundle is offered a la carte. Thus, you only purchase the applications you need when you need them. WorkDove is passionate about offering training and support from the Sales process and beyond throughout your time with us. This includes a dedicated onboarding team, continual Customer Success touchpoints, an extensive knowledge base, customer-only webinars, and live Support available to all users. Our 9-Box leadership succession planning tool is the best on the market because it is the most user-friendly tool currently offered and the closest match to HR best practices. With real-time drag-and-drop capabilities that emphasize face-to-face conversations, this tool increases accountability and decreases the time spent on data collection and aggregation. We offer significant cost savings relative to our competitors. In a one-to-one comparison with Lattice, for example, you receive an estimated cost saving of about $5K per 100 software users. Our strong partnership with ADP as a Gold Partner allows for a plug-and-play integration experience through the ADP API connector. For ADP users, this means your initial launch with us could not be simpler and that WorkDove will grow with you amidst every organizational change. Intrigued by how WorkDove can speak directly to your HRIS and enhance talent management processes? Request Demo
The Talent Bundle: Taking Talent Management to a Higher Level
You know us for having the best performance management software that leads to high-performance cultures. But how do high-performance cultures maintain traction and continually develop talent? Join us as we share how to take your talent management process to a higher level with the Talent Bundle. Discover how to: * Easily identify potential top talent * Gain valuable insight through peer feedback best practices * Ensure alignment of talent and strategically track goal progression * Empower the employee journey through inspiring development practices Watch The Webinar
Performance Management for Banking: Common Challenges
Just as the financial industry has adapted to the market needs for better digital platforms, increased automation, and a more convenient customer experience, performance and talent management within financial institutions has also had to pivot to the growing expectations of its employees and competitive landscape. Every industry has a unique set of needs and challenges, so performance and talent management processes are not a one-size-fits-all approach. To start discussions, we often ask banks and credit unions a simple question: “How does your financial institution identify future leaders, coach/grow, retain, and prepare employees to lead the organization in the future?” Years of experience working with banking institutions and credit unions have allowed us to become well-versed in powering financial institutions’ performance and talent management, and in turn, helping these institutions make better people decisions and achieve better results. This article details the most common challenges and the corresponding WorkDove solution. Challenge: Emphasis on Performance AND Core Values One common need we hear across industries, but specifically in banking, is the need to capture data for both performance expectations and behaviors that are in line with company core values. WorkDove Solution: The foundation of our platform is the Performance-Values Matrix. This matrix offers a visual for data that enables a high-performance culture and reveals both performance and core value fit. This allows managers to visualize where the employee stands on both aspects and coach around what is needed. Challenge: Attracting and Retaining Top Talent This challenge has unfortunately been felt around the world in recent years. Finding the right candidates and keeping them engaged is harder than ever due to a variety of factors that are certainly not limited to remote work expectations, inflation, and more. WorkDove Solution: With the right tool, you can strategically develop your talent in-house. With apps such as the 9-Box leadership succession planning tool, Individual Development Plan Plus (IDP+), one-to-one Check-Ins, and 360-Degree Feedback, you can improve employee retention and engagement while simultaneously giving managers the tools they need to coach more effectively. Bonus: Our Recognition tool allows for company-wide recognition at any time, further contributing to feelings of belonging which lead to higher engagement. Our Performance Review app gives insight into employee talents and development opportunities, ensuring they have a clear path at all times. Challenge: Leadership Succession Planning The banking industry in general has a need for insight into employee development and career growth. With Millennials and Gen Zers quickly rising as the most represented generations in the workforce, their deep desire for growth cannot be ignored. WorkDove Solution: Gain key data insights to accurately identify top performers and potential successors using the 9-box leadership succession planning tool. This tool plots future leaders on a matrix based on the two most important factors: performance and potential. WorkDove also offers a leadership succession planning report including comprehensive information on individual employees’ performance scores, next desired position, and more. Challenge: Compliance All work systems being compliant within highly regulated industries is an absolute non-negotiable. WorkDove Solution Housing all performance management information in a reliable cloud-based platform allows for one single, secure source of truth. One location that contains historical records of employee development and management documentation provides a homebase for more equitable performance and talent management. Gone are the days of accidentally misplaced papers or a loss of information due to employee or management changes. Challenge: Antiquated Systems Manual, cumbersome systems are not only a drag to the employee experience but they also slow processes down. Systems and processes that look and feel archaic do no favors for increasing employee engagement. WorkDove Solution WorkDove allows you to save precious time and money by converting from outdated systems to a modern, easy-to-use technology that integrates with your everyday workflows. Partnering with our team ensures you will have just that: a partner. We make intentional time to understand your current processes, discover what’s working well and what isn’t, and map out a new workflow that is unique to your needs, but not so nuanced that you get lost in the details. A common trend among banking organizations is the need to decrease their digital footprint. This often results in an HRIS (like ADP or UKG) that combines several solutions into one place. Many HRIS solutions offer performance and talent management modules. While this approach indeed decreases the digital footprint, we often hear that the modules simply do not satisfy all performance/talent management needs. The good news is that WorkDove can work with your HRIS. Through modern integrations, we can connect to almost any HRIS or Payroll System through a secure data feed or API, which eliminates the need for duplicate data entry and edits. Your digital footprint remains low and your solutions work collaboratively together! Learn more about how we can partner with your bank or credit union today! Click here
D.E.E.P. Rooted Core Values
https://vimeo.com/740453309 Our most recent webinar focuses on the importance of core values. This was Part 2 of the Culture Matters Series, a webinar series that tackles the topic of intentional vs. unintentional culture. In the form of an acronym, we be covered how your organization can have D.E.E.P.-rooted core values and we discussed: Defining core values Encouraging “on-value” behaviors Examining values regularly Performance evaluation of values Want to share the presentation with your teammates? Download a PDF of the webinar below! Download The Presentation
The Manager and Employee Relationship
Our most recent webinar focuses on the manager and employee relationship. Having a healthy and happy organization is largely dependent upon the manager-employee relationship. Not only does it lead to a more productive workplace, but it also helps retain valuable employees and foster growth inside the organization We covered the What, Why, and How to implement for better relationship management as well as provided actionable takeaways to: Plan and protect your time together Set appropriate expectations (clear definitions makes you a better manager!) Praise and recognize Want to share the presentation with your teammates? Download a PDF of the webinar below! Download The Presentation Ready to speak with someone from our sales team about how to custom build your WorkDove platform with our amazing applications and integrations! Request A Demo
Performance Culture is now WorkDove!
On Tuesday, February 1st, we officially rebranded to WorkDove. You can read more about it in our press release below as well as a couple of links to local news coverage as well! Performance Culture Announces Rebrand to WorkDove Bringing Peace to the Workplace [Durham, NC, 2/1/2022]. WorkDove, a leading performance and talent management platform, announced today that it has completed a major rebranding initiative. WorkDove’s rebranding represents the growth the company has experienced after receiving an investment in late 2020 and a refresh of its core platform and apps, opening up new markets with more specific needs. WorkDove is proud to unveil its new name, and most importantly, a more modern performance management platform built for today’s workplaces. “The name Performance Culture and our legacy platform served us well, and in fact, is the reason we are here today. It built a solid foundation for us to serve and learn from our clients, and allowed us to fuel product enhancements that are more relevant and game-changing for the modern workplace,” said CEO Melissa Phillippi. “I have never been more excited about the direction WorkDove and our team is heading. Our new name, look, and platform will allow us to better serve and represent our diverse and modern client base for many years to come. After years of chaos and turmoil in the world, we are thrilled to help usher in a new era of the workplace – one of peace, stability, and personal growth.” Visit www.workdove.com to explore the new brand and website. About WorkDove Founded in 2015 in Wilmington, NC, WorkDove is a people management software that brings peace to the workplace through better employee and manager Check-Ins, performance reviews, goal management, succession planning, and more. Now headquartered in Durham, NC, WorkDove serves clients across the globe including Andersen Windows and Doors, Vaco, the North Carolina Biotechnology Center, and Quinnipiac University. WorkDove is powered by Jurassic Capital. Grepbeat WRAL Techwire
Effective Manager and Employee Check-In Webinar
Webinar Overview Our most recent webinar with HR.com focuses on employee check-ins and their impact on the overall Performance Review process. The Great Resignation/Re-Shuffle has made it more critical than ever to check in with your employees because if you’re not, there’s likely another company that is. Your employees need to: feel CONNECTED feel HEARD be CLEAR on what they’re supposed to be working on UNDERSTAND that they are an essential part of the company and do something that MATTERS. Maintaining regular check-ins leads to: Higher employee engagement and satisfaction Faster goal progression Behavioral and core value alignment. Following a 12-month cycle, with monthly or quarterly check-ins, is the key to making the most of the process and achieving the goals and results you’re looking for. Before getting to the 120-day Performance Review cycle, it’s essential to lay the groundwork for maximum results. That doesn’t stop at the Performance Review as you’ll want to continue your check-ins, new performance reviews and goals, and ongoing performance management. Following these principles will increase coaching, performance-based objectives like KPI’s and shape your behavior/core values discussions. With our Check-In App, we replace spreadsheets and multiple documents with an easy application for you and your teams to work inside, track progress and get full transparency into the entire process. [maxbutton id=”8″ url=”https://workdove.com/request-demo/” ] We also have a couple of other resources we recommend to help guide you through the process! Recommended Resources Slides from this webinar
14 Must-Try Performance Review Tips
It’s that time again- performance review time. Whether you are a manager or employee, this time of year likely does not bring overwhelming feelings of joy. In many cases, it may seem like an inconvenience or even a waste of time. But what if performance reviews could produce a great conversation that engages team members to be their best? This article outlines practical strategies to help turn the stress-inducing performance review into a constructive, positive experience. Performance Review Tips for Managers 1. Set Clear Expectations Setting clear expectations is one of the most important components of an effective performance review. If expectations are not set, how will your employee’s performance be measured? How will you or the employee know whether they are underperforming or exceeding expectations? Ideally, expectations should be set at the beginning of the performance review cycle to ensure your employees know exactly what is expected from them and how it is measured throughout the cycle. Clearly defining and documenting performance objectives throughout the year ensures accountability between managers and employees. 2. Effectively Document Feedback Whether on a notepad, Excel spreadsheet, or an online performance management system, documenting feedback throughout the review cycle is vital to the review process. Keeping an organized log of feedback makes review time much easier for you and your employees. If you haven’t been documenting notes throughout the year, take time to do this now. Intentionally write down as many things as you can remember about your employee’s performance, workplace behaviors, and important conversations/comments from the past several months. Having these items written down before you give your feedback will show your employee you truly care, and it will give you more tools to coach them effectively. Interested in learning about performance review phrases? 3. Frequent Check-Ins Remember that chat you had in the hall with your employee back in February? Chances are, you probably don’t. Though these conversations may seem insignificant, the culmination of these side conversations can be extremely helpful to reference when coaching your employees. When it comes to performance check-ins, the intention is key. Some managers do not see the point in a formal check-in process because they communicate with their employees every morning. While this is a great way to stay in the loop of day-to-day operations, it is not effective for long-term employee development. Through intentional questions and documenting these check-ins/one-on-ones gradually, you can create an open, transparent dialogue that moves beyond your daily “hallway” or Slack conversations into real coaching and development opportunities. 4. Multi-Rater Feedback Oftentimes, managers have an unintentional siloed, one-dimensional perspective on employees. Even though you work around them and frequently check in, there are many experiences your employees have that you as their manager do not directly see. However, others who are inside and outside the organization engage in unique interactions with your direct reports. Through the use of a 360 degree feedback tool, or multi-rater feedback, these interactions provide greater insights beyond the scope of your individual perspective. If your organization does not utilize 360° Feedback, you might consider implementing a process that allows you to send and receive feedback throughout the organization. By asking for feedback, you gain a more holistic view of your employees. Feedback from co-workers or clients gives you insight into their true character and performance that may go unnoticed by you. This knowledge can be beneficial when preparing to coach and evaluate your team members. 5. Evaluate Your Own Performance as a Manager Spend some time reflecting on how well you think you have done managing your employees over the recent review cycle. Is there room for improvement? What can you do to ensure your employees are staying engaged? Managers have the greatest influence over whether or not organizations thrive. It should come as no surprise that there is a direct link between the engagement of your employees and the type of relationship they have with you. While you are not their only source of high engagement, 70% of the time you are their greatest success factor. Gaining the will of your team is critical. As you reflect on your performance as a manager think about specific ways you can gain this mutual trust, such as a one-on-one lunch or public recognition of a job well done. You will be pleasantly surprised at how candid employees will be when they deeply trust you. 6. Facilitating Effective Meetings The secret to effective meetings is a solid framework that guides the conversation. An hour or two is a short time to discuss an entire year’s worth of performance. Having an effective meeting structure is essential for maximizing your time spent during the review session. Utilize an agenda that organizes the discussion while prioritizing the most important topics. Although every job and organization is different, we believe that effective meetings consist of three main transferable components: Prepare ahead of time Have a manual or digital way to document and drives the discussion Do not forget the context (in this case it would be the performance review) The third point is a simple reminder that the review conversation should be just that: a conversation. It is not meant to be used as a way to solve all the organization’s problems but rather as an open dialogue for the employee’s ultimate benefit. 7. Give Constructive Feedback This may seem like a given, but it can be difficult to give an employee honest feedback that is not positive. You may worry your comments will upset them and, sometimes, it does. However, if you have given frequent feedback and recognition throughout the year, your crucial conversation will be better received. It’s false to assume that employees only want positive feedback! People want to know where they stand and receive coaching on how they can be better. Providing constructive feedback is the best way to coach your employees. Although the conversation can be difficult, these crucial conversations help grow and develop your team members in the long term. Just make sure the feedback is balanced
