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Succession Planning for your Big Game
Casey JohnsonRhabit Analytics
Digital Marketing Manager
Diet Mountain Dew & DoritosBreaking Bad / Better Call SaulContinuous Employee Feedback
Hilary WilsonRhabit Analytics
Global Accounts Manager
Finally Loves Her Peloton
Podcast Enthusiast
Core Values Whisperer
.
Employee Engagement01
Rhabit IsA Talent Management Platform Fueled
By Continuous Employee Feedback
Performance Management02
Cultural & Behavioral Alignment03
Goals & OKRs04
Predictive Analytics07
Organizational Network Analyses05
Succession Planning06
Legacy Succession Planning Process
• Primarily driven by subjective 9-boxes, office politics, and ‘intuition’
• Discounts individuals who live the company values but aren’t the top performers
• Pushes top performers into leadership positions before they are ready
Gustavo Hazel Glen
Grant Greg Allison
Gina Jennifer Amanda
Pote
ntia
l
Performance
Upgrading with Continuous Feedback Data
• Lends weight to individuals whose behaviors are aligned to company values
• Enables talent leaders to review an individual’s propensity to adapt to new knowledge (e.g., attended an L&D workshop and observably applied what they learned)
• Gives talent leaders visibility intoo an individual’s performance over timeo how others perceive that individual’s effectiveness at
defined behaviors
Remember: there doesn’t have to be an overnight, 180-degree change. To expect one or push for one is unrealistic.
Instead, your goal can simply be to spark the move from an 80/20 subjective/objectiveprocess, to one that’s 80/20 objective/subjective. This will help others recognize the benefits, which will help you gain buy-in over time.
Slow and Steady
Introducing Objectivity
• Key benefits to adding continuous feedback data to your succession plan:o tempering impassioned, emotionally-
charged conversations with observable data
o leverage apples-to-apples data across cohorts
o understand how closely individuals in each cohort are aligned to your company’s core values
• You want to ask yourself:o Are managers asking the same questions
during monthly 1:1s?o Are they recording their answers in a
way that I can compare/contrast answers across individuals?
Introducing Objectivity
When everyone’s measured against the same stick, you can compare clean data.
• Your OKRs are aligned to behaviors and habits, not just production.
• You know your company’s score.• You know the department’s score.
• You know an individual’s score.
• And can trend each out over time.
What Apples to Apples Looks Like
Pote
ntia
l
Performance
Gustavo Hazel Glen
Grant Greg Allison
Gina Jennifer Amanda
Adding Structure to the Conversation with Data
Gradual shift of 80/20
• Read the Consulting Psychology Journal’s article on organizational agility
• Attend Rhabit’s webinar on Core Values Design on Thursday, 2/13 (registration opens next week)
• Email hello@rhabit.co to sign up for our newsletter!
• Apply to participate in the Spring 2020 cohort of our Inner Circle Book Club!
• Attend a live demo of Rhabit’s talent management software on Thursday, 2/20 (registration opens next week)
• Compare Rhabit’s features to those of other continuous feedback platforms
• Download Rhabit’s product overview one-sheeter
• Email hello@rhabit.co to secure a 15-min intro!
COMPARELEARN DO
What’s Next For You?
Introduction to Continuous Employee Feedback
What Is Continuous Employee Feedback?
A continuous feedback strategy encourages consistent communication centered around an employee’s growth.
It leverages the ‘trial and error’ learning patterns that are central to the way humans naturally learn.
From energizing employees to grow positive traits, to deterring them from slippery slopes, frequent feedback is critical to the success of individuals, managers, and companies.
Event-CentricAnnual, bi-annual, and pulse surveys are dreaded by employees, have low participation rates, interrupt business momentum, and prohibit accurate data measurement.
ContinuousA lightweight and frequent feedback capture process
encourages higher participation, becomes a natural part of everyone’s workflow, and gives talent leaders insight into how
employees’ behaviors and engagement are changing over time.
FuturePast
Why Choose A Continuous Feedback Approach?
Low Participation
The Reason Your Participation Rate Is So LowConsider the emotional and cognitive load required of annual and pulse surveys.
Subjectivity
Impact to my direct reports’ careers
Impact to my manager’s
career
Rarity
Impact to my
career
Backlog of my to-do
list
Anxiety
Remembering to do it
Time required
Memory decay
since last review
Pre- and post-communication
What’s In It For Me?
Comparison: A Recap
ContinuousAnnual Pulse
Est. Time Required Several hours / yr 10 minutes / survey Minutes / wk
Scope Broad Topical Flexible
Subjectivity(e.g., discussions, written components)
Subjective Neutral Objective
Reporting Timeline Slow Fast Immediate
Anxiety High Medium Low
How To Capture Continuous FeedbackToday, many platforms support the capture of continuous feedback, making 2020 a great year to transition to a continuous feedback culture.
Here are some considerations to keep in mind:
• How frictive is the feedback capture process for the end user?
• Who directly benefits from it? (Do individuals get performance dashboards, too?)
• Can the process be tailored to our company’s unique competencies?
• Does the platform provide reporting and analytics at the granularity needed by my team and leadership?
• Is the platform a standalone SaaS product, or does it offer a consulting arm as well?
• Does the platform follow stringent data security protocols?
• Can the platform integrate into our company’s existing HRIS systems?
happy users + meaningful data = powerful change
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