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