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Tag Archives: Continuous Feedback

On the Road: Highlights from SumTotal’s 2019 European Roadshow

We are on the move! On Wednesday 11th September, we had our first ever SumTotal Customer Forum in Amsterdam. We used this day as the ideal opportunity to showcase the many ways customers can optimise their SumTotal solutions and services. […]

On the Road: Highlights from SumTotal’s 2019 European Roadshow

We are on the move! On Wednesday 11th September, we had our first ever SumTotal Customer Forum in Amsterdam. We used this day as the ideal opportunity to showcase the many ways customers can optimise their SumTotal solutions and services. It was the perfect time for subject matter experts from our solutions development and management team to speak directly with the people who utilise our products daily. Some highlights from our adventures in Amsterdam:

Dashboards

Urbain Lebelec, Solution Architect at SumTotal, explored how SumTotal customers with the proper administrative permissions, can leverage dashboards — from managing them to configuring the pages the dashboards use. Administrators can also assign dashboards by security groups, create master pages, and of course, personalize them. Here are a few sample use cases:

 

 

Career progress dashboard

Team training process dashboard

Reporting – best practices

Kumar Murugan, Practice Director for Professional Services at SumTotal EMEA, discussed the topic of human capital reporting. As he said, although it is often underdeveloped, human capital reporting is too critical to ignore.  Kumar gave some tips including this one for those organisations running reports with large amounts of data:

For reports returning more than 30,000 rows of data, run the reports in the background and store report output in a custom folder in the repository. You can then schedule the reports and export report output to the FTP server SumTotal assigned to you.

He also provided a step by step guide to running a report in the background, how to schedule reports, and an overview of authoring reports and report widgets.

Continuous feedback

Jon Drake, Solution Architects Director at SumTotal, spoke about how organisations are moving away from the traditional approach to performance reviews and instead are embracing the concept of ongoing reviews. One of the main benefits of continuous evaluation is that it conforms to employee expectations. Jon explained how using SumTotal’s Continuous Performance Feedback, employees can capture real-time feedback, in the 1:1 Journal, and tie this back to their goals and performance review. Plus, it is all fully supported on mobile, making it very useful for companies working with employees in multiple dispersed locations.

Mobile app best practices and mobile app roadmap

Speaking of mobile, Jon Drakes and Debasis Dutta, VP of Product Management for SumTotal, gave a joint presentation and demo of the incredible variety and value going mobile affords. What are the benefits of SumTotal Mobile?

In a nutshell, mobile

  • improves completion and compliance rates;
  • enables employees to give and receive feedback;
  • helps employee personal growth and development; and
  • encourages collaboration and communication.

Customer Service Managers (CSMs)

Throughout the event, there were some common themes on how customers can get the most out of their SumTotal Customer Success Managers and utilize them as strategic partners. Essentially, our CSMs are dedicated ambassadors, serving as the go-to person within SumTotal to prioritize critical requirements.

We hope this event achieved its objective and our customers feel informed on how to get the most out of their investment in SumTotal.

Thank you for joining us!

 

 

 

Long live continuous feedback. The annual review is dead.

42% of employees want and expect feedback every week. Yep, every week.

The question is, can current processes for performance reviews and forced ratings deliver and meet such expectations?

In most cases, the answer is probably not. […]

Long live continuous feedback - The annual review is dead

42% of employees want and expect feedback every week. Yep, every week.

The question is, can current processes for performance reviews and forced ratings deliver and meet such expectations?

In most cases, the answer is probably not. Recent Fosway Group research shows that only 44% of respondents believe their performance management process is ready for the modern workforce. This means the majority believe there is work to be done.

The good news is we are seeing change. Companies are attempting to resolve this disconnect.  Mercer’s 2017 Global report reveals that 88% of companies not only made changes to their performance management process in 2016, they expect more to follow. Could the driver for this be the knowledge that organizations who provide in-the-moment coaching create a strengths-based culture which results in higher quality work along with employees who are more engaged and stay longer?

Whatever the reason is, I’m happy to see companies moving in this new direction.

One key change is an appetite for continuous feedback, which is now prevalent in the workplace with 81% reporting that they already have an “anytime feedback” tool in place. Granted, constant feedback isn’t always practical or feasible; but the simple truth is that most employees appear to want regular feedback. Real-time, continuous feedback encourages collaboration, gives development discussions more meaning and provides a process for giving and requesting targeted feedback.

The Mercer report highlights another interesting statistic – 97% of employees say they want to be rewarded and recognized for a wide range of contributions and not for financial or activity metrics alone. How do you achieve this without broadening and redefining the employee review? One way might be to capture real-time feedback that is linked to specific goals and competencies or projects from multiple sources and then tie it directly to the performance review. Again, giving employees what they want – when you can. And with access to continual assessment 24/7 via mobile phones, this is made even easier.

If it is true that the traditional annual review is dying, if not dead, then how or what you replace it with is hugely significant. More often than not, companies are still using or relying on these performance reviews to calculate employee benefits or bonuses and just rate overall value each employee’s contribution brings to the organization.

In large organizations, such calculations are a big deal.

And it will fall to HR to respond. How well HR responds may be determined by the technology at their disposal and if the team possesses the skills to utilize such technology. Best-in-class organizations that use the latest, most innovative HR technology for performance conversations, not only empower their workforce to grow, they give managers the tools required to award pay and promotions.

Want to learn more about what technology is available? Click here for a free demo!