Dominating Performance: How Hudl Built a Performance Process Employees Love

DOMINATINGPERFORMANCEHow Hudl is RethinkingPerformance Management

2 MILLION HOURS

Annual time invested in ratings and reviews at DeloitteSource: HBR, April 2015

40 Hrs/Person

Time well spent?

Nope.

…we realized many of those hours were eaten up by leaders’ discussions behind closed doors about the outcomes of the process. We wondered if we could somehow shift our investment of time from talking to ourselves about ratings to talking to our people about their performance and careers—from a focus on the past to a focus on the future.

“

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Performance management has torn its ACL.

Performance management has torn its ACL.

Adam ParrishHR Manager

Phil HausslerHead of Product

Today’s Game PlanHudl’s Journey

Lessons LearnedQ&A

Life in a squad at Hudl

DominateWe Listen

We’re a FamilyWe Thrive on the Front Lines

We’re Respectfully Blunt

O U R C O R E V A L U E S

Before:

Our Approach was HEAVY

Another Way:

Continuous Feedback

Source: CEB

Source: CEB

THE TROUBLE WITH THIS…

RECENCY BIAS

Source: CEB

THE TROUBLE WITH THIS…

UNRELIABLE RATINGS

Source: CEB

THE TROUBLE WITH THIS…

BRAIN SCIENCE, yo

Annual reviewsHeavy

Top down feedbackBackward-looking

Weakness focusedFor the company, by the company

Performance management

Anytime, anywhere conversationsLightMulti-directional feedbackForward-lookingStrength focusedFor me, by mePerformance motivation

Hudl’s New Playbook

4 Legs of a Stool

Recognition Feedback

Goals 1-on-1s

Continuous#RealTalk

Hudl’s New CadenceA Year-Long Initiative

JAN FEB MAR APR

Peer Feedback Progress Check UpwardFeedback

Choose YourOwn

MAY JUN JUL AUG

SEP OCT NOV DEC

Peer Feedback Progress CheckUpward

Feedback

Peer Feedback Progress CheckUpward

Feedback

Choose YourOwn

Choose YourOwn

RecognitionGoals

RECOGNITION

Always on | Visible and social | Peer-to-peer | Easy | Linked to values

RECOGNITION

Always on | Visible and social | Peer-to-peer | Easy | Linked to values

GOALS

Source: Betterworks

ConnectedTransparent and

aligned

SupportedSocial reinforcement

and recognition

Progress-basedFrequent and

measurable feedback

AdaptableFlexibility to respondto changing priorities

AspirationalRetrospection to

encourage excellence

HudliePeer

Manager

MANAGEMENT =Asking GreatQuestions

1-on-1s

What am I dominating?

What could I do better?

What are your takeaways?

How will you act on those takeaways?

PEER FEEDBACKJanuary

Feedback: 1-on-1:

PEER FEEDBACK

PEER FEEDBACK

PEER FEEDBACK

How have I done in the key areas we discussed last time?

Keys to success on the coming 4 months?

What worries or concerns do you have about being successful in the coming months?

What else is on your mind?

PROGRESS CHECKFebruary

UPWARD FEEDBACKMarch

CHOOSE YOUR OWNApril

Any Hudlie can request feedback at any time. Either for themselves or someone on their team.

Any Hudlie can start a 1-on-1 at any time. Many Hudlies are using this for their biweekly 1-on-1s.

Anytime Feedback

Game Recap

#Winning

employees

I T ’ S B E T T E R F O R …

employees managers

I T ’ S B E T T E R F O R …

employees managers HR

I T ’ S B E T T E R F O R …

Questions?