Activates April 1, 2022.
Performance management’s intent at Axelerant is to ensure holistic feedback and support through recurring relevant feedback. Your responses help us ensure that this intent succeeds.
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When Ankur Gupta, Vishakha Pinge , and Michael Cannon were retrospecting upon the 2021-22 Performance Management program, they came to a profound conclusion concluded that we were creating views of people that didn’t act in Axelerant’s best interest as per Being Axelerant.
We They discussed situations like team members with high-percentage KPIs yet lacking behavioral skills like demonstrating teamwork, clear communication, or respectfully handling conflicts. The team member’s growth was limited, or there was interpersonal tension. Then there was the inverse scenario of team members of https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744/Being+Axelerant#Our-Values-and-Principles. Yet, yet their role-driven KPIs poorly reflecting of reflect their functional skills like coding, budgeting, documenting, etc.
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Good Axelerant role model
Role competence
Impact–goals planned and carried through
Role competence
By creating a common framework for our people–one that balances strengths and weaknesses–by what matters most to Axelerant, we’re consistently providing a safer environment to engage within. Further, when we have a new role, we can immediately provide feedback for that person to consider and act upon without being delayed by system setup or troublesome KPI definitions and data acquisition.
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Each quarter, every Axelerant team member will have their 360º leaders and peers peer-group asked to score them using the three-question Performance Promoter Score (PPS) framework. The first question is required, as the other two provide supplemental information about the score.
How likely would you recommend working with [team member name] to a friend or a colleaguedo you feel about recommending them to work with others?
Why did you provide the rating that you gave?What do you feel this recommendation level?
When relevant, what would it take to raise the score just your recommendation by one point?
More at https://youtu.be/q95RwAhRa2M.
The PPS threshold is 8.5.
When a person’s aggregate–versus individual–PPS score is below 7, then that person’s managers and coach will help investigate why to help them create an opportunity to improve.
April 11, 2022 Update
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After a two-week data analysis, it was suggested that we use sentiment-oriented questioning to garner a wider data set that would seem closer to what we’re desiring to work with.
May 3, 2022 Update
Full sentiment scoring shift details.
Role competency
As the second holistic metric, we’ll look at one or two, role-critical Key Performance Indicators (KPI). The intent is to deliberately determine what ultimately matters to Axelerant of a role and ensure we are working to that event than effort dilution through gamification or well-intended than effective effort.
Existing data around a person’s work provides KPI scoring, Like utilization information based on planning and time logs or onboarding satisfaction ratings.
Currently, 2022-23 core role competence KPIs aren’t defined yet from 2021-22’s KPIs.
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level?
The scoring options are standardized by recent National Institute of Health research about the correlation between emoticons and sentiment clustering.
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The Good role model KPI threshold is 8.2, with Moderately positive being the desired sentiment between peers. When a person is below the threshold, that coach will investigate why to help the person overcome the situation.
More at https://youtu.be/q95RwAhRa2M.
Personal impact
The final second holistic team member metric is personal impact, as in how you make a positive difference amongst the Axelerant community or for our clients. A person’s impact will usually be individualized by organizational, domain, group, or team goals.
A person’s impact could be demonstrated through by planning and executing upon documentation updates, operationalizing a process, performing above and beyond, creating and leading a program, developing a proof of concept, and moreetc. These impacts might even be experiments or short-term high-priorities to help Axelerant or its stakeholders overcome a new situation.
There is no defined listing of personal impact doings because , over time, interests, priorities, requirements, trends, and more change. Individual goals documented within your an Individual Development Plan could be considered personal impact areas, given there is a direct correlation to Axelerant’s community or clients’.
Therefore, to help with consistent scoring time-frames and feedback providing, personal impact areas should be confined to three-month increments. Further, only one per quarter. It would help to break the longer-term or more extensive programs into quarterly segments to determine incremental progress.
A person impact that has been planned and provided a near-intended or another meaningful outcome–even learnings from a failure–will be provided a threshold passing score of 85%. Scoring is based on perceived success between you and the most relevant leader.
Planned personal impact areas lacking effort or tangible outcome are scored as 0%.
The assessment framework to provide clarity as mentioned above is still in progress. Until then personal impact scoring will follow that of https://axelerant.atlassian.net/wiki/spaces/OA/pages/3516596280/Performance+Expectations#Good-role-model.
April 11, 2022 Update
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After a two-week data analysis, it was suggested that we use sentiment-oriented questioning to garner a wider data set that would seem closer to what we’re desiring to work with.
May 3, 2022 Update
Full sentiment scoring shift details.Using the following three questions, Personal impact scoring follows that of the Good role model.
How do you feel about their positive impact on Axelerant best interests?
Why do you feel this impact level?
When relevant, what would it take to raise the impact feeling by one level?
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The Personal impact KPI threshold is 8.2, with Moderately positive being the desired sentiment between peers. When a person is below the threshold, that coach will investigate why to help the person overcome the situation.
Role competency
Optionally, we use one or two role-based Key Performance Indicators for the third and final holistic metric. These Key Performance Indicators (KPI) intend to measure what genuinely matters to Axelerant of a role and ensure we are working to that event than effort dilution through gamification or well-intended than effective effort.
Axelerant typically collects KPI data through the digital exhaust. Therefore, no human interaction is required, like utilization information based on billing time versus time logged or group satisfaction ratings.
Data Collection
Role model and impact sentiments are collected each quarter through a 360º peer feedback ask using the Quarterly Peer Feedback form.
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At the start of each month, we will send automated messaging will be sent via Slack to notify you of your performance management scoring. You might consider Performance Coaching or Mentoring to help refine your efforts or your Individual Development Plan. Our Performance Coaches can help you with self-awareness, role expectations, and other personal and professional development training each month.
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