This page will be merged into Your Career - Performance & Promotion and removed by April 1, 2023.
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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A person’s impact could be demonstrated by planning and executing documentation updates, operationalizing a process, performing above and beyond, creating and leading a program, developing a proof of concept, producing contributions, etc. These impacts might even can also 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 contributions, interests, priorities, requirements, trends, and more change. Individual goals documented etc. differ per person. Aspects within an Individual Development Plan could be considered impact areas, given a direct correlation to Axelerant’s community or clients’clients.
Using the following three questions, Personal impact scoring follows that of the Good role model.
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Axelerant typically collects KPI data through the digital exhaust we create in our day-to-day work. Therefore, no human interaction is required, like utilization information based on billing time versus time logged or group satisfaction ratings.
Official KPI Data Sets
PlannedReference
Official KPI Data Sets
Data Collection & Frequency
Role model and impact sentiments are collected each quarter through a 360º peer group using the Quarterly Peer Feedback form.
The 360º peer group is determined using , of up to 7-people, is provided by the UTIL0360 Team Member Peers automation. The script looks up reporting and career managers, coaches, coachees, engagement stakeholders, department and group satisfaction peers, hiring managers, and skip-levels as relevant. When the peer count beyond managers exceeds 6-people, then a random assortment of folks is selected.
Read a 360º peer-group-related comment for more.
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Monthly Performance
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Awareness
At the start of each month, we will send automated messaging 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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