Below is a template email for you to use when you're introducing Perform & Engage 365 to your executive team. Feel free to remove/add/amend any of the text and placeholders (placed in brackets) to suit.
Subject: Welcome to Perform & Engage 365
Hi,
We’re rolling out some new HR tech to support us to improve employee engagement by:
- Making communication between managers and their teams more structured and frequent.
- Establishing behaviours around continuous performance management rather than snapshot-in-time reviews.
This is achieved via a simple weekly check-in using Perform & Engage 365 [in Microsoft Teams].
What this means for you
The senior team get instant, near real-time insights about how our people are doing – both feeling and performance wise. We can understand and act based on hard data rather than gut feel.
Verbatim feedback can be passed up from our people via their managers, giving us visibility into everyday successes and challenges.
The best performing companies have highly engaged people. They typically see:
- 21% increase in productivity
- 40% increase in retention
- 37% decrease in absence
- 44% increase in ideas and innovation
We can predict attrition for our most valuable people and intervene before they leave.
What this means for our line managers
Our managers will feel better supported because they have the tools to receive and give structured feedback regularly. 96% of managers say frequency makes giving feedback easier.
The weekly check-ins from their team means they can act quickly: exceptional work can be recognised instantly, and concerns can be addressed before they escalate.
Our managers will also have real-time updates on their team’s performance. Goals and OKRs can be tracked weekly to encourage continuous performance. This reduces up to 80% of their admin time leading up to annual reviews because the data and metrics are already collated.
What this means for our people
When people feel heard and valued by their employer, they perform better. Yet 79% of employees feel they don’t get enough feedback from their managers.
Checking-in regularly using Perform & Engage 365 helps our people feel valued by giving them the tools to give and get regular feedback from their managers. It starts meaningful conversations through structured and ad hoc reviews.
Our people will feel an emotional connection to our objectives and purpose. Their voice is heard, they understand how they’re performing against expectations, and have a platform to give and receive peer-to-peer recognition that’s visible to the senior team and their managers. Recognition is a disproportionally high factor in feeling engaged.
How it works
Each week, we will complete a Perform & Engage 365 check-in [via https://pro.weekly10.net/ or Microsoft Teams]. This is a short series of questions based on behavioural science principles. [We also update goal or OKR progress]. These check-ins are reviewed by your line manager, where they can provide specific feedback on your updates.
The aggregated check-in feedback is rolled up to team, department, and company-level metrics for AI-powered engagement and sentiment insights which we can then use to impact engagement.
What about performance management and engagement surveys?
Traditional ways of measuring engagement and performance don’t work. 80% of companies see little benefit from employee surveys and 80% of employees say performance reviews don’t work for them.
Traditional pulse or annual employee surveys deliver:
- Snapshot in time
- Leading questions & confirmation bias
- Limited transparency & accountability
- Participation overshadowing content
- High admin overhead
Performance reviews are often:
- Outdated
- Have a recency bias
- Based on outdated feedback
- Overshadowed by process and admin, rather than outcomes
Perform & Engage 365 allows performance management to be continuous. It helps us to complete the whole performance process in a more effective way and will allow review conversations to become much more meaningful and productive.
Timescales and key contacts
The roll-out will be happening over [XX days/weeks and will be piloted in the XX team].
I will be your key contact if you’ve got any questions.
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