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Insitu Celebrates One Million Flight Hours
By Gaylyn Sher-Jan, Chief People Officer/Vice-President, Enterprise Services
Insitu’s leadership gave the green light for our HR leaders to create a new approach to performance management in the summer of 2017. When I announced “no formal reviews due by the end of December,” I received ZERO angry emails, only resounding applause.
As a team, we agreed it’s impossible to change the course of history if we prioritize our time on filling out forms versus having meaningful conversations about business outcomes and employee development. I’ve watched the trend of growth companies eliminating ratings and formal reviews. Insitu’s new approach will put our people in the driver’s seat, allowing them to manage their goals, document progress and capture feedback in real-time to support their accomplishments and initiate those meaningful tete-a-tete’s.
Research shows that ratings don’t inspire development and achievement. Respectful and constructive feedback does.
At Insitu, it is our cultural bedrock understanding that our people can do the jobs that they were hired to do. We want to encourage a culture of continuous feedback that helps each employee achieve. Employees accomplish great things with the support of direction, re-direction, and feedback from their managers, peers and direct reports – more than they ever thought possible. It’s how we care and help each other.
Most employees report that they don’t get enough feedback. Our new tools will allow people to request feedback and adjust approach and goals as needed. Our new Performance and Development application will enable timely dialogue.
Respecting our differences is a significant manifestation of Insitu’s Care Pillar. I challenge our managers to create an atmosphere of rich feedback relevant to each person. For example, it makes sense that you would provide feedback to a new engineering graduate differently than you would to an engineer of 20 years. The constant is to be respectful and give relevant feedback at a cadence appropriate to the situation.
Without ratings, check-ins become less about judgment and more about the opportunity to collaborate, solve problems, track progress and get better. Managers will have a more accurate understanding of actual performance because they are meeting with their team members regularly throughout the year.
Asking for and providing honest, candid feedback is one of the most important commitments we make to one another. Frequent, on-going feedback will ensure that programs keep on-track and re-directs occur promptly.
Using purpose-built technology to enable more frequent coaching conversations will free us from time-consuming forms and ineffective processes. Our HR Business Partners and our Employee Life Cycle Team will be providing training and examples to support our employees through this transition.
We recognize that we are pioneering something very different from our past Performance Management programs. Trying something bold is core to who we are at Insitu.