Employees Don’t Need to Become Better at their Jobs. Managers do.

Great managers sometimes lose their best employees. Usually, it’s inevitable.

The reason people leave isn’t always black and white.

Sometimes employees leave because they’ve simply gone as far as they can within your company. Sometimes they want better pay. Or sometimes they just want to try something new.

But sometimes they leave for other reasons.

Perhaps they have concerns or frustrations about the business, a product, their team, or your customers — and these concerns impact your team’s work. And it seems like management isn’t paying attention to them.

How can you fix that?

Maybe you need to find yourself an orange box.

What’s so special about this orange box? Nothing yet. It’s just a cardboard box covered in orange crepe paper. And there’s a hole on top.

But here’s the magic of this box: it can help you find out what your employees are thinking.

Michael Dearing, founder of Harrison Metal (an early-stage investment firm), said while he was at eBay, he figured out that the best way to quickly figure out what was going on inside the minds of his teammates was to establish an anonymous question-and-answer process.

Every week, people stuffed the orange box full of 100 percent anonymous questions. Those concerns and frustrations went straight to leadership, unfiltered.

Dearing would then read and answer those questions verbatim during their weekly all-hands meeting in front of everyone. (Sometimes this would be done via email.)

“The orange box helped me see their thoughts and speak to them faster than any other mechanism,” according to a brilliant video, Questions from the Orange Box, posted by Harrison Metal. “Anonymous Q&A helps build a workplace where leaders mean it when they ask for questions. And where leaders speak to colleagues honestly and publicly.”

Although, theoretically, anyone can ask question during an all-hands meeting, many choose not to. It can be intimidating to ask leadership tough questions in a clear and compelling way.

Hero Housing Finance Limited | Recognition

Client Need

  • Promote a culture of recognising colleagues for good work and collaboration
  • Bring to life the values framework through a digital platform, against remaining on paper
  • Bring in objectivity into the process & make it more democratic
  • On-going recognitions to roll up as nominations for the Annual Value Awards

Our Approach

  • Deploying the Dockabl platform for all employees, enabling the end to end journey of objective setting, on-going reviews and crowd-sourced recognition
  • Series of Goal Setting workshops and webinars to support the organisation in defining their objectives
  • Support the leaders in defining and aligning their team’s objectives to the organisational priorities

Outcomes

  • Live award announcements, generated a lot of excitement in the organization
  • Visual representation of values through “value badges” generated a lot of positive feedback
  • Employees found the platform so intuitive that they started setting goals on it before user webinars were conducted

CredAble | Performance Management Philosophy

Client Need

  • Enable digitisation of the CredAble performance management philosophy
  • Bring in objectivity and transparency into the process, while encouraging accountability
  • Continuous performance management that will allow for ongoing objective setting, regular one-on-ones or ​’check-ins’ and real-time feedback & recognition

Our Approach

  • Deploying the Dockabl platform for all employees, enabling the end to end journey of objective setting, on-going reviews and crowd-sourced recognition
  • Series of Goal Setting workshops and webinars to support the organisation in defining their objectives
  • Support the leaders in defining and aligning their team’s objectives to the organisational priorities

Outcomes

  • Build employee buy-in to the performance management system which is otherwise seen as an ‘HR Process’
  • Enabling cross-team synergies
  • Organisational business priorities aligned with individual priorities
  • Real-time tracking of success metrics and enable conversation around them

Seamedu & ToolBox Studio | Performance Management

Client Need

  • Bring alive the concept of continuous performance management at SEAS (Seamedu & ToolBox Studio)
  • Seamedu had been looking to align all their faculty to the larger college objectives, while ToolBox Studio was looking to bring in a digital platform that can help their employees work together on shared projects
  • Bring in objectivity and transparency into the process, while encouraging accountability

Our Approach

  • Deploying the Dockabl platform for all employees, enabling the end to end journey of objective setting, on-going reviews and crowd-sourced recognition
  • Series of workshops and webinars to support the organisation in goal setting and initiating formal review interventions
  • Ensuring real-time query resolutions to ensure adoptions amongst faculty members and animation/technology experts was high

Outcomes

  • Build employee buy-in to the performance management system by providing a common platform, especially for shared objectives
  • Digitisation of the performance management process helped to bring clarity and alignment amongst employees of larger business goals
  • Ensuring performance conversations are transparent and systematic

91springboard | Digitisation of the PMS process

Client Need

  • Bring objectivity and transparency into the performance review process
  • Digitise the monthly, quarterly and annual review process seamlessly, avoiding complicated forms to be filled up
  • A robust process that will allow for the organization to follow a uniform feedback gathering mechanism as the employees used multiple channels to track and monitor goals
  • Drastically reduce the manhours spent on following up for execution of the performance management process

Our Approach

  • Deploying the Dockabl platform for all users, enabling a robust and on-going reviews mechanism
  • Conducting a series of workshops and webinars to onboard the employees onto the Dockabl platform

Outcomes

  • Significantly higher user engagement on the performance review process, compared to earlier cycles
  • Number of managers and their teams reached out with positive feedback on the user experience. They were keen to understand how to deploy the platform effectively to drive performance.
  • HR team freed from their monthly role of “Chief Follow-up Officers”