When Portuguese gas distributor Floene was spun off from the Galp group, there was a renewed drive to improve the skill set and performance of the workforce.
Floene, which previously had a Performance Appraisal model, decided to implement a Performance Management model, centred on the qualitative component, such as the definition of objectives and regular feedback.
As a result of this review, a whole new performance management program was developed.
‘Meet Me’ evolves
The ‘Meet Me’ project, as it was called, was designed to implement a new Performance Management model that looks to the future and encourages people to do better.
With a change in dynamic, Floene wanted to give greater importance to how team performance is managed throughout the year, i.e. how employees and managers ensure they focus on what needs to be done and boost individual performance.
The training programme empowers managers by making them owners of their teams' performance management process. It promotes regular follow-up, where managers clarify expectations and set targets with team members. They then monitor performance, give constructive feedback, and define development actions.
Roll out
One key objective was to ensure all employees understood and used the new system effectively, aligned with organisational objectives in a strategic way.
The core structure of the program centred around several ‘Meet Me’ moments (meetings between employees and managers), scheduled throughout the year. During the first couple of meetings, participants discuss current performance and define expectations, followed by the creation of a development plan.
However, the meetings were only part of the program. Training sessions were held initially for all top managers, along with clarification sessions for all employees that addressed concerns and familiarised people with the new model.
Key to success
A strategic communication plan was key to informing and engaging all employees about the new performance management model. For this, Floene used a blended learning approach, mixed with on-the-job challenges to put learning into practice.
The use of digital assets such as engagement videos, a digital manual and infographics, increased the scalability of access to content.
What’s more, the training plan did not end at the implementation stage. Refresh sessions on performance management – including classroom practice, role play, etc – helped build on the success.
Achievements
The ‘Meet Me’ program proved to be popular with employees and management alike. After the initial rollout, several success factors become apparent:
Participation rate in training sessions was 80%, showing high learning engagement
Participants' satisfaction with training sessions was 93.5%, showing the learning program was well designed and provided employees with the necessary information and skills
An average of 2 goals set per person, demonstrating employees' commitment to their own growth and alignment with company objectives.
“The ‘Meet Me’ project was a big success,” says Leonor Fontainhas, People Growth Manager, Floene. “The previous performance management program was focused too much on compensation and qualitative data. Shifting the dynamic to make it more about people worked very well and there was enthusiasm about the new model across the company. A big part of the success was due to the way the ‘Meet Me’ sessions were designed and the style of communicating the different aspects”
This program was also recognised by the Brandon Hall Group Excellence Awards. It is a global programme that rewards innovation and achievement in the world of Human Capital Management. The group recently announced the Floene and Cegos’ project as winner of a Bronze Award in the category: Best Learning Program Supporting a Change Transformation Business Strategy.
If you would like to know more about how Cegos Group can help implement an effective performance management program, contact us today.
