We have amazing customers all around the world. All with very similar goals of improving performance management and helping their employees be the best they can every day.
Here is an excerpt from their blog:
When I started at Moz, nigh on 3 years ago, our review process was still in startup mode. It was being redefined when I started, and it kept on being redefined with each new review cycle, as we tried to find an approach that fit both our TAGFEE code and providing our teams with clear career paths and clear feedback to travel those paths. With each iteration, some things got better and some got worse: we were moving in the right direction, but progress was slow. We kept redefining it because we never quite came to a solution that seemed to fit. This experimentation also came at the cost of consistency and predictability as to how the reviews would go. Unpredictability isn’t something you want to add to reviews, which are already the cause of at least some trepidation in most.
We also had no guidelines for 1 on 1s. Each manager did these check ins with their reports differently, and on a different cadence. Some met weekly, others went months in between. What was discussed varied week-to-week and manager-to-manager. Whether you got regular feedback on your performance varied too.
We also had a peer feedback system (360 reviews), but it also needed more structure and a regular cadence.
As we grew from fewer than 50 to over 100 Mozzers, we also found it harder to maintain visibility in setting and tracking company and personal goals. There was some alignment and some tracking and some structure in place, but as our numbers grew, it became harder to keep up the communication outside the individuals immediately responsible for attaining the goals.
The end result of these issues meant that at the end of the review period, it could be difficult for both individuals and managers to determine whether you’d met your goals, and your review could be a total surprise. We all know this isn’t the way you should do things: your 1 on 1s, 360 feedback, and annual review should be a recap, not a surprise. But with changing structures and guidelines around feedback and reviews, it happened far too often. It was scarier than scary Roger.
This year, we’ve implemented 7Geese to bring our goal setting and tracking, 1 on 1s, and peer feedback all together. Engineering piloted the tool and it’s now been adopted Moz-wide. This online tool gives us a comprehensive view on personal, team, and company performance in real time and is leaps and bounds above what we have been doing. 7Geese gives us:
- Goal setting: All of our goals – from the personal level up to Moz-wide goals – are set once a quarter and align them with our company goals.
- Goal tracking: We check in weekly to measure how we’re doing against our goals.
- 1 on 1s: Templates help us structure our 1 on 1s and make sure we’re talking about performance on an ongoing basis.
- Recognition: If someone does something you appreciate, you can immediately send them a public recognition as a thank you. Our public recognition is also tied into our company’s TAGFEE code, reinforcing its importance every time someone is recognized for good work.
- Peer feedback: Peer feedback is encouraged as things happen, either publicly as recognition (above) or through the private feedback mechanism on the site. You can also request feedback from someone at any time.