pavir-org-logo

The Palo Alto Veterans Institute for Research (PAVIR) is a not-for-profit research organization based in California. Its team of +200 Principal Investigators divide their time between veteran-focused research and patient care. PAVIR’s research - conducted by its team of world-class scientists - is often carried out in collaboration with leading institutions such as Stanford University, and research topics span everything from PTSD and trauma, to the health benefits of yoga.

PAVIR’s HR Manager, Nora Thomas, joined the organization in 2014 to oversee the entire HR remit. One of her first projects involved transitioning PAVIR from manual HR to technology and automation. 

Using PeopleGoal, Nora has been able to roll out a custom performance evaluation app that has turned a complex, multi-step process into an easy-to-use, automated workflow - something that has since received positive feedback from across the organization. __Here’s Nora's story.__

![peoplegoal reviews multiple managers](//images.ctfassets.net/6g4s9n00xmsl/gYj0Ojnes2B8peexJ7ARw/95c416fa96c9f709d259dfec3beb407f/peoplegoal_reviews_multiple_managers.png)

## The Challenges:

### Manual, time-consuming and inefficient HR processes

HR processes at PAVIR were largely manual prior to Nora joining, and the organization had only one HR technology solution that was failing to meet organizational needs. This had created high levels of complexity and administration which was not only time-consuming and arduous for Nora, but also frustrating for PAVIR’s researchers who resented the administrative burden that came hand-in-hand with performance reviews. 

Adding to these challenges was the fact that PAVIR is based in California, a state known to have especially stringent employment laws. TriNet, the incumbent technology solution that Nora had inherited, wasn’t sufficient to ensure compliance and protect PAVIR from legal liability. As Nora explains:

> I knew it would be impossible to ensure legal compliance without moving to a different HR tech solution. There was simply too much complexity and given most processes were still manual or part-manual, I had no complete view of the bigger picture.

### A spreadsheet nightmare

When it came to running PAVIR’s annual performance reviews, Nora was experiencing significant challenges:

> I was living in a spreadsheet nightmare and it was made all the more complex because the majority of our Principal Investigators are self-employed. It was like managing 80 different companies at once - all without the requisite technology to support me. To say it was arduous and work-intensive would be an understatement. 

Worse still, PAVIR’s existing performance processes were failing to engage its Principal Investigators and had become a tick-box exercise that delivered little value:

> I would go as far as to say most of our Principal Investigators hated the performance review process we had before. It was adding to their workload in terms of administration, yet not delivering any meaningful benefits in return.

---

## Why PeopleGoal?

### The need for nimble HR tech
Shortly after joining PAVIR, Nora oversaw the implementation of HRIS and payroll solution, ADP. While this served to solve many of the pre-existing challenges, it still didn’t give Nora the ability to map performance reviews against compensation data - something she says was a must-have.

> I realized that we’d need a more nimble solution for the performance management side of things and I was set on finding a solution that would enable me to compare performance review data against compensation data. That was a key thing I had to have.

Nora began her search for a performance tech provider in 2019, reviewing a total of 5 vendors before deciding to engage with PeopleGoal.

![peoplegoal reviews templates](//images.ctfassets.net/6g4s9n00xmsl/28Nk0jiohaa1wv8DkKmfiR/827a4e785fddae1e35f938971c27106c/peoplegoal_reviews_templates.png)

### Built with the customer in mind

Nora connected with PeopleGoal Founder & CEO, Nikolaos Lygkonis, at a time when the platform’s version 2.0 - an industry-first HR app engine for SMEs - was still in beta testing. Intrigued, Nora wanted to know more - an interest that later led her to become the first customer on PeopleGoal’s 2.0 platform. 

### So what stood out about PeopleGoal? 

> I hadn’t yet found a solution that could link performance reviews to compensation data but when I broached this, I was surprised by PeopleGoal’s ability to make that happen. Ultimately the team delivered on exactly what I needed. That really blew me away - it’s very much a platform built on customer feedback.

![peoplegoal reviews profile template](//images.ctfassets.net/6g4s9n00xmsl/1kc0enSj471po8mjjwAtaE/019e80fa86fc4929d8457130bc413d8b/peoplegoal_reviews_profile_template.png)

### Complete customization

The ability to modify or build completely custom apps in minutes was also a key factor in Nora’s decision to engage PeopleGoal 2.0 over other providers:

> Being able to customize reviews in line with specific job roles was very appealing to me. I could see the potential to create really relevant experiences because the platform can be configured to ask specific questions to certain groups but not others - it’s completely customizable in that way.

![peoplegoal reviews role based questions](//images.ctfassets.net/6g4s9n00xmsl/1Z7cPmuJusnaqpk4aegClB/a67666a421c5b5914adbe87ece9ca542/peoplegoal_reviews_role_based_questions.png)

---

## Benefits 

### Efficiency and customization

Talking about the key benefits being seen to date, Nora says that previously painful processes have been resigned to the past:

> The time-consuming, multi-step processes that I used to deal with are no more and I now have a one-step solution. That delivers huge efficiency savings. On top of that, I can also customize the solution to ensure performance reviews are relevant for our Principal Investigators.

Using PeopleGoal’s ‘Reviews’ app as a starting point, Nora has also been able to add custom supervisor assessments and compensation evaluation steps using the no-code workflow builder. The platform’s flexible user relationships model automatically assigns the relevant managers, supervisors and other stakeholders to an employee’s review, so there’s no manual follow-up or tracking down of who needs to complete what.

![peoplegoal reviews participants](//images.ctfassets.net/6g4s9n00xmsl/kUXt08xxGXxnYehOD6W27/4f0f9f662962ae438e4d07bde0be8686/peoplegoal_reviews_participants.png)

> Using the configurable profile templates, I was able to map our entire employee database from ADP into PeopleGoal with one upload. The employee profile fields are then automatically linked to the performance review which makes the individual employee compensation data easy to see and use right within the evaluation itself. That’s exactly what I’d wanted to achieve.

![peoplegoal review calculation](//images.ctfassets.net/6g4s9n00xmsl/1r7eDbiysQo6hE7Xr0eolZ/370e07ae0f1414cd1ba27d8c4dac98f2/peoplegoal_review_calculation.gif)

### A universal solution that works for everyone

Another big benefit according to Nora is PeopleGoal’s ability to stay relevant, irrespective of employee job role or seniority:

> It works for everyone - from the CEO right down to junior researchers.

![peoplegoal reviews matrix organisation](//images.ctfassets.net/6g4s9n00xmsl/5rBf2fpBqabHX0XBIw2sJU/5614269fec390c56562bce0ea984418a/peoplegoal_reviews_matrix_organisation.png)

### Positive feedback: a first for performance reviews

Building upon this - and central to her goal of delivering better performance experiences - Nora has been especially pleased with the feedback from Principal Investigators: 

> Now that we have PeopleGoal onboard, the entire review process is much easier - both for me as the HR Manager, and for our Principal Investigators. Feedback so far has been really positive and that’s not something we’ve had before.

---

## 10x increase in understanding performance issues

Nora also loves her new-found ability to view employee self evaluations side by side with manager evaluations. She explains that this makes assessments easy to compare, which has helped to increase visibility and understanding:

> This is the star I’d really been shooting for and it’s another example of how Nik and the PeopleGoal team delivers a solution that satisfies my specific needs and wants. This side-by-side comparison unlocks a much deeper level of understanding and visibility.

![peoplegoal reviews manager assessments](//images.ctfassets.net/6g4s9n00xmsl/19uXqj0Kj6ytq7GKqcBWB4/d768ff8aaf3ccee387133286394ab23c/peoplegoal_reviews_manager_assessments.png)

### A collaborative journey
Elaborating on her experience as a PeopleGoal customer, Nora says she was surprised by how quickly a partnership evolved between herself and the PeopleGoal team: 

> The way I work with PeopleGoal is very much a partnership. They’re clearly very capable of listening to feedback and using that to shape and develop their solution in line with customer needs. Most big companies aren’t nimble enough to do this so that’s been a really pleasant surprise for me.

To learn more about PeopleGoal’s HR app engine for SMEs and how it can support engagement, development and performance in your organization, please get in touch with our team [Get In Touch](https://www.peoplegoal.com/book-a-demo) - we love talking about this stuff.

Using PeopleGoal, PAVIR has been able to roll out a custom performance evaluation app that has turned a complex, multi-step process into an easy-to-use, automated workflow - something that has since received positive feedback from across the organization.

Palo Alto Case Study

Using PeopleGoal, PAVIR has been able to roll out a custom performance evaluation app that has turned a complex, multi-step process into an easy-to-use, automated workflow.

From painful manual performance processes to employee performance management 2.0

nora-pavir

"I realized that we’d need a more nimble solution for the performance management side of things and I was set on finding a solution that would enable me to compare performance review data against compensation data."

leica-logo

Leica Geosystems has been revolutionizing the world of measurement and surveying for more than 200 years. The Swiss headquartered company, which is part of the Hexagon group, provides innovative geospatial products and solutions to a diverse mix of industries, including aerospace and defence, safety and security, construction, forensics and manufacturing.

Keen to standardize performance management across the company’s global markets and provide its 20,000 employees with better opportunities for development, HR Director for EMEA & Asia, Kevin Vaz, began the search for a best-fit HR technology solution. Here’s his story:

---

### The Challenges:

### Disparate systems and siloed data

When Kevin joined Leica in 2018, the company was using SAP for most aspects of HR management though this did not extend to performance management. As a result, a number of local markets had signed up to multiple different performance tech providers or used manual, paper-based methods. This created an ongoing lack of consistency and an inability to benchmark performance data across different markets. The reality was that performance data wasn’t being tracked. Data analysis - if possible at all - was admin heavy and time consuming and worse still, performance management wasn’t achieving its true purpose of effectively managing and developing talent. 

Change was the order of the day and Kevin was determined to improve performance management as a key priority:

> It became evident to me pretty quickly that we needed one unified solution that could support better engagement and performance development across all our markets - that was really priority number one for me when I came onboard.

### A headache for HR

To gauge what type of performance solution would work best for Leica, Kevin first asked his regional HR teams what wasn’t working: 

> The overwhelming feedback was that performance management - even where there was some sort of system in place - was a tedious and frustrating process that still involved a lot of manual input. It was a low-value exercise across the board and for HR it was headache-inducing.

Kevin also explains that existing performance processes made it extremely difficult to manage reporting from both a cost and logistics point of view: 

> We were working with disparate data pulled from different platforms - it was a mess. On top of this, we lacked any real ability to report accurately and consistently in terms of ROI because of the cost variables involved. Logistically, it just wasn’t working on any front.

### Performance for performance sake

Kevin was determined to improve performance processes at Leica not only for those working in HR, but for the 20,000 employees for whom the current system was failing:

> I knew from speaking to local managers that they wanted to create a better experience from performance management - not only for our employees, but for themselves too. Performance had become something we were doing for the sake of it. Creating an ongoing feedback and improvement culture was crucial to how we would transform the performance and growth of the regions and the priority was to implement a performance-driven culture, adopting progressive, data-driven systems and processes to ensure its effectiveness. This required change management in the way we used to do it for several years which was something that we needed to take into consideration.

Kevin continued:

> There was huge potential to do better by our people and transform their perceptions of performance management. We wanted them to see it as something that can really support growth and development as opposed to an admin exercise that delivers little to no value. Because of this, our decision to seek a new solution was a no-brainer.

![performance management peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/JCMHEmwwvwiFdDBRuhZWG/db7c8113d8fb32c129e95aca2b25e9f2/performance_management_peoplegoal.png)

---

## Why PeopleGoal?

Speaking about his decision to engage PeopleGoal, Kevin explains he started with a shortlist of 12 vendors before narrowing down to a final three and then choosing PeopleGoal. So what stood out about PeopleGoal over other providers? 

### Simple yet effective

Kevin says he was particularly struck by the solution’s quick time to implementation - something he felt would have a positive impact on end-user engagement and adoption: 

> PeopleGoal is simple but effective - that’s a great combination and I knew it would be key in terms of securing employee buy-in. Quick time to implementation was also an important criteria for us and PeopleGoal was able to meet this need. The focus was on the employee-manager engagement and to ensure regular feedback, both ways, took place.

### Clear roadmap for continual improvement

According to Kevin, PeopleGoal’s focus on continual development was also especially appealing:

> In my initial interactions with Nik (Nikolaos Lygkonis, Founder & CEO at PeopleGoal), it was evident there was a clear roadmap for enhancing and continually improving the solution. That gave me the confidence that this was neither a static product nor simply a transactional relationship - I felt confident that it was going to be a collaborative partnership and that was really important to me.

### Designed with customer challenges in mind

Another key motivator in Kevin’s decision to choose PeopleGoal was the fact the platform is designed to solve real problems:

> PeopleGoal has been designed with customer challenges in mind and that really stood out for me. They make it easy for the customer to execute on what they want to achieve without having to constantly go back to the developer and make changes. Because of this, I was reassured that PeopleGoal would stay relevant into the future.

![development plan peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/9TxYqEVYePUwqR8nZzu9o/2f5419e3b89f0e87cf2a210c8cbd6b1c/development_plan_peoplegoal.png)

---

## Big benefits  

### “As easy as breathing” - a performance transformation

With the PeopleGoal platform now in place, Kevin says the benefits have been clear for all to see:

> We’ve been able to transform how we manage people and how engaged they are. We can now actually see projects being moved along and goals being achieved without having to make multiple phone calls or check ten different systems. The solution is very clean and can be seamlessly used to solve many of the current challenges we face. It’s really as easy as breathing.

### Complete visibility

With Leica’s performance data previously held hostage in disparate systems, Kevin says the level of global visibility lent by the PeopleGoal platform has been revolutionary: 

> We now have an holistic view of performance and that’s completely transformed how we track, manage and develop our people. The sentiment reports provide us with actionable insights which means we’re no longer having to take stabs in the dark. Because PeopleGoal is user-friendly, employee feedback has also been very positive - and that confirms we made the right choice.

![engagement survey metrics peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/3iHCHigYoal0xjrc8oC7Iz/35541e1cc519d041046c4d0502e8802a/engagement_survey_metrics_peoplegoal.png)

### Attributable top-line growth

Referring back to one of Leica’s primary objectives - to give purpose to performance and make it work better for people and business, Kevin says one market in particular tells a compelling story in this regard: 

> Our collective revenue from our Asia markets has more than doubled in just two years from 2018. That’s a phenomenal growth rate and I’d like to believe that PeopleGoal has driven a sizeable percentage of that. Other markets tell a similar story too. The UK and Benelux have seen significant uplifts on the top-line for example, as have some of our emerging markets.

### Stand-out customer service

Kevin cites customer experience as another strong-point for PeopleGoal:

> I can honestly say that both execution and follow through have been great. The PeopleGoal team doesn’t just talk the talk, they walk the walk. It’s a partnership that works because communication is very transparent and there’s a feeling that we’re working together towards a common goal.

### The COVID catalyst: accelerating adoption 

Kevin’s story paints a clear picture: Leica Geosystems is driving real business performance with the support of PeopleGoal. But there’s one not-so-small matter of a global pandemic that we haven’t yet touched on… How has the 2020 COVID crisis impacted the company’s roll out plans? According to Kevin, it’s actually had the positive effect of speeding up company-wide adoption:

> We’ve seen a stark rise in adoption rates over recent months due to COVID. Suddenly a whole lot more countries such as China and Indonesia signed up - markets that were previously behind the curve in performance terms. It’s been great to get these additional markets onboard and the fact they can use PeopleGoal in their local languages has certainly helped to make that a smooth process.

### What’s next?

So what’s next for Kevin and the Leica team in performance management terms? Kevin explains:

To learn more about PeopleGoal’s HR app engine for SMEs and how it can support engagement, development and performance in your organization, [get in touch with our team](https://www.peoplegoal.com/book-a-demo).

With Leica Geosystem’s performance data previously held hostage in disparate systems, the level of global visibility now lent by PeopleGoal has been revolutionary. Leica now has an holistic view of performance and that’s completely transformed how they track, manage and develop their people.

Learn how Leica Geosystems created development processes with PeopleGoal that put performance management at the centre of business growth

leica-geosytems

Performance management that connects global teams and works for people and business

Kevin Vaz, HR Director at Leica Geosystems

kevin-vaz

"With PeopleGoal we can see projects being moved along and goals being achieved without having to check ten different systems. The solution is very clean and can be seamlessly used to solve many of the challenges we face. It’s really as easy as breathing."

Moving beyond disparate data to connected performance management that works for people and business

ataway-logo

Ataway is a global consulting company founded in 2000, specializing in process and systems projects for large multinational companies. Ataway is a dynamic and agile firm, focused on delivering quality to their customers wherever they are. With highly skilled teams located in 19 business hubs around the world, Ataway has been involved in projects in 35+ countries providing business process reengineering, business transformation and BI, finance, SCM, Lean Six Sigma, systems implementation and more. The combination of strong expertise, start-up mentality and global presence makes them unique in their industry – resulting in high quality project delivery and a robust phase of company growth.

Bibiana Mercuri is Ataway’s Talent Director and oversees international HR for the company’s 450 collaborators. Along with Global HR Director, Philippe Hebert, Bibiana recounts what performance management looked like prior to engaging PeopleGoal and explains how performance processes are being transformed at Ataway. Here’s their story:

---

## The Challenges: 

### “A manual mish mash”

Bibiana explains that before she connected with PeopleGoal in 2017, performance management had been a manual process reserved only for Ataway’s company directors.

> Trying to manage performance for company directors without one proper system in place created a huge amount of admin and inefficiency. Most offices were using Excel but others had some form of technology solution - we had a mix of everything which made it impossible to get a clear view of performance over time.

According to Bibiana, it was this lack of consistency that created the biggest challenge in performance management terms:

> To achieve any level of consistency, managers had to first collect feedback manually and then consolidate it which involved multiple phone calls and emails. It was really arduous - not to mention unpopular.

### Staggered starting line

Elaborating on Bibiana’s comments, Philippe says differing levels of performance maturity in local markets had also contributed to the non-uniform setup: 

> In addition to the inconsistent approaches to performance - in some instances completely manual and in others part-manual - we also had the added challenge of working with local markets at varying degrees of performance maturity. For some countries performance management was a completely new thing and that calls for an entirely different approach compared with more mature markets.

### One-dimensional data

Speaking to the other performance management challenges faced by the Ataway team, Bibiana cites the complexity involved with reporting - something that was made even more problematic due to the project nature of Ataway’s business. 

> Matrix reporting was really difficult and that’s something we really needed because our employees typically work on more than one project at a time and so often report to a number of different managers. With our existing processes, we had no way to account for these multiple dimensions. We really needed a change - and that meant digitizing performance management within one system across all our markets.

---

## Why PeopleGoal?

![peoplegoal workspaces ataway](//images.ctfassets.net/6g4s9n00xmsl/1wFtqT2ywPJSMoTcjhB5Rn/42cee2f83265014ae5e2b3e436442b1d/peoplegoal_workspaces_ataway.png)

### Easy to configure

In 2017, Bibiana started her search for a solution that would support better outcomes for people and business. She created a shortlist of ten performance management providers and began her approaches - one of which landed in the inbox of PeopleGoal Founder & CEO, Nikolaos Lygkonis. Nik gave Bibiana a demo of the platform that same week - and she was impressed by both its depth of functionality and ease of configuration. 

> I sat through a number of demos but PeopleGoal stood out for its ease of configuration. It can be moulded to the unique needs and variables within a given organization or team and for a global company like Ataway that was really important.

### Depth of functionality

Struck by the depth of functionality that PeopleGoal offered compared with other providers, Bibiana says she was particularly impressed by the platform’s ease of use, matrix reporting capabilities and multi-language interface: 

> It was also clear to me that PeopleGoal had a greater depth of functionality versus other providers I’d spoken with. The reporting is especially valuable to us as it consolidates the various different facets of performance data into one dashboard.

### The differentiators: multiple dimension reporting

When asked about her biggest “must-have” with regards to the chosen solution, Bibiana says this was multiple dimension reporting. Specifically, and because Ataway employees often have more than one line manager, Bibiana needed a performance management system that could gather employee feedback and evaluations from multiple managers. 

> Most tools I looked at could only compute feedback from one manager about one employee. PeopleGoal was the only tool that could extend this to multiple managers evaluating one employee. It enables us to set goals by projects independent of career or personal goals.

![peoplegoal review ataway](//images.ctfassets.net/6g4s9n00xmsl/5FXFvt4JpQj219xL6SRBeJ/113e8a85d6b1db6dd89d21eb2b01c7d1/peoplegoal_review_ataway.png)

---

## The benefits so far

Three years after engaging PeopleGoal, the Ataway team has achieved its goal of standardizing performance processes in one built-for-purpose yet customizable solution. PeopleGoal was first rolled out across Ataway’s offshore teams (120 employees who implement support and development services) and the company’s remaining 200 employees will be onboard by January 2021.  

Asked about the biggest benefits to date, Bibiana says:

> Standardization for sure. We now have one uniform system for quarterly reviews, goal-setting and check-ins - for the first time that gives us all the information we need in one snapshot.

### Embraced by employees

So what do Ataway’s employees think of the PeopleGoal platform? Bibiana says it has been universally well received:

> Employee feedback has been very positive. They very much appreciate having everything in one place so they can view their own evaluations, recognitions and feedback side-by-side. I’d say that for the first time our people have an holistic view of their own performance development.

Expanding on the elements that have been most popular with employees, Bibiana adds:

> They especially love the [360 feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) functionality in PeopleGoal. That’s definitely proven most popular along with the recognition tool.

![peoplegoal 360 feedback ataway](//images.ctfassets.net/6g4s9n00xmsl/4vm49MZhLVm34KHXXwCgwj/427dcceddddb82591fb02a780b64562a/peoplegoal_360_feedback_ataway.png)

### A fair playing field

Both Bibiana and Philippe agree that another key objective - to make performance management a fair playing field - is also being achieved and delivering real value: 

> PeopleGoal ensures a consistently good experience for employees irrespective of their location or other variables. An employee in our Shanghai office will now go through the same processes as an employee in our Buenos Aires office. That makes for a much fairer playing field and it enables us to benchmark performance for the first time across different geographies.

### Making manager’s lives easier

The PeopleGoal platform has not only improved performance management for employees at Ataway, however - it is also improving processes for managers. Bibiana explains:

> The platform is helping our managers to be more transparent and consistent with their evaluations because they can now compare employees side by side. That’s not something they could do before and they really like that.

### Configuration and collaboration

The biggest benefit to date according to Philippe? The ability to customize performance processes by company and/or team: 

> We haven’t had to adapt our processes to suit the tool because the platform can be configured to work with our existing processes. That has made the implementation process a whole lot easier.

Bibiana has also really enjoyed the collaborative element of working with the PeopleGoal team:

> It’s very much a collaborative partnership. From the very beginning I got the sense we were working together to create a custom solution that works for our business. The team is always on hand to support and answer questions - as a customer that’s been invaluable.

![peoplegoal dashboard ataway](//images.ctfassets.net/6g4s9n00xmsl/1dKM1e5ygF7hSfKzkXX3wy/d94b013910075664d4db8aa2c32bfaa7/peoplegoal_dashboard_ataway.png)

---

## So what’s next for Ataway?

### Building trust

Looking to the future, Philippe says Ataway will focus on bringing the rest of its workforce onto PeopleGoal in the coming months - a process that will involve varying degrees of change management depending on the performance maturity of specific markets. According to Philippe, the months ahead will be about “creating a climate of trust” by letting both managers and employees know what is expected of them. 

> There will certainly be a level of change management and education required and we’ll be using some of the useful training videos within PeopleGoal to help us with this. It’s an important element of the roll out program because it will build the fundamental building blocks for lasting and effective change in performance terms.

### Linking people and business performance

Asked what he’s most excited to use in the PeopleGoal platform over the year ahead, Philippe says:

> Definitely being able to link individual employee performance with wider business outcomes. I’m really looking forward to being able to connect the dots in that regard and compare those metrics. That’s when performance management will really become a decision support tool for Ataway.

Adding to Philippe’s comments, Bibiana says she’s optimistic that PeopleGoal will also play a key role in building company culture:

By engaging PeopleGoal, the Ataway team has achieved its goal of standardizing performance processes in one built-for-purpose yet customizable solution.

Learn how Ataway standardized their performance management process across their global teams to create a fair playing field for all employees.

peoplegoal case study ataway

Standardizing employee performance management to create a fair playing field

Bibiana Mercuri, Talent Director at Ataway

bibiana-ataway

"PeopleGoal ensures a consistently good experience for employees irrespective of their location or other variables. That makes for a much fairer playing field and it enables us to benchmark performance for the first time across different geographies."

Forney Corporation Logo

Forney has maintained its position as a leader in power plant and large industrial systems for more than 90 years by designing and manufacturing the most innovative lines of combustion equipment. Headquartered in Dallas, Texas, and managing operations from Mexico to Shanghai, Forney's network of offices and sales representatives serve the global market for Combustion Products and Systems. With a global team, Forney needed to find a way to bring visibility to their strategic objectives across all functions and create team alignment through targeted performance discussions.

## An inflexible HRIS didn't suit their needs

Forney was using the performance management tool included with their existing HRIS that was impossible to customize. The system didn't give employees __visibility of the company goals__, and managers were required to answer a __fixed set of review questions__ that didn't feel relevant to their business. Team members found the system difficult to use and didn't see the value in completing their reviews as it felt like the process didn't help their own __personal development__.

## Customized reviews with PeopleGoal

Forney's HR Director reached out to PeopleGoal for a consultation along with five other suppliers. PeopleGoal stood out with our __complete follow up on each issue Forney had with their process design, and the professional representation they received__. Using PeopleGoal, Dee and the team were able to build a completely __custom review process__ that suited both the employees' development and the managers' assessments.

## Amazing response from employees

Forney's staff love the __user friendly review form__ and the result has __100% participation in the company's year-end reviews__ - across three review cycles now! Forney included the SMART goals and [360 feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) modules to support the reviews, which brought a much-needed depth to the employee/manager conversations. At their staff's request, Forney added development plans to further round out the continuous performance management process. An added bonus is the visual org chart and staff directory that's essential for any business operating in multiple locations.

Using PeopleGoal, Dee and the team were able to build a completely custom review process that suited both the employees' development and the managers' assessments. Employees love the user friendly review form and the result has been 100% participation in the company's year-end reviews.

Forney Corporation used PeopleGoal to achieve 100% participation in their employee reviews.

Forney Corp

How to achieve 100% participation in your employee review process

Forney Corporation

"I considered 5 other vendors before we settled on PeopleGoal and by far they exceeded my expectations."

Achieving 100% participation in the employee review process

sandvine logo

Sandvine helps organizations engineer and operate world-class networks with Active Network Intelligence. Data visibility and accuracy are the core building blocks for delivering value to their customers, who now include some of the most innovative companies around the world. These values also drive Sandvine's team members and are an important requirement of all of their SaaS partners.

Sandvine needed a way to better show the connection between individuals' goals and their department and corporate deliverables, to cement engagement within a highly ambitious and fast-growing team.

## Keeping the user experience in mind

A __user-friendly performance management solution__ for their employees as well as the administrators was an absolute must-have for the Sandvine team. Their existing tool had limited configuration options and required extensive consultation to make any system changes. With many HR leads across different business units, Sandvine also needed __an easy way to pull reports__ to monitor and track the overall progress against their targets.

## Creating cascading strategic goals with PeopleGoal

The configurable Goals module was the main focus for Sandvine. They set up their own fields to __measure custom goal attributes__ in seconds, to track the performance areas relevant to their company culture. Leaders now find it a breeze to make the corporate objectives publicly available to the whole organization and publish their strategic framework every year. Department leads use the corporate objectives to build their business unit's strategy, and employees align their individual goals to both their department and company targets.

## Aligning goals leads to fantastic employee adoption

The team also now incorporates goal discussions in their annual performance reviews, making the review itself far more relevant to team members' actual performance across the year. As a result, Sandvine has over 2,500 individual goals set every year - a 5x increase in the number of employees who set and track goals!

Using the cascading SMART goals module to connect employee goals with company objectives has enabled Sandvine to increase the number of employees setting and reaching their goals by 5 times, and aligned individuals' work with the overall strategy of the business.

Sandvine used PeopleGoal to connect their individual goals to corporate objectives and create a cascading target strategy.

Sandvine

PeopleGoal's platform and its SMART Goals module enabled Sandvine to increase the number of employees setting and reaching their goals by 5 times, and align individual goals with the overall strategy of the business.

Case Studies.

From painful manual performance processes to employee performance management 2.0

"I realized that we’d need a more nimble solution for the performance management side of things and I was set on finding a solution that would enable me to compare performance review data against compensation data."

Moving beyond disparate data to connected performance management that works for people and business

"With PeopleGoal we can see projects being moved along and goals being achieved without having to check ten different systems. The solution is very clean and can be seamlessly used to solve many of the challenges we face. It’s really as easy as breathing."

Standardizing employee performance management to create a fair playing field

"PeopleGoal ensures a consistently good experience for employees irrespective of their location or other variables. That makes for a much fairer playing field and it enables us to benchmark performance for the first time across different geographies."

Achieving 100% participation in the employee review process

"I considered 5 other vendors before we settled on PeopleGoal and by far they exceeded my expectations."

Connecting individual goals with corporate objectives to create strategic alignment

98% of goals are now aligned to strategic objectives and are on track or completed by year-end.

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