BetterWorks

Owned by Jakub Mormul (Unlicensed)
Jan 22, 2018
3 min read



This tool has solely been researched by the WilsonHCG Innovation team.

Summary

About BetterWorks

Founded in 2013, BetterWorks was built with one simple goal in mind: to make work better. We’d all experienced the struggles of traditional performance management at other jobs – setting and forgetting goals once a year, rarely receiving feedback on our work from peers or managers, struggling to help our own teams stay engaged, and never quite knowing how our work mattered to the company. We knew there had to be a better way.

Enter, Continuous Performance Management™. We’ve created a powerful new approach to managing and evaluating performance that helps organizations of all sizes improve employee engagement, development and, ultimately, execution. Unlike the traditional annual performance review process, Continuous Performance Management enables a goal-centric approach to performance that is embedded in your day-to-day operations, with better feedback, alignment and conversations between managers and employees. Best of all, we think it makes work just a bit better for everyone.

What is continuous performance management?

Continuous performance management™ is a process where employees exchange lightweight, ongoing feedback and managers and employees have frequent coaching conversations. Leading companies switch from traditional to continuous performance management to ensure alignment, drive high performance and improve employee engagement.

Continuous Performance Management

Traditional performance management just isn’t working. Today’s HR leaders want an easy, better way to help managers become effective coaches and improve employee performance.

Here's the reality:

  • 6% - Only 6% of organizations believe their current process for managing performance is worth the time
  • 32%  - Less than one-third (31.5%) of U.S. workers are engaged in their jobs
  • 10% - Already, 10% of Fortune 500 companies have done away with the annual performance review.


Connect 4 Elements of Your Performance Process

  • Goals/OKRs - Make goals the key to meaningful feedback in your performance process.
  • Check-Ins/Conversations - Schedule frequent check-ins so your managers can become better coaches.
  • 360/Peer Feedback - Easily exchange peer-to-peer feedback in real time.
  • Performance Reviews - Inform your annual reviews with relevant data from goals, check-ins and peer feedback.

What are OKRs?

OKRs (Objectives and Key Results) is a management methodology that connects the work of employees to the company's overall strategic plan. Objectives are what you want to accomplish. They should be aligned and supported by the organization, plus aspirational. Key Results explain how you'll get there. They should be measurable, limited in number and have a deadline.

  • Objective - Put a man on the moon by the end of the decade
  • Key Result - Build a lunar module weighing under 40,000 pounds by December 1965

What are the benefits of OKRs?

OKRs help businesses:

  • Make the goal setting process more disciplined
  • Clarify expectations for employees so they're working on the right things
  • Enable better communication and conversations through transparency
  • Establish indicators for measuring progress and success
  • Align goals throughout the organization

Drive Better Execution with Powerful Goal Management

BetterWorks takes the headache out of managing individual, team and company-wide OKRs – even across thousands of employees. We do the heavy lifting while you focus on aligning everyone and executing more effectively. Here's what makes BetterWorks different:

Goal Science Insights

We use Goal Science thinking and proven operational best practices to provide an open, collaborative platform for easily setting, measuring and cross-functionally aligning OKRs.

Collaborative, Agile OKRs

BetterWorks helps you view and connect to coworkers' OKRs, encourages innovation and feedback from the bottom up and keeps employees engaged and focused on the big picture.

Frequent Updates

The "set and forget" model of annual goal setting no longer cuts it. As the pace of business increases, you need a flexible system that helps your team dynamically adjust focus areas as priorities shift throughout the year.