Last year, i3 Broadband started working with Kelly Gust at HR Full Circle to help build up their HR processes. One major area that the company needed to improve was their performance management. They never had a formal review process throughout the company. Each manager wrote their own reviews and conducted them once a year. Tasha sat down with Kelly to talk about performance management and she mentioned WorkDove. Kelly shared it would be a great platform that would be able to help with their performance management goals.
i3 Broadband consists of mostly front-line employees such as Installation Technicians, Cable Burial Technicians, Locating Technicians, Splicing Technicians, and Customer Service Representatives. IT was adamant that they have a program that could be used not only by their corporate employees but all of their front-line employees throughout multiple states.
Tasha went through the demo and really loved all the apps that were available. She knew that the company wanted to do reviews twice a year, regular check-ins, recognition, goal setting, employee engagement surveys, and succession planning. WorkDove provided all of that. “This was the employees’ way to not only improve themselves but also the company as a whole.”
After implementation, the WorkDove Customer Success Team asked how i3 Broadband wanted to conduct the training. With employees in multiple cities and states and with COVID still around they wanted to train all 180 employees via Zoom with 2 separate meetings. “All of our employees joined the training from their desks or vehicles. Everyone was engaged, asking questions and even going through the system and entering test recognition posts in the Recognition app during the training.”
i3 Broadband has now completed 2 rounds of performance reviews, goal setting for 2022, monthly or weekly check-ins, 9- box leadership succession assignments, an employee engagement survey, and a ton of employee recognitions. The employees love this system because it is simple to use.
Front-line employees have been the most engaged with WorkDove and use it more than the office employees and leadership. This system improves communication between the employees and their managers; they like having a voice in their performance and development. Reviews are no longer a manager telling them everything they did, good or bad, throughout the year. Now it is about the employees leading the conversation, and both the employees and managers are discussing what needs to improve and what the employees need to do their job more effectively.
“It may seem like it would be difficult to be able to get technicians who are out in the field to be engaged in a performance management system like this, but for us, it was the complete opposite. I set the expectation with a due date that gave them plenty of time to complete their self-assessments. They have embraced the new process and provided great feedback to us about employee satisfaction.”