This blog explores how Delaware deployed a flexible approach to career development with SAP SuccessFactors, by giving employees the power to take ownership of their career progression through the promotion of a feedback culture.
Over recent years, there has been a significant shift away from traditional performance management evaluation methods, where employees are rated and ranked against their peers. In today's world, more organisations are shifting towards a flexible approach, where employees are instead coached through their development Bersin, 2018.
This blog explores how Delaware deployed a flexible approach to career development with SAP SuccessFactors, by giving employees the power to take ownership of their career progression through the promotion of a feedback culture.
As Delaware continues to mature as an organisation, so does our approach to career development and continuous feedback. Delaware’s newly defined career model ensures a simple, effective, and flexible approach to performance.
We recognise that career development is not about ticking boxes, ratings and rankings, but about giving employees what they need to plan and build their careers to deliver high performance.
Feedback is a fundamental part of our culture, and we recognised that by encouraging our employees to regularly give feedback, we were able to create an environment where employees were self-aware and were able to grow and perform at their best.
Thanks to our recent implementation of SAP SuccessFactors Performance and Goals Management, we were able to accommodate this approach to feedback.
SAP SuccessFactors gave Delaware employees the flexibility and power to take control of their performance review by allowing for performance forms to be launched periodically by the employee.
Due to the nature of the business, consultancies often have employees working on different projects for varying durations. As a result, our approach to feedback and performance management is non-linear, and so to address this, we developed a flexible feedback mechanism that considers the dynamic nature of the work and allows for continuous monitoring and evaluation of employee performance.
By combining SAP SuccessFactors Continuous Feedback and SAP SuccessFactors Performance and Goals modules, employees can showcase all feedback obtained, be it formal or informal.
Delaware’s SAP SuccessFactors consultants worked closely with our HR department to deliver a simple and effective solution, requested by employees. Our experts, Rebecca Preston and Aiste Ksenofontovaite, were able to take a business-centric approach to the implementation, playing the dual role of Employee and Consultant, ensuring that the consultants and the HR team were working towards a shared goal. This became the pillar of the success of this project.
Operations Director, Delaware UK & IrelandIt was clear that the consultants and the HR Department were both working towards a shared goal; one team with a vested interest in success.Karen Green
SAP SuccessFactors is a scalable solution, which meant that it could facilitate Delaware’s gradual approach to change with a phased roll out, which included different Performance Review processes going live on SAP SuccessFactors periodically. This approach allowed us to continuously review the approach and track adoption at each stage of the roll out ensuring it was well received by all stakeholders.
SAP SuccessFactors has been a powerful tool that has improved operational efficiencies across the business. Digitalising performance management has allowed both HR employees and team managers to have greater access to reporting and analytics, share information more effectively, and track progress with ease.
If you'd like to find out more about transforming your Performance Management or discuss how Delaware’s experts can support you with this, get in touch today and get started on your digital journey.
