Tita: Xinrui group uses one-to-one talk to promote the success of performance change

Xinrui group adopted the retirement plan 、 Insurance and consulting services , Help companies provide their customers with a safer financial future , The group owns 1,500 Multiple employees and 26 One office , Need a performance management strategy consistent with the way the company conducts its business , And provide employees with frequent career and growth dialogues .

The following is our relationship with the chief human resources officer of Xinrui group CHO Q & A of , About how they transition from annual performance appraisal to more continuous performance dialogue mode .

Tita: Can you tell us about your team and how you support the company's performance management project ？

CHO： Our HR team has 13 Employees , We cover core human resource functions 、 Learning and development 、 Talent recruitment and participation （ Diversity and community work ）. stay 2021 year , I took the lead in Tita Systematic decision process , And implement landing . My team members are responsible for driving day-to-day operations .

Tita： In the use of Tita Before , What is performance management like ？

CHO： Performance appraisal is conducted once a year , It is a review of past performance . Bonus and salary are often too closely related to assessment , And become the focus of the conversation . I also want to explore decoupling compensation from dialogue , Give employees and managers the opportunity to talk about career and growth . This experience is very rigid , It's not good for our employees .

Tita: Why did you decide to change your performance management plan ？

CHO： When I first joined , The company is going through a period of substantial growth , The company is a flexible and fast-growing company , I hope our performance management strategy is consistent with our culture . We also have some exciting acquisitions , So we want to ensure that employees have the opportunity to develop relationships , And conduct continuous dialogue throughout the company . our CEO I believe in continuous dialogue 、 Connect and build relationships .

Tita： In the performance appraisal , Why did you decide to choose Tita？

CHO： We studied and tried many different platforms , Finally decided to adopt Tita For the following reasons ：

With the whole Tita The team conducted efficient and effective communication , When I explore different suppliers , I was impressed by their product knowledge and their understanding of the challenges of my needs , We can quickly enter into a productive dialogue .
The flexibility of the product provides us with the breadth to participate in the continuous dialogue .
The ability to provide continuous dialogue to employees .
Shift from annual retrospective performance reviews to more frequent conversations , Assessment shall be conducted once a quarter , And provide change management support .
Tita: How does your company use Tita Of ？

CHO: Tita Provide our employees with more default templates for continuous conversations . We encourage employees to have informal meetings at least once a month 1 Yes 1 meeting , A more formal check-in is carried out on a quarterly basis , Talk at all levels once a year . This process has been well received , The average completion rate of our quarterly sign in is 97%.

Our culture has always been keen to promote honor and achievement . With Tita, I really like to “ praise “ Pull to assessment , This way managers can avoid any retrospective bias , And pull all the great work done by their team .

We are also OKR Target users , We set goals every quarter , The product allows employees to flexibly adjust and update in case of any change .

Tita : How do you educate your employees and drive Tita Adoption of ？

CHO: Tita Integrated into our induction and training programs . During the employee's employment , We have conducted special training for all new employees . We also provide some on our intranet 2-3 Minute video , Provide review on different aspects of products that employees often use .

After each quarter's sign in , We share the completion rate at the staff meeting . My HR department attends management meetings , And lead each business leader to understand their team's results and future improvements , In order to carry out 1:1 Interview .

Tita： Xinrui group adopts one-to-one talk to promote the success of performance change
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