Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
Leveraging Engagedly, performance management processes to support the strategy were made to be more progressive.
Engagedly worked with HIMSS to integrate its platform with a new talent strategy consisting of four major phases:
The move to priority-based goal-setting helped HIMSS realize a 35% increase in employee participation, and the recognition and gamification components built into Engagedly helped drive behavior change, with 91% of employees receiving points for achievements that aligned with company values.
Increase in employee participation
Employees received points for achievements that aligned with company values
Aligning recognition to core values and creating a feedback culture to scale goal-setting meaningfully.
HIMSS (Healthcare Information and Management Systems Society Inc.), a U.S. not-for-profit healthcare organization, set out to adopt a new vision as a changemaker in healthcare — under a “ONE HIMSS” approach — to align corporate values to the organizational strategy across the globe.
Leadership at HIMSS knew mission success depended on a major change to the siloed nature of how business units had been operating previously. This required implementing a Talent Management Strategy that could impact the entire employee experience, from recruitment, recognition, and performance management to continuous feedback and goal alignment for their over 400 employees.
After working with Engagedly to determine how best to enable employees to execute on the business strategy, the goals for performance processes and supporting technology became clear: better align cultural values to the performance management process to ensure people are more focused on development and feeling connected. It was critical that the focus was on improving performance rather than just measuring it.
To start, people were encouraged to give open feedback using the real-time feedback tool from Engagedly. Next, the PDP program was designed to integrate performance with feedback by incorporating a custom system of recognition badges that aligned with core company values. With Engagedly’s help, traditional processes like mid-year and year-end reviews were replaced with ongoing check-ins and feedback modules to help structure frequent performance conversations, along with a semiannual engagement survey to forward continuous improvement.
“Our approach to performance management is to better align our cultural values to the performance management process. We wanted to ensure people are more focused on development and feeling connected, rather than retrospective reviews or perceiving performance management as a compliance task they feel obligated to perform. Engagedly’s unified E3 platform helped us to engage, enable and execute our strategy in alignment with our One HIMSS philosophy.”
Within the first year of implementing Engagedly, HIMSS was able to pivot business priorities better to adapt to changing needs while keeping employees engaged — even 91% of employees received points for achievements that aligned with company values, a 35% increase in employee participation.
Additionally, Engagedly helped HIMSS strategically deploy additional development modules and integrations, such as ongoing check-ins, feedback, and learning.
