Rudolph And Sletten Case Study

Rudolph and Sletten knew that it had to become current to catch up with the industry’s trends in performance management. The company was still doing paper evaluations for performance reviews, filling out forms manually, scanning and then e-mailing. They were completely outdated.

In the past, Rudolph and Sletten worked with a learning management system that over promised and ultimately could not deliver even the most basic things. They switched to Engagedly because, as Shareen puts it “we were looking for a company that could walk the walk.” She knew the company needed a platform that offered an easy and intuitive user experience, along with a simple interface. And because engagement was an important part of the company’s culture, Engagedly’s developed social learning and collaboration features were appealing.

With Engagedly, employees and managers were now dedicating more time to performance reviews and process, so the time and money associated with the implementation did increase. “But I don’t think we should merely look at the productivity in terms of how much time and money we’re spending. I don’t think that’s the right way to look at it. We need to spend this money and time. It’s more of ‘how do we make it easier to spend the time that needs to be spent anyways.’” The biggest success was shown in the completion rate, which rose from 33% to a full 100%. Every single individual was now actively involved with this new system.