Capitalise For Corporate Performance

We were contacted to develop leader capabilities to improve the quality of performance conversations across a network of early years learning centres and their training teams.

Problem

An existing performance appraisal system for a network of early childhood learning centres, was deemed ineffective and stressful for both leaders and employees. The traditional yearly review method was quickly identified as too lengthy and admin-heavy with an archaic rating system.

Solution

Purpose. overhauled and adjusted to a more appropriate system for the working environment, via the use of conversation cards that change “theme” on a monthly basis. The purpose of this approach aimed to encourage ongoing communication and feedback between employees and leaders.

Result

Through this change, the child-care centres achieved greater leader engagement across the board. The system created transparent expectation setting between parties and allowed for creativity to blossom without fear of judgment or wrong doing. Peer-to-peer feedback and praise was built into the design which greatly improved the level of communication between employees and management as well as a reduction in the number of escalated issues.

Purpose. were engaged by a 24/7 disability service organisation to supplement the senior leadership team with strategic HR services after the unexpected departure of a longstanding human resource manager.

Problem

At the beginning of the COVID-19 pandemic, a full-time disability service provider was left with a HR leadership gap, coupled with the strain on the business due to the pandemic, created an array of HR challenges for the business. 

Solution 

Purpose. worked closely with the CEO and redesigned the organisational structure to strengthen their strategic HR position. Supporting the selection and onboarding of new leaders, we continue to deliver project-based and responsive HR services. 

Result

The organisation achieved much-needed stability through onsite and remote support programs for employees and leaders. We fast-tracked workforce planning and rostering adjustments to support the health and safety needs of essential workers during COVID-19. Our work provided space and time to focus for the new senior leadership team so that they could make an informed decision about HR in a cost-effective manner whilst stabilising key roles at an executive level. 

We were asked to lead the organisational change program for a New Zealand-based, Fortune 500 company as they embarked on a significant workforce transformation.

Problem 

Infrastructure development and SAP implementation paired with the decommissioning and relocating of employees and assets meant the local HR department was stretched beyond their collective capacity.

Solution

Over an 18-month period, Purpose.  assisted with extensive training and cross-organisational advocacy to ensure the ideas and solutions addressed the needs of the local operations. We temporarily led the local HR team while all the expatriate arrangements were being managed ensuring a smooth transition toward their new vision. 

Result

The period of change was successful, with the former infrastructure smoothly decommissioned whilst we achieved greater alignment across their local production teams. 

We were asked to design a bespoke performance management system to promote, motivate and reward the employees of a large business with an ambitious workplace culture.

Need

Purpose. approached this goal by understanding the current needs along with the aspirations and vision of this fast-growing, market-leading retailer. The business had successfully responded to the impact of COVID-19 and this mobility provided confidence that their ambitions could be achieved. The leadership and management teams were inexperienced with performance management systems and so there was an opportunity to influence and shape the system design to their specific needs without the hangover of past experiences (let’s face it, few are positive).

Solution

We introduced the Objective and Key Results (OKR) framework on a quarterly cycle along with a monthly progress check led by employees and a quarterly assessment and rating process. All of the process goals were weighted equally between Performance and Values outcomes so the continuous assessments are focused on coaching-styled check-ins and this means there are fewer surprises at the end of the year.

Result

The OKR framework enabled employees to lead  their own progress with the assistance of peer feedback and quarterly Manager Assessments. The framework also offered a Short Term Incentive Plan (STIP) which financially rewarded High Performance outcomes. Purpose. also introduced a suite of tools to enable an efficient process that was focused on conversation not documentation.