FEATURE FOCUS
Monthly Check-in
Monthly Check-in - Focus on what really matters
1-on-1s are known to strengthen relationships between managers and their team members. While sometimes it can feel time-consuming, we believe at Enovation that by taking a whole different approach, the return on investment can be huge.
That’s why we have partnered with Robert Mosley, a well-known HR consultant, to bring in his OCD framework into Aura. The framework focuses on the implementation of three key components to deliver best in class performance management conversations.• Objectives – a process of monthly check-ins called MSC’s (Must Dos, Should Dos and Could Dos)• Competencies – an individual assessment of an employee’s proficiency against core business competencies and specific job-related competencies.• Development – Ongoing discussions regarding personal development or career aspirations of an employee
Must
Do’s
Should
Do’s
Could
Do
Easily define and track MSC’s every month. Employees may also
plan MSC’s in the months ahead, especially if working on grander
scale projects
- Allow managers and employees to work collaboratively in
defining performance goals.
- An employee can leave comments on progress against their
monthly MSC’s
- Simple completion tick box approach which will automatically
calculate your employee’s performance score or rating
- Employee performance score/rating will automatically update
end of the year appraisal form.
The MSC framework embedded into Aura encourages organizations to set realistic stretch goals that are specific and measurable. Implementing MSCs can improve company-wide alignment, increase transparency, empower employees and supercharge progress.
So, it’s goodbye to the 2-hour end of year appraisal and hello to beneficial monthly check-ins between managers and employees to discuss progress against monthly goals and little to no administrative activity.
360° Feedback
Employees can self-assess and request feedback from their managers and peers
Career Pathing
Our Career Gateway matches employees to internal roles based on their skills
Skill Gap Analysis
Helps employees pinpoint the skills they are missing to move into their next role
Development Plans
Employees target their training programs to develop the skills they will need in the future
What it does
- Allows manager and direct report to align on what tasks need to be done over a given month.
- Structured in a conversational fashion in the form of Must-dos, Should-dos and Could-dos (MSCs)
- Task completion is scored and can contribute to an appraisal cycle.
- MSC has been used as very little training needed for managers which is not the case for OKRs
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“Thanks to Totara and Enovation we now have a robust e-learning solution for delivering important training and procedural updates to our staff. Totara’s certification workflow and custom reporting features in particular have allowed us to set up a compliance management process that aligns well with our business. We are now looking forward to extending our use of Totara to enhance staff learning and development in line with our goals for the business.”
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