Project Detail

Opportunity

To replace its traditional annual performance reviews, the company launched a new program for all employees called Forte. After launch, feedback from both managers and their employees indicated that most employees were unclear about what should happen during these Forte conversations. In the second year of the program, I had the opportunity to redirect perceptions and practices, starting with people managers.

Audience

This intervention targeted all of the company's (50,000+) managers with at least one direct report. I surveys and focus groups, managers expressed frustration and confusion about what exactly should happen during the new type of development conversations they were expected to facilitate with their employees. They needed clarity, practical guidelines, and examples.

Action

Manager already had access to plenty of resources explaining the new Forte program. With a lighthearted approach to ease frustrations, I gave managers a play-by-play example of a Forte conversation in action. 

Impact

Data collected after this video launched showed approximately 30% fewer support tickets opened with internal HR support requesting clarification on Forte guidelines. Survey feedback from both managers and employees reflected an upswing in all categories, including answers to, "During my Forte conversation, my manager guided me in planning next steps for my development."