Below is our recent interview with Dallas Romanowski, Co-Founder and CEO at Performance Culture:
Q: Dallas, can you tell us something more about your performance management platform ?
A: Performance Culture is a web-based performance management platform that’s focused on developing high performers. This is accomplished by not only focusing on performance objectives but also behaviors that support your core values and foster team chemistry.
Our mission is to help leaders build better teams to achieve better results. We do this through the three steps of Align, Coach, and Lead.
The first step, Aligns team members around your organization’s purpose (mission, vision and core values) and establishes what success looks like for each employee (performance objectives and team-based behaviors).
Second, the Performance-Values Matrix is used to help managers Coach employees. This coaching focuses on key behaviors that drive results and support a great workplace culture. Team members can request 360-Degree Feedback to gauge management effectiveness and employee satisfaction.
The third step, Lead, emphasizes the importance of evaluating the performance of employees, teams, and managers. Leaders ensure that their star employees are recognized and rewarded, helping them to quickly assess if they have the right employees in the right seats.
Q: What type of software do you provide to your clients?
A: Our software includes tools that help support the process of Align, Coach, and Lead. Some of the features include Performance Reviews, Check-Ins, Employee Engagement Surveys and 360-Degree Feedback to name a few.
We designed the software with the manager-employee coaching conversation in mind, and the features in the application support the facilitation of these coaching conversations by providing tools for managers to document conversations.
In addition to our software, we offer services that support the processes behind the software application. Our coaches can help organizations design their performance management program, facilitate leadership alignment workshops and train their managers.
Q: Why is employee engagement important for any company?
A: Employee engagement is top of mind at almost every modern company. According to a recent Gallup state of the workplace report, Gallup reports that 85% of employees are not engaged or are actively disengaged at work. This has an incredible impact on employee productivity and the overall success of organizations around the globe.
They go on to report “The economic consequences of this global “norm” are approximately $7 trillion in lost productivity”. That’s a lot of wasted cash!
If these statistics alone don’t give compelling evidence of the importance of an engaged workforce then take a look at Fortune’s 100 best companies to work for Index.
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The Top 100 Companies have consistently increased their value by almost a 3 to 1 margin!
The leaders of these companies understand that their primary competitive advantage is their people. They know they must create an environment that motivates team members to be their best by:
1. Aligning teams toward a common purpose with a shared value system;
2. Providing frequent feedback and coaching to maintain alignment;
3. Recognizing good behaviors as well as performance; and
4. Not accepting low performance, poor attitudes or negative behaviors.
Building a Performance Culture at these organizations has significantly increased employee engagement and improved their competitive advantage.
Q: Who are the primary users of Performance Culture and what are some of the key challenges you are helping them solve?
A: The primary users of Performance Culture are organizations looking for a way to streamline and improve their current performance management process.
Within these organizations, typically it is the executive team and/or the human resources department that are the champions of the system. Other primary users are managers. Managers use the software as a coaching tool ensuring they stay aligned with their team. The system allows them to keep an open line of communication throughout the year with the use of Check-Ins and 360-Degree Feedback.
Implementing our software not only decreases administrative time spent on performance management but also gives leadership teams valuable insight into the health of their organization.
Managers and other leaders can use tools like the Performance-Values Matrix and Workplace Satisfaction Surveys to gauge how they should be spending their time coaching and developing their employees. Managers coach, evaluate and recognize employees on both performance as and core values.
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Q: What are your plans for the future?
A: We will continue to listen to our customers and ensure we provide everything they need to have a successful performance management process within their organization. Customer feedback has really driven our application development plans.
In May 2019 we plan to release our latest design which will include a Recognize feature. This feature enables team members to recognize peers based on their organization’s Core Values. Peer recognition is displayed in each user’s dashboard and can easily be seen by everyone in the organization. Recognize will be a great addition to Check-Ins and Performance Reviews. The combination of the three features will help leaders truly build high-performing, engaged teams.
