It’s no secret that employees and their managers feel bogged down by half-year and end-of-year appraisals. It feels like a box to check off on the to-do list, a reminder that yet another 6 months has passed, and fails to motivate people or improve their performance.

L&G approached Solvd Together to rethink the way the performance management conversations were taking place. Bringing our research, UX design and business coaching expertise to bear, we designed and delivered a practical toolkit of helpful resources. The best practice examples, tips, checklists, and question sets enabled managers across the company to prepare properly for the performance conversations, and focus on asking the right questions.

The positive feedback on the toolkit led to a second phase of the engagement. Stakeholders knew from experience and evidence, that the overall performance management process was regarded as a check-box exercise, and nothing to do with managing performance.

The Solvd Together team applied the 5Di approach to bring a human-centered design approach to the challenge. They conducted internal and external research to identify possible solutions that were then tested through a series of experiments. The experiments were selected according to the relevance and impact they had in other similar organisations.

The 6 experiments:

1. Objective Setting and Alignment
2. Motivation and Incentives
3. Monitoring and Tracking Progress​
4. Communication and Feedback
5. Growth Conversations
6. Barriers to Performance

The collected insights from the experiments were presented to the HR leadership team outlining what could be done to reimagine performance management at L&G. The relationship between L&G and Solvd Together continues, as the team seeks a new way of driving business performance and engagement.

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