Performance Improvement

A global insurance company brought in Prestera FX to develop a series of elearning modules to train over 60,000 employees and managers worldwide on its performance management system, which included modules on preparing self-assessment, conducting year-end reviews, and conducting calibrations. These courses were translated by a trusted vendor-partner into several different languages before being deployed to the company’s learning management system.

This branching simulation was built leveraging green-screen, still photography in combination with 3-D backgrounds, which helped control costs while still providing the learner a rich visual environment.

A big factor in performance is hiring the right people for the right roles. A pharmaceutical client wanted to improve and standardize their hiring process for sales representatives. After helping them define what good looks like and turning those insights into a sales rep skills framework, we helped them develop an interviewing and selection toolkit for hiring managers. Interviewers were given a bank of sample questions that were organized around the various skill clusters and skills. The interview evaluation tool itself was also re-designed around the skills frameworks. Implementation led to more consistent hiring and the selection of more high-performing sales reps.

There is no better way for a manager to coach performance than to observe it firsthand and provide immediate feedback in the course of a conversation. With that in mind, we helped a sales organization create a process, documentation, FCR form, and training for sales managers conducting field rides with their reps. We ensured that it incorporated the sales skills framework that we had developed. Managers used the app to capture ratings and comments discussed during the field ride.

When managers provide performance feedback, it is not always clear what the employee can do to improve in that aspect of their job. For one global client, we helped develop a coaching guide for managers, containing not only criteria for how to assess performance but also developmental ideas that the manager could support. Our work culminated in an interactive PDF that enabled managers to move around the skills frameworks and development ideas, then document an action plan. It was translated into several languages and rolled out globally.

We designed and developed a series of video-based online courses (hosted by us) plus a live workshop to train managers of a global manufacturer how to coach and develop their employees for performance. The process and tools were infused with the company’s core skills framework and values. As managers implemented what they learned, we provided coaching and support. Employee engagement increased in most departments as managers began having a dialog with their employees around performance expectations, accountabilities, and performance outcomes. Both employee engagement and performance improved.