Performance through development

Align your team and ensure the right conversations are happening to hit your goals
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CoachBot helps managers create clarity and alignment on what needs doing and how to get it done regardless of where they are in the world.
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Continuous performance management & engagement:

Set goals
When you are working remotely it’s even more important to be clear on your objectives. Saberr helps the team define and agree on objectives & strategy.
Performance check-ins
Drive performance with regular check-ins on goals to track progress, understand blockers and help coach employees to success.
Development check-ins
Support team members through regular conversations to encourage development. Use profiles to understand team members strengths, values and preferred ways of working.  
Team conversations
Performance isn’t just about the individual - it’s about the team working together.
CoachBot provides more support to address the challenges that teams face than any other tool on the market.
Build psychological safety
Psychological safety is the no.1 factor distinguishing high performing teams.
The structure, suggestions and nudges in the Saberr platform are proven to increase it by over 40%.

Track progress
Regular updates to understand whether the right conversations are happening.
Pulse surveys as required to gather feedback on performance.
“Historically one of our major challenges was having everyone aligned and clear on their own objectives, team objectives and how this related to the company objectives. CoachBot has transformed that with clear team purpose and goals, retrospectives and one-to-ones.”
Annemie De Smet
HR Director at Iptor

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How we support performance management

The key to performance management is having the regular conversations that enable performance. These conversations need to happen both one-on-one and as a team. At Saberr we have developed the most comprehensive platform to ensure that managers have the conversations that drive performance.

Set goals for individuals and teams

Whether you are using OKRs, Balanced Scorecard or anything else it’s important that individuals and teams have clarity on goals. For a highly interdependent team there will be an emphasis on collaborative goals. If you are working more independently the focus is on individual goals. It’s important to have the flexibility to manage both and the Saberr platform makes it easy.

Performance check-ins

Setting goals is just the start of an effective performance conversation. What differentiates higher performance is the quality of the conversations that ensure that you achieve the goals. The Saberr platform provides the most extensive range of support to unblock inevitable challenges. These include key conversations to check in on operational progress as well as meeting templates guides and profiles to understand individual drivers in depth.

Development check-ins

Performance is not just about goals and tasks - it’s also about personal growth and developing the skills for future challenges. Use the Saberr platform’s psychometric profiles and development conversation templates to get to know your team’s working preferences, values and strengths. See what it feels like to build a culture of performance development in your team.

Review progress

Understand whether the conversations that matter are taking place. With the Saberr platform you can understand the team context, the activities the team are doing and how they are affecting team performance. Giving you a unique understanding of team performance data and progress.
One of our major challenges was having everyone aligned and clear on their objectives and how these liked to the company objectives. CoachBot has transformed that with clear team purpose, goals, retrospectives and 1-1’s.
Annemie De Smet
HRD at Iptor
CoachBot is a scalable coaching solution. 12 months of CoachBot is 70% cheaper than a single human facilitated session. We’ve seen a lot more open dialogue, alignment and a shared understanding of our values. We’re rolling CoachBot out to the wider business as a result.
Simon Baty
Head of Fixed Income at NatWest
Saberr is, in my honest opinion, leading the way in terms of combining the best underlying science with impressive analytics, NLP, AI, bots, etc. to support work teams.
Michael O’Leary
Faculty Chair, Georgetown University

Our philosophy on turning performance management into performance development

Performance management is increasingly being advocated to be two separate activities: performance measurement and performance development. Attempting to do both with a single system invariably leads to doing both badly. Even GE, the pioneers of performance management are getting rid of performance reviews and ratings in favour of systems that encourage ongoing check ins between managers and their employees in an attempt to motivate and encourage an acceleration in performance. Sonia Boyle, VP HR at GE Canada explains the motivation,

“Traditionally, performance management, as we would call it, was really a look back. It was formal, it was usually once a year, sometimes twice. But it was always looking backward. And I think in order for any type of performance development system to be worthwhile, it really needs to be about trying to go forward. And that’s really what our shift has been about.”

Introducing a system that encourages employees to regularly reflect on past actions in order to inform future actions is great but is easily undermined if the reward mechanism promotes different behaviour. Using these check-ins to set salary or compensation is not conducive to creating an environment of honest interaction between employees and their managers, which is what results in actual learning and improvement. We believe the way forward is through making sure your teams are having regular, honest and useful discussions about performance that fit into their workflow, or as we call it Performance Development. Helping managers get into the habit of consistent coaching conversations with their reports or between team members should be the primary aim of any new performance management initiative.

Ten years ago about 75% of companies used a ‘competitive evaluation’ performance management model, where you rate or rank people then force the distribution to remove those at the bottom. Now, however, 75% of companies are using the ‘coaching and development’ model that focuses on trying to help everyone perform better. A fantastic example of this shift is Adobe, who have implemented a ‘check-in’ system whereby managers and employees regularly have to discuss expectations and career development. Adobe say that this change has saved the company 100,000 manager hours a year. Another route to explore is GE, who focus on real time performance development using a mobile app, but more interestingly began their transition to this process by building a ‘collaboration’ room where teams agreed on shared goals. Consequently the engineering team that carried out this pilot, ended up redesigned a cooling system for far better performance and 50% lower cost. Performance management systems such as these are a great example of companies looking objectively at their performance management systems and creating a new coaching and development style model that works well for them — and for delivering results in a working world that increasingly demands collaboration and innovation. These two examples show that simple changes like getting teams to have a shared goal and encouraging regular coaching conversations along the way to reach this goal can help you develop performance.

Often the objection to a shift in a less formal performance development system is that compensation is normally tied to performance management systems. Results from a recent McKinsey survey show that effective performance management is more likely when organisations separate compensation conversations from formal evaluations. We agree with this. To generate a truly honest coaching conversation where failures are talked about and learned from, compensation shouldn’t be involved as it prohibits employees from feeling safe to make mistakes in the name of progression or even asking for an honest view of where they might improve. When setting up CoachBot, we often have purpose, goals and behaviours conversations, so teams can work out what is important to them and therefore the best way to improve performance. In a recent 3 month pilot of CoachBot, teams we worked with were 19% clearer on their expected behaviours and openly discussed how they can work better as a team, which led to a 12% improvement in perceived performance in less than 6 weeks. In the performance management world that's a huge return on investment. Creating an environment of constant learning, honesty and improvement is half the battle when it comes to improving performance and this comes from regular, honest discussions within the team and on a one to one level. If managers can have these kinds of discussions with their employees, they can not only understand how their employee is doing, but they can help improve their performance as the process goes on. Our 1-1 meeting feature within CoachBot helps create these kinds of discussions, as, among other things, it allows both manager and employee to set the agenda before the meeting, therefore making sure both parties get what they want from the meeting.

You don’t have to ‘change paradigms’ or ‘transform processes’ to successfully develop performance. If HR leaders can help create regular coaching conversations between managers and their teams then performance management will naturally become a process of performance development — not overnight but certainly over a few weeks. This is particularly true for new managers. If HR can facilitate a great leadership development programme for entry level managers when habits are still forming then the incremental impact of the programme will last for years.

Helping teams discuss difficult topics and solve problems themselves is the key to naturally embedding performance development into people’s day to day work. And creating this open, self-improving environment helps not just improve performance, but it can make all of our lives a lot easier!

Rethink what drives performance.

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