Meet the client:
Behavioral Learning Center, Inc. offers programs specifically designed to meet the unique needs of children and families affected by autism spectrum disorders and other developmental disabilities. Each program begins with a comprehensive assessment of the child’s current skill level as well as their behavioral patterns. The center has locations spanned across Los Angeles County – Santa Clarita, Calabasas, Palmdale, Sherman Oaks, and Denver, Colorado – and have provided invaluable early intervention services for more than 12 years.
With an ever-growing employee strength (more than 300 team members), effective employee assessment is one of the significant initiatives that the Behavioral Learning Center was aiming at. They felt that while they were forging ahead and evolving as a company, their employee review system was ineffective. Behavioral Learning Center knew the importance of having the right people in the right jobs, and hence efficient performance management system was the prime agenda.
The Behavioral Learning Center team consisted of more than 50 managers with a rotating team that changed after the completion of each project. In a workplace that is increasingly collaborative and knowledge-intensive, it was becoming increasingly tedious and ineffective, to review the performance of team members after the completion of each project as neither the team or project manager remained constant.
In the current system, the HR at Behavioral Learning Center had assigned all managers their dedicated team members, but since their organization structure was agile, it made it challenging to evaluate the employees when the team shuffled. It was cumbersome for HR, and the management to provide a foundation for determining increments and succession plans for employees and the development of an organization. The performance review system was not conducive to driving organizational growth.
The challenge was two-fold here: The first challenge was to give an effective platform for managers to review their team, and second, was to devise a comprehensive yet straightforward employee performance evaluation process that could fit the changing roles of team members for each project.
The job was to implement a single automated system that could be used for all of the employees for all their locations without any significant training requirements. The concierge team at AssessTEAM put their thinking caps on to find an effective solution for the educational center.
The first idea was to make all managers as evaluators and schedule evaluations every quarter. But, this will entail that each manager will receive hundreds of emails every quarter, making it extremely difficult to sieve those mails and find the ones that needed their attention. What was required was to design a simple way for the managers to evaluate the changing team members without having to follow a tedious mail trail or a cumbersome process.
Working closely with the management at Behavioral Learning Center, AssessTEAM drew up a list of the criteria that a new system needed to meet its strategic goals. Top on the list was the ease of use.
AssessTEAM proposed Continuous Feedback as a powerful tool to monitor their business in real-time. This made it simple for the management to roll out a employee evaluation system with the least amount of disruption to the work schedule. With Continuous Feedback, they can quickly adapt to changing processes, changing teams, and changing projects while using a robust platform to audit their current employee strengths and identify skills gaps.
After the successful implementation of the Continuous Feedback System, we observed the following.
- Savings of over 40 man-hours every month as the HR was no longer managing the employee database on spreadsheets.
- On-field assessments because popular and evaluations would get processed quickly using smartphone apps.
- Feedback requests would automatically go out as soon as the projects are completed, resulting in increased harmony between the administration and the team.
- Increased productivity levels due to employees receiving timely feedback as push notifications on their smartphones.
- Employees understand better what’s expected of them, they voiced concerns about the expectations and a number of misconceptions were clarified.
- A marked increase in employee engagement, with voluntary turnover decreasing by 30% since continuous feedback was introduced.