Embracing Performance Kaizen - a performance case study at Springer Nature Pune

Every organisation hopes / expects / demands high performance from their employees and teams. It's not very long ago when most effective organisations in the world had a ritual called yearly goal - setting. Many organisations still continue with this where the HR cascades a set of goals set by the organisation's leaders for their employees. This is usually followed by a quarterly to yearly review cycle which with most organisations are linked with incentives. In general terms, there ain't any flaw with this system; goal setting is an efficient way to continuously improve oneself. However, the execution of this process may be flawed and may lead to unoptimized results.

With the advent of business agility, this focus shifted towards continuously learning & improving organisations. This meant that faster feedback was highly recommended for performance improvement and the idea of year-long goal setting seemed a talk of the yesteryears. Many organisations embraced this change by completely abolishing the yearly goal setting practice and instead relying on mentor relationships for an individual's performance improvement. This did improve relationships at the same time hindered transparency since the organisation goals were no longer directly accessed by every employee.

When seen from the perspective of game theory, it's evident that optimum results are obtained when employees achieve goals which are highly beneficial to them at the same time aligned with the organisation's goals. With the former approach explained above, it's pretty clear that the employees in the first case were aware of the organisation's goals, even if the goals were not aligned with their personal goals. Whereas in the latter case, the lack of transparency meant that the individual's goals were highly focused and may not be in-line with the organisation's objectives.

This is where Performance Kaizen aligns these two systems with a flavour of Management 3.0 in order to create an optimum setup where high performing individuals, teams, and organisations can thrive. In this session, we present a case study of this implementation at Springer Nature along with our results and learnings; followed by a brief hands-on exercise for the attendees

 
 

Outline/Structure of the Experience Report

  • An introduction to SMART goal setting system
  • Walkthrough of the Performance Kaizen system
  • A case study of Springer Nature's gamification
  • Understanding the tracking mechanism
  • 15 minutes hands-on for the participants

Learning Outcome

  • Introduction of Kaizen for continuous performance improvement
  • Moving towards a learning organisation with Business Agility
  • Gamification of performance improvement using Management 3.0

Target Audience

People Managers, HR Representatives, Organisation Leaders, Individuals focused with continuous self-improvement

Prerequisites for Attendees

Although not mandatory, a basic understanding of Kaizen would help.

schedule Submitted 5 months ago

Public Feedback

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  • Jeff Lopez-Stuit
    By Jeff Lopez-Stuit  ~  4 months ago
    reply Reply

    I like this proposal a lot, but worry whether the attendees will get enough content within a 30 minute session if there's a 15 minute hands-on exercise included.  There's a lot of valuable content in the proposal.  It might be good idea to reduce the size of the exercise, and focus on the content.

    • Rucha Ramchandra Kapare
      By Rucha Ramchandra Kapare  ~  4 months ago
      reply Reply

      Hello AngJeff Lopez-Stuit ,

      Thank You for the comments! 

      I have marked this under the category of an 'Experience report' as this was a case study which we conducted at SpringerNature Pune. By default an 'Experience report' is allotted a time slot of 30 minutes, but it I get a 15 minutes extra slot it will help the attendees get a first hand experience of this exercise. If not, as you have suggested we can remove the exercise and cover the case study and its findings in the allotted 30 minutes. 

      Please let me know if you have any follow up questions.

      Thank You

      Rucha R K 

  • Angsuman Chaudhuri
    By Angsuman Chaudhuri  ~  4 months ago
    reply Reply

    Hi Rucha,

    Thank you for making a submission to Regional Scrum Gathering 2020!

    I like these aspects of the submission, and they should be retained:

    • How the Performance Kaizen along with Management 3.0 can improve the performance of an individual or team, etc.

    I think the submission could be improved by:

    • You could make your abstract precise by focusing on moot point so that participants don't get distracted
    • Can you please elaborate on how you would utilize the 30 mins time slot? I can see you already have 15 mins of hands-on session.
    • What are the measuring aspects you are considering?
    • Rucha Ramchandra Kapare
      By Rucha Ramchandra Kapare  ~  4 months ago
      reply Reply

      Hello Angsuman Chaudhuri ,

      Thank You for the comments! 

      The abstract here was to set the context, but it would be much shorter and interactive in the live session. I have marked this under the category of an 'Experience report' as this was a case study which we conducted at SpringerNature Pune. By default an 'Experience report' is allotted a time slot of 30 minutes, but it I get a 15 minutes extra slot it will help the attendees get a first hand experience of this exercise. If not we could still cover the case study and its findings in the allotted 30 minutes. 

      Please let me know if you have any follow up questions.

      Thank You

      Rucha R K 


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