A new era for performance management at RPS Group
In 2019, RPS Group Plc, a global business to business consultancy in infrastructure, environment and fuels set out its HR Transformation Roadmap. A pivotal par of this was to transform its disparate approach to performance management by introducing a modern, globally consistent philosophy and approach to performance management. Focusing on more frequent, meaningful conversations about performance, this was to be enabled by digital tools as part of an end-to-end global employee experience.
THE CLIENT – RPS Group are consultants, designers, planners, engineers and technical specialists delivering projects that matter in urbanisation, natural resources and sustainability. With over 500 offices worldwide there are over 25,000 talented people working across 100,000 projects annually.
The solution
As Change Communications & Engagement Lead, our CAKE Communications Associate Chrissi Harcourt-Wood supported the Global People Director, a team of seven regional HR directors; the Group Communications Director and the Organisation Development Lead to bring the HR transformation road map to life for all employees globally by:
- Advising on performance improvement methodologies/research to define the principles of the new performance management approach
- Designing the change framework that would umbrella the program and direct it’s distinct phases
- Designing and delivering the program of communications, engagement and education that would enable all employees and line managers to take joint responsibility in adopting the new approach, process and tools across RPS’s global locations.
WINNER
RPS Group received the Cornerstone RAVE (Remarkable Achievements & Visionary Elites) Award in the Performance & Career category 2022.
The award recognises over four years of hard work to transform RPS Group’s people processes and develop their award-winning Progress on Demand (POD) platform.
Content and collateral
The solution included:
- An RPS change framework that would direct the design, development, roll out, and adoption of the new performance management approach and digital tools.
- An identity and narrative for the new approach (Progress on Demand – POD) with a refreshed intranet.
- Media rich collateral including info-graphics, videos, animations, posters, live presentations and instructional / educational materials at each stage of the change process.
- A campaign of stories focusing on each of the principles that formed the backbone of the new philosophy.
- An educational program for Line Managers – up-skilling them with performance improvement models and techniques.
- Templated communications for regional teams to tailor and roll out to local teams.
The results and impact
With the new framework and tools in place, over 80% of employees received an annual performance review as a minimum – up from less than half.
More ongoing conversations
About performance and development.
Global consistency
A co-ordinated cycle, fair and consistent ratings.
Increased capabilities
Line managers and employees raised their understanding of performance management approaches and techniques.
Cultural shift
Conversations about performance became more regular and just in time – not just tied to annual performance reviews.
What RPS said
“You have a complete knack for listening to a problem / issue / opportunity and crystalising an approach to fit into key themes that make sense and flow in a creative medium. You arrange resources to get all of this done with minimum fuss. You focus on what will engage the end user and get them over the line..”
Tracey Newton, Organisation Development Lead
“The Change Framework was the best I have ever seen – simple and easy to understand.”
Senior IT Project Lead
Chrissi is a brilliant blend of tech geek, creative whizz and operational ninja! I loved working with Chrissi – a can do attitude, the right instincts, a great relationship manager and a cracking team mate in our small but perfectly formed team. Anyone looking for organisation performance expertise and support through change would do well to chat to Chrissi about how she could support you.
Emma Wilson
Group Communications Director