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intelliHR is a people technology company based in Brisbane, Australia.

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Are you using filing cabinets and spreadsheets for your people management system?

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  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "In 2016 we rolled out intelliHR, and in 2017 we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."

  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "With the implementation of intelliHR, the improvements in our culture are clearly visible. intelliHR is a tool that helps with our strategic cultural goal of being a great place to work, with improved engagement, communication and goal management now well on track."

  • Belinda Maybury

    Belinda Maybury.

    Sheldon Commercial Interiors

    "

    Since starting regular staff check-ins through intelliHR, we discovered how much more capability one staff member had than we initially thought. We have since assisted his career progression and conducted a remuneration review. The outcome was a happy employee feeling valued and appreciated. Without intelliHR prompting us to address this in real-time, we could have lost this valuable employee.

    "

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Feedback | 5 min

Video: Pendleton Feedback Model

Video: Pendleton Feedback Model

Transcript:

Hey guys I’m Paddy from the customer success team and intelliHR and today I’m here to talk about giving feedback. There’s a really cool framework around that help leaders structure really effective and meaningful feedback conversations with their employees and we’ve tried to look at a few of these in the way that we actually design our software for our customers. 

The model that we like the most and we’ve actually implemented into our processes within the IntelliHR form is called the Pendleton feedback model and the reason we like this is first and foremost because it structures a really human conversation when giving feedback to employees rather than looking a little bit robotic and scripted and most importantly because it invites the employee to actually be in the driver’s seat while they’re in these feedback conversations allowing the manager to assume the position of coach. 

So the way it works is when we sit down for a feedback conversation basically the employee is invited to reflect first on how they think their performance went, focusing first on what they think went really well and then moving on to what they think could be improved and only once the managers listen to this do they step in and start to address where you know firstly they agree with the employee self-assessment and then most importantly where they see any points of difference and this is another really cool part of this feedback model in that it identifies any mismatches of expectations on performance between the employee and the leader which at intelliHR we’ve actually identified is probably one of the key sources of poor performance when it comes to employees.

In real life one of the biggest challenges to giving good feedback is not being prepared so in our process at intelliHR we actually send out the employee self-reflection tasks a few days before the event of the feedback conversation and this gives the employee a really good chance to reflect on their own performance in their own time and in doing so and sharing this with a supervisor enough time for the manager to really prepare for a good conversation.

 

Feedback | 5 min
7 Reasons we all need feedback at work
We all know feedback is key to any great workplace, but what is it exactly that makes an effective feedback process so successful in improving performance? Today we explore some research around feedback at...
Feedback | 5 min
4 Feedback questions every employer must ask
At intelliHR, we passionately believe helping you capture great feedback, respond to it, and easily gain insights, is central to how we add value to your organisation. We recommend a light and regular feedback...
Feedback | 5 min
How to give your people effective feedback
We all know feedback is important, but actually delivering it to your people is a critical leadership skill that without appropriate support can take a lot of time, and doesn’t come naturally to everyone....

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