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hello
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my name is nivac namara and i am the
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program lead for evolve
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novartis's new approach to performance
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management
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novartis have embarked on an ambitious
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transformation that extends to our
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people and organization function
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we really want to move away from as
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stephen bart would say
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king whispers and become more focused on
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using data to inform our key people
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decisions
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one great example of that is how we have
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used
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data in our reimagining performance
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management experiment which led to the
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creation of evolve
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in 2018 we engaged over 30 000
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associates
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to vote in a crowdsourcing event and
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overwhelmingly they voted to kill
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performance management or kill
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the performance rating we were then
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commissioned to start this
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reimagined performance management
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experiment which involved over 16 000 of
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our associates
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across eight countries involving seven
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different business units
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we wanted to set out to test three key
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hypotheses
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we believed that individual and team
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performance
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increased when three things were true
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one
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that we know that our contribution
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matters or that we had meaningful
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objectives
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the second one being that when we
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receive frequent and quality feedback
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that helps us to develop
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and the third one being when we're
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recognized in a timely and transparent
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manner
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and we feel rewarded for our
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contribution but that our overall
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performance would increase
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and i'm delighted to say that our three
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hypothesis were validated through the
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experiment
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[Music]
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our pre and post survey agreement scores
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showed an increase in meaningful
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objectives by 33 percent
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and then the regular feedback um there
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was an increase of 29
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and in terms of motivating and
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transparent reward we saw an increase of
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upwards of 22 less than 5 percent of our
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associates would actually like to revert
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back to the old performance management
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process
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this is a clear indicator that we were
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moving in the right direction
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we found that the opportunity to
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recognize individual high impact
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was more favorable than just having team
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incentives team-based
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incentives but what we did
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in the actual evolve model was we
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recognized that both were favorable
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and we have now got the exceptional high
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impact award at an annual level
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and then the opportunity to recognize
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teams built into our recognition
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platform
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that can be used on a more frequent
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basis based on the overall findings of
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the research we took an
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agile approach to building our new
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performance management
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experience with data continuing to be
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integral
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to the decision-making process having
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the opportunity to work with our data
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scientists
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gave me real confidence that what we are
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proposing
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for our evolve model and that we brought
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to the board of directors for approval
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was based on solid evidence