FAQs
Find quick answers to the most common questions about our services.
1. Do we have to build our own performance benchmarks? Can we not just use yours?
We would love to just give you a set of performance benchmarks and just let you dive in but guess what? It does not work. Companies that have implemented off-the-shelf Behavioural Competencies don’t reap any benefits. Why? Because they don't reflect company's actual behaviours, so are ignored.
Your company has a unique culture that your talent, performance and succession processes need to actively leverage. Investing time & effort to articulate your culture and performance standards will deliver huge rewards.
2. What if it turns out we do not like the culture that our performance benchmarks articulate?
It has not happened yet but if it does, it is great news … because you now have an articulated culture that forms the basis of the discussion of what your future culture needs to be.
3. If we needed to change our culture, can you help us change it?
Yes, we would love to; it is our favourite kind of change. Should that happen, we would agree what needs to change, to what degree change is required, agree a bespoke plan of how best to achieve that change and implement it. We will be there with you, every step of your culture change needs.
4. How does long it take to build out our own performance benchmarks?
The short answer is roughly a day (4 x 2-hour workshops). The long answer is that it depends on a few things:
- Workshop participant alignment, at start.
- How quickly they align through discussion.
- Number of sub-families to be included.
The good news is that, even if it takes an additional one or two workshops, all workshop participants for that job family are fully aligned with final benchmarks.
5. What exactly is a Job Family?
A job family is a set of related jobs within a company, that share similar work, required skills and knowledge, usually set out in order of hierarchy, from most senior to junior. Embedded into the hierarchy is the natural career path. For example, Marketing might have marketing executive, social media executive, pr executive, reporting into a marketing team lead, and then into marketing manager.
6. What is a sub-job family?
A sub-job family is a more specific group of job roles, often reporting into a manager or senior manager that unites the sub-job families. For example, in Finance, sub-job families could include Payroll (junior, experienced, team lead & assistant manager), Accounting (junior, experienced, team lead & assistant manager) and Control (junior, experienced, team lead & assistant manager) all reporting into Finance Manager, who reports into Finance Director.
7. What if we have sub-job families?
Identifying sub-job families usually arises as part of identifying who should attend workshops. Using the Finance team example from the What is a sub-job family FAQ, the Finance Director and Finance Manager should attend all workshops. However, as these participants might not be fully au fait with specifics of each sub-job family, the Assistant Manager for each sub-job family would typically be included in workshops focused on their sub-job family.
8. What if we realise our roles and job families are no longer fit-for-purpose … can you help us?
As you work through the performance benchmark process, you may determine that your company has evolved to the point that current roles are no longer fit-for-purpose. In that case, your business would benefit from investing in an organisation re-design organisation and then build performance benchmarks.
To answer the question, yes, we can help you plan and design a new organisation, starting from what your strategy needs, to be successfully delivered, right the way down to job descriptions, organisational chart and a list of processes that need re-designing or be designed.
9. Who should be involved in designing our performance benchmarks?
For each function, head of function and 1-2 key senior, experienced employees should attend e.g., manager or team lead. For sub-job families, a relevant senior, experienced person from each sub-job family should attend relevant workshops only. MD/CEO should attend at least one workshop focused on aligning benchmarks for leadership/senior management team. In smaller companies, MD/CEO may decide to attend most or all workshops, to ensure consistency and encourage alignment across all functions.
10. When is it best to move to RODi HR?
Along with empowering talent development and succession planning, RODi HR incorporates a company’s performance management process. So when considering timings, its important to consider the company's performance management cycle. From experience, as RODi HR’s performance benchmarks are so different and often result in comments such as “I didn’t know I was supposed to do that!”, we recommend introducing the process initially at the mid-way mark in your performance management cycle. For example, if your year-end performance review is 31 October, aim to upload benchmarks to RODi HR for 30 April mid-year check-in. This allows expectation re-setting for coming 6 months and performance profiles be used at year-end.
Working back, a company should commence building performance benchmarks in January, to be ready for 30 April roll-out. This allows time for planning, workshops, expectation calibration across functions, communication and uploading to RODi HR platform.
11. Is RODi HR compatible with our HRIS system?
We can integrate RODi HR with your HRIS system. This allows us to take a bi-weekly feed from your HRIS system and capture:
- New starts
- Leavers
- Promotions
For employees who take career breaks but are expected to return, these accounts can be marked as Inactive for the period of absence.
12. Can you help us with roll out?
Yes, we can help you roll RODi HR out across your company. As part of your set up fee, we include one-hour briefing meetings with each function, where we cover:
- Purpose of Performance Management
- Talent Development Approach
- Cycle & process at each step
- Performance benchmarks
- RODi HR performance evaluation
- Performance profiles & meanings
- Overview of RODi HR platform
- Timeframes & Next steps
- Q&A
13. Is there a set-up charge to build our performance benchmarks?
Yes, you are seriously investing in your future business success, which requires investment. However, given the benefits that you'll accrue, it's a modest flat fee, linked to the number of job families. See What is & isn’t Included in Set-up Fee FAQ, for further details.
14. What is and is not included in the set-up fee?
Included in set-up fee:
Performance benchmark creation:
- project planning & workshop scheduling
- workshop facilitation (typically between 4-6 x 2-hour workshops per job family)
- benchmark calibration across functions
- one-hour briefing per job family.
Set up on RODi HR:
- company & job families set up
- performance benchmarks upload
- employee records created
- invitation to RODi HR set to all employees
- integration with HRIS, if required.
Not included in set-up fee: Performance management and talent development skills training, such as Objective Design, Giving Effective Feedback etc.
Please see Can You Provide us with PM & TD skills training FAQ for further information.
15. What industries have you used this approach with?
The very first company I experimented this approach with was, believe it or not, a very high-end furniture maker (and I mean very high-end) that did one-off pieces. Since then, I've worked with companies the following sectors:
- Manufacturing
- Financial Services
- Software Development
- eCommerce Travel Company
- Business Consultancy
- Lega Firm
16. Can you provide us with performance management & talent development skills training?
Yes, as a follow-on to the initial project, we can deliver training modules in any or all of the following:
- Objective setting (including designing behavioural objectives)
- Giving effective feedback
- Identifying talent development opportunities & designing stretch goals
- Evaluating performance & structuring year-end reviews
- Succession planning analysis.
