Painting Performance Reviews
Crafting a better performance management model has been one of Amber’s favorite projects at Duncan. After working her way up the ranks from Generalist to VP in five years, development and performance management have been critical to her success. “Performance management honestly is my favorite part of Paylocity,” says Amber. “I've had an amazing opportunity to grow with this company. And we always want to put high performers in every seat, and it's our job as team leaders to help someone get to where they want to go, but it's not our job to write their story. Journals, Impressions and the Performance Management module help us all get on the same page.
Impressions, Paylocity’s peer-to-peer recognition platform gives employees a place to recognize each other. Of the 29% of HR professionals whose organizations use peer feedback, 89% reported it having a very positive or somewhat positive impact on their organization. Journals gives employers and employees a place to document meetings, feedback and notes throughout the year leading up to reviews. “It's a one-stop shop for all those performance reviews and the corrective actions. And I don't have to go through paper files,” says Amber. “Often times getting the information of how someone has progressed through the company gets lost in the shuffle. And you're able to make it all electronic and attach it to that person, so you don't lose those valuable insights and you’re able to make more impactful decisions.”
Making Origami out of Onboarding Paperwork
The average tenure at Duncan is more than 10 years, with some team members even celebrating more than 40. Even the executive team has been around for an average of 16 years. “We have a really healthy mix of people coming in with new ideas,” says Amber. “And then we have people that are very seasoned. You don't stay at a company for 40-plus years because it's in a good location. You stay because it has a good mission. Something that you can believe and be invested in. Duncan treats their people well, and they believe in what they're doing. It's pretty amazing to be a part of that story.”
But even with super-low turnover, hiring and onboarding can be a hassle for even the most seasoned HR teams. Before the shift to Paylocity, the manual paper onboarding process would take hours. Which meant new hires were sitting in HR’s office signing document after document while the HR person manually keyed in the information. Now, for the first time, prospective candidates can apply online and their information will automatically feed through into Onboarding and into Payroll, saving Amber and the new employee hours while reducing errors. “What used to be done in hours can now be condensed into just minutes,” says Amber.
Implementing a new software can be overwhelming. Many people at Duncan were resistant to the idea of overhauling their payroll solution. When Amber met with Paylocity, she felt taken care of almost immediately. She was able to get her leadership on board with the level of transparency and partnership she received from the first meeting. “Oh, I am all for honesty and I will not sugar coat it,” laughs Amber. “But our implementation experience was wonderful. It sounded really intimidating to be honest. You get the list of everything ahead of you, and you realize we’re moving over 20 years of historical information into a new system. All of our points of contact were responsive and helpful throughout the process.”
During implementation, one of Amber’s teammates on the project gave her two-week notice – which can cause issues in a business, even if they are just responding to normal day to day tasks, let alone trying to implement a whole new HRIS system on a timeline. “But Paylocity picked up the slack and together, we didn’t miss a beat,” says Amber. “They were able to fill in the team member that took over for payroll and get her up to speed. We actually did the whole implementation process much quicker than we had originally anticipated.”