Understanding huminos platform

Understanding huminos platform

What is huminos?

huminos is a comprehensive performance conversations platform that helps your employees to achieve impactful outcomes, even if they are working remotely. A single platform for OKRs, 1:1 conversations, feedbacks, reflections and pulse surveys.

Salient features of huminos tool

  1. Performance Cycle & OKRs
    Configure half-yearly or annual cycle, setup OKRs at company, team and individual level. OKRs can be committed or aspirational type. Add multiple type of KPIs to measure and track the OKRs. Achieve transparency with OKR visibility controls.

  2. Check-Ins or Progress Updates
    “The single greatest motivator is 'making progress in one's work“ - Daniel Pink.
    Post a progress update against one or more objectives including % completion, OKR status, initiatives and blockers. Check-ins help managers to clarify expectations, allocate tasks, provide necessary resources and remove any obstacles towards achieving organisational objectives. Contextualise progress updates with initiatives and blockers.

  3. 1:1 Meetings
    Schedule adhoc and or recurring 1:1 meetings with team members, peers or anyone in the organisation. Structure the agenda for your 1:1 meetings with a wide variety of templates . Capture shared and private notes for the 1:1 meetings for future reference and drive deeper engagement with post meeting feedback.

  4. Multiple Feedback Types
    Request feedback from peers, manager or any other colleagues with whom you have collaborated. Feedback can be shared instantly right within your day to day tools like Slack or Microsoft Teams. Anonymously share the feedback about your manager to the skip-level. Nominate list of peers whom you have collaborated with in achieving your OKRs and seek feedback from them.

  5. Work Items
    Align your work items across various tools like tasks, emails, meetings, documents etc with your OKRs. Aligning work items with OKRs helps in having unbiased conversations and making data driven decisions during 1:1 meetings and end of cycle reviews.

  6. OKR Coach
    Focus on making better managers with OKR Coach an e-learning tool covering 15 topics where the content is based on the research into practices of large technology companies and popular journals and magazines like Harvard Business, Forbes etc.

  7. Nudges & Chatbot
    Interact with chatbot for various actions or view all pending actions in the Nudges tab. View and take actions on all your pending nudges in one place. You can perform important actions like check-in progress, add meeting notes, give feedback and complete pulse surveys from chatbot itself. See actions based on their priority and complete important activities first.

  8. Templates
    Setting up OKRs, giving appreciative and developmental feedback and summarising performance at the end of the OKR cycle is an intense activity and requires excellent writing and articulation skills. Templates make this process easy through preset text on OKRs, feedback, impact, strengths, growth areas, future experiences etc.

  9. Pulse
    It is essential to keep regular tabs on the employees’ feedback regarding the organisation’s culture and policies. Pulse automatically triggers short surveys of 3 to 4 short questions across 8 carefully selected facets or dimensions of culture viz. Recognition, Well Being, Personal Growth, Belonging, Collaboration, Alignment, Communication and Leadership.

  10. Analytics and Reports
    Gain deeper understanding of your or team's performance journey around OKRs, alignment, 1:1 conversations, feedbacks and more. Measure and understand platform adoption, OKR alignment, effectiveness of nudges, progress against OKRs, user retention, engagement in 1:1 meetings and more. Robust analytics across the nudge funnel from adoption to advocacy. Downloadable reports.

Key OKR Verbiage

Below are some of the key terminologies used in the OKR and Performance management process:

Objectives and Key Results. Objectives are qualitative statements that answer the broad question "What do we want to do?" and Key Results are the quantitative statements that address the question "How will we know if we met success in achieving the objectives"?
PSC or OKR Cycle 
Summary Cycle (PSC) or OKR Cycle means the period for which you wish to set and monitor your objectives and key results. For example, 3 months, 6 months, 1 year etc.
Check-Ins are progress updates against your OKRs. Typically a check-in involves updating one or more objectives with information such as % completion, OKR status, initiatives and blockers.
1:1 Conversations
1:1 conversations are meetings between a manager and his or her team member. 1:1 meetings provide and excellent opportunity for managers to coach their team members.
Feedback is essential for continuous performance tracking. Feedback is a qualitative input which provides insights into what things are working and what can be done better. Feedback flows vertically, horizontally and sideways in terms of peer to peer feedback, manager to employee feedback, employee to manager feedback, employee to organisation feedback etc.
Reviews include both self-review by an employee and review by his or her manager. Reviews are summarisation of performance at the end of OKR cycle in terms of what the employee liked most in working on the OKRs, the impact that he or she could create, what his or core core strengths are, what are the growth areas and what future experiences would the employee like to achieve. 
Calibration is a part of the performance review process where managers, after completing the review of their teams, discuss the manager assessments with the skip-level manager. Companies like Google, Facebook use committees made up of skip level managers of various teams and the business human resource partner. Some companies let skip level manager and the manger to calibrate in a 1:1 meeting between them.
Typically, there are 3 types of OKRs - 1) Company level 2) Team level and 3) Individual level. Individual OKRs align with team OKRs which in turn align with Company level OKRs. Alignment is both vertical and horizontal. in a "command and control" structured organisation, goals are set at the top and handed downwards with strict focus on goal cascade. Agility, flexibility and creativity become a casualty when strict cascading is practiced. Modern, agile organisations encourage a healthy balance between alignment and autonomy, common purpose and creative latitude. 
Nudges are contextual reminders that elicit desired actions timely and enable a powerful culture of continuous performance tracking and conversations. Nudges are deeply linked to the company's OKR cycle (quarterly, half-yearly or annual). Users can view all their pending, upcoming and responded nudges in Kanban view.
Pulse allows you a real time insight into the organisation’s culture by providing feedback from employees across eight strategically chosen dimensions related to employee engagement and organisational commitment. Pulse helps an organisation to find out the EEI (Employee Engagement Index) through the periodic short surveys.
OKR Coach
Watch 100+ 1-minute e-learning videos in the flow of your work and take quizzes about OKRs, 1:1 meetings, Check-Ins, Feedback and more. OKR Coach covers 15 topics and the content is based on the research into practices of large technology companies and popular journals and magazines like Harvard Business, Forbes etc. Videos are followed by short quizzes of 3-5 questions.
Work Items
Work items are day-to-day activities that are aligned to OKRs. These activities are spread over emails, documents, tasks, meetings etc. Aligning work items to OKRs helps managers to monitor the productivity of their teams.
Campaign or broadcast is a mechanism for companies to quickly understand the chatter around a new policy or initiative. Employees are nudged to share their overall feeling about the new policy or initiative and a free text. Analytics on users' input can parse the free text to understand the sentiment i.e. positive, neutral or negative.
Company values are day to day positive behaviours demonstrated by employees and are a powerful indicator of the company culture.
Rating Scales
Rating scales are 5 or 7 point Likert scales for giving overall assessment of employee performance for example Significantly Below Expectations, Below Expectations, Meets Expectations, Exceeds Expectations and Significantly Exceeds Expectations. Such scales help in stacked ranking vis-a-vis bells curves. 
Summarising performance at the end of OKR cycle is exhausting and time consuming. Templates are preset texts that help managers and employees to give qualitative inputs like Initiatives and Blockers during check-ins, Appreciative and Developmental feedback, Impact, Strengths, Growth Areas and Future Experiences during end of OKR cycle.

    For any questions, please reach out to us at help@huminos.com