7 days to launch the system, 6 weeks to conduct a full 360 assessment and feedback process. See how 100 No Fluff Jobs employees did it.
No Fluff Jobs is the only Polish IT job portal that publishes 100% of ads with salary ranges. The company’s mission is to raise recruitment standards in the IT industry.
No Fluff Jobs job board has been established in 2014 in Gdynia, and currently employs more than 120 people. Users of the site – IT job seekers – can apply to more than ten thousand advertisements. They can filter them by, e.g., requirements, location, salary, contract type or experience. All job offers include detailed information about remuneration, used technologies and job specific descriptions of duties.
No Fluff Jobs follows three key values: transparency, honesty, respect.
Transparency means salary range each job advertisement and information about a general culture of an organisation. Everyone at NFJ is committed to the company’s mission, identifies with its values, and knows its main business goals.
Integrity is provided via a uniform, clear template, which makes it easier to compare job offers. No Fluff Jobs spreads this culture among its customers and within the ranks of its organisation.
Respect is a value that guides NFJ in its daily relations with customers, users, and between employees.
A feedback culture is a natural consequence of NFJ’s values. Efficient communication requires continuous feedback, which is why insights and observations have been exchanged on an ongoing basis since the company’s inception. So far, the annual evaluation interviews has been the focal point of the evaluation process for the organisation’s members. The summary date was based on the date of employment and was different for each employee. As the workforce grew, such a solution began to be troublesome for managers as well as the HR team.
No Fluff Jobs decided to streamline the process by making the feedback time consistent across the organisation and moving it to the end of the year. The existing form of collecting feedback data through Google Docs forms also needed improvement. It worked well at the beginning of the company’s operation, but over time it became a solution that was too scattered. Meanwhile, there was a need to re-engineer the process using an external platform, where data would be aggregated into a single system.
“Previously, managers and the HR team were responsible for collecting feedback for the 360 assessment. By introducing the Dolineo’s solution, we have shifted the responsibility for evaluation and feedback to the system.”
The company begun searching for a suitable solution. Expectations and requirements were clearly defined. It turned out that there are only a few platforms on the market that are able to meet NFJ’s clearly defined needs.
The company begun long-term tests of demo versions of several employee assessment systems. In the end, it turned out that Dolineo’s Rating and Feedback System, due to its, e.g., great flexibility, was the best fit for NFJ’s needs. The client’s specified, slightly modified 360-degree assessment process required customization of our solution. The assumption was that the manager was the focal point, and it was they who shared the compiled report with the assessed person.
“Competitive tools did not offer us as much customization as the platform from Dolineo. The moderate price of the system isn’t also without importance. We also wanted to use a Polish tool, this way we support Polish business.”
Webinar: Ocena pracownicza i Feedback. Jak je skutecznie przeprowadzić?
Obejrzyj nagranie webinaru podczas którego Agnieszka Ert-Eberdt – niezależny HR Strategic Advisor, Marta Kowalczuk – Learning and Development Manager w Play i Mariusz Andreasik – Dyrektor ds. Rozwoju Dolineo dyskutowali na temat procesu oceny pracowniczej i feedbacku.
Let’s take look at the background
Firstly, several months before the new evaluation system was introduced, the company began communicating to employees that a new solution was in the pipeline. The next step was to increase employee awareness of what 360 feedback is and why the organisation cares about providing feedback.
“It was a good time to give tips on how to give feedback, what to pay attention to, and how to write feedback so that it brings value. At this point, the basis for our activities was “Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity” by Kim Scott. Among other things, the book is a guide on how to give and receive feedback, how to combine telling the honest truth with an appropriate, heartfelt way of communicating it to make it as effective and valuable to employees as possible. The author also warns against falling into typical traps – ruinous empathy, manipulative insincerity and sickening aggression. As a result, employees felt that they were prepared in a substantive way.”
At the end of the year, we indicated 2 weeks, during which employees gave feedback to each other. Over the next 2 weeks, managers collected and summarized reports, which became the starting point for evaluation discussions.
“Because we had great relations with the Customer, we were able to start the whole process in 7 days after signing the order. Mrs. Paulina knew from the very beginning what her expectations were and we were able to focus on the configuration.”
Mariusz Andreasik – Członek Zarządu, Dolineo
The 360-degree evaluation in the new formula was summarized with a survey in order to gather feedback from employees regarding the process itself, as well as to evaluate the use of the external platform.
Nearly 100 employees were included in the 360 assessment process. As a result, the process has been streamlined and positively evaluated. We managed to reduce the implementation time from a whole year to 6 weeks.
“The undoubted advantage is that the feedback is now comparable, and that is a value in itself. The Rating and Feedback System tool from Dolineo has definitely helped us. With the platform, we decided for the first time to use a scale to assess competence. Based on the competency report, we have selected skills that are most important to us. Previously, we relied primarily on open-ended questions. Now, we have combined the scale with open-ended questions, which has given us a new and different perspective. As a result, the feedback is more complete and thoughtful.”
Feedback 360 Dolineo – System do udzielania informacji zwrotnej
Dolineo feedback system supports companies by allowing them to carry out quick and intuitive periodic evaluations of employees using the 180 / 270 / 360 degree method. Feel free to contact our advisers and check the capabilities of the system in practice.