31 October 2019

To tackle the challenges of today's fast-moving future, KBC decided to leverage the growth potential of their current employees. In this way, they can obtain the necessary flexibility and mobility to respond to changes quickly. HR was identified as a key player to make this ambition a reality.

To prepare for the future KBC needed to rethink and redesign their existing talent processes. 5 pillars were defined, one of them is ‘Progression Management’. Like many other companies, KBC decided to make the shift from an annual performance review process to continuous performance management. A mindset where growth, continuous feedback and peer-coaching are made possible.

As you know, introducing change comes with its own set of challenges. To support the introduction of progression management, KBC enlisted the help of Emeritis with one goal in mind: “To make sure everybody found their place within the envisioned future”.

To support the progression management project, KBC went looking for the perfect progression tool. After a preliminary study of 1 year, they chose SAP SuccessFactors to help them shape their new performance processes. SuccessFactors Continuous Performance Management is now available for all employees.

To make sure the new way of working is incorporated in the day-to-day workflows, integrated change management and communication are key.

KBC heavily invested in training and coaching:

- Different videos were made to promote progression management and SAP SuccessFactors.

- Train-the-trainer sessions and other communication channels were set up for everybody who’s part of the change team. One of these trainings focussed on enabling all members to give a demo about the functionalities and the practical use of SAP SuccessFactors Performance Management. During this course, they all learned how to maximize the use of the progression tool to generate added value.

'Emeritis' refers to 'Emeritis a Deloitte business'

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