Introducing your Team to ClearPoint
Starting to use ClearPoint and not sure how to introduce your team to the tool? Here’s what we recommend.
1) Introduce and emphasize the importance of your strategy.
Explain how the strategy was developed and the process you went through to create the strategy. Be transparent and open.
By taking the time to explain why performance management is important to your organization and its history, you’ll help employees recognize how following your approach will help your organization achieve its goals, and employees will see how they fit into the “big picture,” which helps them. With employee buy-in, performance management will run much more smoothly and successfully.
Not sure where to start?
- Start by sharing the basics of your strategy at a high level, whether in the form of a strategy map like the one above or a summary of your strategic goals or initiatives, and inviting feedback and discussion. Explain how it was all developed too.
- It’s important not to rely on written communication alone. It’s too easy to ignore an email; present your strategic plan in person and use a mix of communication types so everyone has a chance to understand the plan. Get creative. Host Brown Bag Lunches, employee Town Halls with leadership, put together an internal webinar, or hang posters. Think about what would resonate best with your staff and do not limit yourself to only one medium.
- Check out our articles on effectively communicating your strategic plan to employees and onboarding new employees into your reporting process for further guidance.
2) Introduce ClearPoint as your strategic management solution.
Now that you’ve explained all the important elements you’re tracking and why, introduce ClearPoint as the tool that will make the process simple.
ClearPoint and your strategy are closely linked and your users may even consider them one and the same. The quick video below serves as a basic introduction to the tool.
- Let employees know exactly what they’ll be responsible for updating in ClearPoint from the get-go and tie these responsibilities back to bolstering your organization’s strategy and outcomes.
- Make sure they understand how using ClearPoint is going to make their jobs easier and produce better reports so the organization can spend more time making important decisions and executing the strategy.
3) Empower employees with the help they’ll need.
We understand ClearPoint can be a lot to take in at first glance, and we’re here to help!
Let your employees know they can always reach out to our support team at firstname.lastname@example.org with any questions, and send along the link to our Support Center where they can find answers and resources straight away. Make ClearPoint even more accessible to your users by following these tips:
- Hold ClearPoint Office Hours where your employees can come to a computer lab to make their updates with others for the first few reporting periods.
- Build summary reports filtered by current user for users to make updates from directly and teach them about My Favorites and My Scorecard to help them easily find what they are responsible for.
- Create a ClearPoint User Group at your organization that meets regularly so users can talk all things strategy and ClearPoint. You’ll be amazed how much your employees will learn from one another and all the great ideas shared at these meetings.
- Set up email reminders like the one below to remind your team to log in to ClearPoint and update their information. You can schedule these reminders to be sent automatically and/or choose to include links directly to the pages in ClearPoint that users should update.
4) Document your reporting process and your team’s responsibilities.
Now that your team is up to date on your strategy, the tool you’ll use to track it, and individual responsibilities, compile all this information together to protect your process from imperfect recall, staff turnover, and any other potential roadblocks to smooth reporting.
- The document should explain your strategy, define roles, responsibilities, the reporting calendar, and rules for evaluation and analysis.
- Not sure where to start? Use our Management Reporting Guide as a template for your own process document.
- Still stuck? Reach out to your account manager or our support team for help at email@example.com!
Remember, strategy execution is a journey. We are on it with you, and your employees will be too. Always be sure to keep employees updated on how their work is informing your strategy and decisions, and helping your organization achieve great things.