Interview with Client:

Jen Westropp, Relativity Learning and Development Manager

What is the current performance?

Learning & Development has seen recently that different management concepts have been introduced through the
Managing with Impact training sessions, but managers arent making the connection between these concepts and their
day-to-day roles, particularly with the issues that HR has identified from the Pulse and Manager 360 Survey.

In Managing with Impact, we introduce basic management tools that we expect managers to use. However, weve seen
that its a lot of info at once with no follow-up. We need to build ability to recall and more opportunity to apply concepts.

HR partners have provided qualitative data, also engagement survey, also manager 360.

What are the core issues that we are hoping to see change if managers apply these management tools
effectively?
A number of themes were identified in employee surveys from Q1 and Q2 of this year (the Pulse employee engagement
survey and the Manager 360 survey). One very common theme is managers tendency to micro-manage, rather than
providing employees with autonomy and empowering them to make their own decisions. We would like to see managers
using the management tools they learn in Managing with Impact to develop and empower a high-performing workforce.

How will we know if our instruction is successful? What metric can we tie to this initiative?
Its a little tricky because this issue arose more from the qualitative comments from the surveys than from the hard data.
But we can seek to lower the number of comments that we see related to this issue in the next Pulse and Manager 360
surveys.

By how much would you like to see these comments go down?

20% would be realistic.

What manager tools should we focus on that are the most closely tied to the behaviors we want to change?
Steps for building an agreement
Performance management process
Performance feedback steps
Inquiry techniques
Steps for advocating an idea

Are there any additional people I should talk to gather their perspective?
Debbie Plager - Director of Talent Engagement
Brianna Bogan - Manager of HR Partners
Eric Yu - Director of Business Systems and Applications (sample audience member)
Mark Robustelli - Manager of Software Engineering (sample audience member)

What do you have in mind for the final deliverable?

Instruction should be scenario-based. Ideally it would be in eLearning form, and it must be delivered through our LMS,
Workday Learning. Style should be fun and informal to match Relativity culture.

Note:
Jen was able to share survey data and sample comments with Carissa Guillen but asked that it not be shared outside of
Relativity.