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TMS- Opportunity Map (Design Principles (Connection, Alignment, Systematic…
TMS- Opportunity Map
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Mentors
Guidelines for Mentorship
How might we provide existing and new mentors with a set of guidelines to conduct their mentorship? What are the areas in which mentors and mentees would be more interested on being guided?
Keep mentors well informed
How might we create better communication channels between top management and mentors? What would be the set of topics that mentors need to be informed about? What would be the topics that top management is willing to share with mentors?
More available, closer, and engaged mentors
How might we help mentors to be more available to their mentees? How might we help mentees to have better access to information? How might we help both sides mentor/mentee to feel closer and more engaged while considering time-constraints?
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Mentors by expertise area
How might we create an holistic mentorship program? What would be the other areas or topics to have mentors in? (client communication, on-boarding, information analysis, requirements…)
Evaluation
Appreciative Evaluation
How might we add a quantitative layer to evaluation? How might we integrate a process that includes both quantitative and qualitative criteria? How might we create an evaluation process that is more transparent and easy to understand?
No record of Past Evaluation
How might we implement a way to document employees performance through time What would be the uses and value of doing this?
Lack of alignment between objectives and evaluation
How might we communicate in a more efficient way the direction of the company so everyone can add up to this direction How might we provide more effective guidance in the process of goal setting
Standard baseline, with layers of personalization
Feedback
Green, Ambar, or Red?
How might we make clear to everyone their own performance status in the company? How might we provide feedback with the appropriate frequency? How might we provide with a set of guidelines to give feedback
Building a Strong Feedback Culture
How might we create a feedback culture including these characteristics: specific, timely, honest, respectful, individual, team, active and 360.
Feedback Visibility
How might we increase the visibility of feedback? How might we reduce the gap between feedback and evaluation?
Communication
Expectation Management
How might we provide each employee with the information required to know what’s expected from him/her? In terms of role, and also in terms of specific personal challenges. How might we provide employees with more information about what they can expect from Base22? What is the career path? How might we make clear the objective and goals game-rules to avoid false expectations in terms of monetary compensation or position promotions? How might we make clear that goals are an instrument for personal development?
The good ol’ days
How might we communicate more efficiently what’s everyone working on? How might we create better communication channels between top management and the rest of the company? How might we foster better communications between new hires and top management?
Requirements
A documented process that is easy to access and understand
How might we implement a process that helps employees to: Understand processes’ steps and requirements Be aware of what is expected for each role and also in particular positions Be aware of their own status Be able of providing appropriate follow up (for mentors and management) Apply principles.
Participation from HR
How might we include HR into the process? Define when and how HR should get involved