Paddle was using another HR management platform before bob, but it couldn’t keep up with the company’s needs. “We went from 45 to 70 people in about two or three months. We needed more functionality than basic personnel tracking and time-off tracking. We started to think more about building out proper HR functions, and consolidating the different tools we were using for performance management, learning, and development,” says Gerry McHugh,Gerry McHughOperations Manager Paddle’s Operations Manager.
Paddle really wanted to improve the way it was doing performance management. According to Gerry, Paddle, “…conducted its reviews using Google sheets and used Slack to get people to participate. Our people were being overloaded with reviews because we had no way of knowing how many reviews they’d already sent.” This way of doing things was taking Paddle between four and six weeks to complete a ‘snap’ review. “We would start a review in one quarter, and complete it in another. This wasn’t working,” Gerry notes.
But Gerry and his colleagues were disappointed to find that for all the talk about customisability, major players in the performance management space were inflexible, and their support teams weren’t responsive. According to Gerry, “their rigid platforms would’ve forced us to tailor our processes to their platforms: it should be the other way around.”
With bob, peer reviews have been centralised in one system, making it much easier to track who’s taking which reviews, and when.Gerry McHugh Operations Manager
- Centralized reviews are easy to track, and employees are no longer bombarded with requests to take part in snap surveys.
- Processes that used to take six weeks now take about two weeks.
- bob’s Time Off feature allows Paddle to track things like unpaid and compassionate leave, and report this data to the board.
- Managers can quickly find key employee insights and objectives to develop individual and team goals.