Manager FAQs

We have a dedicated page for managers to get started with the QGCs process. You can find all the information and resources you need by visiting the Managers Playbook. This page will provide you with guidance and support to ensure a smooth and successful implementation of QGCs. 

Absolutely! We understand the importance of keeping the QGCs process on track. To ensure everyone is engaged and ready to participate, the HR and PX team will send out friendly reminders via email at the end of each quarter (March, June, September, December). These reminders will prompt employees to kickstart their QGCs journey, allowing them ample time throughout the month to conduct their QGCs cycle, reflect on their performance, gather feedback, and set meaningful goals for the upcoming quarter. 

Absolutely! Feedback from direct reports can provide valuable insights and contribute to the growth and development of both parties. It fosters a culture of open communication and encourages a 360-degree feedback approach.

Creating a culture of psychological safety is key to encouraging employees to be honest about their shortcomings. Managers should foster an environment where mistakes are seen as opportunities for growth and improvement, rather than as failures. Building trust and emphasizing the importance of continuous learning and development can also help employees feel comfortable sharing their areas for improvement.

A: The decision to transition from performance reviews to employee-led goal setting reflects our commitment to fostering a dynamic feedback culture and empowering employees in their development journey. While retiring performance reviews may raise concerns, it's important to recognize the benefits of this shift. By embracing employee-led goal setting, we promote greater ownership, ongoing alignment with organizational objectives, and a more agile approach to performance management. This change allows for proactive goal management, regular feedback exchanges, and more meaningful development discussions. 

The QGCs process ensures equality and equity for employees by providing a structured framework where all employees have the opportunity to participate, receive feedback, set goals, and engage in growth conversations. It emphasizes employee-led discussions, allowing individuals to have a voice in their own development and align their goals with their career aspirations. This empowers employees to drive their growth and promotes fairness by ensuring that everyone has access to the same process and opportunities for growth and advancement.

Encourage a culture of open and honest feedback. Emphasize the importance of receiving both positive and constructive feedback to drive personal and professional growth. Provide guidance on selecting diverse feedback sources, including peers, managers, direct reports, and stakeholders, to ensure a well-rounded perspective.

If there are business needs that limit an employee's ability to reach their goals, it's essential for managers to have open and transparent communication with both the employee and the client. Managers can explore possibilities for cross-training or job rotation within the available projects to provide opportunities for the employee to gain experience in different areas. Finding a balance between meeting client needs and providing growth opportunities for employees is crucial, and it requires collaboration and creative problem-solving.

If one of your direct reports is embedded and primarily works with external clients without any internal colleagues, you can indeed gather feedback from those external clients for the QGCs process. While the specific process of logging feedback from external clients in Workday is currently being developed, you can temporarily log this feedback in the Gather Feedback "Comment" section in Workday. Rest assured, we will provide further updates and guidance on this topic. Stay tuned!

Making the QGCs process employee-driven empowers individuals to take ownership of their growth and development. It encourages active participation and allows employees to define their goals and align them with their career aspirations. To ensure juniors or newcomers feel comfortable leading the QGCs process, managers play a crucial role in providing guidance, support, and clarifying expectations. Managers can initiate conversations with their direct reports to discuss the QGCs process, explain its purpose, and provide guidance on self-reflection, gathering feedback, and goal-setting. By offering support and creating a safe and inclusive environment, managers can help newcomers and juniors feel confident and empowered to lead the QGCs process.

Managers have access to the feedback given for their employees in Workday. Managers receive a notification that their direct report has received feedback in Workday and can login to the system and review. 

Ideally the employee sets the meeting, however, the Growth Conversation meeting can be scheduled by either the employee or the manager, depending on what works best for both parties. The key is to ensure that the meeting takes place within the designated timeframe at the end of each quarter (March, June, September, December). Whether the employee or manager initiates the meeting, it's important to have open communication and coordination to find a mutually convenient time. The focus should be on having a productive and meaningful conversation to discuss the employee's progress, performance, and goals for the upcoming quarter.

The aim is for the entire organization to conduct their QGCs at the same time at the end of each quarter (March, June, September, December). This synchronized approach allows for consistent evaluation, goal-setting, and progress tracking across the organization. By conducting QGCs concurrently, it facilitates better alignment and provides an opportunity for managers and employees to reflect on the same time frame. However, if there are specific situations or circumstances that require flexibility in scheduling the QGCs, it's advisable to discuss with HR to explore suitable alternatives.

While the QGC process is employee-driven, managers play a critical role in guiding and supporting their direct reports throughout the process. Managers can initiate discussions about QGCs, explain the purpose and benefits of the process, and provide clarity on the responsibilities of both the employee and the manager. It's important to set clear expectations, provide resources and tools for self-reflection, feedback gathering, and goal-setting. Regular check-ins and reminders can help ensure employees are on track with their responsibilities. By being actively involved, managers can facilitate a successful QGC process and help employees meet their development goals.

Recording goals and feedback in Workday is recommended so as to centralize and streamline the QGCs process. If you already have a customized tracker for career roadmaps, you can discuss with your local HR team to understand how to integrate or adapt your existing tracker with the functionalities offered in Workday. The goal is to ensure that the necessary information is captured and accessible for performance, progress tracking, and future development discussions.

Yes! QGCs were officially launched globally on June 19th. While LATAM and Buenos Aires had the infrastructure in place and started their QGCs process a little earlier, all regions are now on board and ready to embark on this growth journey together.

Yes. Managers will receive notifications from Workday whenever their direct reports receive feedback from anyone. This allows managers to stay informed and review the feedback provided by peers to ensure a comprehensive understanding of their direct reports' performance and growth.

Absolutely! QGCs have been launched globally, and the program is available to all employees regardless of their location. Whether your direct reports are in one country or spread across multiple countries, they can all participate in the QGCs process. Simply have a chat with your employees about this exciting program and encourage them to explore it in Workday to kickstart their QGCs journey.