Entuitive's Guide
To ENvance
Performance Development Process (PDP)
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Envance is our performance development process, created as part of our transition towards becoming a more responsive organization. Our aim with Envance is to create an employee experience that enables our people to thrive both personally and professionally.
The program transforms your day-to-day work so that you can focus on what really matters, align with Entuitive’s initiatives, and hear the feedback that will allow you to grow and learn.
Envance comprises four key areas of focus: Objectives & Key Results (OKRs); Career Conversations; Performance Appraisals; and Ongoing Conversations, Feedback, and Coaching.
We believe these four areas of focus will enable you to reach new heights. They are critical to both career success and personal development.
OKRs require you to think about your big goals and how, specifically, you can accomplish them.
Key results provide you with a path forward.
They are the “how” to your objective’s “what”.
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CEO, Company Name
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Welcome
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OKRs are not a set it and forget it tool.
They require regular check ins and touch points with your leader and/or mentor. In our previous method, we set goals without key results, meaning we didn’t think through the roadmap to success. By breaking objectives into specific and measurable key results, there’ll be no doubt about how to reach our objectives and when we’ve completed them.
OKRs measure what matters.
They express specific goals and actions that directly support Entuitive. These may change over time as we drill down into the best objectives and the best key results.
OKRs are non-evaluative.
This means they are also decoupled from your compensation and profit-sharing.
We're all in this together.
Objectives & Key Results
As part of Entuitive’s commitment to becoming a more responsive and agile organization, we are transitioning away from mid-year and end-of-year goal setting towards a more collaborative framework called Objectives and Key Results (OKRs).
What Are OKRs?
Originally created by Andy Grove at Intel and further built out by John Doerr at Google, Objectives and Key Results, or OKRs, are a collaborative goal-setting framework that aligns individual work with Entuitive’s strategic goals. In this framework, goals come in two parts.
You guessed it: objectives and key results.
How Are OKRs Different from Standard Goal-Setting?
OKRs can help teams and individuals get outside their comfort zones, prioritize work, and learn from both success and failure.
To use an analogy, objectives are your ambitious, overarching goal, such as winning a sports championship. Key results are what you measure, such as your number of goals and games won, to ensure that you’re on track towards your objective.
How Are OKRs Different from IDPs (Individual Development Plans)?
If we stay with our sports analogy, while OKRs can help you win a sports championship, Individual Development Plans help you become a better athlete. For example, your IDP might include a schedule for going to the gym and a meal plan to ensure healthy eating and muscle development. IDPs are about your personal development, whereas OKRs are your professional goals.
IDPs fall under the Career Conversations “tile” of Envance.
Accomplishing goals
CONSTANTLY EVOLVING
MEASURE WHAT MATTERS
non-evaluative
Click the tile to learn more.
Why Should I Care?
OKRs provide four key benefits to our work:
Alignment
We are better together and work best when we move in the same direction.
We identify and focus on the work that matters most.
Focus
We know what our team members are working on and how we each play a role in Entuitive’s success.
Transparency
We can give our best each day when we know what we’re doing and why we’re doing it.
Engagement
OKRs require you to think about your big goals and how, specifically, you can accomplish them.
Key results provide you with a path forward.
They are the “how” to your objective’s “what”.
OKRs are not a set it and forget it tool.
They require regular check ins and touch points with your leader and/or mentor. In our previous method, we set goals without key results, meaning we didn’t think through the roadmap to success. By breaking objectives into specific and measurable key results, there’ll be no doubt about how to reach our objectives and when we’ve completed them.
OKRs measure what matters.
They express specific goals and actions that directly support Entuitive. These may change over time as we drill down into the best objectives and the best key results.
OKRs are non-evaluative.
This means they are also decoupled from your compensation and profit-sharing.
We are better together.
How To Craft An Effective OKR
Before we get into the details, it’s important to note that crafting effective OKRs is hard. They require collaboration with your supervisor and an open, questioning mindset to extract the wheat from the chaff, ensuring your OKRs are as focused and as effective as possible. It’s not something that can be done in five minutes or even half an hour.
Objectives are the goals you’re aiming for. They provide clear value to Entuitive and are:
Objectives
Significant
Action-oriented
Time-bound
Aspirational
Unambiguous/Laser-focused
Tangible
Key results are the metrics/measurements that will tell you that you’ve reached your objective. They describe outcomes, not activities. Good key results are:
Specific
Measurable
Time-bound
Realistic
Key Results
We encourage all staff to develop two OKRs. Two is a good amount to stretch your capabilities without overloading you or causing burnout.
Example One
Example Two
Example One
Objectives & Key Results
Objective
Increase project profitability by 4% by the end of the year using computational design tools to automate repetitive processes.
OKR Examples
Key Results
Five projects (in any sector) completed using parametric modelling tools by the end of the year.
Five processes automated that are typically done manually.
Why?
Why?
This is a good example of a specific, time-bound, tangible, aspirational objective that clearly provides value to Entuitive. We want to increase project profitability by a measurable amount by a certain date, and we’re going to do it by automating repetitive processes in order to save time on each project.
Why?
Why?
These are great key results because they are specific, measurable, time-bound, and focus on outcomes rather than activities. “Complete a course in parametric modelling,” for example, is not an effective key result. (Rather, it would be included in your IDP.) Simply taking a course doesn’t mean that value has been created, for either the team member or for Entuitive. It’s how we apply lessons to our work that show whether the course was valuable or not.
Example Two
Objectives & Key Results
Objective
Expand our Sustainable Performance offering by at least five green services by the end of the year.
Why?
Why?
This objective is time-bound, specific, aspirational, and is directly related to Entuitive’s strategy regarding our emerging services.
Key Results
Hire three sustainable performance specialists to enhance the SPG team’s capabilities/suite of services.
Win three projects as Sustainable Performance Consultants.
Why?
Why?
These great key results are specific, measurable, objective, and collaborative. The goal-setter can engage P&C to assist in hiring more team members, and also engage the BD & Proposals team to develop effective proposals in order to win new projects.
If you have any more questions regarding OKRs,
reach out to People & Culture.
How Do I Know If I Wrote A Good OKR?
Take at least an hour to craft
Fit on one line
Are measurable
Are unambiguous
Are specific:
Non-specific Objective: Improve Project ENhance.
Specific Objective: Achieve firmwide adoption of computational design through Project ENhance by the end of the year.
Effective OKRs:
Helpful Tips
Meet with your leader once a week or at least twice a month to review the progress on your OKRs.
If something happens to nullify a particular objective or key result, that’s okay! By regularly checking in on your OKRs and your progress, you can accurately evaluate what’s working, what’s not working, and where you need to pivot if necessary.
Share your OKRs on Teams. Let’s encourage each other and hold each other accountable.
An OKR can be at the organizational level, team level, or individual level.
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Career conversations are an important part of your success at Entuitive. Their aim is to ensure you’re on track with your career goals, rather than “setting it and forgetting it”. These convos enable you to express what’s important to you and how you want to shape your career while receiving guidance and advice from your leader on how to achieve your goals.
What Makes a Good Career Convo?
Successful career convos share the following three traits. They are a partnership, they’re meaningful, and they’re ongoing.
MEANINGFUL
ONGOING
PARTNERSHIP
They are meaningful.
They are meaningful, open dialogues about your career goals and aspirations. When your leader knows what you really want out of your career, they can guide you and help develop your skills.
They are ongoing.
These conversations can happen organically or in a pre-planned meeting. They are dynamic and an evolving dialogue.
They are a partnership.
Career conversations can be initiated by you or your leader at any time.
What Can You Do to Grow Your Career?
We have provided your leaders with various tools and resources to effectively help you grow your career. We also want you to be able to take ownership of your career, and this guide will help you do just that. Define what success looks like to you and discuss it with your leader.
Ask questions, such as your leader’s input on your goals, and opportunities within Entuitive to help you towards those goals. And always be open to feedback, even if it’s critical. Constructive feedback is important to developing not just your career but also as an individual!
Tools For Your Career Conversations
Individual Development Plans (IDPs) are a tool to help you establish your personal career goals and the areas in which you would like to professionally develop. They help you to:
Individual Development Plans (IDPs)
Identify and pursue your personal goals for professional development.
Set goals to learn or improve important competencies you will need now or in the future.
Identify your strengths, talents, and passions and plan ways to use them on the job.
Career conversations can happen without an IDP, but we encourage all staff to take advantage of this tool to help plan your goals and guide your conversations with your leader.
As a part of your IDP, you will identify the professional goals that matter to you, determine what experiences, skills, and behaviors will help you achieve those goals, and then create a plan of action to achieve them. You will work with your leader to evaluate areas that have the greatest potential to pay off for you and for Entuitive, both in the short-term and the long-term. In this way, you and Entuitive can succeed together.
How to Develop Your IDP
Download and read our step-by-step Guide to IDPs.
Download the IDP Template that you can fill out and take to your next career conversation with your leader.
Download the Feedback Worksheet to help you get objective, actionable feedback on how you can achieve the goals in your IDP.
What’s the Difference Between OKRs & IDPs?
If you haven’t already, check out the OKRs page in this guide to learn all about Objectives and Key Results. The main difference between these two goal-setting systems is that OKRs are role-based goals that specifically help Entuitive achieve its vision, while IDPs are goals specific to you and your career development.
Taking a course, for example, might not directly help Entuitive achieve a specific goal, such as increasing profitability by 4%, but it will help you achieve your goal by learning more about a specific subject or increasing your competency in a certain area.
OKRs and IDPs work together to help you grow your career and succeed in your role(s) at Entuitive.
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