Per un nuovo modello di Engagement
Beyond Performance Evaluation
Did you know?
PatPat360 has been recognized by WhatMatters.com (founded by John Doerr), among the best OKR tools.
Many features associated with everyday work applications but streamlined for OKR best practices
PatPat360 is an OKR software developed in Italy with many features associated with everyday work applications but streamlined for OKR best practices.
Its central dashboard is very Facebook-esque, with avatars of organization members giving updates on “The Wall.” From there, users can navigate in a sidebar to “My Objectives,” which is where OKRs live. Here, OKRs can be dragged and rearranged in a Trello-like board for status updates with comments.
But what stands out with PatPat360 is the way OKRs can be streamlined from the bottom up. A leader can provide goal-setting parameters for anyone in their department or organization and have them develop and submit their OKRs that fit these criteria for approval. This is the basis of why OKRs were developed. That when “people help choose a course of action, they are more likely to see it through.”
CFR & OKRs… what?
CFR = Conversations, Feedback, and Recognition
OKRs = Objectives and Key Results
PatPat360 builds on these two approaches to promote a new way of working.
Esperienza dei Dipendenti
Objectives and Key Results
Continuous Feedback and Praise
Leadership and HROs
and allocate rewards.
Informal Leaders and Networks
Organizational Network Analysis to detect informal leaders, strengthen successful informal networks, and leverage on cooperation.
Data Analysis and Decision-Making
Ratings on capterra e getapp
Badges
Core functions: 4 Pillars
#Engage
+23% profitability
Gallup, 2020
Alignment on shared priorities and transparency increase employee engagement, cooperation,
and trust.
#Connect
+10-20% in revenues
with regular recognition and praise.
Gallup, 2007
Connection creates a sense of belonging and purpose. Social recognition connects employees and boost their performance.
#Motivate
+50% productivity
when employees feel valued and motivated.
Stanford Business, 2012
Widespread micro-incentives along with traditional incentive programs reward talent and grow employees’ motivation.
#Analyze
+30-50% in performance
when implementing an agile transformation.
McKinsey, 2020
Powerful metadata analytics help spot informal networks, empower leaders, and identify those success stories that can become a best-practice.