Case studies which take a look at how forward thinking organisations are using doceo.

1. a social performance platform for business

2. Challenges
A professional services firm performed annual appraisals for all their
staff using a paper based system and wanted to update and improve the
process while maintaining the areas they reviewed. Staff wanted more
frequent feedback and improved performance discussions.
Solution
The contents of the paper-based appraisal system were broken up into
the relevant doceo categories, i.e. skills, behaviours, engagement and
alignment. In addition, objectives agreed with each individual at their last
appraisal were entered into the system.
During the first month, staff were required to self-assess their competency
against each of the relevant categories. The next month staff were asked
to rate their peers, and managers were asked to rate their direct reports.
Managers were then required to initiate performance conversations via
doceo for each direct report. During that process managers and reports
also reached consensus about the current status of objective completion,
and whether any additional objectives needed to be set. Follow up
conversations for each direct report were scheduled to occur at least
once a quarter.
Contact Doceo
Level 5, 158 City Road, Southbank, Victoria, 3006, Australia
Telephone 0412 700 060 or email info@doceo.com
Not only have we saved a lot of time, we now have a system that
people want to use and participate in.”
HR Manager
doceo.com
CASE STUDY: Performance Appraisal
Results
- Staff found it easy to rate themselves in the context of what
had previously been discussed and agreed.
- Having 360-degree input and transparency provided
additional objectivity and buy-in to the ratings.
- Quarterly conversation cycles meant performance issues were
addressed quicker
- Quarterly objective setting and discussion increased
performance across the organisation.
- The time taken to complete quarterly reviews actually took
less time than a single annual review.
“

3. Challenges
The owner of a medium sized privately owned company wanted to get
an understanding of his staff capability and whether they had the skills
to implement the organisation’s strategy.
Solution
Management identified the staff capabilities, skills and behaviours they
considered necessary to implement their strategic plan along with a
survey to measure engagement and alignment with the company’s values.
doceo was configured with the company’s skill and behaviour
requirements, and an engagement and alignment survey was also
designed.
Over the following month staff used doceo to:
- self-asses their own level of ability based on the skills and behaviours
identified;
- rate the skills and behaviours of peers;
- complete the surveys on engagement and alignment to the company’s
values.
User access ceased at the end of the month.
Contact Doceo
Level 5, 158 City Road, Southbank, Victoria, 3006, Australia
Telephone 0412 700 060 or email info@doceo.com
I was surprised how easy it was to get all this information together so
quickly and how usable and useful it was.”
General Manager
doceo.com
CASE STUDY: Measuring Individual and Organisation Capability
Results
- Using the Capability measures the company identified who the lowest
10% of staff were that needed to be trained and in what specific
areas.
- Using the Mastery (Behaviours) measures, the company identified a
specific department that did not score well and the specific area that
needed to be addressed.
- Using the Engagement survey measures, the company found that
85% of their staff were engaged in their role, and most importantly
identified employees who were not engaged and developed actions
to improve their engagement.
- Using the Values (Alignment) measures, the company found that
those that were engaged in their role were also aligned to the
company values. The company decided to re-run their training course
to restate and refresh their values with the whole organisation.
- The company discovered that with some focused training, overall
staff capability was sufficient to execute the strategic plan.
“

4. Challenges
A strategy consultant had facilitated and developed a strategic plan for a
large agricultural business which included identifying the top performers
and influencers from across the organisation. The challenge was to
implement strategic initiatives and actions with that group. An additional
challenge was the geographical disbursement of the group, allocating
tasks and managing communication and feedback among all the group
members.
Solution
The top performers group were allocated to various special purpose
teams specifically set up for the purpose of implementing specific
strategic initiative and actions. The strategic initiatives were split up
between the teams and entered as team objectives in doceo along with
an expected completion date. The various actions for each of the
initiatives were then entered as key result areas. Team leaders were
instructed to coordinate the process and oversee compliance by team
members.
Doceo was rolled out to the individuals with the objectives and key result
already loaded for each team. The team leaders facilitated online
discussion and activity among the team members and encouraged
individuals to establish their own objectives that contributed to the team
objectives.
Contact Doceo
Level 5, 158 City Road, Southbank, Victoria, 3006, Australia
Telephone 0412 700 060 or email info@doceo.com
“Using doceo allowed us to set up dispersed teams that really worked!”
doceo.com
CASE STUDY: Strategy Implementation
Results
- Individuals and teams self rated their progress on allocated
objectives.
- Each team had visibility on the progress of their progress and the
progress of other teams.
- Team and company progress was easily seen via progress charts.
- Substantially less travel was needed as teams could communicate
about each objective via the doceo platform.

5. Challenges
A medium sized manufacturer had 2 areas of production, one of which
was performing well below the level of another in terms of quality and
accuracy. The challenge was to identify the causes and identify ways to
improve performance.
Solution
The doceo measurement and scoring platform was implemented from
senior management down to obtain input from managers regarding the
establishment of capabilities and behaviours expected from each person
reporting to them. Position based skills were developed and applied to
the relevant individuals, and firm wide expected behaviours were applied
to the whole department. Each individual was required to self-asses
specific skills for their role and their level of adherence to the expected
behaviours.
Surveys were developed for the department to measure staff
engagement and alignment to the firm's mission, and all staff was asked
to complete each survey.
The company director also put several objectives into the platform and
sought feedback and comments on ways to improve quality and accuracy
and to identify blockages to the smooth running of the department. An
objective was also created for the implementation consultant to provide
prompt responses to any feedback. from the users and management.
Contact Doceo
Level 5, 158 City Road, Southbank, Victoria, 3006, Australia
Telephone 0412 700 060 or email info@doceo.com
doceo helped me identify problems I didn't even know I had and gave
me more direct feedback than I thought possible.”
Managing Director
doceo.com
CASE STUDY: Turning Around an Underperforming Department
Results
- Training needs were identified for factory staff based on self-assessment
of the skills required.
- Gaps in middle management communication and planning were
identified and addressed via training.
- Low levels of engagement and alignment were being caused by the
low levels of quality and accuracy, to be corrected via training.
- Factory staff provided many viable ideas on how to improve
performance, and were able to be heard by senior management,
whereas previously middle management had filtered such feedback.
“

6. Challenges
The national safety manager of a commercial services company had
safety officers located in numerous locations around the country
reporting to him on safety issues and initiatives. The challenge was to
manage, communicate and align safety related objectives and strategies
among all the safety officers.
Solution
The relevant safety objectives were entered on the doceo platform,
including key result milestones within each objective and dates for
completion. All the team members were included as participants on each
objective.
Each safety officer was required to assess completeness of their
objectives and initiatives, and were required to provide feedback and
relevant comments for other officers to see.
Contact Doceo
Level 5, 158 City Road, Southbank, Victoria, 3006, Australia
Telephone 0412 700 060 or email info@doceo.com
doceo.com
CASE STUDY: Leading Remote or Distributed Teams
Results
The safety manager was able to focus and align all the safety officers
to work on the objectives and initiatives that were currently important
and receive real time feedback on each individual's level of
completeness. The combined feedback and comments created an
invaluable communication and sharing forum which benefited all the
officers and bonded them together as a team.
Doceo was instrumental in creating a remote culture of safety, at a
grass roots level, that didn’t rely on top-down compliance initiatives.
Compared to email, doceo is just so much easier to delegate, track
progress and communicate around an objective.”
National Safety Manager
“