![]() The other employees who didn't meet the standard decided to leave on their own.Īs the company's leader, I don't need to worry about anything beyond the 100-day plan. I've only had to fire two people for that. It's an unspoken rule here that if you go through three periods scoring below five, you're gone. You don't want to score less than five, though. Then my partner and I sit down with everyone and agree on their scores from the previous period, and assess and lock in their plan for the next 100 days. A score of "7" means they nailed the job. They receive financial incentives to score above that marker. I have a group of extraordinarily clever people here, and we expect them to get at least a "5" every time. The employees all score themselves based on how well they lived up to the standards they'd set for themselves. We look at how well we followed through on our old plans, and discuss what didn't work and why. I'm not interested in learning how you plan to do it, just that you'll do it.Īfter 100 days, we hold our next meeting to draft a new master list of goals, but before we do that, everyone goes through their list from the last 100 days. You come up with six or seven goals, such as "write new copy for About Us section" for a content manager, or "create product prototype for A-list client" for a designer. Next, each employee has three or four days to write down what he or she is going to independently contribute towards achieving the goals on the master list. ![]() At the end of the session, we have a page or two of overall goals that will help advance the company and our relationships with our clients. One goal might be to create a new content section for our website another could be to invest in a new technique for representing a product idea for a corporate client. We develop a list of goals for the company's future, looking across all our internal projects and client assignments. Our productivity has gone through the roof.Įvery 100 days, we sit down together as a group to discuss the company and go over what we plan to achieve in the next 100 days. As a result, our team members spend every day actively working towards important goals for our company. Those with the highest scores receive bonus payments for their hard work. Our bonus program is directly linked to 100-day plan performance. The process quickly weeds out those who aren't up to the task, and incentivizes employees to score highly. Now, employees have clearly defined milestones of success, and are focused on hitting them every 100 days without fail.
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