Manager's Reference Guide

- Work.software is all about change management. Making continuous, small changes to your organization in order to improve every aspect of it.
- Work.software empowers your most valuable asset, people, to improve the performance of the organization every day.

	With Work.software	The Old Way
Change	Continuous, small, manageable changes throughout the organization.	Large organization-wide pivots after reviewing and analyzing months of data.
Change Makers	Every person in the organization is empowered and encouraged to positively impact performance.	A small leadership group decides on the direction of the organization.
People	Treated as the most vital aspect of the organization. Consistent interaction between Managers and Employees, encouraging growth through constructive conflict that is based on objective data.	Performance is a mystery, except for once a year.
Process	Every employee has a say - if you see room for improvement, make a suggestion and it WILL be reviewed with the team.	Subject matter experts create and own processes. All changes go through them.
Performance	Four objective measures of organizational performance. Every department is equally responsible for improving each measure.	Multiple metrics, including different ones by department, leading to conflict among cross-functional teams.

- A complete change to the way your company operates - but you will see small, incremental, on-going improvements throughout the organization.
- A replacement for all of your existing company software programs - but there are opportunities for integration with Work.software that may reduce the number of different software tools you use.
- A replacement for every existing meeting in your company - but you may see the need for some legacy meetings to go away.

One simple metric to analyze your progress: Growth Creation Score (GCS)
- Each department gets a grade (A = 90-100, B = 80-89, etc.). The grade is generated based on Leadership, Manager, and Employee contributions to the People and Playbook components of Work.software.
- GCS = Department grades + Performance component. There is no good or bad score; the goal is continuous improvement.

Welcome banner with GSC score

Simple dashboard of four key performance indicators: Revenue, Value Creating Revenue, Profit, and Cash Flow.
Every Employee should be able to tie their individual performance to one or more of these metrics.
Every Play should help to improve at least one of these metrics.
CEO (Lead) and Leadership are responsible for uploading and maintaining performance policies and numbers.

Encourages regular Manager-Employee discussions.
Relationships are strengthened by having constructive conflict.
Consists of a simple workflow - Employee performs a self-assessment via a MAP (MAP = mindset, ability, and performance), Manager assesses the Employee on the same metrics, then a monthly sync meeting to discuss.
Result is a monthly Individual Impact Plan (IIP) that both agree to. IIPs are Clear (measuring something objective), Actionable (Employee has a way to impact the objective), and Relevant (objective ties to one of the four Performance metrics).

Consolidated list of all your outstanding Work.software actions - Performance, People, and Playbook.