Management Center

Management Center Solution

The Management Center offers a secure area for people-leaders to communicate privately, hone their skills through training and mentorship, and share knowledge and best practices. It also provides a communication channel for executive leadership to engage with their people-leaders in private, so they can promote consistent messaging, effective/acceptable management styles, culture initiatives, and more. 

Solution Overview


Business challenges 

  • Collaboration (Primary)
  • Communications (Secondary)
  • Culture and Engagement (Secondary)

Owners and audiences 

  • Leaders/Managers/Supervisors (Owners/Audience)

Business value

The Management Center provides a secure channel for engaging people-leaders across the entire organization, enabling executives to ensure all management is aligned to the company strategy, vision, and culture. Effective management styles can be celebrated here so other leaders are encouraged and inspired to follow suit. Through training, mentorships, and the sharing of best practices, managers can also have a comfortable place to engage with their peers, learn new skills, and hone their craft. 

The Management Center also provides an area for management to collaborate on corporate objectives, budget planning, hiring plans, and major corporate initiatives. The result is a more efficient organization and a more consistent message to employees and executive leadership, enabling leadership to effectively plan, execute, and evolve. 

Key features

  • Planning area
  • Training Quick Links
  • Objectives area
  • Meeting Room
  • Best Practices area
  • Peer Groups 

Business Outcomes

Measuring success

The Management Center is designed to improve the collaborative relationship between your C-level executives and leaders. Ensure your Management Center Solution delivers the results you need by measuring its success using key performance indicators (KPIs). These outcomes should focus on the collaboration challenges your leaders face.

Key outcomes

Measuring against KPIs specific to the Management Center allows you to determine: 

  • What areas are successful at improving collaboration among your executives, managers, and leaders? 
  • What areas need improvements to better enable the collaborative efforts of your management team? 
  • What additional goals and objectives are needed to further enable your C-level leaders within the digital workplace? 
  • What people-focused goals and objectives improved the collaborative relationships of leaders across different teams? 
  • What information-focused goals will improve the sharing of knowledge between leaders within your organization?
  • What process-focused goals will help leaders build valuable documentation around best practices and other thought leadership? 

Key goals and objectives 

Some key goals and objectives to keep in mind when determining KPIs for your Management Center include: 

  • Aligning leaders to strategy, vision, and culture 
  • Honing leadership skills 
  • Planning for success 

Business processes

You should incorporate your Management Center Solution into your existing internal business processes. Think about what processes, policies or procedures might have to change or be updated.

  • Do SOPs need to be updated? (e.g. registering for leadership courses, applying for professional development or mentoring programs)
  • Are there processes that need to change? (e.g. planning processes, storing and updating meeting notes, sharing best practices)

Key areas 

Some key areas to pay close attention to when measuring the success of your Management Center include: 

  • Planning area
  • Training Quick Links 
  • Objectives area
  • Meeting Room 
  • Best Practices area
  • Peer Groups 

Recommended KPIs

Below are some recommended KPIs for measuring the success of your Management Center Solution. Keep in mind that some of these recommended KPIs will align with your organization's goals and objectives, while others may not. It is critical to align KPIs with your unique goals and objectives to accurately measure success. 

  • X% increase in the number of Microblog Articles posted to the Manager/Director "Talk" Channels 
  • X% increase in the number of Views of Microblog Articles posted to the Manager/Director "Talk" Channels
  • X% increase in the number of Views of the Discussions Forum
  • X% decrease in the number of missing Meeting Notes from the Meeting Room area of the Management Center 
  • 100% of all Management related meetings included in the Meeting Room Calendar
  • X% increase in the number of Tasks added to Company-Wide Objectives area of the Management Center
  • 100% of Managers and/or Directors represented in the Management Center Directors and/or Managers group
  • X% increase in the number of Views of Best Practices Wiki Articles
  • X% increase in the number of best practices submissions through the Management Center (versus email or other channel of communication)
  • X% increase in the number of Contributions (Likes, Comments, Ratings) made to Microblog Articles posted to the Planning Microblog Channel
  • X% increase in the number of Microblog Articles posted to the Planning Microblog Channel (Quick Planning Updates)  
  • X% increase in the number of Views of Microblog Articles posted to the Planning Microblog Channel 

Note: KPIs are generally time-based and should be evaluated and/or modified on a specific cadence (e.g. quarterly).

Solution Roadmap

Implement

The Management Center Solution comes with a pre-configured template. Our Consultants and Configuration Specialists use this template as the baseline for your implementation. The focus of the implementation is on design, configuration, content, and training.

These are the major implementation initiatives for the Management Center Solution:

  • Site architecture: Review the Solution architecture. 
  • Homepage: Surface the most important content and areas within the Solution on the homepage to provide an at-a-glance view and easy access to relevant content.
  • Site map: Update the site map based on mutually agreed to modifications (e.g. moving, deleting, adding pages and/or applications).
  • Configuration: Update the Solution configuration settings.
  • Users & Groups: Add groups and users to the Solution. 
  • Content: Add content (e.g. company goals and objectives, best practices, announcements, etc.) and apply permissions.
  • Design: Apply the visual design to the Solution (e.g. global CSS changes, header, footer, banners, icons).
  • Testing: Do a quality assurance sweep of the Solution (e.g. broken links, navigation, permissions).
  • Training: Train key stakeholders on the Solution (e.g. leaders, managers, supervisors) using brief, self-service materials that meet the needs of this audience group who has limited time for formal training.  

Drive engagement and adoption

When your Management Center is ready to launch, it's important to determine how you will drive adoption and engagement in the short and long-term. Use the recommended tactics below to complete a successful launch, engage users regularly, and expand your Management Center as your digital workplace evolves. 

Launch

  • Populate content: Add content to your Management Center Channels before launch to provide users with context and examples of quality content suitable for this Solution. 
  • Start the conversation: If your goal is to have users comment and engage with the news, seek out a few champions to start things off with short, conversational posts. This encourages other users to do the same, since people can be hesitant to post in a brand new Channel.   
  • Schedule training: Provide training to your users so they understand how to use this area to its maximum potential and gain traction with their contributions.
  • Stagger release: Release sections of your Management Center over the course of a few weeks to let your users learn one area at a time and drive excitement through anticipation. 
  • Recruit champions: Ensure you have a few early adopters who can jump into the Forums to post and answer questions. You'll provide examples of what others can accomplish.

Engage

  • Rotate quick links: Update quick links frequently to drive users to important content or Channels that should be prominent. Changing up these quick links always keeps the Solution fresh and ensures you're driving users to information that's relevant now.
  • Publish thought leadership: While you're targeting directors, managers, and even supervisors and team leads, always have your C-Level executives submit articles or provide insight into their social media. 
  • Show recent comments: Feature the latest comments on the homepage through a Recent Comments Widget to drive others to interact and join in the conversation.

Govern

This  Solution should be managed by someone in the C-Suite, preferably the CEO and/or COO.

  • Host meetings for different management levels: Set regular leadership meetings by level (e.g. managers, directors, executives). 
  • Provide meeting details: Set meeting agendas with clear expectations, outcomes, and tasks. 
  • Communicate consistently: Ensure all leadership updates (applicable to everyone) are communicated through the Solution - no exceptions. 
  • Focus communications: Set up communication channels by each management level (e.g. managers, directors, executives). 
  • Link to key information: Create links to leadership resources and tools within your digital workplace for quick access to:
    • Mission and Vision Statement 
    • HR tools (e.g. recruiting, performance management) 
    • SOPs and policies 
    • Corporate news (e.g. for quick publishing of updates)
  • Enable planning: Set up a business planning area within the Solution to manage business plans, MBOs, and financial reports. 
  • Provide updates: Broadcast updates to your leadership team on a regular basis using applicable communication standards.

Evolve

  • Add new Channels: When you're ready to add new Channels based on a new Best Practice or new Peer Group, be sure to add it under the respective area so it will populate.
  • Support productive relationships: Create additional Peer Groups to allow different levels of management to collaborate and communicate (e.g. new management,  new leaders, mentorship).
  • Leverage feedback: Review and incorporate feedback from frequent users of the Solution to include updates and changes that have an impact. 
  • Reassess metrics: Review objectives and KPIs to refine them and continue to mature and maximize the business value of the Solution.

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