HP Innovation Journal Issue 05: Winter 2016 | Page 7

I feel I’m in an innovative company…thank you for this change. Becoming a “learn it all” So imagine what’s possible when an entire company adopts a growth mindset—if our leaders and employees focus on improv- ing their abilities instead of just relying on their current strengths. If they believe it’s safe to learn from failures and criticism, they’ll be more willing to take on challenges. Fundamentally, our employees will be more innovative, creative, and resilient. That’s our goal. To transform the company, we must in- grain the growth mindset into the very fab- T hat’s what I heard from one of our managers, talking about HP’s changes to our performance management ap- proach. Another said, What a breath of fresh air. And yet another called it a positive and brilliant approach. Comments like these started piling into my mailbox once we announced that we were doing away with yearly rankings and ratings in favor of more meaningful performance management conversations. What was the big idea driving this change? The Situation The growth mindset. We heard from you and other HP employees that you need an easy way to access great content, The big idea stay ahead in your field, and tap into the minds of the best HP experts around the world. 87% of employees say that sharing knowledge with teams is vital for learning at work. 1 81% of employees depend on time-consuming web searches for job-related learning. 1 80% of workforce learning happens via on-the-job In 2016, we launched Brain Candy, adding a powerful new and innovative tool to our learning portfolio. Brain Candy is an online learning platform that hosts videos, articles, courses, and other content. It’s searchable, easy-to-use, and full of information that can build an employee’s skills or knowledge any time—even if they only have a few minutes. Like the minds that use it, Brain Candy grows and gets better because employees can easily add content to it for any area of interest. They can also share and recom- mend items, network with colleagues who have shared interests, and track their learning. There’s even a learning path on Brain Candy for building a growth mindset. In fact, remember that Carol Dweck TED Talk I mentioned? It’s the most liked video on the platform. Just a few months in, we have ap- proximately 40 percent of employees using the tool. It’s a good start. interactions with peers, teammates, and managers. 2 Fuel your mind When HP Inc. and Hewlett Packard Enterprise separated a year ago, we made a commitment to Keep Reinventing—and we didn’t just Share Connect your mean our products. with ideas In partnership with our leadership 2. Have meaningful experts team, HR is applying that spirit of in- conversations novation to our culture and extending it to every employee. We’re putting in We’re also reinventing how we evalu- place new people processes designed ate and reward performance. Rather The Solution Introducing Brain Candy, to create an environment that fosters than classifying employees as effec- HP’s new learning platform where you can both company and individual growth. tive or not, successful or not, we’ve tap into our collective brain fueled by 50,000+ Our foundational belief is that eliminated ratings in favor of more of the best minds at HP. skills and intelligence can be devel- frequent, meaningful conversations hp.com/go/braincandy oped; that with learning, effort, ex- focused on learning and growth in ploration, and practice, people can service of individual and company always keep growing. This not only goals. helps drive innovation, it drives employee ric of how we work, learn, and develop. And We had more than a few challenges in engagement and satisfaction. it will take more than just distributing TED taking that big idea from theory to practice. There’s a term for this theory: growth Talks and business psychology books—we When we separated from Hewlett Packard mindset. Perhaps you’ve read Carol Dweck’s need the right mix of mechanisms in place Enterprise, our newly formed (and much book on the topic, titled Mindset: The New to support this change. smaller) Human Resources team was tasked Psychology of Success, or seen her popular Here are some of the ways we’re helping with building a new company while continu- TED Talk, The power of believing you can employees and managers make the shift: ing to support its day-to-day HR needs. Most improve. processes, like performance and rewards, The simplest way to think about it is that 1. Foster continuous learning were cloned from the former company, but it’s about learning it all rather than know- our team was motivated to develop programs ing it all. Since we believe that every employee can that supported the culture we wanted for grow their capabilities, be more creative, and the new HP. more collaborative, it’s easy to make a case With only a few months to plan and roll for investing in learning. out changes to performance and rewards, Access a wide range of content custom-tailored to fit your needs on topics like innovation, design thinking, and technical mastery. Share your own valuable ideas and contribute to our collective intelligence. Brain Candy makes it easy to find and connect with an ever-growing group of experts around the world. 1 Centre for Learning & Performance Technologies, Learning in the Workplace Survey, 6/2014 2 Bersin by Deloitte, Meet the Modern Learner, 11/2014 Issue 5 · Winter 2016 · Innovation Journal 7