Customer Spotlight: Omada

Revolutionizing the way people treat chronic disease isn’t an easy mission, and Omada Health needed a performance management solution that was up to the challenge. “Nothing that’s ever been created for humanity that’s brand new has come easily, and I think that you’re able to muster a higher level of determination when you know the mission,” says Co-Founder & CEO Sean Duffy.

SEE ALSO: Reinventing Performance Management: Customer Stories

When considering performance management platforms, Jo Dennis, Omada’s Chief People Officer, naturally started with her people. “I spent a decent amount of time talking to our employees and understanding what it was they needed. And one of the first things that I heard was, ‘I want to have a clearer understanding of the expectations the company has of me.’”

Those conversations led Dennis to Reflektive, which “stood out because it felt like Reflektive started from a core of giving great feedback.” It matches the “culture of real-time, direct and transparent feedback” that drives Omada.

Reflektive stood out because it felt like it started from a core of giving great feedback. Click To Tweet

Dennis specifically points out the value in being able to request feedback through Reflektive. “This allows people to get very specific, very timely, very actionable feedback that needs to come from your peers or needs to come from the people you’re working with every day.”

And Duffy says this peer-to-peer feedback is vital in helping employees align with the organization’s core mission and values. When people post on the “Kudos Board”, they can tag the company values that correspond to their kudos.

Making Omada’s values part of the daily conversation is only one way that Reflketive’s tools have improved the company’s performance management process. Dennis says, “We’ve seen three big metrics move since launching Reflektive.” The first is an increase in the amount of feedback that employees share regarding “the quality of their people management”. The second metric is an “improvement in the quality of feedback”, and the third is an increase in the company’s overall engagement index. “And that quantitative way of being able to measure impact is incredibly important when you’re part of a company that’s focused on delivering great outcomes.”

Duffy believes that many of Omada’s employees are drawn to the company’s mission, which is to make a radical improvement in the treatment of chronic diseases. He wants to give his team the tools they need to accomplish this mission. “I think for many people at Omada, it’s their chance to build a legacy, and you feel the positive impact on society if your company achieves what it can achieve.”

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