Borusan, a group open to the world market with the focus on the strategy of developing innovative products and services that create added value for the Turkish economy, has adopted creating a difference in its own field as a principle with successful employees with high motivation, performance and capabilities for 74 years.
Beyond adapting to the dynamics of the world that digitalize rapidly, the focus of the 2017 strategy of Borusan was to be one of the pioneers of digitalization in Turkey, making it a part of the corporate culture and bringing its employees together around this culture.
Borusan, who prioritizes views, expectations and needs of its employees at all times, and lays the foundations of HR strategies on that basis, has set out the priority needs with the evaluation and focus group work done with the employees. The results of the studies show that the employees, 74% of whom is the Y generation that likes to become prominent and to make a difference, have the need for instant feedback.
Aiming at developing a project that is compatible with the digitalization goals of the HR process and the employees’ need to receive immediate feedback, Borusan has realized the Puantum project, which has a completely digital infrastructure, enables employees to give instant feedback and transforms performance management into an easy and practical work. With Puantum, it is aimed to get employees adopted to feedback, to contribute to their personal development, to provide open communication with feedback at all levels and to establish a transparent performance culture.
Borusan adopts the common initiative for all its executives as “Success Through Employees” and believes that it is possible to give and receive accurate feedback on the basis of this initiative and all processes designed for the development of Borusan employees. On this basis, the most important factor that drives Borusan to improve implementation of Puantum is its focus on feedback and the need for employees to do so.
Puantum, which is available on both web and mobile applications, is being used by logging in on ”puantumtheborusans.com ”. With its user-friendly interface, everyone can easily use Puantum to give feedback and score to colleagues and senior managers anytime, regardless of the levels and titles of the employees. The system has 3 types of feedbacks including positive feedback, negative feedback and development opportunity, and there are 6 which are “develops others”, “trigger”, “customer-oriented”, “creative”, “team player” and “motivator” representing the competencies determined by the Borusan Group. Positive feedback enables employees to make 10,20 or 30 points of feedback based on the content of the feedback and also they are able to match the behaviour of the feedback with a badge. Employees can use -10 point to give negative feedback to their co-workers under the situations such as late reply for e-mails, tardiness etc. Development opportunity is one of the most important part of the Project which enable users to support their co-workers by giving feedback about their needs of development if they don’t prefer to match with any points. Each user is given 300 points each month and has the opportunity to give score to anybody with these points. Users are using these badges when giving feedback, and they can also see the badges they have received. The search button on the system allows access to the page of the related person. A notification e-mail is sent to the employee and his/her manager who receives feedback via the system. Feedback is completely transparent in the system and scores received are kept confidential in order to reinforce the feedback culture and provide versatile communication regardless of level without pushing employees to score points and racing perception. The information about the scores that employees accumulated until the end of the year are confidential and no one, including the person himself/herself, can view it. According to the scores earned at the end of the year, employees are provided with surprise opportunities and gifts. At the end of 2017, we announced the most successful people in the categories such as giving the most feedback, collecting the most points, getting the most badges. In this way, we try to encourage people who do not use Puantum while recognizing feedback habits in the company.
Many internal communication studies have been carried out to popularize the Puantum project within the institution and for employees to adopt it. Via e-mail and in-house instant messaging systems, messages were conveyed to arouse interest and encourage employees to use it. The platform benefits and rewarding systems were emphasized while explaining how the system was used with explanatory and entertaining videos.
After the Puantum launch, HR teams and senior management were informed by monthly and quarterly user reports. While the reports were being prepared, the contents of the feedbacks were checked and the examples which did not have the right characteristic of a feedback
were examined. After the review, in order to get more qualified and accurate feedback from the employees, communication studies were conducted about giving qualified feedback . Also, curative actions were taken by gathering suggestions and opinions form the users in sharing environments.
With the Puantum project, Borusan Group went well beyond its classical performance evaluation practices and achieved success in a short period of time. The rapid adaptation of the employees to the digitization process and the platform usage rates have been the greatest proofs of this success. Borusan has ensured that employees are aware of their competences and skills, also that they are supported and evaluated objectively not only by senior management, but also by their colleagues. Puantum is Borusan’s most easily adopted HR application and has become a brand with its innovative digital infrastructure as a sign of rapid and successful future for digital applications in HR processes.
Our target was to get 50% of employees become users by logging into the system and make half of them give at least one feedback.
The target number of feedback in the period of June-December 2017 was 2614, while the number of the given feedbacks was 16911 , which is 6.5 times of the target.
The number of target users was 1307 , while the total number of users was 1828 during this period .
The number of unique user giving feedback in June 2017 was 59 , but in December 2017 it increased to 535.
According to the opinions and suggestions of the employees about the system, it was observed that Puantum had a very positive effect in the short term in the direction of the targets within the organization. In the questionnaire which was made 9 months after Puantum was alive, the users were asked to evaluate both the system and the process. According to the responses:
83% are satisfied with the instant and easy access to the system,
- 71% are satisfied with the ability to see the feedback from employees and to review other feedback,
- 63% are able to give feedback more frequently thanks to Puantum,
- 66% received feedback from their colleagues, which contributed to their development,
- and 49% can use the feedback they received to track performance and development
- To focus on communication studies to improve feedback quality
- To integrate Puantum with a new awarding platform to deliver a tangible return
- To integrate Puantum with our Performance Management System
- To plan system improvements by evaluating employee suggestions for the Borusan Group