100% Goal Setting and More Meaningful Conversations: How "SVYDIS GROUP" is Changing Organizational Culture with UNLOCK Tests

In today’s dynamic business environment, where employee engagement and effective performance management are key to success, many organizations face challenges. How can we ensure that performance evaluations are not just a formality, but a tool for meaningful, growth-oriented conversations? How can we ensure that all employees are involved in this process and see its added value?

Milda Venslovaitė, Head of HR at “SVYDIS GROUP“, answers these questions, sharing her experience implementing the UNLOCK Tests platform and its impact on the organization’s culture.

Before the introduction of UNLOCK Tests, “SVYDIS GROUP” conducted performance evaluations using a complex and inefficient Excel form. As Milda recounts:

“The biggest drawback of Excel was that everyone adjusted it to their liking, and then it was very difficult to consolidate the data; moreover, not everyone filled out the necessary information, adhered to the deadlines.”

This situation led to data fragmentation, a lack of consistency, and difficulties in analyzing the overall performance picture. Employees often avoided filling out the forms, seeing them merely as an additional administrative burden rather than a tool for their own development.

100% Completion and Set Goals

With the transition to UNLOCK Performance, “SVYDIS GROUP” achieved an impressive result – 100% completion of performance evaluation forms. Milda identifies several key factors that contributed to this success:

• Clear Communication: It is crucial to help employees understand why this process is beneficial both individually and for the entire organization.
• Clarity of Process and Form: “Everything is simply clear (the process, filling out the forms),” Milda emphasizes. Standardized forms ensure consistency.
• Ability to Monitor Completion: The system provides the ability to track completion progress in real-time and, if necessary, remind employees about upcoming deadlines.

One of the parts that Milda particularly likes in the UNLOCK Performance discussion form is the Career section. It allows employees to choose their preferred career type, employees and managers to discuss career prospects within the organization, planning growth and development. This section is especially important as it enables employees to see long-term perspectives within the company and encourages them to plan their career path. Furthermore, “SVYDIS GROUP” is eagerly awaiting the probationary period form feature, which is currently under development. This will further simplify and strengthen the onboarding process for new employees, allowing their progress to be monitored and timely feedback to be provided.

Deepening into Problems with the Help of “Employee Experience” Survey Results

Milda Venslovaitė applies this method to ensure that performance evaluations are not just about past achievements, but also about future opportunities. She uses insights from “Employee Experience” survey results. Based on these insights, she formulates open questions in the performance evaluation forms.

“Managers can talk to employees, delve deeper into where the problems are and what opportunities there are to solve them,” says Milda.

This method allows managers and employees to engage in meaningful, solution-oriented conversations that help identify and resolve underlying issues. As Milda herself notes: “If you don’t talk openly, how can you solve it?“

“SVYDIS GROUP” experience with UNLOCK Tests is an excellent example of how correctly chosen methods and their thoughtful integration into the organizational culture can transform performance management from a formality into a growth strategy. It’s not just about 100% goal setting, but also about more meaningful conversations that create a stronger and more unified organization.

As Milda Venslovaitė summarizes: “All of this must begin with each employee’s individual desire to grow, develop, and engage.” The organization’s goal should be to provide them with the space to feel capable of doing so. It is then that true changes, results, and success begin.