McJunkin Corporation

KāSa Performance Group designed, developed, and delivered an interactive blended training solution to meet an international distributor’s goal of building a high performance work culture capable of managing and operating effectively during a time of expeditious growth.

Improving Workplace Performance

McJunkin Corporation, a privately held international supplier and industrial distributor of pipes, valves, and fittings; gas distribution and transmission products; oil, gas, and mining supplies; and instrumental controls with over 100 locations worldwide, recently experienced explosive growth and expansion into new markets. 

As McJunkin grew to over 1,600 employees they recognized the need to survey employees and uncover opportunities to increase employee satisfaction.  Once the surveys were tallied, an overwhelming number of employees expressed the need for a formalized performance management process to help them better gauge what was expected of them, and a process for measuring their successes. 

As a result, KāSa Performance Group was called to develop training for the entire corporation, from executives to warehouse employees, targeting the skills needed to successfully lead and participate-in the performance management process.  Early in the Engagement Process it was revealed that the focus of McJunkin’s training should be divided into two programs—those with and those without direct reports. 

Execution

During the discovery phase it was noted that McJunkin needed to develop a disciplined focus on evaluating and improving performance of employees at all levels to ensure the retention and development of top talent.  After the analysis phase, KāSa Performance Group recommended a comprehensive training solution, which included sessions on goal setting, coaching, and performance reviews designed to teach McJunkin’s employees the fundamentals of leading and participating in the newly designed performance management process.

A performance management program was then designed and developed for the overall process: goal setting, coaching, and conducting performance reviews.  Next, an audit was conducted by a third party consulting firm, to evaluate how many written goals, coaching sessions, and performance reviews followed the training model. The program was revised based on the evaluation results.

Participants developed competence in the new knowledge and skills by participating in online synchronous sessions.  Instructor-led follow-up training was conducted a few months later to provide additional skills practice and application opportunities.  Web-based job aids and checklists were developed to provide employees the opportunity to reinforce the new skills once they returned to work.

Lasting Business Results

After KāSa Performance Group’s implementation of the performance management training solution, McJunkin showed sharper alignment of initiatives, goals, and objectives that drive their growth strategy.  McJunkin also showed improved frequency and quality of communication between mangers and employees.

Management now has a shared discipline and process that allows them to identify ways to motivate and develop employees, give feedback effectively, and deliver recognition to encourage top performance.  This solution taught employees to demonstrate a multi-step goal-setting process, receive feedback effectively, and identify expectations for their performance review.  These new skills resulted in improved operating effectiveness and successful identification of top talent.  It also allowed management to focus their efforts on the activities that have the biggest impact on their growth.

In Our Own Words – McJunkin

“It is great to have a management process to set the standards for employee performance. This will help motivate people by communicating goals and objectives in a clear and effective manner, and by having performance reviews to gauge their progress with.”

“This is THE way to do these kinds of things.  We learn the content, interact with others, learn from each other’s experiences, and saves time and money.” 

“Overall, I believe in the process and think that the training was excellent and the format was good.  I commend the presenters for doing an excellent job.”

“The Performance Management process appears to be “right on” for McJunkin and should benefit everyone.  I’ll be anxious to have everyone in the process and walking down the same path together.”

“The synchronous format and small group participation was a good method of disseminating the information being discussed.”

“I’ve never said this before but I’m looking forward to future training.”