In the market for 22 years, one of Kenlo's main purposes is to empower real estate agents and realtors, with a technology focused on the potential of human talent. More than a market positioning, this objective is also reflected internally: the focus on the development of its employees is a constant in the company. 

Over time, many changes have occurred in the organization. Some of them were: the growth and recognition in the market, the number of employees, the positioning and name of the company (formerly inGaia), and also the organizational structure in terms of People Management.

Specifically on this issue, with the use of the appropriate tools and methodologies, in addition to the support of Qulture Rocks, Kenlo literally went from 0 to 100% in terms of adherence to the Performance Evaluation process. Read on to learn more about this success story between Kenlo and Qulture Rocks.

Starting from scratch

With the mission of being on the side of real estate agents andrealtors by offering a complete platform and CRM for the sector, throughout its trajectory Kenlo has reaped exponential growth as a result of the quality of these partnerships.

However, it still saw the lack of a more formalized and close monitoring process of the development of its most important asset: the employees. It was then that, in 2020, against a backdrop of the covid-19 pandemic, the company saw the growth of this need.

Initiatives such as Objective Key Results (OKRs), 1:1's meetings and Individual Development Plans (IDPs) were done spontaneously and only by part of the team. Still, there were no formal records of the data and results.

"The arrival of Qulture Rocks at Kenlo was just at the moment when we started talking about OKRs, about the need to have a product focused on this and data tracking. This was the gateway to this successful partnership", says Silvia do Nascimento, Tech Recruiter Lead at Kenlo.

With the support of Qulture and our product, Kenlo was able to implement the platform in an organic way while seeking to disseminate the OKRs mindset in the teams.

On the road to success

Differently from what one might think, nothing happened overnight. To reach 100% adherence to the process, there was a whole evolution. Issues such as feedbacks, training, and mentoring started to be addressed in the company's daily routine through training sessions, for example. 

In addition, the constant work to raise awareness of the People and Culture and Talent team counted on the collaboration of the leadership. Still, despite the engagement of some collaborators, the first Performance Evaluation cycle took place, but without the IDPs being significantly documented in Qulture's platform.

It was then that the Culture and Talent team identified the importance of requesting even greater support from managers at this stage of the process. There was a new stage of awareness-raising about why it was necessary to register such a plan in the platform and, as a result, the inclusion of the IDPs was much higher in the second cycle of the Performance Evaluation.

Reaching 100

After the many learnings acquired in the previous cycles, the third Performance Evaluation cycle at Kenlo ended with teams that not only registered their IDPs and action plans on the platform, but also achieved 100% completion of them.

And the evolution doesn't stop there: according to Silvia, the idea is that this process becomes increasingly organic and that, as new cycles occur, the leaders and those they lead organize schedules and deadlines themselves.

Thus, Qulture's platform assisted not only in the adoption of a well-structured process at Kenlo, but also contributed to a more autonomous and measurable development of the professionals, the teams, and consequently the company.

The feedbacks? The feedbacks are the best possible, according to Silva herself: "The leaders feel that their teams reap great results with the processes that involve the platform as a whole (Performance Evaluation, PDIs, 1:1's, feedbacks, etc.). Thus, each employee increasingly sees himself as the owner of his own career and, also, can pay attention to points that still need to develop," she says.

In addition, this potential can also be monitored by leaders and the Culture and Talent team, since the Qulture platform can provide important insights on how to act to further increase results.

Want to structure processes and unlock your employees' potential just like Kenlo did? Contact our team of experts and find out what we can do for your business!