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Work.com - Business Decision Checklist

Knowledge Article Number 000198632
Description

1. Get the right people involved

❑  Confirm who should be on your Work.com deployment team

  • Determine Executive Sponsors, Business Owner and a Project Manager if necessary.
  • Choose a Work.com System Admin to implement the Work.com on Salesforce deployment
  • Take a look at the Recommended Permission Sets Guide for help with how to set up your Work.com System Admin

✓ Deliver to salesforce.com system admin:

  • The names of the deployment team and the Work.com Administrator name(s) to be assigned Work.com User Feature licenses

2. Getting started with work.com on your existing salesforce.com org

**If you are setting up Work.com on a new org, skip to Step 3

❑  Gather pertinent salesforce.com org information

  • Do you have more than one salesforce.com org? Determine which org you will be deploying Work.com on.
  • Do you plan to use a sandbox or production environment for set up and testing?
◦ What kind of sandbox do you have?
◦ What planning needs to be made around sandbox setup?
  • Are there internal procedure(s) to enable new features in your salesforce.com org?
  • Are there any customizations that will be affected by the Work.com deployment?
  • Are there planned black out periods where no changes to the salesforce.com org are allowed?

✓ Deliver to system admin:

  • The salesforce.com (org) ID of the org you will be deploying Work.com
  • Existing internal procedures to follow
  • Any necessary information on existing customizations
  • Deployment calendar

3. Enabling work.com users

❑  Determine which Work.com features you are launching and to which users

  • What users, teams and/or individuals will use Work.com?
What features/solutions are you launching? (i.e Thanks, Goals, Feedback, Coaching, Performance Summaries)
  • What level of access is needed for each user?
Deliver to system admin:
  • List of users to have Work.com enabled
  • Detailed list of which Work.com objects users will have access to and the level of access each user is to be given

❑   Determine whether you will use Profiles or Permission Sets to enable Work.com

  • If you are using Profiles, determine if modifications need to be made to user profile(s), or if you will create a new profile
  • If you are using Permission Sets, determine which permission sets are suitable for each user
     
✓ Deliver to system admin:
  • List of objects each user will have enabled; i.e. Thanks, Goals, Feedback, Coaching, Performance Summaries
  • List of Profiles or Permissions sets that should be assigned
◦ If changes need to be made to existing Profiles, what are those changes?
◦ Use the Recommended Permission Set Guide to design your Permission sets

4. Designing your programs

Many of the following decisions will inform how you set up your profiles or permission sets.

❑  Recognition
  • What behaviors are you trying to drive across your organization; specific to sales performance, company values, competencies, etc.?
  • What are your company level badges? Each badge needs a badge name, description, and image
  • Should all users be able to create badges? If not, who will own badge creation?
  • Which badges should be made into rewards badges and who can give rewards badges?
✓ Deliver to system admin:
  • Company badge details including badge name, image, and description
  • Edit the permission set template to give the right users access to create, edit, read or delete badges
❑  Alignment
  • Define your goals setting process. For example, will executives set company level goals?
  • Will all employees have individual goals or will there be team or department level goals?
  • Does your company want to use the name “Objectives” instead of “Goals”, and “Key Results” instead of “Metrics”
✓  Deliver to System Admin:
  • Permission sets details to give the right users access to create, edit, read or delete company level goals
  • A list of company level goals to create in Work.com What you would like to use for the name of Goals and Metrics?

❑  Coaching
  • Do you have a coaching discipline in place now?
  • What process steps need to be communicated with your rollout of Work.com coaching? For example, weekly 1:1’s, when to create events and tasks, etc. Is coaching mandatory or optional?
✓ Deliver to project manager:
  • Communication strategy for Coaching

❑ Feedback
  • Who should have visibility access to feedback?
Deliver to system admin:
  • Edit the permission sets to give the right users access to create, edit, read or delete the feedback object

❑ Performance Summaries
  • Who will create performance summaries in Work.com (i.e. Performance Cycle Managers)?
  • Who should have visibility to performance summaries? For example; leaders in hierarchy, direct managers, HR?
  • What should your salesforce.com admin have access to? Limit visibility to your system admin as needed.
 Deliver to system admin:
  • Edit the permission sets to give the users designated as Performance Cycle Managers access to create, edit, read or delete performance summaries




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