When Happy changed its appraisal system to a single page Happy@Happy snapshot form, one of the key changes was to our individual targets and goals. Rather than setting multiple annual targets, our people now identify and set one personal Radical Disruption to work on every four months.

Radical Disruptions are designed as an opportunity for our people to work on a radical new idea to change our way of working or improve something, either at an individual or organisational level. Each individual sets their own goal, and scores themselves from 1-5 when the four months are up. (These scores are purely to spur discussion between each member of staff and their Multiplier and Mentor, or M&M — what we call our people managers.)

Past Radical Disruptions have included creating new programmes and improving personal productivity. Many of our programmes, such as our Level 5 Global Majority Empowerment Programme and our Level 7 programme for Senior Leaders, were created as part of a Radical Disruption goal.