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4 Things To Look For In Performance Management Technology

Smart companies are moving away from performance reviews and towards a performance management approach with the idea of supporting people and helping them reach their potential. Performance management is a far more effective approach to managing people than using antiquated performance reviews. The old standby evaluations are outdated, ineffective, and biased. Performance management, on the other hand, provides your company with an ideal way to be agile, competitive, inclusive, transparent, and future-proof. If you’re not already using a performance management approach, you probably should be. Here’s a few good reasons why.

Performance Management Defined

Performance management is a significant part for managing any team. It’s simply a series of procedures and processes—usually backed by powerful cloud-based technology —to help manage employee performance. Performance management is the best way to run a business and keep your team engaged and motivated. It’s also not just about the end of year review, but an ongoing process that helps everyone to achieve their potential, regardless of their role or level within your organisation. Performance management should be seen as an opportunity for employees to develop and grow, not just a means of assessing their work. By setting goals and providing feedback throughout the year, you can help employees stay on track while keeping them engaged in their work. In performance management, managers use planning, monitoring, goal setting, and coaching to help employees perform at higher levels and remain engaged. The implementation of a strong performance management process at your organization is essential to helping your employees thrive.

Effectiveness For Motivating People

A more effective way to motivate people is necessary in some organizations. It’s just part of running a business in this day and age. With more people quitting and employee engagement at an all time low, engagement is becoming increasingly important for many organizations. For Performance Management to be effective, managers need to be able to provide feedback and have regular check-ins with employees to ensure they’re achieving their goals. This requires having a certain clarity of expectations, providing the right tools and equipment for the job, and asking employees about their thoughts as well. Performance management shouldn’t be one sided! Furthermore, using your platform to motivate people can help you identify issues early on and take the appropriate corrective action. Whether it’s through Zoom meetings, Slack channels, or other collaborative technology, it’s easier than ever before to interact with your team and motivate them through a CPM program.

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Flexibility and Support For Achieving Goals

More flexibility for teams who need support in achieving their goals should be something that’s on your mind when you’re managing employee performance. Sometimes, employees need more than just encouragement and tools to achieve goals. They need a framework that supports the business strategy and is flexible enough to adapt as circumstances might change. If everybody is participating equally in goal-setting, updates, and interacting with each other through feedback or other communication technology, it makes it easier to keep up to date and ultimately attain goals without issue. Flexibility also can help make your company seem more attractive to current and prospective talent, especially when it comes to goals and development. By using your CPM programs properly, you can make your workplace a better place for everyone in the present and future.

A Data-driven Approach To Performance Management

Taking a more data-driven approach to performance management requires managers to look at how employees perform against specific objectives instead of merely rating them on an organizational chart. This is where planning and S.M.A.R.T. goals come into play. Setting specific, measurable, achievable, relevant, and time-bound goals for employees, their progress can be tracked and evaluated in a more meaningful way. That alone is integral to boosting employee morale and performance, and giving them something with plenty of data/insight to use when it comes to measuring success. By implementing it into your typical coaching and management procedures, you can use the data to your advantage and cultivate a better team.

Integration With Recognition Programs

Continuous performance management programs can integrate with recognition programs at your organization as well. If you’re already using a cloud-based platform for employee recognition, including CPM as part of that can be easy. A good recognition program reduces turnover and can have a positive impact on your bottom line. Therefore, making it part of performance management can help both the company and the employees. This might be in the form of providing monetary and non-monetary rewards to employees for a job well done or using the recognition your team gives to each other as a basis for some of your own feedback to the team. Whatever you choose to do, make sure you leverage your technology tools effectively to ensure the optimal positive effect on your team and the organization itself