Performance reviews are such a big aspect of organizations. Because of review cycles, HR managers and leaders are able to make compensation decisions, figure out how each employee contributes to over organizational productivity and of course, weed out inconsistent performers.
Maybe the first paragraph simplifies the complex role performance management plays in an organization, but it is what the process accomplishes in a nutshell.
Unfortunately, the problem with the performance management process is that it’s been around for a long time and has not really undergone much of a change. Many organizations still prefer using traditional performance reviews, for a variety of reasons, that range from comfort, preference or quite simply tradition.
Traditional performance processes work fine when organizations are small or have a very simple review process. But once organizations get bigger, and job roles get more complex, there’s a need for software to enhance the process, or rather, software to ease the process.
So how can performance management software benefit an organization?
Ease of Use
One of performance management software’s biggest advantages is that it can be extremely easy to use (depending on the choice of software of course). All the things required for a review cycle are in one place, most of the processes are automated, and once the review information has been added, such as start dates, review templates etc, there’s not much else an HR manager has to do, except oversee the entire process.
Even better, HR managers don’t have to frequently remind employees to complete their reviews. Most software has built-in reminders that will prod employees to complete the review process. The software takes the burden off HR’s shoulders and instead allows them to focus on the outcome of performance reviews, rather than the whole process of it.
Performance management software does not focus solely on the review process alone. Rather, they offer other features as well, such as the ability to share feedback, goals and objectives, an LMS etc. All these features are often integrated so that when the review process is going on, users can view an employee’s complete profile, such as the feedback they have received, the goals they could complete, to what extent they could complete their goals, or even what new skills they have learned.
Performance management software paints a broad picture of an employee’s performance and helps others make informed decisions during the review process.
Also read: 7 Things You Must Discuss In Every Performance Review
Employee Performance Insights
Performance management software can provide a very illuminating look at an employee’s performance. This is not just related to ratings and feedback they have received over the past years. Rather, many performance management software also offers performance analytics that track employee performance in graphical chart format, calculate leadership potential etc.
These employee insights can help others make informed review decisions when reviewing performance. And they can also help managers make compensation decisions or even promotion decisions.
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More Control Over The Process
Conducting the review process through performance management software offers HR managers much greater control over the entire process. They can control when the cycle starts; when the cycle ends, how many employees should participate in the cycle etc. HR managers can also restrict review visibility, call back reviews etc, thereby also maintaining a fair and just review process.
Do you want to know how Engagedly can help you with your performance reviews and various aspects of performance management in your organization? Talk to our experts!
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