Moving from traditional paper-based performance reviews to web based performance appraisal system can feel like a stressful experience. It is mainly because you are moving away from something that you know about to something that is new to you.
The idea of floundering in the dark with a software you don’t know about and having others floundering with you is not appealing. It is even worse when employees come to you with problems and you don’t know how to deal with them because you are not equipped to do so.
If you experience all of this, then you are only going to associate new software with bad experiences and before you know it, you’ll be switching back to traditional paper-based performance reviews.
Hold on though, all is not lost. Here is how you can transition easily for you and your organization.
Web Based Performance Appraisal System
The following section highlights the process to shift to a web based performance appraisal system.
Research Is The Key
Much like how you Google products before you buy them, in the very same manner you need to do exhaustive research before you zero in on performance appraisal software. The market for HR based software is huge. Don’t grab at the first product that shows up. In fact, take your time and thoroughly test all these products out. Most products offer free trials. Make use of those free trials and fiddle with these products to your heart’s content before you decide upon something.
It’s no good if you are the only person using software and extolling its virtues. How will other people ever know it’s going to help them? First things first, you need to get your superiors on board. If your superiors too like the software and can see that it’s going to be useful, it will be much easier to get the rest of the organization to adopt it. Getting your superiors on board is winning half the battle.
Get All Managers On Board
Once you’ve convinced senior management, the next people you need to get on your side are all managers. Ultimately, if managers like the software, then they will make full use of it. After all, they are the ones who need it the most.
Click on the link to download our guidebook on ‘Progressive Performance Management’!
Don’t Make Radical Changes
Radical changes are nobody’s friend. They are unsettling and unnerving. Ease your organization into new software one step at a time, and if possible mirror some of the process you had earlier on before you make the change final. In this way, everyone is more open to accept the changes.
Keep It Simple
When you begin using new software, don’t complicate the performance appraisal process by sticking to your old ways. On paper, it is easy to add in question after question, but when you do the same thing on new software, the whole process becomes complicated and once again, you are back at square one.
Be Adventurous, Not Afraid
There is plenty of performance appraisal software out there. You need to try them out for yourself to see if they work for you. Make sure you have a small sample of employees who will test out the software along with you. The hallmark of good software is when you find it easy to use and don’t need much guidance. Sometimes, you might have to cycle through 4 or 5 different software before you find the right one for you. So don’t worry if you don’t find the right software for your organization right away.
If you are interested in knowing about how Engagedly can change your organization, request a demo from the Engagedly team!
Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2023.