Choosing to implement effective Performance Management System software is arguably the most efficient way to invest in your company’s talent. By keeping your team engaged with your wider business goals and with what skills they can develop, you will achieve alignment and satisfaction across the board.
Identifying talent is one thing, but keeping employees interested and constantly developing is another. Ensuring employee morale is in check and keeping them happy is critical to productivity. Disengaged workers will look for work elsewhere and discontent ones may share their feelings through the organisation. This may leave you with employee retention issues and likely spooked customers too.
In employee management terms, focusing on the team you already have is the best way to demonstrate that their contribution is valued.
A performance management system should catch both sides of the story. We believe that allowing your managers to set objectives for each team member while evaluating how those are being carried out via performance management is the most efficient method to keep a good spirit and coordinated effort. As well, employees should be given the chance to record their feedback.
Key Result Areas (KRAs) should be assigned individually and expressed with weightage in percentages relative to the ‘perfect outcome’. Therefore a set weight expressed in line with the actual level of accomplishment in % gives a final KRA scoring. These actions can be completed and compiled in a report that is stored as a digital record attached to the relevant review.
Some tips for setting and measuring company and employee goals:
A great PMS system is of no benefit if management cannot use the system adequately! Keep it simple and train managers in being effective and giving and receiving feedback from their teams.
If you feel rating systems are not the right fit for your workforce, then there are still key issues to consistently address in regular reviews. Real-Time Reviews software will ‘force a conversation’ that keeps management and staff engaged about overall improvements in performance.