The Ultimate Guide to Performance Management


The Ultimate Guide to Performance Management

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Role of Technology in Continuous Performance Management

“Communication works for those who work at it.”
  • John Powell, Filmmaker

The key distinction of Continuous performance management is that it is collaborative, frequent and takes place in real-time as against the traditional appraisal systems of retrospective evaluation. It also needs continuous monitoring to ensure its effectiveness. This is where technology plays a vital role. It is extremely difficult to implement Continuous performance management without a software that makes the process easy, seamless and effective. 

Let’s review how technology aids Continuous Performance Management and its objectives:

  • Feedback must be given in real-time and not held back till a formal meeting is scheduled. Technology enables instant communication irrespective of the locations of the manager or employee. 
  • Action points from multiple check-ins need to be captured accurately, compiled into an actionable roadmap and followed up for tracking progress. This, when performed with a software tool can be done without errors which occur more often when using traditional note taking methods.
  • Technology aids in monitoring and capturing progress real-time 
  • Sending reminders to managers for check-ins or for sharing feedback is easier through a software solution
  • Technology helps HR teams keep a real-time overview of how frequently managers are conducting check-ins and sharing feedback
  • Software tools help HR teams to generate detailed reports / analyses of the Continuous Performance Management practises being followed across the organisation at any time without cumbersome data crunching or errors.

It is therefore safe to say that Performance Management software and analytical tools are critical to the implementation of Continuous Performance Management. That said, it is equally important to choose the right solution that matches the organisation’s unique requirements. 

Factors to consider when choosing a Performance Management software:

  • Customization:

Make sure the software is customizable to suit your organisation's area of operation and performance management strategy.

  • Transparency:

Look out for a software that helps create clarity among both managers and employees with clear reporting and seamless processes

  • Objectivity:

Ensure the software can accommodate objective metrics for managers to base their performance evaluation.

  • Frequency:

Ensure the software is capable of facilitating instant, real-time feedback and employee rating frequency can be recorded periodically.

Checklist: Key features to look for when choosing an effective solution:

  1. Dynamic goal-setting:

As Continuous Performance Management entails flexibility in goal setting, it is important that the solution allows the option to change the goals as and when needed.

  1. Instant communication:

A good performance management solution integrates with the organisation’s existing chat systems like Slack, MS Teams for employees and managers to connect and interact effortlessly at any time with an in-built chat feature. Often, length emails can be easily replaced with a quick, interactive chat keeping the communication two-way, transparent and effortless.

  1. Scheduling tools:

The software should allow scheduling of tasks, meetings and other collaboration activities among users. This is particularly important for employees who work out on the field or remotely.

  1. Continuous performance evaluation:

The software should facilitate automated self-assessment and general evaluation questionnaires to guide various feedback conversations. This helps maintain a structured feedback mechanism without compromising on the time spent on compiling the information.

  1. 360-degree feedback:

Feedback from multiple sources or 360-degree feedback is essential for effective performance management. It creates an open environment of comfort for both the feedback receiver and giver. The software should be able to offer the option of feedback collection from all over the organisation -  team members, reporting managers, reports, and peers from other teams.

  1. Performance Comparison and MI Report:

The software should provide a feature for managers to get a team-level view of performance and project status so that they can track progress at individual levels and compare performance at a team level. Such reports should be customizable for headings, sections and order of data.

  1. Automated reminders and notifications:

The software should offer the facility for managers to send reminders, delegate tasks and share notes with employees with a date / deadline attached. Notifications on important project milestones could also be a useful feature

  1. Data security:

As with any software solution, data security is of utmost importance such that sensitive feedback information or individual performance data of individual employees is safeguarded and accessible only to designated individuals. 

 At Superbeings, we have designed our Performance Management tool to focus on including the above 8 key aspects to ensure the smooth execution of your Performance Management program. Check out the demo today - click here.

Let us understand how our suite of tools can complement your organisation’s objectives for Performance Management.

How Superbeings can partner with you for your CPM program

Using OKR to drive Performance Management

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