What Type of Performance Management system do SMEs need?

Performance Management Programmes align the objectives and plans of the Business with the month-to-month focus of its Managers, and what its Employees do every working day.

There are plenty of standalone Performance Management  software solutions available. Small and medium sized businesses however, need an integrated solution that links to and draws from the other HR data that is held centrally. In particular, tie-ins to training for certification and skills advancement so that the often mission-critical expiry and renewal dates aren’t missed.

“In business, the idea of measuring what you are doing, picking the measurements that count … you thrive on that.”

- Bill Gates

What are the main features and capabilities of good Performance Management Software?

 

  1. Goals – Organisation, department and personal
  2. Feedback and Tracking
  3. Performance review process
  4. Flexible options

Of these four items, the first three are core and essential to a good software system.

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There’s been a natural adoption of the platform with no training whatsoever. Users immediately see the benefit to themselves, to their teams, and to the company as a whole.

Goals

The software needs to have some way for managers and employees to set long- and short-term goals, track those goals. It should have a repository to maintain overall organisational goals so all other goals and objectives are congruent.

 

Feedback and Tracking

The ability to record feedback and track goals is central to the reason Performance Management Softweare systems are introduced. They should be capable of providing and recording manager feedback, and document any coaching provided (as well as how the employee responded to it).

The feedback and tracking system needs a high degree of flexibility built-in.  It needs to be able to cater for companies with a casual culture might want by a simple job-talk feature so that both manager and employee can maintain log of ongoing coaching and goal setting conversations. On the other hand, a more formal process, for example in highly regulated environments, might be required. This will need a more structured process involving specific documents and records, different levels of approval, and even numeric scoring.

 

Performance review process

There are plenty of SMEs that are happy with one or two evaluation forms completed by employee and their manager which can then be stored for future analysis (in a GDPR compliant fashion of course). Equally, some businesses might want to use this data more frequently. This might necessitate a smart dashboard view of a given employee's performance.  The system might give information and feedback on job delivery quality, skills assessments, positive and negative feedback, and performance versus goals or KPIs.

All the processes should be aligned to the review process, governed by the company’s Policies and Procedures. The software can automate much of the process either through email, messaging or document publishing.

 

Integrating the systems

For managers that have experience of Performance Management in big companies with traditional processes, they will be familiar with the annual chore of completing the process. The process was probably overseen by an unseen HR department that “took it all into account”.


These type of exercises are not practical or helpful for SMEs. An agile and responsive organisation needs a process and software to match their outlook. The Performance Management Software should be an effective tool for everyday management providing a way to track and document employee/manager communications. This isn't meant to turn an employee's work life into a police state. Rather, it's designed to foster a culture that focusses on KPI ad goal achievement and promotes excellence.

 

The secret is to have a process and supporting system that enhance and improve a manager’s day-to-day workflow and helps employees reach peak performance.

 

That's why HR Duo are focussed on usability and agility rather than just acting as a repository for annual metrics (if they even exist). Of course, a software system, no matter how good, is useless without a robust and effective system of management and accountability. To manage people, you need other people and the software should support the person. Here at HR Duo, we specialise in helping people develop policies and procedures that are practical and useful.

 

 

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MARY SHELLY
ABC COMPANY
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How to deal with Poor Employee Performance

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mo comnis et et in corum cust, sinvent voloremped et di ut velique con corum doluptatem sam, cum et di rent.

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