Thankfully, a lot of information is available to us now through global studies on what employees really want from their employers. One common aspect of this is professional growth and genuine engagement. Companies need to help their employees grow. They need to invest in the right set of tools and technology to measure and manage performance, ensure motivation and keep inspiration levels high.
A corporate performance management system (PMS) helps managers achieve this in a much more structured and coherent manner. It helps organizations streamline the performance review process online and provides timely and quality communication to employees.
If you are still doing reviews on paper and making salary decisions based on performance, you are probably looking for a way to make it more organized. But before going ahead and investing in such software, a lot of homework needs to be done.
1. Identify the problem you are aiming at solving
Before making an investment in a PMS, you need to first understand what current loopholes you want to be covered. Take a careful look at the way you conduct or have been conducting performance reviews and what are the challenges that you have faced to make the process a smooth one. All this needs to be within the budget you might have fixed in your mind or available to you.
Are you facing a problem of streamlining administrative tasks or are you failing at successfully engaging employees? Or do you want to add some more features to your current process? Whatever the reasons are, you need to ask yourself how finding that solution can contribute to your business success.
2. Set the goals you want to achieve
Once you have identified the problems and solutions you are looking for, the next step is to delve deeper and clearly lay down what exactly you want to achieve from the new software. This is where you lay down the goals that you aim at achieving. These goals can be both short term and long term.
These goals will help you make a much more informed choice about your needs and expectation with the performance management software. Long-term goals can be to solve core HR challenges on increasing employee engagement indices, improving employee retention levels or improving overall productivity levels. Short-term goals can be to ensure higher participation rates in reviews, tracking the performance and feedback of each individual employee or reduce the burden of paperwork by moving to cloud.
3. List down the core features
Understanding technology can be quite mind boggling sometimes. It can be easy to get lost in the myriad of features that PMS software offer in the market. The key is to stay focused and decide on only those killer features that are absolutely essential for your company’s unique requirements.
The vendors you speak to should be able to offer you sure shot solutions with features that make sense to your organizational needs at that point. Make sure you consult vendors at length and try to understand each and every detail of what they have to offer. Make sure they answer all your questions thoroughly and do not show signs of desperation. This could be one of the best ways for you to understand which tool is right for you. The kind of support vendors offer in the creation and implementation phases can make the biggest difference. Get answers to all kinds of questions related to web and mobile capabilities, integration with your current processes or legal and security issues.
4. Choose a user-friendly software
The reason we use technology is to help us remove complications and makes our lives easier. But what is the point of it if we have to run to IT multiple times during the day?
When you are looking at various performance management software options, go with one has the most user-friendly interface and experience. Remember that your employees will be using it and inviting more complication into their life is the last thing they want. User-friendly tools and personalized guidance at every step can help you conduct performance reviews, engage employees, handle difficult situations, give quality and consistent feedback and much more! Be smart in your choice and make sure you meet your goals while also letting technology take care of the current mundane processes. The more simplified the UI, the higher and faster will be the software adoption rate among your employees.
5. Ensure easy integration with existing HR systems
You already have tons of data about your existing employees and there is no way that you are going to have the time to manually enter each of this into the new software. Automation can seem so fascinating sometimes that this very aspect is forgotten.
Before selecting a performance management software vendor, do not forget to determine whether or not you will require an integration. It will be more than likely that there will be information that requires syncing. Determine what that is and push it across to the vendor. Make sure your vendor offers a reliable and secure way of doing the integration with the minimum hassle given to your IT department.
Choose a performance management software platform that reduced your worries and does not add to them. Check out Keka’s unique performance management software and how it solves key performance related issues.