Now that you know everything about performance management, the time has come to understand why it is advantageous to use performance management software. Next, we select the main topics to be considered.
It is not enough to carry out a performance evaluation and seek constant improvements in the performance management of your business if the leaders do not have access to the history, do you agree? Through performance management software, the organization has the possibility to compare the assessments made over the months, checking the evolution or the involution of the employee. When communicating this comparative result observed by the leadership, the time has come to provide feedback to the professional on how the development has been over these months. Thus, there are more precise inputs to outline an evaluation plan for the next cycle, contributing effectively so that it can stand out - and, consequently, enabling better results for the business.
Analyze outdated skills and behaviors in specific areas
By defining small cycles of OKRs that align with the OKRs of the entire company, each employee will contribute in some way to achieve the desired macro objective. However, at the end of 1 year, if your vision has not been achieved, it is necessary to seek learning about the reasons that led to this result. Through performance management software, it is possible to analyze outdated skills and behaviors in specific areas. Thus, the team has the opportunity to generate cross development actions for the company or for a particular sector.
Ease of form response
Making the process experience more fluid is one of the main differentiators of performance management software. Through this tool, there is the possibility of:
Make it easier to answer the form - it removes the friction from the process and makes the experience more positive for leaders and also for other employees;
it makes it easy to manage the entire process - using the software, you can easily create forms, duplicate it for the next cycle, in addition to monitoring who is responding and who is not.
When hiring performance management software, you have a specialized team to assist in the most modern practices of this strategy to apply in your business. Thus, this team has the possibility to check evaluation models that work with other clients in the portfolio, so that they continue to constantly update the process in their organization.
All of these points provided by the performance management software contribute to your company's HR becoming more strategic. Among the differentials that this brings to the business, we highlight:
We have reached the end of our article. We hope that you have achieved the objective we had for this text, to provide a solid basis for management and human resources professionals to understand what performance management is, what performance evaluation is, and how these two themes are related.
Several components can be inserted in the performance management process. However, the key is to make a general analysis. Therefore, it may be necessary to make some adaptations according to the context of your company. Realize that the purpose is to assess the performance of employees and contribute to their personal and professional growth. In addition, the practice provides relevant data to HR, which can create strategies regarding layoffs, bonuses, promotions, salary increases, training needs and more.
Given this scenario, there are three steps that need to be performed:
• Daily observe the individual's behavior, limitations, progress, failures and successes with the transfer of immediate and constant feedback ; • Identify and ponder emerging problems in order to keep motivation high and obtain better results; • Conduct periodic performance evaluation interviews, especially in the 360º feedback model , so that the evaluator and the appraiser can review their postures and detect opportunities for improvement, with the delimitation of corrective actions, when necessary.
What is performance management for?
This process can be adopted in order to align the expectations of employees with those of the organization and enhance the team's performance. However, there are some goals that must be achieved. See the main ones below.
Be clear about the goals to be achieved by employees
The manager and the employee must know exactly what the expected and required results are for the organization. Likewise, it is important to know how the evaluation will be carried out. The purpose of this transparency is to encourage a high level of quality and quantity in the work performed.
Stimulating employee developmentOne of the purposes of performance management is to allow individuals to evolve and improve the entire business environment. With the actions taken, employees can improve their personal and professional requirements, in addition to aligning them with organizational goals. The manager's assistance contributes to reach.
In view of all the aspects already presented, it is clear that this management method aims at business success. Although the organization's success is generally scheduled and there are documents that confirm this aspect - such as the business plan and strategic planning -, it is clear that it is necessary to go further.
Thus, it is possible to set goals, assess employee performance, make feedbacks, offer self-assessment, recognize employees and document the evolution of each individual. All of these actions together guarantee organizational success, because the processes and objectives become clearer. In the same way, employees are able to see how their functions should be performed and what contributions are expected by the company.
Therefore, they are able to adjust to the organizational scenario. The most effective analysis processes also contribute to achieving goals and offer additional benefits. In this scenario, it is up to the HR manager to perform two main activities to carry out performance management in the company.
Encourage managers and leaders to assume responsibilities in their areas and cooperate to improve performance throughout the company; Foster the understanding that even if an industry is successful, it does not imply good customer service. All areas need to create and add value to the consumer. By promoting this idea across the company, the results achieved are better. Managers are also able to more effectively measure the behavioral profile of individuals and, thus, make decisions and set better goals.