Secrets Of A Successful Performance Management System

One of the main ways to ensure an effective performance management system is to set clear goals and objectives that will carefully match the organisation’s vision and mission. Sometimes, employee performances don’t improve no matter what initiatives are taken because employees are working towards objectives that don’t add any value to the organisation’s future direction. And the reason this often happens is that the employee performance management approaches don’t reflect any of an organisation’s vision or mission. 

So at the beginning of a year, employers should do two main things to execute successful performance management. The first is to readjust the performance measurements on the relevant HR software to match with the ongoing year’s goals and objectives. The second is to communicate and define these goals clearly to employees and make them aware that their performances will be measured based on how well they are supporting the achievement of the set goals.

Another secret somewhat overlooked by many employers is to integrate real-time feedback within their payroll management system. In a traditional performance management system reviewing is done once in 4 or six months or annually. It’s after these reviews employees are made aware of the drawbacks or weaknesses in their performances. Even appropriate training and development programs and retention and termination decisions are made after this reviewing process that takes place once or twice through a whole year. 

In such a context, employees keep performing in the same unproductive way until the reviewing process takes place. Instead, suppose real-time feedback is integrated within an HR system it becomes easy for employers to instantly become aware of what areas of performance employees are falling behind, what kind of training should be given, whether they need to terminate or recruit any employees, etc. When employees have corrected as and when needed with real-time feedback, it also becomes easy for them to change their work approaches and keeps them more engaged and motivated to their job role.

Another missing element that many performance management systems should incorporate is clarity. No matter how attractive the user interface of an HR software is, if it doesn’t give users clarity on what they expect to know from the platform, how well they are doing in terms of performance, what they are lagging in, and so on, it will not produce expected results. 

It’s practically impossible for employees to improve their performance or even identify their drawbacks if the standards of performance or indicators are not clear within the system. This will also make it difficult for employees to adapt to the system in the long run leading to frustration. Ensuring clarity also comes from incorporating a good user experience (UX) into an HR system. When users get a good user experience from software, it becomes easy to understand how it works and use it effectively to produce expected results. 

If you’re looking to integrate an effective performance management system into your business with promising results, get in touch with us at Yomly. As one of the pioneer HR software solution providers in the UAE, all our services are tailor-made to meet the highest HR standards in the industry.