Why does this practice make a difference in organizations?

We can observe, in many corporations, individual work among employees, without a sense of unity and effort towards a goal.

How to implement a performance management system?

Given so many benefits, the need to implement this type of tool in the company is clear. However, to adopt it, it is important that you follow some basic steps.

 

Understand the dynamics of employee performance
First, to make a system that works and that generates changes in the behavior of employees, it is necessary to look for methods capable of promoting a fair and flexible evaluation. Thus, your organization, as an evaluator, must fully understand how the dynamics of the performance of people within companies works.

 

There are, in this dynamic, three components interacting in a way that affect the performance of employees. Are they:

capacity (development);
environment (opportunity);
effort (motivation).
How to do performance management? Evaluating them! Therefore, you must create methodologies focused on each of them and integrate them into the performance appraisal system.

 

Provide development opportunities
It is also up to the organization to offer the opportunities for the employee to develop and grow. Therefore, you need to invest in strategies in this aspect, and they should also be the objective of the evaluation implemented through the performance management system.

These assessments will not only help when building a consistent career plan, but also serve as a parameter for improvement and training programs.

 

Create bookmarks
Your assessment system must be continuous and consistent. Thus, it is possible to work with accessible indicators that demonstrate what you are looking to investigate.

Understand well what the company expects from employees and focus on these aspects. You can invest in a list of organizational competencies, as well as essential skills for each of your company's roles.

In addition, it is possible to assess the organizational environment, the company climate, leadership and team motivation. With these skills and job characteristics in hand, you will be able to implement an effective performance appraisal system in your company.

Remember that only by measuring the most important aspects of management is it possible to identify problems and propose improvements.

 

Follow constantly
The job of performance management requires ongoing leadership attention. Giving annual feedback based on the latest results will totally discourage the team and is a waste of the investment made in carrying out this work.

Constantly monitor, give short, accurate and recurring feedbacks, detect variations in indicators (both negative and positive) and observe changes in behavior and how they impacted productivity.

With this monitoring, the performance management system will function as a general framework and will bring the necessary information so that new strategies are applied and the results achieved.

 

How to prepare the company for change?
A new system brings a series of transformations to your business. That's why it's important that you prepare the team and the organization as a whole for these changes. Find out now some elements that you can take into account at this time.

 

Get closer to the IT team
When implementing a new system, your company's IT team is best suited to assist in the process. That's because these professionals deal with this type of tool all the time, and can become great allies.

So introduce the system to the company's IT first and ask the industry to review the tool and create a deployment plan. From there, start spreading the software to other areas.

 

Involve employees
Employees need to feel part of the entire process. So talk to them before imposing the performance management system.

This is the time to explain all the benefits of the change and make it clear why the changes were made. Take the opportunity to collect feedback on the team's first impressions in order to make the necessary adjustments.

 

Empower the team
It is also necessary to train the team to use the new tool, especially the leaders. Otherwise, you can have implementation problems, which compromises the veracity of the generated data.

Therefore, promote training and clear all doubts from the team about the new performance management system. Closely monitor the first few weeks of deployment and ensure everyone is using the software properly.

How to choose a management system for your company?
Once you understand the importance of the management system and how it can impact your organization's results, you need to evaluate several aspects to choose the most appropriate system.

For this, several factors must be considered. We highlight below the main ones.

 

Business problems
Before any contact, it is necessary, first, to make an analysis of the biggest difficulties that HR faces and what it really needs.

Try to identify bottlenecks in processes, integration problems, communication barriers between sectors, data incompatibility, etc. These problems are common in companies and can be improved with software. However, in order for you to understand what solutions you need, you must first assess what needs to be resolved.

 

Available resources
When choosing the best solution, all the features must be considered. Compare the tools offered by the system with your organization's needs. Does it meet the demands of growth, or does it allow you to include the employee information you really need?

This assessment is essential for you to make a choice that really solves the problems and also doesn't pay extra for modules that won't be used.

 

Usability
You can choose the most modern software on the market, with different interfaces and tools. However, none of this will make sense if you find it difficult to use the system and cannot integrate it into everyday use.

Look not only for smart solutions, but also consider how easy it is for the employees who will be dealing with this technology to adapt. Intuitive programs that are easy to understand and that employees can use without much knowledge are the best bet.

 

Technical support
Technical support is another important point to be considered when hiring a technology for your company's performance management. Does the supplier provide assistance, whether remote, in person, really efficient? Is this assistance available 24/7, 365 days a year?

Evaluating this aspect is essential for choosing the best solution. Imagine you need the information around the holidays or in the middle of a week with holidays. This can totally jeopardize the planning and performance of feedbacks and, consequently, the team's productivity.