Performance Management as a process dates back to over 60 years when the need to evaluate employee output was recognized. Since then, how we evaluate performance may have evolved, but the process still widely remains to be dependent on paper.
As an HR leader you’re all too familiar with how line managers perceive the annual performance management cycle – it’s always with a “oh no here we go again.” No doubt it’s a time consuming and mind raking process. It takes a lot of soul searching. Performance management requires managers to be creatively eloquent, constructively critical and supportively encouraging. That’s not easy. And if all that’s on paper? You’re really not encouraging your managers to do a good job of it.
Leap Ahead and Reap the Benefits
Performance Management shouldn’t be seen as a burden – by your line managers, your employees and for sure not your team either (who have to process and file the tall stack of paperwork). The process is critical and vital for your organization’s sustainability, growth and success. As their forward thinking HR leader you should definitely consider automating your performance management system.
Here’s what you gain by bringing about automation to your organization’s performance management system: