Performance management technology is a vital tool that helps HR professionals make the most of their company’s development budget.
The right software allows organizations to track employee performance and measure results, ensuring their workforce is working at maximum efficiency. In addition, it also enables you to identify areas where employees need improvement and provide a platform for coaching and development. It can also help to inform your future hiring strategies by helping you identify the most important skills and characteristics to look for in a candidate.
However, with so many options on the market, it can be tough to decide which performance management system is right for your company.
So, to help you out, here are some key questions to ask when comparing different performance management technologies.
1. Is it Backed by a Reputable, Established Provider?
First, consider the reputation and track record of the provider behind your employee performance management software.
Are they known for providing high-quality products that solve real problems? Is this a reputable, established, and well-known company that has been around for a long time? Or are they relatively new to the market without a proven track record of success or even failure?
The more established, trusted companies in this space are likely to have more resources at their disposal to continue innovating and improving over time — both in their product offerings as well as customer support services.
Moreover, they may also be able to provide better service than smaller players due to economies of scale in terms of development costs, marketing spend, and so on.
2. Is it Cloud-Based?
If you have a choice, then cloud-based software is the way to go. There are many advantages of using a cloud-based system over pre-installed software, such as lower costs and increased flexibility.
Cloud computing allows you to access your data anywhere, anytime, as it’s stored on the internet rather than on your own hard drive.
On top of that, it also improves security. With organizations being more mobile than ever before, there’s an increased risk of data loss if it isn’t backed up frequently or shared through multiple sources for redundancy purposes.
This is even more helpful when it comes to employee performance management technology. For instance, you can give employees the ability to access their records from any device, whether they’re in the office or out in the field.
Additionally, you can take advantage of automatic updates and the latest features without having to wait for an IT team to install them — or worse, pay for an entirely new software system.
3. Does it help Track General Goals, OKRs, or Competencies?
Data is the core of today’s performance management technologies. That includes the ability to track progress against specific goals, objectives, and KPIs (OKRs), as well as employee competencies.
This data isn’t just nice to have. It’s essential to understand how your employees are performing and where they need improvement. It also helps you measure your ROI, as well as the effectiveness of your employee development programs.
The best performance management systems make it easy to track all this data in one place. In addition, they also provide built-in analytics that shows you how your employees are progressing over time. Look for other data-focused features like the ability to create custom reports and dashboards.
4. Does it Provide a Holistic View of Performance through Feedback, Check-ins, and Goal Setting?
A good performance management system will provide a holistic view of employee performance. This means tracking not just hard data points but also softer skills like communication, teamwork, and leadership.
The best way to do this is through regular check-ins and feedback sessions between managers and employees. These can be conducted in person, through video conferencing, or via a mobile app.
Some performance management systems also allow employees to set their own goals and objectives. This gives them a greater sense of ownership over their development and career path and helps to improve employee satisfaction.
At the same time, it provides managers with valuable insights into what motivates and drives their team members.
5. How’s the Onboarding and Support?
Regardless of how good a performance management system is, it won’t do you any good if your employees can’t figure out how to use it. That’s why it’s essential to consider the onboarding and support process when choosing a system.
Onboarding involves getting new employees up to speed on how to use the system. This should be done through a combination of training materials (e.g., video tutorials, how-to guides, etc.) and live support (e.g., customer service, technical support, etc.).
Connected to the first consideration, reputable technology companies bake customer support and satisfaction into their business model. After all, if you can’t get help when you need it, you’re likely to churn through performance management systems quickly — and that’s not good for anyone.
6. Does the Provider Specialize in B2B or B2C?
The performance management system you choose should be designed for businesses like yours. That means it should have the features and functionality you need to manage your employees effectively.
B2B performance management systems are designed specifically for businesses. Therefore, they tend to be more comprehensive and configurable than B2C systems, which are geared towards individual users. In addition, they also offer enterprise-level features like Single Sign-On (SSO) and advanced security controls.
If you’re not sure whether a B2B or B2C system is right for you, ask the provider about your specific needs. They should be able to advise you on which type of system would be a better fit.
Take Your Time Selecting the Right Performance Management System
Finally, don’t rush into a decision. If you need assistance, companies like Argano have extensive experience helping businesses select and implement the right performance management system and other digital technologies.
The performance management system you choose will have a big impact on your business. But, most importantly, it will affect the way you manage and develop your employees.