If you’ve been keeping your ear to the ground with respect to HR Tech news, you’ll know that there’s a slow revolution taking place.
The performance review process is being not so quietly being replaced by employee performance appraisal software.
This is not a death knell for the performance review process as such. But it signals that nobody has patience for the old ways of carrying out a performance review process anymore.
To be honest, the process has long been due for a change. The concept of the performance management began the in early 1900’s. Several sources have mentioned several different names so it is hard to pinpoint who exactly came up with the idea. But one thing all the sources I looked at agreed upon was the fact that performance management seems to have sometimes during the early 1900’s.
But it wasn’t until the 1950’s that the concept of performance management really picked up. Employers began to understand that in order for employees to perform well or to be motivated to perform well, they needed encouragement and motivation.
From that time onwards the performance review cycled through many different iterations, including Jack Welch’s rank and yank system at General Electric and Google’s prolific use of goals and objectives to motivate employees.
In present times however, there are a lot of conflicting ideas about what constitutes performance management. Many companies which were once pioneers in the performance review process, such as General Electric, Enron, IBM, Motorola etc have either done away with the processes that brought them recognition or have themselves dissolved.
The current trend is of course to get the review process off papers and take it online. In the past few years, so many software applications have appeared on the market. Is it any better than the traditional performance process? Definitely!
Here are three ways in which employee performance appraisal software can improve the performance review process:
No Fuss, No Mess
The problem with traditional performance reviews is that so many of them heavily rely on paper. It becomes a cumbersome task to take all of that paper and consolidate it into a review. With software on the other hand, all you need to do is input your review, most performance review software applications will even collate all your performance reviews into one handy document.
Performance review applications make it easier for employees and managers to give continuous feedback. Feedback works best when it is given and received at regular intervals and is real-time.
Most employee performance appraisal software applications come with a whole host of features that help aid the performance review process. Engagedly for instance, also has a goals and objective module, 360 multirater feedback module, a continuous feedback model, all of which can be utilized during the performance review so that managers have a broad and comprehensive overview of how their employees are doing. Additionally, these features also make tracking an employee’s performance a lot easier.
If you want to know how Engagedly can help your organization improve it’s performance review process, request a demo!