For anyone who worked through the last three or four decades, the annual performance review, or performance appraisal review, was an event that inspired dread and anxiety. It was a call to the manager’s office where he reviewed your work performance based on your job description, often ranking you on a scale from 1 to 5 of how you met specific performance objectives.
If you were working in a fairly progressive company (and if you were, you were one of the lucky ones), at the end of the annual review you would talk for a few minutes about the results, and then develop a rough sketch of training, skill development and the specific knowledge you needed to obtain to bring your score up.
This information typically came from the manager, and as an employee, you had limited opportunity to provide insight or to question the results. It was a one-way street but it had a great impact on your job and whether you would continue to hold that job.
Jump to the Present
Today with the advent of technology and the development of software apps which are aimed at the HR field, the performance review process has radically changed. Appraisal management software is one such software. Appraisal management software aims to digitize the performance review process and therefore make it easier for organizations to have performance reviews. By utilizing interactive employee performance management software, the process can be continuous, with employees having the ability to access specific personal data to keep track of and meet their performance objectives.
Additionally, managers can also use the software to provide feedback either in the form of mentoring types of comments and support or in recognizing a positive trend or change noted in the ability of the employee to meet pre-set objectives.
The existence of software that caters to the performance review process avoids many issues that the earlier performance review process used to face, such as employees being blindsided when they finally had their performance reviews, managers being unable to mentor and coach their employees, employees being singled out or made an example of etc.
But despite its many benefits, many HR administrators are wary of appraisal management software. Here are two tips to help you make the best of the software and also implement is successfully.
Know Your Software
Before one implements any software in their organization, it is important to know about it and understand it well. Information is an administrator’s best weapon, especially when it comes to software.
Know what your organization needs and search for and select software according to those needs. You will probably deal with a little trial and error before you settle on the right software. Employees in an organization too need to know all about software once you begin implementing it. A fear of the unknown is what prevents many organizations from properly implementing appraisal management software.
Organization Wide Participation
When implementing new appraisal management software, it is really important that all the employees and managers take part in the process. After all, they will be the end users of the software.
When everyone takes part and utilizes the software, they become familiar with the software, thereby making it easier to stop annual performance reviews and instead implement software that provides a better way to carry out performance reviews.
Implementing appraisal management software at your organization does not have to be difficult. These two tips should make the process an extremely easy one.