Joined-Up Performance Management

Appraisals are an important part of the performance management process.  But in order to make real use of the inputs and outputs of this process they need to become truly integral and be populated with agreed, measurable goals that are meaningful to – and achievable by – the individual. 

In setting an individual some goals and targets, a manager can accurately track progress towards those goals and can help the individual make adjustments if things aren’t going quite to plan. 

And by agreeing goals that bring the promise of reward, one can motivate, measure, evaluate, retain and give recognition to employees who deserve it.  A commitment - a sort of contract - for the period is arrived at and the individual can see more clearly what they are aiming for and the importance of their efforts to the company.

The information put into the appraisal must be accessible, trackable and even reportable.  In order to manage this efficiently and to actively reduce overheads in time and effort of a paper based system an automated approach is paramount.

To see how automation can work for you look at the modules for Goal Manager, Performance Manager and  360 Degree Reviews.

Have a look at another Performance Management business scenario.

To bring the best return on investment, performance management must go beyond the annual review process.  In order to keep employees fully engaged the process must focus on not only rewarding them for a job well done in their day to day tasks but in consultation about their careers and how they evolve and mature.  In this way, employees are encouraged and empowered, feel recognised for their efforts and remain loyal to the company. 

Read more about Career Development here.

Or simply call us to talk through your business requirements.