In the old pen-and-paper model, performance management generated a lot of data, but no easy way to compare it. Online performance management systems make that data “crunchable,” giving managers access to analytics they can leverage to further boost employee engagement, helping the overall business succeed. Here are some ways to do so, below.
As discussed in an interview with SpriggHR founder Jilaine Parkes, a company-wide raise after a banner quarter could be the boon or bane of an employee’s day – depending on how much they feel they contributed relative to their coworkers. Online management tools inject fairness into the base pay adjustment process by empowering managers to reward employees based on how well they performed, rather than just giving the same amount to everyone.
Online performance management systems allow for employees to enter their professional development and career goals, much like traditional performance reviews. However, these systems also allow for managers to view those goals in the context of wider corporate objectives, and assist their employees in understanding how their role and daily responsibilities help something bigger than themselves.
In addition to making sure individual goals are in line with company ones, online systems allow for managers to set tasks along the path to goal achievement. Reporting allows managers to easily track the completion of those tasks, and likewise, to intervene with coaching if they see that an employee is struggling to make progress.
As well as accessing individual performance metrics, online performance management systems allow managers to view performance in the aggregate, on team- and company-wide levels. By comparing their team’s performance to others or against the organization as a whole, a manager can learn a lot about their own ability to motivate their staff and help them improve.
Engaged employees are ones that are likely to improve their performance and stay on, so create and retain top talent through every analytics tool you have in your arsenal.