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Performance Management is Priority!

The importance of investing in a good performance management system is recognised by most organisations. What gets less attention is the qualities related to the managers’ involvement and ability to manage their role in the performance management process.

Here are a few tips to consider to set up performance management process as an organizational priority.

When it comes to the performance evaluation process the most important aspect is to hold managers responsible for the performance outcomes. The effectiveness of a performance evaluation system largely depends on:

Effectiveness of a Performance Management System

Employees perform better when they feel connected to a ‘larger vision’. Therefore, employees should understand how their work is affecting the organisation goal. This will not only inspire and encourage them to work harder but also turn them in advocates of the organization.

Transparency remains a critical factor in the implementation of the performance management system. Your employees must understand the standards on which they’re being evaluated. This will foster a belief that they are being evaluated objectively. Employees who feel they’re being treated fairly increase the amount of effort they put into their job.

While the performance management system is a critical driver of an individual’s performance, it doesn’t exactly promise organizational success. In fact, many factors contribute to the success of the organization alongside performance evaluation. This includes:

  1. Flexibility: a platform where employees are provided the space to grow despite previous failures.
  2. Seamless communication: open and effective communication where information flows in all directions.

Employees should be encouraged to take charge of their own development. While interacting with their managements will greatly help set clear expectations, it won’t do much in the long run. Employees should be able to figure out solutions to work problems on their own. They should be able to focus on the future, and create a development plan on their own. This is a key driver to creating leaders of the future.

An effective performance evaluation system can yield twice as much as benefits as a performance evaluation system which only reflects on the points. After all, in the end, everything depends on the results. Be it productivity, profitability, revenue growth, customer retention or employee satisfaction.

To drive this in your company’s performance management a system that you can tailor your own business objectives and apply to individual performance management as well as organisational gorals will be sure to drive your business forward. Have you heard of AppraisALL?

  • Normally we get around a 45% completion rate with our appraisals, this time using e-ppraise we achieved 95%! The feedback from the team for the first time ever was that the appraisal experience was positive.

    Jane Andrew, Director

  • Really pleased with the new appraisal system, it helps identify training needs and provides consistency across all our 21 offices. the appraisall team have provided excellent training, and support throughout.

    Bethan Edmund-Harper - John Francis Estate Agents

  • A software that takes away my paperwork headache! I am spending my time diagnosing data - determining our succession planning and growth plans rather than tracking who has/hasn't completed their appraisals.

    Helen Williams, HR Manager, Call centre

  • Just love the training administration functionality of the software. I can manage the departmental training budgets and targets, ensure we are legally compliant and that all CPD targets are met, and all in easy to use report formats and diary reminders ... no more multiple spreadsheets!

    Katy Miller, Training manager, Insurance

  • The competency framework works really well for our company. The combination of generic and bespoke competencies means the software feels really relevant to the roles in our organisation. Most of the hard work has been done up front meaning our managers are a lot more engaged with the process.

    Anna Mosley - HR Advisor

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