Using software to track, monitor, and review employee performance can help most companies maximize efficiency and provide more accurate feedback for employees. Many HRIS solutions come with performance review software. Even when HRIS packages do not possess performance review capabilities, performance review software can be purchased separately and be easily integrated to work with existing software.
Obtaining performance review software may be an easy process, but implementing and using the software can require transitioning efforts. The following are some tips for making the implementation process as smooth as possible.
Review Types of Performance Reviews
There are many different types of performance reviews, including 360 degree reviews, pay-for-performance, and employee self-evaluations. Many factors may influence which of these styles is best for reviews. The size of the company, the evaluated areas, the number of employees versus managers, and the company culture may all have bearing on the effectiveness of different performance review styles.
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Evaluate Current Performance Review Processes
Unless the company is brand new, a performance review system of some sort is typically in place.
While implementing software can greatly improve those processes, there are usually at least a few areas in which the current style is “getting it right.” The key is to identify what the current system is getting right so that those points can be carried over to the new system. Meanwhile, the ineffective or time-consuming points should be altered.
Consult Key Team Members
Managers of different departments and human resources professionals should gather to discuss and identify performance review software goals.
If performance review software has yet to be selected, collected information regarding different software options should be presented so that team members can present their opinions. If an organization’s current HRIS has options for performance reviews, the team should discuss how best to use this software for improving performance review processes.
Configure Performance Review Tools
Most performance review software can be configured and customized so that it is specialized for the organization. When configuring settings that allow managers to take notes, customers to leave messages, and employees to leave feedback about peers, it’s important to make sure that the company’s mission and values are clearly communicated.
In addition, the tools should be easy to use and the feedback obtained for each employee should automatically condense into one area for easy review.
Training Leaders for Success
A training program should be designed for managers and department heads detailing exactly how to use the new performance review software.
Since managers will have a bird’s eye view of all the feedback provided from the various tools used, it’s important for managers to understand where all the information is coming from and how it should be compiled and used. When managers fully understand the software, they can be very helpful in rolling out each of the various tools.
Rollout Performance Review Program to Employees
It is generally best to introduce a new performance review program by assembling all the employees for a meeting. This will allow every employee to ask questions and voice concerns regarding the new system for performance reviews. During the rollout, any aspects of the performance review software that will be available to employees should be demonstrated, such as self-assessments or peer-to-peer reviews.
Updating performance review tools within a company can be instrumental in optimizing productivity. If your company could benefit from implementing new HR software to assist with performance reviews, we can help you figure out your best options. Visit our vendor match page to get started.
Authored by: Dave Rietsema