Continuous performance management software enables organizations to effectively manage their workforce, boost productivity and create an inclusive and engaging company culture.
PeopleGoal is a cloud-based continuous performance management software that allows you to engage your workforce and track their performance. Our HR solution helps fast growing organizations to transform their outdated performance review processes into a results driven and easy-to-use online continuous performance management process
Employees are the most important asset of a company. With a dynamic and ever-changing job market it's becoming increasingly difficult to effectively manage and retain the best talent. Therefore, continuous performance management software has become an integral part of a productive organizational environment.
PeopleGoal has been designed to improve the performance and productivity of your most important asset, your people. Our HR software enables:
PeopleGoal empowers you to create customized processes that fit the existing culture in your organization and meet the complex and varied needs of multiple teams. Our configurable processes are quick and easy to use, with over 150 different behavioral options to customize.
In order to effectively retain, develop and manage your workforce a continuous performance management process is a must-have. As well as providing timely and relevant feedback where it matters, it gives management instant insights into hotspots to help employees manage their own progression within the business.
Performance data shouldn't exist in a silo, and the ability to bring multiple touchpoints into your performance process is key to providing relevant, timely actions around performance improvement. Integrating employees' goal-setting and peer feedback into their monthly 1:1s as well as the annual review helps everybody to see the big picture and make strategic decisions about their development.
Highly engaged employees leads to a happier, more productive business and is a key to retaining talent. Configurable continuous performance management software features enable you to create a simple and easy-to understand process that covers the complexity of people management, and speaks to employees within the flow of work.
Performance management systems help to reduce the potential biases common in performance appraisals as they continuously capture data. This allows individuals to pick up on consistent themes within their work, instead of only acknowledging the short term successes and failures.
The number of systems companies use to manage their business and workforce is ever-growing. Therefore, it's essential that you can integrate your performance management system with other platforms to ensure functional processes that bolster growth.
Conversations and collaboration are the secret to growing innovative and progressive organizations. Performance management allows you to manage teams across different departments and locations. You can track their progress, ensure alignment to organizational strategy and provide recognition to your staff - all in interactive and measurable manner.
Giving and receiving feedback is necessary to maintain an engaged workforce. The more relevant and timely the feedback, whether constructive or positive, the more impactful it is.
Performance management system provides you with useful insights into your people analytics. It enables management to create action plans that help your employees’ professional development and the overall performance of the business.
At PeopleGoal we're aware that there is no ‘one fits all’ when it comes to performance management tools. We've developed a seamless, easy-to-use and highly configurable platform to meet the individual needs of your organization and create effective paper-less processes.
Share the organizational objectives across organization and get every employee on board with the company mission. Align departmental, team and individual goals with the company-wide objectives to improve business performance and maximize productivity.
Proactively provide, request and track full 360 degree feedback. Whether it's open and transparent, confidential or completely anonymous, you can gather valuable feedback from peers as well as management. You can also gather feedback from external parties, at those times when it's most relevant for you.
Evaluate and reflect on individual performance through regular check-ins, bi-monthly/quarterly or annual reviews. You are able to use powerful forms that can be customized for every area of the business you want to assess.
Set regular check-ins between employees, their managers and mentors. Monitor notes around discussion points, and create action plans to improve management across your organization.
Leverage real-time data and access historic inputs to gain valuable insights and measure key performance indicators.
Employee performance management processes can be difficult to modernize or implement for the first time. Our guide to modernizing the performance management process in your organization gives you a clear plan to develop a new performance process or refresh outdated performance management practices.
The importance of human capital management has never been more relevant than today. Over the past two decades we've seen huge growth in the role of performance management platform. Some of the best practices include:
Aligning company-wide objectives with departmental/team/individual goals to pull everybody together around common objectives.
Providing frequent and ongoing coaching and mentoring.
Facilitating multi-source feedback and offering actionable manager feedback.
Minimizing biases and keeping conversations professional.
Measuring and monitoring Key Performance Indicators.
Recognizing and rewarding employee efforts.
Establishing clear guidelines and policies.
Offering opportunities for training and development.
A continious performance management system is a framework to execute the company strategy and to monitor individual employee performance in a structured way. This will enable you to optimise the activities supporting your overall business strategy.
A good performance management system should deliver clarity to the company mission and the objectives and outcomes that support that mission. It should also allow for timely and open communication, so that any performance issues can be addressed in a clear and constructive way. Emphasizing development and individual accountability within the performance management system will help employees to reach their potential. It will also drive high productivity and engagement in the organization.
Tracking of goals and objectives
Giving and receiving 360 degree feedback
Holding regular check-ins between employees and supervisors
Conducting performance reviews and appraisals
Giving recognition and rewards across teams
Personal development and individual coaching
Putting in place basic processes to cover the key components above is a great start, however you want to structure those processes. This can be done on paper, through shared docs or with a performance management system. Assess where your organization is at right now and which areas will deliver the most important results. For most businesses that will begin with documenting and tracking objectives, and creating a channel for ongoing 360 degree feedback.
While you don't need to launch in with a full annual review, you'll see amazing benefits by encouraging regular check-ins between employees and managers. It will allow them to develop their communication and can assess where things are going off track when it matters most. Listen to what your employees are asking for. Whether that's clarity about the organizational strategy, a way to monitor team progress or opportunities for professional development.
The performance management cycle is simply when and how often you execute your performance management processes. Traditionally, this followed a four-step cycle over 12 months:
Planning: Senior leadership set out the strategy for the year and how to achieve it, then communicate this to the organization. Individual employees are not involved in decision making in the planning stage.
Monitoring: Performance is tracked in various ways across departments, and outcomes are measured.
Reviewing: Outcomes are assessed towards the end of the year in the performance appraisal.
Rewarding: High performers and top achievers are rewarded for their efforts with compensation and bonuses, and low performers are placed on performance improvements plans for the next cycle or let go.
Most organizations have (or should have) moved to continuous performance management, where the performance management process is streamlined. Instead of going through exhaustive planning phases and leaving the assessments to the end of the year, the performance management cycle is driven by the employees.
This is done by allowing them to set their own objectives, hold regular (at least monthly) check-ins with supervisors and give continuous feedback to colleagues. To make this work in practice, performance management software is essential to automate as much of the process as possible. As well as enabling real-time data and allow for analytics and reporting.
A proven method to improving the productivity levels of your employees is to use SMART goals. Providing your employees with clear goals and ensuring they understand your expectations will not only help to improve productivity but also motivate your workforce. In addition, aligning individual goals to company-wide goals will give everybody a strategic focus to help your business grow.
The potential of performance management software to improve culture in an organization is endless. If the tool is well-integrated into the company as well as combined with communication channels and training, it can significantly reinforce business best practices such as, efficient ways of working and accountability across departments.
It has positive effects on morale and productivity in a business. Features such as social recognition and instant feedback can harness employee loyalty, improve relationships and positively affect employees’ perceptions of their company.
It comes as no surprise that if you opt in for a tool that is only beneficial for the HR department, your employees will struggle to adopt the new software. Therefore, it is best practice to implement a solution that is equally valuable to all employees in your organization.
The key to success is evaluating what the needs of your organization are. Make sure to gather data from your management suite as well as individual employees and don't assume you know exactly what will work for everybody. Furthermore, the requirements for the software should be in line with the overall strategy of your business.
If you're a small to medium-sized business looking for a performance management solution we have some useful tips for you here, or check out what you need to know when searching for a new performance reviews software solution.
The assessment of overall performance is an essential task for identifying improvements and recognizing achievements. Most organizations are moving towards more regular check-ins rather than extensive annual reviews, and the performance appraisal method you use needs to be appropriate for the frequency of your performance discussions. Some of the most common methods are:
Rated: Employees are asked to rate their performance according to a common scale (usually 1-5). Ratings help to visualize top achievements and where things went off track.
Strengths and weaknesses: Areas of strong capability and areas for improvement are written up, either at a broad level or according to specific categories for the employee's job role.
Competencies and standards: Core competencies and standards are defined by senior leadership - these are the areas in which all employees need to demonstrate their capability in order to drive the organization forward. Competencies are rated and assessed for each individual in the company.
Management by objectives: This is one of the most popular appraisal methods, where an employee's specific goals and objectives for the performance cycle are defined and their achievement assessed.
360 reviews: Rather than just a conversation between an employee and their supervisor, 360 reviews ask for input from other colleagues across the organization to get a broader picture of day to day performance.
Performance appraisals tend to focus backwards, assessing what's occurred in the past (and generally over too long a period of time to not be thrown by recent events). This comes with an inherently negative or static view of achievement, where most people really thrive on encouraging improvement and development.
Research shows that looking backwards will rarely improve future performance. Moving towards using continuous performance management that incorporates colleagues' views and emphasises individual development provides a much more holistic and manageable performance process.
Yes, when they are done correctly. When ongoing conversations and regular feedback are incorporated, the performance review can focus on that all-important development for an employee. Managers are able to ensure their team is strategically on track and team members can readjust where needed. Smaller, more frequent reviews are also much less time-consuming for everybody involved.
From an administrative point of view, the performance appraisal is an important legal requirement to document consistent poor performance in cases of termination. For high achievers, compensation and bonuses also require documented rationale.
A key word for the future of continious performance management is agility. Making processes quicker, more efficient and more relevant is critical. In this year's Bersin report, Josh Bersin highlighted how performance management is moving "into the flow of work".
Aspects of performance management such as goal setting should no longer be completed on a stand alone system. Instead, such tasks should be integrated into the same space that you conduct your work - facilitated by technology. This means that performance management software cannot exist in a silo; employees are looking for a "one stop portal".
Performance management is also becoming increasingly collaborative and moving away from hierarchical structures. Teams need to be able to work collaboratively with one another and get visibility of the outcomes of their work, without needing to be in the same space. Autonomy is extremely important, wherein employees manage their own career development and reject micromanagement.
Finally, data and analytics is a huge area of growth. Being able to access real-time data and being able to use machine learning to predict patterns of behaviour can lead to stronger strategic decision making. Furthermore, this can enable a greater awareness of how people can best be supported to deliver their full potential, at the individual level.