6 Considerations When Implementing Performance Management Software

By Linda Ginac, Founder & CEO, TalentGuard

A shift in how companies of all sizes implement performance management has been steadily taking place for the past several years. Performance management software has been a significant help in the process, allowing corporations to move from legacy systems to technology-infused platforms.

ATS guest blog August 2018

The benefits to a business after moving toward a more modern performance management approach are many, including creating greater efficiencies in completing personnel appraisals, improving employee engagement, and aligning organizational and departmental goals on all levels. However, the implementation of performance management software is not the same for every company, nor is every HCM-software provider created equal.

When making the transition to a modern performance management solution, six essentials MUST be considered:

1. Needs of the Business

Before selecting a performance management software, companies must first look at the overarching needs of their specific business. For example, is the workforce consistently underperforming – based on corporate objectives? Is there a lack of engagement and morale? Are the current performance management systems outdated and inefficient?

Any combination of these common issues can be solved by performance management software. However, it is necessary to evaluate what the purpose of the software will be and how it will help move the organization forward toward its short- and long-term objectives.

2. Vendor Selection

A handful of vendors offer performance management tools to businesses across nearly all industries and of all sizes. But that doesn’t mean the software is a one-size-fits-all solution.

Companies need to start the vendor-choice process by first determining the desired outcomes the performance management software is expected to render, and then identify the vendor(s) that can help meet those specific needs over time. Considering the capital expense, along with the service, support, and integration aspects of an adopted software solution are likewise crucial to selecting the “rightest” one.

3. Required Features and Functionality

Based on a business’s operational demands, companies should consider what features and functions they must have from a performance management solution. Standard benefits like goal-setting and monitoring-over-time are beneficial to implementing a performance management system that produces results.

Some vendors may also offer advanced functions that help better engage employees. For example, having the ability to allow employees to create career pathing scenarios and track professional development goals can enhance the overall performance management system.

Companies should also look for real-time feedback capabilities; these help reap the rewards of a continuous performance management platform. Organizations need to think through how a new software and vendor will provide for these needs now and in the future.

4. Project Management

Transitioning to a technology-based system for performance management requires appointing a project lead from the start. Adding a new system that replaces legacy processes is not an easy task when there is no clearly identified point-person responsible for ensuring a successful implementation. An individual or team designated to head up the task helps make the transition as smooth and “stressless” as possible.

5. Internal Adoption

Implementing new performance-management software is only helps to achieve long-term corporate goals when the teams, individual employees and managers are on board with a new way of doing things.

Before making a software selection, you should consider what value it provides to each level of personnel within the organization, and then share that value before implementation begins. Software solutions that are built with end users in mind are the optimal choice, and gaining buy-in from the workforce is easier when this value is explained or demonstrated before implementation.

6. Integration and Support

Like any involved process, implementing performance management software is easier said than done. Challenges exist when there is little to no streamlined integration capabilities of the platform selected, or when support after implementation is not readily available. Organizations must be sure that they have access to the help they need for both integrating other HR technology systems into the mix and vendor support during and after implementation of performance management software.

In today’s technology-driven world, companies have significant opportunities in the eco-system of HR and performance management. Implementing the right software solution can make a noticeable difference in employee engagement, reporting and data analysis from a compliance perspective, and achieving established corporate goals. However, companies must consider the requirements of their specific business and workforce, the features and functionality of a specific software solution, and the value added to the organization before starting the selection and implementation process.  

As part of your deliberation and due diligence, these six considerations can deliver a definitive choice for selecting the fittest vendor and performance management solution.

Author’s Bio:

Linda Ginac is Founder and CEO of TalentGuard, a leading global talent management software company. Inventive and driven, she is known throughout the industry for disrupting HR technology and invented the first commercially available career pathing software solution designed to optimize employee engagement and retention. She is an advocate of women’s leadership and empowerment and has led various prominent charities, including the Young Women’s Alliance and American Cancer Society. Linda has two amazing sons and is married to her best friend, Frank.