Guest post by: Linda Ginac, CEO of TalentGuard
Adding any new technology within an organization can be a daunting task, particularly when the solution has the potential to improve several of operations. Performance management software is one of these technology tools, giving employers a strategic way to measure and enhance company performance over time. Through performance management software, businesses have an opportunity to increase employee engagement and work more efficiently toward corporate goals. However, to ensure its success, performance management software needs to be the right fit for the company. Below are the most important considerations when planning to select and implement a performance management system.
Not all businesses operate in a similar way, have the same workforce, or work toward the same corporate goals. Because of these inherent differences, organizations need to take a close look at the unique needs of their business before selecting and implementing a performance management software solution. The technology chosen should have the features, benefits, integrations, and support required to meet ongoing business needs from the start.
Vendor Selection and Support
Another important consideration when choosing a performance management system is the vendor behind the technology. While there are several companies offering a solution for performance management needs, not all offer the same benefits at the same cost. Companies need to do their due diligence on the vendor providing the software solution to ensure it has the ability to meet business needs and offer support both now and in the future.
Technology solutions for performance management in business offer several feature and functionality options to companies, but not all are created equal. Similar to vendor selection, organizations should take the time to review all available features of a performance management software and compare those with the needs of the business. Some of the strongest performance management solutions provide features such as a management dashboard, data analysis, streamlined appraisal processes, employee recognition tools, and professional development recommendations.
Companies may see performance management software as an end-all solution to help solve complex business issues. However, there are often scenarios where organizations have other needs not met directly by performance management systems. The ability to integrate other technology tools, such as career pathing software, with a chosen performance management system is beneficial in creating a more robust, holistic technology stack.
Ease of Adoption
Adding a new technology to a business may have far-reaching potential within an organization, but this is only true when the software is used consistently across management and employees. Performance management software should be easy to use and simple to navigate from both sides of the line. Also, the selected solution should be tested prior to full implementation to ensure it works as it is meant to once fully launched.
Many organizations lean on the vendor of performance management software to lead project implementation from start to finish. However, assigning a project management point person or team within the company is often a better choice. Having an individual or group in charge of implementation helps ensure any issues are resolved quickly, and that adoption of the new technology is both seamless and timely.
Adding performance management software to any organization can be incredibly beneficial in improving efficiencies and profitability. However, these six points need to be considered fully before selecting and ultimately implementing a new technology tool.
Linda is the Founder and CEO of TalentGuard, a global provider of award-winning career pathing and talent management software. Inventive and driven, she is known throughout the industry for disrupting HR technology and is the inventor of the first commercially available career pathing software solution designed to optimize employee engagement and retention. Prior to TalentGuard, Linda was a key executive at pcOrder, where she helped to transform an early stage start-up into a leading NASDAQ-listed public corporation. She also held executive roles at other start-ups and Fortune 100 companies. When she isn’t immersed in entrepreneurship, Linda enjoys being in the great outdoors, hiking, running marathons, and singing karaoke. 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.