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The Role of Software in Performance Management
Performance management software is a Software-as-a-Service (SaaS) system that enables an organization to standardize and process employee and manager appraisals. An effective platform provides an opportunity for managers to clarify work expectations, align personal goals with corporate objectives, share constructive feedback, and develop talent.
Strong performance management is the foundation of succession planning and talent management. It contributes to continuous improvement, builds manager-employee relationships, justifies compensation decisions, and provides a basis for rewarding employees. However, with a market full of options, finding an affordable solution that suits a company's specific industry and size can be a challenge.
Case Studies: Matching Software to Organizational Needs
Transitioning to a new performance management system requires finding a tool that solves specific organizational problems. The following case studies illustrate how four companies selected software to match their unique needs.
Penske Racing & Reviewsnap
- Challenge: Penske Racing had tried several performance management products but found them difficult to use. The company was still reliant on a frustrating legacy paperwork process that created excess work.
- Solution: The organization chose Reviewsnap, a self-service, fully-automated performance management system. In collaboration with the vendor, Penske was able to continue using its existing review form and integrate the software seamlessly with its ADP employee portal and payroll system.
- Outcome: The new system saves time by automatically generating reminders for managers. It also grants authorized users visibility into how managers are meeting their review obligations. This ensures performance reviews are completed on time, satisfying both employees and the HR department, which saves hours on processing.
Becton Dickinson (BD) & Skillrater
- Challenge: Becton Dickinson wanted to move away from traditional 360-degree processes, which were lengthy and caused significant "rater fatigue" among participants.
- Solution: The BD Early Career Experience (ECE) program adopted Skillrater. This tool deviates from traditional ratings by focusing on concise, specific feedback through positive dialogue and "feed-forward."
- Outcome: BD-ECE associates became more likely to give, receive, and request feedback on a frequent basis. The platform also provides leaders with access to performance data, helping them identify star performers and leaders for future project assignments.
Charles Trywhitt & Appraisd
- Challenge: As a global clothing retailer, Charles Trywhitt felt its existing performance system was useless and at odds with its entrepreneurial culture. It needed to upgrade and update the process for its 400 employees.
- Solution: The company implemented Appraisd, which was configured to meet its needs within two weeks. The platform's customizable features allowed them to build an approach that employees readily adopted, such as bunching reminders into a single email to prompt manager action.
- Outcome: The software helps leadership strategize by rating performers based on assessment results. It also facilitates a customized 360-degree feedback process to coach and monitor line managers. The system increased review frequency by posting objectives for brief, 15-minute monthly check-ins between managers and employees.
SIRVA® & SilkRoad
- Challenge: SIRVA®, a global relocation provider, had an outdated performance management system. With thousands of employees across scores of locations, the HR team could not keep up with scattered and frequently changing team memberships. The goal-setting and review process was too slow to be meaningful.
- Solution: After reverting to manual processes out of frustration, SIRVA® chose SilkRoad’s cloud-based, scalable, and intuitive solution. The new system integrated data from all brands and locations into one accessible place.
- Outcome: Dubbed "Moving through SIRVA®," the transition allowed management to see all employees, talents, and goals in one system. The platform freed up hours of administrative work for managers and HR. Employees found value in the user-friendly interface and in HR's new agility and responsiveness. '''