Turn performance and feedback awkwardness into casual and value building
conversations with our modern performance system in the world’s first single screen Talent Management System
The app is single screen and super agile in terms of goal setting, cascading, and goal periods. It has helped convert our yearly review process into a continuous one. The conversational nature of performance and intuitive feedback features has improved the adoption rate.
– Alokik K, Mindler
A game-changer for any organisation looking to foster employee collaboration, productivity, and innovation. System is designed to be flexible and adaptable to the organisation’s needs. It creates a platform for regular check-ins and feedback sessions between managers and employees, keeping everyone aligned and on track towards achieving their objectives.
– Hem L, Acutax
We found their unique design approach created a positive impact of having regular performance conversations. An agile interface that allows Managers to review progress and do quick performance conversations, on daily basis, while on-the-move is game-changing
– Srinivas M, Exprs
One of the key strengths of this system is its user-friendliness. The single screen approach of PossibleWorks is a design innovation. It helped us boost user adoption.
– Sandeep M, Interface Matters
Highly versatile PMS with a wide range of customisable tools and features. Whether you’re a small project team or a mid size firm with multiple departments, this system can handle it all
– Gowtham C, Acuflex
Fuelled by last minute feedback forms and excel sheets, your performance processes are leaving employees unheard and unhappy.
The current appraisal system is a parallel system in addition to day-to-day work and a burden to employees.
We can help fix that.
Analyse your existing performance and feedback processes and painpoints
Develop a tailored solution on our platform that achieves the outcomes you need
Finish the required setup to prepare the interface your employees will love to use
A performance management system (PMS) is a system that designs and tracks the performance of employees periodically and measurably. It allows the company to monitor and ensure that the employees and departments across the organization are aligned in working towards achieving all the common goals of the business. When employees are aligned with corporate goals, companies have a better chance of gaining success consistently. Modern PMSs also enable organizations to deliver on employee engagement & development.
A PMS is crucial because it allows you to undergo a performance management process in a way that aligns individual employees’ performances with that of the organization. It not only measures it periodically but also delivers fair reviews about the progress. Besides, it makes tracking employee performance, identifying training requirements, and automating performance review reports easier.
The traditional methods of performance management systems heavily relied on the process of (at best) mid-year goal assessments and year-end performance reviews. Feedback is provided to employees only at the year-end and not regularly during the year. In contrast, with the modern PMS, one can evaluate performance periodically depending on their metrics of assessment. It can be monthly, bi-yearly, or quarterly and helpful in guiding employees to achieve their goals. You can even define an employee’s competencies and skills to track their development with the performance management system to achieve the targets.
Today’s working culture thrives on frequent constructive feedback and opportunities for growth. Modern workplaces need SMART Goals (S- Specific, M-Measurable, A- Achievable, R- Realistic, T- Time-bound) to contribute effectively to the organization’s goals. Regular measurement, frequent and constructive feedback, clear career development path, objective evaluation, etc. are some of the attributes essential in a modern performance management system. On the contrary, traditional PMS are annual, don’t provide alignment, and are perceived to be biased. However, 360-degree feedback from modern employee PMS helps you remove such irregularities to create an error-free workforce.
The obsolete process that many companies still work with doesn’t appropriately adapt to or support the new generation of the working environment. Since the traditional methods of performance management tend to run on an annual basis, there is not enough interaction between the employees and their managers. This leads to an ineffective evaluation, which tends to bring in ‘latency’ and ‘recency’ effect. Thus, an organization needs an employee performance management system that highlights regular coaching, mentoring, and performance measurement between the employees and their managers.
So, before you begin your quest for searching for the best team performance management system, you need to identify the pain points in the existing system in your organization and try to solve them.
Here are some of the common pain points that managers face in a traditional employee performance management system:
There will be key investors, stakeholders, and decision-makers who should be a part of this process to ensure that you have considered all the problems they face with the existing performance management system.
What you can do is list out all the stakeholders by name, department, title, and their role in the decision-making process. Then, list the difficulties they face while managing employee performance activities. Make sure that there is a clear outline of what the new performance review software is expected to do by all these people, and reach a collective agreement on which problems need to be solved with the new system.
It is important to categorize these by ‘need-to-have’ and ‘nice-to-have’ features of the system. That will help you ensure which are the most critical aspects of the methods that should be included as no solution will be able to solve every challenge on a day-to-day basis.
Lastly, make sure that the business case for the new employee performance management system is drawn crystal clear. You’ll need to show that the problems you and other key people have laid out are affecting the actual performance of the employees. Include metrics to illustrate your points effectively so that you can get to choose the right performance management system.
A good performance management software should help measure employee performance and save time for the leadership to focus on organizational strength. In addition to enabling high degree of automation across the performance management process the tool should have the following broad capabilities:
Today, an employee needs a platform on which they can receive constructive feedback on an ongoing basis to help them achieve their yearly goals. Their supervisors need to assess the tasks and provide regular feedback on how employees can improvise their work. An employee performance management system should have the ability to interpret the data submitted by the employee about their performance and also initiate interactive conversations between the employees and their supervisors whenever needed by either.
Additionally, an employee performance platform should contain the following elements at the least:
he right performance management software goes a long way in supporting an organization’s needs when it comes to crafting a more comprehensive, adaptive, and effective system. Here are the biggest benefits of the right performance management technology:
Employees Feel More Aligned with the Company Vision & Mission
With the right performance management platform, employees can add their own goals into the software aligned to organizational objectives, based on a discussion with management. Over time, they will be able to track their own progress vis-a-vis these goals through the software. Employees when are able to see the purpose and priorities of the organizations, this creates a feeling of oneness with the larger vision and mission of the company which goes a long way in building both loyalty and productivity.
Better Communication About Expectations
A continuous feedback mechanism enables employees to know exactly what is expected of them. It also tells them when they’re falling short and what they can do better. This makes performance assessment extremely measured and transparent. A modern PMS enables managers to become coaches rather than micro managing their employees.
Ability to Become Agile
Primary reason why Performance Management has a bad reputation is owing to its annual review frequency. Modern tech-based Performance Management systems allows businesses to enables shorter review periods like quarterly/monthly. This enables business to adapt and respond very quickly to dynamic business environment. The current Covid-19 crisis are an apt example to demonstrate the need for organizations to be agile.
Analytics to Reflect Real-time Performance of the Organization
People analytics gives C-suite executives an unprecedented insight into employee performance as a whole. It becomes easy to figure out where the gaps are and what steps need to be taken fast. For instance, if a team has a high turnover and low employee evaluation scores, there may be a need to retrain the leadership.
Frees Up Time for Strategic Thinking on Performance Management
The right performance management technology immediately takes care of all the administrative tasks associated with performance management. From feedback formats to alerts on review times, everything is taken care of by the software. This means that HR teams and senior leadership can focus more on improving the quality of performance management with strategic insights and innovative experiments.