Employees should be pleased that employee performance software exists. Without such detailed analytical assessment, the individual and their appraisals are at the whims of their supervisor or management who may or may not remember every detail necessary. The software provides exact and accurate results whereas individual memory can be biased and faulty.
Results Are Only as Good as The Information
When employee performance software is used, it can only be effective when sufficient information has been input so the performance can be judged against targets and goals. When the use of the software is fully understood better results will be achieved.
Feedback is always important to employees so that they know how they are performing, from their employee’s point of view. When feedback can be performed in real-time, annual appraisals become unnecessary because appraisals can be conducted at any stage.
As the employee performance software can provide 360° feedback, the employee will understand their position always. The employer is also able to understand the accuracy of an employee’s performance in comparison to any targets set and agreed.
While targets and goals are essential to any employer and employee, they must be realistic and occasionally, be moved to reset the data. It may be that the employee performs well above the target levels and new targets should be set or conversely, the targets may be impossible to reach and new sensible target may be set.
When the traditional paper-based evaluation system is replaced by an online system that is accessible instantly to authorized personnel, real-time reporting provides an instant picture of the performance of individuals, teams, and management against common goals.
This provides the employer with the ability to identify the top and other performers for recognition, retraining or HR recruitment.
All employee performance software needs to be flexible so that every employer can configure the detail necessary and appropriate for their organization.