Performance Management
Implementing Performance Management Software
Launch performance management software that employees will actually use.
4-6 weeks
Medium
Implementation Steps
Design your performance management approach before configuring software.
Key Tips:
- Decide on review frequency (annual, semi-annual, quarterly)
- Choose review types (self, manager, 360, peer)
- Define rating scales or qualitative approach
- Align with company goals and OKRs
- Get executive buy-in on process
- Keep it simple - you can add complexity later
Common Mistakes to Avoid
- ×Making process too complex - leads to low completion rates
- ×Not training managers on feedback skills - tool alone won't help
- ×Launching during busy season - reviews become checkbox exercise
- ×No accountability for completion - reviews get ignored
- ×Rating scales without clear definitions - inconsistent ratings
- ×Not showing value to employees - seen as HR busywork
Best Practices
- Start simple - add complexity only if needed
- Focus on ongoing feedback, not just annual reviews
- Make it conversational, not transactional
- Tie reviews to development, not just ratings
- Share positive feedback publicly when appropriate
- Review completion should be a manager KPI
- Continuously gather feedback and iterate
- Celebrate great feedback examples
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