If you’re an organisation which has already invested
significant time, resource and energy into the design and roll-out of a performance
management process, the last thing you may want to hear is how much better it
is if you now move on-line!
Our recent research looked at the criticisms and downsides
as reported by those who are still working with an off-line process, and also
reported on the benefits as seen by those who have made the move to an on-line
system to support their performance management and review activities.
Interesting reading.
The most common criticism seems to be the lack of
consistency across the organisation in the way in which objectives are set with
71% reporting this. This lack of
organisational view of objectives is also reported by 31% and a difficulty in
monitoring performance across the organisation by 34% of those completing the
survey.
Time is seen as a key downside – with 71% saying that the line
managers say that the process takes too long – and yet, those who have moved
on-line report that whilst there are great business advantages to the move,
time saving is not a significant one. Only 20% say the sessions are shorter and the meetings taking
place with more or less the same frequency – and three quarters report the performance
review sessions take the length of same time.
So what are the benefits to moving to on-line performance
review? Better quality seems to be the major shift.
The quality of the conversation improves.
·
Just over half report that performance is
tackled more readily.
·
A quarter see managers themselves become better
coaches.
The quality in performance increases.
·
Two thirds have seen an increase in the quality
of performance.
·
80% see there to be better goal alignment
between the individual and those of the organisation.
·
Two thirds have witnessed a greater achievement
of objectives.
If you’d like to know more about our research or are looking
to see how moving on-line with your performance review can bring these
benefits, do call us.
