Making performance reviews digital

Regardless of whether your business is a start-up in its growth days, or an established organisation with a range of departments and a developed HR team, paper-based performance reviews are often seen as a 'comfort blanket', but in the long-term, they are a hindrance that will affect consistency and affects standards across the company.

Organisations are increasingly relying on online performance management systems for a range of practical reasons.

Performance management1. Monitoring

Tracking progress and following up on completion is very difficult with a paper-based process. Paper can be lost, misplaced, incomplete, illegible – or even amended. With new GDPR guidelines forcing your company to make changes in May 2018, it is critical that you can securely track and monitor performance management. An online performance management system will protect data whilst making information accessible to those who need it - and deletable if requested. 

2. How reliable is your data?

Paper-based performance reviews are difficult to add to, but without continually noting progress, people will be relying on hazy memories of long-past events. This means that the “halo and horns” effect can come into play, with positive achievements overlooked by more recent negative interactions.

When performance is tracked online, all progress – positive and negative – can be made record of, meaning that come end-of-year appraisals, all accomplishments and struggles are recorded together for a well-rounded view.

3. Team reviews

Whilst paper-based forms do not allow for easy comparisons, online performance management systems provide managers with a ‘Managers’ View’ dashboard, allowing an overview of their entire team’s performance throughout the year. This allows managers to evaluate whether individuals have been rated fairly in relation to the rest of the team, whilst accurately reflecting the team’s performance.

4. Fairness

Paper-based reviews can be very one-sided and a little intimidating for employees. There are limited opportunities for self-assessment. Online systems allow employees to record their own achievements and have a say that may otherwise be lost during particularly busy periods, being forgotten about or dismissed by their manager.

5. Reviewing appraisals

Managers spend a large proportion of their time on people management and administrative tasks, including reviewing data and building a bigger picture from this. However, paper-based forms do not allow for compensation, development and succession planning to be considered, as they provide merely a snapshot of one part of the year. Online systems provide a broad dashboard, alongside the finer details for simple memory refreshes.

Online performance management systems make reviews and check-ins simple, fast and effective. They allow for more regular feedback, leading to a more structured end-of-year appraisal process. This benefits employees, who gain their manager’s understanding, and the manager, who saves time and reduces their administrative burden.

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