A battle faced when investing in any software is uptake. Performance appraisal software is no different, it can only act as an enabler and not offer a solution in its own right. For this reason we work closely with our clients to ensure uptake is as high as possible within their organisation.
The fastest way to achieve uptake is top down with managers support, encouraging staff to adopt the system. However, how do you get your managers themselves to use the software and ensure that quality conversations are documented? This is the ultimate challenge and the typical reason why implementation of performance appraisal software can fail.
Lack of a clear ‘why’:The link needs to be explained between introducing the system and key business drivers; e.g. introducing the system is going to help to deliver a high-performance culture.
Lack of senior sponsorship: or even senior management, who say one thing and then do the opposite!
People management activities not valued and given time to take place: you have to make the time!
Structural issues: if for example managers have large amounts of direct reports, the process would require too much time away from their day job.
Environmental issues: lack of access to computers or meeting rooms.
Your performance appraisal system is viewed as purely a HR initiative: no local champions to drive through the benefits of the system.
None of these issues are insurmountable yet it is vital you address them proactively and consider how to mitigate them prior to rolling out your new performance appraisal system.
Here at Actus we recommend following the Kotter approach to change management . As well as providing the Actus Software we also provide a range of leadership and performance management training solutions that empower organisations to embed best practice processes and behaviours.