Performance Management Solutions

Performance Management Solutions

One-stop shop for employee performance management information: performance appraisal, employee engagement, staff development, employee goals, tying learning to performance appraisals, and more.

Employee performance management and the processes around it challenge most organisations. Even a well established annual performance appraisal processes may leave managers and employees less than satisfied with the outcomes. When done well, employee performance management offers huge potential for impacting company success. But that’s not easy. Business constantly changes, multiple generations need to be balanced, and other factors (such as buy-in and commitment from executive management) come into play. Is your employee performance management program able to handle what's ahead? Many HR leaders come to the conclusion that they need to rethink strategies,  re-examine goals, profile future talent needs, and understand the benefits of technology. To help with that preparation, we’ve collected the top performance management resources, advice, and insights about the process and available performance management technologies. Outperforming your current program is within reach!

How to Identify Performance Management System ROI

Calculate employee turnover costs -- It can cost twice an employee's salary for replacement. Tell the story of that cost and how much a performance management solution can reduce it. Determine time savings – Automation reduces time spent shuffling papers, tracking down people, and running reports. Calculate that time and share the results (and how that time can shift to other projects). Analyse productivity gains – Time spent on setting employee goals, touchpoints, and motivation offers a bigger business bang than focusing on annual review logistics. Analyse how much time will shift to meaningful discussions vs. administration. For more tips, explore tips for Employee Performance Management. Learn how to Calculate the ROI of an Employee Performance Management Solution.

How to Find an Employee Talent Baseline to Improve Performance Appraisals

A highly effective performance management programme zeroes in on identifying and growing critical skills. To pinpoint what’s needed, a talent audit is a great place to start. By using the 4-step process outlined below, you can bring visibility to talent strengths and risks. Set objectives based on business needs and current bench strength (tip: no more than 3!) Formally assess your organisation and create a gap analysis Hold talent review meetings with each business group on strengths, needs, and career paths (tip: use a checklist) Take action with specific plans, frequent communication, and follow-up To learn more about the full audit process, check out 4 Steps to Strengthen Your Talent Pipeline.

Prepare for Millennial Employees and Performance Management Processes

By 2015, Millennials will outnumber other generations in the workforce. Your talent management strategy, from recruiting to training, needs to be ready for this shift. As Millennials take on their first management roles, they’ll challenge traditions and manage in new styles. They communicate differently, want to flatten corporate structures, and bring a fresh approach to work. It's imperative that they know how to navigate the organization and bridge the gap between management styles of senior executives and the more collaborative approach of their peers. According to the results from a survey conducted last year by Deloitte, 50 percent of currently employed millennials already meet the definition of a "leader." Forty-four percent of them have only three to five years of experience, yet 41 percent have four or more direct reports. By contrast, at the same age, most baby boomers (born 1945-63) and Gen X-ers (born 1964-79) were still in junior-level positions.

3 Ideas to Create a High Performance Culture for Employees

Research shows that companies with the highest employee engagement scores deliver operating margins 170% above organisations with low engagement rankings. A recent SilkRoad report on employee engagement [link to the report] uncovered 3 key issues that impact engagement and motivation top performing employees.
  • What Employees Really Want — “trust in management” (56%) ranked highest for fostering engagement Generational Differences — few organisations (10%) differentiate engagement by generations, which is key to attracting new talent, especially Millennials.
  • Roadblocks and Buy-In — nearly half (46%) of organisations lack explicit programs for employee engagement and struggle with executive buy-in for formal programs
Want to know more? “Creating a High-Performance Work Environment” offers a deeper look at this important issue with benchmarks, practical ideas, and more. Take a look at our full library of blog posts, white papers, eBooks, and more on Performance Management topics.
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Additional Resources

Secrets to Retaining Millenials

SilkRoad conducted a survey to find out what HR Professionals thought about Millennials and what programs their organizations had in place for them. One of the most consistent issues HR professionals had was retaining their Millennial employees after they trained them and they developed their skills.

Ultimate Guide to Performance

Aligning employee performance with the organization’s goals is a common aspiration. To that end, organizations apply a range of techniques to assess employees’ contributions and establish plans to develop talent. For most companies, the traditional annual performance review is still the central event for assessment and setting development goals. It’s an age-old tradition, but its time may be up. Many organizations find diminishing value in this once-a-year approach.

Top Sources of Hire 2015

Are you plugged into the best sources for interviews and hires?

The 2015 Source of Hire report is back and more comprehensive than ever, covering more than 14,000 sources, 12 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.

Request a Talent Development Deep Dive

This deep dive personalized demo shows you how SilkRoad Talent Development helps you grow the best talent with integrated performance and learning engagement. Power your people with real-time performance and learning systems that combine traditional functionality with dynamic, social interaction, and a sleek mobile design to keep them engaged and growing. Align goals and objectives with certification and learning programs, and imagine the unique possibilities with real-time recognition and feedback.

Performance Video Demo

Discover how SilkRoad’s Performance Management solution can reduce administrative time and costs with streamlined automation and workflow; identify top performers for retention, succession planning, and leadership development; increase productivity and revenue; align individuals, teams, and managers with the organization’s business strategies; easily integrate with existing workflow, forms, and processes; increase participation in appraisals, assessments, and planning […]

4 Steps to Strengthen Your Talent Pipeline: A Proven Talent Audit Process

For strategically focused HR leaders, this eBook offers a systematic approach to improve visibility into talent assets and risks. It outlines a talent audit process that can help you align your talent assets with business goals, uncover current and future talent gaps/risks, and improve succession planning.

Performance ROI Calculator | Find Cost Savings

Want to find out how much you can save by automating the annual performance appraisal process? Answer simple prompts. This calculator does the rest. You’ll receive an estimated savings.

Performance Buyer’s Kit | 5 Free Tools

We know finding the right suite of HR software products for your unique organization isn’t a piece of cake, but having the right tool in place can have a profound affect on your employees and, ultimately, the success of your company.

It’s a big decision! That’s why we created the Ultimate Buyer’s Tool Kit to help you evaluate ANY HR software suite or solution.

Calculating ROI of a Performance Management System

Gallup estimates the cost to the economy for disengaged employees to be $350 billion! Neither the economy nor your organization can afford to lose that amount of money and productivity on employees that are not engaged and productive. When individual performance is not aligned to company goals, and employees don’t get proper feedback and plans for development, there’s a significant affect on turnover.

Integrating Learning and Talent Management | Bersin Report

In this enlightening research bulletin, Bersin & Associates demonstrates that organizations which are highly effective at integrating performance management along with their learning and development (L&D) were three times more likely to have strong employee results. For additional information around the value of learning and talent management integration, including the rapid development of merging standalone markets download this complimentary bulletin today!

Messy Link from Appraisal to Learning |SMB

Recognize this yearly ritual? An appraisal reveals the employee’s abilities. Training is requested and completed. Performance doesn’t really change.

Managing Performance for Success | eBook

Having a better understanding of your talent, performance and employee potential is critical to staying ahead of your competition, achieving business goals and driving organizational growth. Unfortunately, most businesses lack performance management consistency.

Creating a High Performance Work Environment

Research shows that companies with the highest employee engagement scores deliver operating margins 170% above organizations with low engagement rankings.

Employee Development: Transform the Conversations [Webinar]

One of our best, sponsored online events will help you improve employee performance. Looking to employee ratings and bonuses for the solution simply isn’t moving the needle. Perhaps the problem is we’ve been tinkering around the edges rather than tackling the issue where it’s hardest: improving the quality of managerial conversations.