Thirty-two percent of human resources (HR) leaders are planning to invest in performance review technology this year according to data from isolved’s Transforming Employee Experience report. However some employers, particularly small businesses, can struggle with understanding the importance of performance management and many are not aware of the technology solutions available to simplify this critical task.
To combat this and gain the ability to offer compelling solutions to your clients, there is an opportunity for you – in the role of trusted advisor – to outline the processes and benefits of performance management. Here are a few suggestions:
Identify Unfamiliar or Problematic Areas
In some cases, your clients may not be familiar with performance management or may be relying on manual processes. In other cases, clients simply need to learn how to optimize performance management processes for better efficiency and results. Once you can establish the areas of performance management that are unfamiliar, or that are creating issues within their core processes, you can help clients take steps toward resolution.
Help Them Define Their Processes
Ask your clients about their current process for managing performance and consider which elements could provide resistance to change. Going in with practical solutions to common problems can enable you to overcome roadblocks and exceed expectations. Review templates are a great place to start, but dialog surrounding coaching comments, job competencies and core values can help to ease any of their concerns with new implementation.
Consider What Is Working (And What Isn't)
This will depend on how your clients view their existing system (if they have one at all). Regardless of whether their current setup is outdated or not, they can provide input on what aspects have been working well and share insight into what obstacles or burdens they constantly have to manage. How they classify the advantages and disadvantages will provide insight into existing pain points and your recommendations to overcome those challenges.
Focus on Ease and Efficiency
Many organizations track an abundance of details in their reviews to capture as much information as possible to identify areas of improvement. This can get in the way of enhanced performance as it may cloud real issues. When talking with your clients about performance management, keep things as simple as possible. Focus on the main points that can influence the most substantial changes and leave behind what doesn't contribute to their organization's goals: communication, coaching, objectives and standards.
Highlight the Benefits
For many of your clients, the reason performance management is put on the backburner is likely due to a lack of information on the positive impact proper and consistent performance management can have on an organization. By helping them understand the advantages that streamlined performance reviews can have – from more engaged employees to better employee development – your clients will be more receptive to updating their current processes.