​Does Your Performance Management System Balance Workforce Management and Employee Empowerment?

Tue 6 December 2016

Employee disengagement is always a problem. The best way to combat it is to make performance and employee contribution fun. Give your employees a voice and control over their own development and destiny within the scheme of corporate objectives and culture.

It’s also essential you make adoption and use easy. Some of your people may like challenges but the adoption of corporate-issue software is likely not one of them.

A Needed Duality to Talent Management Systems

Talent management systems were designed to keep track of your employees and their information and to guide compliance and workforce decision making. But this system ideal won’t work well unless the members of your workforce use the system. The key to adoption is “engagement,” which means how passionate, focused or effective your workers are at their jobs or during projects. If you can successfully check off employee adoption, you can derive the initial benefit of business intelligence, i.e., workforce data that you can use to manage and improve your business. Tap into the data and ideas your people are reporting. This documented dialogue allows engaged employees to report up and across, and then HR management can use this information to decide how to best manage these employees and their skills toward driving the business.

Talent management system return on investment (ROI) can be realized through simpler, more efficient processes, or a reduction in the enormous costs of having to refill vacated positions. Return on engagement (ROE) can contribute to ROI value, with healthy focus on your organization’s producers, leaders and innovators. This is talent you don’t want to lose, and often the most expensive to replace. Engaging these individuals on a regular basis is critical. Plus, the more people who are engaged, the more work gets done.

Still, I hear a lot of HR managers complain that a big problem with enterprise systems is lack of adoption. For a large user community to adopt, an enterprise system must not be a chore to use.

Employee Engagement Software

When you look at it from the perspective of the employee, there is a whole sequence of barriers to any enterprise system adoption. First, there’s the introduction of new software that you have to learn to use when you have so many other things to do. Second, there’s yet another system interface and password you have to worry about. This multisystem hurdle can be exacerbated when you’re a worker on the move and you must be able to access each of these HR apps from your smartphone or tablet.

If you want your employees to log in and use the system, it needs to support flexible processes and give users a chance to interact and nurture their creativity, just like many of today’s mobile and social apps.

Support for Mobile, Social and Self-Direction

Smartphones, social media, and apps have changed the world and the way we work. Millennials grew up using mobile devices and consumer apps and expect enterprise systems to incorporate these types of tools in order for them to perform their jobs and self-direct their careers. Your organization should support these evolving ways of working through mobile and socially driven employee engagement.

Lumesse ETWeb™ incorporates the attributes of popular consumer applications and cultural elements to make it fun for users who are serious about their personal and professional development.

User adoption is facilitated through a single familiar interface and database that your users can use to plan and report. You’ll reduce aggravation and foster adoption, even among the less tech-savvy in your organization, via efficient mentoring programs.

Continuous Performance Management

Continuous performance management is not a discipline that adds more, long meetings and processes to everyone’s schedules. It is about keeping producers and project managers aligned with how we can best contribute to organizational goals while having greater control over processes and our own professional destinies. A consumer-oriented, seamless approach offers less excuse for frustrated users to drop off and more incentive for your workforce to visit the app regularly to populate the system through engaging activities that add value to the strategic process.

"A fluid performance method doesn’t mean we are going to throw away the classic approach to performance. You might still need to do formalized, yearly performance reviews, and you’ll definitely still need to make certain, inevitable activities “private.”

The Lumesse ETWeb performance management system also addresses the important best practice of positive recognition and mutual appreciation. This way, when your top salesperson receives multiple Deals Won badges, you’re aware and poised to reward him or her.

An end-to-end talent management system, Lumesse ETWeb tracks information throughout the entire employee lifecycle and integrates it, empowering you to analyze recruitment, performance management and other efforts and take action accordingly.

Succession Planning and Interactive Talent Conferences

Succession planning, the discipline by which you prepare understudies for key roles in your organization, is critical in business continuity. With the interactive talent conference features in people-centric Lumesse ETWeb you gain insight into individual aspirations and skills, and develop and prepare your next team of leaders and producers.