Sonar6 - Performance Management Blog

The biggest mistake of early online performance management systems has been an unrelenting focus on compliance.  Ask HR people with a paper-based system what their biggest issue is and they say, “Compliance. Only 30% of the reviews come back on time.” So, by putting the process online it becomes much easier to track and drive compliance, and crack the whip. Problem solved. NOT.

Unfortunately better compliance tracking does nothing to fix the underlying problem…that users probably weren’t complying because the performance review process was either too hard, considered irrelevant, useless or unnecessary.

In this article Mike Carden discusses the difference between building software to sell to HR departments, versus building software that end users find… useful.

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I am halfway through my regular tour of Europe and the
US – talking with clients, selling and trying to understand the nuances of each country and geography as they relate to HR and Talent Management.

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Our research and client feedback has made it very clear that in engaging in the talent management process you are developing approximately 70% of the thinking and content for the traditional performance appraisal process.
Loathed by many employees and treated as merely a compliance exercise by significant numbers of people managers, the ROI (both perceived and quantified) of the process value is frightfully low.

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