Performance management is the process an organization uses to motivate, measure, and develop performance of its individuals and teams to support the organization’s goals and objectives. In recent years, many organizations have moved from traditional models—rooted in the annual performance review—to more modern and continuous approaches.  

The right approach, process, and tools make it possible to drive employee and business success. When employers prioritize collaborative, transparent, and supportive performance management practices, employees are more engaged and ultimately more successful. 

Quantum Workplace research highlights eight performance management best practices to help leaders across all industries create an engaging approach to performance. Keep these best practices in mind when shaping your strategy. 

1. Conduct continuous performance conversations
2. Prioritize collaborative goal setting
3. Recognize great work
4. Give regular performance feedback
5. Evaluate performance fairly
6. Create a growth and development strategy that maximizes performance
7. Bring employees into the process
8. Make performance management easy for everyone 

Performance management software helps leaders continuously track and coach employee performance. Not only do these systems help ensure that employees are working effectively toward aligned organizational goals, but they help leaders develop their talent toward optimal performance. A comprehensive performance management solution offers integrated tools like:

• Recognition
• 1-on-1s
• Feedback
• Goals
• Talent Reviews
• Succession Planning

Today's organizations are fast-paced, complex, and face a wide array of business challenges. While output and production are important metrics in business success, innovation, adaptability, and communication are key. Your workplace needs a modern performance management system to adapt, improve, and drive performance—rather than simply evaluate it. An effective performance management system can help your organization: 

• Measure performance accurately 
• Close employee skill gaps with effective coaching 
• Discuss and see progress on employee goals 
• Increase employee morale and reduce turnover 
• Show appreciation for employees’ work 
• Create a foundation of trust between employees and managers 
• Pave a path to success for all employees 
• Increase company-wide alignment 
• Drive outcomes that matter to your business 

When picking out the right solution for your organization, there are many things to consider. Here are 12 questions you should ask to get the most out of your performance management system: 

1. Why is it important for us to have a performance management platform?
2. What should our performance management tools do for us?
3. What’s going well with our current system, and what’s not?
4. What opportunities do we have now vs. In the future?
5. What aspects of performance management does this software support?
6. Is the performance management platform customizable to our culture?
7. Does the developer use their own performance management software?
8. Does the performance management platform integrate with other systems?
9. How easy is it to set up the performance management software?
10. How will we ensure manager and employee adoption of the system?
11. What is the performance management vendor’s level of support?
12. Will the software provider help us measure impact on our goals? 

Our performance management tools are designed from a foundation of employee engagement. Everything we build is meant to align employees, managers, and leaders around driving impact and success. We make it easy for your leaders and teams to get important work done because we know adoption and usage is essential to your program’s success. We aim to reduce wasted time and headaches for HR, integrate into manager workflows, and encourage ongoing employee participation.  

Our tools and coaching are tailored to your needs and goals and integrated into your existing tools and processes, so you can see value more quickly and minimize the amount of change your teams feel as you implement new performance solutions.  

Finally, we act as an extension of your HR team. You can expect much more from us than enablement and implementation. Feel what it’s like to have a strategic partner by your side with guidance and focus to help you make work better.