Social Goals

Using goals to enhance performance is an age old method which has been around for centuries but how effective is it? Goals and objective setting have become a critical part of most performance appraisal processes. But how many of us set a goal at our annual performance appraisal and then lock it away in the depths of our files without taking another peek until the following year?

There’s a new term in performance management - “social goals.” No, it’s not about how many friends or followers you’ve accumulated on Facebook or Twitter. In the context of business ‘social goals’ are objectives which are made visible to everyone within the organisation. This goes against the current way of working but doesn’t it make more sense to make goals visible throughout the year? Let’s look at the benefits of making goals social.

Social goals can provide focus, agility, improved performance, collaboration and recognition for individuals and teams.

By making goals visible, managers can see immediately how individuals are progressing on an individual level as well as their contribution towards team and company goals. For employees, daily activities can be assigned instantly to team or personal goals allowing for instant progress updates and recognition. For organisation’s social goals can be cascaded down through the organisation and worked on collaboratively. Social goals can be updated and aligned instantly with business changes.

Making goals social has brought new life into the performance management process.

Which Supplier?

Choosing a new hr software supplier is a critical business decision and one which should not be taken lightly.  You’ll probably find that there will be three or four software suppliers that come to the top of the pile, who appear to satisfy the majority, if not all, of your requirements. Selecting one over the other is the tricky bit.

My top tips

Demonstrations
Don’t be taken in by product demonstrations – they’re often time consuming and a great sales tool. It’s pointless sitting though a demonstration with a potential hr software supplier without first taking the time to discuss your business requirements, objectives and budget.  It’s important to validate the user friendliness and functionality of a system but rather than being  drawn towards the look of the software bear in mind that there are dozens of factors involved in choosing the most appropriate hr software for your organisation.  A demonstration should be used to assess the functionality and interface of the platform.

Forming a new business relationship
When choosing a new hr software supplier, you’re forming a relationship with a new business partner which should hopefully last for many years.  Having a great product is not enough; your software supplier should also display a commitment to customer service and an understanding of your specific business challenges. Look for suppliers who have clients in similar industries or market sectors. Make sure you get along.

Asking the right questions
It’s important to ask the right questions, don’t be embarrassed to vet potential hr software suppliers thoroughly. When we recommend a supplier to you we’ve already asked questions such as; how many other companies in similar industries use the software? Is the software current? How proven is it? How much annual investment is put into new products? How long have the software company been operating?  What’s the size of their client base?  Will the software integrate with existing business systems? We present this information to you in a comprehensive report along with each potential supplier’s pricing structure.

Cost
Cheapest is not always best.  We never recommend that you select a software supplier based on price alone. Compare like for like and ensure that there are no hidden extras or you’re paying for part of a system that you don’t really need. It’s important to separate the different elements of the costing structure for example customisation, implementation, training, support. Don’t be afraid to negotiate.

Time Frames
Take your time. Choosing a new hr software supplier is not a process which should be rushed. Ensure that you don’t make the wrong decision because one supplier promises that they will deliver in time for the start of your annual appraisal process. A rash decision could be an expensive mistake. 

Beware of the software supplier that says yes to everything!

Struggling with your Performance Appraisal process?

Here are a few danger signals to watch out for! Perhaps you need to think about updating your current system or maybe even investing in a new one …

If you’re like most small to medium sized businesses, getting your employees to believe in your appraisal process can be a real challenge. So, why is this? Here are some signs to watch out for if performance appraisals aren’t achieving what they should be achieving.

• No one ever gets told they’ve done a good job – all people hear about is reasons why they’ve done a bad job.

• Your current appraisal system is just plain out of date – and everybody knows it.

• Your current system just doesn’t fit your business culture anymore.

• People wait until the last minute to do their reviews because they’re just seen to be an onerous and unnecessary task.

• Appraisers try to get their appraisals out of the way as quickly as they can.

• People get treated like employees, not individuals with strengths and areas for development.

• Appraisers don’t revisit past reviews or take account of the whole year’s work (only what they can remember which is probably the past couple of months at best).

• People treat appraisals as an annual event.

• Appraisers forget about ‘performance review’ during the year and have no arrangements made for informal performance discussions either side of the annual appraisal meeting.

• The appraisal process is just plain cumbersome and hard work to manage and complete. Perhaps it’s complicated too. Maybe it’s still paper-based.

• No one sees any link between the performance appraisal process and improved profitability and operational efficiency.

• Objectives aren’t set or monitored. Neither individuals nor teams know what they are expected to achieve during the year.

• People don’t feel that their opinions or ideas matter or are listened to.

• Appraisees don’t feel they get any say in how they’ve performed – only the appraiser’s opinion matters or is taken account of.

• Appraisals are seen as subjective, not objective with more than one person’s feedback (perhaps using 360) being taken account of.

And last but certainly not least …

• Employees just don’t see the benefit or what’s in it for them.