Performance Management System

Looking to streamline your business’ performance processes? You’re in the right place. Breathe’s Performance Management System could be the solution.

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Engage, motivate and inspire


Utilising a modern online performance management system takes the pain away from particular HR processes – whether it be a performance review or a one-to-one conversation. Not only do they ensure a better outcome for everyone involved, but they are specifically tailored to fit each individual business’ culture and approach.

Here at Breathe, we have designed our Performance Management System to be incredibly configurable and easy to set up. It is able to quickly align with a business’ performance processes and streamline all that’s involved; capturing one-to-one conversations, recording agreed outcomes, and maintaining an open dialogue between staff.

Our system offers real-time email notifications, keeps all relevant information in one, easy to navigate place, and makes agreed actions more visible. This, in turn, makes collaborative exercises easier to track and implement, and allows managers to provide support at points where it will be most influential.

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What exactly is Performance Management?

Performance management focuses on two key areas: first, accurately assessing an individual’s job performance; and second, creating a system that develops the objectives of the organisation involved.

Having an effective Performance Management System in place allows companies and organisations to monitor, manage and improve their business strategy and the results they achieve. By keeping on top of these processes, businesses can shape their success and keep ahead of competitors.

It is also vital to focusing on the present and future when it comes to performance management. After all, the system is there to support employees in real time, so relevant changes can be made when necessary to reach the performance level required.

What is the purpose of Performance Management?

Performance management reinforces desired behaviours and inspires employees to perform to their full potential. It also looks for and identifies ways in which an employees’ capabilities can be honed and developed progressively over time.

Isn’t that what the point of an annual appraisal is?

Well, yes and no. The traditional annual appraisal – where an employee’s performance is assessed yearly – is just one part of the performance management process. In today’s day and age, it is much more important to have frequent, informal check-ins between employees and managers to encourage ongoing accountability and support. With this in mind, a modern-day performance management system will typically include rewards, recognition, personal development, performance targets, reviews, and appraisals.

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FAQs


Who can businesses evaluate the performance of, using this system?

The choice is very much up to the particular business involved. In general, performance management is split into two main areas of analysis: corporate performance, assessing the the performance of the entire organisation, and people, focusing on individual staff members’ performances in the company.

What are the benefits of effective performance management?

There are many but, to summarise, here are four key benefits that ACAS – the Advisory, Conciliation and Arbitration Service – state that having an effective performance management system in place can offer:

  • It helps everyone in the organisation.
  • It means employees are much more likely to engage with a business’ overall goals.
  • It helps form positive relationships between a manager and his/her employees.
  • It ensures that performance reviews are fair to all staff, and highlights cases where it isn’t.

A well-oiled performance management system also helps employees understand what the business is trying to achieve, and allows them to identify how their role fits into the overarching strategy. While it may sound like a micromanagement term, it is in fact the opposite.

 

Is analysing performance a relatively new idea?

No, anything but. Assessing performance in the workplace has always been of paramount importance, and is a system that has been around for centuries.

Formal employee appraisals became much more routine following the Second World War and, back in the 1950s, focused on much more of a personality-based system. Ten years later, performance appraisals started to adopt more of a modern approach, focusing on achieving goals and objectives. The introduction of self-appraisal was seen during this time as well, and was found to be much better at assessing individual performances.

 

Which types of company use performance management Systems?

All sorts. Companies across a whole host of sectors rely on performance management software to fulfil their HR needs. From start-up companies to huge corporate bodies, it is not just this system that has been specifically developed to suit businesses – each form of Breathes' software is designed to streamline admin processes, and bring HR into the modern age.

 

What are the costs involved?

Technological advances have enabled HR resources to improve substantially. In the past, purchasing HR software was incredibly expensive, both in terms of the up-front cost and the installation costs involved.

In today’s day and age, that has all changed. Cloud-based HR software is now much more affordable to buy and run, with Breathe’s monthly subscription fee starting at just £10 per month (excluding VAT).

 

Is there a set-up fee?

No. Unlike the old-fashioned way of needing to pay for HR software up front, most HR software is now charged on a monthly subscription basis. We don’t charge you for setting up your system here at Breathe, and we won’t charge you for choosing to cancel it either.

 

How do I get started?

You could be using Breathe’s all-in-one HR system in just 30 seconds. Simply sign up to our FREE 14-day trial to see for yourself just how easy our software is to use. During this trial period, make sure to try out the Performance Management System, and get to understand what we mean when we say that we have streamlined all the processes involved.

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Glossary


Performance management

The process of ensuring a set of activities or achieved objectives correlates with the specific aims of a business, department, or employee.

The cloud

The shortened version of cloud computing, the ‘cloud’ is a massive network of remote servers designed to store data. This network delivers several services that require an internet connection to utilise.

Annual appraisal

A yearly review of an employee’s job performance. The purpose of this is to assess an individual’s overall contribution to a company and evaluate their skills, achievements, and growth.

Boost your team’s efforts and recognise their achievements

 

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