What Is The Major Pitfall Associated With The Use of Computer Based Performance Management?

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It may surprise you to learn that the most common pitfall associated with messing up the effectiveness of computer based performance appraisal software is the exact same pitfall associated with the use of performance appraisal forms. However, if you think about it, it makes some sense. Both performance appraisal forms and performance appraisal software are tools, and only tools to help managers and employees. Tools can make doing a job easier, but the tools have to be used effectively and with skill, or their value is zero.

The major mistake made is this: There is a tendency to believe that the use of the tool, whether it be the software or the form, IS performance management, or performance appraisal. It's like mistaking the use of a hammer with the building of the entire house. The hammer helps with the house building, but it isn't the WHOLE thing, clearly.

So, when managers do ONLY what the software (or the form) requires them, it's just a waste of time. Forms and software don't improve human performance. People do. So, even with the best tools and software, improving performance comes down to human things -- human problem solving, human teams, human communication. When managers don't do those human things because they rely on the software, there's no value in the process.

See Also: What Common Mistakes Are Made When Implementing Performance Management Software?

 


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Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.

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  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

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