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The concept of cascading, line-of-sight goals and monitoring performance targets is not a new one. However, only recently have employee performance management systems been able to provide the ability to centralize and monitor data across an organization and ensure universal compliance toward a common set of objectives. The goal is to have this data readily available anytime management needs a diagnostic check, whereas manual processes take so much effort to compile data and enforce compliance that the processes almost always break down. So in conducting your ROI, think of the two major reasons employee performance management software will increase productivity: 1. People work on projects and tasks that they should be working on 2. With clearer visibility of goals, metrics, and how employees will be monitored, employees will work harder toward these goals.
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Various research studies differ on how much productivity is lost due to misdirected work activities. Some studies suggest that more than half of white collar work time is lost. In a landmark study of performance management effectiveness, Hewitt Associates measured a whopping 35% productivity benefit. Yet even a modest annual productivity improvement is alone a tremendous ROI. For the sake of this ROI, we recommend that you use a conservative 5% increase in overall workforce productivity. In other words, expect workers to gain two extra hours of productivity each week once a reoccurring performance management process is put in place with a technology backbone that provides the ability to report progress and enforce universal compliance in the process. Calculating the Productivity ROI of an Employee Performance Management System: Increased level of Productivity (measured in equivalent employee headcounts) Cost per individual efficiency
Note there are other ways to calculate productivity increases especially in terms of effects on the results of your overall business. You may consider using a different metric if youre certain you can make a compelling case.
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No Empowerment
Pay
surely leave. In addition to tracking work performance metrics, performance management systems also manage employees individual development plans, highlight growth areas, and offer developmental/training opportunities. Empowerment breaks down when an organization is poor at planning its goals. When managers take the time to define objectives with their employees, there will be less ambiguity in roles and opportunity for empowerment. A performance-driven culture ensures managers address employee progress on the important aspects of the job. Managers are forced to recognize employee progress. Culture breaks down when management constantly reorganizes, changes strategies, and leaves room for ethical breeches. These are all tied to the communication of an organizational strategy. Aligned performance goals and objectives help enforce an aligned, results-oriented culture. Most employees have a good idea of how much they should be making. Linking performance data directly to compensation decisions ensures pay is aligned with merit and is fairly distributed among employees. Linking performance data to workforce succession planning decisions ensures you can easily identify who your true top performers are, assess the bench strength of any given position, start working on any skills gaps needed to promote people to the next level, and (most importantly) promote those who deserve it.
Calculating the Reduced Turnover ROI of an Employee Performance Management System: Estimated Reduction in Turnover (individuals per year)
Note, these numbers differ across industries and regions. If you would like help in finding relevant figures for your organization, contact SumTotal Systems at 1.866.SMTOTAL and ask to speak with a performance management professional.
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No Compensation system is complete without sound performance management data! Calculating the effect of an employee performance management system in this case is not so cut and dried. If you are concerned about how your current performance management processes affect compensation, leverage compensation surveys and map them to the positions your organization currently employs. If you find that youre drastically overpaying your workforce even considering regional adjustments and other demographics, an employee performance management system can help close that gap. Again, no compensation tool is valuable without sound performance management data!
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Tip: Be careful not to overemphasize the impact of time saved when justifying ROI to management! Some people see the amount of time spent on performance reviews as a sunk cost that managers are expected to complete on their own timelike during end of the year downtime, on a plane, or over a weekend. Since these are usually salaried employees conducting reviews, etc., your CFO may not care much when you say youre going to cut this time in half. Tying it all together Once you take the time to calculate some of these figures, youll quickly realize that investing in a properly functioning performance management system would break even almost immediately. Furthermore, with on-demand, web-based technology, your organization will have the choice of various low-cost deployment options to help rapidly get your project underway. This analysis focused primarily on the costs that affect human capital and operating margins, because as youre making your case, these will have the most evident financial impact. Thats not to say there arent countless other reasons to invest in an employee performance management system. Here are some other benefits of a best-of-breed employee management system:
You have universal access to valuable performance information The more data you have, the better your performance results will be You can actually enforce goal alignment Goal visibility increases everyones accountability You can act on employee development plans (rather than letting them die in a filing cabinet) Your HR organization can implement consistent performance guidelines and bestpractices Managers manage better and provide better feedback Employees can provide peers open and objective feedback Proactive channels of open communication are enforced Review cycles no longer have to be yearly Employee engagement is further invoked with collaboration tools Ability to implement a performance-oriented succession hierarchy Career paths are made clearer to employees and the organization alike Pay-for-performance can become a reality Reviews are more consistent and fair Save a tree ditch your paper and manual processes . . . and much more!
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Tip: When presenting your business case, be sure to bring in line managers to support your cause. Effectively selling and implementing an enhanced performance management process will depend on getting the buy-in of those in the trenches using this process everyday! Ensure that you get the support of these users just as you will get the support from HR, senior management, and IT. So in conducting your business case and ROI calculation, youll find there is no pure cookie cutter approach. Focus on the metrics that will matter most to your organization and sprinkle in some of the points above when you have evidence that theyre a hot issue within your organization. Most organizations find that once a case is put together, this isnt a very hard sell at all. Employee performance management systems are among the fastest growing enterprise software solutions out there. Its definitely worth the effort, and it will be hard to imagine anything else an organization could do that is as liberating and meaningful to every employee than the promise to constantly gauge their performance and development.
SumTotal provides talent management software and services enabling organizations to increase performance, engage and develop team members and retain their best people. To learn more about how SumTotal can work with you to help strengthen business performance, please visit our Web site at www.sumtotalsystems.com
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