Blog

As a small to medium business owner, one of your biggest obstacles is managing the paperwork. You need to put your time and effort out there on the floor working with your customers and employees. But, you also know the importance of properly managing your employee data. With employee tracking software, it becomes possible to pull together a great deal of information to create an effective and efficient way of accurate record keeping. It's important to always have insight into the way your employees are performing. But, the software makes it possible for you to fit these tasks into your already busy day.

The performance appraisal process can be taxing to implement in any organization. Maybe you’re still passing paper appraisals around the office or maybe you’ve taken it up a step and are using Excel spreadsheets. Either way, seeing the process through from beginning to end can be quite a consuming job for managers and HR professionals. The right type of performance appraisal software can make this activity much easier. So how can employee appraisal softwaremake your life easier? We’ll look at five ways.

It has been just recently that I have realized the importance of documenting employee performance throughout the performance review period and setting performance standards and expectations. I have been in HR and payroll management, consulting, and sales for the past 25+ years. Currently I work with performance management software in the development of the software and providing demonstrations and webinars on performance management. I have read books and articles and talked with HRmanagers about performance management and the importance of effective performance reviews. In doing so, I have come to the conclusion that I, as a manager of 15 employees several years back, did an injustice to my staff by the reviews that I gave them.

Despite the positive tone that managers will bring to the performance evaluations, there will occasionally be difficult situations. Maybe you have to review poorly performing workers, deal with insubordinate employees, or overcome personal conflicts. There are three key points for managers to remember when dealing with difficult situations.

Over the years, I have worked for companies who promote performance appraisals and those who don’t. I have had to give performance appraisals and have been on the receiving end of them.