5 Major Objectives of Performance Management

What is Performance Management?

Performance management is an evaluation of personnel’s overall performance through steady communication between workers and supervisors or management.

The entire cycle consists of figuring out and setting goals, discussing expectations, giving non-stop feedback, and reviewing outcomes. Performance management is a continuous process rather than a one-time thing and companies of all sizes today require it.

A holistic performance management software for small companies entails setting clear and frequent employee goals, giving constructive feedback, and periodic performance reviews.

It helps managers to acquire a higher grasp of the employee’s skills and competencies. Furthermore, it monitors any troubles the workforce may face, all while advising them on how to rectify the problems.

Organizations spend a hefty amount on performance management software to measure and monitor employee performances anywhere and at any time. However, what would be the main objectives of investing in software such as this? Let’s have a look at them:

Goal setting and management

An effective goal-setting process has always been a crucial aspect when performance management and appraisal come into the picture. Goals should never burden an employee; instead, they should develop a sense of challenge in them and encourage them to do better than ever.8

A performance management system enables the entire organization to set SMART goals, from employers to employees,. SMART here refers to Specific, Measurable, Achievable, Relevant, and Time-Bound goals.

Having in-person meetings with every individual about their goals is not a necessity. A performance management system helps assign goals and send automated notifications to the entire workforce. This assists the employees in prioritizing the work assigned to them within the given time frame. 

360-degree and continuous feedback

The exemplary system accommodates the remarks of the managers and additionally takes into account the feedback from the workforce and everyone familiar with that employee. 

This can encompass the RMs, colleagues, and even subordinates. The concept of 360 degrees has been picking up the flame like a forest fire for a few years now, and entities everywhere are implementing it. 

Feedback is a cyclical system and needs to be dealt with as such. The majority of the workforce today consists of millennials and Gen Z workers, and in contrast to baby boomers, they require constant feedback to function. The ideal PMS ensures that everyone in an organization receives feedback at every point.

Assess yourself 

Self-assessment is yet another crucial objective when talking about a performance management system. Self-assessments enable the workforce to track and review their overall performance.

They’re a great way to boost transparency in the organizational premises. Furthermore, it aids the people in figuring out their strengths and weaknesses, so they can revamp them to qualify the results. 

Self-assessments prompt the workforce to be more accountable for their work and, additionally, take ownership of their tasks along with the growth. Because of this, the managers are thorough with the knowledge of what an employee wants and think about their performance and what support the managers can provide to help them achieve their goals. 

Review performances

Performance reviews are the spirit of entire performance management software. In accordance with that, goals are developed based on status and competencies. Feedback can be taken in the form of interviews or surveys from every individual.

 A mix of employees’ feedback, managers’ feedback, and self-ratings are used to make up the entire feedback cycle process. With the help of PMS, this procedure can be computerized to massive degrees.

The automation sends reminders and remarks to the managers while keeping track of their employees. Moreover, it aids in shrinking the time consumed in appraisal processes.


Another key objective of using performance management software in small companies is the ease of integration. A robust performance management system supports a diverse range of integrations.

Many performance management systems have built-in payroll software as well. This makes the process of rewarding the employees handy. Incentives and bonuses can be offered during appraisals efficiently.

Credit the monetary rewards directly into the employees’ bank accounts by amalgamating your performance management with payroll systems.

Yet another fascinating characteristic of the performance management system is that it can assist in enhancing your recruitment process if it’s integrated with an applicant tracking system. 

This integration permits the hiring managers to consider the capabilities and skills of a high-performing workforce. Ultimately your overall experience and skill upliftment in management affect your employer’s brand too.

Wrapping up

A quality Performance Management System smoothens the tedious process of tracking and enhancing the performance of the workforce. This, along the way, becomes the most significant competitive advantage an entity can have, especially when a diverse range of firms are running in the same competition.

Performance management is an essential procedure that can surge or damage an employer’s brand. It makes the whole process a whole lot easier, eliminates any errors or redundancies from the system, promotes a non-bias culture, and keeps the entire workplace motivated. Start leveraging HR-tech in your organizations to augment the performance management of your workforce.

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