SAP Introduces Continuous Performance Management Platform
FREMONT, CA: The enterprise software giant SAP has introduced continuous performance management that facilitates ongoing one-on-one check-ins between employees and managers. This model ensures that activities, accomplishments and goals of both the employees and managers stay on track all the time, reports eWEEK.
Well-designed performance management systems that can help ensure managers effectively tackle performance issues head-on and give employees the right guidance and motivation to improve. "An employee-driven, forward-looking and continuous performance management process can go a long way toward improving employee productivity and engagement, and ultimately business results," David Ludlow, Group Vice President of SAP.
High-performing employees tend to become disengaged and more likely to leave an organization if their contributions aren’t being fully recognized. Effective feedback and recognition of the employees’ contributions from managers can improve performance and lead to better business results for the company.
Managers have the responsibility to help employees grow and succeed, which will help ensure that employees are inspired and motivated rather than resentful and dispirited. Traditional performance management processes can be highly time-consuming and backward-looking; that’s where traditional processes and annual reviews fall short.
So, to help and make the process easier for both employees and managers the ‘Continuous Performance Management’ will come of good use. Other than keeping a track on activities and achievements, feedback and coaching can also be offered through this model. It can be accessed from SuccessFactors Web application as well as from the SuccessFactors Mobile app.
By using continuous performance management within SAP SuccessFactors Performance & Goals, employees can take more ownership for their performance, such as document progress, capture achievements and stay aligned to business goals, to get the feedback and coaching required to perform and improve. Managers can get a complete view into what their teams are working on and provide regular and effective guidance to employees. HR can track the frequency of one-on-one conversations taking place within an organization, remind employees and managers to have performance conversations and provide guidance on effective coaching.