After countless hours of research, you’ve finally come to the conclusion that your organization needs to implement a performance management system. You might be tempted to stick with your HRIS’s performance management module, but here’s why you should consider otherwise.
Clunky UI and Bad User Experience
After a simple comparison between HRIS and performance management software, one thing becomes clear: the user interfaces are wildly different. Not only are HRIS modules clunky, but they are not built with usability in mind.
Most HRIS performance management tools do not fit into employees’ daily workflow, making them tough to navigate and a burden to log in and use. A system meant for payroll should not be built the same way a performance management system is – yet with HRIS, the interface is often the same.
In contrast, performance management companies’ software is lightweight, easy to use, and built specifically to optimize employee adoption and usability.
“Traditional HRIS has not invested in UI, and it’s obvious that it is focused on functionality for administrators, and not UI,” Cole Shiflett, head of people at ThoughtSpot, says. “It’s unpleasant to look at and spend time on.”
[bctt tweet=”Traditional HRIS has not invested in UI” username=”@reflektive”]
HRIS Encourages Compensation Conversations
Plenty of recent research shows that linking compensation conversations to performance reviews can lead to a toxic work environment. Unfortunately, having one system for all HR functions strengthens the association between compensation and performance, which can have a negative effect on company culture and employee engagement.
This is why having a completely separate platform will help keep your employees’ focus on feedback without having to worry about their next raise.
Slow Moving Philosophy
The biggest thing HRIS is missing is the research and specialization that performance management companies dedicate all of their time to. Performance management apps that originate from HRIS are rarely thought out to the same degree that systems from PM companies are, and because of this, they are unfamiliar with best practices and thought leadership research.
Think of it this way: If your car needed a new paint job, you wouldn’t take it to the mechanic, you would take it to a body specialist. If you want someone who is familiar with all of your needs and who can act as a partner in the process of jump-starting your performance management, you need to choose a specialist.
[bctt tweet=”HRIS is missing the research and specialization that PM companies dedicate their time to ” username=”@reflektive”]
Opposite of Agile
The best part about performance management software is the adaptability and agility – something that most HRIS lacks. When your software is agile, your employees are more likely to use it because it was built specifically for them. Without agility, the adoption and use rate will ultimately suffer, which will make your investment less cost-effective.
“It was only once we rolled out the performance management in our HRIS and managers used it that the restrictions became clear,” Shiflett says. “Performance management is about employee development, and Reflektive is designed with that in mind.”
Ultimately, technology is only useful if people actually use it. If you want your performance management system to work for you, explore options outside HRIS modules.