When was the last time you stepped back and took a good look at how you manage your incentive, recognition, engagement, loyalty or similar kinds of programs? Are you confident that the right pieces for managing those programs are in place? That your measures are generating actionable information? That the programs are aligned with current realities rather than yesterday’s possibilities?
Performance management technology can enable you to answer those and many other questions. It provides the means for tracking, recognizing, and rewarding employees and, when appropriately selected and properly designed, it will collect critical data from your performance management programs and turn it into information that can be used to give feedback and make good decisions.
The first step in selecting any performance management technology would be to work within a methodology that (1) examines your business drivers, (2) identifies what success would look like, and (3) establishes an effective information and communication loop. This is an intense process, but it is important, especially if your organization has multiple or complex program management needs and you’re driving to be a high performance organization.
Performance management technologies range from the simply configurable (i.e., changing colors and logo) to the totally customizable, where data models are modified, organization hierarchies are infinite, the number of tracked variables are abundant, and the outputs are customized. Keep in mind: The best performance management technology is the one that fits your corporate structure and needs. It is the accelerant to excitement, feedback, and management.
There’s a lot to think about. Would you care to share your ideas with other readers? What are your experiences with performance management technology? What does it do well for you, or where can it be improved? Let us know.
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