
<p>Being an HRM, one of the primary tasks is to have a streamlined system that helps monitor employees across the company. Done manually, the task demands an average of 210 hours to prepare and maintain.</p>



<p>This can make performance management and appraisals seem like an unmanageable task. However, by using suitable software for performance management, the entire process can be made simple.</p>



<h2 class="wp-block-heading"><strong>Defining Performance Management</strong> ;</h2>



<p>A continuous process that involves inputs from both the team leaders and the employees, this helps employees get clarity on their assignments and perform better at their jobs. ;</p>



<p>By having a software that allows regular monitoring of employees and a framework to evaluate them against, the performance management process can be made streamlined and monitorable.</p>



<h3 class="wp-block-heading"><strong>Understanding the Need for Performance Management</strong></h3>



<p>With the help of a performance management tool, organisations have an easier time achieving the following goals:</p>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXeYc6xMwcZWyZo-VD1AWNuJYs4WHVQk9F4lbn8bBLjcwJE_RSbW2x0-izf0IYMczqdV9g4zQt4aY_2zFlDDtW6AMpO4T-4PVCjx7b3n9QCOAp3p8ZANEVqWWnYOWLq-8DWdyvPpF2S6R2SKNiK_0i8?key=0yyMqWBnupA9sOAcMGWT6uQ4" alt=""/></figure>



<p>Whether done manually or with the help of a <a href="https://www.staffcircle.com/performance-management-and-development/"><strong>software for performance management</strong></a>, the above goals are important for the smooth functioning of any organisation.</p>



<h3 class="wp-block-heading"><strong>Manual or Software Tool: Which One to Opt for</strong></h3>



<p>As per an SHRM survey, 71% of companies still do their performance reviews manually. This takes a lot of time and effort since it involves:</p>



<ul class="wp-block-list">
<li>Setting up a review system from scratch</li>



<li>Maintaining employee records manually</li>



<li>Following up with employees across the organisation</li>



<li>Manual analysis and appraisals</li>
</ul>



<p>While the steps seem simple, the process can be huge, especially in larger companies. Further, manual inputs can open up the system to errors as well as bias. ;</p>



<p>To simplify and make the system more efficient, using software for performance management becomes important.</p>



<h2 class="wp-block-heading"><strong>Software Tools in Performance Management</strong></h2>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXdVwmh4vGjmQHQokZKt6L0dZf6yb-g7IYhWIdEsDFWO0F8Bwl18tUl48phhwSG5iJxMbp21h7bRsA8tPX-4gMqExNccfjzZzcQLKTflL68Wb-7ZD92OiB5TUsIx_f8hg7oVerMncDHf6Tv3opORS7k?key=0yyMqWBnupA9sOAcMGWT6uQ4" alt=""/></figure>



<p>When any task is done manually, it automatically contains a level of bias from the maker. The same is true for performance reviews as well. As per a Gallup and SHRM report, barely 20% are satisfied with their performance appraisals and feel a drive to do better after receiving them.</p>



<p>Even though 95% of managers do not have faith in the review systems they currently use, it does not eliminate the need for performance appraisals. Instead, it creates demand for a better, more efficient system.</p>



<h3 class="wp-block-heading"><strong>Benefits of Opting for a Software for Performance Management</strong></h3>



<p>By opting for a software for Performance Management, the usual benefits received are:</p>



<ul class="wp-block-list">
<li>Easy automation of the process</li>



<li>Access to both real-time data and employee history</li>



<li>Avail better performance monitoring</li>



<li>Assign suitable job roles and targets</li>



<li>Plan and design better training modules</li>



<li>Reskill employees and fulfill skill gaps</li>



<li>Better control over the review process</li>
</ul>



<h2 class="wp-block-heading"><strong>The 9 box Grid for Talent Management</strong></h2>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXfHDEsRYndrcSNpgbq03Z1pgKvEUPZTGFSfJn4lLEqCEd2ZPZl95L32Wguqz3G0I5wFLOkzcXm9HvNVhFVdvZJ1crHW1qNaa-KqRvwCrFqJgwhHs8xtIqhovyf5Ckx1tj1jLoRxQeztxJiGV-GLABY?key=0yyMqWBnupA9sOAcMGWT6uQ4" alt=""/></figure>



<p>By plotting employee potential vs performance, employers can assess their employees. When implemented in the 20<sup>th</sup> century, the 9 box grid was the best HR tool for talent management. This covers reviews, appraisals, feedback, and succession planning. ;</p>



<p>Using the 9 box grid for talent management offers certain benefits. ;</p>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXeGbm0wbhKUnlbXkNrKVwiCpsKZVlGkAbfKYeaiKGQgFJtmsSbLtJNiD5zSCiOtcYe5M3QeC3kuh5foueYxz8aa7cpyoNpjtMpunolHpcAjPl4IMZ3e1ofRFkr_1zGSnxA9-rR33_IfrKgpLjwZzMo?key=0yyMqWBnupA9sOAcMGWT6uQ4" alt=""/></figure>



<p>By providing the above, the 9 box grid acts as the stepping stone for succession plans.</p>



<h3 class="wp-block-heading"><strong>Drawbacks of the 9 Box Grid in Talent Management</strong></h3>



<p>Though useful at one point, the 9 box grid has grown outdated. The main reason is because this appraisal method creates room for human errors:</p>



<ul class="wp-block-list">
<li>Reviews that are partial to certain employees and biased against others</li>



<li>Subjective instead of objective reviews that are supported by data</li>



<li>Lack of clarity regarding the review process</li>
</ul>



<p>Thus, reviews received from the <a href="https://www.staffcircle.com/blogs/9-box-grid/"><strong>9 box grid for talent management</strong></a> can demotivate employees. To overcome gaps created alternative tools have come up that are much more promising. This includes Success Circles<sup>TM</sup>, IDPs, 360-degree reviews, and more. ; ;</p>



<h2 class="wp-block-heading"><strong>Alternatives to the 9 Box Grid for Talent Management</strong></h2>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXdgtduFUQhBw3T-TDf3wb7NLsXtNlYNpcJhXOIu1l_RMnwt_HEQ1F1Q4pSzlIfz5QSPRq-Ei_Vw_qtY7iXJILmWaK2lTdDMAWsOPzkcPxLHLvsYJ38b_aDtfArH6mBnzP2YgBvU6wmgLV2Co43OmQ?key=0yyMqWBnupA9sOAcMGWT6uQ4" alt=""/></figure>



<p>To make up for the deficits left by the 9 box grid, the below tools offer a suitable alternative:</p>



<h3 class="wp-block-heading"><strong>Success Circles™</strong> ;</h3>



<p>A comprehensive tool for performance management, Success Circles™ allows Managers to obtain real-time analytics for their employees and classify them as per their performance. It takes into account their targets, achievements, and feedback to provide an analytical view of the following:</p>



<figure class="wp-block-image"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXdfr7FopjFIAVG9uX7cPwtBfpGSowEJQ86r9A7JPrrgL_Jo1WlQwRO5sjeTO8MYB3hBPpZVqOBXsMVfHvUuzKSb7NqULsgtm6da8tM02mO7CVuYfqPA8OPV4oLjrBBx249UtyUt1fEdDr1OWgZsYI0?key=0yyMqWBnupA9sOAcMGWT6uQ4" alt=""/></figure>



<p>Further, over time each employee’s data receives more inputs, making the system much more detailed.</p>



<h3 class="wp-block-heading"><strong>Individual Development Plans</strong></h3>



<p>While many companies group workers as per their job roles, a one-on-one approach can prove more useful when it comes to identifying the skills and drawbacks of any particular employee. By opting for Individual Developments plans, team leaders can opt for a personalised approach for a better appraisal of each employee.</p>



<h3 class="wp-block-heading"><strong>360-degree Feedback</strong> ;</h3>



<p>Instead of taking the feedback from just managers and team leaders regarding the performance of a particular employee, even peers and co-workers can add their input. This 360-degree feedback paints a more comprehensive image regarding their work and potential.</p>



<h3 class="wp-block-heading"><strong>Performance-Values Grid</strong></h3>



<p>Designed by Jack Welch, the performance values matrix groups workers into four sets, namely top workers, solid employees, violators, and non-performers (deadwood). By matching values with results this method is both concise and effective in performance evaluations.</p>



<h3 class="wp-block-heading"><strong>Team-Based and Behavioural Assessments</strong></h3>



<p>Some organisations test how well employees work in a group as well as their as well as their behavioural aptitude. This in turn helps companies assign projects to groups and stay assured of efficient project delivery.</p>



<h2 class="wp-block-heading"><strong>To Conclude</strong></h2>



<p>Though more commonly used than software tools, manual performance reviews are found across companies. However, this process takes up a lot of man-hours and can be a laborious task prone to human errors. By opting for a software for performance management, the entire process gains clarity and transparency. ;</p>



<p>Further, with the use of newer models of performance monitoring tools like Success Circles<sup>TM</sup>, 360-degree feedback, and more, the drawbacks of the 9-box grid for talent management are eliminated.</p>



<p>Review the needs of your business, look at the features of the available tools, and opt for the one that suits your organisation.</p>

Replacing 9 Box Grid as Performance Management Software
