5 Ways Performance Management Software Delivers Value

In a world where you can access everything at the click of a button, it’s surprising to learn that upwards of 58% of companies are still relying on outdated methods like paper or spreadsheets to track performance. This reliance on manual processes not only consumes valuable time and resources but also hampers the ability to drive organizational success efficiently. Fortunately, performance management software offers a modern solution to streamline these processes and unlock a multitude of benefits for businesses.

Let’s delve into five key ways performance management software delivers value to organizations.


1. Cost Savings

Automating employee performance management yields significant cost savings, a crucial aspect of ROI for businesses. Transitioning from paper-based or manual processes to automated systems like emPerform can result in substantial time savings, as evidenced by a survey showing an average of 2 hours saved per review compared to traditional methods. This efficiency not only frees up valuable resources but also minimizes errors inherent in manual processes, potentially saving hundreds of payroll hours.

Furthermore, effective performance management plays a pivotal role in talent retention, reducing the hefty costs associated with replacing key personnel, which can range from 30% to 400% of their annual salary, depending on their level of expertise. By enabling ongoing talent identification, compensation management, and career development, organizations can recognize, reward, and promote internal talent effectively, thus mitigating the risks and costs of turnover.



2. Increased Employee Engagement

Attracting and retaining top talent is crucial for sustained success in any organization. Performance management software offers robust feedback and development features, fostering a culture of continual growth and support. By prioritizing employee satisfaction and engagement, businesses can curtail turnover costs and ensure long-term returns on their talent investments. Performance management software not only keeps employees engaged with their work but also aligns their daily tasks with company objectives, motivating them to excel in their roles. Enhanced employee engagement reduces turnover, aids retention, and fosters communication, collaboration, and overall employee happiness.



3. Achievement of Company Goals

When performance management is lacking, companies pay a massive price for not achieving their business goals. Inefficient processes, lack of clarity, poor oversight, or focusing on the wrong things can lead to instability in the workforce, underperformance, reputational damage, and loss of market share. Underperforming companies will have trouble attracting talent and will be challenged to maintain any kind of long-term stability. However, successful organizations operate with a clear alignment between individual goals and organizational objectives. Performance management software facilitates this alignment by providing real-time tracking and reporting capabilities. With enhanced clarity, focus, and accountability, every employee can contribute to the overarching mission, driving success at every level of the organization.



4. Empowering Managers for Better Performance

Managers play a pivotal role in driving employee performance and development. Performance management software equips managers with the tools and insights they need to track and coach performance frequently, consistently, and effectively. By providing one centralized location for all employee information, goals, check-ins, history, peer feedback, and surveys, managers have a better view of performance, achievements, and opportunities for growth and can deliver better feedback and coaching.



5. Better Decision-Making

Performance management software offers real-time performance insights that enable data-driven decision-making. From talent identification to compensation planning, status tracking, and gap analysis, these tools provide the information needed to drive sustainable growth and success and invest in areas of talent and development that will have the most impact.


Overall, performance management software delivers immense value from day one. From reducing costs, enhancing productivity and engagement to driving strategic alignment and informed decision-making, tools like emPerform empower organizations to unlock their full potential and achieve lasting success.

See the value today! Book your demo of emPerform  – complete, scalable & affordable performance management software.

Start, Stop, Keep Going - Feedback DeliveryThere has certainly been a lot of change in the world of performance management over the last few years. Companies are shifting to more regular development discussions, organizations are revising their rating and rewards processes, and employees are demanding feedback transparency in job expectations and measures of success.

More Feedback = Greater Success

These changes are happening quickly, and more studies are showing that companies that invest in performance management are experiencing a direct impact on their bottom line. Employees who receive regular feedback are shown to be more engaged and productive and less likely to leave. Companies who monitor performance and potential are having an easier time planning for leadership gaps and developing future talent, and managers who make themselves accountable for providing clear objectives and more in-the-moment feedback are experiencing greater team success.

But at the end of the day, performance management comes down to direct communication between employees and their managers, coaches, leaders, and the company. No matter how HR defines measures of success, the front-line of your company’s performance management strategy will be the delivery of feedback from your managers.

Giving Feedback is Easy – Giving Effective Feedback is Tough

We frequently consult with companies and HR on how to better train and equip managers with the skills needed to deliver good and balanced feedback. We have written several articles and numerous blogs on the topic. We have even built-in tools and resources within emPerform to help managers give better feedback – but feedback still remains a challenge for many managers. Giving good and effective feedback is simply tough for anyone.

One of the most effective ways to guide managers in giving clear, constructive and honest feedback is the START, STOP, KEEP-GOING framework. Its simplicity is what makes it so beautiful, and practically, it is one of the best tools we have used internally, and that our clients have used to frame feedback across the organization.


We don’t have an official definition, nor can we trace where it originated, but we first learned about it in Mark Effron’s book ‘One Page Talent Management’. It is used across many disciplines from performance management, to project assessments and even agile/scrum discussions. It is an easy action-oriented retrospective exercise designed to acknowledge success and propose plans for improvement. It is sometimes called START, STOP, CONTINUE, or DO MORE, DO NOT CHANGE, DO LESS. In regards to performance management and employee development, this framework:

  • Gives employees and managers the opportunity to review how they are doing and identify improvements they can implement in the future.
  • Makes it easier for managers to clarify issues and reach a consensus with the employee on shared priorities.
  • Is action-orientated and provides momentum and energy for the employee.
  • Empowers managers to continuously improve the way they lead, and employees to improve the way they work.
  • Gives employees balanced feedback – the good, the bad, and the great.

This framework can be used when a manager sits down to complete reviews, conduct check-in meetings, or is regrouping with employees, and can apply to discussions around overall performance, select goals or projects, and even behaviors. It can also be used to provide a framework for 360° peer evaluators.

Here’s how it’s done:


What should the employee begin doing or do more? This aspect of the framework allows the manager to look ahead and identify activities that their employee will do, should do more, or should start doing in the coming future. This section can also identify behaviors that should be developed and increased to help the employee succeed. This might also include goals or tasks that are coming or are ready to begin. It is a great way to set the stage for something new and discuss what resources are available to help the employee excel.


What should the employee stop doing? This aspect of the framework looks backward and allows the manager to outline behaviors or actions that did not work or did not contribute to success for the employee or company. This might also include goals and tasks that have been canceled. This is the more critical feedback that is nicely sandwiched in the middle. Managers should outline clear examples and accounts of why things didn’t work and be prepared to discuss with the employee.


What should the employee keep doing? Identifies behaviors or actions that worked and that contributed to the employee’s success or goal attainment. These elements should be continued and developed to leverage their success. This is an opportunity to acknowledge success and reinforce behavior.

Where should you use the START, STOP, KEEP-GOING framework?

The beauty of these comment boxes is that it can frame smaller discussions, like weekly check-ins, or larger more in-depth discussions related to goals and development. Many of our clients include these 3 comment boxes alongside competencies, and some even use these as the questions asked to peer-reviewers in lieu of having 360° reviewers provide a ‘rating’ on behaviors. The important thing is that this tool is used anywhere where managers (or anyone in a potion to provide feedback) might struggle to provide balanced input that looks backward and forward, and also acknowledged achievements.

Words of caution:

Watch for Repetition

The framework itself is very simple but it can be tempting to re-frame and repeat the same points in multiple sections. For instance: “Start: sending emails to the entire team  Stop: Forgetting to send emails to the entire team.” Managers should re-read their points to ensure there isn’t overlap because this often happens without intending to do so.

Beware of Bias:

No framework can guard against bias. Managers will still struggle to accurately populate each box unless they pay attention and document behaviors, accounts and results. The best way to deliver feedback and explain the ‘why’ of the input is to support it with specific examples. We encourage managers to keep detailed notes and records of performance on an ongoing basis, so they can reference key points and use when they are outlining the START, STOP, KEEP GOING.

Overall, if you are looking for a simple but highly effective way to ensure your company’s talent is getting balanced, action-oriented feedback, the START, STOP KEEP-GOING framework is a fantastic option. Not only is it very clear and easy to follow, but it also sets the stage for highly effective feedback conversations and performance discussions between managers and employees. Who would have thought that three little comment boxes would be one of the best performance management tools we have seen?

Want to see how emPerform users are using START, STOP, KEEP-GOING in performance reviews and employee check-ins?

Contact us to book a demo of emPerform.

Performance Feedback Software Screenshot
We are pleased to announce that emPerform’s employee performance management software has won a coveted Brandon Hall Silver Award for Best Advance in Performance Management Technology.

We are deeply honored to receive this award. Our team considers the Brandon Hall Excellence Awards among the greatest forms of recognition in the talent management industry today. This award affirms emPerform’s leading position and empowers us to continuously pursue innovation in the field of talent management.”
 – John Smith, Director of Enterprise Business Solutions for emPerform

The entries were evaluated by an international panel of independent industry experts, Brandon Hall Group senior analysts, and their executive team. The judging was based on the following criteria: value proposition, innovation, unique differentiators, technical functionality, and overall measurable results. 

“We are delighted to be recognized by Brandon Hall Group for emPerform’s advances in performance management technology,” said Natalie Trudel, Marketing Manager for emPerform. “We sincerely thank all esteemed members of the panel for their evaluation efforts, we are appreciative of the validation this recognition gives our product within the performance management space.

Since our inception in 2004, emPerform has continued to add to its robust all-inclusive technology to give organizations an affordable and effective way to align, develop, reward, and retain a competitive workforce. emPerform strives to automate and streamline vital employee performance management efforts for all organizations, from online appraisals to 360° reviews, ongoing feedback, and reporting.

About Brandon Hall Group Inc.

With more than 10,000 clients globally and 20 years of delivering world-class research and advisory services, Brandon Hall Group is the most well-known and established research organization in the performance improvement industry. We conduct research that drives performance and provides strategic insights for executives and practitioners responsible for growth and business results.

Brandon Hall Group has an extensive repository of thought leadership, research, and expertise in Learning and Development, Talent Management, Leadership Development, Talent Acquisition, and Human Resources. At the core of our offerings is a Membership Program that Empowers Excellence Through Content, Collaboration, and Community. Our members have access to research that helps them make the right decisions about people, processes, and systems, combined with research-powered advisory services customized to their needs. www.brandonhall.com

Get Started Today!

Discover how emPerform’s award-winning software can help your organization transform its performance management and employee engagement. Contact us to learn more and book your demo today


Employee reviews before you know it With employee performance reviews coming up soon for many, we wanted to let you know that we are here to help!

emPerform can have you up and running with simple & intuitive online appraisals plus added functionality to help save you time & unnecessary administrative tasks PLUS built in tools to help you get strategic about your year-round talent management processes.

How can we help? Flexible online appraisal forms, SMART goal management, templates, 360° reviews, easy pay for performance, social feedback & reporting – all in one super easy to use package for the best value- guaranteed.

Get started before employee reviews sneak up again: watch our  5 minute tour video or schedule a demonstration.

What are you using for appraisals and performance management? Paper? Spreadsheets? Fax? A tediously formatted document that employees and managers don’t want to use? A makeshift in-house system designed by your IT department as an attempt to solve your appraisal nightmares? Nothing at all? Any of these answers wouldn’t surprise us.

Our close contact with HR professionals gives us access to plenty of horror stories. And too many of these stories are about outdated (pre-emPerform!) management strategies for appraisals and overall performance documents.

We admit we’ve seen some pretty crafty solutions, including meticulously formatted spreadsheet forms with umpteen versions floating around and some very ‘attractive’ and buggy intranet-based IT web forms. Over and over again, we see a focus on executing the process and very little time and focus left over for strategic performance management tasks and analysis. So what are some key indicators that it’s time to ditch your current processes and modernize?

21 Signs you Need emPerform: Read More

21 Signs You Need emPerformWhat are you using for appraisals and performance management? Paper? Spreadsheets? Fax? A tediously formatted document that employees and managers don’t want to use? A makeshift in-house system designed by your IT department as an attempt to solve your appraisal nightmares? Nothing at all? Any of these answers wouldn’t surprise us.

Our close contact with HR professionals gives us access to plenty of horror stories. And too many of these stories are about outdated (pre-emPerform!) management strategies for appraisals and overall performance documents.

We admit we’ve seen some pretty crafty solutions, including meticulously formatted spreadsheet forms with umpteen versions floating around and some very ‘attractive’ and buggy intranet-based IT web forms. Over and over again, we see a focus on executing the process and very little time and focus left over for strategic performance management tasks and analysis. So what are some key indicators that it’s time to ditch your current processes and modernize?


21 Signs You Need emPerform


1. You answered ‘yes’ to any of the questions asked in the first paragraph.

2. You have to sort through mounds of file folders to find old appraisals (or even current ones).

3. Employees are using physical journals for documenting performance milestones or more likely – are not using anything!

4. Managers avoid you in the hall because they know you’re going to remind them once again to get their evaluations done.

5. You have different rating scales being used on different appraisals and then are forced to try to compare results.

6. Your company spends loads of time establishing strategic goals and for some reason, nothing is being translated into employee action.

7. You have no idea who the company stars are and definitely have no way of proving low-performance.

8. Your HR staff and department managers are experiencing communication and data sharing problems.

9. Your current system offers no cross-referencing capability.

10. Your current data just isn’t useful for any type of decision making.

11. Top management is demanding your voice in company decision making and your recommendations and insight into the current performance health of the company.

12. Employees and managers dread appraisals because the task seems tedious and not very valuable.

13. You have no way of using accurate performance metrics as a basis for fair and consistent compensation decisions and neither do managers.

14. Other than their own memory or some post-it notes, managers have no tools for employee goal management, monitoring, feedback assistance, journaling, competency management, or development planning.

15. Your company’s workforce is becoming larger and more spread out geographically, making it difficult to keep appraisals consistent and have them submitted on time.

16. Your competitors have been using an automated performance management system and are dashing ahead.

17. You know you want to start using 360 reviews for performance assessments but you just don’t have the right tools.

18. Having vacant leadership positions is costing your company far too much time and money.

19. You have a hunch that employee engagement is in the red but have no way of proving it.

20. You looked around for software to automate performance management but couldn’t find anything that was fully customizable to your workflows and content, allowed for hosted OR on-premise deployment, was easy-to-use and completely web-based, and had a price that didn’t make you gulp.

21. You want to automate the process of gathering data so that you can focus on analyzing and acting on it.


If you related to any of the points above, it’s time to get emPerform. We know…we get it…and we can help.


Get started with a free trial and we’ll work with you to get you started quickly and at a price that will have you regretting not updating your processes sooner.