Businesses are evolving at an astonishing rate, and software, in general, is becoming a necessity rather than a luxury for larger conglomerates. However, not just any software will do. While some packages have been shown to boost engagement and productivity levels, others do nothing but frustrate managers and employees alike while wasting valuable time.
HR software is a large part of my life. I have thoroughly researched what makes great performance management software. I have also heard a lot of complaints in this area. It’s only by listening to customers’ experience that software providers can develop the right product. Equally, HR executives should know what to look for – and what to avoid – when it comes to performance management software.
Below are the biggest and most notable complaints I have heard about performance management software. Such grievances turn CEOs and company leaders away from a technology that can provide invaluable and numerous benefits.
1. All too often, HR software is overly complex
Often, software providers forget the golden rule: Technology should be simple and user friendly. Partially as a result of “feature creep,” most software applications have too many features. The more features you include, the less value you add, and the less user adoption you get. Users eventually get overwhelmed or realize that the software requires far more training than they can afford. After all, time is money, and the longer employees have to spend getting to know the software, the less time they have to perform their job functions.
An interesting study demonstrating the desire and need for simplicity is related in the book “One Page Talent Management: Eliminating Complexity, Adding Value” by Marc Effron and Miriam Ort. The study revolved around camera users. When given the choice, consumers most commonly selected the camera with the most high-tech, Read More Here