A Performance Management System (PMS) is a great tool for businesses to help identify areas of improvement and create a systematic approach to managing performance. It enables companies to focus on the long-term development of their employees and teams, rather than just the short-term goals.

Although Performance management systems were set to provide an objective way to measure employee performance by allowing employers to track employee performance and help them to identify strengths and weaknesses in their teams, still these systems are usually associated with negative accusations of unfairness and subjectivity. Performance Appraisal meetings sometimes are considered to be a “nightmare” for team leads and managers. You might also hear from some employees that they left their former employers after an “unfair” evaluation or due to the inefficiency of the PMS process in the company.

As a team, and since at Infinilink we focus on development and continuous growth, we designed our “Continuous Performance Management System” CPMS not just to provide a comprehensive and efficient method for monitoring and evaluating performance and to identify and reward exemplary performers, but to also help in creating a development plan for each employee, setting clear development goals that they should be striving to achieve, and create a chance for each employee to receive on-going timely feedback on performance.

The design aimed to encourage employees to strive for excellence and reach their full potential. Employees are provided with constant feedback on their performance and are given the opportunity to discuss their progress with their manager on a monthly basis. This helped to create a sense of shared responsibility, with both the employee and manager working together to improve performance.

In addition, the CPMS enabled the creation of a culture of accountability within the company. By having a system in place to monitor performance, employees are more likely to take ownership of their tasks and be held accountable for their results.

One other feature of the CPMS is the ability to adapt to the continuous and rapid changes in business. We all agree that setting SMART objectives is essential for the success of the process, as these objectives are what constitute the agreement between employees and their managers, plus being a very important component that ensures fairness of the process. But we have decided to deal with the objectives as “live objectives.” Objectives can be updated, replaced, or changed according to business changes and updates. This can help to create a culture of high performance and greater efficiency. Overall, a Performance Management System is an invaluable tool for businesses to help improve performance and create a culture of excellence.