Performance Data: Gather, Act and Adjust...in Real Time
Updated: May 6
Where the fluid subject of performance management is concerned, many corporate leaders have not yet fully stepped into the present moment, not in ways that intelligently address organizational health in a multi-faceted capacity. There’s still an understanding throughout the business world that essential data reports are best gathered slowly and evaluated on a monthly or even an annual basis. In part, this has to do with leaders wanting to ensure they have large quantities of information consolidated before reaching any conclusions or changing any policies based on that information; there’s merit to that way of thinking, in some cases.
But consider how many course corrections or even minor (but necessary) adjustments go unmade from day to day as organizations forego the use of real-time data applications. Imagine a new employee who brings basic proficiency to the table but goes untrained in vital skills for months after being hired. They’re performing well in most areas but the full capability they could wield is either realized too late or not all. How about another employee whose ambitions are improperly aligned with their actual career path? Perhaps they commit themselves to a move which, in effect, would be lateral at best. A development plan that could help them attain actual progress is only identified after the fact.
These are the sorts of revelations that often exist as “dark matter” in the professional sector. They are evident when supporting data findings are accessible but are typically hidden between the lines of conventional and slow-to-materialize reports.
The renaizant platform addresses both of these factors by potently integrating with everyday essential tools, such as Salesforce, Slack, Jira, and myriad other software systems to extract actionable data in real-time. That’s the fundamental component: real-time data. Challenges in need of attention, slowly building obstacles, and operational deficiencies of all sorts can be identified from your “dark matter” data pools and acted upon immediately, rather than weeks or months down the road.
Where This Applies:
A top-to-bottom integration model will afford you access to daily productivity and general activity reporting. Through parsing the raw data and extracting actionable information, you can make immediate workflow and time allocation adjustments to improve overall individual and team performances. Not to mention, you can also evaluate the effectiveness of those adjustments along the way – no need to wait another quarter to see the verdict.
Make sure your team members are following through on their career plans through consistent 1:1 discussions and objective capability assessments. Oftentimes even modest professional advancement goals go unfulfilled because the steps necessary to achieve them are unspecified. Our integrated systems model helps leaders match the goal with the right pathway for all employees.
We mentioned skills earlier because it’s an important performance management aspect. Extractable from your company’s existing HCM data are indicators as to what skills your employees need to complete their work more proficiently. Don’t let it go unseen.
Valuable company information accumulates by the minute these days. Have you wondered whether your current reporting/HCM structure(s) can aggregate data in real time? With the right integration tools pulling from those structures, they very well can.