The contemporary performance model forms part of the foundation of every successful business organisation. Succinctly stated, without robust employee evaluation, the company runs the risk of losing commercial ground and, ultimately, running out of funds and closing down.
Furthermore, not only is performance management an integral part of the organizational management function, it is also an integrated engagement process that ensures that employees are enabled to perform their job function professionally and enthusiastically.
Additionally, global economies are currently in a transition period between the Third and Fourth Industrial Revolutions with the worldwide adoption of mobile technology as a primary business tool and income driver.
A research study conducted by the Pew Research Centre and commented on in an article dated 5 February 2019, notes that more than five billion people worldwide own mobile devices. While it is vital to note that individual country figures are skewed to the wealthier economies, but for this content, it is enough to be cognisant of the total global number of mobile device owners and not their economic-based statistics.
The advantages of mobile app-based performance management
Therefore, based on the statements made above, it makes sound business sense to combine the adoption of a robust employee performance management system and the adoption of mobile platform technological advances as a means of evaluating employees.
By way of elaborating on this statement, let’s look at two of the key benefits of the mobile-based employee evaluation methodology:
Real-time performance management
Human resource management has determined that the annual performance review has more negative consequences than positive results, the most prominent being lack of motivation due to the perception that the process is limited and unfair. Therefore, the continuous evaluation model is gaining ground as the more reliable (and more accurate) methodology over the annual performance review system.
Furthermore, the freelance or remote working model is coming online as an accepted income-generation model. Succinctly stated, the organizational structure of the future will have both full-time on-site and remote workers as well as freelance workers who commit to working a set number of hours per week, or per project. This has the potential to translate into employees who live and work everywhere within the 24-hour time zone framework.
Thus, the combination of the increasing number of remote workers and mobile devices, it makes sense for the business organization to offer evaluations for employees via the different types of mobile devices (smartphones and tablets). Full-time and freelance staff will be able to complete their performance reviews and receive feedback via the software application’s mobile app.
Enhance the mainstream adoption of the performance review system
Bashir Hassan notes in his dissertation titled ‘Using Mobile App for Employee Performance Appraisals” that the “employee performance appraisal has long been considered a troublesome and most difficult management task to undertake.”
One of the reasons for this is that employees and management find that the annual or bi-annual process takes up valuable time that can preferably be used for the long list of revenue-producing tasks.
Firstly, to solve the negative attitude towards performance appraisals, it is vital for the organizational culture to change the negative perception of the employee performance review process to ensure that it is seen as a positive and vital part of the organizational business model.
Secondly, by introducing the mobile app into the mix of software applications that the company uses to conduct its business, staff will be able to access the appraisal system from anywhere in the world and any time within the 24-hour time period.
There are several non-negotiables in the business model of all successful companies. And, a real-time, mobile platform-enabled employee performance appraisal system is one of these non-negotiables. Furthermore, it forms part of the foundation of this business model.
Finally, it is vital for C-suite management or SME business owners to treat the performance review process with the care it deserves. Otherwise, the positive outcomes can quickly turn into negative points that will drive staff away from the brand instead of attracting quality staff to the organization.