It’s tempting to take advantage of all the features a performance management system has to offer right away. We’ve seen a handful of companies do this successfully.
Maybe management wants you to create fantastic new forms, have managers set goals that are strategically aligned to your broader company objectives, cascade goals to employees who need to get them, create specific with measurements on competencies and have this thing configured and rolled out in four weeks. But, in our experience, this is too ambitious.
Food for Thought
We recommend a phased roll-out if you want to take advantage of lots of complex features, like the ones listed above. Consider making the move to digital as Step 1, with easy forms and simple goal setting, instead of introducing too many new concepts to your users all at once.