Will Performance Management System Ever Rule the World?

The performance management system has a history of more than 100 years. It evidently started in 1908s with the rise of Taylorism. That’s the era of his proven Scientific Management Principles.

Since then, it has gone through multiple stages and revolutions. But the importance of performance management and its system is still prevalent. To know if it will keep on ruling the world, let’s check the impact of such a system on the workforce of today and tomorrow.

Also, it’s recently predicted from a detailed Engagedly article that PMS will redefine the workplace and workforce. It will continue to be more flexible and qualitative than quantity over the years.

Reasons To Justify How Performance Management System Will Continue To Rule The World:

Turn subordinates into supervisors:

The performance management system process is no longer about numbers or digits. It is set to become more immersive and inclusive. It has the complete potential to turn subordinates into supervisors.

By focusing on feedback directly after completing a project, managers effectively coach their subordinates/team members.

The annual review is less important. The trend in appraisal and performance management processes of companies like Deloitte, KPMG, and Accenture has shown that.

This is a crucial way for subordinates to become more accountable and stand in charge of their growth. They would be more self-aware and self-serving in knowing how they complete a project.

This helps them connect well and proactively with their clients, customers, vendors, and peers. And managers have to micromanage less with a modern PMS system like uKnowva.

Reimaging and revamping talent practices:

For years, talent management and development have been major issues for HRs and their teams. And now, it will continue to be so. The times are changing rapidly. Today’s talent and skills might not be useful after 6-12 months.

That’s why an employee performance management system is becoming more important than ever. It’s not just a tool or measure or input project completion data. It’s a technically advanced source to train and coach your employee consistently.

It’s predicted and estimated to change the way HRs manage, develop, and train their talented pool. Using this tool, teams often innovatively collaborate.

There is an open and transparent community in the system. Teams and managers use this opportunity to develop the right skills before the demand reaches its peak.

This could be by sharing learning content, and launching and posting live and recorded lessons/webinars. Teams could get the right certificate on the system and add it to their profile/portfolio.

This further helps managers assign difficult, challenging, and more interesting projects to their subordinates.

Revisit employee performance touchpoints:

This is a given fact that times and trends change faster than ever today. In the midst of that, mapping employee performance based on past experiences and projects is difficult. It might not be relevant when the appraisal cycle starts or ends.

That’s why an agile performance management system can help you determine the eNPS (Employer Net Promoter Score). It will continue to revisit the employee performance management and development touchpoints. Managers and employees have to keep addressing questions like:

  • Why am I doing this job?
  • How well am I delivering my projects?
  • What more can I do to improve the output?
  • Which projects would I be assigned next?
  • What lessons did I learn from this project?
  • How shall I rectify the errors in the previous project?
  • What am I going to do to evolve my current skills?
  • What should I do to improve my team’s performance before a given period?
  • Is my team performing well for the past defined period?
  • How can I help my team score and deliver faster?

These questions also help employees and their managers to assign short-term goals. Again, there is no emphasis on the annual review while practices to revisit and realign the employee management touchpoints.

Companies like GE have already incorporated these tactics in their employee performance management systems. This shows the seriousness of revisiting and remapping why employees must carry on with certain projects.

This remapping cannot be left on annual appraisals or reviews. It has to be monitored time and again. It could be monthly, weekly, or even quarterly. It depends on the business operations and the complexities involved.

But revisiting the touchpoints regularly keeps the staff on track. They remember the importance of their key performing roles and indicators. Their connection to the job and the profile increases with such practices.

Keep extending team and individual collaborations:

The performance management system is going to rule the workforce world. One of the core reasons is the opportunity to extend team and individual collaborations. When teams work together in harmony or tandem, clients and customers are served well.

It directly means the business operations will be performed effectively. The entire productivity level of each individual or team will improve. That happens when there is transparency, healthy competition, and enthusiasm to do better collectively.

Modern PMS like uKnowva offers this provision to small and growing companies. Employees have ample opportunities to share, comment, and voice their concerns using this tool. They have the perfect timing and tool to resolve their queries with each concerned department.

That means there is no communication gap or delay. This is a big achievement for a modern performance management system process. This will allow teams to outgrow, outperform, and give delightful experiences to their immediate clients or vendors.

In return, this improves the internal and external reputation of the firm. The goodwill and market reach evolves too when teams work in proper alignment of their common organisational goals.

A tool and space for rapid innovation:

The performance management system to trust and sustain is the one which leaves room for rapid innovation. The conversations between teams and peers, project delivery, and feedback and review system – everything must be purpose-driven.

Each interaction in the system must have a result-oriented output. This will enhance the overall team’s efficiency level. The entire organisation will turn tech-savvy for the purpose to keep learning.

This way, employees continue to develop skills needed tomorrow while learning from their past mistakes. The entire approach to lure innovation in the firm becomes quite holistic and 360-degree.


The performance management system is here to stay. Today, it’s available on the web, on-cloud. Tomorrow, it could be holographic and more immersive. But it’s not going anywhere because there has to be a centralised way to manage the workforce.

HRs need such an intelligent system to map their talent pool’s performance. They want to know if they are hiring right and if their employees connect to their assigned roles.

Overall, HRs and their teams automate their monitoring using modern AI-backed PMS to save time and human resources deployed.

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