Here on the Stratec blog, we've discussed the benefits of technology for business management several times, especially process automation for increased agility and efficiency. Obviously, people management is also one of the major areas affected by technological changes, but not only in this regard. Currently, managing people has become a much more efficient and precise process.

Towards meritocracy

For a long time, we've realized that the best way to retain true talents in the company It is to implement a culture of meritocracy, where all employees are given the same conditions and those who stand out for their commitment are valued. However, measuring team performance is not always easy.

There are subjective factors involved in a performance evaluation that is not based on concrete data. A manager's or coworker's perception can interfere with the correct analysis of a professional's development.

This is where technology comes in as a great ally. Firstly, by registering each member's initial competencies within the organization, their training, skills, and attitudes. Based on this data, it's possible to set goals consistent with each person's profile and occupation, assigning responsibilities that can be supported.

So, the follow-up of such goals is done through individual performance indicators, which reveal if the proposed objectives for each team member will be achieved as planned.

At the time of rewarding those who have excelled, it is enough to evaluate the numbers, which are impartial in their conclusions. Thus, it is possible to implement a culture of effective meritocracy and justify why this or that employee performed better.

Providing greater transparency to decisions

Since we're talking about justifying choices and decisions, we should get into the subject of transparency. It's common to hear rumors like “So-and-so is the boss's favorite” or “So-and-so is related to So-and-so.” Indeed, favoritism can exist in corporations, and we must combat this with more reliable evaluation mechanisms, such as technology.

If you have a Performance management system Within the company, the door to favoritism ceases to exist. Each employee is evaluated based on their performance and their efforts to become a better professional each day. Therefore, upon hearing any malicious comments, you can utilize internal communication to clarify the facts, making it clear to all involved what the criteria are for granting benefits and advantages.

In an internal recruitment, for example, you can use data extracted from your system of performance management to make the best choice for a promotion, justifying to the entire organization why that choice was made.

This type of attitude brings greater credibility and trust to the company, reveals a real interest in each person's development, and strengthens employees' commitment.

Aligning objectives

One of the biggest challenges for organizations is raising awareness about the importance of achieving goals. Typically, receiving a goal is seen as pressure for results that only benefit top management, which makes communication an indispensable agent for clearing up this perception.

When you have a technology that allows you to connect business goals to people's performance, it becomes easier to have the necessary alignment for the company to move forward with quality and excellent results.

For example: a telephone operator has an average handling time goal of 1 minute. She might consider something completely meaningless, however, the time it takes her to transfer a call is reflected in customer satisfaction. And this indicator is extremely important for the company, as it is reflected in sales and revenue.

An dissatisfied customer stops buying from the company, acts as a brand detractor, replicates their dissatisfaction to others, and ends up undermining a large part of the marketing strategies aimed at acquiring new consumers. In short, simple negligence can mean losses.

If you can show this to your team with concrete data, you have the power to generate greater commitment, engage your employees, and have them truly involved with the organization's results.

See how technology and people management are related? Share your experiences with us by leaving your thoughts in the comments!