Pointless. Time consuming. Unwanted.

Is this what people say about performance reviews?

Old-fashioned appraisal processes were always set up with the best of intentions. But they have failed. Is it the process? Or is it the system you're using?


Horror stories

  1. "Our system is really confusing and a nightmare to use"
  2. "I can only log in at certain times of the year"
  3. "It's too difficult to update my objectives, so I don't bother"
  4. "It won't let me get the insights I want"
  5. "It takes up more of my time, not less!"

In 2021, these crimes are inexcusable. Sadly, they're often caused by purchasing an afterthought add-on module to an HRIS.

If your performance management system isn't keenly aware that it has a very finite amount of user interest to play around with, it's doomed. That's why Appraisd is unapologetically designed to be employee and manager first.

See this for yourself by booking a tour.



Or perhaps it's the process?

Sometimes it's not just the system, but also the way you're using it:

  1. "I only get to talk to my manager about my career once a year!"
  2. "I can only give people feedback and praise when I'm invited to"
  3. "My 12-month objectives are meaningless because priorities keep changing"
  4. "My manager has no idea how I'm coping with remote working"
  5. "We establish training needs only once a year"

It's very common for an organisation to move an appraisal from paper to online without considering the new medium of 'online'.

In the past, appraisals were an annual process partly because the paperwork and admin involved made it too costly to do it more frequently.

With an online system like Appraisd, all that goes away.

So you have a chance to re-imagine the perfect performance development process for your organisation.

Our expert Customer Success Managers know that some organisations can make the jump quickly. Others will take a year or two to adapt to a new process. That's fine - we'll figure out a plan just for you.

"Help! Everyone hates performance reviews."

It doesn't have to be this way.


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