Switching to an online tool is just like any other change effort. People need to have a well communicated, well structured implementation plan with some basic expectations outlined about how employees are intended to use the tool and what goals lie behind the move to a technology platform. For example, it could be about improving efficiency, introducing a more fair and equitable manner by which they measure performance or centralizing employee data so people have better access.
Decide what your goals are and just like any other change management plan – be communicative. Give employees as much lead time as possible to make the adjustment smoother.
Sprigg provides pre- scripted emails and power points for example, that give people a good idea about what’s coming. Consider unrolling the tool to a small sample first – have them pilot it and then use them as internal champions.
Although Sprigg provides a very simple and easy-to-use product, training is essential for any new tool. Extensive support needs to be in place for those who aren’t technologically savvy, with constant reassurance that people are not being evaluated on how well they interact with the tool. Build confidence over time by reassuring employees there’s no such thing as a stupid question. A built in help function, such as Sprigg provides, is a great way to let people know it’s ok to ask.
Ensure that you provide accessibility to the web tool – that may require temporary terminals or netbooks set up around the facility to give employees access as they complete each stage of the process. Post 4 or 5 easy steps by the terminal to help people complete whichever step is required.
Do you have a question for Jilaine about performance management? Email sales@sprigghr.com