There really are two essential pieces of the puzzle to implementing and utilizing a technology based, or for that matter, any performance management system. 

Technology is a tool and no matter how great the tool, the benefits achieved are significantly impacted by the way the system is implemented and used day to day.  If you had the opportunity to read the Fortune article I referred to in last week´s blog, you may have noticed that, along with some of the common themes I mentioned another significant common thread which was the frequency of face-to-face contact.  Interestingly, the use of technology varied between individuals but all indicated the importance of increasing face-to-face contact with colleagues, customers, direct reports etc.  

As we all know, interpersonal communication and relationships are key to a successful performance management process.  In addition to the initial steps of ensuring clean data and refining processes to make sure they are sound, an essential step is to pay appropriate attention to the "people" side of the use of the technology.  Without user involvement, use of feedback, continuous communication, adequate training/preparation and appropriate change management - we will not be able to use the tool (in this case a performance management system) to our best advantage. 

Some recent Reality HR Interviews which addressed the topic of implementing a performance management system and increasing communication include: 

Reality HR Interview with Brenda Hardesty and Andy Pollock of First Franklin on Creating a Culture That Supports Innovation and Discipline

and

Reality HR:Laurel Ditson, Baxa Corporation on Improving Performance Management Processes to Increase Top Line Revenue