Does your business need performance management software? 7 signs you can’t ignore in summary:
- Performance management is often dreaded, but when done well it drives motivation, alignment, and smarter HR decisions.
- Many organisations still rely on clunky spreadsheets, emails, and annual reviews that demotivate employees and waste HR’s time.
- 7 signs you need performance management software:
- Appraisals rely on outdated processes (emails, Word docs, printed forms).
- Reviews only happen once a year, leaving feedback out of date.
- Managers and employees dread the process, seeing it as admin not development.
- Employee goals aren’t aligned with business priorities.
- Problems aren’t spotted early enough, leading to disengagement and turnover.
- High performers aren’t being recognised or retained.
- HR lacks data to analyse performance trends, promotions, and strategy.
- Performance management software fixes these issues by centralising data, enabling continuous feedback, aligning goals, recognising achievements, and providing analytics.
- The impact goes beyond admin efficiency: it creates a culture where feedback flows, goals align, and people feel valued.
- Businesses with engaged employees enjoy 19% growth in operating income, while disengaged ones see a 33% drop.
- Bottom line: if you recognise these signs, it’s time to invest in performance management software.
It might be vital for business success, but performance management still suffers from a bad reputation.
For many, the words “performance review” summon flashbacks of awkward meetings, badly printed forms, and vague feedback like “keep up the good work”. Hardly inspiring, is it? But here’s the truth: when performance management is done properly, it’s one of the most powerful levers a business has. It keeps employees motivated, aligned, and engaged. It helps managers spot problems before they explode. And better still, it gives HR the data it needs to make smart, strategic decisions.
So, what’s the snag? Well, too many organisations are still trying to manage performance with awkward spreadsheets, scattered emails, or outdated once-a-year review cycles. We regularly speak to businesses who admit they spend more time chasing forms and piecing together feedback than actually helping people develop. And, by the time reviews happen, they’re already out of date, or employees have simply lost their motivation.
Sound familiar? No surprise, then, that employees and managers roll their eyes when appraisal season looms. The good news? It doesn’t have to be that way. Performance management software has the power to transform the process from a dreaded admin exercise into something useful, continuous, and – dare we say – worth looking forward to.
So, how do you know if your organisation really needs it? Here are 7 unmissable signs.
1. Your appraisal process is stuck in the dark ages
If your performance processes rely on email chains, Word documents, or printed forms, we’ll be straight up with you: they’re not fit for purpose. It’s inefficient, stressful, and prone to errors. HR ends up chasing forms. Managers lose track of notes. Employees wonder if their hard work ever made it into the final review. In layman’s terms, it’s just a total omnishambles for everyone.
Good performance management software fixes all that by centralising everything: goals, feedback, review templates, notes, and progress tracking. It’s all in one place, searchable, secure, and visible. No more cobbling together performance data at the last minute. And, when you have software integrated into a wider HRIS, performance management links seamlessly with onboarding, training, and even payroll – giving HR and managers a complete picture of people’s growth, not just their appraisal scores.
And let’s be honest: HR teams have better things to do than playing “performance review detective”.
2. Reviews only happen once a year
If your company only runs appraisals annually, you’re setting yourself up for disengaged employees. Once-a-year performance reviews feel like a formality – something done to employees, not for them.
Stats don’t lie: in the UK, less than a quarter of employees get monthly (or more frequent) reviews. Around 40% only get an annual review, and a shocking 24% say they’ve never had one at all. Bad times indeed.
That’s a problem because feedback works best when it’s timely. Imagine a football coach waiting until the end of the season to tell players what they’ve been doing wrong… that team wouldn’t win many matches, would it?
Performance management software encourages continuous feedback: regular check-ins, real-time recognition, and short updates that keep goals alive. Employees know where they stand, managers can adjust support quickly, and the whole organisation stays agile.
3. Managers and employees dread the process
If your performance reviews feel like pulling teeth, you’re not alone. Many employees see them as demotivating, not developmental… it’s perhaps no surprise so many people think they need to be dispensed with altogether! Managers, meanwhile, often treat them as just another admin task to tick off. And that’s a disaster, because reviews should be energising. Done well, they help employees grow and give managers clarity about team strengths and weaknesses.
Performance management software can make the whole process more effective and smoother for everyone, too – thanks to features like:
- Automated reminders keep reviews on track.
- Easy-to-use templates guide managers through the right questions.
- Feedback tools let employees contribute meaningfully.
Suddenly, reviews become a useful two-way conversation, not a dreaded chore. And when people stop groaning at the thought of appraisals, you know culture is shifting.
4. Goals aren’t linked to business priorities
Here’s a big one: if employees can’t see how their goals connect to organisational strategy, motivation drops. People want to know their work matters; that what they do on a Tuesday morning has some bearing on the company’s big-picture success.
Performance management software solves this by aligning goals vertically (individual → team → company). Employees can see their part in the bigger mission, managers can track progress, and HR can report on alignment across departments.
But, it’s not just about motivation. In fast-changing industries, being able to quickly update and cascade goals is critical. If priorities shift, you can adjust them in the system and instantly bring everyone along for the ride.
5. You’re not spotting problems early
Without structured check-ins, struggling employees often slip under the radar until it’s too late. Suddenly employees disengage, targets get missed, or people resign… and you wonder why nobody spotted the warning signs.
Performance management software creates a rhythm of conversations and documentation. Managers can flag concerns early, track improvements, and involve HR before issues escalate.
Think of it as preventative medicine for performance: cheaper, more effective, and far less painful than dealing with a full-blown crisis.
6. High performers aren’t being recognised… or retained
If your star employees aren’t being recognised, they won’t stay your star employees for long. Recognition is one of the biggest drivers of engagement, but too often it’s inconsistent or invisible. Take our research into workplace satisfaction: only 55% of employees said their efforts were recognised, and fewer than half felt valued by their employer! Those are not ingredients to happy or high performing workplaces!
Integrated performance management software makes recognition easy and visible. Take Cezanne for example, which has an in-built recognition platform called Kudos. Managers log praise, peers share shout-outs, and the system records achievements in real time. This means high performers see their work valued, and that makes them far less likely to go looking for greener pastures. Great for retention, and perfect for building satisfying workplaces.
7. HR has no data to work with
Lastly, without structured HR systems, performance data ends up scattered across emails, files, and manager notebooks. That leaves HR flying blind, with no trends to analyse, no evidence for promotions, and no way to prove the value of its strategy.
Performance management software changes that by turning reviews into data-rich insights. You can:
- Track completion rates and engagement levels.
- Spot patterns across departments or demographics.
- Link performance outcomes to retention, training, and promotions.
For high performing HR teams, that stuff is gold dust. And it’s what gets HR leaders out of the weeds and into the boardroom with evidence-based strategy.
Performance management software isn’t saving on admin… it’s a cultural shift
Now obviously, thanks to powerful automation and centralised data, performance management software saves time and cuts down on spreadsheet agony. But its biggest impact is cultural – not just operational.
It shifts performance from a once-a-year ritual to an ongoing conversation. It shows employees their growth matters. It gives managers a structured way to support and develop their teams. And, it gives HR the data to influence company-wide decisions.
The result? A workplace where people feel valued, aligned, and motivated to stick around… and the numbers back it up: disengaged employees drag profits down, with businesses seeing operating income fall by a third compared to those with high engagement. In contrast, organisations that actively foster engagement can enjoy a 19% boost in operating income in just 12 months.
Time to take the hint?
If you recognised even two or three of these signs in your organisation, the writing’s on the wall. It’s time to stop treating performance management as a dusty compliance exercise and start treating it as the strategic powerhouse it can be.
Performance management software isn’t just about keeping HR sane (though that’s a big plus). It’s about building a workplace where feedback flows, goals align, and people feel recognised for what they do best.
So… do you need performance management software? If you’ve read this far, the answer is probably yes.
Kim Holdroyd
HR & Wellbeing Manager
Kim Holdroyd has an MSc in HRM and is passionate about all things HR and people operations, specialising in the employee life cycle, company culture, and employee empowerment. Her career background has been spent with various industries, including technology start-ups, gaming software, and recruitment.
