Today's HR Mavericks want technology to drive continuous conversations. #beyondHRIS
Monolithic "All-In-One" HR systems from the 90s' meant for record keeping and form-filling with all the modern band-aids still do nothing to improve performance.
Aiming for growing talent faster but relying on an All-In-One HRIS might be akin to bringing a knife to a gunfight!
Your Talent Priorities in The New Age of Work
How All-In-One HRIS Does Little To Solve These Priorities
Develop leaders and managers
Does nothing to build manager capability to coach or lead for change and increases the administrative load
Win the war for talent
With a one-size-fits-all approach to talent processes, does not help build or retain high performers internally
Build a resilient organization
Brings little to no insight to managers and takes too long to disseminate strategy through the last mile
Adopt innovations such as GenAI
Still focused on digitizing offline processes and is slow at embedding AI to improve productivity
Your Talent Priorities in The New Age of Work
Develop leaders and managers
Win the war for talent
Build a resilient organization
Adopt innovations such as GenAI
How All-In-One HRIS Does Little To Solve These Priorities
Does nothing to build manager capability to coach or lead for change and increases the administrative load
With a one-size-fits-all approach to talent processes, does not help build or retain high performers internally
Brings little to no insight to managers and takes too long to disseminate strategy through the last mile
Still focused on digitizing offline processes and is slow at embedding AI to improve productivity
The money saved with all-in-one HRIS is nothing compared to the opportunity cost.
You are leaving $$$ on the table by relying on 30-year-old technology made for a different era and purpose to drive performance in today’s world.
Here’s how the experience with all-in-one HRIS turns out for your team and talent
Massive Admin Burden
Huge administrative exercise to run a rank and yank review process generating 70% dirty data
Static & Rigid Goals
Set & forget goals with no frequent discussions and often not accessible for cross-functional teams
Unequipped Managers
Managers get no help to provide regular feedback and guide on development priorities
Periodic & Episodic Feedback
Biased laden or formality sake feedback that helps no one; shared once or twice a year
No Development Discussions
Ad-hoc development discussions with no clear visibility on target competency levels and how to get there
No Coaching Conversations
Managers and talent are deprived of meaningful on-the-job coaching to improve performance
Fatigue for HRBPs
Colossal effort cycle to just get goals entered, forms completed, and prepare for calibration meetings
Too many recalibrations, too few stars
HR team stuck with too many cases of re-calibrations, and few new high performers emerge
Think this is a tactical HR problem? The evidence is clear & obvious. Your outdated approach is hurting your potential.
CEOs at most visible organizations are talking about it
The true measure of success is how well your team adapts to change, learns from failures, and consistently improves. That's the essence of performance enablement in a rapidly evolving world.
Satya Nadella, CEO - Microsoft
Performance enablement isn’t just about setting goals; it’s about creating a culture where everyone is empowered to reach their highest potential.
Tim Cook, CEO - Apple
At the end of the day, it's about the contributions we make to enable our team to deliver results and achieve their full potential. That's the true essence of performance enablement.
Sundar Pichai, CEO - Google
And research has been calling it out consistently
Just 5% of employees categorized as top performers deliver up to 85% of business results
High performers deliver 400-800 percent more impact on company performance than adequate performers
Employees not performing optimally contribute up to 25% less value to the organization
Your people, managers, and leaders need a better way to reach peak performance faster and grow top performers.
After
Your Performance Enablement Process With Mesh
Before
Your Performance Management Process With All-In-One HRIS
Before
Your Performance Management Process With All-In-One HRIS
After
Your Performance Enablement Process With Mesh
It’s not even a comparison; it’s a paradigm shift
Your all-in-one HRIS
90's technology. Designed for automating HR operations in the command and control era.
Manual data entry and performance: review first.
People use 1/2 a year filling long mundane forms.
Boring & clunky interface with 10 clicks needed to get to the right screen
Simple descriptive insights for leaders, managers or HR leaders
HR chasing managers and leaders for form-filling & calibrations.
Mundane notifications/reminders that get ignored.
Bundles performance management to please CXOs with cost savings.
2020 technology. Designed to elevate performance in the new collaborative world of work.
Smart automation with integrations: coaching and development first.
Part of daily/weekly work to progress on goals, competencies, and development.
Social UX with 1-click anywhere design, access right from work tools.
Rich and prescriptive insights delivered continuously in your work tools.
HR drives strategic agenda and enables managers as coaches.
AI delivers smart nudges on the next-best action for managers to act on.
Comparable plans at comparable costs to delight CXOs with talent excellence.
We integrate with 200+ HRIS systems globally to fetch your employee data and provide a seamless administrative experience
and 200+ integrations
Don't let antiquated technology get in your people's way to deliver their best performance to deliver on your business goals.
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