Implement BLOOM Performance Management System in 5 Easy Steps

5 Steps to Implement the BLOOM® Performance Management System

Each of the implementation steps builds on the previous phases so that you will have all the right pieces in place when you introduce BLOOM® to your employees:

1. Create wage scales

2. Create training classes/programs

3. Enter role descriptions

4. Enter employee data and define and enter individual employee goals

5. Create and enter strategic initiatives, objectives, goals, and action steps

Step 1: Create Wage Scales (Optional to get started)

Using your performance management system to track wage scales is essential if you want to monitor wage analyses for some or all of your employees. Although this step is optional, we strongly recommend including compensation data so that you can set baseline expectations for skill development related to pay. Consistent use of wage scales, over time, helps to easily identify top performers in your organization, as well as those who are not meeting expectations.

Step 2: Create Training Classes/Programs (Optional to get started)

Training classes and programs provide employees with opportunities to acquire knowledge, ultimately benefiting the organization's growth and ability to mobilize more effectively. Enter training opportunities and requirements in BLOOM® and later connect the classes and programs with one or more role descriptions to ensure that employees are automatically assigned training opportunities and continue to develop the skills and knowledge they need to work effectively.

Step 3: Enter Role Descriptions

Role descriptions are critical to any performance management system. They enable employees to understand exactly what their position entails, and managers and leaders to delegate responsibilities, determine compensation, and conduct performance reviews. BLOOM® is different because the Key Results Areas in the role descriptions integrate with personalized and customized performance dialogue forms, enabling managers and employees to assess performance based on the specific role requirements and expectations.

Step 4: Enter Employees and Define and Enter Individual Employee Goals

Employees are the heart of your organization, and they are the heart of the BLOOM® performance management system, too. Once you reach this step, you will begin to see how BLOOM® clearly reveals the bigger picture; you will see which employees fill each role, how their compensation compares, and how they contribute to your company’s strategic growth.

Step 4 is also a time to enter individual development goals, too. Including these goals is optional, though they provide another opportunity for employees to engage with the organization, see how their ambitions contribute to the company’s mission and vision, and develop a sense of ownership.

Step 5: Create and Enter Strategic Initiatives, Objectives, Goals, and Action Steps

The company’s mission and vision guide at a macro level, and how that mission is carried out requires detailed initiatives, objectives, goals, and action steps. Make the most of the opportunity BLOOM® provides for you to keep track of your strategic plan – including assigning tasks and deadlines to teams, roles, and employees. When employees understand their role within the broader organization, they recognize the true value of their work.

Putting It All Together

For any performance management system to have an impact on your organization, it must be used effectively and consistently. BLOOM® is no different. Your managers must understand the importance of strategic performance management, be able to utilize the system effectively, and view it as a valuable asset to their work. This is because BLOOM® provides a simple, seamless platform for them to track team data, log performance notes, and monitor employee goals.

The BLOOM® team has extensive experience in human resources and will guide you through the five steps of implementation. 

Contact us for more information or to schedule a demonstration.