Stuart Page New Jersey & London Engagement: The key to effective performance and corporate advancement
Apr 12, 2017
Stuart PageNew Jersey & London
Engagement:The key toeffective performance and corporateadvancement
employee engagement in the performance process is real
managers can be incentivized to devote time to performance reviews
agility for people as well as processes
empowered employees – how it can change an organization
technology making the process simpler, supporting talent/resource decisions
?What stops your people engaging in performance
reviews
?What does an empowered
employee mean to you
?Do you find employees
don’t use your tech
What does employee centredtech mean to you?
Engagementand Tech?
We want to simplify,
modernise and ensure the
experience works for employees
Appraisal is a tick box exercise.
Culture of people not
taking performance management
seriously.Cultural barriers stop people
using our tech and feedback
tools effectively, including
performance reviews.
We are not happy with
our performanc
e management process.
What is yourexperience?
@PilatHR
Pilat HR
Tech Barriers toemployee-centricity
Difficult to use
Poorly considered
features
Lack of organizational
insight
Too structured
Limited access
Drop in support level
Enforced functional updates
A ‘what’s to be done-when to be done’ interfaceEmployee andManagerperformanceexperience
Feedback loop
Ease of adoption - facilitating your process
Multi-process integration – develop richness
Holistic view
Five specific ways technology can help
Feature #1
Perpetual performance plan
Feature #2
Employeeled
Feature #3
Peer Feedback
Feature #4
Ease for managers
Feature #5
Corporate alignment
What’s important?
can you move beyond tick-box
to an empowerment
tool?
are knowledge workers looking to drive their own career with high expectations of UX based on everyday
online tools?
can your HR tech support a shift in
culture to empowered
employees who own their career?
Thank You
pilat.com
@PilatHR Pilat HR