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