Continuous Performance Management
Say goodbye to the annual appraial
Continuous Performance Management
Say goodbye to the annual appraisal
Continuous Performance Management
Say goodbye to the annual appraisal
Regular Checkins
Annual appraisals are often seen as an admin heavy ‘tick box’ exercise by anyone involved in their administration. We certainly know that they are very unlikely to have an impact on performance; they simply don’t provide a vehicle to allow managers to coach, develop and support their teams in an ever-changing work environment
Pilat’s Continuous Performance Management model promotes the concept of regular check-ins. These allow managers and their people to have short, meaningful conversations that promote an engaging, collaborative and progressive company culture.
Using a pre-determined framework regular check-in’s encourage dialogue around performance and development goals, feedback and people’s aspirations.
Regular Checkins
Annual appraisals are often seen as an admin heavy ‘tick box’ exercise by anyone involved in their administration. We certainly know that they are very unlikely to have an impact on performance; they simply don’t provide a vehicle to allow managers to coach, develop and support their teams in an ever-changing work environment
Pilat’s Continuous Performance Management model promotes the concept of regular check-ins. These allow managers and their people to have short, meaningful conversations that promote an engaging, collaborative and progressive company culture.
Using a pre-determined framework regular check-in’s encourage dialogue around performance and development goals, feedback and people’s aspirations.
"We felt that Pilat understood our requirements and were keen to co-create the solution, rather than forcing their system on us"
— Neopost
"We felt that Pilat understood our requirements and were keen to co-create the solution, rather than forcing their system on us"
— Neopost
Performance & Development Goals
Rather than setting a series of objectives, during the traditional annual appraisal window, Pilat’s solution focuses on the setting of collaborative,
Constructive Feedback
It’s great to be recognised for doing a good job and, also, great to recognise others. Proven to directly impact on performance Feedback is a powerful tool to aide with employee engagement, promote collaborative working and generally make people feel more valued! Within the Pilat
Performance & Development Goals
Rather than setting a series of objectives, during the traditional annual appraisal window, Pilat’s solution focuses on the setting of collaborative,
Constructive Feedback
It’s great to be recognised for doing a good job and, also, great to recognise others. Proven to directly impact on performance Feedback is a powerful tool to aide with employee engagement, promote collaborative working and generally make people feel more valued! Within the Pilat solution your people can provide feedback to colleagues, receive/request feedback from their peers and even record any external feedback they receive. All of which can be associated with Personal or Development goals; what a great topic of discussion in your next Check-in!
View our Performance Management Gallery
“Pilat was very flexible in their approach as we needed to extend our process. The degree of customer service provided was greatly valued. No problems were encountered and the project was a success.”
— Nord Anglia Education
“Pilat was very flexible in their approach as we needed to extend our process. The degree of customer service provided was greatly valued. No problems were encountered and the project was a success.”
— Nord Anglia Education
Performance Overview
Client Case Studies
Performance Overview
Client Case Studies
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