Like many organisations Amthal have always been of the belief that their team members are the company’s most vital assets. However, they did not feel like they were backing this up with action. Their performance management was a traditional approach of one annual performance review a year. This consisted of team members filling out a form beforehand, notes being taken during the meeting around goals and progression, but ultimately this paper work would be put in a file and forgotten about until the next annual review.
Amthal wanted a change. One that would give their people the tools and support they needed to perform to their highest potential and develop in their roles. Enter Clear Review!
Since the Clear Review platform went live at Amthal they have noticed significant results for their team and organisation. As a company with many of its people out on the road a majority of the day, the ability to schedule and carry out check-ins from a phone or tablet has made communication between team members and managers so much better. There is no messy preparation paper work involved, team members can simply click a button and arrange a check-in to discuss anything they need, and then easily record the outcome of the check-in on the platform.
People at Amthal now feel as though they are really being listened too, and have more control over their progression within the organisation. People want to progress, and Clear Review allows them to plan out the steps that need to be taken to do just that, and as it’s all recorded on the platform- they know their work is being recognised.
Clear Review is also helping managers easily identify when their team members are ready for progression, rather than waiting until an annual appraisal comes round. They would often find that before Clear Review, annual appraisals were seen as primarily an opportunity for people to ask for a pay increase, rather than a discussion about performance. Check-ins on the other hand are not pay related, but opportunities to discuss performance, goal setting and development. Separate from that, Amthal managers create a Performance Snapshot, which gives them a clear overview of their team member’s progression, and allows them to make decisions based around progression and pay.
“Performance Snapshots allow a formal and consistent process, at time frames deemed as appropriate by the individual’s leaders. These snapshots assess and identify team members that are ready and able to progress from their current positions, through structured and focus exploratory questions and resulting discussions in line with our vison, mission and values. Importantly the process also results in feedback for the individual as to what they need to improve and focus on for progression in the future, should they be deemed not ready at this time.” Jamie Allam, CEO of Amthal
- Easy to use remotely using phones and tablets
- People more engaged and motivated
- Makes end of year reviews significantly easier
- Increase of internal communication
- Allows feedback between team members to be given and received
“The biggest benefit we have seen since introducing Clear Review is a significantly increased level of team engagement and motivation, due to the increased level and frequency of communication between team members and their leaders. We honestly can’t imagine our business without Clear Review, and wonder how we performed as a business prior to its introduction.” – Jamie Allam, CEO of Amthal
Amthal has also found Clear Review to now be a key part of their on-boarding process with new team members. They introduce their new people to the platform during the first induction, showing them how the platform works and why they use it. Then they set their new team members a few simple goals such as introducing themselves to other members of the team, or completing a piece of learning for their role. This process both gets the person familiar with the Clear Review platform, and gets them up and running easier at Amthal.
After the initial induction, managers will then schedule regular check-in sessions with their new starters through the platform. At first these will be weekly check-ins to ensure they are coping well and settling in. Once the manager is confident the team member is in a good place to work more independently these will be changed to monthly check-ins.
“Part of our day one initial induction programme is to hold a check-in with all new starters. This gets the individuals familiar with the platform and how we use it, enforcing the company’s policy as our tool for performance management and feedback. During the initial check in we set near term, easy win objectives and actions so the individual can quickly start to build momentum and get used to completing and updating the system themselves.” Jamie Allam, CEO of Amthal
As well as all the standard features and tools in Clear Review, Amthal team members have also been using the ‘My Mindspace’ platform. This feature allows managers and HR to monitor how a person is feeling in regards to motivation, engagement and energy levels. This means they know which teams aren’t doing so well in these areas, and can look into how they can help bring these levels up. It can also be a good sign that an individual is struggling and needs a check-in soon to assess any blockers they might be having.
Amthal have been using Clear Review for quite some time now, and their team is fully on board with using it regularly. So now their focus is on getting the absolute best out of the platform. To do this they want to increase the quality of their check-ins. Yes the quantity of check-ins are there, but are team members and managers making the most of this time together? That’s why they are going to train their team on best practice around how to get the most from check-in sessions. They can do this with the help from the Clear Review Academy, which already contains a range of courses on using the platform and is updated with new helpful tools regularly. Amthal have already taken advantage of the Academy by having their team complete the Continuous Performance Management 101 course, which is a step by step guide to what performance management really is and how it is changing for the better.
Amthal are a great example of how using a performance management platform efficiently can change the way team members perform, communicate and develop for the better.
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