Performance and Engagement Management Support 

Annual appraisals alone rarely deliver meaningful results. Forms are completed once a year, feedback varies across teams, and good intentions often disappear under daily pressures. Meanwhile, leadership seeks clear visibility on performance, engagement, and development needs. 

A structured approach to performance and engagement creates a shared language for expectations and feedback. It links roles and competencies to goals, builds regular check-ins throughout the year, and captures input from both managers and employees. Done well, it supports fair decisions, better conversations, and a healthier workplace culture. 

At EMCS, we help organisations design and implement performance and engagement frameworks using a secure, web-based platform. Our solution covers competency mapping, ongoing feedback, 180° and 360° review cycles, and engagement surveys, supported by manager training for consistent application. 

What is included in Our Service 

Surveying platform setup - Establishing a secure, web-based system for ongoing employee engagement and feedback. 

Continuous performance mapping - Tracking agreed goals and performance indicators over time rather than only once a year. 

Competency frameworks - Defining and mapping key competencies and behaviours aligned with organisational goals and roles. 

Regular reviews - Structuring performance reviews at defined intervals during the year, with clear forms and timelines. 
180° and 360° feedback - Combining manager feedback and employee self-assessments, and where needed peer or stakeholder input. 

Appraisal meeting support - Preparing managers and employees for appraisal discussions, and facilitating meetings where required. 

Engagement and pulse surveys - Designing and running surveys to measure engagement and key workplace themes. 

Exit feedback - Designing and conducting end-of-employment questionnaires to capture lessons for workforce and culture improvement. 

Reporting and insights - Summarising results for leadership, highlighting trends, strengths, and areas for action.

How we work 

• Initial scoping to understand your current appraisal approach 
• Design a tailored performance and engagement framework 
• Configure the platform with roles, competencies, and review cycles 
• Train managers and employees for consistent application 
• Support during first cycles and provide practical guidance 
• Deliver regular or ad hoc reports with insights, not just scores