How Amthal Fire and Security uses Performance & Talent to help their team
“The biggest benefit we have seen since introducing Performance & Talent 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."
Client:Amthal Fire & Security
Sector:Business Services
Location:United Kingdom
About Amthal Fire & Security
Founded in 2000 by John Allam and Paul Rosenthal, Amthal Fire & Security has evolved from a residential-security startup into one of the UK’s most trusted commercial fire and life-safety technology partners. Over 25 years strong, we're accredited by NSI Gold, BAFE, UKAS, and more, ensuring every project meets the highest standards of protection and compliance. From bespoke design and installation to 24/7 monitoring, maintenance, and seamless system takeovers, our expert team delivers end-to-end service across sectors, from education and retail to logistics and hospitality. At Amthal, you're not just another client, you get a dedicated account manager, constant compliance, and hassle-free security solutions that evolve with your needs.
The Problem
Amthal relied on a traditional, once-a-year appraisal system that left paperwork forgotten in files, failed to engage employees, and limited managers’ visibility into performance and progression. With many team members working remotely on the road, communication gaps and missed opportunities for development were common.
The Solution
OneAdvanced's Performance & Talent Software.
The Result
With OneAdvanced’s Performance & Talent platform, Amthal replaced annual reviews with continuous check-ins, giving employees better communication, clear progression paths, and stronger engagement, while managers gained real-time visibility to support growth.
Before Performance & Talent
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 Performance & Talent!
Since implementing Performance & Talent
Since the Performance & Talent 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 the 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 Performance & Talent 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. Performance & Talent 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 Performance & Talent, 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.
Key benefits:
- 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 Performance & Talent 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 Performance & Talent, and wonder how we performed as a business prior to its introduction.” Jamie Allam, CEO of Amthal
Performance & Talent and new team members
Amthal has also found Performance & Talent 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 Performance & Talent 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
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.