Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
Engagedly has recently begun hosting webinars. We hope to cover a range of topics related to performance management and our application. On 13th October, we hosted the webinar, Developing an Engaged Employee Culture, which was presented by Garrett Wilson, MS, SHRM-SCP, SPHR, Director of Talent and Culture, ReliaMax. You can listen to the webinar here.
This article will provide you with a brief overview of the contents of the webinar. However, we recommend you listen to the webinar as it delves more deeply into the topic.
Employee engagement is HR’s newest buzzword. You see countless articles written about, people talking about and more important, companies trying to adopt it.
But with disengagement costing US employers $450 – $500 billion and only 32% of employees being actively engaged, it is clear that employee engagement is not just a simple over-night fix.
For company like ReliaMax, with employees located across seven states and being able to do business in 49 of the 50 states, one can only imagine how big of a role regulatory compliances play, especially since different states have different compliance rules. And in addition to all of this, ReliaMax is part of the banking and student loan servicing industry, an industry knows for following rules to the t.
Walking the line between meeting compliances and coming across as a healthy workplace for both current and future employees is understandably, not an easy job.
But according to Wilson, instead of being alarmed by regulatory authorities, what one needs to do is ask questions. Asking questions and getting on board with the regulators makes it easy not only to adhere to compliances, but to also maintain a work culture that employees like and want to be a part of.
It is also important to remember that engagement in an organization does not fall on the HR team alone. It’s a company wide team effort that everybody needs to take part in.
And if you want the entire organization onboard, you have to sell it to them on terms they understand. Assuming that everybody automatically understands why engagement is important could do more harm than good.
In addition to this, it is also important to remember, you cannot win at everything. Not everybody is going to get onboard and nor should you expect 100% approval. Aim for a more realistic figure when it comes to adoption stick to that.
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Unlike other companies which can afford to do away with performance reviews, the same does not hold true for ReliaMax or other companies in highly regulated industries. In fact, industry regulations require employee performance to be reviewed at least annually.
Everybody knows that performance reviews are a good tool. But getting people to use it, to go through the motions, to ensure that everyone gets a fair deal can be very exhausting if you do not have a process for it or a tool that can help.
For ReliaMax, that tool was Engagedly. Since Engagedly is a suite of applications, not only did it provide ReliaMax with the ability to hold frequent performance reviews with the performance module, it also allowed them to utilize the goals and the multirater feedback module.
Since ReliaMax is spread out over seven states, Engagedly also gave employees the opportunity to log in frequently and use the social module to communicate!
It is a textbook example of an application being the right choice for an organization.
If you would like to see a list of upcoming webinars and attend them, you can check them out here. If you want to know how Engagedly can help you with performance management, then request us for a demo!
