Top 100 HR Influencers of 2018 | Engagedly – Human Resources is currently undergoing accelerated change and transformation in the digital age. At the forefront are people, more specifically, influencers. Our industry research team at Engagedly put together the second annual list of the Top 100 HR Influencers of 2018 to acknowledge the talent and contributions of HR professionals.
This year, Engagedly took a data-driven approach to selecting the Top 100 Influencers. We considered over 250 professionals in the Human Resources industry, including those who you nominated. Scores were based on their social media following, blogging activity, presence at conferences, work in academia, and innovative contributions. We put an emphasis on recency, frequency, and relevance of engagement over the past year.
Engagedly organized Influencers by different functions within HR and are not in any specific order. We recognize that this list is constantly evolving and welcome new ideas. Please check out these influencers’ blogs, websites, books, and speeches by clicking on their website, LinkedIn, and Twitter to learn more about how we can transform Human Resources. [/vsc-section-title]
Sales jobs are quite rewarding since they offer plenty of room for growth. The job role is thrilling, especially because it comes with various challenges and continuous learning.
Centering your sales interactions around buyer needs is critical as it allows salespeople to close more high-value deals, thus building a strong base of loyal customers. The ability to connect with customers, anticipate their needs, and persuasively sell the product benefits are all crucial skills in the complex art of selling.
However, even the best sales teams need help when achieving optimal performance. More often than not, in their drive for conversions, they commit several communication blunders, thus impacting the OKRs they’ve set for themselves.
Let’s look at the common sales communication mistakes that can be avoided when dealing with customers.
Avoiding tough sales conversations
During sales interactions, salespeople often hesitate or postpone having challenging conversations, like unpaid invoices, handling objections, or informing them of an unmet deadline. However, avoiding such conversations can lead to misunderstandings and mistrust.
In such situations, it’s important to be transparent and offer complete clarity to customers. Most businesses invest in automation to share updates and not-so-welcome information with customers or rely on their customer service team for it.
For example, billing and accounting teams often resort to an automated dunning process that reminds customers of their unpaid invoices and other debts to collect, other things need open conversations. This hugely avoids delays in the cash flow.
Tough discussions can range from conveying disappointing news to discussing a controversial issue. This avoidance is a common error in sales communication that should be mitigated.
While such avoidance is understandable, given the inherent discomfort, it can severely compromise trust and transparency in the client relationship. This sales communication error should be conscientiously identified and curbed. Remember, open communication channels can help build a robust and lasting relationship with customers, fostering trust and mutual understanding, even for tough news or difficult conversations.
Failing to notice cultural differences in communication
Interacting across diverse cultures can be challenging. The same words can hold varied interpretations, and the nuances of nonverbal behavior can differ greatly. There’s always a risk of causing offense or misunderstanding when engaging with individuals from dissimilar cultural backgrounds.
Say, an American sales personnel is approaching a lead from Japan. Using first names when addressing leads is a common practice in the West but not in East Asian countries like Japan. However, this casual approach is considered rude and disrespectful in Japanese culture, where last names and honorifics are commonly used in a professional context.
These complexities serve as a chance for expansion and insight. Empathy and a willingness to understand can encourage shared comprehension.
Another key sales communication mistake is spotlighting product features rather than showcasing how a product can seamlessly fit into the lives of its customers, providing efficient solutions to their unique needs or problems. Prospective clients would invariably want products that offer practical benefits tailored to their specific requirements, and that’s where sales professionals can strike a chord.
Honing in on this can help sales professionals foster a deeper, more personal bond with the customer. Rather than viewing the interaction as a simple commercial transaction, they can transform it into an insightful solution for the customer’s situation. Therefore, sales personnel can demonstrate how a product or service can effortlessly blend into their daily routines or address a particular problem. This is one of the key methods to establish a relationship that transcends the boundaries of a single purchase.
Emphasizing the benefits over the features also cultivates a pool of satisfied customers, who revisit and become brand ambassadors, endorsing the product or service to others based on their affirmative experiences.
Repeating the same old sales pitch
Prospective buyers may get dissatisfied if they hear the same thing argued repeatedly. Despite repeated attempts, some salespeople must use more effective push tactics. Instead, you should make sales proposals more appealing by referencing relevant facts, figures, case studies, and new information.
Building trust is more than simply making a sale; it’s about establishing a rapport with your customer. Because making several sales with the same client is the core of good salesmanship, not simply making one sale. The real reward is not the initial sale but the relationship built, leading to repeated business and powerful word-of-mouth referrals. Investing time in understanding your customer’s perspective can create lifelong patrons.
Salespeople are notorious for their aggressive pitches. Customers are often wary of these pitches and take time to get convinced. Instead, it helps if the sales professional has a genuine conversation with the customer, listening to and understanding their issues and needs. This will make the customer more receptive to their narrative which can eventually turn into a convincing pitch.
At times, it can be tough to connect with a group of decision-makers. But it’s important to engage all of them.
In such a case, the salesperson should bounce back and forth between speakers, ensuring everyone feels included and valued in a sales conversation. Doing so can create a dynamic and interactive environment that keeps listeners attentive and interested. Research has shown that the frequency of switches per minute during a conversation can significantly impact the likelihood of a second meeting and the strength of the connection between individuals. This means salespersons can try more switches per minute to enhance the chances of building a strong and lasting relationship.
Using jargon and complex language
When interacting with clients, most sales teams may have to use technical terminology and complex jargon, especially when the product is super technical. This can sometimes create an unintentional barrier, causing potential customers to feel disconnected due to a lack of familiarity with such industry-specific terms.
Therefore, it’s important to find simpler ways to explain complex terms and features.
In today’s tech-driven era, misunderstandings are bound to occur. The absence of vocal cues and physical gestures can complicate understanding for sales personnel and clients. Therefore, using clear and concise punctuation is important. The salesperson should pose clarifying questions to understand the client’s message and customers frequently.
To ensure this, start employing a vigilant approach by listening attentively to the customer and repeating their statements in our own words. The aim should be to keep digital communication as effective as in-person interactions that set the stage for fruitful and long-lasting business relationships.
Interrupting the speaker
We’ve all cut someone off while they were talking. It may happen unintentionally, or you may feel compelled to speak out because you’re too thrilled about what to say and are afraid to forget your response or miss out on context. Interrupting a conversion is a common power tactic used by others.
Good listening skills by the sales team are a crucial component of having meaningful interactions with others in which everyone involved is treated with dignity and respect. Regardless of the intention behind the interruption, the speaker (for a salesperson, it is the client) may feel that their opinion needs to be changed. Therefore, show consideration for the other person by waiting for them to complete their talk before responding.
Here are some ways a sales team can drive productive conversations:
Active listening:
Focus on the other person’s words instead of preparing your response. This indicates respect for the speaker’s thoughts and encourages a more fruitful discussion.
Patience:
Wait for the person to complete their thought or idea. Don’t rush them or try to complete their sentences.
Seek permission:
If you strongly urge to interject, ask for permission. A simple, “May I interject?”, can demonstrate respect and prevent feelings of interruption.
Focus on non-verbal cues:
Use non-verbal cues to indicate that you have a point to add. This could include raising a hand or making a particular facial expression.
Effective sales communication is a robust base for unleashing success. Avoiding common communication mistakes can significantly enhance a sales team’s ability to connect with customers, build trust, and close deals. By addressing the aforementioned sales communication mistakes discussed in this article, sales professionals can enhance their communication skills and overall sales performance.
By implementing these strategies, sales teams can build stronger relationships, effectively address customer needs, and drive sales success. Continuous practice and refinement of communication skills are essential for sales professionals to excel amidst the competition.
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Frequently Asked Questions
Q1. Why is sales communication important?
Ans. Sales communication is crucial as it fosters customer relationships, boosts sales performance, and ensures effective conveying of product benefits and value propositions.
Q2. How to improve sales communication for SMEs?
Ans. To improve sales communication for SMEs, focus on active listening, personalized approach, product knowledge, clear messaging, and regular training to enhance sales effectiveness and customer satisfaction.
Q3. What are the benefits of improving sales communication?
Ans. Improving sales communication leads to increased sales, stronger customer relationships, better understanding of customer needs, and higher overall business profitability.
Author: Hazel Raoult Hazel Raoult is a freelance marketing writer and works with PRmention. She has 6+ years of experience in writing about online business, employee productivity, HR tech tools, and entrepreneurship. Hazel loves to split her time between writing, editing, and hanging out with her family. You can connect with her on Linkedin.
Strategic workforce planning is an essential component of managing human resources effectively. The workforce planning process involves aligning the organization’s workforce with its business goals. It helps businesses to ensure long-term sustainability and success. Organizations must be adaptive and agile in today’s dynamic business environment. Moreover, having the right people in the correct positions would be best.
It is primarily essential for attaining strategic objectives. This article will discuss strategic workforce planning. Plus, it will cover the importance of aligning human resources with business objectives.
What Is Strategic Workforce Planning?
First of all, you should know what strategic workforce planning is. It is the procedure of forecasting and analyzing a firm’s existing and future workforce needs. It ensures it has the right skills and talent at the right time and positions. Plus, it involves understanding different factors of an organization, including:
Business strategy
Identifying the skills
The competencies need to enforce that strategy
Formulating plans to meet, develop, and keep the necessary talent.
Alex Contes, co-founder & Saas Expert of Reviewgrower, said, “One of the significances of strategic workforce planning is to help firms foresee. Moreover, it assists in reacting to modifications in the business environment. When the firm aligns the workforce with its goals, it can ensure that they have the capabilities to adapt to:
growing trends
Technological advancements
Competitive pressures
When a firm has no proper workforce planning, organizations may face the following:
All of the above can hinder their proficiency in achieving strategic objectives. Besides, aligning human resources with business objectives increases organizational productivity and performance. Efficient workers performing efficiently are more likely to contribute to the organization’s success.
Strategic workforce planning results in the following:
Improved operational efficiency
Higher customer satisfaction
Increased profitability”
Furthermore, strategic workforce planning is important for retention and talent acquisition. It is a significant challenge to catch and keep top talent in today’s competitive job market. A firm can align human resources with business goals, producing targeted recruitment techniques. It plays a vital role in catching candidates with relevant skills and competencies. Organizations need these skills to move the organization forward.
Also, strategic workforce planning helps recognize high-potential employees within the organization. These employees play their role in succession planning. Moreover, it reduces the risk of crucial talent leaving the firm.
Follow a structured approach to strategic workforce planning to align human resources with business goals. Keep reading to know the process.
Understanding The Business Strategy
The initial phase in strategic workforce planning is understanding your firm’s business strategy. It involves determining the following:
Long-term goals
Objectives
Priorities of the organization
Key drivers of success.
Business strategy can help align your workforce planning with the complete planning of your organization.
Analyzing The Current Workforce
Joe Troyer, CEO & Head of Growth of DigitalTriggers, said, “An important stage is to examine the organization’s current workforce. It is significant to test the capabilities of your workforce. Plus, you should also determine any skill gaps or departments of improvement. This analysis may involve the following:
Evaluating the skills
Competencies
Experience
Performance of individual employees or groups of employees.
Understand the steps required to align workforce knowledge with the organization’s business objectives.”
Firms can efficiently address talent gaps by foreseeing future workforce requirements.
Developing Workforce Strategies
Prof. Dr. Te Wu, CEO of PMO Advisory, said, “After forecasting future workforce needs, you can formulate strategies. These strategies can fill the gap between the desired and current workforce. It may involve strategies like recruitment. Focus recruitment strategies on attracting candidates with the required skills and competencies.
This process may involve leveraging multiple recruitment channels, which include:
Job portals
Social media
Professional networks
Partnerships with educational institutions.
Ensuring that the recruitment procedure is fair, efficient, and transparent to entice top talent is crucial.”
Training And Development
Training and development strategies equip employees with the essential skills to perform their roles efficiently. It may involve:
Providing on-the-job training
Offering workshops and seminars
Supporting employees’ goal of professional certifications
Implementing, mentoring, or coaching programs.
When a firm invests in employee development, it improves its capabilities. Moreover, it also encourages a culture of continuous learning.
Henry Waddilove, Managing Director of Novus Business Connections, said, “Performance management strategy is crucial for aligning individual goals with the organization’s business goals. Employees understand how their contributions align with strategic goals with clear performance expectations and regular feedback. Also, it provides opportunities for recognizing and rewarding high performers. You can also identify the areas for improvement with performance management.”
Succession Planning
Abner Miller, Founder at Starlinkhow, said in an interview, “Succession planning strategies include recognizing and developing high-potential workers. It is to fill key leadership positions in the future. By creating a channel of talent, firms can make sure of a smooth shift when key positions become empty. Moreover, succession planning also includes:
Employee engagement strategies work for keeping a positive work environment. In such environments, employees are committed, motivated, and synced with the organization’s goals. A form can achieve this through initiatives such as:
Once the workforce strategies are formulated, they need to be executed effectively. It involves:
Executing the recruitment and selection procedures
Delivering training and development programs
Conducting performance evaluations
Implementing succession plans
Besides, for successful implementation, it is crucial to:
Specify clear timelines
Allocate essential resources
Engage relevant stakeholders
Additionally, make Key Performance Indicators (KPIs) to calculate the workforce strategies’ success. These KPIs may contain metrics such as:
Employee turnover rates
Employee satisfaction scores
Training Effectiveness
Leadership bench strength
Why Strategic Workforce Planning Is Important
Keep reading to know the importance of strategic workforce planning in the organization.
Anticipating And Responding To Changes
Vicky Cano, Chef & Recipe Developer at Mealfan, said, “Forecasting future conditions of your firm ensures that the organization has the needed capabilities and capacities. These capabilities are crucial to adapt to:
Emerging trends
Technological advancements
Competitive pressures
When you’ve no proper workforce planning, organizations may undergo the following:
Skill gaps
Talent shortages
Misalignment between employee capabilities and business requirements
Enhancing Organizational Performance And Productivity
Josh Snow, CEO of Customerfeedback, said, “Employees with the necessary skills are more likely to contribute to the organization’s success. Strategic workforce planning makes sure that the organization has the right talent. Employees with the right skills contribute to overall good performance and productivity.”
Conclusion
Strategic workforce planning is essential for aligning human resources with business goals. Implementing strategic workforce planning can predict the future workforce needs of your firm.
Through these strategies, your firm can entice and retain the best employees. Eventually, it will benefit your organization in reaching its goals. These employees can eventually be the reason for your firm’s long-term success. Also, constantly monitoring and evaluating the workforce strategy helps organizations stay agile. Plus, it also assists firms in adjusting to changing business conditions.
Frequently Asked Questions
Q1. What Is Strategic Workforce Planning?
Ans. Strategic Workforce Planning is the process of aligning an organization’s workforce with its long-term business goals and objectives to ensure it has the right talent in the right place at the right time.
Q2. Why do businesses need Strategic Workforce Planning?
Ans. Businesses need Strategic Workforce Planning to anticipate future talent needs, address skill gaps, enhance agility, and optimize workforce efficiency, ensuring long-term success and competitiveness.
Q3. What are the benefits of Strategic Workforce Planning?
Ans. The benefits of Strategic Workforce Planning include better talent alignment, improved agility, increased productivity, reduced labor costs, and enhanced long-term organizational performance.
The recent pandemic redefined communication in organizations – large and small, retail and wholesale, regional and global. Internal communication underwent a revolution as employees worldwide were compelled to adopt remote-first policies supported by cutting-edge technologies. Employers and employees embraced the practice of working remotely, and thus, finding the best internal communication platform that streamlines communication, enhances efficiency, and encourages collaboration has become paramount, more than ever.
Wondering how an internal communication platform can help enhance business efficiency and collaboration?
Social Flow of Work: Engagedly’s Internal Communication Platform
Engagedly’s social flow of work helps businesses and individuals communicate in real-time through instant messaging. A must in today’s workplace, this platform enhances internal processes, like information flows and teamwork, and interactions between employees. The robust platform allows employees to broadcast information to a group chat, use private messages for direct communication, or create private channels with only a few co-workers.
Engagedly’s platform is an all-in-one internal communication tool that teams can use to plan, collaborate, analyze, and monitor work more simply. The comprehensive tool is a mix of modules that allow organizations to manage work while keeping the interaction engaging and convenient.
The platform integrates with important applications, such as MS Teams, Slack, G Suite email, and MS Outlook, to eliminate switching apps each time. It is a great option to make remote teams productive and communicate efficiently.
Engagedly’s platform streamlines communication, knowledge sharing, and peer recognition with seamless status updates that keep everyone in sync. It allows staff members and supervisors to distribute information rapidly, store and share knowledge, present ideas, and proposals, ask questions, and receive constructive feedback.
The internal communication platform constantly updates team members by collating key information about the company and projects in one organized place, always available to employees.
Furthermore, its seamless integrations offer a new, transparent, two-way asynchronous communication channel inside the organization. So, anybody may ask questions and obtain the knowledge required to make quicker and more informed decisions. Some of the salient features of the Engagedly platform include:
Easy-to-Use
With its social media style interface, users feel more comfortable using the platform from the get-go. It is the ideal solution for expediting internal communication, especially if your staff is globally dispersed and works remotely.
Thanks to its ease of use, Engagedly users need no training to use the platform regularly. Additional benefits include group or private chat, push notifications, an in-app directory, immediate updates and notifications (likes and comments), and more.
Easy-to-Integrate
Thanks to its integrations, you can integrate Engagedly with other tools your teams might already use. Team members can instantly access feedback posted on the Social feed on Engagedly. They can view comments and respond promptly from MS Teams, Slack, G Suite email, and MS Outlook.
Easy-to-Navigate
Engagedly’s messenger has been built to connect teams across organizations. It has a sleek, modern interface that users adore. With features like private messaging and group conversations, it facilitates idea sharing across teams of workers. This simple platform is designed with seamless navigational feature flows that offer excellent and uninterrupted workflows to its users.
Here’s an interesting fact: A survey by Cisco found that 56% of young professionals won’t work at a company if they are not provided access to social media. Another survey says that 49% of younger professionals already use social tools for internal communication and collaboration. 40% of millennials are even ready to pay for social communication tools to enhance communication and productivity. Hence, using tools that provide a social media-like platform in the day-to-day workflow is imperative.
Internal communication tool Engagedly makes talking to co-workers as easy as texting friends on social media. The all-in-one platform promotes efficiency and productivity at work while maintaining everyone’s interest and motivation. It promotes internal communication, enabling businesses to empower staff and unite everyone in a virtual setting.
Encourages Two-Way Communication
Engagedly’s platform encourages two-way dialogues by helping employees deliver and broadcast news, share information, images, and updates, share results with the team, and more. The platform extends the opportunity to promote an event online and offline by linking them to relevant pages.
The platform equips users with a quick and streamlined method of communicating with peers on any topic, providing a time-effective and notification-based alternative to more passive mediums like emails.
Facilitates Instant Messaging
With millennials forming the major part of today’s workforce, instant messaging feels natural for most users. The fundamental goal of the platform is to eliminate ineffective work – frequently checking emails and inboxes.
Email etiquette is tough to grasp and may seem too formal a forum for straightforward inquiries. A tool that aids the social flow of work allows teams to eliminate the overly professional decorum and focus solely on the matter.
The Washington Post reveals that the average worker spends about 4.1 hours daily checking their mailbox. A sound internal communication tool can reduce your teams’ emails by up to 75%, fastening the workflow.
Boosts Transparency
Engagedly offers an easy collaboration platform to initiate discussions and share files. Since all information is public, anybody may remark and express their opinion. Employee morale and satisfaction are increased through open and transparent internal communication. Employees are more likely to be pleased with their job and dedicated to the company when they feel educated, respected, and listened to.
Engagedly’s platform for the social flow of work is intuitive and easy to use, so people can quickly get on board. The tool boosts employee engagement and retention using a familiar app setting (like many social media websites). With Engagedly, information exchange is done interestingly and promotes community in an organization. Companies may inform their staff via the social experience by publishing information like internal business news in a recognizable fashion. Here’s how you can utilize the platform to its fullest potential:
News and Updates
Employees appreciate when they are informed about what is happening in the organization. According to Geckoboard, a survey found that 80% of employees want their leaders to inform them about the company’s decisions and performance.
Additionally, keeping employees updated with new information, changes, and policies mitigates risks associated with grapevine communication.
Knowledge Pool
Employees possess a wealth of knowledge and information. Collaboration becomes possible, and productivity increases when they can impart that expertise to their subordinates and peers. With the internal staff communication tool, employees can easily crowdsource information on innovation, best practices, safety, and more from other employees.
Social Interaction
The internal communication platform features a social module that allows employees to share updates, create groups, and interact with each other. It can be further utilized to broadcast company announcements, welcome new hires, celebrate staff success, and create a buzz of communication. Additionally, the company can drive social engagement across the news stories with ‘Likes’ and comment threads.
Surveys and Forms
Listening to employees and implementing their feedback is critical for achieving organizational goals. The internal communication tool allows employees to voice their opinions and encourages user feedback using Forms, Surveys, Polls, Group Forums, and Assessments. This fosters proactive engagement and collaboration, allowing employers to gather valuable user feedback and gain relevant insights.
Social Flow of Work: Embrace the Power of Healthy Communication
While it requires time and effort, communication, in all its forms, is the adhesive that holds an organization together. Hence, investing in a robust communication tool and prioritizing high-quality, engaging communication can lead to greater stakeholder alignment, conflict resolution, transparency, and project success.
Engagedly’s internal communication platform provides many benefits, making it a modern software stack’s mainstay. It helps you position your organization as a true leader by elevating your workforce communication and outshining the competition.
Engagedly’s platform boosts teamwork and workplace atmosphere. It ensures every new member is on the same page as the rest of the team, making communicating and achieving goals easy.
Frequently Asked Questions
Q1. What does grapevine communication refer to?
Ans. Grapevine communication refers to indirect and informal channels of business communication. It stretches across the organization in all directions, regardless of authority levels.
Q2. What is crowdsourcing?
Ans. Crowdsourcing refers to collecting information, ideas, and content from a large group of people for innovation, problem-solving, and efficiency improvement.
Q3. What does ‘mushroom management’ refer to?
Ans. Mushroom management is a style of management where leaders don’t keep their employees or staff informed about major business decisions, performance, etc. Employees are kept in the dark, affecting their productivity and engagement. The management style lacks proper communication between the employees and the employer.
In today’s competitive environment, employees and business owners face a significant challenge: how to continually improve employees’ skills to make them relevant and meet the demands of a quickly-changing market. Engagedly’s GrowthHub – the IDP Module addresses this critical issue. It provides a comprehensive platform for creating and implementing Individual Development Plans (IDPs) for employees.
Engagedly’s GrowthHub – IDP enables workers to bridge the gap between ambitions and actual advancement, establishing a culture of continual improvement. This cutting-edge platform unleashes the full potential of your employees, assuring a competitive corporate environment. Let us tell you how the IDP module may transform employee development and generate organizational success.
IDP Crafted for Success: Custom-Made Automation
The path to success for each individual requires a zoomed-in focus on their skill sets, experiences, personality, interests, and abilities. A course that works wonders for one employee might be only remotely related to another employee’s aspirations. Our IDP Module provides a fix for this issue: customization!
The GrowthHub – IDP Module from Engagedly focuses on personalized development plans for staff since it recognizes the variability of their path to success. This process begins with developing a personalized Individual Development Plan, in which employees define their professional objectives and desires. The first step in charting their road to success is creating a title and description representing their growth ambitions.
To stay on track, Engagedly gives your employees access to a broad competence library catering to different sectors and occupations, increasing the effectiveness of the IDP module. This enables employees to select the most relevant skills to enhance their careers.
Engagedly’s Learning Automation solution streamlines and customizes learning procedures. It automates course assignments based on an employee’s position, location, tenure, and designation, easing the strain on human resource administrators. Also, automation in the learning process saves time, enhances engagement, and results in a culture of continuous learning, increased productivity, and organizational growth.
Engagedly’s commitment to individual progress goes beyond simply delivering capabilities. It fosters an atmosphere where people can confidently accept their differences and follow their dreams. Employees feel appreciated and recognized when development programs are tailored for them. This is how GrowthHub – IDP Module becomes a trusted advisor, assisting your employees in achieving their goals.
Embrace and Measure Success Milestones: Meta and Engagedly Synchronization
Success is achieved in steps, which the GrowthHub – IDP module from Engagedly recognizes well. Milestones are important in gauging success and moving you closer to your goals and growth ambitions.
Your staff will go on a revolutionary road of continuous improvement if you enable them to set achievable milestones, such as learning a new skill or signing up for appropriate career-related courses. Your workers’ Individual Development Plan (IDP) strengthens when these performance indicators are in place.
Further, the seamless integration of complete learning pathways from Engagedly LMS into their IDP is the impetus for a holistic development experience. By seamless integration, we mean combining two powerful systems: Meta and Engagedly Workplace Systems. This collaboration streamlines organizational incentives and recognition.
This technological amalgamation boosts employee engagement and retention by automating awarding points for complimenting and recognizing team members in real-time. This cultivates an appreciation and growth culture.
Engagedly’s MS Teams Integration: The Gateway to Success
Good communication illuminates the path to success, whether on a personal or professional front and therefore, this motto is enshrined in Engagedly’s IDP Module through MS integration. A collaborative and cooperative environment promotes cross-functionality among team members. This revolutionary platform fosters cooperation and collaboration through the exchange of ideas and perspectives.
Engagedly’s IDP module promotes empowerment and meaningful conversations among all members of an organization, fostering an environment of open discourse, support, and inspiration. This platform empowers workers to discuss best practices, exchange novel ideas, and access useful resources, improving their learning and development experience.
Engagedly’s IDP Conversations unlock workers’ latent potential, enabling development, innovation, and individual genius. By adopting this module, organizations may realize their entire potential and the potential of their staff. An organization’s success narrative will shine unprecedentedly by allowing employees to shine.
Engagedly’s GrowthHub – IDP module is at the forefront of unleashing genuine potential and fostering individual progress, providing a transforming experience through personalized assistance. Consider a world where each employee receives tailored guidance and insights to help them navigate their unique route to success. The module helps employees harness their skills and culminate in a successful employee, creating a successful enterprise.
The route to realizing one’s full potential using Engagedly’s IDP module begins by arranging 1:1 meetings with managers straight from the IDP dashboard. This streamlined method gives workers access to crucial counseling, personalized mentorship, and a thorough grasp of their progress.
The assistance provided at these sessions could help ease difficulties for employees in any ongoing project or guide them for upcoming ones. Thus, 1:1 meeting sessions are a significant investment as they boost employee development.
Goals 2.0: Empower Managers as the Architects of Success
Managers are the guiding force directing their teams to greatness in the shifting environment of employee growth. The IDP module from Engagedly recognizes managers’ critical role in defining the future of their teams and provides them with strong tools to lead, monitor, and celebrate success.
Managers become architects of their teams’ development plans using Engagedly’s IDP module, crafting and nurturing a roadmap to success. Managers gently guide their staff towards success by setting clear goals and celebrating achievements together, fostering a culture of achievement and inspiration. This sense of success forges a strong link among the team members, uniting them in their pursuit of excellence.
How is IDP helpful?
Managers may use the Goals 2.0 strategy to simplify their goal management process and unleash their real potential for unparalleled success. By the term 2.0 strategy, we mean a bird’s-eye perspective of your organization’s overall objectives, business units, departments, team members, and individual goals, all at the same time and place.
Engagedly’s IDP Module focuses on goal management to improve organizational openness, cooperation, and alignment. The platform facilitates goal formulation, tracking, and success, ensuring employees and employers are on the same page and working toward the same goals. Extensive cooperation, seamless interfaces, milestones, and goal kinds provide remarkable clarity and speed in goal attainment. The software also delivers a comprehensive picture of organizational goals and useful tools such as feedback, guidance, and visual graphs to drive outcomes.
Comprehensive reports provide managers with useful insights into their team’s growth. With this data-driven information, they can track their team members’ involvement with their IDPs, ensuring no potential goes untapped. Managers pay specific attention to areas where encouragement is required, ensuring each team member receives the support required to fly to new heights.
What is the “My Team” feature of Engagedly’s IDP module?
The “My Team” feature of Engagedly’s IDP module streamlines the management process even more, making team development easier to traverse. Managers may track the success of their teams in one place, remaining one step ahead to promote continual advancement.
Consider a workplace where every manager has the knowledge and abilities to assist their teams in reaching their full potential. Teams thrive in this changing environment, directed by strong and supportive leaders and working towards common goals.
Managers may take the lead using Engagedly’s IDP module, which fosters a harmonious synergy in which each team member’s advancement is entwined with the company’s overall success.
Engagedly GrowthHub – IDP Module empowers employees to accomplish their career goals and enables the firm to benefit from a motivated and high-performing workforce.
IDP is a must-have tool for organizations as it empowers employees, improves engagement, and promotes organizational performance. It develops a motivated and high-performing workforce. Take advantage of affordable individualized development plans, seamless integration, MS Teams collaboration, and goal management tools!
Frequently Asked Questions
Q1. What is Engagedly GrowthHub – IDP Module?
Ans. Engagedly GrowthHub – IDP Module is a unique platform curated especially to formulate Individual Development Plans. It caters to the most important organizational need of the time: employee development.
Q2. How does Engagedly GrowthHub – IDP Module help in employee development?
Ans. Engagedly GrowthHub – IDP Module fosters employee development by creating tailored IDP programs that are relatable. They focus on individual skill sets, experience, and needs.
Q3. How can the Engagedly GrowthHub – IDP Module help managers?
Ans. Engagedly GrowthHub – IDP Module assists managers in having a bird eye view of the organization by facilitating goal formation. It streamlines the managerial process through the ‘My Team’ feature and tracks each team member’s milestones and success through visual tools like graphs.
Do you find yourself overwhelmed with the constant demand to create and deploy learning programs within your organization?
As your company grows, investing in your employees’ learning and development becomes crucial for their performance and productivity.
However, the process of tracking and deploying these programs can be daunting for HR administrators. Enter Engagedly’s Learning Automation, a powerful solution designed to streamline and customize your learning workflows, effectively enhancing your organization’s performance and keeping your workforce up to date.
Introducing Engagedly’s Learning Automation
Engagedly’s Learning Automation empowers you to create, automate, and customize learning workflows that cater to your organization’s specific needs. By automating course assignments based on parameters like role, location, tenure, business unit, and designation, this solution alleviates the burden on HR and administrators. With just a few clicks, you can effortlessly create and customize learning workflows triggered by specific events, such as the addition or update of a user, and let automation handle the rest.
Set Up Learning Automation for Your Organization
Trigger-Based Automation: Simplify onboarding and automate promotions by triggering learning programs based on specific events. For example, every time a new user is added to the platform, they will be assigned a relevant learning course. Feel that sigh of relief?
Customizable Conditions: Assign learning courses to employees based on customized conditions such as department, location, seniority, designation, and more. For instance, if the trigger is a new user and the condition is location = New York, any new user from New York will receive a specific learning course.
Multiple Conditions: Fine-tune your settings by setting multiple conditions to target specific users. For example, assign relevant learning courses to individuals who have been promoted to managers from the product team in New York. Upskilling made easy!
Actions and Due Dates: Choose to directly assign courses on the platform or send them via email based on defined parameters. Set due dates for assigned courses, allowing flexibility based on program complexity.
Schedules and Course Library: Establish schedules to assign courses at predefined frequencies or specific dates. This platform enables you to assign courses from their library or import courses from your existing LMS, customizing the learning paths according to your organization’s needs.
Transform the Way Your Organization Learns: Discover the Benefits of Learning Automation
Streamline and Simplify Your Learning Process:
Engagedly’s Learning Automation simplifies course assignments, freeing you to focus on developing your employees’ skills and fostering growth. Empower your workforce and create a culture of continuous learning.
Accelerate Learning and Save Time:
Say goodbye to the manual task of creating and deploying numerous learning courses. Automation saves valuable time, allowing HR and administrators to concentrate on other critical aspects of the business.
Create Tailored Learning Programs:
Tailor learning programs to suit the unique needs of each individual, ensuring they have the knowledge necessary for success. Segment and target specific users based on triggers and conditions, replacing one-size-fits-all programs with effective and fulfilling learning experiences.
Increased Engagement:
Investing in employee development leads to enhanced productivity and renewed engagement. Learning Automation cultivates a culture of continuous learning and upward mobility within your organization, translating into significant productivity gains.
Easy to Use:
Engagedly’s Learning Automation is designed for everyone, not just tech wizards. With a few logical parameters, anyone can create efficient and effective learning programs. Once set up, let automation effortlessly deploy your learning programs.
Ready to Take Your Organization’s Learning to the Next Level?
Learning Automation is here to revolutionize your employee learning and development, helping you build a culture of continuous learning that prepares your workforce for the #FutureOfWork.
Embrace Engagedly’s Learning Automation and unlock the full potential of your employees, driving productivity, engagement, and growth within your organization.
Progressive sales teams around the world are harnessing the power of AI today. Statistics reveal that the use of AI sales tools increased to above 25% in 2021. Artificial intelligence in sales not only helps in growing business revenue but also enables sales reps to work more efficiently. They can streamline their most dreaded sales tasks besides fostering stronger relationships with the audience.
However, this does not mean that AI will replace humans in sales. Instead, they will only save your team’s valuable time so they can focus on the most important thing i.e., selling.
In today’s post, we will discuss the importance of AI sales management and the different ways in which you can leverage it.
The Need for AI in Sales
Sales is one of the most significant functions of any business. Your company’s sales team plays a pivotal role in finding prospects and then converting them into happy and paying customers.
Sales AI tools can simplify and optimize the sales process. These tools leverage trainable algorithms to process large datasets and predict user behavior, make accurate recommendations, and enhance decision-making.
Here are some of the sales functions that AI can assist with:
Identifying buyer needs: AI in sales can equip sales reps to closely track buyer journeys and understand their requirements.
Customer segmentation and personalization: AI can analyze customer data to segment customers based on their demographics, behavior, preferences, and other factors. This can help sales teams to personalize their communication and offers to better meet the needs of individual customers.
Sales process optimization: Sales AI tools can analyze sales processes to identify inefficiencies and recommend process improvements. This can help sales teams to streamline their workflows, reduce costs, and improve overall performance.
Collecting information from multiple platforms: In today’s time, sales outreach programs are expanded across several channels. With AI tools, the sales team can track all prospects’ information from a single dashboard and enhance productivity in their routine tasks.
The way the sales process is conducted has drastically changed over the years. Consequently, AI has become an indispensable tool for sales teams to accelerate their business growth.
Automation in sales has become increasingly important due to the following reasons:
Time-saving: Automation helps sales professionals to save a significant amount of time by automating repetitive and time-consuming tasks. With automation, they can focus on more important tasks like customer interactions, building relationships, and closing deals.
Increased efficiency: Automation reduces the chances of errors in sales processes and ensures that tasks are completed on time. It also allows sales teams to manage and prioritize their workloads more effectively, leading to increased efficiency.
Consistency: Automation ensures that sales processes are standardized, which ensures consistency in communication, marketing campaigns, and customer experiences. This consistency builds trust with customers and helps in creating a positive brand image.
Improved customer experience: Automation enables sales teams to provide personalized experiences to customers. This leads to increased customer satisfaction, loyalty, and repeat business.
Data-driven insights: Automation provides data and insights on sales processes, customer behavior, and marketing campaigns. This information helps sales teams to make informed decisions and improve their sales strategies over time.
5 Ways Your Team Can Use AI in Sales
Artificial intelligence in sales can be used in many different ways to transform your sales processes and boost your revenue engine. Here, we will look at the five most notable applications of AI in sales.
Lead Scoring and Prioritization
It is seen that human salespeople approach the process of lead scoring in an unscientific way. Often, their decision-making is based on half-finished data and gut instinct. Consequently, most of their time is spent chasing poorly qualified leads.
Ai can drastically change this situation by bringing a level of logic and standardization to the process.
AI algorithms can compile all information about a client, including their history, social media postings, and interactions with the sales team. Based on this information, these algorithms can rank the leads in the pipeline according to their chances of closing successfully.
In other words, they can help to identify patterns and determine which leads are most likely to convert, thus promoting logical decision-making.
Sales Prediction and Forecasting
Sales forecasting is the process of anticipating sales revenue that a business may generate over a specific period. Accurate sales forecasts prepare a business for any unforeseen emergencies and maintain resilience.
Using AI is an incredible way to supercharge your sales forecasting capabilities. With AI, sales managers can identify the current trends and understand their path to meeting sales goals each quarter. They can prioritize prospects that have a greater tendency to convert with sales forecasting.
Sales teams no longer need to rely on their instinct to arrive at a number. Instead, they can leverage AI-powered sales forecasting tools for the following:
Determine which deals to prioritize on
Identify new leads that demonstrate a high probability of converting
Pinpoint new opportunities that might increase the sales revenue
Finally, predictive forecasting can also create value for sales teams internally. For instance, sales managers can use the same data analysis to forecast their team’s performance in advance. This way, they can take proactive steps to enhance their sales attribution based on factual figures.
This is one of the best examples of AI in sales that can streamline your sales processes and automate workflows.
AI tools can boost your sales team’s productivity in several ways. These tools augment the work and eliminate the drudgery that distracts the team members from focusing on higher-value tasks.
There are plenty of areas of the sales department where having an AI-powered tool can speed things up. For instance, there are predictive dialers that allow sales representatives to make outbound calls at scale. Similarly, there are AI tools that automate post-call reporting that liberates reps from manually typing everything after a sales call.
Apart from these, many more sales processes can be automated with AI, allowing your sales team to focus on actual selling.
Predict Cross-sells and Up-sells
As discussed above, AI is quite effective in identifying qualified leads. Now similarly, AI tools can also predict cross-selling and up-selling opportunities that a sales rep is most likely to be successful with for every individual customer.
Thanks to machine learning, these tools can analyze data from past interactions with a prospect and the previous sale history of each customer to predict the products/services that will appeal the most to every lead.
This boosts sales by eradicating the guesswork that the sales team has to do for cross-selling and up-selling. Additionally, it ensures that your sales team does not annoy the leads by recommending products they have no interest in.
Both cross-sells and up-sells are great strategies to boost overall sales. Statistics reveal that there is an approximately 70% chance of selling to an existing customer as compared to a 20% chance of finding a new prospect. And with AI, companies can make the most of this opportunity and enhance their bottom line.
Improve Customer Service with Chatbots
Often, leads want to talk to a human representative before making the final sales decision. Other times, they just want to feel like they are talking to a human sales rep. And this is where an AI-powered chatbot comes in handy.
AI chatbots are a brilliant substitute that offers round-the-clock customer service assistance. They are trained and integratedcall center software to address basic questions about a company’s products/services, make accurate recommendations, and even make up-sells and cross-sells.
This boosts the sales team’s productivity as it reduces their load of answering basic customer queries. Additionally, an instant response to the prospects makes them more inclined to make the final purchase.
Now let’s take a look at the three most popular AI sales tools along with their most noteworthy features. This will help you select the best tool for your team.
Cold outreach is a crucial aspect of every business’s sales process. However, discovering the right information about every prospect and creating a strong introductory email is often a challenge for sales teams.
Warmer.ai is an excellent AI tool that enables sales teams to personalize emails using accurate data about the prospect. This includes details such as their job title, interests, awards, etc.
Thus, sales teams can improve the email response rate while saving valuable time for other core activities.
Clari is among the best sales enablement platforms for modern sales teams. The tool allows sales representatives to convert more leads by arming them with data-driven insights and the best sales content.
The AI sales tool leverages actual deal data to automatically generate forecasts for every rep, region, channel, and product/service line. It also offers enhanced visibility into the sales team’s performance, prospect engagement, and deal status.
Drift is an AI-powered platform that enables small and medium-sized enterprises to speed up their sales cycle. The platform works to engage the visitors from the word go, instead of making them fill out long forms.
The sales assistant works in tandem with chatbots to address customer queries and even schedule demo sessions with the sales team. Thus, it automates lead capturing without increasing the company’s headcount.
To conclude, AI in sales has massive potential. That said, there is no one way of using this technology in your sales processes. It is good to begin evaluating the aspects of your sales process that you wish to simplify and streamline. This will also help you choose the right AI sales tool for your team.
Frequently Asked Questions
Q1. What is an AI sales tool?
Ans. An AI sales tool is an advanced software solution empowered by artificial intelligence that optimizes sales processes by leveraging data-driven insights, automating tasks, and enhancing customer interactions to boost sales performance and revenue generation.
Q2. What are the benefits of using an AI sales tool?
Ans. Using an AI sales tool offers numerous benefits, including improved sales efficiency, enhanced lead generation and qualification, personalized customer experiences, predictive analytics for accurate forecasting, streamlined sales processes, increased productivity, and better decision-making based on data-driven insights.
Author: Charu
Charu is an outreach specialist with over 4 years of experience in digital marketing. Her expertise lies in developing and executing outreach campaigns that drive engagement and build brand awareness. When she’s not brainstorming outreach ideas, you can find Charu exploring the outdoors or practicing yoga.
Unlocking the Potential of a Culture of Appreciation and Motivation
We cannot underestimate the power of recognizing and rewarding employees, when it comes to boosting employee morale and driving organizational success. When employees feel valued, appreciated, and proud of their contributions, their engagement soars, and their performance reaches unprecedented levels.
In today’s fiercely competitive talent landscape, retaining top-notch employees is no easy feat, which is why a well-crafted Rewards and Recognition program holds tremendous value.
Enter Engagedly and Meta Workplace, two powerful platforms poised to revolutionize your organization’s approach to rewards and recognition. By combining these forces, you have the opportunity to foster a culture of appreciation, motivation, and collaboration. It will inspire your workforce, elevate retention rates, and propel your organization towards unprecedented achievements.
Streamlined Efficiency for Unparalleled Results
The seamless integration of Engagedly with Meta Workplace empowers organizations to streamline their Rewards and Recognition program. Say goodbye to the time-consuming and error-prone process of manually tallying rewards points. With the automated calculation and assignment of points for hashtags used to praise or appreciate team members, managing rewards becomes effortless. HR professionals and team leaders can now sit back and witness their employees basking in the well-deserved recognition they crave.
Getting started is a breeze as HR admins and leaders establish a simple point value mapping system for praising team
members using specific hashtags. This setup allows for easy and automatic allocation of points within Engagedly. It reduces confusion and saving precious time when it comes to calculating and populating leaderboards. As points are instantly reflected in Engagedly, employees gain immediate visibility into their standing and are motivated to enhance their performance or maintain their top position. This transparency fuels their potential, unlocking their untapped capacity for greatness. HR admins and leaders can focus on fostering a supportive culture and provide ever
yone a clear understanding of how their contributions make a difference, further boosting morale.
Customization for Impactful Alignment
The integration of Engagedly and Meta Workplace offers the power of customization. It enables organizations to assign varying point of values to each hashtag used for praising and appreciating employees. By tailoring point values to align with company values and priorities, organizations can reinforce their core beliefs and promote them effectively. Just imagine the impact this level of personalization can have on employee motivation and retention rates! HR admins and leaders gain enhanced control over the direction of their Rewards and Recognition program, ensuring it resonates deeply with their workforce.
Fostering a Culture of Continuous Appreciation and Celebration
Transform your workplace into a hub of positivity and success with the dynamic synergy of Engagedly + Meta Workplace. Nurture a culture where appreciation and motivation thrive in every aspect of your organization. Witness your team flourish, buoyed by the collective esteem and pride that comes from being valued and recognized. Rest easy knowing that streamlined recognition processes guarantee that every accomplishment is duly acknowledged and rewarded. Empower your team to embrace greatness through a culture of continuous cheer and appreciation!
With the Engagedly + Meta Workplace integration, your organization can harness the power of employee motivation, build a culture of genuine appreciation, and propel performance to unparalleled heights. Say goodbye to lackluster recognition programs and embrace a streamlined, efficient, and effective approach that will keep your top performers engaged and hungry for more.
Embrace the future of Rewards and Recognition and position your organization as a true leader in talent management. Elevate your workforce, retain your finest talent, and outshine the competition. Engagedly + Meta Workplace is the winning formula for unleashing the full potential of your organization.
Success in the hectic world of business isn’t accidental. It is the outcome of thorough preparation, wise decision-making, and effective execution. Goal setting, a fundamental practise that helps organizations move towards their desired outcomes, is at the heart of this process. Businesses pave the way for growth and success by establishing clear objectives and coordinating efforts to achieve them.
Here’s an interesting fact: According to a Harvard Business research, people who establish precise goals are ten times more likely to achieve than those who do not. Yet goal setting benefits more than just people; it also benefits organisations. According to American Management Association data, firms that successfully develop and communicate goals have a 21% gain in profitability.
These startling numbers highlight the critical role that goal setting plays in generating organizational performance. Setting goals goes beyond wishful thinking and turns desires into practical actions. Goals provide purpose, engage teams, and promote an accountability culture by offering a path for development.
In this post, we will look at the importance of goal setting and how it may alter organizations. We’ll look at how adopting a complete goal management platform, such as Goals 2.0, may transform the way organizations define, manage, track, and achieve their goals. Prepare to discover the secrets to unlocking your organization’s full potential and going on a road to unprecedented success.
Crush Your Business Goals with Enhanced Transparency, Collaboration, and Alignment
Setting, managing, tracking, and achieving goals are essential aspects of any organization. However, it can be a significant challenge to ensure everyone is aligned and working towards common objectives, especially in large organizations with numerous teams. That’s where Goals 2.0 comes into play – the most comprehensive goal management platform designed to transform the way organizations operate and propel them to higher levels of success.
Draft Goals for Better Alignment
Aligning everyone in your organization with common goals is no small feat, particularly when different teams have contrasting viewpoints. With Goals 2.0, you gain access to an amazing feature that allows you to create multiple drafts and share them with stakeholders to ensure proper alignment before publishing the goals. This streamlined approach to goal management and alignment has never been easier.
Extended Collaboration
Previously, collaboration among teams was a complex and time-consuming process. Goals 2.0 changes that by making collaboration a breeze. Goal-setters can invite team members, managers, and other stakeholders to comment, review, suggest, and provide feedback on the goals – both before and after they are published. Simply tag the necessary stakeholders using “@” and witness how cross-functional teams react to each other’s goals quickly and decisively. Furthermore, juggling and altering goals becomes a cakewalk with Goals 2.0.
Less Effort, More Effect
Seamless and essential integrations with platforms like Salesforce, JIRA, and Google Sheets make life easier for your employees. No more duplicating reports or data – simply update the progress on the respective platform dashboards, and all the data gets synced flawlessly in Goals 2.0. This integration eliminates errors and ensures progress information remains intact without any mismatches. Managers and decision-makers gain instant insights from different platforms, enabling them to measure progress and success effortlessly on a unified dashboard.
Milestones for Delightful Goal Achievement
Welcome to the world of (S)milestones, where even big and complex goals become delightfully easy to achieve. By splitting Key Result Areas (KRAs) into milestones, your tasks become well-defined, bringing unprecedented clarity to your journey toward accomplishing your goals. With Goals 2.0, you can assign or change owners for milestones and key results, fostering a happy environment where goals are consistently reached with ease.
Aligned and Contributing Goals
In Goals 2.0, you can set both aligned goals and contributing goals. Aligned goals are those that align with the overall organizational objective but do not contribute to any other goals. They run parallel to the overall goals set. Aligned goals do not automatically become contributing goals; they must be marked separately. Contributing goals, on the other hand, are those that directly contribute to another goal or a set of goals established by the organization. These goals play a vital role in achieving the overall organizational objective and driving organizational success.
A Helping Hand
With Goals 2.0, no one in your organization will feel helpless. The Support for Collaboration feature allows individuals to seek assistance or guidance in the process of achieving their goals. Whenever someone gets stuck, all they need to do is tag the person they need help from – there’s no need for any other channel of collaboration. Watch your organization work together like a well-oiled machine.
Goalistic Picture
Beyond individual and team goals, understanding your organization’s goals is crucial for everyone. Goals 2.0 provides a bird’s-eye view of the broader organizational goals, business units, departments, team members, and individual goals – all at a glance. The Milestone Propagation feature in Goals 2.0 gives you a holistic picture, adding more sense and purpose to your efforts. Imagine the wonders this comprehensive view can do for everyone’s performance.
A Walk in the Park
With Goals 2.0, you can save time and effort by importing and cloning goals. If you have goals maintained in Excel sheets, you can effortlessly import them into Goals 2.0 and continue from there. No need to recreate them from scratch. For recurring goals or those with minimal changes, you can clone previous goals, make the necessary edits, and publish them. It’s as simple as that.
All at a Glance
Visual graphs represent your goal targets and actual progress, allowing you to quickly assess where you stand in accomplishing your goals. Gain insights into your expected and current progress, empowering you to reorient your approach if necessary and ensure timely goal attainment.
Feedback to Drive Results
Promptly responding to goal progression makes a significant difference to individuals, teams, and the entire organization. Goals 2.0 includes a feedback feature that enables you to share instant feedback on your team’s progress or completion of goals. This feedback-driven approach helps your organization perform better in achieving its goals.
But Wait, there’s more …
Goals 2.0 offers an array of additional features, including setting independent and cascading goals, visually aligned and contributing goals, creating multiple goals together, organizing via tags and in-depth filters, and recognizing and praising achievements.
Engagedly’s Goals 2.0 is an intelligent, intuitive, and insightful goal management platform that enhances transparency, collaboration, and communication within organizations. With better alignment and the power of Goals 2.0, organizations can achieve unprecedented success.
So, say goodbye to goal management headaches and unlock the true potential of your organization with Goals 2.0.
Engagedly Integration with MS Teams: How and Why Will It Help Drive Performance?
Efficient app integration. That’s the goal we are striving for. Are you tired of juggling a million apps and losing productivity? Well, fear not, because MS Teams integration with Engagedly is here to save the day!
By seamlessly integrating with MS Teams, Engagedly eliminates the headache of constantly switching between apps and lets you focus on the important stuff. Plus, your team members will feel more connected to the workplace as they easily access our modules within MS Teams.
Not only will this boost efficiency and engagement among team members, but integrating with Engagedly’s suite of features will take your performance to the next level with zero additional effort.
So why not give it a try? Say goodbye to app overload and hello to a smoother, more productive workflow with Engagedly and MS Teams!
How Do App Overload and App Switching Ruin Productivity?
App overload and app switching can really put a damper on your productivity! Here are ten ways they can ruin your day:
You waste time switching between apps instead of getting work done.
Too many apps can be overwhelming and make it hard to focus.
You might forget to check an app and miss important messages or updates.
Having too many apps can slow down your computer or device.
It’s easy to get distracted by notifications from multiple apps.
You might have trouble remembering which app you used for a specific task or project.
Using too many apps can lead to information overload and confusion.
Switching between apps can interrupt your train of thought and make it hard to get back on track.
You might accidentally close an app or lose progress when switching between them.
App overload can lead to burnout and stress, making it even harder to be productive.
Sounds like a nightmare! That’s why it’s important to find tools like Engagedly that can integrate with other apps and streamline your workflow.
Engagedly and MS Teams Integration: Definite Perks and Benefits
Feedback at Lightning Speed: Quick and Easy Wins!
Clunky, slow feedback processes leave your employees feeling disconnected and disengaged. Well, fear not, because MS Teams is here to shake things up!
With MS Teams, managers can easily share comments and critiques, allowing the whole team to be part of a more engaging feedback process. Plus, the quick and convenient feedback process means that team members can instantly share their requests, comments, or views – all without leaving MS Teams.
Let your employees transform how they request and receive feedback with MS Teams and watch your team become more connected and engaged than ever before!
Get Your Praise on: The Solution You Need!
Say goodbye to app switching and hello to a culture of appreciation! With Engagedly, praising your employees has never been easier – no more procrastination, no more hassle.
Effortlessly give kudos, spark conversations within the group, and build a culture of recognition that fosters success. Plus, with the ability to give praise on the go, you can recognize your team members anytime, anywhere.
So why not turn recognition into action and start building a healthier work culture? Get ready to see the benefits of a praiseworthy solution with Engagedly.
Boost Your Team Spirit!
Who says socializing has to be limited to after-work drinks? With Engagedly’s integration with MS Teams, your team can stay connected and informed like never before!
From brainstorming ideas together to quickly responding to messages, this integration helps employees feel more in tune with their coworkers, so they always feel “in the know”. Plus, it provides an avenue for faster feedback and communication, which can motivate team members through meaningful conversations.
All of this adds up to a work environment that’s conducive to growth and engagement beyond compare. So, redefine socializing and take your team’s collaboration to the next level with Engagedly and MS Teams. Get ready to boost your team spirit and see the benefits of seamless communication and collaboration!
Game on for Productivity: Score Big with Engagedly!
Looking to take your goal-focused organization to the next level? Look no further than Engagedly! Our improved goal management system makes it easier than ever to track, manage, discuss, and update goals.
As a manager, you’ll be able to power up productivity and open up conversations, all while staying on top of the latest updates related to your team’s goals. With Engagedly, you can bring big results with minimal effort and keep your team on track toward success. So why not give it a try and see how easy goal management can be?
In conclusion
Ready to build high-performance teams for the future of work? Engagedly’s integration with MS Teams makes it a breeze! With the ability to directly interact and take action from MS Teams, your employees can seamlessly manage key Engagedly modules and boost productivity. So, get ready to take your team to the next level with Engagedly and MS Teams!
Corporate Social Responsibility (CSR) has evolved from a mere buzzword to a business essential. Its significance lies in the fact that companies that overlook it stand a higher risk of lagging behind their competitors.
Consumers today are more conscious of the impact businesses have on society and the environment, and prefer those that acknowledge their responsibilities towards society.
In a recent survey, 86% of consumers believe that companies should take a stand on social issues, and over 60% choose to endorse brands that share their values.
This blog entry emphasizes the importance of CSR partnerships, particularly the collaboration between Engagedly Software and Drishtee Foundation.
Swavlamban: A Corporate Social Responsibility (CSR) Initiative
Engagedly Software and Drishtee Foundation collaborated in empowering 100 women through poultry farming training and resources highlights how companies can take concrete steps towards discharge of their social responsibilities.
The program caters to all aspects of poultry farming, from understanding animal breeds, health management and nutrition to marketing. This initiative promotes self-reliance and self-sufficiency, therefore creating a cycle of empowerment and economic growth.
Why conduct Corporate Social Responsibility (CSR) Initiatives:
Bring about positive changes:
More forward-thinking companies are embracing CSR not purely for a public relations requirement, but as a tool for effecting genuine positive change in the world, forming stronger relationships with employees and customers alike. Large corporations particularly, with their significant influence over society and the environment, have a responsibility to contribute to worthy initiatives making a positive impact.
For example:Microsoft’s AI for Accessibility program, which funds and provides resources to develop AI technologies that can improve the lives of people with disabilities, serves as an excellent example of CSR in action. It promotes positive change in society, establishing Microsoft as a reputable social-impact focused brand.
Attract exceptional talents:
Corporate Social Responsibility (CSR) plays a pivotal role in attracting and retaining exceptional talent.
A Deloitte survey reveals that for 70% of millennials, a company’s environmental and social commitments influence their work decisions. As the largest demographic segment in today’s workforce, millennial preferences and values hold great sway over the evolving business landscape.
Companies that disregard CSR are at risk of losing top-notch talent to their competitors, whereas those prioritizing these initiatives reap the rewards of dedicated employees, stronger engagement, and a vibrant workplace culture.
The alliance between the Drishtee Foundation and Engagedly Software perfectly exemplifies how businesses can fulfil their social responsibilities while positively impacting both society and the corporate world. By empowering women in rural areas through education and training, these organizations foster a cycle of self-reliance and economic progress. Such initiatives not only help companies forge solid relationships with both customers and employees but also garner attention from the brightest talent in the industry.
Mahatma Gandhi astutely observed, “The difference between what we do and what we are capable of doing would suffice to solve most of the world’s problems.“
When organizations take proactive steps in CSR, they bridge this gap, contributing significantly to global development.
Inspire others:
Being thought leaders in their respective fields, forward-thinking businesses must recognize the importance of meaningful CSR initiatives. By developing strategic partnerships and coupling them with actionable measures for positive change, they inspire others within the industry to follow suit. In doing so, an atmosphere in which businesses prioritize social responsibility over profit-driven objectives will gradually emerge–benefiting all stakeholders involved.
In essence, embracing CSR is not only a necessary step for businesses to attract top talent but also an opportunity for them to drive positive change by aligning with global societal needs. As companies grow more invested in addressing various challenges facing our world today, they have the potential to make significant strides towards creating a more sustainable future for all.
Frequently Asked Questions
Q1. What is Corporate Social Responsibility (CSR)?
Ans. Corporate Social Responsibility (CSR) refers to a company’s voluntary actions to improve society beyond its legal obligations. It includes sustainable business practices, philanthropic giving, ethical labor practices, environmental stewardship, and community development. Engaging in CSR can enhance a company’s reputation and contribute to the overall betterment of society.
While CSR is a voluntary practice, it is becoming increasingly important for companies to prioritize their social and environmental responsibilities, given the growing expectations of stakeholders and the impact of business activities on the planet and society.
Q2. Why conduct Corporate Social Responsibility (CSR) initiatives?
Ans. Companies conduct Corporate Social Responsibility (CSR) initiatives because they recognize their responsibility to contribute to the well-being of society and the environment beyond their legal obligations. Engaging in CSR can enhance a company’s reputation, attract and retain employees, build customer loyalty, and contribute to the overall betterment of society. Additionally, as stakeholders increasingly expect companies to prioritize social and environmental responsibilities, investing in CSR initiatives can help businesses stay competitive and adapt to changing market expectations.
Human resources, also known as people operations, plays a vital role in every organization’s success. This dynamic department encompasses a wide array of functions, ranging from formulating and implementing effective workplace policies and procedures to fostering a strong company culture. Additionally, they handle essential tasks such as performance management, compensation and benefits management, compliance, and training. By aligning with People Operations OKRs (Objectives and Key Results), this strategic team ensures the organization stays on track, driving growth and achieving its goals with efficiency and effectiveness.
New launch alert! Engagedly’s Indigo design system allows you to personalize your homepage to your heart’s content! This means you can easily find the stuff that piques your interest, while the website can showcase its awesome services and products to you in a way that’s just right. And the best part? You can make it look and feel just the way you want it to! So what are you waiting for? Engage with Engagedly and customize your homepage today!
Out with the Old; in with the New!
Engagedly’s latest design system, Indigo, offers a customizable and fluid approach with enhanced personalization options. The design features a cleaner and more thought-out layout, tailored to meet users’ specific needs and preferences. The system includes flyouts and quick links for immediate action, enabling users to access necessary information effortlessly. Indigo acknowledges the importance of information density and provides users with greater personalization, flexibility, and control.
The design system offers features like “My Circle” and “Celebrations,” providing an interactive and engaging experience for users. Essentially, it represents a compelling, clear, and functional purpose that answers the question, “Why am I here?” By offering a more personalized experience, users feel a stronger connection to the platform, resulting in increased engagement and satisfaction.
Engagedly’s Indigo design system provides a user-friendly experience that is easy to navigate and tailored to users’ needs. With its enhanced personalization options, interactive features, and functional layout, it offers a compelling representation of the platform’s purpose.
What’s New About Engagedly’s Indigo Design System?
Profile Card
The Indigo design system adds personalization and gamification to the page, driving engagement.
It includes a feature that displays Ranks, Points, and Sentiment Trends in one place.
This information helps users understand their progress and incentivizes them to earn points and improve their rank.
By providing a clear understanding of their progress, users are motivated to engage more with the platform.
The gamification element adds an element of fun and competition to the user experience, further increasing engagement.
Overall, the personalized and gamified approach of the Indigo design system enhances user engagement and satisfaction.
Fluidity in Navigation
Engagedly’s Indigo design system is like a genie that grants your wishes. It offers a fluid approach that lets you take the reins and customize your homepage to your heart’s desire. With the ability to manage sections and set information hierarchy, you can navigate with ease and get stuff done lightning fast. It’s the ultimate productivity wingman!
Flyout Screens
Engagedly’s Indigo design system is like a superhero who swoops in to save the day! It gives users access to all the relevant information across the platform and lets them take action with just one click, all without leaving the homepage. This superpower makes the experience more interactive and keeps users engaged and excited to explore more. Who needs an app when you’ve got Indigo?
Two-Column Approach in Engagedly’s Indigo Design System
Engagedly’s Indigo design system is like a master storyteller who weaves all the important information from different modules into one cohesive tale. With a clear visual hierarchy, each section gets its time to shine and capture your attention. It’s like a well-crafted symphony for your eyes!
My Team
Welcome to the “My Team” page, where all the details about your team’s performance are just a click away! Here, you’ll find all the critical performance indicators from Learning, Goals, Feedback, and Team Pulse, giving you a comprehensive view of your team’s growth. You can see how close your team is to achieve their goals, get a quick vibe check with the sentiment score, and catch up on recent feedback. Plus, you can take action on your team members’ performance cycle and assess their skills. Let’s get growing!
Quick Links
Admins can create a list of awesome links and add them to the library for everyone to access. Plus, they can pin the most important ones to everyone’s homepage for super easy access. No more wasting time searching for key information – it’s all right there at your fingertips!
My Circle
This cool feature right here gives you a quick peek at your reporting structure, so you can understand your role in the organization with ease. No more confusion – just clarity!
Celebrations
This latest feature displays upcoming birthdays and work anniversaries on your home page. With this nifty tool, you can plan and organize celebrations with ease, making your colleagues feel extra special and valued. Let’s spread some cheer!
Parting Note
We’ve completely transformed the user experience with streamlined layouts and personalized screens. Now it’s super easy for you to find exactly what you need without any frustration. Our unique features are even more intuitive than before, making your journey through the platform adaptive and effortless. Let’s get started!
Wondering what does people-centric workplace mean?
Everyone yearns for a place they can call “home,” and for many employees, the workplace is just an extension of their actual residence. In there, they get to meet, work with, and create bonds with different individuals who eventually become a big part of their lives even outside the scope of their work. But for many businesses, employees are merely resources to achieve an end. Such organizations prioritize the needs of customers at the expense of employee satisfaction.
A very defective business approach!
We simply can’t neglect the fact that employees are the thin line between an organization and their clientele, and having a team of highly motivated employees increases the efficiency of your workforce.
Hence, the saying “happy employees lead to happy customers.“
Adopting a human-centric culture allows you to empathize with your employees, treat them with respect, and prioritize their needs. Above all, you enhance the relationship with and within your employees and ultimately gain their loyalty.
The benefits of adopting a human-centered approach are vast, so in this article, you’ll gain deeper insights about the importance of a human-centric workplace.
How to humanize your workplace
The concept of a human-centric approach is built on empathy, creativity, and business needs, but in between these three elements lies the 360 feedback software, a product of technological advancement and a sophisticated HR software that allows you to keep track of
Employee progress
Employee performance metrics and
Learning simultaneously.
While the concept of human-centric work culture isn’t a new phenomenon, let’s catch a glimpse of what the three elements stand for.
Empathy: is that which showcases the amount of care we have for the people who will be using the workplace environment. It is the ability to fit yourself in the position of your employees while identifying their needs to create better working conditions.
Creativity: We can’t stop being creative since our world is constantly changing and new problems keep arising, so it’s left to us to become intentionally innovative in solving problems such as inferiority complex and lack of connection at work.
Business needs: If perfection is our goal, then we must be willing to extend a supportive hand to our employees especially when it comes to enabling collaboration and communication. Setting up a work environment that boosts employee efficiency starts with including them in the design process.
Benefits of Fostering a human-centric workplace
Committed and motivated individuals
A human-centric organization treats the employee experience as primary, and that increases the efficiency of the workforce. In fact, Gartner’s research shows that employees in human-centric organizations are 3.8 times more productive than when these practices aren’t implemented.
When employees are fed with the impression that an organization prioritizes its profit margins over their well-being, they lose the zeal and focus to perform their tasks efficiently.
It results in a decrease in overall productivity and affects the revenue generated.
Keep in mind that employees are the driving force of any organization and must be treated with care. When you cater to the needs of your employees, then it’s just natural that they go the extra mile to impress you.
Pro tips:
Focus on employee wellness and embrace the hybrid work model
Keep tab on employee progress through OKR meetings
Recognize accomplishments and introduce employee benefits packages
The role of a manager transcends the scope of work, and the quality of your leadership isn’t just measured by your ability to assign tasks and coordinate your employees but also by how well you can motivate and support them to become better at what they do.
No matter the type and size of the business, the manager’s top concern should be the welfare of the employees. Provided you are a retail manager and your employees work in shifts, then managing your employees effectively and improving communication with them, as well as creating flexible schedules can be done by using retail scheduling software.
This will enable you to develop a productive and encouraging work atmosphere, since employees have a life outside the scope of work, which directly impacts their productivity at the workplace.
Employees have a life outside the scope of work, which directly impacts their productivity at the workplace.
A human-centric work culture allows employees to share their woes, aspirations, and ideas with their superiors without fear of criticism.
While leaders showcase a level of emotional intelligence and servant leadership practices, employees develop a sense of belonging and are constantly inspired to display high levels of effectiveness when discharging their duties.
This promotes an atmosphere of positivity and enhances the flow of communication at all levels of the organization.
Pro tips:
Create room for constant exchange of feedback and value employee inputs
Schedule occasional one-on-ones and skip level meetings
Customer loyalty isn’t built in a day, and it takes a great deal of effort to stay at the top of customers’ minds.
When you have a team of highly motivated people, employees become more passionate about their work and practice more effective communication modus operandi to meet the needs of your clientele.
The assurance that the organization prioritizes their needs serves as a driving force that increases their efficiency in the workplace. When customers become used to your services and eventually derive the satisfaction they yearn for, what you get is customer loyalty.
Pro tips:
Satisfy the needs of your employees by recognizing and rewarding their efforts and see how they move your business to greater heights.
Show appreciation to employees who are putting in their best.
Increased revenues and organizational growth
Employee satisfaction and customer loyalty are important factors that determine the growth of any organization. While the latter is dependent on the former, organizations must strike a balance between the two to reach their full potential.
Having an all-inclusive work model where employees and their superiors alike are constantly updated on the company’s progress can ameliorate the engagement and productivity of your workforce.
If you take care of your employee engagement, you can double the business efficiency, which all leads to lasting impact on your customers’ satisfaction.
Organizations can then leverage this as a means to generate more income and step up the growth of their businesses.
Pro tips:
Focus on your workforce first and what you get is customer satisfaction, organizational growth and higher profits.
Organizations are constantly striving to retain talented employees, but only a few firms understand how profitable a human-centric workplace can be in enhancing the employee work experience.
Just as organizations will make extra efforts to keep talented employees in their workforce, employees give preferences to organizations that prioritize their well-being and psychological safety. Everyone wants to feel at home at their workplaces and be treated with respect.
When employees experience setbacks in their workplaces or personal lives, they expect a certain level of empathy from coworkers and superiors in the organization.
Human centric businesses prioritize employee wellness over profit margins, and decisions are made to satisfy the needs of employees.
The long term effect of this is increased employee retention rates and a surge in overall business productivity.
Pro tip:
Streamline company strategies and operations to enhance employee experience.
Attract talent pools
A human-centered work culture does more for you than just retaining employees; it can also be an effective tool in attracting today’s best talents.
Job seekers can be particularly inquisitive when looking for job placement, and many will go to great lengths to conduct background checks on the position and work ethics of the organization they are vying for.
They want to know
What is achievable within the organization,
How employees are treated,
How conducive the working atmosphere is,
The relationships that exist between coworkers and superiors,
The employee benefits package, and what have you.
All of these and more are what a human-centric workplace promises for employees. With these, you won’t have to expend much effort to hunt down talented candidates, as they will naturally come to you in myriad ways.
Pro tip:
Create a good first impression in the hearts of potential employees by adopting a human centric work approach.
Set your course for greatness
Employees are hardwired to seek out comfortability in their workplace; they want to be reassured that their career path is laced with elements that drive efficiency and not regression.
Organizations, on the other hand, strive to beat the fierce competition in the business world by way of innovation and ingenuity while relying on the efficiency of their workforce.
To that effect, the human-centric work model should be an integral part of every business looking to up its game in the global market, as it balances the interests of employees and organizations alike.
While the benefits it brings are unquantifiable, it is the key to unlocking the full potential of an organization.
Frequently Asked Questions
Q1. What is a people-centric workplace?
Ans. A people-centric workplace is an organization that prioritizes the needs, well-being, and satisfaction of its employees above all else. In a people-centric workplace, the focus is on creating an environment where employees feel valued, respected, and supported, and where their contributions are recognized and rewarded.
This type of workplace culture values open communication, collaboration, and teamwork, and places a strong emphasis on creating a positive and inclusive work environment where everyone feels empowered to do their best work.
Q2. What is an example of people-centric workplace?
Ans. One example of a people-centric organization is Patagonia, an outdoor clothing and gear company. Patagonia has a reputation for being a socially and environmentally responsible company, but it also prioritizes its employees’ well-being and satisfaction.
For example, Patagonia offers its employees generous benefits, including paid parental leave, onsite child care, and an employee health care plan that covers alternative and holistic treatments. The company also encourages its employees to pursue their passions outside of work, with initiatives like its Environmental Internship Program and its Environmental Grants Program, which provide funding and support for employee-led environmental projects.
Patagonia’s commitment to its employees goes beyond just benefits and perks, however. The company is also known for its flat organizational structure and open communication policies, which encourage collaboration and teamwork across departments. And perhaps most importantly, Patagonia’s leadership prioritizes transparency and ethical decision-making, which helps to build trust and a sense of shared purpose among its employees.
Overall, Patagonia is a great example of a people-centric organization that values its employees as much as its customers and the environment.
Author: Rilwan Kazeem
Rilwan Kazeem is a freelance content writer, and an enthusiastic one at that. He has been in the writing world for three years. Being an explorer and reader, he engages his readers with in-depth and thought-provoking blogs and articles.
How can companies grow their teams and align them with business objectives? How can companies combine new-age technology with proven growth methods? This problem requires a team effort, and for a collective effort, we give you a collective solution: Mentoring Complete Integration with Engagedly. Measure employee development, and upgrade your people strategy needs by introducing mentoring programs for your employees. It’ll create a knowledge-sharing space where employees can guide other employees to empower them and grow.
What makes an organization worth working at? How does an organization develop a place to nurture a talented group of people? Employee happiness, mental well-being, growth opportunities, delightful work culture, exciting challenges, and e-learning collectively make an organization worth exploring. And once this is done, an organization becomes a well-rounded place to nurture a talented group of people and achieve a delicate balance.
Many people believe that higher compensation leads to happiness at work. However, studies have shown that 36% of employees would give up $5000 yearly to be happy at work! But what will make them happy, if not higher compensation?
Learning and development are vital in enhancing employee engagement. It leads to a happier workplace when organizations help employees stay aligned with the growing technological advancements so they can grow with the organization.
Need a better solution?
Two significant components of a positive, high-performing workplace culture include boosting your people strategy and leveraging the existing talent within your organization. Engagedly is a people strategy platform, and in Mentoring Complete, a mentoring platform, you will have the tools you need to handle many challenges while overcoming the roadblocks.
When employees feel heard and like their ideas bring value to the conversation, this can bring a transformative impact to your organization. According to a study, 68% of employees & 91% of C-suite executives agree that technology has helped them progress.
Every organization should look to technology to provide their employees with growth opportunities. Engagedly and Mentoring Complete are the perfect combination of tools to enhance productivity, performance, and potential.
Introducing Mentoring Complete
Mentoring Complete is a platform that offers employee development by allowing them to choose a mentor for their professional and personal growth. Organizations can run multiple mentoring programs based on organizational goals and witness productive outcomes. This platform is designed by experts with almost three decades of the mentoring experience.
With Mentoring Complete, you can see your workplace in a new light. Employee productivity will reach new heights, and they’ll be far more creative than before in a mentoring program. That will eventually lead the organization to new outcomes.
Do you know that 88% of employees believe a distinct work culture is essential for a business to succeed?
And how will you get there?
It isn’t just about giving salary hikes that compensate for a positive work environment; it’s more about how far you can go to be there for your employees. Again, how can you achieve that?
89% of business owners acknowledge mentoring as a significant factor in their success. It creates value for employees by speaking up about their perspectives, getting involved in significant business decisions, and adhering to company values.
What can mentoring programs do for your organization?
Nearly three-quarters of workers consider quitting, and almost nine in ten new hires would readily leave within the first month of joining! But why such severe numbers? A positive or healthy work environment is the key to retaining talent. If we talk about the new joiners, they’ll need time to align with the company culture. But what about the experienced employees? What is impacting their engagement percentage?
Building a positive workplace culture is not a one-step process; it requires time, patience, and unity from employees and management. When new employees are hired, creating an environment where they can learn and act freely is essential. But often, they get stuck because of hierarchies or a chain of command, resulting in being less expressive towards their managers or even other team members.
For experienced individuals, work could get highly monotonous, which leads them toward loss of interest. Their involvement slowly decreases, and their learning stops, forcing them to look for other opportunities to help them grow.
Mentoring experiences have proven to be one of the important ways to retain talent. With people from within the organization as their mentors, they can translate their mindset about work, something challenging for them, or even something they want to achieve in their careers. It’s an expressive tool!
What has Engagedly been offering you?
Being a part of an exceptional people strategy platform Engagedly already, you’re making your efforts count:
Developing Your Employees
Courses/Certifications
Customizable course module
Assigning new courses
Learning-based ranking system
Simplifying Engagement
A platform on which they can share ideas
Share praises to boost motivation
Recognize their achievements & give rewards
Helping their network with other team members
Monitoring Employee Growth
Monitor their growth
Deeper insights on performance
Aligning Employee Goals with Organizational Goals
Create independent goals
Insights on the progress of goals
Pin-point on focus areas
Creating a Feedback Mechanism
Transparency between management and subordinates
Build and share feedback forms
Create individual/team surveys
Keep a tab on review cycles
With the growth modules, you’re all set to change your organization positively. However, more is still needed as part of your toolbox. With advanced trends, people are still exploring ways to walk around their daily tasks, handle their work calls and get through economic downturns without impacting their growth. This aspect is changing employees’ perspectives and motivating them to approach new skill sets relevant to the need of the hour. Organizations like yours must be equipped with stead-fast approaches to help employees transition smoothly from such complexities.
Therefore, we’re bringing something new, positive, transformative, and collective to complete your employee management and development journey.
Engagedly + Mentoring Complete
Employee development is an essential part of every organizational goal. But it often needs a more suitable medium to get fulfilled.
How about we give you a complete solution to those challenges without much hassle?
Engagedly is a people strategy product that can help leverage talent to achieve business goals. It aims to bring out the best performance of your people and generate strategic outcomes for your organization. Mentoring Complete caters to building mentoring programs within the organization so that you, as an employer, can leverage the experience and expertise present within your workforce, create a knowledge-sharing environment, and motivate employees to achieve their highest potential.
Since Mentoring Complete and Engagedly have individual benefits, collaboratively, these can be even more beneficial for your organization. They can set your employees on a journey to help build a solid foundation to face unprecedented challenges and turn them into opportunities.
Engagedly + Mentoring Complete powers a step-by-step approach to help an organization achieve its goals. One identifies the obstacles from an organizational perspective and sets employees toward an excelling path. The other taps into the psychological mindset of employees and transforms their perspectives. Let’s dive deeper into it:
Performance Execution
This solution by Engagedly amplifies the understanding of building a better organizational structure in terms of setting up a review portal for employees. It is wholly templatized so that you can build it for your desired roles. Furthermore, it has customizable and flexible workflows to enable your performance management strategy, OKR, goal alignment, and 9-box distribution to identify potential employees, leading to a more competent and efficient approach to organizational development.
Mentoring Complete focuses on employee comfort when handling feedback/reviews from management. With a mentor, they’ll be more confident in suggesting their point of view in various projects and business decisions whenever required. Mentoring relationships help employees adhere to their routines to stay productive and equally creative. As an employer, you can organize workplace mentoring programs to curb the communication gap between employees and management.
Drive Employee Engagement
Better employee engagement in an organization delivers productive results. This product by Engagedly unlocks productive approaches that counter challenges on the way to an organization’s success. Let’s look at some of its offerings:
Upskilling Opportunities
Feedback/Communication Platform
Gamification Module
Create Surveys
Social Platform
Employee Recognition Medium
Mentoring Complete is a personal development tool that assigns people a mentor who guides them throughout their mentoring journey. They suggest changes in routine, direct them toward a plan of action, and give them enough resources to build their learning path to gain knowledge and transform their career. Mentoring Complete enhances organizational transparency so employees can talk to their managers about their roadblocks and seek productive outcomes.
With all of these practices, employees become more engaged in the organization. You can run and align mentoring programs with your organizational goals, explore “Attracting and Retaining Talent” for more details.
Employee Enablement
Employee enablement is a strategy for motivating employees to deliver high-quality results. With Employee Enablement by Engagedly, your organization can bring effective change, leading to holistic success.
It helps transform employees’ perspectives with Feedback Solutions (Real-Time Feedback and 360/multi-rater Feedback), Online Learning Portal (LMS), and Gamification methods. Putting these into practice, you can enable your employees to amplify their career prospects and produce better outcomes for themselves.
Feedback mechanisms promote transparency between the management and subordinates, improving employee performance and helping an organization grow. On the other hand, learning software, such as LMS and Gamification methods, works collaboratively to help employees develop their skills.
Mentoring Complete caters to a holistic employee development journey; it creates a space where mentees/employees can express their concerns to mentors, learn ways to recover from them, and push themselves toward personal growth. Feedback is often viewed as unfavorable; it happens when there’s no healthy mechanism set.
Mentors can guide mentees/employees with ways to utilize feedback positively from their managers. It generates a peaceful environment at work and enhances the productivity of employees. With Mentoring Complete, you can build goal-oriented mentoring programs and capture the smallest to most severe obstructions on your way to growth.
Why choose Mentoring Complete?
We’re here to help you experience quality products and services so that you can always be proud of your decision to opt for our product. We believe in a simplistic yet technology-driven lifestyle when managing your employees. You can invest your time building mentoring programs that align well with your organizational goals rather than learning about the software. Below are a few of our offerings that you will experience within the product:
Exclusive Dashboard
The Mentoring Complete platform is feature-rich to manage mentoring relationships of your employees smoothly. It doesn’t matter what program you’re running; its inclusiveness makes sure that you’re not spending much of your time while navigating throughout.
Invitation Accessibility
The platform offers organizers ease of use functionalities, including Program Invitations. They can use this function to invite people within their organization to the platform as mentors or mentees, up to their comfort. This tool allows them a free hand over how expansive they want; they can send emails individually or use the public invite option.
AI-Powered Matching Algorithm
The matching of mentors and mentees is powered by our AI-powered Precision Matching tool. Once the employees/members are registered in the platform, the matching process starts. This tool matches two individuals’ percentages based on two roles, i.e., a mentor and a mentee. The precision Matching tool has an accuracy of making more than 90% successful matches.
Goal Settings
This setting fabricates a motive for a mentoring relationship. Only mentees will have access to configure and set their goals or what they expect from this mentoring relationship. Once they lock in their goals, mentors and program managers can overlook them. Goal setting aims to provide mentors a direction to evaluate the following steps, questions, relevant resources, and more so that the relationships can become transformational for mentees.
Analytical Tools & Downloadable Reports
The Mentoring Complete platform is built to help organizations succeed, especially on the most critical front, employees. Program Managers/Program Organizers will have admin access to the platform to navigate any mentoring relationship and interfere if there’s any lag. They can view the relationship’s analytics on the platform, download the reports, and configure their next steps accordingly.
Mentoring University
Learning is one thing that never stops. Therefore, with the Mentoring Complete platform, you will be eligible to help each organization member explore different mentoring courses. Mentoring University includes courses/certifications for Mentees, Mentors, and Program Managers/Organizers, so everyone can stay engaged and learn.
Success Coach
To make your experience smoother, we will assign a Success Coach to help you navigate through the software and explain all the features so that your experience stays fluid. Your success coach will understand your organizational goals and suggest mentoring programs that align well with those.
Even if you are a first-timer to mentoring software, we have compiled a list of mentoring programs that can fit your organizational needs. And if these fit somewhere within your goals, then your success coach will help set up.
Mentoring Programs that you can run:
Mentoring Programs for Workplace
Leadership Mentoring
Career Mentoring
Diversity Mentoring
Reverse Mentoring
Group Mentoring
Flash Mentoring
Mentoring Programs for Academia
Student Mentoring
Alumni Mentoring
Mentoring Program for Professional Associations
Career Mentoring
Mentoring Program for Non-Profit Orgs
Engagedly + Mentoring Complete will give rise to the sustained growth of your organization. From technological relevance to the psychological growth of an employee, these can bring positive change within the organization. It’s time to take employee development up a notch!
Significant outcomes are usually achieved with collaborative efforts. Therefore we bring you Engagedly + Mentoring Complete, gain collective benefits, and accomplish your organizational goals without hassle. Talk to our experts, resolve all your doubts, and opt for a free trial now! Pay only when you feel confident!
Marissa™ AI is the AI enablement coach and a game-changing tech that’s transforming the world of talent management.
Marissa™ AI is a new approach that uses contextual AI to create a highly engaged and high-performing organization. It’s designed to help employees, managers, and HR leaders build a better workplace where everyone can grow and excel in their roles.
With Marissa™ AI, your AI enablement coach, employees have the tools they need to succeed. They can get personalized coaching, feedback, and career advice tailored to their strengths and skills. This helps them stay motivated and engaged, which leads to better performance and job satisfaction.
At the same time, Marissa™ AI empowers managers and HR leaders with the data they need to make informed decisions about talent development.
They can track employee progress, identify areas for improvement, and create targeted training programs that help everyone reach their full potential.
Overall, Marissa™ AI is revolutionizing talent management by making it more personalized, data-driven, and effective. It’s a powerful tool for anyone who wants to build a better workplace, improve performance, and unlock the full potential of their team. So why not give it a try and see how it can help you and your organization thrive?
Giving constructive feedback can be quite challenging, but don’t worry, Marissa™ AI is here to help.
Constructive feedback is vital to personal and professional growth, and it’s essential to have a strategic approach when giving it.
Feedback can often be misinterpreted, causing defensiveness or resentment. That’s why Marissa™ AI is your ultimate feedback ally! With this AI enablement coach, Marissa™ AI, you can give impactful feedback that’s contextually relevant and will help your team unlock its full potential.
Marissa™ AI makes giving feedback a breeze. You can trust her to guide you through the process of providing feedback that is actionable and helps your team members grow. With Marissa™ AI, you can approach feedback with confidence and ease, knowing that you’re giving the proper feedback in the right way.
So, if you’re struggling to give constructive feedback or want to improve your feedback-giving skills, turn to Marissa™ AI. She’s the perfect tool to help you give feedback that inspires growth and success in your team.
How Is Marissa™ AI a Game Changer?
Objectivity and Precision
Are you tired of giving feedback that leaves your employees feeling fearful or defensive? Look no further than Marissa™ AI..your very own AI enablement coach!
With Marissa™ AI, managers and leaders can give feedback that builds trust and fosters positive workplace interactions.
How does it work? Marissa™ AI utilizes the SBI (Situation, Behavior, Impact) framework to ensure that feedback is accurate, objective, and unbiased. By focusing on the specific situation, behavior, and impact of an employee’s actions, Marissa™ AI helps to create a clear and constructive feedback experience. This allows managers and employees to realign their expectations and work toward desired results.
By fostering communication and trust between managers and employees, Marissa™ AI can help to improve workplace culture and productivity. So why not give it a try and see the positive impact it can have on your team?
Contextual and Constructive Feedback
Marissa™ AI takes into account the context of each situation and analyzes the employee’s behavior and its impact. This helps the tool to identify specific areas that need improvement and provide tailored feedback that is both relevant and actionable.
One of the biggest advantages of Marissa™ AI is that it allows managers and leaders to give feedback without jeopardizing candor. This means that they can provide honest and constructive feedback that is focused on improving performance, without worrying about how it might be received.
With Marissa™ AI, managers can create momentum for their team members, helping them to grow and develop in their roles. By providing feedback that is relevant and actionable, Marissa™ AI helps to ensure that everyone is working towards the same goals and making progress together.
Overall, Marissa™ AI is an invaluable tool for managers and leaders who want to provide effective feedback that helps their team members grow and succeed.
Real-Time Feedback
Have you ever needed help with giving feedback to your team members? Maybe you’re not sure how to phrase it, or you’re worried about coming across as biased. Well, fear no more! With Marissa™ AI, managers and leaders can generate impactful feedback in just a few minutes.
This is a game-changer when it comes to providing real-time feedback to your team.
Instead of worrying about how to communicate your message effectively, all you have to do is input some prompts based on the Situation-Behavior-Impact (SBI) framework, and Marissa™ AI will do the rest. You’ll get accurate, contextual feedback that can help address performance issues before they become bigger problems.
Gone are the days when you had to struggle with communication barriers or potential prejudices. With Marissa™ AI, you can provide feedback that is both helpful and objective. So why not give it a try? Your team will thank you for it!
Employee Growth & Development
We all know that feedback is crucial for improving our performance and achieving our goals, right? But sometimes, getting feedback can be uncomfortable or ineffective. That’s where Marissa™ AI comes in.
With Marissa™ AI, employees receive feedback that is tailored to their specific strengths and weaknesses. This feedback is based on critical events and actions, so it’s relevant and actionable. By providing practical insights, Marissa™ AI gives employees clear direction on how to improve their skills and take steps toward their goals.
The best part? Marissa™ AI‘s feedback is precise and personalized, so employees feel empowered and motivated to make positive changes. And as we all know, a positive change can lead to real growth and development.
Overall, Marissa™ AI is a valuable tool for any employee who wants to progress in their career. It provides insightful feedback that helps them build skills, set goals, and achieve success.
Have you ever felt like communication in your workplace could be better? Your team could collaborate more effectively, but you’re unsure how to make it happen. Well, that’s where Marissa™ AI comes in!
Marissa™ AI is all about building stronger relationships between managers and employees. We believe that trust, communication, and growth are key to creating a productive and positive work environment. By providing valuable feedback and insights on progress, managers become trusted partners in their employees’ journey toward success. This means that instead of feeling defensive or blaming others when problems arise, teams can tackle challenges with openness and constructive dialogue.
The result? More effective collaboration, greater productivity, and a shared sense of purpose. With Marissa™ AI, your organization can unleash the power of trust and communication to drive meaningful progress and success.
How Does Marissa™ AI Work?
Parting Note
With Marissa™ AI, you can say hello to a powerful tool that helps you unlock your team’s full potential!
Marissa™ AI makes providing constructive feedback a breeze. We generate personalized feedback for each team member that speaks directly to their strengths and areas for improvement. This means you can nurture and inspire your team members to reach new heights of success, without feeling overwhelmed or unsure of how to help them.
Our tool is your trusted feedback ally in building highly engaged, high-performance teams. With Marissa™ AI, you’ll be able to provide feedback that your team members can use to improve and grow, rather than feeling demotivated or discouraged.
So, why not give Marissa™ AI a try and see the difference it can make for your team? We’re confident that you’ll love the results!
Are you a manager or leader looking to bring out the best in your team? Do you need help engaging and retaining your employees in remote or hybrid work modes? It’s true leaders and managers have a lot on their plate when it comes to driving performance and engaging their employees at the same time. But here’s the thing – managers can’t just sit back and oversee their team’s tasks. They need to actively engage with their employees and build strong relationships. And that’s where listening tools like Engagedly’s Team Pulse come in handy.
Team Pulse is a fantastic tool that helps managers get real-time feedback from their team on a recurring basis. This means that managers can identify bottlenecks and issues that might be hindering productivity and take action to resolve them promptly.
Now, you might be wondering, do managers really need to have frequent meetings with their team to deliver results? The short answer is no. While meetings are important, they can be time-consuming and inconsistent. Listening tools like Team Pulse can help managers stay in touch with their team’s needs and identify areas for improvement without having to schedule endless meetings.
Overall, listening tools like Engagedly’s Team Pulse are a game-changer for organizations. By giving managers the ability to understand their team’s needs and take the right initiatives promptly, these tools can help boost employee engagement and drive better results.
Are you tired of constantly putting out fires in your team? Team Pulse is here to save the day!
With Team Pulse, you can stay on top of all the bottlenecks, demotivating elements, positive feedback, and critical issues that your team faces. No more guessing or hoping for the best. You’ll have your finger on the pulse of your team’s needs and ideas on a continual basis.
But wait, there’s more! Team Pulse doesn’t just keep you informed, it also empowers you to take prompt and necessary action before it’s too late. That’s right, no more procrastinating or dragging your feet. With well-informed decisions and prudent actions, you’ll be able to tackle any challenge that comes your way.
So, say goodbye to firefighting and hello to a more proactive and efficient management style. Try Team Pulse today and see the difference it can make for you and your team!
Going the Right Way
Have you ever wondered what your team really thinks about your organization’s culture? Are you racking your brains to discover what changes you can make to improve retention rates? With Team Pulse, you can perform smart pulse checks at regular intervals and get valuable insights from different demographics. And let’s be real, who doesn’t love a good demographic breakdown?
Plus, Team Pulse gives you a razor-sharp view of your work culture, so you can make informed decisions on where to focus your efforts. Ask your employees anything you need to know in a pulse survey!
But wait, there’s more! Team Pulse also helps with change management, so you can reduce attrition rates and keep your employees happy. It’s like having a secret weapon in your HR toolkit.
Think of Team Pulse as your organization’s personal clockwork. With a few simple clicks from your admin, you’ll be on your way to launching weekly pulses that will help you better understand your team’s thoughts and feelings. All you need to do is submit your responses before the submission date.
But wait, there’s more! Your managers can get in on the action too by reviewing the questions provided by the admin and adding their own, specific to their team’s needs. This means you’ll get to know exactly how your teammates are feeling about their work, which will help you all grow and succeed together.
And don’t worry, managers will be reviewing your responses and starting conversations with you and your team if necessary.
Freedom to Remain Anonymous
Team Pulse is not just your average feedback platform. It’s a place where you can provide transparent feedback or even stay incognito and give anonymous feedback. That’s right, no more worrying about your boss breathing down your neck.
With Team Pulse, you can finally let your true thoughts and feelings out without any consequences. Don’t like the way your manager handles your team meetings? Well, now’s your chance to say it without anyone knowing who you are!
And if you’re the boss, you can use Team Pulse to get direct feedback from your employees without involving their managers. That way, you can get an accurate picture of what’s really going on in the trenches and make informed decisions to improve your organization.
So, whether you’re an employee or a boss, Team Pulse is the perfect place to provide feedback in a safe, honest, and anonymous way.
Enhanced Employee-Manager Rapport
With Team Pulse, managers can reach out to their employees frequently, not to be nosy, but to understand their issues and seek their views. Say goodbye to the days of feeling like you’re shouting into the void because your opinions matter and your managers want to hear them.
Plus, with real-time feedback, managers can take quick action to solve problems and prevent them from happening again.
And employees, get ready to feel seen and heard. Team Pulse is the most convenient way to connect with your team and build trust with your managers. No more awkward water-cooler conversations or passive-aggressive emails. Just honest, open communication leading to a happier, more productive workplace.
Transparency Like Never Before
Team Pulse is all about creating an environment where employees can speak their minds without fear of judgment. You can collaborate with your coworkers and managers, share your ideas, and work together to achieve your goals.
Managers also benefit from Team Pulse’s transparent culture. They get a clear view of what their team wants and needs, which makes it easier to spot problems and come up with solutions. No more guessing games or assuming what your employees are thinking. With Team Pulse, everything is out in the open.
Why Now?
Currently, we have tools to Enable Development, Execute Performance and Engage Employees. However, the missing piece of the puzzle is a set of Listening & Measurement tools that will help the organizations to identify the challenges faced and take the right initiatives.
Team Pulse is a listening tool for managers to get real-time feedback from their team that’ll help them identify bottlenecks and take them to closure. Technically, it is a recurring set of questions sent out to employees on a set frequency.
Engagedly’s Team Pulse enables your organization to listen to employees throughout their lifecycle. It consistently gives you invaluable insights straight from your people, which would help you act on time and take appropriate decisions that would accelerate the growth of your organization. It works in three steps- Listen, Analyze, and Take Action!
Team Pulse Features
Engagedly’s Team Pulse is flexible in its approach to problem-solving and can adapt to organizational needs. Listed here are the features:
Admins add questions for the organization: Question library/Create questions
Pinning questions
Managers are allowed to add questions for their respective teams
Collecting anonymous responses
Adding questions from E10 in Team Pulse
Awarding points
Viewing resource center – (View Goals)
Viewing response history
Manager reviews
Commenting on responses/Adding people to conversations
Leaderboard and Nudge
Viewing, comparing, and downloading reports
Final Thoughts on Team Pulse
According to research done by Microsoft, ‘when managers help teams prioritize, nurture their culture, and support work/life balance, employees feel more connected and are more positive about their work.’
Achieving this depends on the frequency and quality of the team’s interactions, for which meetings are no longer the best way for managers. There are much more effective ways, including having fewer meetings altogether.
With Team Pulse, you can listen to your employees throughout their entire lifecycle, from onboarding to offboarding, and everything in between.
Team Pulse provides you with valuable insights straight from the source – your people! You’ll have access to information that will help you make informed decisions and take action in a timely manner.
Say goodbye to the days of being in the dark about what your employees want and need. With Team Pulse, you’ll be able to accelerate the growth of your organization by responding to employee feedback and making the necessary changes.
So why wait? Start using Engagedly’s Team Pulse today and show your employees that you’re listening! Let’s get Pulsing!
Aren’t you tired of juggling hundreds of apps to track employee communication and drive employee feedback? Log in to one app to share feedback and praise on a job well done; log in to another to set your goals and track them; and then yet another to communicate with the entire organization. Well, those days are done. Gear up to AMP up with Engagedly.
We have the genie in a bottle that’ll pack all those tedious and tiresome actions in just one place- your Email.
By integrating its modules with AMP‘s unique characteristics, Engagedly simplifies your work. Now, complete numerous tasks on Gmail or MS Outlook, such as taking action, participating in conversations, fostering interactions, and boosting involvement. Along with saving you time and effort, it greatly lowers app overload.
How does it do what it does?
Previously, you had to log in to one portal to share feedback, another to post surveys, and maybe another for internal communications. Fret no more. Now, with AMP emails, you can interact dynamically with content directly in the email message. Talk about easy breezy interaction with no app overload!
The modern app functionality is now accessible via email. Thanks to AMP for Emails, senders can now integrate AMP components and create rich, engaging emails. This dynamic email format offers a subset of components for usage in email messages.
How good is it?
The fun and engaging way to encourage engaging conversations
Promotes interactions and increases participation or completion by 2x
Picture of convenience with no app overload
Friction and procrastination take a nosedive
Fosters two-way communication
Interact and take actions directly from the mail
Major time-saver
No more context switching
Looking for more AMP advantages? Here you go!
Feedback faster than Flash!
Enjoy the power of interactive emails in your Google or Microsoft Workspace with Engagedly. You may answer, nudge, and leave a comment directly from the inbox thanks to AMP’s cutting-edge technology. Responding to requests for feedback is quick and done while on the go when you AMP up with Engagedly!
Simplicity leads to productivity!
Track your goals, engage in target-oriented conversations, and update your progress… all in one place. That’s right, inside your Gmail or Outlook inbox. Save time to dig deeper into your goals and achieve them with ease. It really is super convenient to goal it away on G Suite email.
Do you need to compliment someone, thank them for a compliment, or wish to like or comment on a compliment? Do all that and everything all at once, in one place!
Has your team or a colleague given you the report well in advance? Praise them directly from your Gmail or Outlook.
Social on the go!
Interact with your colleagues, keep track of important announcements, write a post, leave a comment, and share views with up-vote/down-vote acknowledgment – without breaking your rhythm of work. How? Because it’s all done on G Suite email or Outlook. In a nutshell, it redefines convenience. All thanks to Engagedly’s Social platform!
No more skipping surveys!
Another cumbersome survey to take? So much work to do and on top of that a survey to complete? Turn that frown upside down. AMP makes sure that you never miss out on surveys as it brings them right into your Google or Outlook workspace.
You can now respond to surveys, weekly team pulse, and engagement surveys… right from your Google or Outlook Workspace. It also accelerates your survey response rate with Engagedly’s interactive surveys. When it comes to surveys it’s time to say, “Yes, we can!”
In a nutshell
Staying ahead of the curve and the pack. Engagedly’s exclusive integration with AMP is all about making your work life easier and more fun. AMP up with Engagedly and be ready to combat app overload which is a major hurdle to efficiency.
The average organization has over 250 apps with less than 50% showing any meaningful engagement. Additionally, switching between apps frequently causes friction and encourages procrastination. The ability to communicate inside users’ preferred apps holds the key to the answer.
Be on top of everything without breaking a sweat! Convenience, efficiency, and productivity, all at once!
Imposter syndrome is an internal experience when an individual denies believing they are competent as others consider them to be. They also worry about being tagged as incompetent or incapable of meeting workplace expectations.
You aren’t alone in experiencing this syndrome when sometimes it becomes hard to cope. It’s also challenging to confess these feelings to others. Managers intend to support their team, but identifying and addressing the syndrome may not be easy.
Imposter syndrome is not what only new hires experience, rather, all people experience it. Research shows that 62% of workers experience imposter syndrome, and 42% of employees are experiencing both the syndrome with burnout worldwide.
The 2020 pandemic caused a rise in imposter syndrome. Self-doubt became a byproduct when employees started to work in isolation. Due to this, 33% of professionals reported how the pandemic, along with problems like imposter syndrome, impacted their professional confidence.
The symptoms intensified with fewer chances to connect and celebrate success with coworkers.
Signs of Imposter Syndrome
The head of Early Career Insights, Laura Mills, told Workest that employees with signs of imposter syndrome face difficulty accepting praise or compliments. They can even abstain from asking for help as, to them, it is a sign of failure.
Giving others credit for your success
You don’t realize success or accomplishments. You give accolades for other reasons except for the one you are to be praised for. These are types of imposter syndrome. People with a healthy knowledge of self-esteem can take credit for any hard-earned achievements. They will praise others but have problems accepting it themselves. No matter how privileged you feel, accept credit when it’s due at the workplace.
Taking up unnecessary pressure on yourself
Do you over-prep for every meeting and stay back to work even after your co-workers have left? Perhaps you are constantly comparing yourself and cannot handle the constant anxiety saying that you are yet to give your best. If this sounds similar, these are obvious signs of imposter syndrome and try to come out of it. People with the syndrome have a tendency to overcompensate with fear to avoid being ‘found out’. However, with success, the fear also worsens, resulting in an escalating cycle leading to an unbearable situation overall. Constant fear leads to procrastination.
Doing too much self-sabotaging
You receive an ambiguous email from your boss and get trapped in a spiral of anxiety. The email is enough to convince yourself that you may get fired. You keep on thinking that whatever you bring to the table to your boss might devalue you and hamper your future promotions.
You are already preoccupied with a story to make you unnecessarily anxious. Even when things aren’t falling into place with personal relationships or office colleagues and friends, deep down, you start believing that you don’t deserve to be happy. And that you have to take risks and will get hurt eventually.
Struggling with burnout
You may be struggling with burn out for years, leading to imposter syndrome problems. Burnout is a condition that is caused due to persistent occupational stress, and you may struggle to cope with it. Three characteristics to understand it is:
Exhaustion or fatigue
Lower work effectiveness
Feeling increased pressure and negativity from the job and being mentally distanced from the job
This shows how imposter syndrome gives rise to burnout situations. If you only overthink and never feel proud of your accomplishments, it can eventually lead to feeling low and getting a negative perspective on your occupation. Once this happens, you will stop caring about your professional performance in the workplace.
The situation can come up in different ways. An individual may be reluctant to negotiate for salary when hired. That reluctance to negotiate for salary again comes from the feeling that you are a fraud and getting the job is enough for you, no matter the pay scale.
It impacts self-care and doesn’t even take benefits like vacations or others. But you work hard throughout the day without leaving any stone unturned at your workplace.
These are some of the signs of imposter syndrome at work that both managers and employees can experience. If you recognize any of these signs with behavioral changes, try to acknowledge them. Whichever signs you relate with, it is important to find what drives you to those behaviors and the associated causes.
How to get rid of imposter syndrome?
Before holding on to negative self-talk when suffering from imposter syndrome, try the following to get rid of it.
Go by facts and not feelings
Imposter syndrome aggravates your feeling that your performance isn’t up to the mark. These are often based on fear and are not real. Try to combat imposter syndrome with facts, and don’t let your negative feelings win. That way, you can take actionable steps for what you cannot control.
You cannot stop your brain from creating stories, but you can try to center your thoughts around facts. When feeling trapped in an imposter syndrome, go by facts rather than feelings.
Look for Guidance
Look for guidance from a mentor who can help improve your soft and hard skills. This way, when you feel that you aren’t good at any task, you can get back confidence with the belief that you are trying your best. The mentor should be someone from your field with practical experience to support you. Moreover, if you trust the person, you can better share imposter syndrome as an employee and how you feel.
Learn from your teammates
A common instinct is to compare yourself with your teammate and think each member can outdo you. While comparing becomes a habit, try to reframe your perspective.
Next time you feel like comparing yourself with teammates, take a step back and try to learn from what you think are their superior qualities. You will have teammates who excel in various fields, and there’s a lot to learn from each, including yourself. That won’t make you less worthy. Instead, it’s an excellent opportunity to help others grow in a team. Recognize others’ good work and use it as a tool to improve yourself to deliver better in the future.
If you are a team manager, your priority should be to support each and reduce signs of imposter syndrome at work. A few ways can be:
Provide opportunities for connection
Every team member should have ample chances to connect with each other. Mentor any new member of the team and help them mingle better. Similarly, all the members should be aware of any available resources.
Clarify ways for communication
Without a clear sense of communication norms, it can be intimidating how to approach other team members. It can simplify the initial hurdle of communicating. Make sure to use the correct tool and person to contact when having doubts.
Keep a frequent check
Have a check-in during a meeting where team members can feel free to express how they are doing. Have a check-in during a meeting where team members can feel free to express how they are doing. Regular one-on-one meetings are also an effective way for managers to create a safe space for employees to discuss their concerns and build trust.
If managers are transparent about sharing thoughts, it encourages team members to do the same. So, when someone is putting a lot of pressure to give their best, managers can help them with positive feedback.
Get into the habit of sharing frequent feedback
More often, imposter syndrome isn’t based on a real situation. Situations leading to imposter syndrome can improve with comforting and frequent feedback from team members and managers. Once you have a sense that you are doing it right, it can work with confidence. A little feedback now and then, can boost your confidence and help grow the basis of working hard.
It is how managers can help team members conquer the syndrome with confidence and proper guidance. Managers should support the growth interests of team members, giving them the adequate confidence boost they require.
In conclusion: Can imposter syndrome affect your work?
If imposter syndrome seems to hold you back at work, try to identify the psychological discomfort behind the role. It is a temporary state of being in a person who is always thinking about whether they can give their best performance. If you are aware of workplace microaggressions, you must know how they can lead to imposter syndrome. So, challenge the lies beneath imposter syndrome and prevent it from aggravating. This syndrome can affect any area of activity, if you don’t let your negative feelings go.
Frequently Asked Questions
Q1. How does an HR handle imposter syndrome at work?
Ans. The role of an HR is to encourage managers with the latest tools and knowledge and create healthy expectations in the workplace. When an employee is not respected in a workplace it can lead to imposter syndrome. This is when managers should focus on inclusion, which can make one feel validated. Acknowledge hard work publicly that can boost an individual’s motivation.
Q2. Why is Imposter Syndrome a problem?
Ans. There are types of Imposter Syndrome that can lead to problems like:
Reduce wellbeing and increase the chance of mental health problems
Isolates an individual and impacts their interpersonal relationships
The sufferers fear of failing and fail to try new things due to failure
Q3. How to deal with imposter syndrome before it can hinder success?
Ans. Know the signs, and you aren’t alone in it. Try to distinguish between fear and humility. You can seek help from a mentor or manager who can show you the best ways to overcome those negative thoughts.
“Setting goals is the first step in turning the invisible into the visible.” — Tony Robbins
Fierce competition, ever-changing technology, and a capricious business landscape, coupled with the great resignation and aftermath of the pandemic, are the leading factors that are shaping global business.
In this uncertain environment, how are organizations keeping pace with growth and development?
While goal setting helps organizations keep track of their performance, it is essential to involve every employee in organizational success. So, how do you ensure that the entire workforce is committed to the organization’s goals and create initiatives that help meet those goals on time?
One of the ways that organizations can create, implement, and measure goals, is by adopting the OKR framework. It is one of the most popular and effective techniques that is used by organizations to achieve ambitious and aspirational goals. Through this framework, leaders and managers can keep track of employee initiatives and ensure their time and effort go into the most productive activities.
For decades, organizations have been using different approaches and methodologies to create and track employee goals. While there are multiple approaches available for goal setting, OKRs are one of the most widely appreciated and widely accepted throughout the world. It helps in articulating the organizational goals into simple objectives and provides measures to track and check the progress of every employee. Furthermore, it increases transparency in the organization and makes departments, teams, and individual employees more accountable for their key results.
As organizations are steering through pandemic-led challenges, it is difficult to track the progress and inputs of every employee. Moreover, setups like work-from-home and hybrid environments create barriers to communication, collaboration, and connection, which ultimately leads to less productivity and engagement. OKRs are a great mechanism to tackle such challenges and offer insights into employees’ deliverables.
Before we dive deeper into the intricacies of objectives and key results, let’s take a closer look at what it means to the organization and how it provides actionable insights to leaders.
OKR Templates
An OKR template is a document that helps organizations, teams, and individuals set up challenging and ambitious goals that are aligned. Also known as the OKR tracking template, it provides great insights into the achievements of team members and helps managers constantly track the progress of different goals.
The leading industrial and HR experts at Engagedly have created a number of OKR templates that accompany different aspects of goal setting and tracking. You can customize these templates to use them for your organization and keep track of the most important organizational goals.
What Are OKRs?
“One: set inspiring and measurable goals. Two: make sure you and your team are always making progress towards that desired end state. No matter how many other things are on your plate. And three: set a cadence that makes sure the group both remembers what they are trying to accomplish and holds each other accountable.” — Christina Wodtke1, Author of Radical Focus.
Objectives and Key Results” (OKRs) is a goal-setting and leadership framework. With OKRs, businesses can communicate their desired outcomes and identify key milestones to achieve them. OKRs help companies align their teams with their overall strategy and drive meaningful progress towards their goals.
It became a globally accepted and acclaimed strategy after Google started using it in the 1990s’. Thereon, it has found its way from Silicon Valley to innumerable startups and the world’s leading organizations, like Microsoft, Dell, Baidu, and Adobe.
But what makes it different from the other goal-setting methodologies like MBO (management by objectives) and SMART goals? Even though OKRs originated from MBOs, there are multiple differences in the structure, approach, goal review frequency, and degree of autonomy. OKRs help define the success strategy of the organization while encompassing the “What and How”, meaning they highlight the organizational objectives to be achieved and also provide a set of measures as key results.
To have a clear understanding of how OKRs impact the organization, let us first look at its components.
OKR is a great leadership exercise that can be conducted either monthly or quarterly. It helps align the efforts of resources toward achieving organizational goals by clearly outlining their objectives and the quantifiable actions necessary to achieve them. Keeping the focus on some specific and major objectives makes it easier to track their progress and ensures that the workforce is committing their efforts to achieving them.
What Are Objectives?
In simple terms, objectives are what is to be achieved. They are short, inspirational, organized, and clearly defined goals that lead to major changes in the organization. Objectives are aligned throughout the organization and are qualitative. Properly designed and effective objectives ensure that the workforce does not lose sight of the goals and puts their maximum effort into them.
The process starts with leadership deciding on 3-5 objectives to be accomplished. Then the departments and various teams under them set their own objectives based on the organizational objectives. The crux is to ensure the achievement of organizational objectives by channelling the efforts of every team member.
An example of an objective: Increase overall traffic to the website blog
Qualities Of Objectives
Every objective in the OKR bears some unique qualities. It is crucial to understand them to set relatable and clear objectives. Some of them are discussed below.
Very Clear: It is critical to have clear, unambiguous, and direct objectives that are understandable by every employee in the organization. They should be written in a manner that is easily interpretable and quickly understood.
Challenging: Challenges make teams and departments in an organization collaborate and work towards the mission. You can either bore your employees by making them work on something easily achievable, or you can flex them by putting a challenging objective in front of them. But it is important to ensure that objectives are not impossible to achieve, as this may lower the morale of the team and put them off track.
Actionable: Some objectives put your team to the test and offer them something challenging and actionable to work on and then some objectives seem vague and will put your team off. Creating actionable objectives is the key to imbibing enthusiasm in your employees.
Inspiring: Your employees should be energized while working toward your goals. By setting inspiring objectives, you can increase employee engagement and productivity and ensure they have something to look forward to.
Key results are a mechanism to measure the achievement of the objectives. Usually, every objective is followed by 3-5 key results that help in its accomplishment. They are measurable, specific, time-bound, and verifiable. They are signifiers that the objectives are in place and they support their evaluation by everyone in the organization.
Additionally, organizations create scoring systems to evaluate the key results. Usually, the system is in the form of a score varying from 0 to 1. The movement on the scale indicates the achievement of the key results.
Examples of key results
Below are the sample key results required to achieve the objective of increasing the overall traffic to the website blog.
Increase year-on-year traffic to the website by 100%
Optimize 50 articles every month
Publish 70 articles every month
Qualities Of Key Results
For key results to be effective and actionable, they should have the following qualities in them.
Measurable And Quantitative: Key results should be easily measurable in a unit or scoring system as defined by the organization. It should highlight the progress of the team or an individual towards the defined objective.
Supports Accomplishment Of Objectives: Achieving key results should be directly linked to objectives. A key result cannot exist on its own and must be related to the team or individual objectives.
Clear: Key results should be clearly defined and easily understood by the teams and individuals. The initial value and target score should be stated while setting the key results.
Time-bound: Setting a timeframe helps employees stay focused on the activities. Hence, it is important to fix the start and end of all the key results. All team members must be notified about the dates of key result activities.
History Of OKRs
The history of OKRs goes back to 1974, when Peter Drucker2, an Austrian-American management consultant and business enthusiast, invented Management By Objectives, popularly known as MBO. It became the predecessor of OKRs. Drucker’s purpose was to enhance the productivity and performance of an organization by introducing objectives that were agreed upon both by the leadership and employees.
It was in the 1970s that the co-founder and CEO of Intel Corporation, Andy Grove3, revolutionized the concept of objectives and key results. He used this concept to enhance the performance of Intel and increase revenue by manifolds. He used the MBO framework and tied the objectives with key results to create business excellence.
In 1975, John Doerr joined Intel and learned the concept of OKRs. He found it to be immensely useful in achieving objectives and empowering the employees. He then went on to teach the concept to the founders of Google, Larry Page and Sergey Brin, as an advisor while working at the venture capitalist firm, Kleiner Perkins.
At that time, Google was in its initial stages and quickly adopted the concept. Since then, thousands of companies, from multinationals to startups and even kindergartens, have adopted OKRs and used them to become tremendously successful.
There are two types of OKRs: committed OKRs and aspirational OKRs. Committed OKRs are objectives that are achievable and realistic, while aspirational OKRs are more challenging and ambitious. Both have different purposes and methods for achieving them.
Categorization of OKRs is done based on two questions: the first one is “What does the organization want to achieve?” and the second one is “How do we achieve it?”. By answering these questions, leaders can segregate the OKRs into two baskets: committed OKRs and aspirational OKRs.
Understanding the differences between the types of OKRs helps organizations organize their resources and adopt the methodology that is most suitable for bringing in the key results, driving culture change, and increasing employee engagement. As the purpose of the OKRs is to align the resources towards the most important organizational priorities, it is therefore important to categorize the OKRs to get the most out of the time and efforts of the employees. Let us understand the differences between them and which methodology works best for the organization.
Committed OKRs
Also known as “roof shot goals,” these OKRs highlight the focus areas where the teams are expected to have a 100% achievement rate. An organization sets committed OKRs to focus the efforts of teams on such parameters whose achievement is critical to the success of the organization.
Even though these OKRs are ambitious, they are still realistic and achievable. Hence, the teams are expected to deliver 100% on them. In a scenario where a department or a team finds that the committed OKR cannot be achieved in the current cycle, they must consult with the leadership and create solutions and alternatives to get the goals back on track.
Please note that there is no room for failure in committed OKRs. They represent the utmost priorities of the organization. Team members need to put their heads together to ensure the achievement of the objectives.
Aspirational OKRs
Aspirational OKRs, in contrast to committed OKRs, are stretch goals which are impossible to achieve in a given cycle. The purpose of creating them is to push the departments, teams, and individuals to go further than the committed goals and think better in their approach and execution. Also known by the name “moonshots,” aspirational OKRs drive team efforts towards creativity and innovation. As long as the organization sees considerable and meaningful success, falling short on the achievement of aspirational OKRs is not considered a problem.
Having a 100% achievement rate in aspirational OKRs is rare, and it turns out that if the teams were able to achieve it, then the OKRs weren’t aspirational. In such a scenario, an organization needs to work on improving the methodology of setting OKRs.
Committed Vs Aspirational OKRs: How To Choose?
A global multi-sector survey4 conducted by the Economist Intelligence Unit (EIU) with 500 senior executives from organizations with revenues of $1 billion or more found the following about goal setting.
Right implementing goals is critically important: 90% of the respondents shared that they failed to achieve all of their strategic business goals of wrong implementation.
Workforce capabilities define the success: 55% of executives found their business exposed to competitors because of inadequate delivery capabilities.
The above statistics highlight the importance of goal setting in the workplace and how it should be done in tandem with workforce capabilities. That’s why selecting the right mix of OKRs is important for organizational success. While an organization may want to have only aspirational goals to push their team to work hard and achieve more, having only aspirational OKRs can demotivate the team and exhaust them for never achieving their targets.
On the flip side, having only committed OKRs will inhibit the innovation, creativity, and problem-solving abilities of the team. They will never be attuned to failure and will be discouraged from risk-taking.
The best approach to selecting aspirational or committed OKRs is based on the organizational culture and strategy. For innovative organizations like Apple, Alphabet, and Microsoft, going beyond the comfort level is imperative, and setting aspirational OKRs is a must. And for organizations that are more into operational activities, committed OKRs will serve the purpose. However, in the long run, as the organization grows, it is crucial to have the right mix of aspirational and committed OKRs to pivot the organization towards success.
OKRs are the key to successful business planning. Organizations that have implemented OKRs found it to be immensely useful in creating an impact on the culture, business outcomes, engagement, and communication. Let us explore some of the benefits of using OKRs.
OKRs are the key to successful business planning. Organizations that have implemented OKRs have found them to be immensely useful in creating an impact on the culture, business outcomes, engagement, and communication. Let us explore some of the benefits of using OKRs.
Business Success
Time and again, it has been proven that organizations that opted for OKRs had tremendous success. The biggest benefit of OKRs lies in making organizations more agile and transparent. It aids in streamlining employees’ efforts to achieve real-world business outcomes.
By giving ownership to the teams to set their own objectives in cadence with the organizational goals, it increases accountability and makes them feel involved in the decision-making process. There is no doubt that organizations like Google, Netflix, and Microsoft have embraced OKRs and focused their efforts on achieving specific goals.
Strategic Alignment
Chris Zook and James Allen, in their book “Profit From The Core5” mention that between 1988 and 1998, out of 1,854 large corporations they surveyed, seven out of eight could not achieve profitable growth. Yet 90% of these organizations had detailed plans for growth.
The startling statistics highlight how important it is to align organizations and employees with goal setting. While you are burning the midnight oil to prepare plans for growth, not having the goal alignment will not lead the organization to its desired objectives.
OKRs help leaders, managers, and individuals align their efforts and focus on the most important goals of the organization.
Cultural Shift
For long, organizations have focused on output rather than focusing on outcomes. While many leaders still use the terms interchangeably, there is a lot of difference between them. In simple words, output is what the organization or a team does, and an outcome is the change accompanied by the output.
By focusing on outcomes, OKRs help drive employee engagement, higher performance, and transparency in the organization. When continued for a long time, it embeds into the organizational culture and brings purpose, commitment, and innovation into the system.
Clear Communication
As per a report6 by HBR, around 95% of employees are unaware of the organizational strategy. The key to connecting, empowering, and engaging employees is clear communication. An organization that fails to communicate its objectives clearly, suffers losses and employee disengagement.
Using OKRs can solve the challenges of communicating organizational, departmental, and individual goals to every employee. Weekly and monthly check-ins help create a communication channel to highlight any issues in the progress of any objectives.
The purpose of writing and implementing OKRs is to align the efforts of resources towards the achievement of core organizational objectives. They help bring purpose and meaning to the organization and offer employees something to look forward to. Even though all organizations create short-term and long-term business strategies, only a handful are able to execute them effectively and efficiently. Furthermore, non-alignment of resources with the objectives leads to substandard results and ineffective business delivery.
Most organizations opt for OKRs to bring accountability, transparency, and alignment to the system to implement and execute business strategies. It is important to have leadership involved in the end-to-end process to get actionable results and bring substantial change to the organization.
Creating and implementing OKRs can be cumbersome. It requires integration of teams and leadership to understand the complex problems to be solved and the mechanisms to follow. Let us now understand the process of getting started with OKRs.
The Ultimate Goal
A company’s ultimate goal is a pivotal point for the whole workforce. Departments and teams create their OKRs based on the objectives set by the leadership team. Hence, it is crucial to understand which objectives will solve the organizational challenges and which ones will offer growth opportunities. While there can be innumerable problems to tackle, concentrating on the mission and vision of the organization will help narrow down the most important aspects of organizational growth.
An example of an ultimate goal could be “to become the most preferred IT training provider in the APAC region.”
The best way would be to convert your mission and vision into overarching objectives and key results. This will provide a focus area for various departments and teams to create their OKRs that will support and contribute towards fulfillment of the ultimate objectives.
OKR Cadence
The frequency with which the organization and teams set their OKRs is known as the cadence. Usually, there are two cadences in OKRs: quarterly and annually. As organizational objectives are directional and take a longer time to accomplish, their cadence is set annually.
Departmental and team OKRs are more actionable and are set quarterly. The short-term cadence of departmental OKRs helps leadership change the strategy and direction if they are not contributing towards organizational objectives.
Setting an OKR cadence requires meticulous planning and understanding of the business environment. Refer to the following points while selecting the cadence:
Uncertain market conditions require setting up a short cadence to accommodate the recurrent changes.
For startups that aim to achieve more in less time, it is preferable to set up a monthly or quarterly cadence.
For organizations that are prone to technological changes and stiff competition, a shorter cadence will work well.
Cultural and behavioral changes in the organization can be achieved through a short OKR cadence.
A long cadence is generally suitable for large and stable organizations that are prone to sudden changes in the business environment.
Writing Organizational Objectives
Having a single objective will keep the energy and efforts of the whole workforce focused and channeled. However, based on the industry, size, and growth prospects, an organization can create 3 to 5 objectives after taking input from various teams.
It is important to involve all the key stakeholders in order to share their inputs regarding the most important organizational objectives for the next 12 months. The inputs collected from employees have to be evaluated against the company’s strategy and market position and then converted into objectives. Objectives should be specific, clear, and in agreement with what the organization should achieve in the next 12 months.
Keep the following pointers in sight while writing the organizational objectives.
Refer to the organization’s mission and vision statements.
Take past objectives into consideration and look at their key results.
Understand the most important business priorities that need to be addressed
Look at the OKRs that are performing well in the current cycle.
Understand the business and market complexities and decide what could be the pivotal point for the organization.
Writing Departmental And Team Objectives
Now that the leadership has decided the objectives to be achieved, it is time for departments and teams to create their objectives. They need to chart out the activities that will help the organization achieve its long-term objectives. The activities help keep the focus on the most important tasks that are vital for accomplishing the objectives. As team OKRs follow a quarterly cadence, it is important to craft objectives that can be achieved in the given cycle.
Setup OKR Scoring Method
How will you understand the progress your team has made towards an objective? To determine how well a team delivers on an objective, it is important to fix a scoring method.
There are different scorecards used by organizations to indicate progress. One such method is using a scale of 0 to 1, where 0 indicates no progress made by the department or a team on the objective. One can also use a 10 point scale for scoring OKRs.
The next step in measuring progress is labeling or benchmarking the scorecard. Labels help in understanding the overall accomplishment of an objective. For example, you can use labels like “30–40% as average progress and 50–75% as good progress.”
Communicate OKRs To Everyone
Sharing organizational and teams’ OKRs publicly helps in increasing the transparency in the system. Additionally, it brings more visibility regarding the organization’s most important priorities and helps employees collaborate to achieve their objectives.
Track OKRs
Successful implementation of OKRs lies in frequently tracking their progress by weekly check-ins and conducting a quarterly OKR review at the end of each cycle. OKR tracking assists in the following ways: understanding progress made on objectives, addressing any shortcomings, resolving any challenges encountered by the team, and motivating the team to continue putting in efforts.
OKRs are an impressive tool to track and measure the progress of organizational objectives. But there are times when things can go haywire. And to prevent such events, it is best to follow OKR’s best practices that help avoid any hiccups and inefficiencies in the process.
Onboard An OKR Champion
Creating and implementing OKRs is a challenging process, and many organizations fall prey to poor OKR adoption and implementation. To successfully incorporate OKRs into culture and business, it is crucial to have an OKR champion. A person with expertise in the adoption, rollout, modulation, and review of the OKRs helps channel and streamline the processes effectively. Furthermore, having an OKR champion will reduce the risk of running an incompetent and ineffective process.
Communicate OKR Benefits
To get the full range of benefits from the OKR methodology and framework, every employee in the organization must be well-informed about the process. By communicating the OKR benefits through different communication channels, leadership can ensure higher adoption and more visibility in the system.
Autonomy To Set Employee OKRs
Involving employees in setting their own OKRs increases their accountability, transparency, and trust towards the organization. Moreover, it will help employees choose the projects, tasks, and challenges that are more suitable for their skills and professional growth. Managers can hold discussions with the team members to understand their expectations and help them align their OKRs towards organizational objectives.
Hold Organization-wide OKR Review
To understand the overall impact of the OKR on the organization, it is important to hold an organization-wide review that discusses the achievements, setbacks, and improvement measures for the next OKR cycle. Such reviews provide OKR champions with insights to understand where the process is lacking and to suggest changes. It is important to note that the whole workforce should be part of the review meeting to incorporate the values of OKRs in them.
Mix Of Aspirational And Committed OKRs
As discussed in the previous sections, having the right mix of committed and aspirational OKRs keeps the workforce motivated and drives them towards organizational success. Additionally, labelling OKRs as committed and aspirational will allow employees to understand how much effort they have to put into a particular objective.
Incorporate Learning In The Next OKR Cycle
The weekly check-ins and quarterly OKR reviews provide valuable insights to the leadership to enhance the effectiveness of the process. Before setting the OKRs for the next cycle, it is important to look back at the feedback collected from the process and the managers and integrate them into the system.
Use Both Top Down And Bottom Up OKRs
An organization that is new to OKRs will naturally use the top-down cascading method, meaning the objectives are set up by the leadership and they trickle down to different teams and finally to the individual OKRs. On the other hand, the bottom-up approach allows employees to set up OKRs and convince the management of their adoption.
Much research has pointed to using a mix of both top-down and bottom-up approaches. It helps in keeping up the motivation and involvement of employees in their work and also ensures the leadership vision and objectives are met.
Performance Review, Promotion, And Compensation
The purpose of creating OKRs is to align the efforts of the resources in reaching organizational objectives.But some organizations make the mistake of tying compensation, promotions, and performance reviews to OKRs, which can kill their essence of transparency and accountability. Employee performance evaluation is an entirely different aspect of a business and must not be married to OKRs.
The above pointers help to avoid common OKR mistakes that organizations make while creating and implementing OKRs.
Setting up OKRs can be challenging for first-timers. But with experience and due diligence, one can create OKRs that bring in results. It is important to refer back to the past OKRs to avoid mistakes. Additionally, OKR examples can also provide quick insights to set up goals for various departments and teams.
Below are some of the OKR examples to kick-start the process.
OKR Examples For HR
Objectives
Key Results
Create an employee wellness program
Organize 5 mental health sessions per quarter for every team
Organize 5 physical wellness sessions per quarter for every team
Conduct an online webinar per month on physical and mental health
Increase employee registration for physical fitness activities by 50%
Improved training and development opportunities for managers
Increase manager enrollment in learning courses by 70%
Ensure 100% course completion rate by quarter end
Increase assignment submission rate by 80% for every course
OKR Examples For Information Technology
Objectives
Key Results
Enhance client data security measures
Reduce security breaches by 100% by the quarter end
Conduct 5 cyber security training sessions throughout the organization
Increase compliance score by 50 points by the end of the quarter
Reduce website and application load time
Decrease server response time by 3 seconds.
Increase code quality through code optimization from 2 to 3 by quarter end.
Product Management OKR Examples
Objectives
Key Results
Increase the count of daily active users on the application
Enhance the notification feature to increase daily notification from 1 to 10
Provide an application widget to directly sync the user’s calendar for the upcoming webinars
Increase reliability and scalability of the product for external stakeholders
Increase database security by 10% through the latest updates and code enhancements
Ensure all new joiners take mandatory data security training within 60 days of their induction
Resolve all outstanding client issues by the end of the quarter.
Sales OKR Examples
Objectives
Key Results
Increase quarterly revenue to $500,000
Work to increase lead conversion from 5% to 15% by the quarter end
Increase customer upsell from 7% to 10% by the end of the quarter
Increase customer acquisition in the APQC region from 10% to 15%
Increase high net-worth corporate client base
Target corporations with more than $100,000 turnover.
Increase promotional outreach from 10 to 30 clients per month.
Customer Success OKR Examples
Objectives
Key Results
Provide state-of-the-art customer enablement tools
Implement the latest updates to reduce downtime and lags by 50%
Enable query automation to reduce waiting time
Launch mandatory tool updates every month
Reduce customer response time by 50% by the end of the quarter
Increase customer involvement activities
Increase mandatory training activities from 5 to 7
Launch 7 free certification programs for inactive customers
Increase email outreach for latest guides and white papers from 4 to 8 every month
OKR Examples For Operations
Objectives
Key Results
Increase organizational productivity
Automate file keeping, record maintenance, accounting, and bookkeeping tasks
Provide 1 training session every month to employees to reduce recurring tasks.
Incorporate a learning management system to increase productivity and efficiency
Launch 5 team-specific training programs every month
Ensure an 80% completion rate from all the departments
Mentor and coach 5 employees from every department for managerial positions
OKRs have gained phenomenal success in the last two decades. From startups to multinationals, thousands of organizations have embraced it to reach their ambitious and most challenging goals. Due to its simplicity in setting up and tracking key business results, many renowned leaders have used it for personal and professional success.
Technically advanced OKR software, such as Engagedly, makes it easier to adopt and implement OKRs quickly. It offers excellent insights into understanding the progress of your important objectives and provides an execution-focused approach to aligning and tracking performance outcomes across the organization.
Every company’s success is dependent on its employees. However, not all organizations have a well-coordinated people strategy to support, connect, and interact with their workforce. Research by Gartner shows that a lack of people-centric policies, especially in post-pandemic virtual or remote workplaces, affected employee performance and well-being.
Organizations will only achieve their strategic goals if they prioritize their people. And this is where a people strategy alignment comes into the picture.
A people strategy entails more than just filling immediate hiring needs or implementing an onboarding program. It governs the entire employee-employer relationship. And it is up to HR leaders to develop an influential people strategy to attract and retain talented employees in today’s workplace.
What is a People Strategy?
A people strategy is a company’s overall plan for attracting, engaging, training, and retaining employees. It establishes the strategy for a company’s relationship with its workforce at all stages of the employee lifecycle, from recruitment to offboarding.
Leaders should collaborate with the rest of the C-suite, line managers, and finance to develop a people strategy. This collaboration serves two purposes: For starters, it keeps everyone on the same page. Second, it ensures that the people strategy achieves the organization’s overall business objectives.
As these groups come together, it’s critical to clarify what you want to achieve with a people strategy and keep these goals in the forefront of everyone’s minds to ensure everyone stays focused on them. According to Boston Consulting Group research, an influential people strategy should allow a company to:
What is the Importance of People and Strategy Alignment?
1. Increased decision-making speed
Indecision can stifle productivity, lead to missed deadlines, and have a domino effect throughout an organization. Organizational goals and alignment clarify who has decision-making authority over each work activity. Aligned organizations make better decisions and take less time to execute. Employees can also focus on doing their jobs rather than determining who needs to be consulted when making decisions.
2. Increased employee engagement
Most employees want to enjoy their jobs, believe their work matters, and know they are making a difference. An aligned organization communicates an employee’s work to the organization’s overall strategy. Employees are more satisfied and effective when they understand how their work relates to company strategy.
3. More resources are not necessary
An aligned organization clearly distinguishes between activities that promote growth and those that serve as a support function. It ensures that the company focuses its limited resources on the appropriate actions to promote growth, and align functional and business priorities. This enables businesses to do more with less, resulting in cost savings while increasing performance.
4. Enhanced self-government
Employees develop a clear vision of their work, priorities, and, most importantly, decisions as a natural result of a well-aligned organization. Because there is less ambiguity surrounding their responsibilities, employees have the confidence to make decisions independently rather than waiting to be told what to do or asking permission.
5. Reduce customer confusion
Customers and external stakeholders expect assurance and deliverables to be met consistently. An aligned organization develops mechanisms to ensure that processes within the organization exactly deliver what the customer expects. This way, the organization can consistently ensure customer satisfaction.
How to Attain Strategic Alignment?
Ensure that all leaders are on the same page
The executive team is responsible for outlining clear and compelling options for where to play and what actions to take. When done correctly, a successful strategic plan positions a company to outperform the sum of its parts.
Before you can expect your teams to consistently execute the strategy across the company, your leadership team must all agree that the strategy is clear, credible, and implementable.
Invest the time and effort necessary to align your leaders on your vision, mission, values, target market, unique value proposition, success metrics, and strategic priorities.
Next-level leaders (one level below the executive team) must buy into and commit to the strategic direction to achieve accurate strategic alignment. They must be actively involved in the strategy design process to accomplish this.
After you’ve got the executive team on the same page in step #1, we recommend getting honest and direct feedback from next-level leaders on what needs to be clarified, added, changed, or deleted for the strategy to be clear, credible, and implementable enough to move forward in unison. Then, have an open discussion with next-level leaders about the changes you did and did not include in your strategic plan and the reasoning behind your decisions.
Demonstrate how line managers and individual contributors contribute to the success
Line managers and employees will be far more invested in the strategic plan for success if they have a clear view of their role. Every employee contributes, from the cafeteria worker who understands that a nutritious and appealing meal sends employees back to work well-fed to the accountant who understands that accurate and timely reporting expedites decision-making.
Ascertain that everyone understands the overall strategy, and then assist them in defining their specific goals, roles, success metrics, and unique contribution.
Maintain the Plan in the Foreground
Your strategy communication should be clear, consistent, and ongoing. Every meeting should cover strategic links, progress, issues, and how to solve emerging problems before they become too big to handle.
The plan and progress should be communicated to all employees via emails, one-on-one meetings, company newsletters, social media, or any other means available to you. Be innovative while remaining transparent.
How Engagedly Helps to Achieve People and Strategy Alignment?
Creating a solid strategy is something that every organization strives for. A highly effective strategy assists organizations in establishing a competitive position, increasing market share, and thriving in a harsh business environment. Or they become obsolete and die slowly. However, here we will tell you why the Engagedly learning feature is the right tool to execute that strategy and bring the strategic processes to life.
1. Improve the onboarding process for new employees
The process of including new employees in an organization is known as onboarding. It’s critical to understand the distinction between onboarding and orientation. Orientation is a one-day event that usually kicks off the onboarding process. However, onboarding can last for months or even years after an employee is hired.
When hiring new employees, many businesses need to pay more attention to the importance of onboarding. 22% of businesses don’t have a formal onboarding program yet, and 49% have a partially successful process. What does lousy onboarding look like? New employees are less productive, stressed, disconnected, and more likely to seek alternative employment.
Companies spend a lot of money on employee turnover because of poor onboarding procedures. Onboarding increases employee engagement. The process benefits both new and returning employees, and company leaders.
The first days of a new job leave an indelible impression on an employee and lay the groundwork for their overall engagement with the organization. Engagedly tools such as LMS, goal-setting module, 30-60-90 reviews, file drive feature, and social sharing platform can assist you in providing your employees with the tools, knowledge, and roadmap they require from day one.
2. Maintain regular check-ins and project reviews
A check-in meeting allows managers to receive updates on current projects and challenges, reinforce team goals, and identify potential engagement issues as they arise. In other words, a check-in allows you to take the temperature of your team.
They are more akin to one-on-one discussions between managers and employees about their work, goals, well-being, and development plans. They will assist you in better understanding what your employees are working on and how you can help them. Employees are 3.5 times more likely to contribute to their full potential when they feel like they belong at work, which regular check-ins facilitate.
Employee engagement is becoming increasingly important for employees, as they feel isolated and unsupported due to remote work. According to Harvard Business School, 40% of those polled felt physically and emotionally isolated from their workplace.
Engagedly is a tool that provides tools for teams working on projects across departments and regions to conduct regular check-ins and project reviews. You can ensure progress and accountability across your organization with our ongoing check-ins, 360 assessments, OKR, and goal-setting software.
Conclusion
A people culture solidifies an organization’s foundation as a people-focused enterprise. Employees’ needs should be heard, acknowledged, and addressed. Great people managers are the critical missing link in developing a great organizational culture. Encourage good people management by including it in key performance indicators for managers.
Frequently Asked Questions
Q1. What is the relationship between HR and business strategy?
Employees in the organization reflect all elements that contribute to the actualization of the Business strategy, such as skill, attitude, competencies, reward, recognition, satisfaction due to effective promotion policy, desired behaviors to keep customers satisfied, performance, required passion, team spirit, and so on. This translates into business numbers like productivity, growth, and profits.
Q2. How do you get ready for a strategic planning session?
Several factors can impact how you prepare for a strategic planning session. What type of preparations are required heavily depends on where the group is in the strategic planning process. For example, if a company’s management team is starting, it may indicate that building clarity and alignment around the planning approach is critical.
Q3. Why is strategy formulation more difficult than strategy implementation?
Strategy implementation is transforming a previously developed strategy into a set of concrete actions. Strategy implementation is more complex than strategy formulation because it necessitates significant work and coordination. Implementation necessitates resources, time, and effort to ensure the plan is carried out effectively.
Engagedly’s platform for the social flow of work is intuitive and easy to use, so people can quickly get on board. The tool boosts 
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Learning Automation is here to revolutionize your employee learning and development, helping you build a culture of continuous learning that prepares your workforce for the #FutureOfWork.
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Promptly responding to goal progression makes a significant difference to individuals, teams, and the entire organization. Goals 2.0 includes a feedback feature that enables you to share instant feedback on your team’s progress or completion of goals. This feedback-driven approach helps your organization perform better in achieving its goals.
A human-centric organization treats the employee experience as primary, and that increases the efficiency of the workforce. In fact, Gartner’s research shows that 
