“Goals are very important!” Well, don’t we all know that already? But achieving those goals is more important than just setting them. To achieve goals, we need to keep track of our progress and plan a strategy.
Continue reading “Why Engagedly Is The Ultimate Goal-Setting Software That You Need!”
As Uber deals with the fallout of not only embracing an extremely toxic workplace culture but also actively enforcing it, it’s time for all organizations and employees to take a closer look at their own workplaces.
Continue reading “7 Signs That Can Help You Recognize A Toxic Workplace”
“It’s been a stressful week at work dude! I need a break already!”
This is a refrain, we hear all too often. If not from our own colleagues, we hear it from our friends or literally anyone around us. Why? Because workplace stress is real and at one point or the other everyone is affected by it.
Continue reading “6 Creative Workplace Stress-Busters For Employee Productivity”
The holiday season is upon us and even if you don’t celebrate the holidays in the religious sense, we are all aware that holidays are also considered the season of gratitude. But while we apply that gratitude to our friends and family, and are thankful for their presence in our lives, why is so hard to express or receive gratitude at work?
Continue reading “Employee Recognition: The Art of Gratitude”
Engagedly has recently begun hosting webinars on the website BrightTALK. We hope to cover a range of topics related to performance management and our application. On 27th September, we hosted our first webinar, 7 Steps To Building A Feedback-Driven Culture, presented by Aaron Adams, Partner of HR Alignment and Strategy at Engagedly. You can listen to the webinar here.
This article will provide you with a brief overview of the contents of the webinar. However, we recommend you listen to the webinar as it delves more deeply into the topic.
Numerous studies and articles have shown the importance of feedback. The right kind of feedback acts as a revitalizing tonic, giving employees and managers alike a boost of confidence or alternatively a timely course-correction. But when feedback exists by itself, it can be hard to get others to adopt it or see its benefits. However, when it’s part of organizational culture, it becomes easier to get everyone aboard.
There are numerous benefits to building a feedback-driven culture. They include increased engagement and improved performance. Not only is feedback beneficial for employees, but it benefits the organization as well. In essence, creating a feedback-driven culture is in everyone’s best interests.
So how does the 7 step process of building a feedback-driven culture work?
In order to build a feedback culture, it is important to gauge and assess the culture that already exists in your organization. By assessing the culture that already exists, it becomes easier to get a better grasp of what needs to be done.
Once you’ve got the culture portion figured, you need to decide what kind of feedback tools you want to utilize. There are certain factors that are important for you to consider like the ease of use, the implementation process, how it matches with the way work is done, and selecting the tool that best aligns with the culture of the organization.
Once you have chosen your feedback tools, the next thing you need to do is set up the tools. Setting up feedback tools is not just about configuring and integrating the tools. It also deals with user adoption, training users to use the tool, providing additional resources and support.
The success of a feedback process has a lot to do with how feedback is framed. In order to maximize the power of feedback, there are two things that need to happen. First of all, feedback needs to be meaningful. And secondly, feedback should focus on people’s strengths.
Once feedback tools have been implemented and a feedback framework has been implemented, people have to be taught how to give feedback (be it with a feedback tool, or just the act of giving feedback). In addition to teaching, feedback also needs to be practiced. We tend to adopt and model the behaviors that we see others using, especially those modeled by leaders. When you see people giving and receiving feedback frequently and making a habit of it, it becomes easier to do it yourself, so it’s important to deliberately practice giving feedback.
To know how the feedback tool is doing, and how many people are using it, you need to come up with a set of metrics and behaviors that you would ideally like to see it. You can then use this is as a yardstick to measure the success of the tool and note how much progress is being made.
The final step in the cycle is where you need to critically evaluate the entire process. Take note of what works. Take note of what does not work. You will find that there are certain processes you need to rework or reframe. When you’re able to identify what works it provides you with an opportunity to replicate the good and leverage internal champions to promote/reinforce your feedback-driven culture.
If you would like to see a list of upcoming webinars and attend them, you can visit this page, which displays our list of webinars.
Worried about how to retain your top talent? Need help to build your brand image? Fret not. Engagedly can help you do both.
Every employee at some point or other experiences workplace stress. It has become a part and parcel of the workplace. It is a common misconception that job stress only occurs when you do not like your job or have the wrong job. Job stress can even be experienced despite you holding your dream job or a job that you dearly love.
We are really lucky to have good, understanding bosses here at Engagedly. But, that’s not the case for everyone, and dealing with a bad boss is not easy at times. Not all bosses are bad, but few of them, the less said about them, the better.
Continue reading “The Ultimate Guide To Dealing With A Bad Boss”
Last month, we spoke of leadership mistakes and how they impact employee engagement. This week, we are going to focus on mistakes managers make and take a look at how they impact not only employee engagement but also employee performance.
Continue reading “5 Mistakes Managers Make That Can Be Avoided”
This is the fourth and final article in the Feedback article series. Previously, we focused on how to give negative feedback, how to accept negative feedback and the SBI model of feedback. This week, we look at how to accept positive feedback in the workplace.
Accepting positive feedback seems like an easy task. You can say ‘Thank You’ and then move on. Or, you can also use it as an opportunity to turn it into something useful.
Continue reading “How To Accept Positive Feedback In The Workplace”
Heavy is the head that wears a crown. As a leader, there are times when your patience will be sorely tested and you will be tempted to give up. But if you are a person who delights in leading people and has wanted to do so from the longest time, when the opportunity to be a leader presents itself to you, you will naturally jump at that opportunity.
Continue reading “6 Leadership Mistakes That Will Cost You Dearly”
Engagedly is proud to announce that we have been named one of HR Tech Outlook’s Top 10 HR Cloud Solution Providers for 2016!
HR Tech Outlook is a magazine that monitors the emerging trends in the HR technology industry and has an industry-wide readership of at least 50,000 HR leaders.
Engagedly was chosen by a distinguished selection panel comprising of a team of prominent CEOs, CIOs, VCs, and analysts, along with HR Tech Outlook’s editorial board. The panel was looking for applications that had broken new ground in the HR Tech industry. Engagedly was chosen ahead of hundreds of other HR Tech applications because of its ability to offer solutions that are scalable and customizable to meet the ever-changing demands of HR departments within organizations.
HR Tech Outlook’s latest issue will focus on HR Cloud Solutions that helps organizations understand best practices involved for building relationships with their employees. This issue will also feature the Top 10 HR Cloud Solution Providers list.
Engagedly’s class-leading suite of applications helps drive employee engagement by encouraging continuous and real-time feedback, aligning organization goals and values, by making employee performance reviews holistic.
Engagedly’s suite of applications include:
You can read what Srikant Chellappa, our Co-founder has to say about Engagedly here.
If you are interested in knowing more about Engagedly and how we can help you, you can visit our website or request a demo!
Zappos, the online shoe and clothing store, is known for its organizational values. Take a look at their organizational values and you’ll know exactly why the company is so famous. Zappos has let it’s organizational values drive it’s organization and as a result, it is also an extremely successful company.
But not every company is like Zappos and many do not even know what the term ‘organizational values’ mean, let alone why they are important.
To explain briefly: organizational values are values that an organization holds dear. They shape an organization’s vision and beliefs. Some organizations have their values visibly shown everywhere while some organizations have unwritten values that are known to employees all the same.
Organization values are important because:
Engagedly is a performance management software with elements of employee engagement. Request a demo today to find out how Engagedly can help your organization!
Strategic internal communication is very important for the success of any organization. Organizations with engaged employees have better results compared to others.
Happy employees are 12 percent more productive according to Professor Andrew Oswald’s study at Warwick’s Business School.
What are hiring managers looking for? And what would they like to avoid? If you are currently job hunting, or plan to do so in the near future, then these are answers that you need to know. There’s no magic charm to get that your job you have been badly wanting. But, there are a few do’s and don’ts that can help you get one step closer to getting that job. Read on to find out what those do’s and don’ts are.
In an organization, different people have different opinions on a particular thing, we agree with some we do not agree with some. But when it comes to disagreeing with the boss, most often employees tend to avoid such situations, fearing that it might affect their growth in the organization.
We all know how important it is to get social and make professional contacts. But so less do we realize how important it is to have friends at the workplace.
Continue reading “Why It Is Important To Make Friends At Workplace”
Have you been promoted to your first management position? Good management is really important for any kind of business. It is an overwhelming experience for first-time managers because of the new responsibilities that they are going to take care of.
Nobody wants to destroy employee engagement. Rather, most managers and leaders would like to foster engagement, especially with the help of rewards. But sometimes, the best of ideas crash and burn because they do not keep the following four points in mind.
Continue reading “4 Employee Reward Ideas That Can Destroy Employee Engagement”
Everyone wants a workplace where they feel respected and safe. A good sense of humor is admired by everyone. At workplace, humor can be a way to deal with work-stress and tensions. But what if this humor turns out to be offensive to others?
Inappropriate jokes at workplace is frowned upon these days due to the negative effect that it has on an organization as its employees. How do you as a Human Resource manager handle inappropriate humor at your workplace?
Continue reading “How To Deal With Inappropriate Humor At The Workplace?”
The old adage, ‘Money can’t buy you everything’ has a kernel of truth behind it. You can pay your employees the most handsome of salaries, but if you are not going to recognize it, it might all be in vain anyways.
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