Moving from traditional paper-based performance reviews to a performance management software can feel like a stressful experience, mainly because you are moving away from something that you know about to something that is new to you.
Continue reading “Upgrade From Paper-Based Performance Reviews To Engagedly”
On the back of their explosive growth of employee engagement solutions and performance management methodology, Engagedly has been ranked #2 on the list of top 10 Velocity Brands by The Starr Conspiracy.
Continue reading “Engagedly Ranked #2 On Top 10 Velocity Brands By Starr Conspiracy”
Throughout the year, the Engagedly blog posts timely insights around employee engagement, performance management, and leadership. In case you missed it, below you can revisit ten of our top blogs from this year.
Continue reading “A Glimpse At Engagedly’s Top 10 Blog Posts – 2019”
As an employer, how many times have you thought of employee happiness at your workplace and actually did something to make your employees happy?
Continue reading “Using An Employee Engagement Software For Driving Productivity”
In 1999, John Doerr made a presentation about OKRs at a fledgling startup.
Continue reading “How Can Organizations Benefit From Using OKRs?”
Employee retention is very important for every organization and recognition is the key tool to retain employees.
But most employers, even if they know the importance of employee recognition programs at workplace, cannot get employee recognition get done right.
Continue reading “Why Employee Recognition Programs Fail At Employee Engagement?”
![Defining Objectives and Key Results [2024]](https://engagedly.com/wp-content/uploads/2019/10/image-from-rawpixel-id-761795-jpeg.jpg){kind=tracking}
Have you aligned your employee goals with your organizational goals yet? If not, 2024 is the right time to get started with the practice. Learn how to establish this practice at your workplace this new year!
Continue reading “Defining Objectives and Key Results [2024]”
The New Year’s Eve is already around the corner and every year we all make a long list of resolutions to improve ourselves in every aspect of our lives.
In our previous article, we spoke about what resolutions you can have this new year as a manager. Here are a few more new year’s workplace resolutions that you can have as an employee!
Continue reading “8 New Year Resolutions Every Employee Should Have For 2018!”
Often, there are few habits that seem harmless to you as a manager.
Continue reading “5 Toxic Habits That Will Make You A Bad Manager”
What qualities should a leader possess?
Continue reading “5 Offbeat Leadership Qualities Leaders Should Possess”
Choosing Engagedly is just the beginning to creating a positive work environment and increasing workplace productivity. Goals are one of the most significant driving factors for employee productivity. You cannot achieve something without clearly defining what to do and without keeping track of your progress over time.
Engagedly’s Goals feature helps you do the same without any hassle or confusion. Here’s a screenshot of Engagedly’s goals module that can help you get started!
Continue reading “5 Steps To Get Started With Goals In Engagedly!”
Building a workplace culture from the ground-up requires some effort. But that’s an understatement. It actually requires a lot of effort!
Here are some tips that can help you build an organic and enviable workplace culture from the ground up.
Continue reading “How To Build A Workplace Culture That Works For Your Organization”
“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”
![7 Steps To Building A Feedback-Driven Culture [Webinar]](https://engagedly.com/wp-content/uploads/2016/10/Employee-Feedback.jpg)
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”
