Top 10 Unique “Employee Appreciation Ideas” for 2024

Employee appreciation is a cornerstone of a positive and thriving workplace culture. Recognizing and valuing the contributions of employees goes beyond mere acknowledgment; it cultivates a sense of belonging, motivation, and commitment within the workforce. When employees feel appreciated, they are more likely to be engaged, satisfied, and invested in their work, leading to increased productivity and overall job satisfaction.

In a rapidly evolving professional landscape, where talent retention is a key challenge, employee appreciation becomes a strategic imperative for organizations. It not only fosters a positive work environment but also plays a crucial role in attracting and retaining top talent. Employees who feel valued are more likely to be loyal to their organization, reducing turnover and contributing to the development of a stable and high-performing team.

Moreover, employee appreciation contributes to a culture of mutual respect and collaboration. It builds strong relationships between team members and leaders, creating a supportive atmosphere where individuals are empowered to give their best. In essence, the importance of employee appreciation extends far beyond surface-level recognition; it is a fundamental driver of organizational success, employee well-being, and the cultivation of a workplace where everyone feels seen, heard, and motivated to excel.

In this post, we are sharing 10 unique employee appreciation ideas that you can utilize in your workplace.

Frequently Asked Questions

Q1. Why is employee appreciation important in the workplace?

Employee appreciation is vital, as it fosters a positive work culture, boosts morale, and enhances job satisfaction. Recognizing and valuing employees’ contributions contributes to increased engagement, productivity, and long-term loyalty, addressing retention challenges in today’s competitive job market.

Q2. What are effective ways to show employee appreciation?

Effective ways to show employee appreciation include personalized gestures, recognition programs, experiential rewards, and creating a culture of open communication. Tailoring appreciation efforts to individual preferences and acknowledging both big and small contributions contribute to a more meaningful and impactful recognition strategy.

Q3. How does employee appreciation contribute to organizational success?

Employee appreciation plays a crucial role in organizational success by attracting and retaining top talent, reducing turnover, and fostering a collaborative and supportive work environment. Recognized and motivated employees are more likely to contribute their best efforts, driving overall team performance and contributing to the achievement of business goals.

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Unpacking the 5 Elements of Employee Well-Being

Employee well-being is a foundational element in creating a workplace environment that not only nurtures individuals but also significantly enhances overall performance. A focus on well-being acknowledges that employees are not just resources but human beings with physical, mental, and emotional needs. When organizations prioritize the health and happiness of their workforce, it creates a positive ripple effect on productivity, engagement, and job satisfaction.

One of the key advantages of emphasizing employee well-being is the direct impact it has on performance. Physical well-being, including factors like access to wellness programs, ergonomic workspaces, and health benefits, contributes to increased energy levels and decreased absenteeism. A healthy workforce is more resilient and better equipped to handle the demands of the job, leading to improved performance and sustained productivity.

Moreover, addressing mental and emotional well-being is equally crucial. In today’s fast-paced work environments, stress and burnout are prevalent concerns. Organizations that invest in mental health resources, offer flexibility, and promote a supportive culture create an environment where employees feel valued and understood. This, in turn, enhances focus, creativity, and collaboration, directly influencing performance outcomes. Ultimately, the importance of employee well-being in the workplace is not just a compassionate approach; it’s a strategic imperative for organizations looking to optimize performance and thrive in the long run.

In this post, we discuss the 5 key elements of employee well-being in the workplace.

Frequently Asked Questions

Q1. Why is employee well-being important in the workplace?

Employee well-being is crucial as it directly impacts overall job satisfaction, engagement, and productivity. Prioritizing well-being contributes to a positive work environment, reduces absenteeism, and enhances the physical, mental, and emotional health of employees, fostering a resilient and high-performing workforce.

Q2. What are the key elements of employee well-being?

Employee well-being comprises multiple elements, including physical health, mental well-being, and emotional resilience. These elements encompass factors such as access to wellness programs, mental health support, work-life balance, and a supportive organizational culture. Addressing these aspects collectively promotes a holistic approach to well-being.

Q3. How can organizations promote employee well-being in the workplace?

Organizations can promote employee well-being by offering wellness programs, creating ergonomic workspaces, fostering a culture of open communication, and providing mental health resources. Flexibility in work arrangements, recognition of work-life balance, and initiatives that address individual needs contribute to a workplace where employees feel supported and valued.

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The Future of LGBTQ+ Inclusion in the Workplace

Workplace diversity is a prime focus for HR professionals, people teams, and hiring managers. Building and maintaining an inclusive LGBTQ+ work environment is not only the morally right thing to do, but it also boosts the profitability and productivity of the organization.

Multiple studies have shown that creating a diverse and inclusive workforce leads to higher revenue generation and enhanced employee performance. For instance, a survey reveals that companies with diverse workforces have been found to yield 2.5 times more cash flow per employee. Additionally, 3 in every 4 job applicants prefer companies that embrace diversity.

This brings us to strategies and practices companies can implement to embrace LGBTQ+ diversity effectively while driving organizational growth and success.

Also read: 5 Companies Embracing Diversity and Inclusion Through Initiatives

LGBTQ+ Community in the Modern Workplace

LGBTQ+ is an acronym representing “lesbian, gay, bisexual, transgender, and queer/questioning.” The letter Q denotes both “questioning,” highlighting ongoing exploration of gender identity, and “queer” in some contexts.

According to a global survey by IPSOS, nearly 1 in 10 adults across 30 countries identify as LGBTQ+. In fact, over the past few years, LGBTQ+ visibility has significantly increased in workplaces. Having comprehensive inclusion efforts in place for LGBTQ+ personnel is, thus, a good move from both a business and an ethical stance. This is because when employees are respected and accepted, they feel less stressed and more engaged, leading to a cohesive team at the workplace.

Also read: Diversity vs Inclusion in the Workplace: What’s the Difference?

7 Strategies for Successful LGBTQ+ Inclusion in the Workplace

  • Create LGBTQ+-Specific Policies

It’s foremost important for employers to be responsible for having an LGBTQ+ inclusive workplace. One way to showcase responsibility is to draft LGBTQ+-specific policies safeguarding employees against harassment and discrimination by their co-workers.

Employers should display anti-harassment policies in common workplace areas to make people aware. Another step should be to review whether the current policies meet the workforce requirements or whether modifications are required.

Some other initiatives that can be taken under the LGBTQ+-specific policies include:

  • Gender-neutral/Unisex Restroom Facility:

Ensure employees can access unisex or gender-neutral bathrooms and toilets. It may not be practical for smaller enterprises to change the setup of their facilities. However, they should consider having at least one restroom/toilet facility designated as gender-neutral.

  • Advocate for a gender-neutral dress code:

According to a survey, 35% of respondents said they had hidden or disguised their LGBTQ+ identities at work out of fear of discrimination. Since gender identity cannot be described as binary, enforcing gender-specific dress codes at the workplace should be avoided. Gender stereotyping through gender-specific dress can lead to misunderstandings and dissatisfied talent.

  • Use of pronouns:

Many social media platforms, including LinkedIn, have enabled users to display their pronoun choice in their profile – she/her, he/him, they/them etc. Organizations must ensure the correct name and pronoun when speaking to or referring to an LGBTQ+ employee. This also includes having workplace forms and software with gender neutrality options.

  • Promote the Use of Inclusive Language

Employers should recognize offensive terms and address them. The use of gender-neutral language must be promoted to avoid bias towards a particular gender. 

Modern HCM software enables managers to select from a set of default gender possibilities or enter gender information for an employee. Of course, asking employees before confirming the setting is the right step. For more information about how to make the workplace gender-neutral, refer to this guide on building diversity and inclusion in your workplace.

  • Take Supportive Measures

Companies can encourage the workplace inclusion of LGBTQ+ workers by forming what is often known as PRIDE ERGs (employee resource groups). Additionally, companies can appoint LGBTQ+ Allies as support or mentors to raise concerns when the employee culture needs updating or modification to become more inclusive.

To ensure that all the supportive measures are effective, companies can conduct diversity surveys and take regular feedback from the employees.

Also read:  How To Motivate Employees In The Workplace
  • Include LGBTQ+ Inclusive Benefits

According to a survey by Remote, 47% of employees feel that an inclusive parental leave policy should take a gender-neutral approach. Over half of the survey participants remarked that the policy should give same-sex couples the same number of leaves as different-sex couples. 53% of respondents feel an effective policy must give adoptive couples the same length of leave as birth parents.

Failure to implement such regulations promotes prejudice against parents in the LGBTQ community. Incorporating adoptive parents into policies eliminates confusion, queries, and awkward conversations regarding their leave entitlement. Legislation ensuring equal rights for adoptive parents may also inspire more LGBTQ+ couples to pursue adoption.

Furthermore, breastfeeding is a vital part of parenting for many people. Clear guidelines for breastfeeding, using inclusive language, will help individuals who wish to breastfeed. Such a policy allows for breastfeeding breaks and provides access to pleasant non-gender nursing facilities for people who need to pump or feed at work.

  • Communicate Regularly

Employees belonging to the LGBTQ+ community should be empowered to have open and honest conversations with their managers. Similarly, managers must be trained to handle these communications without using or implying offensive terms, nurturing a positive culture. Employees should have a platform to voice their grievances and workplace challenges.

  • Conduct LGBTQ+ Training

One way of creating awareness, communication, and respect for employees is to conduct LGBTQ+ training in the workplace. This practice not only encourages sexual and lifestyle diversity but also contributes to the growth of organizations and society.

Training also aids line managers in becoming more equipped to deal with diversity-related issues. An effective training management system also helps organizations monitor their progress related to embracing diversity in the workplace.

Also read: 5 Coaching and Mentoring Examples To Empower Workplaces
  • Adopt an Inclusive Recruitment Strategy

When it comes to recruiting and managing LGBTQ+ talent, consider doing the following:

  • Job descriptions should indicate an openness to all gender identities and sexual orientations.
  • Educate and train hiring managers and the recruitment team on the LGBTQ+ inclusion policy.
  • Source talent beyond your usual networks by posting vacancies on LGBTQ+-friendly job portals to attract diverse candidates for hiring.
Also read: 10 Diversity Questions to Ask Employers During Your Interview
  • Raise LGBTQ Awareness Among Employees, here are some ways to raise LGBTQ+ awareness among existing employees and new hires:
  • Leverage your company’s website to showcase LGBTQ+ community friendliness. 
  • Highlight current LGBTQ+ practices, talent, and policies. 
  • Communicate your commitment to the community and celebrate milestones, achievements, community leaders, and their history.

A corporate website can also be a great platform for expressing your views and opinions. Draft a strong content marketing strategy communicating the employer’s commitment to the diverse talent pool. Highlight unique practices followed at the workplace and statistics supporting the company’s efforts and progress.

Also read: The 3 Benefits of Workplace Diversity

Wrapping Up

In conclusion, while progress has been made in fostering diversity and inclusion, unique challenges persist for LGBTQ+ employees in certain aspects of workplace culture. Research consistently shows that a diverse workforce leads to enhanced business performance. However, true inclusivity goes beyond recruitment; it requires the creation of a supportive culture that empowers individuals.

To support LGBTQ+ diversity and inclusion, employers can implement various strategies, such as respecting pronouns, fostering open communication, and providing training. Additionally, leveraging automated HR platforms can offer a transparent avenue for employees to voice their opinions and ensure an unbiased approach throughout their employment life cycle.

Engagedly is a modern cloud-based software dedicated to facilitating the entire employee lifecycle, embracing a comprehensive Diversity, Equity, and Inclusion (DEI) approach. Explore our website for effective management of a diverse and inclusive workforce, from onboarding to performance reviews!

Frequently Asked Questions

Q1. What do you understand from the climate survey?

Climate surveys are a type of feedback conducted to gauge participants’ opinions of the climate of an organization. It includes feedback on the quality and amount of interaction between diverse groups and people at the workplace. It also provides information on how people perceive the institution’s support for diversity, equality, and inclusion activities.

Q2. What does ‘allyship at the workplace’ mean?

Allyship is the workplace practice of finding a workplace companion or buddy for an LGBTQ+ individual. An ally assists in creating a safe workplace culture for LGBTQ+ professionals. LGBTQ+ allies help in mitigating bias by:

  • Taking a stand for LGBTQ+ co-workers
  • Being a part of LGBTQ+ ERGs
  • Encouraging gender-neutral greetings

Q3. How does equality differ from equity?

Equality refers to the practice wherein everyone can access the same resources or opportunities. Equity, on the other hand, refers to recognizing that everyone’s circumstances are unique and must be given the precise resources and opportunities required to achieve an equal outcome.

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How to Overcome Imposter Syndrome in the Workplace?

Many business executives have experienced “imposter syndrome” at some point in their careers. Comparing yourself to colleagues and feeling like you don’t measure up can breed paralyzing self-doubt, which can have a negative impact on your business operations.

Although imposter syndrome is frequently linked to employees in high-pressure tech and commercial contexts, it affects a far broader range of people. Imposter syndrome affects up to 82% of people, including college students, medical professionals, teachers, accountants, and others. Imposter syndrome affects everyone, but according to a report by KPMG, 75% of women in senior positions have experienced imposter syndrome at some point in their professional careers.

Nobody likes to feel like an imposter at work. But the truth is imposter syndrome exists for real. If you’ve ever felt like you don’t fit in or that you don’t deserve your work, you’re not alone.

To combat imposter syndrome at work, you must first believe in yourself and your talents. The sooner you accept yourself for who you are, the easier it will be to celebrate your accomplishments along the way.

This article presents a comprehensive guide about imposter syndrome in the workplace and how to deal with it. Let’s understand what imposter syndrome in the workplace is.

What is Imposter Syndrome?

Imposter syndrome occurs when you doubt your capacity to execute your work, contribute toyour community, or achieve personal goals. It frequently affects people who feel unworthy of their accomplishments and the high regard in which they are held. People suffering from imposter syndrome frequently worry about being “found out.”

Imposter syndrome was initially described by psychologists Pauline Clance and Suzanne Imes in 1978 while exploring why high-achieving women believe they are inadequate. Although this initial study focused on women, anyone, regardless of gender or professional status, can experience imposter syndrome. And it’s far deeper and more subtle than any single definition can capture.

Signs of Imposter Syndrome

  • You’re giving everything you’ve got until you’re exhausted. For example, you could stay late and/or come in early every day.
  • Beating yourself up for little faults–when it comes to yourself, you can’t “let the little things go.”
  • You may be afraid of being “found out” by your coworkers or employer. Likewise, you may believe you’re deceiving people and feel like a fraud.
  • You are unable to accept compliments because you never believe your work is good enough.
  • You think your job or career defines your life.

How do you Feel When you Suffer From Imposter Syndrome at Work?

As per an article in the New York Times, this is how you may feel when you suffer from imposter syndrome.

  • You feel like a fraud
  • You devalue your worth 
  • You undermine your experience or expertise

Types of Imposter Syndrome

Impostor syndrome manifests itself in five different various ways in humans. Each person’s experience with imposter syndrome is unique. However, there are some characteristics that people may share.

A. The Expert

According to Young, professionals will not be pleased with a task until they believe they know everything about it. This person may spend so much time looking for knowledge that completing activities and projects becomes difficult.

B. The Perfectionist

Perfectionists frequently suffer significant levels of anxiety, doubt, and worry, particularly when they set extremely difficult goals for themselves that they cannot meet. Rather than celebrating their accomplishments, a perfectionist would focus on areas where they could have done better.

C. The Natural Genius 

Natural geniuses can learn many new talents quickly and readily, but when faced with a difficult goal, they may feel ashamed and inadequate.

D. The Soloist

The soloist is a dedicated individualist who wants to work independently. The soloist may be afraid that asking for help will expose their inadequacy. They may refuse and discourage help in order to show their self-worth.

E. The Superhero 

The superhero frequently shines because  of tremendous effort and overwork. This person is more prone to burnout, which impacts physical and mental health and interpersonal relationships.

How to Overcome Imposter Syndrome?

Forbes Coaches Council shares 15 ways to deal with imposter syndrome. Let’s discuss them one by one.

#1 Never go away from the reality

The first step to getting over imposter syndrome is to become aware of your negative beliefs. You know, the ones where you assume your coworkers think you’re stupid and take every scowl or lack of lunch invitations as confirmation of that truth.

When this type of thinking arises, it is critical to acknowledge it as a thought rather than a fact. Rather than getting drawn into negative thinking, make it a self-affirming statement.

Our emotional state impacts our perception. If you’re worried about a tight deadline or a difficult assignment, worry and self-doubt may be your go-to emotions. You must accurately notice your own feelings and triggers in order to develop effective coping techniques.

#2 Understand your strengths and weaknesses

It’s easy to become so preoccupied with your to-do list, overflowing emails, blunders, and flaws that you overlook your own talents and accomplishments. Make another list, this time of all the abilities and accomplishments that make you particularly qualified for your job, so it’s at the forefront of your mind when you’re having a terrible day.

Another technique to protect yourself from negative thinking is to keep a work notebook in which you record any good comments you receive. According to Steve Pritchard, a human resources consultant for the clothing brand Ben Sherman, creating an email folder to organize all the positive emails you receive from colleagues and clients is a good idea.

#3 Create a support network to get over imposter syndrome

The worst thing that people suffering from imposter syndrome can do is isolate themselves from honest and affirming comments from others. But that doesn’t help much. Instead, work hard to develop relationships with your coworkers so that you have somebody to go to lunch with and count on for advice, especially as a newbie.

Another relationship you should cultivate is with your boss. Don’t wait until your yearly performance evaluation to acquire your boss’s opinion on your job. Inquire about what you’ve done well and what you could improve on.

It is normal to not know everything whenstarting a new job or a new career. Managers value someone who is curious, eager to learn, and asks insightful questions.

Once you’ve established a trustworthy network, you won’t be hesitant to seek advice from your coworkers if you’re unclear on how to approach a task. Instead of being stuck and feeling like an imposter, seek assistance if you are unsure what to do.

#4 Gather as much knowledge as possible

Overcoming imposter syndrome will not happen quickly, but there are definite steps you can take to avoid it. Do you know the expression “knowledge is power?” That is correct. The more you understand about your job and industry, as well as your professional development, the more power you will have at your disposal. And when you have power, you won’t allow imposter syndrome to hold you back any longer.

#5 Find ways to boost yourself on your own

“Nothing succeeds like success,” they say. You can regain your confidence by recalling all the ways you’ve made a difference. List your most significant achievements. Where have you made an impact? When was the last time you contributed significantly? What was your most recent big win? This will assist you in seeing yourself as others view you—as a valuable contributor who deserves to be in the room.

#6 Look for a mentor

At some point in their work, everyone finds themselves in a new scenario. Finding a competent mentor who has experienced it before can make all the difference. As an experienced person, the mentor can offer strategic ideas, support, encouragement, and constructive criticism based on their own experience, as well as act as a sounding board.

#7 Develop Self-Awareness

To begin, boost your confidence by not succumbing to impostor syndrome. By increasing your self-awareness, you can detect the early signals of impostor syndrome in your thoughts and replace them with confidence-building notions. Without a high level of self-awareness, self-defeating thoughts will invade and take over your mind before you know it. 

#8 Look for Confidence Outside of the Workplace

Everyone may boost their confidence in a variety of ways, not only at work. They can participate in extracurricular activities through professional organizations, children’s sports, nonprofits, and so on. They can establish teams, hone their leadership skills, and acquire confidence by organizing and directing programs, initiatives, and events. These abilities translate nicely back into the workplace.

#9 Acknowledge the feelings, validate them, & then let them go

Just because your interpretations of an incident are stories (rather than facts) does not invalidate your sentiments. Ignoring your emotions isn’t the answer to overcoming imposter syndrome. Rather, the best method to combat this sensation is to accept that you’re feeling bad, verify that it’s okay, and then let those sentiments go if they’re unfounded.

#10 Face it

Sometimes confronting imposter syndrome is the best way to combat it. Celebrate the next time you feel you’ve performed something well! Share your accomplishment with your team if you feel comfortable doing so.

When you accomplish an excellent job, it does not confine you to doing this. Make a list of the traits and skills you have. These can be specific to your role, such as being an excellent salesperson, or more general to who you are, such as always being available to your team members.

What Must Organizations do to Avoid Employees Experiencing Imposter Syndrome?

  • Employers must promote affirmation and recognize achievements in the workplace.
  • Create an inclusive culture in which people feel safe speaking up without fear of being labeled as inept.
  • Show your staff what it’s like to work as a human being by demonstrating good stress management, self-compassion, and empathy.

The Upside of Imposter Syndrome

There are a number of existing recommendations to help workers try to overcome their imposter syndrome feelings. However, an article titled “The Hidden Uupside of Imposter Syndrome” on the BBC shows that the true purpose should be to challenge the underlying belief that imposter syndrome is harmful.

The article further states that imposters can surpass their non-imposter peers in interpersonal skills by leaning into emotions of inadequacy. Instead of resisting or overcoming imposter syndrome in the workplace, they put extra effort into communication, which ultimately benefits them in the long run.

Frequently Asked Questions

Q1. What is an example of imposter syndrome?

Here is an example of what it’s like to experience imposter syndrome: You’ve been in a certain role for a few months, but when others refer to you by your formal title, you feel like a phony since you haven’t mastered it.

Q2. How do I stop feeling like an imposter at work?

Discuss it. There is no award for coping with imposter syndrome alone, so seek help from reliable friends or coworkers. Many people suffer from impostor syndrome, although it is usually kept a secret. Use those in your trusted circle as sounding boards for your own impostor beliefs.

Q3. Should I tell my boss that I have imposter syndrome?

According to a recent HubSpot study, 69% of employees who suffer from imposter syndrome seek positive and useful comments about their performance. Speaking with your boss/manager can assist you in working toward your goals and breaking them down into small tasks to tackle one at a time.

Q4. What triggers imposter syndrome?

Imposter syndrome is most likely caused by a combination of variables, including personality qualities and family history. According to one idea, imposter syndrome is found in households that place high importance on accomplishment above all else.

Q5. How do you treat someone with imposter syndrome?

First, validate your coworkers/employees as human beings with inherent worth and accept them unconditionally. Second, acknowledge and applaud their accomplishments.

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How to Integrate Your DEI Strategy into Your Business

Do you want to create a workspace where every individual feels empowered? DEI might be the way to go. It helps you build a safe, happy workplace where everyone feels like they belong. In today’s evolving business landscape, Diversity, Equity, and Inclusion are the parameters human resource management must employ in their daily routine. It has become the key indicator to identify the most supportive and progressive companies. 

A recent survey has reported that 81% of employees check out the company’s vision for DEI before applying for a job. Hence, crafting a robust DEI strategy is imperative for businesses across various domains. It positions the organization at the forefront of every candidate’s consideration and propels the company to outperform its competitors.

Read on to learn how to incorporate diversity, equity, and inclusion into your business practices!

What is DEI?

Diversity, Equity, and Inclusion (DEI) is a framework within an organization that encourages the fairness and complete participation of all individuals in the business.

  • Diversity – Eliminating differences between people in the aspect of gender, age, nationality, religion, identity, disability, and more
  • Equity – A concept acknowledging certain factors are privileges for some and hindrances for others
  • Inclusion – A culture where every employee feels accepted, seen, and valued

Drafting a holistic DEI strategy is now integral to every business’s progress and success. The plan also helps businesses enhance employee experience, eliminating any obstacles employees face in their workplace. 

How to Implement DEI Strategies in the Workplace?

More companies are seeking ways to sustain DEI in their workspaces, and for good reasons. From diversity in the recruiting process to manifesting gender pronouns, there are numerous ways to implement DEI strategies into your business practices. Here, we have listed six effective ways to help you create a DEI-safe workplace environment.

A. Define goals for the DEI strategy

The initial step in implementing a DEI strategy in your workplace is to clearly define and set goals. Identifying specific, measurable objectives is crucial. Some common goals with significant impact may include:

  • Promoting unbiased representation of employees at multiple levels in the company
  • Providing training and promotion opportunities for marginalized and underrepresented groups
  • Employing equity in the workplace culture practices regarding promotion, salary, and more

B. Harness diversity in the hiring process

Fostering a diverse and equitable hiring approach should encompass a range of abilities, genders, skills, ethnicities, and individuals from all identities. The strategy aims to minimize biases and actively support candidates from underrepresented groups. Establishing such an inclusive workforce within an equitable environment not only allows individuals to shine but also contributes to enhancing your bottom line.

C. Get feedback from Employees

In today’s DEI-emphasized corporate landscape, every organization should acknowledge the significance of diversity, equity, and inclusion. Consequently, engaging with your employees to gather feedback on every aspect of your business at the appropriate times becomes imperative. This approach facilitates the creation of a more inclusive workspace, informed by the perspectives of those for whom the strategy is implemented and who are most impacted by it. By doing so, you can establish comprehensive diversity policies, fostering open communication and improving practices within the workforce.

D. Encourage collaboration

Promoting teamwork with people from diverse backgrounds results in a better learning experience. Collaboration in the workplace ensures inclusion and workforce diversity. It will help you build a centralized community in the office, making everyone feel valued. Moreover, you can drive commitments to DEI by getting employees at every level involved to make long-lasting changes.

E. Reinforce DEI with training programs

Employees play a crucial role in fostering a more inclusive workplace by adapting their habits, mindsets, and behaviors. Organizing a comprehensive training program becomes instrumental in raising awareness and actively promoting Diversity, Equity, and Inclusion (DEI). This program should encompass themes such as thinking and acting inclusively, managing unconscious bias, and preventing stereotypical judgments and microaggressions.

F. Drive communication and recognition

Employees feel safe and confident enough to speak up and engage when organizations encourage open communication at all levels. In addition, recognizing employee performance and celebrating the success of individuals, teams, and the entire organization also helps. This effort should ensure that appreciation does not go to certain classes or backgrounds of employees; instead, recognition should be based on merit and performance.

How does DEI Inspire Your Business Strategy?

Across the board, diversity and inclusion in the workplace influence the growth of employers and employees positively. Let’s explore how DEI inspires your business strategy and results in successful outcomes.

A. Expanded reach and customer base

DEI strategy is imperative for your business as it aids in expanding your market reach and achieving a broader customer base. Embracing workforce diversity allows you to understand the needs of diverse customer groups.

Inclusion in the workplace, both internally and externally, will create trust and loyalty among consumers, despite their various backgrounds. Your commitment to DEI will make your potential customers feel valued, respected, and heard. This will ultimately foster brand loyalty and drive excellent business growth.

B. Better talent acquisition and retention

The process of attracting and retaining top talent is vital to ensuring the long-term growth of your organization. In a competitive market, job seekers actively seek out high-performing companies that prioritize workforce diversity. Simply put, it will promote a sense of belonging, boost productivity, and reduce turnover rates.

According to a survey by Better Up, organizations championing Diversity, Equity, and Inclusion (DEI) initiatives witness a 56% increase in job performance, a 50% decrease in turnover, and a 75% decrease in sick days among employees. Embracing a DEI strategy not only enhances financial performance but also significantly contributes to increased employee engagement and improved retention rates.

C. Promotes global competence

Businesses in today’s world are interconnected to keep up with the pace of global marketing. Cultural complexity and communication skills are vital to success in any international venture. Boston Consulting Group has found that organizations with a DEI strategy have witnessed over 19% higher revenue with more engaged employees.

Integrating DEI strategy into your business practices will enable you to navigate through these cross-cultural events, build meaningful relationships, and adapt your services or products to diverse markets.

D. Alleviation of risk and reputation management

Ignoring the importance of DEI strategy may adversely affect your organization’s bottom line. In the age of digital media and increased public awareness, supporting discriminatory practices can cause potential reputational damage to an organization.

However, opting for equity and inclusion in the workplace helps reduce the risk of a negative reputation. Proactively implementing workplace diversity and inclusion will protect your brand image in the market and position you as a responsible corporate leader.

Summing Up

The societal landscape is continually evolving, marked by significant shifts and an increased emphasis on equality and inclusion in the workplace. The paramount goal of establishing a Diversity, Equity, and Inclusion (DEI)-inclusive environment is to embrace every background, culture, and perspective. Beyond moral and ethical considerations, businesses recognize that DEI yields diverse predictive insights in both employee and customer aspects.

At Engagedly, we understand the complex challenges of implementing the DEI strategy into your business practices. With extensive experience and knowledge, our team offers customized solutions to help you navigate this essential journey. We offer training and guidance to assist your organization and employees in embracing diversity, instilling equity, and fostering inclusion, thereby unlocking the numerous benefits it brings.

Frequently Asked Questions

  • How do you implement DEI in a company?

While implementing DEI initiatives, every step requires adequate preparation time for success. The necessary steps include analyzing the starting point, defining goals, choosing the chief diversity officer as a leader, assessing resources, and measuring success.

  • Why should organizations focus on DEI strategy?

Experts have revealed that the DEI strategy has the potential to increase sales revenue and profits and improve the customer base. Diversity, equity, and inclusion (DEI) is the right thing to do to promote a better workspace for employees.

  • What are the benefits of implementing DEI initiatives in the organization?

Implementing Diversity, Equity, and Inclusion (DEI) initiatives in an organization yields numerous benefits, including enhanced employee performance, reduced turnover, improved innovation, increased customer satisfaction, and strengthened organizational reputation. Additionally, DEI fosters a more inclusive and equitable workplace, contributing to overall business success.

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Future of Work and DEI in the Workplace Today – Engagedly

A survey by Valuvox across 11 Indian cities found that 77% of business owners believe that not prioritizing Diversity, Inclusion, and Belonging (DI&B) could negatively impact their organization’s growth and performance. With today’s workplace reinventing itself, it wouldn’t be wrong to say that diversity, equity, and inclusion will become more than buzzwords in the coming years. They will be integral to building a healthy and prosperous workplace culture.

Till now, many organizations have considered DEIB as a part of compliance and primarily engage in these efforts to avoid legal challenges. However, today’s businesses have begun to understand that embracing diversity is a moral imperative and pivotal to their bottom line. 

This blog delves into the critical significance of embracing Diversity, Equity, and Inclusion (DEI) in the workplace, exploring its future outlook in 2024. 

Also read: Building Diversity and Inclusion In Your Workplace

Diversity and Inclusion in the Workplace

Workplace diversity encompasses the inclusion of individuals from diverse racial, ethnic, and cultural backgrounds, extending beyond gender, social status, and ethnicity. It signifies a commitment to fostering an environment where everyone is respected and valued.

Additionally, an inclusion program cultivates a workplace culture that prioritizes respect, acceptance, and value for every employee. This practice encourages mutual respect, amplifies diverse voices, and invests in the personal and professional growth of all employees.

A study by Forbes reveals that companies ranking high in gender diversity outperform their competition by 15%. The results get even better for companies that practice ethnic diversity (employees from various cultural and diverse backgrounds). They showcase performance that is 35% higher than their competitors.

In addition to making everyone feel good, a diverse and inclusive workplace helps businesses find top talent, expand into new markets, and develop truly innovative ideas!

Also read: Diversity vs Inclusion in the Workplace: What’s the Difference

What is the Future of DEI in the Modern Workplace?

Studies show that a diverse workforce often performs better than their less diverse counterparts. A Gartner report suggests that nearly 75% of businesses with decision-making from diverse­ and inclusive backgrounds surpass their financial goals. The research further concluded that teams e­mbracing gender diversity and inclusion outperform te­ams with less diversity by 50%, on average­.

A company’s commitment to DEI can result in even more benefits than just propelling revenue and building effective teams. Implementing effective diversity, equity, and inclusion workplace practices also helps organizations gain an edge over competitors by targeting a vast talent pool and fostering innovation. 

Also read: How To Build A Workplace Culture That Works For Your Organization

However, with today’s workforce transitioning to hybrid work models, businesses must create a respectful work environment that aligns the culture and values of employees with those of the organization. Below are seven effective ways to make your organization future-ready for DEI.

7 Ways to Make Your Organization Future-Ready for DEI

As businesses formulate distinctive growth strategies in the aftermath of recent challenges, here are a few ways to make your workplace future-ready with a robust DEI program for tomorrow.

1. Use the power of storytelling

When individuals narrate their stories, it helps them connect with other people. Storytelling can be an integral part of every culture. To make the workplace inclusive and authentic, employees must communicate their stories and be willing to engage in open dialogue in their personal and professional lives. Employers must provide a safe platform where workers can get to know one another.

Also read: How Internal Communications Can Align Your Employees with Organizational Goals?

2. Mitigate unconscious bias

Organizations willing to start their DEI journey must begin by identifying and naming the types of biases that are most likely to occur. Managing these unconscious biases (for example, stereotyping an individual based on previous incidents or experience) can only be achieved by focusing on changing systems and not only individuals. 

Employers must educate their employees about correcting one’s unconscious prejudice. Hiring a DE&I consultant to educate a company on inclusion, sensitivity training, and unconscious bias can be a smart initiative. Although the process requires steady yet continuous education, the time and effort are well worth it. 

Also read: 9 Ways To Tackle Unconscious Bias At Work

3. Build an inclusive recruitment strategy

Making the hiring process inclusive increases the potential of your business, fosters a productive team, and contributes to the community. Here’s how businesses may integrate inclusion strategies into their hiring practices:

  • Hiring managers and HR professionals should be trained to select, evaluate, and retain diverse employees.
  • Expand your resource base by encompassing a wider range of populations and talent pools.
  • Establish fair screening and shortlisting procedures.Take the help of employee resource groups (ERGs) in hiring/interviewing.

4. Provide safe spaces for employees

Being an inclusive workplace also means respecting employees’ privacy and security. For instance, gendered restrooms may cause discomfort for transgender and gender-nonconforming personnel.

On a larger scale, inclusive settings may be created by simply socializing. Provide opportunities for employees to interact with one another by hosting team lunches and other casual events. The business can create a network or support group for employees inside the office to help them connect with others and share their experiences.

Giving workers a forum and networking opportunities creates a secure, welcoming atmosphere where they can start dialogues and discuss issues significant to their community.

Also read: How To Make Your Workplace Disability-Friendly?

5. Approach employee resource groups (ERGs).

ERGs are all about bringing together people with similar backgrounds or interests. They usually concentrate on “mainstream” groups, including the LGBTQ+ community, Black people, Asian Americans, and others. However, businesses should also consider ERGs for other groups, such as single parents, persons with disabilities, and parents of children with disabilities.

Also read: Diversity and Inclusion In The Workplace: Benefits

6. Invest in technology to promote DEIB

As remote and hybrid work cultures, virtual reality, and artificial intelligence become more common, businesses are developing innovative ideas to promote DEIB. For instance, several large firms, including Walmart, Ford, and Coca-Cola, are utilizing virtual reality technology to assist employees in seeing many points of view and comprehending how their actions affect others.

Investing in technology that monitors remote work cultures can also help employee engagement. For example, new mothers who find it too early to return to the office due to personal distress can resume working from home after maternity leave. This will help the mother care for her child and help the business retain talent.

Also read: How AI is Enabling Cloud-based SaaS Applications for Remote Work

7. Prioritize training and development

For a firm to expand and succeed sustainably, talent development is essential. To develop the potential of their personnel and create inclusive work cultures, businesses need to invest more in training and development. It is crucial to offer ongoing learning opportunities about empathy, communication, giving and receiving feedback, building trust, psychological safety, being an upstander, and everything else that goes into fostering a respectful workplace culture.

Summing Up

While studies have consistently demonstrated the competitive edge of companies with DEI strategies, recent times underscore the critical need for global egalitarianism and interconnectedness. Organizations fostering a robust DEI culture not only navigate pandemic-related challenges more effectively but also stand out prominently, aligning with the growing emphasis placed by workers and regulators on the value of diversity, equity, and inclusion.

Driving organizational growth while implementing an impactful DEI can be challenging, but far from impossible. It requires strategic focus and effort, just like any other business imperative. If you plan to best use your diversity, equity, and inclusion budget and gauge its impact on organizational performance, consider an integrated performance management solution. Engagedly is a cloud-based integrated performance management tool that assists in drafting transparent performance measurement strategies and managing your diverse workforce efficiently. Book a personalized demo to learn more about Engagedly.

Frequently Asked Questions

Q1. What are the key focusing areas while setting future budgets for diversity and inclusion programs?

A company must identify the following workplace diversities: cultural diversity, racial diversity, gender diversity, physical disabilities, and diversity in interests.

Q2. What is the difference between equity and equality?

While equity refers to universal fairness, equality advocates uniformity. In an environment where equality is valued, it is considered that everyone is starting from the same position.

On the other hand, equity is a workplace practice that ensures optimal access and opportunity for all people, with a prime focus on promoting policies and practices that benefit everyone across the organization. Equity recognizes the different situations, backgrounds, and issues affecting some of us more than others and strives to establish policies that are fair to them and everyone else.

Q3. What are some of the challenges of DEI in the workplace?

Transparency, senior leadership, budget limitations, and insufficient benchmarks for comparing the program’s effectiveness are some of the major challenges of DEI in the workplace.

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Women Business Leaders You Should Know About Leading Great Teams

When women are empowered to lead, businesses and the economy flourish. A 2016 survey by the Hay Group found that women outperform men in 11 emotional intelligence traits. These included emotional self-awareness, empathy, conflict management, flexibility, teamwork, and more. These skills are essential to becoming a good leader at work. Decades of studies have proven the role of women leaders in enhancing productivity, collaboration, organizational dedication, and workplace fairness.

Despite the exceptional skills a woman leader brings to an organization, only 10% of Fortune 500 companies are led by women. Women continue to confront higher obstacles to success and authority in the 21st century than their male colleagues. However, despite these challenges, women are slowly yet steadily moving up the career ladder. This blog aims to celebrate women making strides and setting an example for other women with a business idea or wanting to grow up to be leaders.

Female Leadership in the Workplace 

As stated earlier, women taking over leadership can have metamorphic effects on organizational performance. Studies have supported the notion that female leaders exhibit transformational leadership skills. Additionally, the simple fact that a female leader is in a position of authority is a beacon illuminating the way to progress and upward mobility. It fosters trust, innovation, and fair treatment in an organization.

An analysis by McKinsey & Company reported that increasing gender diversity at the senior executive level contributed to the highest performance increase in their data set. For every 10% increase in gender diversity, EBITDA rose by a glaring 3.5%.

Also read: This Study Says That You Should Hire More Female Leaders

Importance of Female Leadership

Women are blessed with a unique set of skills and creative talents. Effective solutions are fueled by the structural and cultural distinctions that female executives bring to the table. Their creative standpoint and exceptional awareness enable them to study and uncover the finer details that others may miss. Following are the six ways female leadership benefits an organization:

  • Enhanced Teamwork 

Women exhibit passion, zeal, and the capacity to assume control of a situation when necessary. They are considered good leaders as they exhibit the ability to make audacious yet prudent choices when promoting collaboration within the team. Additionally, the ability to inculcate a family-like feel in the team boosts teamwork across the organization.

Also read: Managing Virtual Teamwork in 2023

  • Superior Leadership Values 

A Pew Research Center Social and Demographic Trends survey report outlines that half of the respondents ranked women as more honest than men. Moreover, most respondents believe women are smarter than their male counterparts. In other cases, women were ranked as being more compassionate, outgoing, and creative. These are some of the essential skills that make a great leader.

  • Enhanced Business-Wide Communication  

Communication skills are one of the greatest strengths of women. Female leaders utilize this power to facilitate meaningful conversations with employees, co-workers, customers, and partners, maintaining an open communication stream to promote clarity.

Also read: Tips on Communicating Better in a Hybrid Work Environment
  • Better Financial Decisions

Since more than half of women are responsible for managing their household finances and savings, investing in women leaders is a smart business move. In a workplace study, it was found that 21% of businesses are more likely to experience greater profitability and lower turnover rates when led by a female leader.

  • Better Conflict Resolution 

Women often reflect more and analyze better, which helps them practically resolve most problems. The resolution of disputes is crucial since it affects the team’s energy level. Men are more inclined to take a more linear approach to dispute resolution in the workplace. They are generally competitive and work toward resolving the conflict by compromising and accommodating.

Conversely, women are naturally good at bringing people together and are more aware of potential underlying issues, such as personality conflicts or authority issues. A great female leader will assist people in resolving a problem to enhance relationships among staff members and avoid a recurrence.

Also read: The Delicate Art Of Conflict Resolution
  • Improved Pay Equity 

It is possible today to see the gender pay gap transformed into a gender opportunity gap. Employing more women in leadership roles provides the benefits listed above and helps close the pay gap more effectively. Moreover, when one organization hires women as leaders, other organizations are either inspired or forced to keep up with the trend to satisfy customer and employee expectations.

Famous Business Leaders and Their Leadership Styles 

Shattering glass ceilings and challenging traditional barriers, here are the five inspiring female business leaders who took risks, persevered, and paved their way to success.

  • Susan Wojcicki, YouTube 

Susan Wojcicki took charge of YouTube, an online video-sharing and social media platform, in 2014. She made her way to one of today’s highest-performing female CEOs. The American business executive is enriched with strong analytical knowledge and innovative thinking.

Her innovative leadership style drove YouTube towards innovation, cultivating a culture of creativity and a conducive work culture. Some innovations proposed under Susan Wojcicki’s leadership that propelled the company’s success are AdSense, the doodles on Google’s homepage, Google Analytics, DoubleClick, and AdWords.

Susan Wojcicki understands the idea of teamwork and encourages employees to add value to the organization by working on new ideas or reworking an existing one. She values and carefully considers all recommendations or suggestions from team members, implementing those that she deems beneficial for the organization. 

  • Falguni Nayyar, Nykaa 

Falguni Nayar, a self-made billionaire, is among India’s top 20 wealthiest people. Her strong belief in taking risks and experimenting with business ideas helped her business scale to new heights.

As a leader and successful businesswoman, Ms. Nayyar has always participated actively in the various aspects of the business, from drafting the overall business strategy to building growth through new initiatives, technology, marketing, and commercial strategy, all while cultivating a customer-oriented business. Her agile methodology and open-minded approach have adeptly guided the company through the challenges posed by the pandemic.

  • Kiran Mazumdar-Shaw, Biocon 

Kiran Mazumdar-Shaw is another self-made woman, ranked among India’s richest women. She is the chairperson of Biocon Limited, a leading biopharmaceutical company. She is a visionary leader, inspiring thousands of women aspiring to become entrepreneurs. Her managerial approach promotes employee engagement and empowerment. Her leadership has cultivated a culture of creativity, excellence, and diversity.

  • Melanie Perkins, Canva 

Canva, the graphic design platform, has helped hundreds of Fortune 500 companies create professional-looking designs. Its co-founder and CEO, Melanie Perkins, is just 34. What’s more interesting is that Perkins was 19 when she first pitched this business idea of an online platform that makes it easy and free to create designs and templates.

Her ability to spot sticking points in industries and her commitment to offering a platform that allows easy creation of custom graphics helped her company reach a valuation of $40 billion. Furthermore, she upholds the values of compassionate leadership and social responsibility, exemplified by the significant portion of the company’s profits dedicated to charitable causes.

  • Tricia Griffith, Progressive 

Tricia Griffith, CEO of Progressive Corporation, is known for her innovative ideas and speaking honestly about women’s challenges in the corporate workplace. Under Griffith’s leadership, Progressive ranked among the top companies in diversity and inclusion.

Tricia played a crucial role in reshaping the company’s human resources department. She helped the company embrace diversity and introduce employee engagement programs, including employee resource groups. Her strategy to cultivate an inclusive culture paid off, and the business started witnessing revenue soaring under her leadership.

Also read: How To Add More Women in Leadership Roles

Summing Up 

In recent decades, workplaces have recognized the importance of gender equality and inclusivity, highlighting the necessity of bridging the employment gap between men and women. Despite considerable progress, there remains room for improvement. It’s crucial for organizations to implement enhanced policies and opportunities for women to address this challenge effectively.

A robust performance management software is one such solution that offers an unbiased and effective solution to managing performance, helping women rise in organizations based on their merit. Engagedly offers a platform that effectively streamlines HR processes to ensure everything remains on track. It offers centralized goal-setting and tracking, keeps goal progress auto-updated with native integrations, and provides real-time visibility into performance review cycles, mitigating the risk of gender bias.

Frequently Asked Questions

Q1. How does gender inequality hamper the progress of an organization?  

Workplace gender inequality hinders innovation and productivity. When women employees aren’t appreciated and their distinct perspectives are ignored, the company misses out on a powerful competitive advantage – fresh ideas and innovation. Women contribute diverse insights and experiences crucial for fostering new idea generation and effective problem-solving.

Q2. What are some of the initiatives that organizations can take to help develop women leaders? 

Organizations can take the following initiatives to encourage qualified women to take on leadership roles.

  • Flexible working options to help women have a more balanced work-life equation.
  • Training and tools to tackle gender bias, negotiate salaries, etc. Female mentors can empower women with this knowledge to help them climb the corporate ladder. 
  • Identify and address unconscious biases to improve employee satisfaction.

Q3. How do employee resource groups help in reducing gender disparity in organizations?

Employee Resource Groups (ERGs or affinity groups) are voluntary, employee-led, and interest-based groups created to build a diverse, inclusive workplace aligned with their organizations. Women’s ERGs, particularly help in ensuring equality for women employees. This, in turn, fosters diversity, reduces gender disparity and promotes effective team building.

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How To Set Meaningful DEI Metrics?

Creating a diverse, equitable, and inclusive workplace has become a top priority for organizations worldwide. Numerous studies have shown that investing in diversity, equity, and inclusion (DEI) can lead to improved financial performance, innovation, and employee engagement.

To accelerate progress and drive meaningful change, organizations must focus on setting and tracking meaningful DEI metrics. These metrics can help identify gaps, measure the effectiveness of DEI initiatives, and ensure accountability.

What are DEI metrics?

Diversity, equity, and inclusion (DEI) metrics are quantitative and qualitative measurements used to assess an organization’s progress toward creating a more inclusive and equitable work environment. These metrics can encompass various aspects of workforce diversity, such as gender, race, ethnicity, age, sexual orientation, and disabilities, as well as evaluate policies and practices that promote fairness and equal opportunities.

Setting meaningful DEI metrics is crucial for organizations to effectively address issues related to diversity, equity, and inclusion. 

A McKinsey study in 2020 found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability. 

Furthermore, companies in the top quartile for ethnic and cultural diversity outperformed those in the bottom quartile by 36% in terms of profitability. By establishing clear DEI metrics, organizations can not only improve their financial performance but also enhance employee engagement, foster innovation, and attract top talent.

5 Key Steps in Setting Meaningful DEI Metrics

To set meaningful DEI metrics, organizations should follow these key steps:

  1. Assess the current state: Conduct a thorough analysis of the existing workforce and organizational culture to identify gaps and areas for improvement.
  2. Define clear goals: Establish specific, measurable, attainable, relevant, and time-bound (SMART) objectives to address identified gaps.
  3. Select relevant metrics: Choose a mix of quantitative and qualitative metrics that align with the organization’s goals and values.
  4. Collect data: Use various data collection methods, such as surveys, focus groups, and performance reviews, to gather accurate and unbiased information.
  5. Analyze and track progress: Regularly monitor and analyze the data to evaluate the effectiveness of implemented initiatives and adjust strategies as needed.
  6. Communicate results: Share progress with employees and stakeholders to maintain transparency and foster a culture of continuous improvement.
Also read: Best Employee Recognition Ideas For 2024

1. Understanding the Landscape

A. Identifying the current state of DEI in the organization 

Before setting DEI metrics, it is essential to understand the existing landscape of diversity, equity, and inclusion within the organization. This involves gathering data on workforce demographics, representation across different levels and departments, and analyzing existing policies and practices that impact DEI. 

For example, a 2021 study by McKinsey & Company revealed that women held only 24% of C-suite positions, while people of color occupied just 21% of these roles.

B. Analyzing the data to understand

Once data is collected, organizations should analyze it to evaluate their current DEI status. This involves comparing the organization’s workforce demographics with industry benchmarks, regional demographics, or best practices from similar organizations. 

For instance, the World Economic Forum’s 2020 Global Gender Gap Report found that it would take 99.5 years to close the gender gap in the global workforce, highlighting the need for more proactive measures to promote gender equity.

C. Conducting surveys or focus groups to identify areas for improvement 

In addition to demographic data, organizations should also gather qualitative information to gain insights into employee experiences and perceptions of the workplace culture. This can be achieved through surveys or focus groups that focus on topics such as inclusion, fairness, and opportunities for growth. 

For example, Google’s 2014 internal study, Project Aristotle, found that psychological safety, a sense of belonging, and being able to take risks without fear of retribution were among the most critical factors for team success. By conducting such research, organizations can better understand areas for improvement and design targeted initiatives to address DEI challenges.

Also read: Top 20 Essential Pulse Survey Questions You Should Ask in 2024

2. Setting Clear and Measurable Goals

A. Identifying specific and measurable goals 

To create a more inclusive and equitable work environment, organizations must establish specific and measurable goals that align with their values and culture. For instance, Intel set a goal in 2015 to achieve full representation of women and underrepresented minorities in their U.S. workforce by 2020. By setting clear objectives, organizations can ensure that their DEI initiatives are targeted and focused, leading to tangible improvements.

B. Defining clear timelines and targets to achieve the goals

Defining clear timelines and targets is essential for tracking progress and maintaining momentum. These targets should be specific, measurable, attainable, relevant, and time-bound (SMART). 

For example, Salesforce announced its Racial Equality and Justice Task Force in 2020, with a goal to increase the representation of black employees in the U.S. workforce by 50% by 2023. By setting a clear deadline, organizations can ensure accountability and commitment to achieving their DEI objectives.

C. Assigning accountability for achieving the goals 

Assigning responsibility for achieving DEI goals is crucial for ensuring progress and fostering a culture of accountability. This can involve assigning specific individuals or teams the responsibility of driving DEI initiatives and holding them accountable for the outcomes. 

For example, Johnson & Johnson created the position of Chief Diversity, Equity, and Inclusion Officer to oversee the implementation of DEI initiatives across the organization. By establishing clear lines of accountability, organizations can ensure that their DEI goals are prioritized and actively pursued.

3. Identifying the Appropriate Metrics

A. Selecting metrics that are relevant and align with the organization’s DEI goals

Choosing the right metrics is essential for effectively measuring progress and evaluating the impact of DEI initiatives. Organizations should select metrics that are relevant to their specific DEI goals and reflect the unique aspects of their workforce and industry. 

For example, Accenture set a goal to achieve a gender-balanced workforce by 2025, and they track the percentage of women at different levels within the organization to monitor their progress.

B. Ensuring that the metrics are measurable, meaningful, and actionable 

It is vital to ensure that the chosen metrics are not only measurable but also meaningful and actionable. This means that the metrics should provide insights that can be used to drive improvements in DEI initiatives. 

For instance, the Harvard Business Review suggests measuring inclusion by tracking employee engagement and satisfaction scores and comparing them across different demographic groups to identify any disparities. By choosing metrics that offer valuable insights, organizations can take targeted actions to address identified gaps and drive meaningful change.

C. Choosing metrics that reflect the diversity of the workforce and address any disparities 

To effectively promote diversity, equity, and inclusion, organizations should select metrics that represent the multifaceted nature of their workforce and address any disparities. This can involve tracking a combination of quantitative metrics, such as representation across different levels and departments, and qualitative metrics, like employee perceptions of fairness and inclusivity. 

For example, Deloitte measures the impact of their DEI initiatives using a Diversity and Inclusion Index, which combines various quantitative and qualitative metrics to provide a comprehensive picture of their progress. By adopting a holistic approach to measuring DEI, organizations can better understand the nuances of their workforce and create more inclusive environments.

Also read: Building a Culture of Accountability: The Role of Talent Management Software

4. Developing and Implementing DEI Metrics

A. Creating a framework for tracking and reporting on DEI metrics 

To effectively track diversity and report on DEI metrics, organizations should establish a framework that outlines the key metrics, data collection methods, and reporting frequency. 

For example, Adobe uses its annual Adobe For All Report to share its progress on diversity and inclusion metrics, which provides transparency and demonstrates the company’s commitment to fostering an inclusive culture

By creating a structured approach, organizations can ensure that DEI metrics are consistently monitored and evaluated.

B. Developing a communication plan 

A well-structured communication plan is crucial for raising awareness of DEI metrics and their significance within the organization. This can involve sharing the metrics through internal channels  such as newsletters, company-wide meetings, or intranet updates. 

For instance, IBM regularly communicates its diversity and inclusion initiatives and progress through its “Inclusion in Action” series, highlighting the company’s efforts to foster a diverse and inclusive work environment. By keeping employees informed, organizations can cultivate a culture of shared responsibility and commitment to DEI goals.

C. Implementing the metrics and collecting data on a regular basis 

Once the DEI metrics are defined and a framework is in place, organizations should implement the metrics by collecting data regularly. This can involve leveraging existing data sources, such as human resources records, or using new data collection methods like surveys or focus groups. 

For example, Google uses its annual Employee Engagement Survey to gather insights on employee experiences and perceptions of diversity and inclusion. By consistently collecting data, organizations can ensure they have accurate and up-to-date information to track progress and make informed decisions.

D. Analyzing the data to identify areas for improvement and make necessary adjustments 

Regular analysis of the collected data is essential for identifying areas for improvement and making necessary adjustments to DEI initiatives. This can involve comparing the organization’s performance against set targets, industry benchmarks, or best practices to identify any gaps or disparities. 

For example, after discovering a gender pay gap in 2014, Salesforce conducted an annual pay audit and invested over $10.3 million to eliminate it, demonstrating the importance of analyzing data to drive meaningful change. By continuously evaluating DEI metrics, organizations can ensure their initiatives remain effective and impactful.

5. Evaluating and Reporting Progress

Consistent evaluation of progress toward the organization’s DEI goals and metrics is crucial for maintaining momentum and identifying areas for improvement. This can involve setting regular milestones or checkpoints to review the data and assess the effectiveness of the implemented initiatives. 

For example, Unilever conducts an annual review of its DEI progress, which includes tracking representation, pay equity, and employee engagement metrics.

A. Sharing progress updates with employees and stakeholders 

Transparency is key when it comes to reporting progress on DEI goals and metrics. Organizations should share updates with employees and stakeholders, such as board members, investors, and customers, to maintain accountability and demonstrate commitment to fostering a diverse and inclusive work environment. 

For instance, Microsoft publishes an annual Diversity and Inclusion Report that outlines its progress, initiatives, and future goals, ensuring transparency and fostering trust among stakeholders.

B. Celebrating successes and identifying opportunities for improvement 

Recognizing and celebrating successes in achieving DEI goals is vital for reinforcing the organization’s commitment to diversity, equity, and inclusion. This can involve acknowledging individual or team contributions, sharing success stories, and highlighting the positive impact of DEI initiatives. 

For example, Bank of America celebrates its Global Diversity and Inclusion Awards annually, recognizing employees and teams that have made significant contributions to promoting diversity and inclusion within the company. 

At the same time, it’s important to identify areas for improvement and opportunities to drive further progress.

C. Making necessary adjustments to ensure continued progress 

As organizations evaluate their progress, they may need to make adjustments to their DEI initiatives to ensure continued progress. This can involve refining existing goals and metrics, revising strategies, or implementing new initiatives based on the insights gained from the data analysis. 

For example, after identifying a need for greater gender diversity in leadership positions, General Motors introduced its “Take 2” program, which provides training and resources for women re-entering the workforce after a career break. 

By continually adapting and evolving their DEI efforts, organizations can create more inclusive and equitable work environments over time.


Setting meaningful DEI metrics is essential for organizations that are committed to fostering diverse, equitable, and inclusive work environments. By establishing clear, measurable, and actionable goals, organizations can drive positive change, improve employee engagement, enhance innovation, and ultimately achieve better business outcomes. It is crucial for organizations to not only implement these metrics but also continuously evaluate and adjust their DEI initiatives to ensure sustained progress.

Now is the time for organizations to take concrete steps towards implementing meaningful DEI metrics. By understanding the current landscape, setting clear goals, selecting appropriate metrics, and consistently evaluating and reporting on progress, companies can create more inclusive and equitable workplaces that benefit employees, stakeholders, and the organization as a whole.

Engagedly is a powerful platform that can support organizations in their DEI journey by providing tools and resources to implement and track meaningful DEI metrics. 

Frequently Asked Questions

Q1. How do I set meaningful DEI metrics for my organization? 

A: To set meaningful DEI metrics, you should understand your organization’s current DEI landscape, establish clear and measurable goals, select appropriate metrics, create a framework for tracking and reporting, and regularly evaluate and adjust your initiatives based on the data.

Q2. What are some examples of DEI metrics? 

A: Examples of DEI metrics include workforce demographics, representation at different levels and departments, pay equity, employee engagement and satisfaction scores, and employee perceptions of fairness and inclusivity.

Q3. How often should I evaluate and report on DEI metrics? 

A: It’s essential to evaluate and report on DEI metrics regularly, with many organizations opting for annual or biannual assessments. However, the frequency may depend on the organization’s size, industry, and specific DEI goals.

Q4. How can I communicate my organization’s progress on DEI metrics to employees and stakeholders?

A: You can communicate your organization’s progress on DEI metrics through internal channels, such as newsletters, company-wide meetings, or intranet updates, and external channels like annual reports, press releases, or dedicated web pages showcasing your DEI initiatives and progress.

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14 Businesses Doing a Great Job at Building Epic Company Cultures

Company culture refers to the shared values, beliefs, behaviors, and practices that characterize an organization. It encompasses everything from the way employees communicate with each other to the company’s mission and vision to the physical workspace and overall work environment.

The Importance of Building a Strong Company Culture

A strong company culture is crucial for attracting and retaining top talent, improving employee engagement and productivity, and fostering a positive work environment. 

According to a study by Deloitte, 94% of executives and 88% of employees believe that a distinct workplace culture is important to business success.

There are many businesses that have received recognition for their outstanding company cultures. These businesses have been recognized for their unique approaches to creating a positive and engaging work environment and for their commitment to values such as innovation, social responsibility, and work-life balance.

According to Glassdoor’s Employees’ Choice Awards, HubSpot was ranked #1 Best Place to Work in 2020, followed by Bain & Company and DocuSign. The ranking is based on employee reviews of their workplace culture, benefits, and overall experience working for the company.

By highlighting some businesses and their successful approaches to building epic company cultures, this article aims to inspire other businesses to prioritize culture-building and create a more positive and engaging work environment for their employees.

Also Read: Engagedly Announces the Top 100 Global HR Influencers of 2023

1. Google

Google’s culture of innovation is fueled by a number of innovative practices and policies, including “20% time,” which allows employees to spend one-fifth of their workweek pursuing passion projects outside of their regular job responsibilities. 

Google also encourages cross-functional collaboration, with employees from different teams and departments working together to tackle complex challenges.

The perks and benefits of working at Google

In addition to its positive culture, Google is also known for its generous employee benefits and perks. These include on-site fitness centers, free gourmet meals, and unlimited vacation time. The company also offers a range of professional development opportunities, including tuition reimbursement and leadership training programs.

2. Airbnb

Airbnb fosters a sense of community and belonging by prioritizing diversity and inclusion, encouraging open communication, and providing opportunities for employees to connect with one another. The company also values creativity and experimentation, with a culture that rewards risk-taking and innovation.

The perks and benefits of working at Airbnb

In addition to its collaborative and community-focused culture, Airbnb offers a range of employee benefits and perks, including unlimited paid time off, flexible work arrangements, and professional development opportunities. The company also places a strong emphasis on work-life balance, with policies designed to support employees in achieving their personal and professional goals.

Airbnb’s commitment to building a supportive employee culture has been recognized with numerous awards and accolades. In 2020, the company was named to Forbes’ list of Best Employers for Diversity and Fortune’s list of Best Workplaces in Technology. 

3. Patagonia

Patagonia promotes sustainability and social responsibility by implementing environmentally-friendly business practices, supporting local communities through its grant program, and advocating for environmental and social issues through its activism campaigns. The company is also committed to transparency and accountability, with a focus on educating customers and stakeholders about its impact on the planet.

The perks and benefits of working at Patagonia

Patagonia offers a range of employee benefits and perks, including flexible work arrangements, on-site child care, and extensive opportunities for professional development. The company also encourages a healthy work-life balance, with policies designed to support employees in achieving their personal and professional goals.

Patagonia’s culture has been recognized as one of the best in the world, with numerous awards and accolades for its commitment to social responsibility. According to Glassdoor, 91% of Patagonia employees approve of CEO Rose Marcario’s leadership, and the company has been named to Forbes’ list of Best Employers for Diversity and the Human Rights Campaign’s Corporate Equality Index.

4. Zappos

Zappos prioritizes customer service and employee empowerment by providing extensive training and support to its employees, encouraging them to take ownership of customer interactions and resolve issues creatively and effectively. The company also emphasizes transparency and communication, with a focus on building strong relationships with both customers and employees.

The perks and benefits of working at Zappos

Zappos’s list of employee benefits and perks includes comprehensive healthcare coverage, on-site fitness and wellness programs, and extensive opportunities for career development and growth. The company also places a strong emphasis on work-life balance, with policies designed to support employees in achieving their personal and professional goals.

Zappos has bagged numerous awards for its exclusive work culture and for its focus on customer service and employee empowerment. According to Glassdoor, 56% of Zappos employees would recommend the company to a friend, and the company has been named to Fortune’s list of Best Companies to Work For and Forbes’ list of Best Employers for Diversity.

5. HubSpot

HubSpot prioritizes employee growth and development by providing extensive training and support to its employees, offering regular feedback and coaching, and encouraging continuous learning and development. The company also places a strong emphasis on collaboration and innovation, with a focus on creating a positive and engaging work environment that fosters creativity and innovation.

The perks and benefits of working at HubSpot

HubSpot offers a range of employee benefits and perks, including unlimited vacation time, flexible work arrangements, and extensive opportunities for professional development and growth. T

6. Netflix

Netflix encourages risk-taking and innovation by giving its employees the freedom to experiment. The company is famous for its “Freedom and Responsibility” culture, which empowers employees to make their own decisions and take ownership of their work. Netflix also encourages open communication and transparency, which allows employees to share ideas and feedback freely.

The perks and benefits of working at Netflix

In addition to its unique culture, Netflix offers a range of employee benefits and perks, including unlimited vacation time, flexible work arrangements, and generous parental leave policies. The company also places a strong emphasis on professional development and growth, with opportunities for employees to attend conferences, workshops, and other learning events.

Netflix’s culture has been widely praised for its emphasis on innovation, risk-taking, and transparency. The company has been named to Fortune’s list of Best Workplaces in the Bay Area, and its CEO, Reed Hastings, has been recognized as one of the most admired business leaders in the world. 

7. Salesforce

Salesforce places a strong emphasis on giving back to the community through its 1-1-1 model, which commits 1% of the company’s equity, 1% of its employees’ time, and 1% of its product to support social and environmental causes. The company also encourages employees to volunteer and participate in community service projects, while also supporting a range of philanthropic initiatives through its Salesforce Foundation.

Salesforce’s list of employee benefits and perks includes generous parental leave policies, flexible work arrangements, and opportunities for professional development and growth. The company also places a strong emphasis on diversity, equity, and inclusion, with programs and initiatives designed to promote a culture of belonging and respect for all employees.

The perks and benefits of working at Salesforce

Salesforce’s culture has been widely praised for its emphasis on social responsibility, employee well-being, and diversity, equity, and inclusion. The company has been named to Fortune’s list of Best Workplaces for Giving Back, and its CEO, Marc Benioff, has been recognized as a leading advocate for corporate social responsibility and sustainability. Salesforce’s unique culture has also been the subject of numerous case studies and articles, highlighting the company’s success in building a high-performing and engaged workforce.

8. Buffer

Buffer places a strong emphasis on transparency and open communication, with regular updates on company strategy, financials, and team performance shared with employees and the public. The company also promotes remote work with a distributed team that spans multiple time zones and locations around the world. To support the remote work initiative, Buffer has developed a range of tools and processes to foster communication, collaboration, and connection among team members.

The perks and benefits of working at Buffer

Buffer offers the following benefits to its employees; unlimited time off, flexible work arrangements, and opportunities for professional development and growth. The company also places a strong emphasis on employee well-being, with programs and initiatives designed to promote physical and mental health.

Buffer’s unique approach to company culture has earned it widespread recognition, with the company consistently ranking among the top workplaces in the tech industry. It has been named to Fortune’s list of the Best Small Workplaces and Entrepreneur’s list of Top Company Cultures, among other accolades. 

Also Read: Guide to select the right Performance Review Software

9. Adobe

Adobe fosters a culture of innovation and creativity by encouraging employees to take risks, experiment with new ideas, and collaborate with others to develop innovative solutions. The company also provides employees with access to cutting-edge technology and resources, such as state-of-the-art design and development tools, to support their creative work.

The perks and benefits of working at Adobe

Adobe offers flexible work arrangements, health and wellness programs, and opportunities for professional development and growth for its employees. The company places a significant focus on diversity and inclusion, implementing programs and initiatives to foster a more diverse and inclusive workforce.

Adobe’s innovative approach to company culture has earned it widespread recognition, with the company consistently ranking among the top workplaces in the tech industry. It has been named to Fortune’s list of Best Companies to Work For and Forbes’ list of World’s Best Employers, among other accolades. The company’s commitment to customer success has also helped it to build a loyal and engaged customer base, with a strong track record of delivering innovative products and services that meet the evolving needs of its customers.

10. Warby Parker

Warby Parker fosters a sense of community and social responsibility by prioritizing ethical and sustainable business practices and by encouraging employees to get involved in community service and philanthropy. 

The perks and benefits of working at Warby Parker

Warby Parker supports its employees by offering the following benefits; generous employee discounts, opportunities for professional development and growth, and a culture that encourages work-life balance.

Warby Parker’s commitment to community and social responsibility has earned it widespread recognition, with the company consistently ranking among the top workplaces in the retail industry. The company has been named to Fortune’s list of Best Workplaces in Retail and Fast Company’s list of Most Innovative Companies, among other accolades. Warby Parker’s commitment to ethical and sustainable business practices has also helped it to build a loyal and engaged customer base, with a reputation for high-quality, affordable eyewear that is also socially responsible.

11. Trello

Trello promotes remote work and work-life balance by offering flexible work arrangements, unlimited vacation time, and a culture that emphasizes trust and autonomy. The company also places a strong emphasis on communication and collaboration, with tools and resources designed to help remote teams stay connected and engaged.

The perks and benefits of working at Trello

Trello offers a range of employee benefits and perks, including opportunities for professional development and growth, a culture that encourages experimentation and creativity, and a commitment to giving back to the community.

The company has been named to Fortune’s list of Best Workplaces for Flexibility and Fast Company’s list of Most Innovative Companies, among other accolades. Trello’s commitment to remote work has also helped it to build a loyal and engaged customer base, with a reputation for high-quality project management software that is designed for remote teams.

12. Etsy

Etsy prioritizes diversity and inclusivity by promoting transparency and accountability in its hiring and promotion processes and by offering a range of employee benefits and resources designed to support underrepresented groups. The company also places a strong emphasis on sustainability and ethical business practices, with a commitment to reducing its environmental footprint and supporting local communities.

The perks and benefits of working at Etsy

Etsy offers a range of employee benefits and perks, including opportunities for professional development and growth, a culture that encourages experimentation and creativity, and a commitment to giving back to the community.

Etsy has been named one of the top workplaces for diversity and inclusion because of its  commitment to diversity and sustainability. The company has been named to Fortune’s list of Best Workplaces for Diversity and Great Place to Work’s list of Best Workplaces for Women, among other accolades. Etsy’s commitment to sustainability has also helped it to build a loyal and engaged customer base, with a reputation for high-quality, ethically sourced products that support local communities.

13. Apple

Apple fosters innovation and excellence by prioritizing collaboration, experimentation, and a commitment to quality in its products and services. The company encourages employees to take risks and think outside the box and has built a culture that rewards creativity, hard work, and a passion for excellence.

The perks and benefits of working at Apple 

Apple’s employees get the following benefits and perks; opportunities for professional development and growth, a culture that encourages work-life balance, and a commitment to giving back to the community.

Apple is known for its commitment to innovation and design, and it has consistently ranked among the top workplaces for innovation and creativity in the technology industry. The company has been named to Fortune’s list of Most Admired Companies, and has won numerous awards for its product design and innovation, including multiple design awards from the prestigious Industrial Designers Society of America (IDSA).

14. Basecamp 

Basecamp prioritizes remote work and work-life balance by providing employees with the flexibility and tools they need to work from anywhere. The company encourages regular communication and collaboration and has built a culture that values autonomy, trust, and respect.

The perks and benefits of working at Basecamp

Basecamp’s range of employee benefits and perks include opportunities for professional development and growth, a culture that encourages creativity and innovation, and a commitment to giving back to the community.

Basecamp’s commitment to remote work and work-life balance has earned it recognition as one of the top workplaces for remote employees. The company has been named to Forbes’ list of Best Remote Companies and has won numerous awards for its workplace culture and employee satisfaction.


Building an epic company culture is essential for the success and growth of any business. It not only helps attract and retain top talent but also creates a positive work environment that fosters creativity, innovation, and productivity. The businesses we discussed in this article have all demonstrated a strong commitment to building and maintaining a positive company culture and have reaped the benefits in terms of employee satisfaction, customer loyalty, and overall success.

Frequently Asked Questions

Q1. What is a company culture?  

Company culture refers to the set of shared values, beliefs, attitudes, and behaviors that define how employees interact with each other at work. It gives direction to the organization and can vary from one organization to another.

Q2. Why is company culture important? 

Company culture is important for the following reasons:

  • Attract top talents.
  • Improve communication and collaboration.
  • Boost productivity.
  • Helps in retention.
  • Builds employer branding.

Q3. What are the elements of a positive company culture? 

A positive work culture includes the following:

  • Transparency and trust
  • Inclusivity
  • Rewards and recognition
  • Learning and Development
  • Employee well-being

Q4. Whose responsibility is it to build the company culture anyway?

From leadership to HR to employees, everyone is equally responsible for building a strong company culture.

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How Engagedly Can Drive Your Performance Management Process Forward

How Engagedly Can Drive Your Performance Management Process Forward

Performance management system measures the overall performance of the employees. It is used for setting goals, sharing feedback, rewards & recognition, and performance assessment. A powerful performance management system allows HR and managers to set clear performance expectations. It helps them anticipate what is expected from them at work. Most organizations or employees use performance management systems appropriate to their needs based on elements like industry, number of employees, etc. 

Performance management is the system of organizing a motivating work culture in an organization, in which employees and executives continuously evaluate themselves and work towards common organizational goals. Essentially, it consists of goal-setting, goal tracking, ongoing check-ins, real-time feedback, 360-degree feedback, rewards and recognition, learning and development, and skills analytics. 

All the primary parameters of organizational and personal achievement are connected to performance management in the following ways:

  • Helps in setting goals that can be inclined to organizational objectives
  • Provides feedback to group members
  • Acts as a medium of communication to talk about issues, opportunities, and development of projects
  • Offers learning and development opportunities, praise and recognition based on personal performance
  • Creates performance requirements for employees

It is significantly crucial to observe that performance management isn’t a one-size-fits-all method for every company. Even though it’s a corporate device that enables solving challenges related to productivity, performance, retention, and engagement, each organization desires to remodel or customize performance management according to their business needs to get results.

Why is Performance Management Important?

The rapidly changing environment, the evolving technical landscape, changing customer preferences,  and personnel expectancies requires employees to perform their best. Finding the proper skills and keeping capable employee spersonnel is getting harder each day. On top of that, organizations are nevertheless reeling from the financial strain of the pandemic. 

To stay aggressive in the modern enterprise environment, it’s imperative to recognize the need to construct a systematic, goal-oriented, and employee-centric performance management system.

Also Read: Top 8 Sales Communication Mistakes That Sales Teams Often Commit

Types of Performance Management Systems

A performance management system acts as a guiding light that facilitates businesses to stay dedicated to their vision by continuously tracking the performance of employees.

Some of the most commonly tools to manage performance of employee are

  • Balanced scorecard
  • Management through objectives
  • Objectives and key results
  • 360-degree feedback
  • The graphic score scales

Technology and performance management 

The developing need for innovation, creativity, problem-solving, and flexibility is remodeling workplaces. Employees’ expectations have modified over the years, and so has the way businesses operate.

Real-Time Performance Management Taking on Traditional Ones

They assist HR managers in:

  • Formulating strategies,
  • Offer greater visibility,
  • Innovate,
  • Customize,
  • Streamline processes, and
  • Provide a framework for collaboration among employee and management.

The Deloitte Global Human Capital Report offers high-quality insights about businesses that have redesigned their performance management systems:

  • 96% of businesses discovered improvements in employee engagement levels
  • 83% say that the best of conversations have progressed among managers and employees
  • 96% discovered the system to be less complicated than before

Google, Kelly Services, IBM, Cargill, Juniper, and many other organizations around the world have redefined their performance management systems. They have leveraged technology and innovation to establish a continuous performance management framework. Regular feedback and check-ins, enhanced job descriptions, constructive performance reviews, and a robust focus on fostering learning and growth have made performance management holistic. Focus has shifted towards nurturing employee development and engagement rather than focusing on past performance.

Employment Performance Tools 

Goal-setting tools Setting proper goals for employees is one of the initial steps that result in employee and organizational growth and improve productivity.

It is essential to outline performance plans and goals clearly. Having plans that can be open-ended and unclear creates a lack of interest in employees. At the beginning of the quarter or year, managers should meet with their employees and set clear goals.  These goals need to be SMART and challenging, but at the same time making sure that it is attainable.

We suggest the usage of goal-setting tools that assist you in creating goals and key results (OKRs and KPIs) and align your individual goals to those of the organization.

Feedback tools – Frequent employee feedback is one of the first-rate practices for monitoring employee development and enhancing it from time to time. This helps individual employees, and the team, and helps in the organization’s growth and productivity.

Encourage your employees to share feedback with their managers. This will help you create an open culture and continuous development. Teams using Engagedly permits employees to share, receive, and request feedback from their managers, team members, and peers.

Employee appreciation tools – Most employers neglect to understand their employees, however, they particularly do not forget to criticize whilst something is going wrong. This creates disengagement and dissatisfaction in employees, that directly affects their productivity. So appreciating and recognizing your employee efforts is crucial.

Using an employee recognition tool may be a start to converting your organization’s culture to a tradition that promotes appreciation and acknowledges employees for even the smallest wins. Engagedly’s reward and recognition helps employers reward and recognize their employees for their efforts and contributions

HR management tools – HR is surely one of the most important functions in any organization. Managing employees physically is time-consuming and hard for an HR. Therefore, having automatic HR management software in your organization can automate HR activities and resolve many HR management issues.

When searching out an HR software program, there are numerous matters HR managers want to consider, which include ease of set-up, analytics, security, client support, effective performance management, etc. Besides the features, it’s also essential to discover a performance management tool that could evolve with your business needs.

Performance appraisal tools – Performance appraisal is one of the most important modules when it comes to performance management. It’s an effective tool that helps organizations align their goals to individual ones and track their development and performance over time. But ensure that the process is fair, optimistic, two-way communication between you and your employees. If you fail to create an environment in which your employees can communicate freely, they may get demotivated and will not stay with the organization for too long.

Personal development plans – Both managers and personnel benefit substantially from the PDP process, which allows for figuring out areas for growth, goal setting, and tracking, etc. Some key advantages of the tool include

  • Gives direction to attain goals
  • Measurable goals, development, and results
  • More specific alignment with organizational and team goals
  • Employee development and accountability

Engagedly’s LMS or Learning Management System helps in setting up personal development plans for employees.

Pulse survey tools – Pulse survey tools are a simple, powerful, and flexible manner of gathering employee feedback and analyzing employee temperament. The end result helps in strategizing for better employee engagement.

Also Read: Employee Management: Dealing With Awkward Situations At Office 

Performance Management Techniques 

Plan – The strategy planning stage comes first. Here, you define individual targets & strategies clearly and communicate them organization-wide so that your employee recognizes how their individual goals contribute to the organizational targets.

Coordinate and help them set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).

Monitor – After you define the goals for your employees, track them. Monitoring constantly, offering ongoing feedback, and consistently measuring employee performance will help improve productivity. It will help you understand whether the goals are on track and will your employees be able to achieve them.

Rate – The rating means evaluating employees based on their performance. Though this step is part of tracking and giving feedback, it is considered a formal way to assess employee performance. It additionally enables managers to recognize their top performers.

Additionally, it facilitates managers to examine and compare performance through the years or throughout a set of employees.

Reward – Effective managers are the ones who reward their employees for their hard work. Employees experience empowerment and motivation when their work is recognized and valued.

This results in improved productivity. So reward the employees who meet or exceed your expectations.


In conclusion, Engagedly has become a powerful tool for organizations of all sizes and industries to manage their performance management processes. With its extensive set of features, user-friendly interface, and detailed analytics, Engagedly not only streamlines performance management but also makes it more effective.

Engagedly’s continuous feedback, goal setting, rewards and recognition, public praise, and LMS modules ensure a holistic approach to the performance management process. It makes the process more transparent, efficient, and growth-oriented, which ultimately drives the success of the employees as well as the organization.

Frequently Asked Questions 

Q1. What are performance management tools? 

Ans: Performance management tools are real-time software programs that allow managers and leaders to track the productivity of their team members. 

Q2. What are the four stages of management? 

Ans: The following are the stages/cycle of performance management: Planning, Monitoring, Reviewing, and Rewarding.

Q3. What are some of the performance tools?

Ans: The following performance management tools are especially useful for businesses: Goal setting, Real-time feedback, Surveys, Learning and Development, and 360 performance reviews.

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Next Generation Women Leaders in the world – 2024

The emergence of women’s leadership has become pivotal in today’s corporate world. From leadership roles to senior managers, female leaders can manage every role on the corporate ladder.

When we look into politics as a profession, names like Angela Merkel, Kamala Harris, and Jacinda Ardern are well-known global female leaders whom the entire world knows. The number of women leaders in every sphere is increasing for sure. But, there is still plenty of room for improvement. 

For generations, we have discussed female leadership while focusing primarily on male leadership experience and ignoring the inequalities in the workplace between men and women. Global female leaders continue to overcome persistent gender biases in the workplace and have often emerged as transformative role models. Their arduous ascent to the top enables individuals to develop extraordinarily while motivating others. This provides no room for debate or skepticism regarding the need for more women in leadership positions.

The Reykjavik Index for Leadership, a yearly study that analyzes how men and women are evaluated in terms of their qualifications for positions of power, revealed that confidence in women leaders has decreased significantly over the previous year. It is the first fall in this metric since 2018, when Kantar Public, a data and advice firm for public policy, began collecting data.

Women in Leadership Position Statistics 

According to a survey undertaken by the Australian economist Conrad Liveris, there are more CEOs named Andrew than female CEOs. In other words, there were more men than women with the same first name leading Australia’s 200 largest companies.

Another survey by revealed that just 7.2% of Fortune 500 CEOs in the United States are women, and women hold only 25% of C-suite positions in the top 1000 corporations. These numbers demonstrate that the total number of women leaders in the business sector is negligible compared to that of men.

In G7 nations (Canada, France, Germany, Italy, Japan, UK, and the USA), which represent half of the world’s GDP, 47% of respondents said they would be “very comfortable” with a woman serving as CEO of a large corporation in their country. This is down from 54% a year earlier.

Women in National Parliaments and Executive Government Positions

The percentage of women leaders in national parliaments has increased from 11% in 1995 to 26% in 2017. Only 21% of government ministers were women, with only 14 countries having achieved 50 % or more women in cabinets. With an annual increase of just 0.52 %, gender parity in parliamentary positions will not be achieved before 2077.

Rwanda (61%), Cuba (53%), Nicaragua (53%), and Mexico (50%)are the handful of countries where women leaders have an occupancy of at least 50% in parliament.

If you take Europe in the picture, only 15 European countries have at least 40% of politicians in their parliaments. This number goes down to 5 when you take Latin America, Africa, and the Caribbean into the equation. This number is just 1 for  Asia and the Pacific.

Need to Promote Female Leaders in 2024

Creating an environment conducive to the development of women leaders’ abilities is vital. Despite several efforts to elevate women and place them in positions of authority, the global representation of women in such roles is rather disturbing.

The absence of gender equality in leadership roles not only impedes growth in every field but also has a significant negative impact on the global economy. Therefore, it is necessary to promote women’s leadership. Companies require the greatest leaders, which cannot be met if women are excluded from the recruitment pool. Statistics indicate that women in leadership roles have not yet attained their full potential.

Here is how to promote more women participation to have more global female leaders in 2023.

Also Read: 10 Innovative Employee Engagement Initiatives You Should Try

11 Ways to Promote Female Leaders in 2024

Show support through real actions, not just speech

The most essential factor for women in the workplace is the presence of other female leaders. This will encourage them to believe that success is possible. Additionally, their supervisors play a key role. They should provide structured support for them, such as enrolling them in a leadership program. Often, theory and practice do not go hand in hand. It is crucial that this support be genuine and more than just words.

Don’t undermine their efforts

Give them decency and respect. This may seem obvious, yet coworkers, supervisors, colleagues, and even direct reports are frequently ready to minimize and denigrate the efforts of women. It is time to correct that. Blind performance and goal evaluations are methods for reaching this objective. The second method is to assist teams in becoming more sensitive so that they are more welcoming of ambitious, competitive female managers. 

Stop prejudices against working mothers

We can focus on eliminating prejudices against working mothers. We have frequently witnessed the biases and assumptions made toward women’s job objectives following motherhood. A hiring manager initially assumed I wouldn’t be interested in a global position since many have young children. Working with strong women is as normal as working with anyone else.

Try to understand their needs

To aid female business leaders in the workplace, we must initially comprehend their needs. It is the responsibility of leadership to comprehend what motivates these women and how their current roles contribute to their satisfaction outside of work. There is an excellent chance for managers to assist their team in answering the question “What do I want?”.

Allow women to speak at the table

You must ensure that women are part of the company boardroom meetings. It will make them feel heard and supported. It is normal for women to be interrupted or denied the opportunity to express themselves. Facilitators can assist by establishing ground rules for respectful meeting behavior, utilizing hand-raising, and inviting minority group speakers to offer their perspectives.

Equal compensation & flexibility In the workplace

Pay them equally, and do not prevent women from advancing in their careers because of family obligations. Offering more flexible schedules that fit both personal and professional obligations would be of great assistance in achieving these goals.

Be proactive during the hiring process

Across numerous industry verticals, it is usual to observe that the highest-achieving, most recognized, and top-tier leaders are typically seasoned experts who have learned and developed their talents over the course of their careers. This is accomplished through good training and years of professional experience. Therefore, campus recruiting can aid in the early recruitment of skilled female personnel. It is essential to take such measures to alter these dynamics.

Promote executive mentoring

By allocating female business developers to critical initiatives that increase their visibility within the leadership teams, recognition plays a significant role. Introduce them to C-suite executives inside your firm who are eager to serve as mentors and facilitate their development into future C-suite leaders.

Also Read: How Engagedly Makes Goal Management Easy

Educate your entire workforce about diversity

The participation of employees from diverse backgrounds should be essential for all teams. It is crucial to use inclusive language and have an open dialogue about how the team feels. By promoting a respectful and inclusive environment, leaders should also ensure that their teams receive comprehensive diversity training. 

Arrangements for self-care

Employers should create provisions for women’s self-care. Chevron, a worldwide oil business, provides on-site fitness and self-care facilities at its global locations. Employees are able to take care of themselves during the day without leaving the office. This allows women to achieve balance and maintain their health. It motivates women to assume greater responsibility and results in lower absenteeism among female employees.

Family assistance

The most challenging aspect of being a working woman is maintaining a healthy balance between her home and professional life. Some women are unable to balance the stress of both personal life and work. Businesses should take the necessary steps to provide women with a stress-free atmosphere.

Providing scientific camps, maths sessions, and other evening activities for the children of women employees, in addition to daycare, enables women employees with families to maintain demanding positions without having to worry about leaving their children at home. It removes the need for women to choose between family and career.

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Engagedly Acquires theEMPLOYEEapp to Help Customers Communicate, Engage And Develop Their Deskless Workforce

Engagedly’s Commitment to Hybrid/Remote Workforces Strengthened by theEMPLOYEEapp Acquisition

ST. LOUIS, Nov. 9, 2023 /PRNewswire/ — Engagedly, the pioneering provider of AI-powered cloud-based talent management software for Performance, Learning and development, and Employee Engagement solutions, in its pursuit of improving employee engagement, performance, and experience, has acquired theEMPLOYEEapp, an employee communication platform for deskless employees.

As part of Engagedly’s commitment to improving talent management for the future of work, this strategic acquisition addresses the unique challenges of hybrid, remote, and deskless workforces. theEMPLOYEEapp offers an all-in-one employee app, company intranet, and unlimited employee texting solution, providing employees with quick and convenient access to critical information, documents, and tools essential for success.

theEMPLOYEEapp is equipped with a suite of internal communication tools that allow employees to stay informed with important and up-to-date information. It enhances and reinforces employee engagement through features like commenting, user mentions, and post likes, enabling the collection of valuable employee feedback. Furthermore, it improves employee performance by delivering vital HR communication, safety information, and compliance messages, thus empowering employees to excel in their roles.

Sri Chellappa, CEO and Co-Founder of Engagedly Inc. shared his enthusiasm, stating, “The acquisition of theEMPLOYEEapp further extends our commitment to ensuring a seamless employee experience in the context of hybrid workplaces and the future of work. It will facilitate enhanced communication, collaboration, and performance, ultimately contributing to the overall success of organizations.”

By incorporating theEMPLOYEEapp into its portfolio, Engagedly aims to provide organizations with the means to connect, activate, and engage their deskless workforce effectively. Leveraging Engagedly’s AI-powered platform, theEMPLOYEEapp will gain access to additional features and capabilities, further enhancing its offerings. This synergy enables organizations to build highly engaged and high-performing teams, ensuring their readiness for the evolving work landscape.

As part of the transaction, Westgard Capital, a leading investment and advisory firm specializing in growth-stage ventures, has partnered with the management team to foster this next stage of growth. Westgard’s Managing Principal Mr. Kenneth Chan will augment the board and offer strategic guidance on its expansion initiatives.

To learn more about theEMPLOYEEapp, visit

About Engagedly

Built on best practices and decades of research, Engagedly’s AI-powered People+Strategy platform helps organizations build high-performance culture. With Engagedly’s Modular Platform, organizations can Execute their strategy with goals/OKRs, performance appraisals, and 360 reviews, Enable their people development with Growth Hub, 1-on-1 feedback, LMS, Mentoring/Coaching, and Engage their people with Recognition and Rewards, Employee Survey and Social Praise.

PR Contact:

Jacqueline Martinez,
Director of Marketing,
Engagedly Inc.

Engagedly Q3 Highlights: Product Enhancements to Power Your Workforce

We’ve relentlessly refined and enhanced our product suite with our commitment to empowering you as an HR leader and a strategic enabler of People Strategy within your organization. In this Q3 product recap, you’re in for a treat! 

We’ve harnessed the power of intuitive AI-driven features and seamlessly integrated solutions to elevate your team’s productivity and efficiency. We’re excited to share how these latest innovations can supercharge your People Strategy and drive success. Let’s dive in!

Unlock the power of MarissaAI to streamline your People Strategy

Marissa AI offers solutions, including generative assistance, analysis and summarization, and HR support to assist People Leaders in addressing challenges. By providing quick insights, consolidating scattered resources, and offering platform guidance, it helps streamline employee experience. 

Ask Marissa: Your Ultimate HR Support Partner

Get access to information instantly with Ask Marissa – your ultimate resource for HR expertise and product documentation. Ask Marissa to listen to your unique questions, ensuring you receive a response that hits the bullseye and addresses your query. 

See it in Action

HR Resources Bot: Unleash your HR Resources Library

Utilize Ask Marissa’s capability to answer all queries by creating a library of HR resources. All you have to do is upload all relevant resources to Marissa’s “Training Resources” library. Once your resources are in place, you’ll be amazed at how Ask Marissa handles employee queries effortlessly. 

Explore the possibilities!

Survey Insights, Simplified with Marissa AI’s Summarization

Introducing Marissa AI’s latest superpower: Open-ended response summarization for surveys. No more guesswork or tiring analysis marathons. Just click on Marissa AI’s icon next to any survey question you want to summarize and watch the magic unfold. In an instant, those complicated open-ended responses are converted into concise summaries.

Give it a go

Generate Impactful Descriptions Effortlessly with Marissa AI

Get rid of writer’s block with Marissa AI. Marissa AI generates concise, impactful descriptions tailored to your content. You can now create impactful descriptions for IDPs, surveys, learning courses, and comprehensive job descriptions, including requirements and responsibilities, using Marissa AI. 

See it in Action

Leverage the Power of Marissa AI: Your Goal-Setting Companion 

Do you want to avoid the complexity of crafting impactful goals and key results? Marissa AI simplifies your goal-setting process, making it effortless. Now, Marissa AI assists you in generating goal titles and key results that are impactful and perfectly aligned with your overall objectives and expectations.

Get a sneak peek

Introducing Enhanced Integrations and Features to Streamline Goal Management

Supercharge Productivity and Performance with Salesforce, JIRA, and Google Sheets

Navigating through the complexities of goal management can be overwhelming. That’s why we’ve combined the power of Salesforce, JIRA, and Google Sheets with Engagedly’s Goals 2.0 to provide a streamlined experience, empowering you to increase productivity and achieve tangible results. Imagine having a bird’s-eye view of your team’s productivity and organizational progress, all in one place. Embrace a unified dashboard that puts you in total control and streamlines alignment.

Explore JIRA | Salesforce | Google Sheets

Streamline Goal Management in the Flow of Work  

Stay on top of your goals in the flow of work with MS Teams, Slack, G Suite email, and MS Outlook. You can quickly check on milestones or goals, respond to comments, and mark your contributing goals using Engagedly’s Goals 2.0.  Manage and update your progress while staying fully immersed in your work.

Explore the possibilities!

Turn your employees’ potential into reality with Growth Hub- 

Engagedly’s Growth Hub, powered by Marissa AI, enables organizations to foster a growth-oriented culture and empowers employees to take ownership of their careers with the help of tailored development plans.

Discover Your Workforce’s Potential with Career Aspirations 

Career Aspirations open the door to a profound understanding of your employees’ satisfaction levels in their current roles and career ambitions. It provides a panoramic view that reveals the alignment or misalignment between their present positions and future aspirations. 

See it in action

Reviews to Progress: Create IDPs directly from Performance Reviews!

Tired of struggling to bridge the gap between recognizing skill deficiencies and taking action? Now, create Individual Development Plans (IDPs) directly from performance reviews! This allows your employees to effortlessly craft the perfect IDP to address the gaps identified in performance reviews to excel in their roles and beyond.

Get a sneak peek

Introducing Easy Access to Your IDPs on Engagedly!

We’ve improved and enhanced your experience accessing your Individual Development Plans (IDPs) from multiple touch points within Engagedly. You can now navigate to your IDPs directly from the Homepage, Talent Profile, and Resource Center.

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Mobilize Engagement & Success with Engagedly’s Enhanced Mobile App!

Introducing Engagedly’s New Mobile App Homepage 

With Engagedly’s revamped mobile app homepage redesign, you’ll experience a fluid and more intuitive user experience. The new homepage features several easily accessible sections, giving you quick access to essential features. It has never been easier to find exactly what you’re looking for, saving you time and removing unnecessary hassles. 

Enhanced Social Module

Connect like never before with the new and enhanced Social Module on the Engagedly mobile app. Share ideas, show appreciation, and stay updated by accessing the Social Module from the homepage. Liking, commenting, and sharing has never been easier – always stay connected with colleagues and friends.

Streamlined Organizational Directory

Imagine having a digital Rolodex of your employees’ essential information in one place. The enhanced app provides easy access to the organizational directory from the homepage. Contact colleagues with a click, view crucial details, and have a comprehensive overview.

Access Team Pulse on the go

Managers, admins, and employees can effortlessly connect, share, and review Team Pulse check-ins. This can be done at their convenience, anytime, anywhere. No more worrying about missing deadlines or being tied to a desk. Stay connected and in the flow using a smartphone.

Introducing Automation and Recurrence For Survey Assignments! 

Tired of setting up and deploying surveys for recurring activities? Get rid of the time-consuming hassle of setting up and deploying surveys with workflow automation and Survey Recurrence features. Our automation and recurrence for Survey Assignments lets you easily automate the deployment of surveys regularly. By automating the survey process, you can spend your time more effectively and strategically. 

See it in action

At Engagedly, we share that same passion and dedication to equipping you with top-of-the-line modules, features, and integrations. We aim to empower you as an enabler of People Strategy within your organization. 

The Top Talent Retention Challenges in Business

Talent Retention Challenges: Navigating the Workforce Puzzle

In today’s job market, keeping good employees has become quite a puzzle for businesses. It’s not just about hiring; it’s about making sure people want to stay and work with you. This is what we call talent retention challenges.

This infographic dives into the world of talent retention, showing you the main problems and how you can deal with them. From the moment someone applies for a job with you to the day they decide whether to stick around or look for another job, there are lots of things that can influence their choice.

Problems often begin when someone starts a new job. If the job isn’t what they expected, they might leave soon after starting. As they work with you, things like not having a chance to grow, not having a good work-life balance, or not getting recognized can make them think about quitting.

This infographic is here to help. We’ll talk about these problems and more, and give you practical advice and facts to help you keep your best employees happy and committed to your company. So, let’s dive into the world of Talent Retention Challenges and see how you can become a pro at keeping your top talent.

Also Read: 10 Best Employee Retention Strategies to Keep Your Best Talents
The Top Talent Retention Challenges in Businesses-pageAlso Read: Guide to Employee Engagement and Retention in Financial Services Industry

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Frequently Asked Questions

Q1. What are the challenges of talent retention?

Ans. Attracting, satisfying, and keeping the best employees can be tricky. Challenges include finding the right fit, offering growth opportunities, and creating a balanced work-life environment.

Q2. Why retaining top talent is more difficult than ever?

Ans. Retaining top talent is tougher than ever because today’s job market is highly competitive. Employees seek more than just a job; they want a fulfilling career. Finding a balance between work and life is vital, and businesses must adapt to these changing expectations to keep their best people.

Q3.Why do companies fail to retain talent?

Ans. Companies often struggle to retain talent due to various reasons. Common pitfalls include inadequate career development, lack of recognition, and not addressing work-life balance. Understanding and tackling these issues can help businesses keep their valuable employees.

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Employee Turnover Rate By Industry

Employee Turnover Rate – it’s a metric that resonates throughout the business world. In the intricate tapestry of industries, it acts as both a barometer and a bellwether. It tells a story of workforce dynamics, the ebb, and flow of talent, and the challenges organizations face in retaining their valuable human capital.

This vital statistic goes beyond mere numbers; it delves into the heart of industry-specific trends, shedding light on the factors that drive employees to stay or seek new opportunities. Whether it’s the tech sector’s battle for top tech talent or the healthcare industry‘s pursuit of skilled medical professionals, understanding the nuances of employee turnover by industry is paramount.

In this article, we embark on a journey through the labyrinth of employee turnover rates by industry. We’ll unveil intriguing insights, exploring the doorway to why some industries experience higher churn while others boast exceptional retention rates.

So, fasten your seatbelts as we navigate the multifaceted landscape of employee turnover rates by industry. The insights we uncover will not only inform business strategies but also empower organizations to tailor their retention efforts, ensuring they remain competitive and resilient in their respective sectors.

Also Read: 10 Best Employee Retention Strategies to Keep Your Best Talents

Employee Turnover Rate By Industry

Also Read: Guide to Employee Engagement and Retention in Financial Services Industry

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Frequently Asked Questions

Q1. What companies have the lowest employee turnover?

Ans. Companies with the lowest employee turnover often include those known for strong workplace cultures, competitive benefits, and opportunities for career growth. Some examples of such companies include Google, Apple, and Microsoft.

Q2. Which industry has the highest attrition rate?

Ans. The industry with the highest attrition rate varies, but traditionally, sectors like hospitality and retail tend to experience higher turnover due to factors like seasonal work and part-time employment. However, specific rates can vary by region and time.

Q3. What is the industry average for employee turnover?

Ans. The industry average for employee turnover can fluctuate widely across sectors and regions. As of the latest available data, the average global turnover rate is approximately 12-15%, but specific industry averages may be higher or lower depending on various factors.

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10 Innovative Employee Engagement Initiatives You Should Try

In today’s fast-paced business landscape, where talent retention and productivity are paramount, fostering a culture of employee engagement has become a strategic imperative. Organizations that prioritize their workforce’s well-being and job satisfaction tend to outperform their competitors in various ways, from enhanced innovation to higher employee retention rates.

However, the concept of employee engagement is evolving. It’s no longer limited to traditional perks like free snacks or casual Fridays. Forward-thinking companies are continually exploring new and innovative ways to engage their employees, recognizing that a motivated, inspired workforce is the key to sustained success.

In this following infographic, we’ll delve into the cutting-edge realm of employee engagement and unveil 10 initiatives that are redefining the way businesses connect with their teams. From wellness programs to gamified learning experiences, these initiatives go beyond the ordinary, promising to reshape your company culture and, in turn, revolutionize your results.

Join us on this journey as we explore 10 innovative employee engagement initiatives that you should consider implementing within your organization. Your employees deserve nothing less than the best, and these strategies might just be the catalyst for a happier, more engaged workforce and a brighter future for your company.

Also Read: Gamification in the Workplace: Introduction, Benefits, Tips, and Examples

10 Innovative Employee Engagement Initiatives You Should Try (Infographic)

Also Read: 3Sixty Insights Report: Engagedly’s Impact on Productivity & Employee Experience

Frequently Asked Questions

Q1. What are employee engagement initiatives?

Ans. Employee engagement initiatives are proactive strategies and programs designed to enhance the emotional connection, motivation, and commitment of employees to their work and organization. These initiatives encompass a wide range of activities, from recognition programs and flexible work arrangements to skill development opportunities and wellness initiatives, all aimed at creating a positive and productive workplace culture.

Q2. What are the 5 c’s of employee engagement?

Ans. The 5 C’s of employee engagement are: Communication, Connection, Collaboration, Contribution, and Career Development. These principles serve as a framework to foster a more engaged and motivated workforce, leading to improved organizational success and employee satisfaction.

Q3. What are 5 things that can be done to enhance employee engagement?

Ans. To enhance employee engagement, consider these 5 effective strategies: 1. Regular feedback and recognition, 2. Clear communication and transparency, 3. Professional development opportunities, 4. Employee well-being programs, 5. Inclusive and collaborative workplace culture. These actions can significantly boost employee satisfaction and productivity.

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Best Talent Management Statistics HR Needs to Know

In the dynamic realm of Human Resources, staying ahead of the curve is not just advantageous; it’s essential. With the evolving nature of work and the changing expectations of employees, having a finger on the pulse of talent management is crucial. That’s where Talent Management Statistics come into play, serving as the compass guiding HR professionals toward more informed, strategic decisions.

In this article, we explore Talent Management Statistics essential for HR leaders. Whether you aim to refine recruitment, enhance employee development, or boost retention, these stats offer valuable insights. They cover areas like diversity’s impact on performance and current trends in remote work and engagement, providing a glimpse into talent management’s future.

Get ready to delve into this data-rich world. These statistics will inform your HR strategies, helping you create a workplace where talent flourishes, propelling your organization to new heights of success. Your journey to HR enlightenment starts here.

Also Read: Why Your Business Needs This Talent Management Framework
Talent Management Statistics
Also Read: A Complete Overview of Talent Management in a Changing Global Workplace

Frequently Asked Questions

Q1. How can HR help with talent management?

Ans. HR can help with talent management by identifying and attracting top talent, implementing effective onboarding and development programs, fostering a positive workplace culture, and continuously monitoring and optimizing talent strategies to align with organizational goals.

Q2. What data are collected in talent management?

Ans. In talent management, various types of data are collected, including candidate resumes, performance evaluations, skills assessments, employee engagement surveys, turnover rates, and succession planning information. This data helps organizations make informed decisions about recruitment, development, and retention of their workforce.

Q3. What is talent management & HR analytics?

Ans. Talent management and HR analytics refer to the use of data analysis and metrics to gain insights into an organization’s workforce. It involves measuring and optimizing various HR processes, such as recruitment, performance management, and employee development, to make data-driven decisions that improve talent acquisition, retention, and overall HR effectiveness.

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Why Your Business Needs A High Performance Culture Framework

In the relentless pursuit of excellence, businesses today are increasingly recognizing the transformative power of a well-crafted High-Performance Culture Framework. In an era defined by innovation, agility, and fierce competition, cultivating a workplace culture that not only thrives but excels is not merely an aspiration; it’s a necessity.

Picture a workplace where every employee is not just meeting expectations but consistently surpassing them. Imagine a culture that fuels creativity, drives innovation, and propels your organization toward unprecedented growth. This is the promise of a High-Performance Culture Framework, and it’s why your business cannot afford to overlook its profound significance.

In this article, we embark on a journey into the dynamic real-time of high-performance culture, with a laser focus on why your business needs a well-defined framework to cultivate and sustain it. Whether you’re a startup striving to make your mark or a seasoned corporation aiming to stay at the forefront of your industry, understanding the pivotal role of this framework is the first step toward unlocking your organization’s full potential.

Throughout our exploration, we’ll delve into the core principles, benefits, and practical implementation of a High-Performance Culture Framework. By the time we conclude, you’ll not only appreciate the imperative of integrating it into your business strategy but also be equipped with the knowledge to propel your company into an era of unparalleled success.

So, fasten your seatbelts as we navigate the compelling landscape of high-performance culture, where the High-Performance Culture Framework is the key that can unlock the doors to excellence, innovation, and growth within your organization. Your journey to fostering a culture of exceptional performance begins right here.

Also Read: Top 10 Performance Management Software of 2023
Why Your Business Needs a “High Performance Culture Framework
Also Read: The 4 Stages of Performance Cycle

Frequently Asked Questions

Q1. Why is building performance culture important in an organization?

Ans. Building a performance culture is vital for organizations as it drives employee motivation, improves productivity, fosters innovation, and enhances overall business success. It aligns teams with company goals and ensures sustained growth in a competitive landscape.

Q2. How To Create A High-Performance Culture?

Ans. Creating a High-Performance Culture involves setting clear expectations, promoting open communication, offering regular feedback, investing in employee development, and recognizing achievements. It requires a strategic and sustained effort to foster excellence and drive success within an organization.

Q3. What is a high-performance culture framework?

Ans. A High-Performance Culture Framework is a structured approach that defines values, expectations, and strategies to cultivate excellence, innovation, and success within an organization. It serves as a roadmap for aligning workforce behavior with company objectives and fostering a culture of exceptional performance.

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Engagedly Announces the Top 100 Global HR Influencers of 2023

The Seventh Annual list celebrates the achievement of people strategists who are making a difference in the workplace

ST. LOUISSept. 18, 2023 /PRNewswire/ — Engagedly, a pioneering provider of AI-powered, cloud-based talent management solutions, proudly presents its seventh annual “Top 100 HR Influencers of 2023.”

Top 100 HR Influencers

In an era of innovation, growth, and technology, Engagedly recognizes and applauds the HR disruptors who have propelled the industry forward. The selection process for this prestigious list was meticulous and comprehensive. Engagedly initiated an open call for nominations, inviting HR professionals across the globe. This resulted in an overwhelming response, with over 400 nominations flooding in worldwide.

To identify the Top 100, Engagedly’s team employed a rigorous evaluation methodology, considering factors such as the recency and frequency of contributions, innovation, the breadth of followers on Twitter and LinkedIn, the number of speaking engagements, and publications. After a meticulous evaluation, the final honorees were chosen. The list includes some of the leaders in the space like Angela DuckworthJosh Bersin, and Adam Grant, and surprising new ones like Geena Davis.

Sri Chellappa, President/CEO and Co-Founder of Engagedly shared his perspective on the significance of this recognition: “In these challenging times, HR leaders have been at the forefront of driving organizational success, adapting to hybrid work environments, and nurturing positive workplace cultures. This annual accolade aims to highlight the exceptional work of HR professionals and provide them with a platform for acknowledgment and appreciation.”

It is important to note that the list is not ranked or ordered in any specific manner. Instead, it celebrates these influencers’ diverse contributions across various HR domains, including HR Tech, Analytics and Strategy, Leadership and Development, Talent Acquisition, Organizational Development, Total Rewards, and Diversity and Inclusion. These categories reflect the multifaceted nature of the HR industry and the wide-ranging impact of these individuals.

Engagedly recognizes that HR is a field that is constantly evolving and expanding in all directions. As Engagedly continues to pioneer innovations in the HR industry, it remains committed to honoring those who are driving positive change and shaping the future of HR.

For more information about “Top 100 HR Influencers of 2023,” please visit:

PR Contact:
Jacqueline Martinez,
Director of Marketing,
Engagedly Inc.

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How Engagedly Makes Goal Management Easy

In 2020, when everyone is working remotely, the importance of goal-setting software cannot be undermined. Having clear and well-defined goals helps employees to be engaged and focused at work. But a goal setting software should not only allow you to create goals but should also allow you to manage and track them easily. Using Engagedly’s Real Time Performance Management Software, you can manage employee goals effectively throughout the organization. In our previous article, we shared a guide to help you set goals using Engagedly; in this one, we will share some of the features of the goals module that will make goal management an easy job for your organization. 

Here are some of the features.

Assign Goals To Anyone

In Engagedly’s goal module, you can assign goals to anyone very easily. It not only allows you to assign the goals to your direct reports but also allows you to assign them to other members of the organization if they need to be a part of the goal. It reduces the need for meeting up or having a formal meeting before goal assignment and thus saves a lot of time.

Let’s You Align Your Goals

Employee goals, once aligned with the team, department, and organizational goals, it becomes easier for employees to understand where they fit in the bigger picture. Moreover, when employees realize how their contribution matters for the organization’s success, they are more productive and engaged at work.

In Engagedly’s goal-setting module, employees can link their goals upwards with the team, department, and organization goals, and see how their progress helps in the progress of the organization’s goals.

For example, if one of the marketing team’s goals is establishing a brand voice, aligning goals will show the employees how they are contributing.

You Can Cascade The Goals

Engagedly’s cascading feature allows adding contributors or stakeholders to individual goals. When goals are cascaded, it becomes easier to align goals with the team and organization goals. The cascaded goal becomes a shared goal, and everyone’s progress affects the overall progress of the goal.

For example, the content marketing manager of an organization cascades their goal of expanding brand voice with the content marketing associate.

Also Read: Gamification in the Workplace: Introduction, Benefits, Tips, and Examples

Add Key Results

“If it does not have a number, it is not a Key Result.” – Marissa Mayer, former Google Vice President (Search Products and User Experience).

Although introduced by Andy Grove, the concept of objectives and key results was made famous by John Doerr while he was working at Google. Objectives are simple descriptions of what you want to achieve, whereas key results simply measure the progress towards the objective. OKRs help break down big goals into smaller and simpler quantifiable goals that are easy to achieve.

Engagedly’s OKR component will allow you to add multiple objectives for each goal and multiple key results for each objective. We at Engagedly wouldn’t recommend adding more than 3-5 key results per objective.

Comment On It

Engagedly’s employee goals module comes with a built-in comment functionality where managers and employees can discuss the progress of the goals. It makes it easy for everyone to communicate without having the need to meet in person for a discussion. Moreover, it helps the employees to receive timely feedback which is important to keep the employees motivated and engaged.

Also Read: Importance of 360-Degree Feedback for Hybrid and Remote Employees

Integrated With PMS

Goal setting and management is an important part of performance management. Goals are one of the yardsticks to measure the performance of an employee by their managers. It helps them understand how much an employee has accomplished over a period of time in the organization. Not only this, it helps employees to track their own progress and helps them understand which areas they need to focus on.

Engagedly’s goals module can be seamlessly integrated with other modules of Engagedly such as real-time feedback, multi-rater, learning, performance, etc., which makes the performance review process a lot easier for the employees and the manager.

This article outlines only some of the features of Engagedly’s goal module. To know more about it, request us for a live demo.

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Types of Employee Rewards And Why They Matter

In the realm of talent management, one thing stands true: motivated employees are vital. Amid various strategies for inspiration and retention, employee rewards remain a cornerstone. Diving into the world of types of Employee Rewards, we find not just perks but potent tools for shaping a motivated workforce.

These rewards aren’t mere extras; they ignite passion, loyalty, and peak performance. Whether it’s recognition programs or financial incentives, your choices can profoundly affect morale, job satisfaction, and your bottom line.

Now, coming to the matter of focus, HR professionals refining talent retention or business leaders creating attractive workplaces will find this essential.

As we explore, we’ll uncover the psychology behind effective rewards, delve into specific incentives, and offer guidance on aligning rewards with organizational goals.

Venture into the captivating world of employee rewards, your roadmap to understanding their importance, and how they fuel a culture of excellence. Your journey to unlocking workforce potential starts with types of employee rewards.

Also Read: Employee Rewards and Recognition For An Engaged Workforce

Types of Employee rewardsAlso Read: Here’s Why Your Employee Rewards & Recognition Fails

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Frequently Asked Questions

Q1. What are the top 5 types of employee benefits?

Ans. The top 5 types of employee benefits include health insurance, retirement plans, paid time off (PTO), professional development opportunities, and wellness programs. These benefits enhance job satisfaction, attract top talent, and promote employee well-being.

Q2. What are the top 3 most sought after employee benefits?

Ans. The top 3 most sought-after employee benefits are health insurance, retirement plans, and flexible work arrangements. These benefits are highly valued by employees for their impact on well-being, financial security, and work-life balance.

Q3. What types of rewards are most effective?

Ans. The most effective types of rewards vary but often include recognition and appreciation, performance-based bonuses, and opportunities for career growth and development. These rewards tend to motivate employees, boost morale, and drive performance.

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