In every workplace, feedback plays a critical role. It is significantly powerful because it can change the course of things, motivate someone to work harder; improve a product or a software. Without feedback, we’d be blind to faults, be they in ourselves, our products or our views.
Continue reading “Wondering How to Give Constructive Feedback? Here’s How”
Continuous feedback is not very different from other kinds of feedback systems. It is simply the act of sharing feedback on a regular basis, so that the recipient receives regular guidance from the feedback giver. There are various benefits of this. It is simply feedback that is intended to help and refine, as opposed to just giving an opinion.
Continue reading “Why Every Organization Should Practice Continuous Feedback”
Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability – Anne M. Mulcahy, former CEO of Xerox.
According to research, organizations with highly engaged employees have 17% higher productivity and 21% higher profitability. Engaged employees thus work harder and stay for a longer period of time in the organization since they don’t have a reason to move out.
Employee engagement not only measures the happiness level or quantity of work done by an employee, it does much more than that. In fact, it takes into account how connected and motivated an employee is with their role, work, and organization.
But employee engagement does not remain constant and should be measured and nurtured from time to time, or it shall until it dissipates. Although there is no specific way to measure employee engagement, here are some of the tools that have made it easy to measure employee engagement.
If you want quick and most effective methods to measure employee engagement, then your go to option should be to conduct surveys. It not only helps in measuring engagement, it also helps in employee motivation, and getting ideas from employees. This two-way communication is very important in having an engaged workforce. HRs and managers should frequently send simple, small, and actionable surveys to the employees of the organization asking them about work. It will help HRs, managers, and the organization to know how engaged their employees are and also help them understand the temperament of the organization. Be sure to focus your survey questionnaire on three basic metrics: Satisfaction, Alignment, and Future orientation.
Engagedly’s inbuilt survey feature helps you create and assign surveys without a hitch.
Employees leave the organization at different points of time, but as a manager or an HR, you need to know the actual cause behind it. Often employees cite that they didn’t feel engaged or excited with the work they do, as the reason behind leaving the organization. Conducting exit interviews and stay interviews help the managers and the HRs to know which areas they should work on to improve employee engagement.
Exit interviews help in understanding what you could have done differently to improve engagement, whereas stay interviews let you know what you are already excelling at and what not.
Some common questions for both exit and stays interviews are:
This helps in preventing another employee leaving the organization for the same reason.
Also Read: 7 Successful Strategies To Conduct A Stay Interview
From time to time, HRs and managers should have one-to-one meetings with their employees. As one-to-one meetings are in person with the manager or the HR, the employee feels free to share information and express themselves. This should be done regularly, probably weekly once or every fortnight is advisable.
Also Read: Know How To Conduct One-On-One Meetings Effectively
When organizations are very large it might be difficult for you to conduct a one-to-one meeting with your employees. In this case, focus groups could be formed. Often members of the same team or different teams can be grouped for this. As a manager or an HR, you should be well prepared with a set of 5 to 8 questions, based on asking the employees whether they feel that their work is important or whether they have all the tools to do their work. This will help organizations to know what they can do more to improve employee engagement and productivity.
Also Read: A Manager’s Guide To Review Remote Employees
According to a recent study, 69% of employees would work harder if they felt their efforts were better appreciated.
Employees recognition and rewards activities are a good way to identify engaged employees. It is already known that recognition and rewards have a direct impact on employee engagement. The reverse also stands true, identifying the number of employees receiving rewards and recognition helps managers and HRs to identify employee engagement in their organization.
Also Read: Things To Consider When Recognizing Remote Employees
Retention rate and productivity metrics of employees will help determine how engaged the employees are in the organization as employee engagement will have a direct effect on the retention rate and productivity metrics.
Also Read: 6 Stay Interview Challenges To Be Aware Of
Thus it cannot be stressed enough how important employee engagement is and why it should be measured from time to time to keep your employees motivated and retain them in your organization. So if you have not been doing so, now is the time you should incorporate employee engagement measurement strategies and tools. If you wish to know hoe Engagedly can help you, just fill in the form below and reach out to us.
Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020.
The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.
Get in touch with us to know more about the free remote working tool-kit.
Employee engagement plays an extremely important role in every organisation. Thats why, there is a constant need to improve upon employee engagement levels. This is not to do with playing the numbers game, but rather because it is important to keep switching things up.
Continue reading “Boosting Employee Engagement In The Workplace”
Before plunging into the discussion, let’s take you through a short journey. Robert, a newbie software developer, had joined your organization two months back. He has received a good pay raise over his previous one. But recently you got to know that he has started looking for a job elsewhere and he is resigning from your organization. The reason which he stated for his decision was, he didn’t feel engaged at his work. Continue reading “Want To Improve Employee Engagement? Know How”
According to Gallup, only 33 % of American workers are engaged in their jobs, 52% were “just showing up,” and 17 % described themselves as “actively disengaged”. Continue reading “Employee Engagement: The Secret Behind Your Organization’s Success”
We hardly ever delve deeper into the topic of employee burnout, because its a complex concept to handle. But it is also very important for you and every organisation to be aware that its a serious issue and it should be dealt with care.
Continue reading “Employee Burnout: What You Need to Know About It”
As an employee, every one of us experiences stress due to work. It has become a part and parcel of most workplaces. Allow us to clear a common misconception though. Job stress does not occur only when you don’t like your job or have the wrong job. Job stress can be a part of your life even when you are holding your dream job or a job that you dearly love.
Music is a lot more than just a way to escape the daily grind. For some, the best part about commuting to work, despite the traffic and commotions, is listening to their favorite playlist on the way. For some others, it enhances their mood to work. Thats why they are often seen moving around with their headphones on.
Continue reading “Music Can Help Increase Productivity at Work”
Feedback is an essential part of employee engagement and retention in every organization. The top-down or the manager-employee feedback approach often seems to be incomplete and biased, so many organizations are opting for the 360-degree feedback process. Continue reading “Myths of 360 degree feedback”
Given how the world is functioning today due to COVID-19, staying motivated enough to chase goals is a problem everyone is facing in some scale or another. You may set out with the best of intentions, but with unexpected emergencies, new initiatives, negative news all across the world and competing priorities for your time and attention, it can be challenging to stay on track towards your long-term goals.
Goal setting is one of the most important aspects of employee performance management. But do you think that employee goals are effective enough for your organization to achieve success? Well, goals give us a sense of direction and motivation but they do not always lead to success because of not being effectively set.
If you are planning on improving your company culture and increase your team’s productivity using employee goals, then OKRs are the best way to do it!
Objectives and key results (OKR) is a popular goal management framework that evolved over time. You can set goals, oversee them and track employee progress using OKRs.
OKRs help you understand the following things about your goal and its results:
Also Read: How Can Setting Employee Goals Help Your Organization?
We have understood why using OKRs for goal setting is important but the question still remains, how to set strong and effective goals for your team? To help you answer this question, remember these three factors.
As a manager, it is quite challenging to think from the perspective of each team member and come up with an objective. Understand if the objective actually gives you a proper understanding of what you should do. An objective tells you what you should do and a key result tells you how to do it. It is important for your employee objective to be directional.
Ideally, you should be able to modify goals in the long run. Because, in the process of achieving a goal, the employee and manager might suddenly find that the objective of the goal needs to change. Or that they might need to add other objectives to the goal.
An OKR cannot be long and confusing. Make sure that the OKRs of your employees are simple, brief and direct. Always remember to give the objective shorter time span. Having long-term goals can be helpful but not as much as having smaller goals which are bound to time.
It is very important to have OKRs that are measurable over time. Being able to measure your OKRs helps you find out if you have reached your goal or not. Measuring unquantified objectives is subjective and your employees should opt to have a one on one meeting with their managers to understand their progress on unquantifiable objectives.
One of the most important questions that you should answer is that if the employee OKR is contributing to organizational OKRs.
All goals cannot be tied to team goals and the organization, that is true. However, when setting a goal for an employee, it is important to remember that as much as possible, a goal should contribute towards the overall team and organization goals. If a goal is not directly contributing to a team or the organization’s success, it should at least account for an employee’s personal development. If the goal is not even helping the employee improve professionally, then the goal shouldn’t exist in the first place.
Employees should align their team OKRs as well as their individual OKRs to the organizational OKRs as well as their department goals.
Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020.
The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.
Get in touch with us to know more about the free remote working tool-kit.
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Conflict resolution is the process of resolving a dispute or disagreement between two or more people by involving a third-party to help reach an agreement. Conflicts at the workplace are very common. If these are not resolved on time, they can result in a very toxic workplace culture.
360 degree feedback, also sometimes referred to as multirater feedback, is a process where everyone the employee has worked with provides feedback for the employee. In this process, feedback is not only collected from the managers but several stakeholders such as direct reports, peers, senior leadership, customers, vendors, etc. It presents an overall clear picture of an employee’s performance, behavioural skills, and competency.
All of us in the HR space has a very different notion of what employee engagement means and consequently, people outside the HR space have a very different idea of what employee engagement is.
Continue reading “Employee Engagement: Know What It Looks Like”
According to a recent study, 80 percent of employers have some type of employee recognition program in place.
Companies these days are designed in a way that all different departments are interconnected and contribute to accomplishing company goals and help increase organisational productivity.
Continue reading “How To Effectively Give Feedback To Co-Workers”
Have you ever wondered what is the impact of poor employee engagement? After all, it is not the sole reason for why organisations continue to keep running. Because employees are one of the greatest assets of a company and employee engagement does play a big role in keeping organisations running smoothly.
In order to better understand employee engagement, one must first understand what it is to be engaged.
An engaged employee is someone who is active within the organisation, not just in terms of showing up every day, but being visibly seen and recognised for the work and effort they put in. On the other hand, disengaged employees are employees who may be present physically, but mentally, they are not focused on the work.
The number of engaged employees within an organisation can determine how vibrant and successful it is. The number of disengaged employees can highlight serious workplace dysfunction, poor work culture or possibly even a lack of clarity when it comes to roles and skills.
But before we get into fixing poor employee engagement, let us take a look at what employee disengagement does to other employees. The emotions and actions of one can and do have an impact on other employees. The seriousness of it might differ from person to person, but it is worth keeping this proverb in mind, one rotten apple can quickly spoil the bunch.
Nobody is immune to bad vibes or workplace dysfunction. It’s not always possible to drown out employees who might drop by to chat and instead end up launching into a litany of complaints. Nor is it possible to stop engaging with people simply cause they are disengaged. What can one do if the person who is disengaged happens to be their team-mate or manager? The advice to avoid interacting with them is simply not feasible.
Engaged employees can make an organisation hum. Disengaged employees can throw a spanner in the works. When the harmony in a workplace is disrupted, an employee’s output and productivity can drastically decrease. Employees cannot focus on the work at hand and that in turn has an effect on an organisation’s overall productivity.
When employee engagement gets ignored, employees who are adjacently affected will continue to work until they can no longer manage, and then they will move on. It’s wrong to expect employees to keep adjusting to the quirks of others when no attempt is being made to fix it.
Engaged employees are constantly innovating and coming up with new ways for the company to move ahead. Disengaged employees do the exact opposite. They are completely cut off from their’s organisation’s values and objectives and have nothing of value to offer. When there are no new ideas or innovations on the horizon, an organisation stagnates and falls behind. It might be worth noting that not all employees start off as disengaged. In fact, some of them might have even been rockstar employees before. However, along the way, something changed. Perhaps they are unhappy with the way the organisation is developing. Or maybe they feel like they are not valued like they were before. It is important to discern the reasons for poor employee engagement before taking precautionary wide-sweeping measures.
This is a side-effect of organisation stagnation and disrupted workplaces. Disengaged employees are costly. Not only do they tend to be a drain on a company’s time and resources, but they might also be responsible for driving away other engaged employees. Attrition does cost organisations money. Because significant costs are incurred every time you hire an employee, train them and get them on board, only for them to leave because the organisation culture wasn’t palatable to them. Or because they found it difficult to work with employees who are obstructive or unenthusiastic. Unlike engaged employees who are invested in not only their careers but even the well-being of the company, disengaged employees do not care. They have no interest in the company and they are content to put in the least possible effort, therefore seriously impacting an organisation’s performance.
Really good employee engagement software can take what is already there and enhance it further. It is important to note that employee engagement software is highly successful when a workplace has a culture that actively fosters employee participation, employee satisfaction, and employee engagement. It is not a cure-all for an organisation that is already suffering from poor levels of employee engagement. In fact, once an organisation overhauls its practices regarding engagement and motivation, employee engagement software can be tapped into to sustain the momentum.
In conclusion, employee engagement software can really help improve workplace climate, but only if the organisation in question has a culture of employee engagement or is working towards creating a culture of engagement and wants to improve it.
If you want to know how Engagedly can help in Employee Engagement, request for a live demo and talk to our experts!
“John, you did a great job with the presentation. Very precisely articulated and insightful”. Imagine getting a positive feedback like this, every time you put in hard work.
Continue reading “7 Staff Appreciation Ideas That Actually Work”
Employee engagement is one of the most important aspects of current HR. Though most managers understand the importance of keeping their employees engaged and satisfied with their work, sometimes they tend to unintentionally destroy employee engagement.
Do you want to re-evaluate your practices to check if you’re accidentally destroying employee engagement at your workplace? Here are a few signs to look out for:
Goals shouldn’t be very easy to attain because they won’t let the true potential show. But also remember not to make them so unrealistic that they intimidate your employees.
Before setting goals and deadlines, think how these goals affect your organisation and work culture. If not, these goals instead of motivating your employees and promoting employee engagement, kills employee morale.
Also read: Rethinking Employee Rewards and Recognition
One of the very common reasons for employee disengagement is that they aren’t satisfied with the amount of feedback they receive. As a manager, you should find a way to talk to your employees about their performance and give them enough feedback and time to improve.
Imagine that you were given a really challenging task and you took a lot of effort and risk to complete it on time. After you complete the work, your boss takes all the credit and doesn’t even bother to give you a little appreciation.
Would you give your maximum efforts again on any other task? Now you know how that feels, don’t you? Appreciate and recognise your employees when they meet your expectations. A simple act of appreciation goes a long way.
Also read: Tips For Inspiring Your Team And Driving Employee Engagement
Like mentioned above, employees make mistakes, but they also complete their given tasks. You can’t only focus on the mistakes they make and ignore their accomplishments. You don’t have to focus only on their mistakes and taunt them always.
All you can do as a manager is, to talk about the mistake and help them correct it if possible.
Promising something to your employees and not keeping those promises, makes you lose your personal credibility.
When you promise something to your employees they take it as a done deal. Be sure that you can keep a promise before making it. By saying this, we do not mean that you lie to your employees; it is just that, you should be sure of your ability to keep the promise you make. If you constantly fail to keep your promises, your staff may completely lose respect for you.
When you are a manager, you can’t just be an emotionless, command-giving robot in the office. Communicate with your employees and understand their problems. Talk to them about their work, your work, or anything.
When you don’t communicate your ideas with your employees, they can never reach your expectations. If you want to see your organisational goals met, then get started.
As a human, you might enjoy working with a few people and it is completely normal. But, when you are a manager, you’ve got different responsibilities and different people working as a team under you.
You can’t respond differently to different people for the same behaviour because of your personal preferences. If you do, it creates a really unfair workplace environment.
Do you want to know how Engagedly can help you with Employee Engagement and motivation? Schedule a live demo and talk with our experts!
According to Women In Workplace 2019 study by McKinsey & Company, the overall representation of women in the C-suite is far from parity. About 1 in 5 C-suite executives is a woman—and only 1 in 25 C-suite executives is a woman of colour.
Continue reading “This Study Says That You Should Hire More Female Leaders”
