Top 10 15Five Alternatives You Need to Know in 2025

Performance management tools play a pivotal role in enhancing employee performance and overall organizational productivity. These tools facilitate continuous feedback, goal setting, performance reviews, and employee engagement, which are crucial for maintaining a motivated and high-performing workforce. By implementing robust performance management systems, companies can align individual objectives with organizational goals, identify and address performance gaps, and foster a culture of continuous improvement and development.

Why Companies Might Seek Alternatives to 15Five

While 15Five is a widely recognized performance management tool known for its user-friendly interface and comprehensive features, companies might seek alternatives for several reasons. Some organizations may find that 15Five’s features do not fully align with their specific needs or industry requirements. Others may be looking for a more cost-effective solution, better integration capabilities with existing systems, or advanced analytics and reporting functionalities. Additionally, as the market for performance management tools evolves, new players with innovative features and unique approaches continue to emerge, offering competitive alternatives to established solutions like 15Five.

This article aims to provide an overview of the best alternatives to 15Five, helping companies identify the right performance management tool that meets their unique needs. We will evaluate each alternative based on key criteria such as features, pricing, user experience, and unique selling points, ensuring a comprehensive analysis to aid in the decision-making process.

Criteria for Evaluation

Features

Key functionalities are essential in performance management tools to ensure they meet the diverse needs of an organization. Important features include:

  • Performance Reviews: Regular and systematic assessments of employee performance.
  • Goal Setting and Tracking: Tools for setting, monitoring, and achieving individual and team goals.
  • Feedback Mechanisms: Continuous feedback options to facilitate communication between employees and managers.
  • Employee Engagement: Features that promote engagement and monitor employee satisfaction.
  • Analytics and Reporting: Advanced reporting tools to analyze performance data and make informed decisions.
  • Integration Capabilities: Ability to seamlessly integrate with other HR and productivity tools.

User Experience

Ease of use and user interface are vital for ensuring widespread adoption and effective utilization of the tool. Key aspects include:

  • Intuitive Design: User-friendly interface that simplifies navigation and reduces the learning curve.
  • Accessibility: Availability of mobile and web applications for easy access.
  • Customization: Ability to tailor the tool to meet specific organizational needs and preferences.
  • Support and Training: Availability of customer support, training resources, and documentation.

Unique Selling Points (USPs)

What sets each alternative apart from the competition is crucial in identifying the right fit for an organization. USPs might include:

  • Innovative Features: Unique functionalities that address specific challenges or provide distinct advantages.
  • Market Position: Reputation and credibility in the performance management space.
  • Customer Reviews: Positive feedback and testimonials from existing users.
  • Differentiation: How the tool stands out in terms of technology, approach, or user experience.

By evaluating 15Five alternatives based on these criteria, this article aims to provide a clear and comprehensive guide to help organizations choose the most suitable performance management tool for their needs.

Top 10 Excellent Alternatives to 15Five You Should Consider

Here are 10 excellent alternatives to 15Five to consider before choosing performance management software:

1. Engagedly
2. Lattice
3. Betterworks
4. Culture Amp
5. Reflektive
6. Leapsome
7. 7Geese
8. Trakstar
9. Zoho People
10. BambooHR

1. Engagedly

Leading-Talent-Management-Software-Platform-Engagedly

Engagedly is a comprehensive employee experience platform designed to address all aspects of talent management, providing organizations with the tools they need to overcome common challenges. Mid-market organizations often struggle with issues such as maintaining consistent performance evaluations, aligning individual goals with organizational objectives, fostering employee engagement, and supporting continuous learning and development. 

Engagedly seamlessly integrates performance management, employee engagement, and learning management into one robust solution, enhancing employee performance and fostering a culture of continuous improvement.

Key Features:

  • Performance Reviews: Comprehensive tools for conducting regular performance evaluations, ensuring consistent feedback and development. This feature helps mid-market organizations maintain transparency and fairness in performance assessments, which is crucial for employee satisfaction and retention.
  • Goal Setting: Facilitates setting, tracking, and achieving individual and team goals. By aligning employee efforts with organizational objectives, this feature helps mid-market companies overcome the challenge of ensuring that all employees are working towards the same strategic goals.
  • Employee Engagement: Advanced tools to measure and improve employee engagement. Engagedly provides mid-market organizations with insights into employee satisfaction and motivation, helping to address disengagement and turnover issues.
  • Feedback: Continuous feedback mechanisms enhance communication and development between employees and managers. This feature helps mid-market companies create a feedback-rich culture, which is essential for employee growth and organizational improvement.
  • Learning Management: An integrated learning management system supports ongoing employee development and skill enhancement. This is particularly beneficial for mid-market organizations that need to upskill their workforce efficiently without investing in separate training platforms.
  • 360-Degree Feedback: Comprehensive feedback from peers, managers, and direct reports provides a holistic view of employee performance, promoting well-rounded development and growth.
  • OKRs (Objectives and Key Results): Tools for setting, tracking, and aligning objectives and key results, ensuring all employees work towards common organizational goals.
  • Employee Recognition: Features that facilitate recognizing and rewarding employees for their contributions, boosting morale and motivation.

User Experience:

Engagedly offers a user-friendly interface with easy navigation, ensuring a smooth and intuitive user experience. The platform is accessible via a mobile app, allowing employees and managers to access essential features on the go, enhancing flexibility and convenience. The intuitive design reduces the learning curve and encourages widespread adoption across the organization.

Unique Selling Point (USP):

Engagedly stands out as a versatile solution for organizations looking to improve performance, employee development, growth, and engagement. Its comprehensive capabilities in performance management, learning management, and employee engagement make it a powerful tool for fostering a high-performance culture and driving organizational success. For mid-market organizations, Engagedly addresses critical challenges such as maintaining consistent evaluations, aligning goals, fostering engagement, and supporting continuous learning, making it an indispensable asset for sustained growth and success.

2. Lattice

Lattice

Lattice is a performance management and employee engagement platform that focuses on continuous feedback and employee development. It helps organizations drive better performance through goal setting, performance reviews, and engagement surveys.

Key Features:

  • Performance Reviews: Structured performance evaluations to assess and develop employee performance.
  • OKRs: Tools for setting and tracking objectives and key results.
  • Feedback: Continuous feedback options to facilitate regular communication between employees and managers.
  • Employee Engagement Surveys: Tools to measure and improve employee engagement and satisfaction.

User Experience:
Lattice is known for its intuitive interface and robust analytics, making it easy for users to navigate and gain insights. The platform’s design focuses on simplicity and effectiveness, ensuring a positive user experience.

USP:
Lattice’s strong focus on employee development and continuous feedback sets it apart, making it an excellent choice for organizations that prioritize ongoing employee growth and improvement.

3. Betterworks

Betterworks

Betterworks is a performance management platform that emphasizes goal alignment and achievement. It provides tools for setting and tracking goals, conducting performance reviews, and facilitating continuous performance management.

Key Features:

  • Goal Setting and Tracking: Tools to set, monitor, and achieve individual and organizational goals.
  • Performance Reviews: Comprehensive performance evaluation tools.
  • Feedback: Continuous feedback mechanisms to support employee development.
  • Continuous Performance Management: Tools to ensure ongoing performance tracking and improvement.

User Experience:
Betterworks features a clean and user-friendly interface that integrates seamlessly with other tools. Its design focuses on ease of use, ensuring a smooth user experience.

USP:
Betterworks stands out for its emphasis on goal alignment and achievement, helping organizations ensure that their employees’ goals are aligned with overall business objectives.

4. Culture Amp

Culture-Amp

Culture Amp is an employee engagement and performance management platform that provides data-driven insights to improve company culture. It offers tools for engagement surveys, performance reviews, goal setting, and feedback.

Key Features:

  • Employee Engagement Surveys: Tools to measure and enhance employee engagement.
  • Performance Reviews: Comprehensive tools for conducting performance evaluations.
  • Goal Setting: Facilitates setting and tracking individual and team goals.
  • Feedback: Continuous feedback mechanisms to support employee development.

User Experience:
Culture Amp features a user-friendly design that provides actionable insights, making it easy for users to navigate and make informed decisions.

USP:
Culture Amp’s data-driven insights for improving company culture make it a valuable tool for organizations looking to enhance employee engagement and performance through actionable data.

5. Reflektive

Reflektive

Reflektive is a performance management platform that focuses on real-time feedback and goal management. It provides tools for performance reviews, goal setting, feedback, and check-ins to drive continuous improvement.

Key Features:

  • Performance Reviews: Structured tools for conducting regular performance evaluations.
  • Goal Management: Tools for setting and tracking individual and team goals.
  • Feedback: Real-time feedback mechanisms to facilitate regular communication and development.
  • Check-Ins: Regular check-ins to monitor progress and address any issues promptly.

User Experience:
Reflektive features a modern and intuitive interface that ensures ease of use. The platform’s design focuses on simplicity and effectiveness, providing a positive user experience.

USP:
Reflektive’s real-time feedback and goal management capabilities set it apart, making it a valuable tool for organizations that prioritize continuous improvement and timely feedback.

6. Leapsome

Leapsome

Leapsome is a comprehensive performance management and learning platform designed to enhance employee development and organizational performance. It integrates various functionalities to provide a seamless experience for managing performance reviews, goal setting, and continuous feedback.

Key Features:

  • Performance Reviews: Structured and customizable performance review processes.
  • Goal Setting: Tools for setting, tracking, and achieving individual and team goals.
  • Feedback: Continuous feedback mechanisms to foster ongoing development and communication.
  • Learning Management: Integrated learning management system to support employee training and development.

User Experience:
Leapsome features an intuitive platform with customizable workflows, making it easy for users to tailor the system to their specific needs. The user-friendly interface ensures a smooth experience for both employees and managers.

USP:
Leapsome stands out for its integration of performance management and learning, providing a holistic approach to employee development and organizational growth.

7. 7Geese

7Geese-is-Now-Paycor-Talent-Development

7Geese is a performance management platform that focuses on OKR-driven performance management. It provides tools for setting and tracking Objectives and Key Results (OKRs), conducting performance reviews, and facilitating feedback and recognition.

Key Features:

  • OKRs: Tools for setting, tracking, and achieving Objectives and Key Results.
  • Performance Reviews: Comprehensive performance evaluation tools.
  • Feedback: Continuous feedback mechanisms to support employee development.
  • Recognition: Features to recognize and reward employee achievements.

User Experience:
7Geese features a clean interface with easy navigation, ensuring a positive user experience. The platform is designed to simplify the performance management process and enhance user engagement.

USP:
7Geese’s strong focus on OKR-driven performance management sets it apart, making it an excellent choice for organizations that prioritize goal alignment and achievement.

8. Trakstar

Trakstar-Employee-Performance-Software

Trakstar is a performance management platform that provides tools for performance reviews, goal setting, feedback, and employee engagement. It aims to enhance organizational performance through comprehensive reporting and analytics.

Key Features:

  • Performance Reviews: Tools for conducting regular and structured performance evaluations.
  • Goal Setting: Features to set, track, and achieve individual and team goals.
  • Feedback: Continuous feedback mechanisms to facilitate communication and development.
  • Employee Engagement: Tools to measure and improve employee engagement.

User Experience:
Trakstar features a simple and effective design, making it easy to navigate and use. The platform provides comprehensive reporting and analytics to support informed decision-making.

USP:
Trakstar’s extensive reporting and analytics capabilities make it a valuable tool for organizations seeking in-depth insights into their performance management processes.

9. Zoho People

Zoho-People

 

Zoho People is a comprehensive HR management platform that includes performance management features. It integrates seamlessly with other Zoho products, providing a unified solution for managing HR and performance processes.

Key Features:

  • Performance Reviews: Tools for conducting regular performance evaluations.
  • Goal Setting: Features to set, track, and achieve goals.
  • Feedback: Continuous feedback mechanisms to support employee development.
  • HR Management: Comprehensive HR management features, including employee data management, leave tracking, and more.

User Experience:
Zoho People provides a user-friendly interface that integrates with other Zoho products, ensuring a seamless experience for users. The platform’s design focuses on ease of use and efficiency.

USP:
Zoho People’s comprehensive HR suite with integrated performance management features makes it a versatile solution for organizations seeking a unified HR and performance management platform.

10. BambooHR

BambooHR

BambooHR is an all-in-one HR management platform that includes performance management features. It provides tools for performance reviews, feedback, goal setting, and employee data management.

Key Features:

  • Performance Reviews: Structured tools for conducting performance evaluations.
  • Feedback: Continuous feedback mechanisms to support employee development.
  • Goal Setting: Features to set, track, and achieve individual and team goals.
  • Employee Data Management: Comprehensive tools for managing employee data, leave tracking, and more.

User Experience:
BambooHR features an easy-to-use interface that simplifies HR and performance management processes. The platform is designed to be intuitive and accessible, ensuring a positive user experience.

USP:
BambooHR’s all-in-one HR and performance management platform makes it a valuable tool for organizations looking for a comprehensive solution to manage their HR and performance processes.

Conclusion

Performance management platforms offer a wide spectrum of options, each catering to diverse organizational needs and preferences. From tools emphasizing advanced analytics and seamless integration capabilities to those focusing on real-time feedback, goal alignment, or comprehensive employee engagement, the choices are plentiful. By carefully evaluating these alternatives based on criteria such as functionality, user experience, and innovative features, companies can select a platform that best supports their unique goals and operational dynamics. This strategic decision not only enhances organizational effectiveness but also fosters a culture of continuous improvement and employee development, driving sustained success in today’s competitive landscape.

Talent Management

Employee Happiness: 14 Ways To Keep Employees Happy

Keeping employees happy at work should be a top priority for any company. While success metrics like profits and productivity are crucial for business growth, employee happiness and satisfaction are what will help ensure long-term, sustainable success. When people enjoy where they spend the majority of their waking hours each day, they will naturally be more engaged, motivated, and committed to their work.

This positive psychological state and environment leads to numerous tangible benefits for the company as well, such as increased retention rates, fewer sick days taken, higher quality and productivity of work, and even fewer safety incidents.

By focusing on employee well-being and empowerment, management can build high morale and loyalty within their workforce, which will translate directly into a competitive advantage. This article will explore 14 actionable ways that companies can genuinely improve employee happiness and engagement.

What Is Employee Happiness in 2025?

Employee happiness is more than a feel-good metric—it’s a multi-dimensional state encompassing satisfaction, emotional well-being, purpose, and a sense of belonging within your workplace.

In 2025, this includes:

  • Work-life balance flexibility – From four-day workweeks to remote/hybrid options, employees expect autonomy in managing their time. Dubai’s four-day workweek pilot saw significant gains in both happiness and productivity.
  • Well-being tools embedded in workflows – Mental health check-ins, mindfulness breaks, and digital wellness integrations are now part of daily work platforms.
  • Emotional well-being alignment – Positive emotions like enthusiasm, gratitude, and purpose are recognized as major drivers of performance, loyalty, and innovation.

Why Employee Happiness Will Shape Success in 2025

Productivity & Innovation – Happier employees are more helpful, creative, and high-performing. A Massey University study found increased innovation among staff reporting high happiness levels.

Business Performance & Well-being – Companies with high well-being scores (as tracked by Indeed and Oxford) have consistently outperformed major stock indices like the S&P 500 and Nasdaq.

Engagement & Economic Impact – Fully engaged, happy workforces could add $9.6 trillion to the global economy annually.

Inclusion Enhances Happiness – Inclusive workplaces increase employee satisfaction by 32% and overall wellness by 43%.

Autonomy & Retention – 83% of workers now prioritize work-life balance over higher pay. Flexible models are not perks—they’re a core requirement.

The Cost of Unhappiness – Only 23% of employees worldwide are highly engaged, representing a huge opportunity gap for businesses.

What is Employee Happiness?

Employee happiness involves maintaining a positive outlook at work, being open to solving challenges, accepting constructive feedback, and consistently striving for personal improvement without feeling overwhelmed. Content employees find joy in their work, exhibit high levels of engagement, and experience satisfaction in their jobs.

Also Read: 4 Ways to get away from work on weekends

According to Sonja Lyubomirsky’s ‘The How Of Happiness’, 50% of happiness is genetically predetermined, while 10% is due to circumstances in life (Family, health, etc.) and 40% is the result of your outlook.

As an employer, you cannot do anything about the first two but the last 40% of happiness is something you can help your employees with. Analyzing what makes employees happy is quite difficult, but it is more difficult to change the structure of your daily work pattern and prioritize employee happiness.

Why Keeping Employees Happy Is More Critical in 2025

In a rapidly shifting workplace, happiness is no longer optional—it’s central to performance, retention, and cultural resilience.

  • Hybrid Work Expectations – A staggering 83% of employees now value work-life balance over salary, making flexible arrangements a key pillar of workplace happiness.
  • Trust and Empowerment Matter More than Pay – Success stories from companies like TAG Live and The Savoy show that trust—via autonomy and recognition—delivers significantly more satisfaction than compensation alone.
  • Genuine Happiness Outshines Perks – Deep employee happiness stems from meaningful, fulfilling work—not just pay or status. Roles in caregiving or creative fields often yield deeper satisfaction.

Proven Strategies to Keep Employees Happy

Flexible Work & Clear Boundaries – Flexible schedules and clear workload expectations help employees recharge and remain productive.

Create a Corporate Happiness Plan – Integrate happiness into company strategy to ensure consistent, meaningful action across the organization.

Use the Care–Connect–Coach–Contribute–Congratulate Framework – A simple but powerful method to build trust, engagement, and recognition.

Career Development as a Happiness Driver – Offer structured growth and progression opportunities that bring pride, empowerment, and a sense of purpose.

Prioritize Well-Being & Mental Health Support – Mindfulness training, wellness stipends, and EAPs show strong ROI in engagement and retention.

Build Connection in Hybrid Teams – Regular check-ins, virtual coffee breaks, and shared rituals to reinforce belonging.

Employee Happiness in the Workplace: 14 Ways to Keep Employees Happy

We all know that improving employee satisfaction leads to a better atmosphere at the workplace and makes teamwork effortless. But it is not easy for an employer to suddenly change their perspective and work towards individual employee’s happiness.

So instead of struggling to change your work environment drastically, here’s a list of things that you can initially start fixing at your workplace to keep your employees happy.

1. Allow Employees To Voice Their Opinions

Most employees feel dissatisfied with their jobs because their opinions are often not valued. This behavior leads to the disengagement of employees at the workplace, eventually leading to dissatisfaction at work. Give your employees a chance to express what they feel and allow them to contribute their ideas at work.

2. Recognize Their Good Work

Employees feel dissatisfied with their work when they feel like their work is not appreciated. Appreciation is the key to keeping employees motivated and engaged. Recognize the efforts of your employees and reward them. Reward doesn’t always mean money, because money is a short-term motivator. Many other things can be used as rewards to recognize good work.

3. Provide Training And Resources

Training employees and providing them with the necessary resources makes them feel that their company is invested in them. The employees who receive training are usually better satisfied and are more motivated than their counterparts who do not receive frequent training.

Continuous training or learning directly affects organizational growth because of the changing economy.

Also Read: Top 5 Reasons To Have A Learning Management System In The Workplace

4. Don’t Shift Priorities

Another important factor that makes employees feel unhappy is inconsistent priorities.

Does the line “drop everything and do this right now” sound familiar? Bad managers use it very often and it is quite irritating for their employees to understand why the task is so important that it disrupts their daily work pattern. If you want employees to prioritize certain tasks over others, then you need to communicate why. It is easier to disrupt your routine or shift priorities when you know why exactly you need to do so.

5. Communicate Frequently

Another big problem that plagues workplaces these days is poor communication. When managers are not able to communicate with their staff, it leads to a whole host of problems.

Imagine an employer, not being able to communicate company goals with their employees properly. The first ones to be affected by this behavior are the employees. Employees feel happy and motivated to work only if their goals and responsibilities are communicated to them. And this is just a small example. A lack of communication can seriously affect engagement, and productivity and kill morale.

Communication does not always come easy. But it is something that becomes easier to do, over time. All managers need to do is start the conversation.

Also Read: Employee Motivation Is Not About Perks Alone

6. Flexible Working Schedules

After a long wait of two years, employers are now getting a chance to call their employees back to offices. But is everyone interested in starting to work from the office? As per the research, 68% of US employees still want to work from the comfort of their home. Some employees are even thinking of changing jobs if they are not offered remote work. The data shows the reluctance among employees to get back to the usual work environment. In such a case, it is better to offer flexible work schedules to employees to keep them happy and committed to work.

7. Promote Work-Life Balance

Encouraging work-life balance goes beyond offering flexible work hours, paid time off, and family-friendly policies. Employers can actively promote work-life balance by discouraging overtime and encouraging employees to take regular breaks and vacations. Implementing remote work options and providing access to wellness programs, fitness facilities, or stress-reduction activities can also contribute to a healthier work-life balance.

8. Provide Opportunities for Growth

To foster continuous growth and development, organizations can offer not only career development opportunities but also mentorship programs and cross-functional training. Investing in employee skill development through workshops, conferences, and online courses can empower employees to take charge of their own career paths, leading to higher job satisfaction and loyalty.

9. Foster a Positive Work Environment

Creating a positive work environment involves more than just organizing team-building activities and social events. Employers can actively involve employees in decision-making processes, seek their feedback, and address any concerns promptly. Nurturing a culture of inclusivity and diversity can enhance employee engagement and create a sense of belonging within the workplace.

10. Implement Employee Wellness Programs

Besides traditional wellness programs, employers can consider promoting mental health resources, stress management workshops, and employee assistance programs. Encouraging physical activity through fitness challenges, ergonomic workspaces, and subsidized gym memberships can boost overall well-being and reduce healthcare costs for the organization.

11. Provide Competitive Compensation

Offering competitive salaries is essential, but employers can also consider additional incentives like performance-based bonuses, profit-sharing, or stock options. Moreover, non-monetary benefits such as flexible spending accounts, retirement plans, and comprehensive health insurance packages can enhance the overall compensation package.

12. Encourage Open Communication

Establishing an open communication culture involves actively seeking feedback from employees through surveys, suggestion boxes, or regular one-on-one meetings with managers. Responding to employee concerns, providing updates on company developments, and communicating clear expectations can create a transparent and trusting work environment.

13. Recognize and Celebrate Achievements 

While regular recognition is essential, employers can enhance the impact by providing personalized recognition and acknowledgment of employees’ accomplishments. Celebrate milestones, work anniversaries, and major achievements publicly, both within the team and across the organization. Consider offering tangible rewards, such as gifts, certificates, or special privileges, to showcase genuine appreciation.

14. Reward Employee Loyalty

Acknowledge and appreciate long-term commitment by implementing programs that specifically recognize employee loyalty. Consider milestone celebrations, personalized recognitions, and exclusive benefits for those who have dedicated significant time to the organization. Recognizing and rewarding loyalty fosters a sense of belonging and motivates employees to continue contributing to the company’s success.

It is important to remember, that at the end of the day, managers cannot magically make employees happy. Happiness is a very individual concept and managers cannot fix all problems. Managers can try to make employees happy and lead the way, but ultimately, it is not the responsibility of the manager and the entire burden of employee happiness should not rest on their shoulders.

Purpose-driven Recognition – Recognition tied to company values and community impact drives deeper satisfaction.

Hybrid Flexibility as a Norm – Flexible schedules and location choice are now baseline expectations.

AI & Well-being Support – AI is increasingly being used to provide mental health nudges, detect burnout signals, and offer personalized well-being resources.

Human-Centric AI Design – AI must enhance rather than replace human connection to maintain trust and morale.

Talent Management Software

Frequently Asked Questions

Q1. Does employee happiness have an impact on productivity?

Ans. Employee happiness has a direct impact on the productivity of employees. Multiple research studies have shown that happy employees can produce better results, are committed to organizational goals, stay longer in the organization, and offer more support to businesses in difficult times.

Q2. How to measure employee happiness?

Ans. The following ways help measure employee happiness: conducting an employee happiness survey, having authentic conversations, measuring the employee happiness index, and productivity index, focusing on employee wellness, and conducting anonymous surveys.

Q3. What are some ways to keep employees happy?

Ans. You can use the following ways to keep employees happy:

  • Allow employees to voice their opinions
  • Recognize employees frequently
  • Offer learning and development opportunities
  • Provide a flexible working schedule
  • Create an open and transparent company culture

The Impact Of Employee Engagement On Productivity

Employees who are engaged with their work and feel a sense of commitment to their employer are more productive. Their motivation goes beyond personal factors, making them more focused and driven than their disengaged colleagues. They are efficient and driven toward organizational success.

In this article, we will discuss the relationship between employee engagement and productivity and how they drive key business outcomes.

Continue reading “The Impact Of Employee Engagement On Productivity”

Employee Data Management in 2025: Strategies, Best Practices & Tools for HR Success

Data is present throughout the employee cycle, from the data-driven recruitment phase to the employee exit interview. But how would you feel if we told you there’s a chance you’re missing vital information about your employees?

You may not know how many people moved over the last few years? Or if they have the right skills for the next big project you’re about to undertake. Maybe you don’t know enough about their expense reports.

When you handle massive amounts of employee data, it’s easy to lose sight of what’s essential for your organization and how to leverage it to move your company forward. 

In today’s digital-first workplace, employee data management is no longer just about storing files—it’s about creating a reliable, real-time source of truth that supports business strategy, compliance, and employee experience. As organizations move into 2025, the stakes are higher: regulatory pressures are tightening, employees expect data transparency, and HR leaders need accurate insights to drive workforce planning.

This guide explores employee data management from its definition to 2025 innovations, essential tools, best practices, and actionable templates so your HR team can stay ahead.

What Is Employee Data Management?

Employee data management involves collecting, storing, and maintaining critical information concerning your organization’s employees.

data management best practices

 

From personal bios and medical information right down to employment details and performance data, collecting data from each employee is a fundamental HR requirement. But this operational need of maintaining and managing the information collected at onboarding, during employment, and throughout their tenure from employees is an arduous task. 

Why? Employee data can be required for statutory purposes and, therefore, must be maintained for long periods. If you don’t want to spend too much time and effort doing this, you need a master plan for collecting, organizing, and retaining all that data to comply with legal regulations.

What Is Employee Data Management in 2025?

Employee data management has evolved into a strategic, AI-powered process designed to capture, maintain, and leverage workforce information for smarter business decisions.

Key characteristics in 2025 include:

  • Centralized digital records through HRIS or integrated HR platforms for clean, accessible, and real-time workforce insights.
  • Automated accuracy that removes duplicates, updates outdated entries, and streamlines payroll, compliance, and analytics.
  • Predictive analytics to forecast turnover, identify skill gaps, and optimize performance rewards.

What Is Employee Data Management in 2025?

Employee data management has evolved into a strategic, AI-powered process designed to capture, maintain, and leverage workforce information for smarter business decisions.

Key characteristics in 2025 include:

  • Centralized digital records through HRIS or integrated HR platforms for clean, accessible, and real-time workforce insights.
  • Automated accuracy that removes duplicates, updates outdated entries, and streamlines payroll, compliance, and analytics.
  • Predictive analytics to forecast turnover, identify skill gaps, and optimize performance rewards.

Benefits of Employee Data Management

Employee data management can be challenging, but it’s especially essential in today’s data-driven company culture. The fact you get several significant benefits further sweetens the deal. 

These are the benefits of effectively managing your employee data:

Creates a Comprehensive Picture of Your Workforce

Employee data management gives you a good understanding of: 

  • who works for you, 
  • how long they have worked, 
  • what skill sets they possess, and 
  • their overall work performance. 

Knowing this information can help you accumulate your overall organization strategy and create a more productive work environment by assigning the right people to the right roles.

Saves Time

Correctly collecting and storing your employee’s information saves you time as you can easily access the data when needed without extra hassle.

Boosts Operational Efficiency

Employee data management makes your operations more efficient. You know what’s going on with your employees, what needs to be updated, and which HR processes need optimization to eliminate bottlenecks and ensure smooth working.

Managing employee data also helps you spot trends related to your workforce. For instance, you may notice employees tend to leave your organization after a 2-year stay. After knowing this, you can focus on building programs aimed at improving staff retention.

Ensures Compliance

Data laws exist to ensure the safety of your sensitive documents and information. Incorporating these laws in your data management processes helps you maintain legal compliance and gives you greater peace of mind.

7 Types of Data to Store

It isn’t unusual to wonder what kinds of employee data impact your organization most. Here’s a list of the common data types you should store in your employee database:

data management best practices

Demographic Information

These are basic details about your employees. Think: their gender, age, marital status, educational qualifications, and nationality. 

This data tells you what kind of people you have in your workforce, their general characteristics, and how diversified they are. Knowing this information always comes in handy, so ensure you store in an easily accessible place. 

While you’re at it, limit the number of people that have access to demographic data as it’s still sensitive.

Medical Information

Medical data helps you maintain a safe workplace, so keeping and managing these data properly is essential. In fact, 87% of company leaders say they collect pandemic-related medical data, including vaccine status, COVID-19 tests, and temperature checks. 

Similarly, you can also store your employees’ medical data, including drug tests, the Family and Medical Leave Act (FMLA)-related, and COVID-19-related information. 

Employment Details

Employment details consist of records such as past work experiences, employment agreements, hiring incentives, background check results, and legal documents showing each individual’s employment terms. 

Other information includes employee ID number, leave policies, and bank details for receiving salaries. 

Job Details

No, job details and employment details aren’t the same. 

Job details comprise job description, skills and expertise, current projects, and location. This information helps you identify employees who currently don’t have work assigned to them in existing projects and have the capacity to take on more tasks within the organization.

Make sure these details are updated annually, as well as when new projects come up.

Training and Skills Development Data

Employees need training and development to reach their full potential and gain the necessary skills to do their duties effectively. An example of such an activity is the sales training game, just one of many strategies to improve sales performance.

As these trainings occur periodically, it’s vital to accurately record the training each employee gets and what skill sets they have or need to have. 

Doing this will help you maintain an inventory of employee skill sets and identify any skill gaps that require additional training. You can also decide which employees can take on more responsibilities like a managerial role.

Performance Data

Many organizations regularly evaluate their employees’ performance engagement through annual or quarterly performance appraisals. 

Storing relevant HR metrics data helps you track your workers’ progress and gives you information like, say, the state of high-performing sales teams. You can then set goals and expectations for other employees in different departments of the company. 

Keeping sales performance data also helps you brainstorm employee reward and recognition ideas for awards and achievements events.

Also Read: A complete guide to performance management

Employee Feedback Data

These include data from onboarding surveys, employee engagement surveys and templates, and exit interviews. The valuable information generated from the channels will allow you to make changes and improvements across your organization whenever necessary. 

7 Best Practices and Tips for Effective Employee Data Management

Now that you know the kinds of data you need to store, let’s find out the best ways to manage it.

 

1. Assess and Audit the Data You Have

Carefully assess the data currently stored in your HR department. What kinds of data do you currently have, and how important are they for your organization?  

You must understand the information on your employees, both past and present, so you know how to organize and store them. Certain records shouldn’t be kept for long, so it’s vital to determine when to delete them from your data management system. 

2. Categorize Your Stored Data

It makes sense to separate the data you collected from your employees and then organize and store it.

Let us explain—suppose you have a large organization and find yourself responsible for handling massive amounts of data after interpreting employee engagement survey results.

 How do you do it? The most effective way is to categorize the data by creating data segments, such as gender, location, and department. 

Categorizing enables your HR department to easily access all employees information, saving precious time that would otherwise have been wasted scouring and locating scattered files. It also protects sensitive information by storing them separately from non-sensitive data.

3. Limit Access of Employee Data to Authorized Users

Certain employee details like medical records are confidential and should only be assessed by authorized users. 

Create a structure that lets you define who should have access to such data. Passwords and multi-factor authentication may not be enough. In such cases, consider implementing policies that require approval from top-level management before getting access to any sensitive information.

4. Redesign Data Handling Methods

The first step to redesigning your data management is getting clarity on the existing laws on employee data storage. Follow this up by evaluating your current techniques for collecting, sorting, and processing employee information.

Always ask your employees for permission before storing their information and let them know the measures you have in place to protect it. This is especially important when you have sensitive information like medical records. Research shows only 1 in 4 employees feel comfortable giving out such information to their employer. 

We also recommend referring to the employee data bill of rights document to better understand the appropriate way to handle employee data.

5. Use a Data Management Software

There’s hardly any room for error when managing employee data, which is why automation is the best. 

A data management software keeps every bit of the employee information in one place, making it easy to handle and accessible. Don’t postpone using tech tools to track and store employee data quickly and efficiently wherever possible. 

Also Read: Why you need a talent management software!

6. Encrypt All Employee Information

Data breaches resulting from cybercrimes can happen anytime, so it’s important to pay utmost attention to data security. 

While it’s standard for organizations to only encrypt sensitive information, a better approach would be encrypting the whole employee file. If you update employee records regularly, ensure the HR department and high-level managers know how to keep it safe.

7. Train HR Staff to Handle Data Securely

The HR team and managers with access to employee data should be trained regularly on applicable laws, the outcome of data breaching, and bad data management

If an employee resigns from the company, the managers need to be professionally prepared to prevent data leaks. Keep your team updated on the latest employment laws to ensure legal compliance on data storage.

Managing Employee Data Properly Is Serious Business

Employee data management facilitates strategic human resource management. 

When handling information about your employees, figure out the types of data your organization needs and use automation tools like Engagedly to collect, manage and analyze it for good purpose. Always keep data security and compliance with data laws top of mind, too. 

It’s better to be overly protective of your employees’ information than be casual. Use the tips above to effectively manage and protect your employee data.

Conclusion

As HR moves deeper into the digital transformation era, employee data management is emerging as the foundation for strategic workforce decisions, compliance assurance, and employee trust. By adopting AI-enabled tools, following best practices, and keeping data governance transparent, organizations can not only improve operational efficiency but also create a work culture grounded in accuracy, fairness, and innovation.


Employee Data Management FAQs

Q1: What’s the first step toward improving employee data management?
Start with a clean HRIS or single source of truth. Build governance and automate updates.

Q2: How can data management boost performance reviews?
Accurate, accessible data allows HR to track goals, engagement, and training outcomes more effectively.

Q3: How do we balance data use with employee privacy?
Implement clear policies, limit access based on roles, ensure transparency, and secure all systems.


This article is written by Rana Bano. She is a one-part B2B content writer and one-part content strategist. She uses these parts to help SaaS brands tell their story, aiming to encourage user engagement and drive traffic.

Benefits of Implementing an Employee Career Development Program

Lack of career development is one of the most compelling reasons employees quit their jobs. Experts find that employees working without a clear chance of career progression are more likely to experience burnout. Once this phenomenon happens, it is common for their motivation for work and quality of service to plummet.

Employers and other company stakeholders should worry about burnout and how the lack of employee career development creates this problem. After all, losing employees too often is expensive and potentially debilitating to organizational operations. For this reason, companies should cautiously invest in competitive career development programs.

What Are the Benefits of Career Development in 2025?

In 2025, the benefits of career development extend far beyond individual growth—they’ve become strategic organizational assets. Companies that prioritize career growth aren’t just building skills; they’re shaping resilient, future-ready workforces.

Key advantages include:

  • Job satisfaction, engagement, and retention – Employees are more likely to stay when they see clear growth pathways and receive regular development opportunities. Research by WorkL shows that Best Places to Work achieve ~12% higher career development ratings alongside improved loyalty and output.
  • Profitability and retention – Organizations investing in career planning enjoy 11% greater profitability and double the retention of high performers.
  • Growth mindset and future-readiness – Personalized, AI-enhanced learning aligned with employee goals increases motivation and efficiency.
  • Appealing to modern talent – In 2025, 54% of new graduates reject roles without advancement opportunities, and 65% of all employees expect professional development benefits.

Why Career Development Matters More in 2025

The career development landscape is evolving quickly. Here’s why it’s now a critical differentiator for organizations:

  • Gig mindset meets corporate growth – Gen Z increasingly favors side hustles and rotational roles that build broad, versatile skills.
  • Upskill or lose out – Skills like analytical thinking, creativity, resilience, leadership, and self-awareness are now among the most in-demand.
  • AI readiness – Industry leaders like Amazon and Mastercard are investing heavily in upskilling to help employees adapt to technology shifts and stay competitive.

Employee Career Development Programs: An Overview 

A career development program is a company-prepared plan that helps employees establish a career path and attain professional development.

benefits of employee career development programs

The program helps employees:

  • Gain and enhance skills 
  • Excel in current roles
  • Navigate through organizational systems
  • Acquire experience to qualify for career advancement opportunities 

Career development programs may be specific and timebound, but they are not set in stone. As and when an employee’s career path changes, the programs should undergo necessary alterations. A well-suited program coupled with the support coming from the company would bring about significant benefits that may positively impact all involved stakeholders.

Also Read: Importance, Implementation, and Benefits of Training and Development Program

10 Major Benefits of Implementing Employee Career Development Programs

Career growth

The benefits of employee career development programs are not entirely exclusive to employees. Depending on the success and consistency of the programs, other stakeholders, such as the employer, may also experience improvements in various aspects. Here is a more comprehensive look at the different advantages of having an employee career development program:

1. Reduce attrition

Employees who do not see and experience career advancement in their current position are more likely to quit. When many employees think this way, the company will be in trouble because all dissatisfied individuals may resign simultaneously. This outcome is never ideal.

Companies must keep their employees satisfied with their jobs to prevent them from resigning. Besides compensation and benefits, a good career development program could be a valuable bargaining chip. It would be irrational for employees to work for many years in a company that does not promise any promotion.

Also Read: Why Your Business Needs This Foolproof “Talent Retention Strategy”

2. Encourage employees to work harder


It is not enough for employees to show up for work and do the minimum. If this habit continues, employees will become too complacent and deliver low-quality services and some may show signs of quitting. Ideally, employees should have the willingness to strive harder and perform better.

Implementing a career development program can help challenge employees to bring out their A game. Since they know they have goals to meet, they would consciously work hard to attain the said goals. A little work pressure will push them to move forward.

3. Inspire professional development among employees


There are multiple directions that employees can steer their careers toward. Most of the time, employees move their careers vertically or horizontally. Vertical career growth is about promotions and occupying a higher position, while horizontal career growth refers to a transfer to another industry or functional role.

Whether moving vertically or horizontally, having chances for professional development can strengthen employees’ love and respect for their jobs. They may reignite their passion for their careers and strive to be better.

4. Challenge employees to take on a new career path

Multiple career opportunities

One may need to explore multiple options before settling into a chosen career. Even after establishing oneself in a selected position, it is still possible to change into something else.

Many employees are not satisfied with their current career paths. Thus, employers should provide opportunities for employees to explore other paths which could later contribute to their overall growth. Once they know what is out there, they feel more motivated to strive harder.

5. Survive unexpected crises


Before leading to better career opportunities, career development programs equip employees with skills that may or may not relate to their current jobs. These skills give them better competencies in varied professional aspects. Most importantly, these skills will prepare them for challenging circumstances.
As employees grow, they develop faster and better reactions against crises. More talented and experienced workers will help companies keep up with drastic changes. Their contributions will be crucial for the company’s survival.

Employee Career Development

6. Improve overall organizational performance


Besides technical skills, career development programs also focus on soft skills. Teamwork is one of the most relevant soft skills to learn across all industries. As employees grow, they also learn how to cooperate with others and carry out common goals.

Organization at the workplace promotes orderliness and efficiency. For co-workers, being able to work well with others could signify the existence of a peaceful and functional work culture. Workers should get along with one another.

Also Read: Create a Positive Workplace Culture For Your Employees


As employees do better in their respective positions, they are less likely to commit errors.

work-related errors

These errors cover technical difficulties that one might experience while working on projects and interpersonal issues that may cause toxicity in the workplace.

Climbing the corporate ladder can be daunting, so people need consistent and reliable support. Ideally, employees should have access to career development opportunities in managing pressure, stress, and other negative factors to prevent them from continuously committing mistakes.

8. Attract the best talent


Creating employee career growth plans and other similar programs can also be relevant to recruitment processes. After the company establishes a culture and system for its employees’ career advancement, the public will know, and applicants will become interested.

Talented and high-performing individuals can be picky with their employers, so attracting them with beneficial proposals is crucial. When these exemplary employees excel, naturally, the companies employing them will also experience a boost in productivity and performance.

9. Prepare for succession planning


Succession planning is a preemptive strategy that prevents the interruption of business and operations. It is about preparing employees to take on a higher and more challenging position in case the previous person on the job voluntarily or involuntarily quits.

This initiative helps companies forecast who could be the company’s next leaders. It is a preemptive measure that helps ensure organizational stability. For employees, having concrete succession planning is good motivation to work even harder.

10. Instill a progressive work culture

positive work culture

Implementing employee career growth plans may improve a company’s work culture. Aside from the encouragement employees get after knowing that something good can be attainable for performing well, they may also develop a sense of accountability to keep up with their responsibilities. While it takes time, this perspective can spread to all employees and make them more goal-oriented and competitive.

Looking ahead, several key trends are redefining career development:

  • Personalized learning via AI – Generative AI tailors learning to individual goals, boosting satisfaction and retention.
  • Career transparency & growth culture – Candidates expect open conversations about salary and promotion paths as standard.
  • Hybrid & flexible upskilling – Remote-friendly, bite-sized reskilling programs shared across digital platforms are becoming essential.

End Note: Maximize Career Development Opportunities

Nowadays, there are endless ways for companies to foster employee career development. Besides onsite training and conventions, employers may also utilize career development e-learning courses for faster and more dynamic career progression. Regardless of how employers handle this situation, they should provide diverse improvement programs to accommodate employees’ varying needs and goals.

Employee Engagement Survey

Frequently Asked Questions

Q1. What are the main benefits of career planning to an organization?

Ans. There are quite a few benefits in store for organizations who invest in an employee’s career planning, such as:

  • Attracting and retaining good talent
  • Promoting the brand image
  • Utilizing resources to their fullest potential
  • Preventing chaos and disruption in processes

Q2. What are the benefits of employee development and training?

Ans. Employee training is primarily about learning new skills and gaining specific knowledge that employees can apply immediately to make major gains in their current job positions, whereas development programs promote employees’ future performance and progress.

Q3. HOW CAN CAREER DEVELOPMENT PROGRAMS BENEFIT AN ORGANIZATION?

Ans. Career development programs benefit organizations by fostering a more skilled, engaged, and loyal workforce. They improve employee retention, boost productivity, and help build a leadership pipeline, which ensures the organization has strong talent ready to step into critical roles as needed.

Q4. WHAT ARE THE KEY COMPONENTS OF AN EFFECTIVE CAREER DEVELOPMENT PROGRAM?

Ans. An effective career development program typically includes components such as mentorship, training and development opportunities, career counseling, performance reviews, goal-setting processes, and access to resources for skill-building and professional growth.

Q5. WHO IS RESPONSIBLE FOR MANAGING A CAREER DEVELOPMENT PROGRAM?

Ans. The responsibility of managing a career development program usually falls on both HR professionals and organizational leaders. However, employees are also encouraged to take an active role in their career development by setting goals and seeking out opportunities for growth.

Here Are 6 Simple Tools To Measure Employee Engagement

Employee engagement is a common topic of discussion for all organizations globally. In the post-pandemic era where employees are still working remotely or working from home, the topic of employee engagement has gained center stage. Employees who are engaged tend to work harder and stay with the same company for a long time. Research by Gallup highlights that companies with highly engaged employees make 21% higher profits and 17% more productive when compared to others.

Employee engagement is not simply the happiness level or the quantity of work done by an employee; there is more to that. It is a workplace concept that relates to the level of commitment, connection, and motivation that employees have in their job roles, work, and the organization.

However, employees do not have the same level of engagement throughout; it fluctuates from time to time. To ensure that employee engagement is nurtured and measured, here are some tools:

  1. Reward and Recognition
  2. Employee Surveys
  3. One-on-Ones
  4. Exit and Stay Interviews
  5. Focus Group
  6. Measure Productivity Metrics and Retention Rate

Why Measuring Engagement in 2025 Needs Smarter Tools

In today’s hybrid and fast-moving workplaces, measuring employee engagement demands more than annual surveys. To stay relevant, tools must be real-time, analytics-driven, and predictive:

  • Pulse surveys & eNPS tracking deliver frequent, actionable insights into employee sentiment and loyalty, helping HR respond rapidly to shifts.
  • Engagement Index models, such as Quantum Workplace’s scientifically validated e9 model, measure nine core engagement drivers tied directly to business outcomes.
  • AI-enhanced analytics extract sentiment and themes from open-ended responses, enabling faster, smarter insight into engagement trends.

Employee Reward And Recognition Programs

According to a recent study, 69% of employees would work harder if they felt their efforts were better appreciated.

Employee 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: Employee Rewards And Recognition For An Engaged Workforce

Frequent Employee Surveys

If you want quick and effective methods to measure employee engagement, then your go-to option should be to conduct surveys. It not only helps in measuring engagement, but 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 built-in survey feature helps you create and assign surveys without a hitch.

Beyond Surveys: Smarter Metrics You Should Be Tracking

Consider these key metrics to deepen your measurement strategy:

  • Participation Rate – The percentage of employees completing surveys; high participation correlates with engagement.
  • Engagement Touchpoints – Monitor involvement in 1:1s, training programs, and peer recognition as supplemental engagement indicators.
  • Demographic Insights – Breakdown scores by team, role, or tenure for targeted improvement actions.
  • Feedback-to-Action Ratio – Measure the percentage of feedback items followed up with leadership action, reflecting true responsiveness.

free e10 Survey

Have Frequent One-On-Ones

From time to time, HR 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: Download the ultimate guide to employee engagement survey and templates

Conduct Exit And Stay Interviews

Employees leave the organization at different points in 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 helps 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 stay interviews are:

  • What do you like most about your job?
  • What makes for a great day of work to you?
  • What do you look forward to everyday at your work?
  • What’s your relationship with your manager like?
  • What do you dislike most about your job?
  • If you could, what’s one thing you would change with your role?
  • What makes you want to stay with this organization?
  • What makes you want to leave this organization?

This helps prevent another employee from leaving the organization for the same reason.

Also Read: 7 Successful Strategies To Conduct A Stay Interview

Make Small Focus Groups

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, you should be 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 to improve employee engagement and productivity.

Measure Productivity Metrics And Retention Rate

Retention rate and productivity metrics of employees will help determine how engaged the employees are in the organization. Employee engagement will have a direct effect on the retention rate and productivity metrics.

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.

Employee Engagement

Case Study: What Makes the Best Tools Stand Out in 2025

At one HR summit, the WorkL Six-Step Engagement Framework—covering Recognition, Pride, Information Sharing, Empowerment, Well-Being, and Job Satisfaction—emerged as a research-based model aligning happiness with productivity. Companies scoring ≥70% across these drivers gained recognition as Best Places to Work. This underscores the value of holistic engagement measurement over standalone surveys.

Conclusion

In 2025, the best tools to measure employee engagement go far beyond static annual surveys. HR leaders now have access to real-time, AI-driven platforms that not only track engagement scores but also provide predictive insights and actionable recommendations. Whether through pulse surveys, eNPS tracking, sentiment analysis, or comprehensive Engagement Index models, modern measurement is about speed, accuracy, and strategic impact.

Organizations that invest in smarter engagement tools are better equipped to understand their workforce, close the feedback loop, and create a thriving, high-performance culture. The right tool doesn’t just measure engagement — it drives it forward.

Tools to Measure Employee Engagement – FAQs

Q1: How often should engagement be measured in 2025?
Shift from annual-only surveys to pulse surveys (monthly or quarterly) to stay abreast of evolving sentiment trends.

Q2: How does eNPS differ from the Engagement Index?
eNPS provides a snapshot of employee advocacy. In contrast, an Engagement Index (like e9) measures multiple drivers—including empowerment, recognition, and development—offering actionable insight.

Q3: Do AI tools truly enhance engagement measurement?
Absolutely—AI tools extract patterns from open responses, deliver sentiment insights, and highlight early warning signs of disengagement.

Must have Qualities of a Good Manager: 10 Important Skills You Need

Successful managers, exemplifying the qualities of a good manager, work towards fostering a positive work atmosphere, ensuring productivity, motivating their teams, and enhancing employees’ leadership qualities. Identifying an individual who can naturally strike this balance may be challenging, and the repercussions of selecting a poor boss can be disastrous.

One of the leading reasons for employee turnover is lousy management. According to a Gallup poll released recently, over half of all employees who quit a job do so because of their boss. This demonstrates the influence managers have on an organization’s performance, engagement, and retention.

Hiring new managers may seem like a difficult process, with its own set of challenges. However, there are data-backed characteristics of a successful manager that may assist you in making the best judgments.

Also read: Continuous Feedback: What Is It And Its Benefits

What makes a Good Manager?

Good management is key to a thriving team, but it’s not something everyone’s born with. The good news? It can be learned and strengthened over time. Even the most naturally gifted leaders can improve with the right training and support. That’s why ongoing development is so important—it helps managers stay sharp and adapt to new challenges.

So, what exactly makes a good manager? Let’s break it down by looking at the qualities that really matter. By focusing on these traits, you can help your managers become more effective, confident leaders who drive success for the whole team.

Top 10 Qualities of a Good Manager 

Previously, experience and technical abilities were essential qualities of a good manager. However, today’s businesses put a larger focus on interpersonal skills like listening, flexibility, and encouraging open communication as far as the qualities of a good manager are concerned.

Qualities of a Good Manager

The efficient features that lead to a manager’s success include developing trust, demonstrating empathy, accepting responsibility, and engaging in employee development. Additionally, soft skills became an indispensable attribute of a manager. Let’s take a deeper look at the most important traits of a successful manager.

The following are the top qualities of a good manager:

  1. Effective Communication
  2. Strong Work Ethics
  3. Effective Goal Setting
  4. Knowledge Management
  5. Empowering and Inspiring the Team
  6. Supports Employees
  7. Upskilling Team Members
  8. Encouraging And Helpful
  9. Conflict Resolution and Problem-Solving Skills
  10. Leading by Example and Acting as a Role Model

1. Clear and Effective Communication

In order to communicate effectively with the employees, you need to follow certain guidelines, which would ensure that you, as a manager, and the employees are on the same page.

Connect Employees to the Bigger Picture

Every employee brings his or her own understanding to the workplace, a blend of culture, beliefs, upbringing, and accomplishments. As a manager, you must develop a common broader vision for the company’s employees.

You will create a silo mindset if you fail to provide the context and portray the bigger picture. Hence, employees wouldn’t appreciate the significance of their individual efforts.

In line with this, you, as a manager, should be certain that the employees are aware of the broader vision and how they fit within it. 

Communicate the “why” behind the company’s strategy to the employees. To elaborate, why does the broader vision of the organization matter? What role does your team play? And, how valuable are employees’ contributions?

Ensure that you inform your employees of what is going on in the company and underline the value of their contributions and efforts to the company’s success.

Constant Communication To Build Trust and Credibility

Several studies have shown that hearing a message multiple times helps grasp its meaning. Communication isn’t a task that can be checked off as a to-do list. It’s all about delivering a message consistently among employees when it comes to building trust and confidence. Regular one-on-one meetings between managers and employees are an effective way to reinforce this communication and ensure alignment.

Also read: What Is Continuous Performance Management?

Initiate a Conversation To Make Sure Everyone Is on the Same Page

Communication allows you to see whether your employees understand your opinions on a variety of issues relating to business management and processes. After the information has been conveyed, double-check that it has been heard and comprehended.

You may also ask your employees to rephrase what they learned. If you want to determine if they have comprehended your core points or want extra context or depth, just ask, “What are your basic impressions and understanding of the information I just shared?”

With real-time two-way communication, you can monitor how effectively your messages are being received.

2. Strong Work Ethics

A manager may influence the dedication of the employees. One of the best qualities of a good manager is that they motivate employees and earn their loyalty, while a poor manager causes friction and that may cause significant attrition.

Effective Leadership

A successful manager has great leadership characteristics, sets a good example for their employees, and guides them toward the company’s goals. They are great decision-makers who utilize prudence and good judgment while being conscious of the impact their actions have on others.

Also read: 6 Most Common Leadership Challenges At Workplace

Sincere Concern

A competent manager cares about their employees and recognizes that happy employees are the foundation of a successful company. They encourage their employees to voice their concerns, while also showing sincere care in both their personal and professional lives.

They are sympathetic and willing to make adjustments when required, such as when their employees want vacation time. Rather than seeing you as just another employee, they want to get to know you as a person.

Accountability, Transparency, and Integrity

Integrity: A competent manager should be known for his or her honesty. A manager who includes truth and integrity in their system of belief sends a powerful message to subordinates. 

Accountability: Accountability for one’s own mistakes rather than blaming others, accompanied by honest and polite comments, may help employees to improve their performance. 

Transparency: It plays a significant role in inspiring and offering a clear understanding regarding the company’s requirements of the employees.

A Level Playing Field

Good employers handle all employees fairly, listening to and weighing all sides of employee disagreements before coming to a decision. They assign tasks to people based on their abilities over preferences.

Resilience

One of the appreciable qualities of a good manager is that they know how to deal with the successes and setbacks of business. Hence, they should exhibit patience and perseverance, as success does not materialize instantly as per one’s wishes.

When confronted with a problem, one should assess the issue objectively and understand when to stick to a plan and when to modify it. Often, if managers give up quickly in difficult circumstances, their employees may adopt their qualities.

3. Effective Goal Setting

A manager’s principal role is to create objectives for his or her employees. Qualities of a good manager include establishing specific goals and devising strategies with employees to achieve them.

Setting objectives in the workplace has a number of advantages.

  • Aligning employees’ efforts with the company’s short-term and long-term objectives. 
  • Creating protocols and metrics for a successful employee performance evaluation and corporate incentive program.
  • Increasing employee participation.

Also read: 7 Reasons Why Goal Setting Is Important

Here are some factors to think about while creating goals at the workplace:

Align Goals with the company’s objectives

The objectives of each employee should align with that of the organization. This can be achieved by communicating strategic business objectives frequently, along with team performance and the company’s growth targets.

Ask employees to come up with job-specific objectives

Managers might set specific goals for each employee, but asking employees for their own goals can often provide interesting insights. A manager may engage with employees to establish action plans to achieve their stated goals, conforming to the company’s objectives. 

Establish SMART goals

Employees may be unsure of how to set work objectives that they can achieve with ease. In fact, oftentimes, employees start off with ambiguous or poorly worded goals, without any action plan to achieve them, which positions them for failure.  

Instead, using the SMART (specific, measurable, attainable, relevant, and time-based) model, carefully structured with clear and trackable objectives, may help the cause. Each component of the SMART framework works together to establish limits, define the next actions, identify required resources, and provide success indicators. 

If you break down long-term objectives into smaller chunks of objectives to be executed at a certain timeline, you can keep your team focused on the end goal while also making it simpler to execute each step.

4. Knowledge Management

Managers should have a thorough insight into their organization’s work processes and how they may lead to their company’s growth. Those who improve their employees’ abilities through knowledge sharing offer a positive example for employees to be engaged and educated throughout their careers. This might enhance the knowledge management process significantly.

The primary purpose of knowledge acquisition is to increase an organization’s efficiency and disseminate that information to its employees. To optimize an organization’s knowledge base, the manager should be able to contribute to the knowledge management process by providing valuable information that can be shared with all employees.

The objective is to facilitate corporate learning and foster a learning culture that encourages knowledge exchange.

5. Empowering and Inspiring the Team

Empowering and Inspiring the Team

Good managers turn out to be competent leaders who believe in the process of collaboration. For the same, they should ensure that each employee feels appreciated and motivated to succeed.

This can be achieved through positive feedback and when the employee shows a high level of involvement in the workplace. Make sure that each member of your team feels appreciated if you want them to succeed. 

Best manager qualities include providing employees with constructive feedback, both on what they did well and on how they can improve.

Here are some suggestions for keeping people engaged and cheerful at work.

Give them a motivating goal

Giving employees a mission they understand and feel passionate about is an important aspect of keeping them engaged and enthused about their careers. 

Motivation can come from a mission statement that makes it clear why all those long hours of work are worthwhile, rather than just talking about company profits.

Appreciate employees’ efforts

One of the primary reasons for employees losing interest in their jobs is that they believe their efforts are insignificant and their contribution does not make any difference to the company. Thus, acknowledging the employee’s efforts and guiding them to align their efforts with the company objectives makes a big difference.

You can motivate your employees by merely praising them for working extra over the weekend or for their innovative ideas at a meeting.

Also read: 5 Benefits of Investing In Employee Recognition Software 

Maintain an open line of communication with them

Employees despise uncertainty about their job and feel insecure, which reduces their productivity. They will feel more involved and valued if you communicate with them honestly. Of course, not every piece of information should be shared with every employee at all times, but having a policy in place that communicates key things in a timely and professional way is critical for keeping employees engaged.

Encourage them to work together

Remote employees may feel like they aren’t part of the team, which might undermine their motivation. They should be encouraged to collaborate and learn from one another. Employee camaraderie goes a long way toward making one feel included. Most employees feel excited and enthusiastic while working as a team.

6. Supporting Employee Growth and Development

Nothing demotivates employees more than a manager who does not seem to be on their side. A manager’s main responsibility should be to assist his team in doing their duties and ensuring that they have the tools, feedback, and support they need to do so effectively. This is where manager coaching can play a crucial role in empowering employees and guiding them towards success.

You may serve as their advocate by talking with your employees, asking if they have any difficulties or queries, and advocating their best interests to the experienced ones.

7. Upskilling Team Members

Employees want to advance in their areas, companies, and professions. They remain engaged at work if they have possibilities for personal and professional development. Give them those precise and constructive comments so they can figure out how to enhance their performance.

Helping them enhance their performance will boost their self-esteem and make them happier at work. To achieve this, it’s crucial for managers to focus on development goals for work, ensuring they can effectively guide their teams towards growth and success.

Focusing on employee training and development ensures that team members are equipped with the necessary skills to grow and succeed in their roles.

Also read: How To Build A Successful Upskilling And Reskilling Program

8. Encouraging And Helpful 

When team members do well, one of the admirable qualities of a good manager is that they give them credit and emphasize their accomplishments in briefings and performance evaluations, which helps them progress in their careers.

As a manager, you may assist your team in identifying their strengths and putting those skills to work on projects. Discuss individual team members’ professional objectives regularly.

9. Conflict Resolution and Problem-Solving Skills

Conflict Resolution skill

Since every team includes diverse personalities, it’s critical for a skilled manager to have excellent dispute-resolution abilities. Understanding how to settle and arbitrate conflicts in a manner that makes employees feel appreciated is critical for keeping projects on track and employees’ morale high.

10. Leading by Example and Acting as a Role Model

Employees who see you as a role model may acquire the important abilities they need to succeed. To be a successful role model, show the values you want your team to have, such as honesty, openness, and a desire to accept more responsibilities.

Accepting responsibility may demonstrate to your colleagues that you are willing to learn from your errors. If you see a member demonstrating a favorable trait, be sure to compliment them. You can inspire your employees to emulate the attributes you expect from them by demonstrating them yourself.

How to Develop These Qualities: A 2025 Action Plan

For New Managers

  • 90-day development roadmap
  • Essential training programs
  • Mentorship strategies

For Experienced Managers

  • Advanced leadership certifications
  • 360-feedback implementation
  • Executive coaching benefits

For Organizations

  • Manager training program design
  • Leadership assessment tools
  • Succession planning frameworks

Common Management Mistakes to Avoid in 2025

  • Over-relying on digital communication
  • Ignoring mental health and wellbeing
  • Failing to adapt to remote work dynamics
  • Neglecting diversity, equity, and inclusion

Tools and Resources for Better Management

Digital Management Tools

  • Project management software (Asana, Monday.com)
  • Communication platforms (Slack, Microsoft Teams)
  • Performance tracking tools (15Five, BambooHR)

Assessment and Development Resources

  • Leadership assessment frameworks
  • 360-feedback tools
  • Management training platforms

Industry-Specific Management Considerations

  • Tech industry management
  • Healthcare team leadership
  • Remote team management
  • Global team coordination

Other Important Qualities of a Good Manager

Some other  qualities of a manager that have become relevant in the current business environment include:

  1. Adaptability – The ability to quickly adjust to changes in the business environment and industry trends is essential for a manager’s success in the current business landscape.
  2. Strategic thinking – In order to navigate the complex and ever-changing business environment, a good manager must be able to think strategically and make informed decisions that are in line with the organization’s goals.
  3. Emotional intelligence – A good manager should be able to understand and manage their own emotions, as well as those of their team members. This includes the ability to build strong relationships and handle conflicts effectively.
  4. Results-driven – In the current business environment, achieving results and meeting objectives is more important than ever. A good manager should be able to set clear goals and expectations and hold their team accountable for delivering results.
  5. Innovation – The ability to think creatively and come up with innovative solutions is highly valued in today’s business environment. A good manager should be able to encourage and facilitate innovation within their team.
Talent Management Software


Request a demo with us to learn how Engagedly can help you identify your strengths and weaknesses to help you become a good manager!

Qualities of a good manager FAQ

1. What are the most important qualities of a good manager?

A good manager should have strong communication skills, the ability to motivate and inspire their team, emotional intelligence, decisiveness, adaptability, and a results-oriented mindset. They should also lead by example and be open to feedback.

2. How can I tell if someone is a good manager?

A good manager builds trust within their team, communicates openly, and handles challenges with a level-headed approach. If the team feels supported, motivated, and understands their goals, it’s a strong sign of good management.

3. Why is emotional intelligence one of the key qualities of a good manager?

Emotional intelligence helps managers understand and respond to the emotions of their team members. This quality enables them to handle conflicts, provide support, and create a positive work atmosphere where people feel understood and valued.

 

Staff Augmentation Guide 2025: Best Practices & Implementation Strategies

Staffing is probably one of the most challenging business activities to manage as a business owner. Staffing typically includes hiring employees through a lengthy hiring process, training them, keeping them motivated, investing in development, and transferring roles, only for them to possibly leave sooner than expected.

This becomes frustrating and can end up being quite costly to businesses. When employees leave a company, it can also create big disruptions in the workflow of the business. This is where resource and staff augmentation as a hiring model becomes a very effective solution for staffing. 

What is Staff Augmentation?

Staff augmentation is an outsourcing strategy to hire temporary personnel for a project or to augment the capacity of the organization as per business objectives. It involves inquiring into the existing skills of the workforce and determining the additional skills required for successful business delivery.

personnel are usually hired through an agency. Businesses in need of temporary staff members will contact the agency and offer a description of the type of employees required. The agency will then research its database of potential employees and put forward the best candidates.

Therefore, it is of great importance that businesses give their preferred agencies a detailed description of which skills and experience are required. Once suitable candidates have been chosen, they will be contracted between the business and the agency for a predetermined time and at a certain rate.

Also read: Getting started with real time performance management

Workforce augmentation has become increasingly popular with businesses because of the benefits involved. Especially the IT industry is using staff augmentation as a hiring model because their staff turnover is often higher in comparison with other industries. 

When do Businesses Turn to Staff Augmentation?

Many scenarios can drive the need for staff augmentation in a business. Let’s look at three different scenarios: 

Scenario 1:

When a business takes on a new project but does not have the staffing capacity or resources to train new employees to complete the project in the timeframe required. 

Scenario 2:

When an employee leaves a company in the pursuit of a new opportunity or even just for annual leave, there is a gap in the workforce. This can slow down the company’s entire workflow. 

Scenario 3:

While a business is looking for the best permanent team to hire, staff augmentation acts as a bridge. This ensures continuity in the business. 

These scenarios are just three examples where staff augmentation can be a highly effective hiring solution for businesses. But there are many other times businesses can also benefit from augmenting staff. It is, however, mainly due to a lack of or limited access to resources. 

What are the Benefits of Staff Augmentation?

Staff augmentation is increasingly becoming one of the most sought after recruitment models because it offers so many benefits to businesses. Some of these include: 

More access to skills

When using staff augmentation services, businesses have access to a larger talent pool with a greater variety of skills. This talent pool is accessible at short notice and when required. 

Also read: How to build a successful upskilling and reskilling program 

Easy scalability

Workforce augmentation offers great mitigation for running the risk of having no capacity to take on and complete new projects or not sticking to deadlines. Businesses can quickly scale up or down when needed without having to deal with employee changes or paying high HR costs. 

Lower operating costs

It is much more affordable for businesses to hire already qualified and vetted employees from an outsourcing agency than going through the sourcing and hiring process directly. Employing directly takes valuable time, effort and money out of businesses.

Higher efficiency

Being efficient is what business is about these days. Delivering the best results in the shortest amount of time. It is much easier to achieve this with staff that are already trained and ready to do business. Staff augmentation is a good choice when it comes to looking for higher efficiency. 

Higher efficiency

Hiring full-time employees requires someone in the business to mentor the newly employed staff. This mentoring can include training them, explaining objectives, setting goals, and more. With staff augmentation, employees already have and ready to fit in with businesses, saving valuable time and money.

Staff Augmentation Security & Compliance in 2025

With increasing cyber threats and regulatory requirements, security considerations are paramount when implementing staff augmentation:

Data Protection Protocols
– Implement robust access controls and multi-factor authentication
– Ensure all augmented staff sign comprehensive NDAs and security agreements
– Regular security training and compliance updates for external team members
– Encrypted communication channels and secure file sharing systems

Regulatory Compliance
– GDPR compliance for European data handling
– HIPAA requirements for healthcare-related projects
– SOX compliance for financial services augmentation
– Industry-specific certifications and clearances

Risk Assessment Framework
1. Vendor Security Audits: Thorough evaluation of agency security practices
2. Background Checks: Comprehensive screening of augmented personnel
3. Ongoing Monitoring: Regular security assessments and compliance reviews
4. Incident Response Plans: Clear protocols for security breaches or data incidents

Staff Augmentation Best Practices

When managed effectively, staff augmentation can save businesses a lot of valuable time, effort, money, and other resources. Let’s explore some of the augmented workforce techniques and tips to make it work optimally:

1. Establishing goals and objectives

Before turning to staff augmentation, it’s critical to define the goals and objectives of the project. This clarity helps guide both the internal team and the augmented staff toward a shared understanding of the project’s direction. Establishing goals can involve identifying specific tasks, expected outcomes, timelines, and deliverables.

2. Identifying any gaps

Before hiring, businesses should conduct a thorough gap analysis to identify which specific skills are lacking within their internal team. This helps avoid redundancies and ensures that only the most critical skills are brought on board through staff augmentation. A targeted approach increases the effectiveness of the project and prevents hiring overqualified or underqualified professionals.

3. Reviewing and Vetting Agencies

Choosing the right staffing agency can make or break the success of your augmented workforce. Not all agencies are equal, so it’s important to review multiple agencies to compare their rates, expertise, access to talent, and working processes. It’s also essential to check reviews from previous clients, examine case studies, and assess the agency’s track record in delivering similar projects.

4. Offering effective leadership

While augmented staff members are often highly skilled, they still require leadership to perform optimally within the organization’s structure. Clear leadership helps them align with internal teams, stay on track with deliverables, and communicate effectively. Assigning a project manager or team leader to oversee the augmented workforce can foster collaboration and maintain accountability.

5. Offering a strong onboarding process

Even though augmented staff members are often remote or temporary, they need to be onboarded properly into the company’s processes and culture. An effective onboarding process introduces them to key tools, systems, workflows, and objectives. Without this, they might feel disconnected, which can hinder productivity and lead to misaligned deliverables.

Also read: Virtual Onboarding: A New Reality

6. Respecting differences

Augmented staff often work remotely from different countries and come with diverse cultural backgrounds. To ensure smooth collaboration, it is important to acknowledge and respect these cultural differences, whether it’s the way they communicate, their work schedule, or their approach to problem-solving. Creating an inclusive work environment where everyone feels valued is key to maintaining harmony and productivity.

7. Offering recognition

Just like full-time employees, augmented staff need recognition to feel motivated and engaged. Offering praise when due, providing constructive feedback, and showing appreciation for their work can go a long way in keeping morale high. Remote or temporary workers often feel isolated, and a simple acknowledgment of their contributions can help them feel more connected to the organization.

2025 Staff Augmentation Trends & Technologies:

The staff augmentation landscape is rapidly evolving with new technologies and methodologies:

AI-Driven Talent Matching:

Advanced algorithms now match candidates based on:
– Technical skill compatibility scores
– Cultural fit assessments
– Project success prediction models
– Real-time availability and capacity analysis

Hybrid Augmentation Models:


– Human + AI Teams: Combining human expertise with AI tools for enhanced productivity
– Nearshore + Offshore: Strategic geographic distribution for cost optimization and time zone coverage
– Full-Stack Augmentation: Complete team augmentation including project management and QA

Sustainability & Ethical Practices:

Modern staff augmentation emphasizes:
– Fair wage practices and ethical hiring standards
– Environmental sustainability in remote work setups
– Diversity, equity, and inclusion in talent sourcing
– Carbon footprint reduction through strategic geographic placement





Staff Augmentation in a Nutshell

Today, IT staff augmentation services are an effective solution to fill the gaps in a business’s workforce while still maintaining the quality of its systems and processes. Staff augmentation can also be a cost-effective solution for staffing needs because there is no need to invest in office space or other hiring costs tied to traditional staffing methods.


Get in touch with us to know how we at Engagedly have helped transform organizations with our Real Time Performance Management Software.

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Engagedly vs PerformYard: Which Performance Management Platform Wins in 2025?

Discover why HR leaders choose PerformYard instead of Engagedly for their performance management strategies.
Now, flip that question: what if the very features drawing them in are exactly where Engagedly goes further?

In 2025, the performance management landscape demands more than simple review cycles and feedback forms. Today’s top organizations need solutions that are intelligent, integrated, and engaging—platforms that don’t just manage performance but actively drive growth, culture, and retention.

Both Engagedly and PerformYard bring strong capabilities to the table. But when you take a closer look—across areas like AI-powered analytics, user engagement, learning and development, and long-term scalabilityEngagedly emerges as the platform of choice for forward-thinking HR leaders.

This in-depth comparison breaks down how both platforms perform across the categories that matter most—and reveals why more companies are making the strategic switch to Engagedly.

1. Feature-by‑Feature Comparison

Overview of Capabilities

Engagedly delivers an end-to-end talent management suite, combining:

Engagedly
  • Performance reviews, real-time feedback, recurring check‑ins, 360-degree assessments, and goal alignment (OKRs/KPIs) within a unified E3 framework.
  • AI-powered insights and workforce analytics to drive smarter decisions.
  • A gamified learning experience via LXP—complete with personalized paths, assessments, certifications, and compliance tracking.
  • Engagement tools including surveys, social sharing, peer praise, interest groups, and pulse checks.

PerformYard offers a flexible, modular approach with:

PerformYard
  • Customizable workflows encompassing reviews (including annual, project-based, 360), continuous feedback, goal setting and check‑ins, and engagement surveys.
  • Recognition tools and performance note tracking to support ongoing conversations.
  • Reporting and analytics capabilities.

AI & Analytics: Agentic AI Advantage

Meet Marissa AI new

Engagedly goes beyond traditional analytics with Marissa™ AI, a suite of autonomous agents that streamline HR workflows and surface actionable talent insights—all embedded at the core of the platform. Among the role-based agents are:

  • HR Help Desk Agent for 24/7 policy support
  • Growth Agent for tailored development planning
  • Meeting Agent for automated meeting summaries and action tracking
  • Talent Optimization & Engagement Driver Agents that proactively nudge managers to meaningful engagement and performance actions
  • And more, such as Learning Recommendation and Goal Setting agents

These capabilities—absent in PerformYard’s offerings—empower organizations with automation, personalized guidance, and decision support that scale across the employee lifecycle.

Head-to-Head Snapshot

CapabilityEngagedlyPerformYard
Performance ReviewsFull suite (360, check‑ins, real‑time feedback, goals)Robust modular reviews and check‑in tools
AI & AnalyticsDeep AI-driven talent insights and analyticsSolid reporting and analytics
Learning & DevelopmentAI-powered LXP with gamification, certification, complianceLacks built-in LXP
Engagement & CultureSocial, pulse surveys, peer praise, interest groupsFeedback, recognition, engagement surveys
Customization & FlexibilityHighly customizable across modulesFlexible workflows and templates

While both platforms are capable, Engagedly offers a broader, deeply integrated toolkit—especially in learning, engagement rhythm, and AI-enhanced decision-making.

2. Pros and Cons

Engagedly

✔ Pros

  • Comprehensive, unified platform across performance, engagement and learning.
  • Strong AI tools for analytics and personalized learning.
  • Highly engaging features—gamification and social sharing create a culture of recognition.
  • Excellent customer support; recognized for responsiveness and partnership mentality.

⚠ Cons

  • Some users note a learning curve in advanced modules or complex multirater setups.
  • LMS capability is strong but may require external SCORM‑compliant systems for deeper compliance needs.

PerformYard

✔ Pros

  • Clean, intuitive interface; praised for ease of use and simple setup process.
  • Flexible workflow and templates adapt well to varied organizational needs.
  • Strong customer service with high satisfaction scores (~9.7–9.8/10).

⚠ Cons

  • Integration options might be less extensive; some feedback points to room for improvement.
  • Mixed reviews with at least one strongly negative account that emphasized customer service issues.

Integration & Compatibility

In the modern HR tech stack, seamless integration is no longer optional—it’s essential. Let’s compare how Engagedly and PerformYard stack up when it comes to connecting with the systems your organization depends on.

Engagedly: A Rich, Intelligent Integration Ecosystem

Engagedly offers an exceptionally comprehensive and adaptable integration framework designed to automate workflows and enhance data consistency across systems:

  • HRIS & User Sync: Connects effortlessly with leading platforms including ADP, BambooHR, HiBob, Namely, Paychex, Paylocity, Gusto, Personio—and more—ensuring that user and employment data syncs automatically and accurately.
  • Single Sign-On (SSO): Supports enterprise-grade authentication via Okta, Azure AD (Microsoft Entra), AD FS, JumpCloud, OneLogin, and more—providing secure, streamlined access.
  • Communication Channels: Deep integrations with Gmail, Microsoft Outlook, Slack, and Microsoft Teams make engagement effortless and native to your team’s workflow.
  • Goals & LXP Tools: It syncs directly with tools like Jira, Salesforce, Google Sheets for goal tracking, and connects to learning networks such as LinkedIn Learning, Udemy, BizLibrary, Go1, and OpenSesame—creating a unified talent development ecosystem.
  • Universal API & Automation: With Tray.ai connectors and a REST-based Unified API, Engagedly offers flexibility for advanced automation—integrating with CRMs, analytics tools, and bespoke systems with minimal lift.

The takeaway: Whether you’re streamlining HR operations, enabling seamless login, embedding in daily communication channels, or constructing advanced workflows—Engagedly’s integration capabilities are strategy-led and future-ready by design.

PerformYard: Core Integrations with HRIS Focus

PerformYard delivers solid functionality for organizations seeking essential connectivity in performance management workflows with its integrations:

  • HRIS System Sync: Supports major platforms including ADP Workforce Now, UKG Pro, Gusto, BambooHR, Rippling, plus support for SFTP imports—making setup straightforward for data synchronization.
  • Communication Tools: Integrates with Slack and Microsoft Teams—for context-aware feedback and recognition inside established collaboration tools.
  • API Access: Offers REST APIs and ecosystem support via secondary platforms like Tray.ai for further automation.

While PerformYard offers a strong baseline for core HRIS and communication integration, it offers fewer out-of-the-box connections with learning platforms or goal tracking systems.

Why Engagedly Stands Out

Integration DomainEngagedlyPerformYard
HRIS & User SyncBroad support across most major HR systemsCore platforms like ADP, BambooHR, Gusto
SSO & SecurityFull enterprise SSO via Okta, Azure AD, OneLogin, and moreNot prominently featured
Communication ToolsGmail, Outlook, Slack, Microsoft Teams integrationSlack, Teams
Learning & GoalsLXP + LinkedIn Learning, Udemy, Go1, Goal tools (Jira, Salesforce, Sheets)Limited offerings in goal or learning ecosystems
Developer/API AccessUnified API + Tray.ai connectors for deep automationAPI + limited universal connectors

Customer Reviews & Market Reputation

Engagedly: Endorsed for Support, Engagement & Innovation

Across multiple independent review platforms, Engagedly consistently earns high praise for its responsiveness, engagement features, and intelligent design:

  • Capterra: Engagedly receives a perfect 4.6 out of 5 in categories including Ease of Use, Customer Service, Features, Value for Money, and Likelihood to Recommend based on user feedback. One reviewer raved: “If I run into an issue… the support team has been outstanding… From a cost perspective… you cannot go wrong. 12/10 would recommend.”
  • Software Advice: The platform holds a solid 4.6 overall, with 4.7 for both Customer Support and Value for Money, and 4.4 for Ease of Use. Users highlight thoughtful customer care, gamification, and customization—while noting room for improvement on some configuration experiences.
  • TrustRadius: Engagedly is praised for its comprehensive approach to performance, engagement, and learning in one system:
    “We love that it centralizes performance reviews, feedback, goals, and learning into one seamless platform.”
    Some users mention initial complexity during setup, but most affirm that onboarding support helps bridge that gap effectively.
  • SHRM Vendor Directory & Info-Tech: Engagedly is recognized by HR professionals on platforms like SHRM and Info-Tech for its strategic alignment with employee development and for driving engagement across distributed teams.

In summary: Engagedly shines not only for advanced features but for delivering a supportive, people-centered experience that consistently earns user trust and satisfaction.

PerformYard: Exceptional Satisfaction for Usability & Service

PerformYard shines when it comes to customer happiness and operational ease—particularly among mid-market organizations:

  • PerformYard’s own figures reveal extraordinary scores:
    • 9.8/10 for Ease of Doing Business and Business Partner Rating
    • 9.7/10 for Quality of Support
  • G2 (Spring 2023) also recognized PerformYard with top “Highest Satisfaction” honors—scoring 98% Relationship Score, 97% for Ease of Use and Support, and 96% for Ease of Use overall. This underscores their reputation for customer care and usability excellence.
  • Capterra & Software Advice echo this with average star ratings around 4.7 out of 5 across platforms. Reviews commonly praise simplicity, straightforward review workflows, and intuitive dashboards.

However, it’s worth noting that while many users report stellar experiences, some raise concerns: one user criticized the company’s contract process, calling it “terrible… forced” with limited flexibility.

Pricing and Plans (Detailed Upgrade)

Engagedly Pricing

  • Modular pricing, billed annually, starts at $5–$8 per user/month for performance management, with additional modules priced between $2–$10 per user/month, depending on your suite selections.
  • Options include: Learning Experience Platform, Mentoring Suite, Compensation Planning, Deskless Communication, and more.
  • Every plan includes core features such as Marissa AI, workflow automation, mobile access, talent analytics, and extensive integration support.
  • Professional services are tiered (Essential, Accelerate, Optimize) to offer setup, strategic guidance, or fully managed implementation support.

PerformYard Pricing Snapshot

  • Performance management: $5–$10 per user/month, inclusive of review cycles, goals, feedback, reporting, and support.
  • Engagement survey bundle: additional $1–$3 per user/month.
  • Meetings and standalone surveys: extra $2–$4 each, when bundled.

While PerformYard is transparent and cost-effective, Engagedly’s modular structure offers broader choice and strategic scalability—especially for organizations that want to invest in learning, mentoring, recognition, and AI-enablement alongside performance.

Why Leading Organizations Choose Engagedly Over PerformYard in 2025

While PerformYard emphasizes its flexibility, ease of use, and support, Engagedly goes several steps further—delivering a truly intelligent, engaging, and future-ready performance management solution. Here’s how Engagedly outperforms PerformYard where it matters most:

🔄 Engagedly is Intelligent and Truly Flexible

What PerformYard says: PerformYard helps tailor your process without enforcing a rigid structure.

Why Engagedly goes further:
Engagedly doesn’t just support your process—it amplifies it. Powered by Marissa™ Agentic AI, Engagedly proactively recommends smarter workflows, nudges managers with real-time insights, and dynamically adapts to evolving team needs. Rather than static templates, you get an intelligent system that evolves with your people and your strategy.

  • AI-driven goal alignment, check-ins, and growth paths tailored to your culture
  • Customizable review cycles, 360° feedback, competency frameworks, and OKRs
  • Built-in learning paths and performance-linked development

The result? A performance strategy that’s flexible and forward-thinking—not just administratively convenient.

✅ Engagedly is Easy to Use—and Designed to Engage

What PerformYard says: Their platform simplifies employee reviews with an easy-to-navigate UI.

Why Engagedly wins here too:
Engagedly offers a modern, intuitive user experience designed for engagement—not just completion. While PerformYard offers a clean interface for admins, Engagedly focuses on employee and manager adoption through:

  • Gamified UX, customizable dashboards, and role-based workflows
  • Seamless mobile experience
  • Real-time feedback and social recognition embedded into the flow of work
  • Clear, contextual navigation and action-driven prompts

With Engagedly, the platform doesn’t just “work”—it gets used, embraced, and integrated into daily culture.

🤝 Engagedly is Supportive—and Built for Long-Term Success

What PerformYard says: Unlimited expert support with a dedicated success manager and training.

Why Engagedly delivers more:
Engagedly offers tiered onboarding and success services based on your growth goals, from essential setup to hands-on strategic partnerships. You get:

  • A dedicated Customer Success Manager (CSM) from day one
  • Live onboarding, self-paced learning, and contextual help centers
  • Advanced reporting and optimization services as you scale

And most importantly: our success team partners beyond setup—helping clients continuously evolve their performance culture.

13 Leadership Challenges In The Workplace & Ways To Overcome Them

“The greatest leader is not necessarily the one who does the greatest things but is the one that gets the people to do the greatest things.” – Ronald Reagan

Leadership is not an easy task, whether you are in a position of authority or leading a team towards success. Each day brings new leadership problems and obstacles that can greatly impact your ability to lead effectively.

As a leader, you are responsible for guiding and motivating others, making tough decisions, and creating a positive work culture. However, no one is immune to the various leadership challenges that arise in the workplace.

In fact, it takes constant effort and dedication to overcome these leadership problems and continue to thrive as a leader. In this blog post, we will discuss 13 common leadership challenges faced by professionals in the workplace and provide strategies on how to overcome them.

Whether you are just starting your leadership journey or looking for ways to improve your skills as a seasoned leader, this post will offer valuable insights into navigating the complexities of being an effective leader.

TL;DR Summary

Leaders often face recurring challenges that impact team performance, culture, and business outcomes. Here are 13 common workplace leadership challenges and effective ways to overcome them:

  1. Lack of Communication – Use clear channels, regular check-ins, and active listening.
  2. Change Management – Explain the “why,” involve employees, and support transitions.
  3. Employee Mental Health – Promote well-being with resources and open dialogue.
  4. Conflict Resolution – Foster safe spaces, train teams, and mediate fairly.
  5. Employee Development – Align growth plans with personal and business goals.
  6. Understanding Expectations – Conduct surveys and 1:1s to stay aligned.
  7. Adapting to Technology – Embrace learning and stay ahead of digital trends.
  8. Crisis Management – Prepare in advance and communicate clearly during crises.
  9. Work-Life Balance – Lead by example and encourage boundaries.
  10. Diversity & Inclusion – Address bias, ensure equity, and value all perspectives.
  11. Succession Planning – Mentor future leaders and plan transitions early.
  12. Remote Team Management – Build trust, measure impact, and support remote needs.
  13. Strategic Decision-Making – Use data, align with vision, and stay adaptable.

Leadership Challenges in the Workplace

The following section highlights the leadership challenges that are faced by most of the leaders.

1. Lack of Communication

In addressing the challenge of lack of communication, leaders should establish clear and consistent channels for information dissemination. This includes regular team meetings, open-door policies, and utilizing various communication tools.

Encouraging a culture of active listening and feedback ensures that employees feel heard and valued. Regular one-on-one meetings are an excellent way to enhance communication and keep teams aligned with organizational goals.

Transparent communication about organizational changes, goals, and expectations helps align the team’s efforts and fosters a sense of shared purpose. Additionally, leaders should recognize the importance of non-verbal communication and body language, as these play a crucial role in conveying messages within the workplace.

2. Change Management

common leadership challenges in the workplace

Successfully navigating change requires leaders to communicate the reasons behind the changes, outlining the benefits and potential challenges. Acknowledging and addressing employees’ concerns, fostering a sense of involvement in the decision-making process, and providing training for new skills required are integral to effective change management.

Leaders should also emphasize the positive aspects of change, highlighting opportunities for growth and innovation. Maintaining open lines of communication throughout the change process builds trust and helps mitigate resistance.

3. Employee Mental Health Issues

One of the rising challenges leaders face is prioritizing employee mental health, which involves creating a workplace culture that values work-life balance, promotes stress management, and reduces the stigma surrounding mental health discussions.

Leaders can implement wellness programs, offer mental health resources, and encourage a healthy work environment. Regular check-ins with team members and providing access to mental health professionals contribute to a supportive workplace that recognizes the holistic well-being of its employees.

4. Conflict Management

Leaders addressing conflicts must first create an environment where team members feel safe expressing their concerns. Implementing conflict resolution training for both leaders and employees equips the team with effective communication and problem-solving skills.

Leaders should mediate conflicts impartially, focusing on finding solutions rather than assigning blame. Proactive measures, such as team-building activities and clear communication of expectations, can also help prevent conflicts from escalating.

5. Employee Development

leadership challenges- growth opportunities to employees

Leaders should tailor employee development programs to align with individual career aspirations and organizational goals. Regular performance reviews and feedback sessions provide opportunities for leaders to understand each team member’s strengths and areas for improvement. Managers can use these performance review examples to conduct effective performance reviews.

Investing in employee training and development programs further enhances employees’ skills and drives long-term success. Leaders can also explore cross-functional training and collaboration to broaden employees’ skill sets and enhance overall organizational flexibility.

To further support managers in developing their teams, it’s essential to set clear professional development goals for work that align with both personal and organizational growth. Incorporating manager coaching techniques can enhance this process, helping managers nurture talent effectively while maintaining high levels of employee engagement.

Employee Engagement Survey

6. Understanding Employees’ Expectations

Another challenge leaders face is understanding and managing diverse employee expectations, which can vary based on roles, goals, and personal circumstances. Leaders should conduct regular one-on-one meetings, surveys, and feedback sessions to gauge employee satisfaction and gather insights.

Recognizing and celebrating individual achievements contributes to a positive work environment. Leaders should also be flexible in accommodating diverse needs, such as remote work options, flexible schedules, or professional development opportunities, to meet the expectations of a modern and diverse workforce.

Regularly communicating the organization’s vision and values helps align employee expectations with overarching company goals, fostering a sense of shared purpose and commitment.

7. Adapting to Technological Changes

In today’s rapidly evolving technological landscape, leaders must not only be aware of emerging technologies but also understand their implications for the organization. This challenge involves assessing the cost, benefits, and potential risks associated with adopting new technologies.

Leaders need to facilitate a culture of continuous learning to ensure that the team remains adaptable and can leverage technology to enhance efficiency and innovation.

8. Crisis Management

Crisis management is not only about reacting to emergencies but also about being proactive in risk assessment and planning. Leaders need to develop crisis communication strategies, establish clear roles and responsibilities during crises, and conduct regular drills to ensure the team is well-prepared. Navigating through a crisis requires a steady hand, empathetic leadership, and the ability to make tough decisions for the greater good.

9. Balancing Work-Life Integration

Achieving a healthy work-life integration involves setting clear expectations for work hours, encouraging breaks, and providing resources for stress management.

Leaders should lead by example, promoting a culture that values well-being and acknowledges that personal time is crucial for sustained productivity. This challenge requires ongoing communication with the team to address individual needs and concerns.

10. Diversity and Inclusion

Building a diverse and inclusive workplace demands more than just hiring individuals from different backgrounds. Leaders must actively foster an inclusive culture where diverse perspectives are not only welcomed but valued.

This challenge involves addressing unconscious biases, promoting equity in opportunities, and creating an environment where all employees feel a sense of belonging and can contribute their unique strengths.

11. Succession Planning

Succession planning is a strategic process that involves identifying high-potential employees, providing them with the necessary skills and experiences, and preparing them for leadership roles.

Leaders need to assess the skills and competencies required for key positions, mentor potential successors, and ensure a seamless transition when a leadership change occurs. This challenge is essential for the long-term sustainability and growth of the organization.

12. Remote Team Management

Managing remote teams goes beyond the logistics of virtual collaboration tools. Leaders need to establish a sense of team identity, foster open communication channels, and implement performance metrics that account for remote work challenges.

This challenge involves understanding the unique needs of remote employees, providing the necessary resources for a productive home office, and maintaining a strong team culture despite physical distance.

13. Strategic Decision-Making

Strategic decision-making requires a deep understanding of the organization’s mission, vision, and values. Leaders must analyze market trends, assess competitive landscapes, and anticipate future challenges.

This challenge involves balancing short-term goals with long-term vision, making data-driven decisions, and being agile in response to dynamic business environments. Successful leaders continuously scan the horizon for opportunities and risks, adapting their strategies to ensure the organization’s continued success.

We hope the leadership challenges and solutions listed in this article will help you become a better leader. Share your experience of how you helped your organization overcome common leadership challenges and pave the way to success.

Talent Management Software



Frequently Asked Questions

Q: What are the top leadership challenges and how can they be solved?

Leaders frequently encounter various challenges that affect team performance and workplace culture. Here are 13 common leadership issues and solutions:

  1. Poor Communication – Set up regular updates and active feedback loops.
  2. Resistance to Change – Communicate benefits clearly and involve employees early.
  3. Mental Health Issues – Offer wellness programs and encourage open conversations.
  4. Team Conflicts – Provide mediation training and address issues promptly.
  5. Lack of Development – Personalize growth plans and offer training.
  6. Unclear Expectations – Use 1:1s and surveys to align goals.
  7. Tech Shifts – Embrace continuous learning and adaptability.
  8. Crisis Response – Have contingency plans and transparent communication.
  9. Work-Life Imbalance – Promote healthy boundaries and lead by example.
  10. Lack of Inclusion – Encourage diverse voices and tackle bias.
  11. No Succession Planning – Identify high potentials and mentor them.
  12. Remote Team Issues – Build virtual trust and maintain performance standards.
  13. Weak Decision-Making – Use data, stay agile, and align with vision.

Q2. How can leaders effectively communicate in a diverse workforce?

Effective communication in a diverse workforce involves using various channels, embracing active listening, understanding cultural differences, and promoting an inclusive environment. Leaders should communicate transparently, ensuring that messages are accessible and resonate with all team members.

Q3. What strategies can leaders employ to manage change successfully?

Successful change management strategies involve clear communication, employee involvement in decision-making, providing support and resources, addressing concerns proactively, and highlighting the positive aspects of change. Leaders should also be adaptable and lead by example during periods of transition.

10 Employee Feedback Tools In 2025| Features| Pricing| Usage

Frequent employee feedback is one of the best practices for tracking employee progress and improving it from time to time. This practice helps not only the employees but helps the team and the entire organization increase their productivity.

While most organizations already have digitized the process of employee feedback, here’s a list of few employee feedback tools that can enhance the whole experience!

Why Employee Feedback Software Matters More Than Ever in 2025

In 2025, employee feedback software is no longer a nice-to-have—it’s a strategic necessity. The hybrid and remote work era has underscored the need for transparent communication and a connected workplace culture. Modern platforms now use pulse surveys and real-time feedback loops to improve trust and responsiveness between employees and managers, aligning seamlessly with organizational goals (The Guardian).

Software with embedded AI recognition tools—such as Workhuman’s “Human Intelligence”—enables employees to deliver emotionally rich, authentic feedback at scale, which boosts both morale and actionable insights (Financial Times). For organizations, this means feedback that is not just faster but also fairer, more impactful, and more human-centered.

Why These Feedback Tools Stand Out in 2025

Today’s employee feedback software isn’t just about collecting opinions—it’s about driving measurable improvement. Some standout 2025 features include:

  • Continuous Feedback Functionality – Real-time feedback helps teams identify strengths, close skills gaps early, and align with organizational goals instantly (AIHR).
  • Anti-Bias & Fairness Features – AI-assisted self-appraisals counteract recency bias and help ensure fair evaluations, particularly for underrepresented groups (Business Insider).
  • Integrated Recognition Systems – Built-in tools reward achievements in real time, reinforcing motivation and reducing disengagement.
  • Analytics & Insights Dashboards – Visual reporting turns feedback into actionable performance and engagement strategies.
Continue reading “10 Employee Feedback Tools In 2025| Features| Pricing| Usage”

Mastering the SBI Feedback Model: Definition and Examples

What is SBI Feedback Model?

The SBI feedback model is a framework used to provide constructive feedback to employees, colleagues, or team members.

SBI feedback is structured into three parts: the Situation (time and place), the Behavior (actions being addressed), and the Impact (how the behavior affects us, the team, or the organization). The SBI model is designed to provide clear and actionable feedback that can help individuals improve their performance, enhance their skills, and achieve their goals.

By using the SBI model, feedback providers can provide specific examples and objective observations, avoiding generalizations and judgments that can lead to defensiveness or misunderstandings. The SBI model is widely used in the workplace, in coaching, and in personal relationships to facilitate effective communication, build trust, and promote growth.

TL;DR Summary:

  • The SBI Feedback Model breaks feedback into three parts: Situation, Behavior, and Impact, ensuring clarity and reducing defensiveness.
  • Situation = When and where the behavior occurred (adds context).
  • Behavior = What the person specifically did or said (objective and clear).
  • Impact = How the behavior affected others, the team, or goals (explains consequences).
  • Using SBI helps make feedback constructive, specific, and actionable—essential for performance improvement and trust-building.
  • It’s widely used in performance reviews, coaching, and daily team communication to promote growth and accountability.

SBI Feedback Model Explained 

Explore effective communication and growth with the SBI Feedback Model, breaking down feedback into Situation, Behavior, and Impact for a comprehensive understanding.

The S of SBI: Situation

This involves describing a situation an employee was involved in. When you give feedback to a person, it is important that you let them know the situation in which the incident happened.

Ineffective “Situation” Feedback Example

“Colin. I really liked your presentation. Good job!”

This feedback makes sense only if the person giving it says it right after  the presentation has happened. But if that’s not the case, then this comment comes out of left field. And while it is a positive comment, it is rather vague. It gives the person receiving the feedback no context. Which presentation was being referred too? When was this presentation held?

The more you give feedback, the more you will realize that feedback needs context. Without context, feedback is just another generic statement, shorn of value.

SBI Feedback Example 

“Colin, I really liked your presentation on the new sales plan last week. Good job!”

As you can see, context gives feedback heft. Also, the recipient knew what exactly the giver was talking about. Scheduling regular one-on-one meetings can help ensure timely feedback and contextual discussions.

Also Read: Ten One-on-One Meeting Questions You Should Ask Your Team

The B in SBI Stands for: Behaviour

This involves stating the way a person behaved in a certain situation that you want to give feedback upon. A person’s behavior informs feedback and allows you to judge whether the behavior helped the situation in a good way or a bad way.

Ineffective “Behavior” Feedback Example

“Colin, I really disliked that presentation about the new sales plan. It was bad.”

While this feedback comment mentions the situation, it does not give the recipient Colin an idea about what went wrong. It is evident that the presentation was disliked. Was it the way Colin conducted the presentation? Was it something that Colin did during the presentation? The feedback provides no clue! As a result, feedback like this tend to be demoralizing because while it implies a bad job, it does not tell the recipient what  was it they did not do.

Employee Career Development

SBI Feedback Example 

“Colin, I really disliked the presentation about the new sales plan. You fumbled a lot, with your notes and figures and I thought that reflected poorly on your manager. I am disappointed because I know you are usually good at presentations.”

In this feedback comment, the giver is blunt about his dislike but he  also explains why exactly he disliked the presentation and why he thought Colin did a bad job. This feedback comment lets the recipient where he went wrong.

Also Read: Performance Management Software:A Buyer’s Guide

Lastly, the I of SBI: Impact

The most important part of the SBI feedback model. This involves describing the impact that the person’s behavior had on the feedback giver or other people. Stating what impact a situation or behavior had closes the feedback process and allows both the recipient and the giver to propose a solution or rectify their mistakes.

Ineffective “Impact” Feedback Example

“Colin, you were unprepared for the presentation about the sales plan. This is not done.”

When you do not state how a person’s behavior affects you, then what is the point of giving feedback at all? Instead of feedback, the above statement becomes a comment about a bad job, which, while relevant, is not helpful. What you need to impress is how a person’s behavior impacts you and others.

SBI Feedback Examples

 Example 1: Virtual Meeting Interruption

Situation: During yesterday’s virtual team meeting with the marketing department Behavior: You interrupted your colleague Sarah three times while she was presenting budget projections Impact: It disrupted the flow of the meeting and made Sarah appear flustered, which undermined her credibility with stakeholders. In virtual meetings, it’s important to practice active listening and avoid interrupting others.

Example 2: Missed Deadline

Situation: I noticed that you missed the deadline for the project deliverables that were due last Friday Behavior: Your delay in submitting the final reports caused a ripple effect in the project timeline Impact: It affected the team’s ability to meet other deadlines and caused frustration among team members who were waiting for your input. With remote work becoming more prevalent, it’s crucial to prioritize time management and meet deadlines.

Example 3: Customer Service Call

Situation: During the customer service call with the Johnson account yesterday afternoon Behavior: You sounded frustrated and impatient with the customer, using a dismissive tone when they asked for clarification Impact: It could harm our company’s reputation and customer loyalty. The customer specifically mentioned feeling unheard in their follow-up email. In today’s competitive business environment, excellent customer service is critical, and it’s important to communicate respectfully and empathetically with customers.

Also Read: How To Create A Feedback Culture In Your Workplace?

SBI Feedback Model vs Other Feedback Frameworks

SBI vs. STAR Method

While both the SBI feedback model and the STAR method (Situation, Task, Action, Result) are structured approaches, they serve different purposes:

SBI Feedback Model:

  • Focuses on giving feedback about observed behaviors
  • Emphasizes the impact of actions on others
  • Used for performance discussions and coaching
  • Forward-looking for behavior modification

STAR Method:

  • Used for describing past experiences and achievements
  • Commonly used in interviews and performance reviews
  • Focuses on personal accomplishments
  • Backward-looking for documentation purposes

SBI vs. Milad Afkhami’s Portfolio Feedback Model

Milad Afkhami’s Portfolio approach emphasizes collecting multiple feedback instances over time to create a comprehensive picture of performance. Here’s how it compares to the SBI feedback model:

SBI Feedback Model:

  • Addresses specific incidents in real-time
  • Immediate behavior correction
  • Simple three-step structure
  • Suitable for daily interactions

Portfolio Feedback Model:

  • Accumulates feedback over extended periods
  • Comprehensive performance evaluation
  • Complex data collection process
  • Better suited for formal reviews

SBI vs. Radical Candor

Radical Candor focuses on caring personally while challenging directly, whereas the SBI feedback model provides a structured framework:

SBI Feedback Model:

  • Structured methodology
  • Reduces emotional responses
  • Objective and measurable
  • Suitable for all personality types

Radical Candor:

  • Relationship-focused approach
  • Requires high emotional intelligence
  • Subjective and personal
  • Dependent on individual relationships
360-degree Feedback

Conclusion:

The SBI feedback model framework incorporates all these three factors – Situation, Behavior, and Impact. How you choose to utilize these three elements is up to you, and you can include them in whatever order you like in your feedback. Use the SBI feedback model examples discussed in this article to include better structure and clarity in your feedback.

By implementing the SBI feedback model consistently, organizations can create a culture of continuous improvement, open communication, and professional development. Whether used in daily interactions, performance reviews, or formal coaching sessions, the SBI feedback model provides a reliable framework for delivering constructive feedback that drives positive change.

The effectiveness of the SBI feedback model lies in its simplicity and structure. By focusing on observable behaviors and their measurable impacts, this approach removes subjectivity and emotional barriers that often hinder effective feedback delivery. As organizations continue to evolve in their approach to employee development, the SBI feedback model remains a cornerstone of effective workplace communication.

How To Set Employee Engagement OKRs To Make A Real Difference

OKRs or Objectives and Key Results are a collaborative goal-setting tool employed by sales teams and other departments to line challenging, ambitious goals with measurable results. OKRs are often a superpower for creating an environment where employees are able to work with purpose. The OKR framework is simple and when appropriately used, OKRs are helpful to HR leaders to create things like high output management, team alignment, and increased communication.

Employee Engagement OKRs

Functions of OKRs & Employee Engagement Rates 

The latest Pew Research data shows that although 64% of workers are happier to work from home because of the COVID-19 pandemic, an identical 60% of workers feel more disconnected from their colleagues. The challenge for human resource managers today is to bring a method of connection and community to a distant team and keep everyone on the identical page regarding the company’s overall vision and goals.

One way to keep your team engaged is by employing a goal-setting framework like the OKR methodology. OKR and employee engagement software can help boost employee motivation and employee retention. This framework could be a goal-setting procedure utilized by industry-leading companies of all sizes to target their most significant goals, measure progress throughout the quarter, and achieve targets more efficiently. 

  • Create the best workplace in the world
  • Create the A-Team
  • Improve recruiting funnel
  • Develop a smooth hiring process
  • Improve the effectiveness of the training program
  • Build an awesome mentorship program
  • Project an extraordinary employer branding
  • Increase employee engagement
Also Read: The Impact Of Employee Engagement On Productivity

Drivers of Employee Engagement 

The drivers of employee engagement vary from organization to organization and employee to employee. They also switch over time with all kinds of changes in management, culture, or external factors. A contemporary approach to employee engagement requires understanding what drives team members, whilst they shift to a platform that details a comprehensive view of the employee experience, which is the most important thing to measure and monitor the drivers at scale and in real-time.

The key drivers of employee engagement include setting a clarity of purpose by understanding the vision, mission, road map, and direction of the organization. Employees desire a clear sense of what their organization stands for and desires to accomplish. They want to understand their exact roles and responsibilities and also the roles of others within the organization. With clarity, everyone is going to be more willing to tug together for a standard cause.

Employee engagement survey guide

Benefits of OKR Software 

  • Agility – OKR software enables the team to stay agile, even when setting ambitious goals and transparently tracking progress throughout the quarter or year.
  • Higher team engagement – Employee OKRs encourages a sense of responsibility for all parties to achieve business goals. The team always stays focused and engaged in the organization’s success with OKRs because they can see how their daily tasks affect the company’s overall success.
  • Clear short-term objectives OKRs enable cascading and rolling up OKRs, which helps break down company-level key results into department-level objectives, department-level key results into the team and individual-level objectives, and so on for the employees and teams. These ways are more tangible for the progress toward long-term goals.
  • Visualize your goals – OKR software offers a dashboard view of how the team works, using data generated from everyday business activities. With the software, the team can use interactive graphs to track all activities contributing to your business goals.
  • Greater transparency – With clear, measurable business goals publicly visible to everyone in the organization, OKRs give the team a clear view of the company’s priorities and the specific role they play in the business’s success.

How to Set Meaningful Employee Engagement OKRs

  • Employee alignment with company goals and values

You need to be crystal clear and compelling when communicating the corporate goals and values. Use the employee newsletter to spotlight the team accomplishments, circulate exciting company news, and the rest of the accounts that echoes the identity and mission of your brand.

  • Employee productivity

Productive employees continuously think about new solutions to business problems and go above and beyond in their tasks. This includes being creative, innovative, passionate, and most of all, engaged in the work that results in better business productivity.

  • Enhance employee wellbeing

Use an employee wellness pulse survey to get employees to rate their current state of well-being and offer anonymous suggestions on what can help.

  • Improve employee safety

Employee safety is a paramount employee engagement goal. It can be achieved when employees are invested in the company’s success and understand their role clearly. Begin by focusing on effective communication. It helps to understand if employees are on the same page about safety protocols. 

  • Align employees and management

Establish a reliable channel for the aim of surveys and feedback that features managers and employee feedback from managers. The employee engagement survey goals should be focused on receiving honest and authentic feedback, which supplies an improved approach for future employee engagement ideas.

  • Increase customer success and satisfaction

Brand reputation and loyalty are built by satisfied customers. This begins with engaging employees with the corporate vision and values, which is required within long-term commitment and in internal marketing strategy.

  • Create high performance management culture

Creating a culture of high performance includes every employee engagement drive, from employee motivation to alignment with company goals values. When employees see that the organization is continuously succeeding, they want to get engaged and be part of that success.

Employee Engagement Metrics

Employee engagement describes an employee’s dedication to the organization and commitment to their work. Employee engagement metrics, thus, indirectly or directly measure the way to engage employees.

  • Voluntary employee turnover rate Highly engaged employees are less likely to go away voluntarily, which reflects in the voluntary employee turnover rate. Turnover is one of the best costs for any organization, and a lower turnover results in less disruption, greater productivity, and more cohesion. The more satisfied an employee is, the less likely they’re to resign.
  • Employee retention rate A good employee retention rate cuts down on the prices of onboarding a brand new employee. It also increases productivity – the longer someone is with a company, the higher their understanding of internal processes is. This enables employees to try and do things faster and with greater accuracy.
  • Absenteeism Absenteeism may be a behavior that may even have a severe outcome. The absenteeism rate leads to a greater workload for employees, which causes stress and lowers employee satisfaction score.
  • Employee Net Promoter Score (eNPS) Organizations use the Employee Net Promoter Score (eNPS), which is a well-known HR metric that helps to rate employee engagement and is sometimes measured through an employee engagement survey.
Also Read: How Company Culture Shapes Employee Engagement?
  • UWES & Gallup Scales There are some known employee engagement scales that can be used. The higher scores obtained on these well-known scales reflect superior business outcomes.
  • Cost per hire Cost per hire is among the foremost valuable metric used in HR department. It helps to forecast what budget is ready to rent over the following period. This metric helps HR professionals optimize the recruitment process by investing their resources in recruitment channels to recruit high-performing candidates. Moreover, it reduces spending on methods that aren’t bringing in a high ROI.
  • Internal mobility rateInternal mobility rate is the percentage of employees that move through a company through promotions, transfers, and demotions. The larger a corporation is, the upper internal mobility it’ll have, as there are generally more positions available. 
  • Cost of HR employeeThe value of HR per employee refers to the overall cost a corporation spends on Human Resources per full-time employee. 

Conclusion

OKRs establish a high-performance work culture by focusing on and creating corporate commitments. This method ensures productive communication by positioning targeted goals with proper implementation, thereby driving the organization to achieve success.

25+ DEI Statistics You Need to Know

Globally, DEI (diversity, equity, and inclusion) is crucial for your organization’s success. Implementing DEI strategies fosters a culture of respect and inclusivity, which enhances teamwork, boosts employee productivity, and improves morale.

A 2024 McKinsey report found that organizations scoring in the top quartile for DEI enjoy 35% higher financial returns year‑over‑year. This section unpacks 25+ statistics that prove DEI isn’t just “nice to have” but a revenue driver

It will also improve your decisions, help you enter new markets, and increase revenues and profits. With a diverse workforce and an inclusive work environment, your business ideas and strategies will become more creative, boosting your organization’s competitiveness.

Additionally, this approach will attract and retain top talents, increase employee engagement, and build goodwill with society. By having DEI in the workplace, you will be able to make sure that everyone in your organization is treated equally despite their religion, age, gender, sexuality, ethnicity, disabilities, and other relevant factors.

In this article, we will take you through top DEI statistics for 2025 to give an insight into its current landscape and future trends.

The Business Case for DEI

One of the most important reasons for discussing workplace diversity statistics is because of the impact of DEI on your organization’s performance.

– 76% of Gen Z employees are more likely to stay at companies with active DEI programs. (Source)
– 65% of U.S. companies are maintaining or increasing DEI budgets in 2025, despite political headwinds. (Source)
Organizations with diverse leadership generate 19% more innovation-driven revenue. (Source)


With DEI, you will have a work environment that follows disability inclusion practicesempowers women, and treats everyone equally. This will result in employee happiness and more contributions by them towards the success of your organization.

DEI Statistics for Innovation and Revenue

  • Companies with high diversity scores reported 45% innovation revenue on average, while companies with low diversity scores got only 26% innovation revenue on average. (Source)
  • Thus, highly diverse management teams cause an approximately 19% increase in the average innovation revenue for your organization.

DEI Statistics for Market Capture

  • A Harvard Business Review study found a strong correlation between diversity in leadership and market outcomes.
  • Employees of companies with 2-D diversity are 45% more likely to report market share growth and 70% more likely to report that the company captured new markets in the past year. (Source)

DEI Statistics with a Global Perspective

  • In a study by Forbes, it was revealed that 56% of companies with more than $10 billion in revenue found that their diverse workforce significantly drove innovation within their organization. (Source)

Also Read: Crucial Role and Importance of DEI in Professional Services Firms

Workforce Demographics

When discussing DEI, you must discuss diversity and inclusion statistics related to workforce demographics, as this will have a big impact on the performance of your organization.

DEI Statistics for Generational Shifts

  • It is estimated that by 2030, 30% of the global workforce will be made up of members of Generation Z. (Source)
  • 68% of millennials and 73% of Generation Z prefer a company that prioritizes DEI over companies that do not. (Source)
  • These statistics highlight why it is important that your organization fulfill modern workplace requirements.

DEI Statistics for Minorities in the Majority

  • Generation Z is the most racially diverse U.S. generation because only 52% identify themselves as non-Hispanic white, while 48% are non-white. (Source)
  • In the non-white generation, 25% are Hispanic, 14% are black, 6% are Asian, and 5% are either of some other race or a combination of two or more races.
  • This highlights the need to have diverse and inclusive work environments not only to ensure organizational success but also the success and development of nations.

Also Read: How to Integrate Your DEI Strategy into Your Business

DEI in Hiring and Retention

You must understand the top DEI statistics related to hiring and retention to fully appreciate their role in helping you ensure employee satisfaction and engagement, create an equitable work environment, and secure the future of your organization.

46% of global companies use DEI programs to attract and retain talent, 49% offer compliance or non‑discrimination training, and 74% host employee affinity groups. (Source)
Employees who feel valued are 63% less likely to job‑hunt, and high‑engagement workplaces cut turnover by 24%. (Source)
Only 10.2% of employees say they feel genuinely recognized in inclusive workplaces, indicating a disconnect between policy and experience. (Source)

DEI Statistics for Diverse Hiring

  • Companies with diverse hiring practices and falling in the top quartile of racial and ethnic diversity are 35% more likely to have financial returns higher than their respective national industry medians. (Source)

DEI Statistics for Job Seeker Preferences

  • 76% of employees and job seekers consider a company’s diversity and inclusion important when evaluating job offers. (Source)

DEI Statistics for Employee Retention

  • If employees experience or witness bias, discrimination, or disrespect, then they are 1.4 times more likely to quit. (Source)

Learning and Development

Leadership and Representation

The top DEI statistics for 2025 that you must consider in relation to leadership and representation are:

DEI Statistics for Gender Diversity

  • Companies in the top 10% for financial performance have 29% of their leadership roles filled by women, as compared to companies with lower financial performance, which have only 23% female leaders. (Source)
  • Women hold 18.6% of partner‑level or higher investment roles in U.S. venture firms, nearly doubling since 2018 (All Raise report, July 2025) (Source)

DEI Statistics for Racial Diversity

  • In a McKinsey study, it was found that companies in the top 25% for cultural and ethnic diversity were 36% more profitable than companies falling in the bottom quarter. (Source)

DEI Statistics for Board Diversity

  • More than half of Fortune 500 companies have boards where women and individuals from underrepresented racial and ethnic groups occupy 40% of the seats. (Source)

Also Read: DEI in Manufacturing: Challenges & Strategies for Inclusion

Workplace Experience and Performance

DEI statistics in this domain will help you understand the impact of DEI on employee experience, thus giving you insights into areas that need improvement to enhance employee satisfaction and performance.

DEI Statistics for Employee Engagement

  • A Gallup study found that companies with high levels of both gender diversity and employee engagement have 46% to 58% higher financial performance compared to companies with low levels in both areas.  (Source)

DEI Statistics for Discrimination and Harassment

  • In the past year, 43% of women experienced non-inclusive behaviors in their workplace.
  • Also, 4 in 10 women experienced harassment, microaggression, or both at their workplace in the past year. (Source)

DEI Statistics for Diversity Training Effectiveness

  • An InStride study found that 92% of business leaders believe that a strong workforce education program will help them achieve the diversity and inclusion goals of their organization. (Source)

DEI Statistics for Promotion Disparity

  • In a McKinsey report, it was found that for every 100 men promoted from their entry-level jobs to become managers, only 87 women were promoted. To top this bad ratio, only 73 women of color were promoted in comparison to the promotion of 100 colored men.  (Source)

Also Read: Future of Work and DEI in the Workplace Today – Engagedly

DEI Statistics for LGBTQ+ Inclusion

  • A survey by Deloitte found that one-third of survey respondents want to move to a company that is more LGBTQ+ inclusive. This increases to half of the respondents when they are part of an ethnic minority group. (Source)

DEI Statistics for Age Diversity

  • 14% of adults working or looking for new work were not hired for a job that they applied for in the past 2 years because of their age. (Source)
  • To improve the problem-solving skills and productivity of your organization, you must hire an age-diverse workforce.

DEI Statistics for Disability Employment Gap

  • The employment-population ratio for persons with disabilities is 22.5%, while for persons without disabilities, it is 65.7%. (Source)
  • This highlights the significant employment gap, which is also preventing organizations from earning 1.6x more revenue, 2.6x more net income, and 2x more economic profit. (Source)

DEI Statistics for Mental Health

  • 48% of Generation Z individuals and 47% of millennials said that mental health support and policies of an organization are among the factors that they assess when considering a potential employer. (Source)
  • They consider this factor along with other factors like DEI practices, gender equality efforts, and the people of the organization. Thus, to make sure that your organization does not lose out on some of the top talents because of poor mental health support within your organization, you must improve them.

Also Read: How To Set Meaningful DEI Metrics?

Financial Impacts

DEI in the workplace results in positive effects on an organization’s finances. However, its absence also leads to detrimental effects that you would want to avoid.

DEI Statistics for Economic Benefits

  • Employees of a diverse company have 2.5x higher cash flow than companies that are not diverse. This is because inclusive teams are 35 percent more productive. (Source)

DEI Statistics for Profit Margins

  • In the latest Diversity Wins: How Inclusion Matters, McKinsey found that companies with the highest gender diversity on their executive teams were 25% more likely to achieve above-average profitability compared to those with the lowest gender diversity. (Source)
  • Companies with high ethnic and cultural diversity were 36% more profitable than those with low diversity.
  • Thus, ethnic and cultural diversity will have a stronger effect on your organization’s performance than gender diversity.

DEI Statistics for Ethnic Pay Gap

  • A study by the Pew Research Center found that in 2022 a black woman was earning only 70% and a Hispanic woman was earning only 65% of what a white man was earning.
  • In the case of white women, they were able to earn 83% of what white men were earning, while an Asian woman was able to earn 93% of what a white man was earning, making them the closest to achieving pay parity with white men. (Source)

Educational and Skills Gap

As the workplace evolves, it is crucial that you address the educational and skills gaps among your employees. By understanding DEI statistics related to these gaps, you will be able to better prepare and adapt your workforce strategies.

DEI Statistics for Access to Opportunities

  • By 2027, 60% of workers will need training, yet currently, only 50% have access to sufficient training opportunities.
  • Among firm skills-training priorities in the next five years, teaching employees to use AI and big data comes in third and will be given top priority by 42% of surveyed companies.
  • Two-thirds of companies expect to see a return on investment in skills training within a year of the investment, whether in the form of enhanced cross-role mobility, increased worker satisfaction, or enhanced worker productivity. (Source)

Future Trends and Predictions

It is important that you go through the top DEI statistics 2025 in terms of future trends and predictions, as it will help you prepare your organization for potential challenges and opportunities related to a diverse and inclusive work environment.

DEI Statistics for Demographic Changes

  • By 2060, it is projected that there will be one child for every three working-age adults, shifting the U.S. population from being youth-dependent to old-age dependent. (Source)

DEI Statistics and Technological Advancements

  • The DEI technology market, valued at $5.3 billion, is highly fragmented. Therefore, by using technology-driven DEI approaches, you will lead both financially and in driving positive change. (Source)
Also Read: DEI Best Practices: 7 Ways To Make A Real Impact

Final Words

If you want to ensure your organization’s success and competitiveness, you must make your workforce and work environment diverse and inclusive. Diversity in thinking will enhance innovation by 20% while also helping you reduce risks by 30%.

This will help you improve employee retention and engagement, as well as the financial performance of your organization. Diverse teams also bring a wider range of perspectives, leading to better decision-making and problem-solving. Additionally, initiating mentoring and training programs can promote inclusivity, support diverse talent, and build a fair work culture.

To advance your DEI strategies, consider partnering with Engagedly. With Engagedly, you can easily conduct employee engagement surveys and gain insights into the effectiveness of your DEI strategies and policies.

Book a demo now!

Talent Management Software

Frequently Asked Questions

1. What are the statistics on diversity in the workplace?

Diversity statistics show how well diverse groups are represented across various levels within your organization, starting from entry-level positions to senior management roles. They will also help you assess the performance of your organization in creating an inclusive and equitable work environment.

2. What is the impact of technological advancements on DEI initiatives?

Technological advancements significantly impact DEI initiatives by providing tools for improved data collection and analysis. They will help you track and measure diversity metrics more effectively, support more targeted and efficient training programs, and make DEI resources more accessible.

3. What are DEI metrics, and how are they used?

These are quantitative measures used to track and evaluate diversity, equality, and inclusion within an organization. For example, representation metrics, pay equity metrics, employee experience metrics, and promotion rates are some of the most common DEI metrics.

How To Improve Employee Productivity In 2025?

Improving employee productivity can be a challenge, especially when most of the employees are newcomers who are also new to the industry. In fact, according to a study by Academia, the employee productivity rate is decreasing day by day, which has created an atmosphere of panic for employers. But you don’t need to worry, as there is a solution to this problem. 

There are many tried-and-tested ways to improve productivity that are quite effective. In this blog, we’re going to reveal five such ways that will help you improve employee productivity.

What is Employee Productivity?

Before we begin to learn about ways to improve productivity, we need to know what employee productivity is. It is not just a way to evaluate employee performance but also to know if the employees are working to their full potential. Business leaders want their companies to compete with others in their industry. For them to do so, they need an engaged workforce that will increase productivity.

Employee productivity is an assessment of the efficiency of a worker or group of workers. Productivity may be evaluated in terms of the output of an employee in a specific time.

As a general rule of thumb, it’s best to find ways for your employees to feel like they’re spending their time working toward something meaningful. This can make employees feel like they’re a part of something bigger than themselves. In that case, it is likely to have a positive impact on productivity. Encourage a positive work culture and team engagement. Tracking each employee’s performance so that you can share the feedback with them will go a long way toward enhancing their growth and development in the company.

Also Read: Employee Engagement on Productivity

Why Measure Employee Productivity?

Before you even think about improving workforce productivity, you need to ensure that you can measure your employees’ performance in a meaningful way. There are multiple ways to measure an employee’s productivity; for example, you can track how many files are processed or what percentage of clients have been contacted per day. You need to clearly identify what you want your employees to do and then build a way to measure it. Otherwise, you will never know if they are achieving their targets.

Why Employee Productivity Might Be Low?

In today’s day and age, organizations have to fight common contemporary factors that often hurt employees’ productivity levels. Factors such as long working hours and irregular shifts can cause mental health issues among employees. While these factors might not affect every individual who works within an organization, they do play a pivotal role in lowering the productivity levels of individuals. 

It’s essential to understand what caused your low productivity before improving it. Chances are, several factors contributed to the problem. At times, when employees are working remotely, they can feel disconnected from their workplace, and can be challenging to supervise—and that can hamper their performance. It can also be due to a lack of clear objectives or expectations. Time management can also be an issue, for example, some people need more structure than others and may struggle with setting their schedules or meeting deadlines without some guidance from you.

Also Read: Reduce Anxiety at the Workplace

How to Improve Productivity In the Workplace?

Managers spend a lot of time working on an employee’s growth and development. Still, sometimes they lack concrete tools to help them achieve their goal. If you are having productivity issues, here are five tried-and-tested ways to improve your employees’ productivity:

1. Increase Visibility and Access

You can encourage your employees to be more productive by increasing their visibility and access to resources. It’s pretty easy to get into a rut where employees are frustrated with limited software or equipment access, but it’s just as easy to change that.

Bring in a consultant if you need assistance in helping your staff upskill themselves. Then, work with them on creating a timeline for training. The end result is an engaged workforce aligned with the organization’s vision, with increased motivation and overall productivity.

2. Set Clear Expectations

As a leader, it’s up to you to set clear expectations. Connect with an individual employee or a group to assess their career goals and figure out areas of improvement. 

Some companies have structured annual reviews that are handled by managers. If your company handles performance reviews more informally than that, then your first step should be setting clear expectations about where people should focus their attention and how they can improve. 

3. Goal-Setting and Tracking

Delegating tasks is a tried and tested way to get employees up to speed. Encourage your employees to take on as much responsibility as they can handle and learn from their mistakes along the way. You could say that managing smart employees is really about managing their development, which requires some investment of time and resources. Ultimately, it will improve employee performance and productivity in leaps and bounds. 

The key here is to trust your team. When you do, you’ll see employee engagement and satisfaction increase dramatically, which should translate into increased output over time as well. Don’t try to be everything for everyone—it may seem like a lot of work at first, but it pays off in employee engagement in terms of encouraging your team’s productivity over time.

5. Use Employee Productivity Tools

Learning how to improve employee productivity is all about having access to good tools. This can be in-house software or off-the-shelf applications that are available online. All of these offer ways to get more work done and improve processes, allowing you to spend less time on manual work and more time focusing on activities that help boost your bottom line. 

If you can find tools that can better connect employees and empower them at every level, you’ll notice a real increase in their productivity. Invest in those tools that have proven value for your specific business needs and goals.

6. Measure Performance Periodically

It’s not always easy to find that one sure thing that makes employees more productive; there are usually a number of factors involved. However, if you take a look at any employee review website and search for tips on improving employee performance, you’ll notice that most revolve around giving employees room for improvement. 

Make sure you share feedback with them on a regular basis and try to avoid looking at mistakes as signs of failure. Pay attention to each little detail. Just remember—don’t rush things! It takes time for new hires to become familiar with your company culture and standards.

Scaling Up Productivity

Businesses frequently look for strategies to motivate staff to work harder in an effort to increase productivity. The use of bonuses and commissions is one of these strategies. You’ve probably dealt with performance-based incentives if you’ve worked in sales or customer service. Although these techniques may be useful in some situations, they aren’t always reliable. In fact, if something looks too good to be true, it probably is, as with many other things. 

According to a recent Stanford University study, offering a small wage raise has a greater impact on productivity and job satisfaction than introducing commission-based compensation systems. In the end, commission-based pay is less effective than simply paying people what they earn based on their time spent at work because it may appear like an easy method to inspire employees—especially those who don’t feel personally motivated by their professions. Naturally, employing wage raises doesn’t imply you should stop using any other employee motivation strategies; instead, think about how each strategy fits into your overarching strategy for enhancing employee satisfaction and productivity.

Conclusion

There is no universal way to boost employee productivity. But if you use these five tried and tested ways that we have shortlisted, you will be able to help your employees enhance their productivity and boost their career growth.

While no one can say for sure which method is best for you and your team, we believe in practicing what we preach. We’ve seen first-hand how rewarding it is to invest in individual development of our employees.

Everyone comes to work excited and ready to take on new challenges, because they know their manager believes in them and their growth potential. When people feel appreciated and valued by those around them, they want to keep those relationships strong. So invest in employee development!


Employee Engagement

Elevate Your Workforce: 14 Dynamic Employee Development Ideas for 2025

Employee development is a crucial part of creating a culture of continuous learning within your organization. 

When companies consider employee growth and development, there are several ways to motivate and interact with employees in business and related activities. Effective employers take advantage while understanding the need for a growth process within a corporation for future benefits. 

Individuals’ growth must be continuous; anything stagnant loses value and deteriorates. Employee development keeps corporations alive and thriving, increasing productivity and improving individual functionality. Constant training instills confidence and boosts performance.

Explore the strategies for employee development in this insightful video.

 

How to Create an Employee Development Plan?

Employers who deliver time in staff development add more value to the work they do and positively impact their business. This enhances the culture of learning and development to improve employee engagement and equip them for their current roles.

Competition

The covid – 19 pandemic led to work from home (WFH) scenario for most of the employees, which reversed the definition of jobs. Since many employees started to work remotely globally, the market for good talent has become increasingly competitive. A staggering 83% of HR professionals in a study reported continuing difficulty in recruiting.

Talent Development

According to ClearCompany, 74 percent of employees say that a lack of professional development is preventing them from reaching their full potential. Investing in employee development not only allows your employee to feel good about growing their skills, but these learning opportunities can also translate into integral promotions that allow you to retain top talents.

Culture of Learning

Continuous learning can be part of a rewards program that helps to retain employees because they value self-development and advancement. 

14 Proven Employee Development Ideas to Drive Success

The following growth ideas for employees form the benchmark for every organization.

employee development ideas

1. Employee Mentoring and Coaching 

Mentorship is the key to helping employees grow and be the best at their work. Staying competitive with others in their industry build a good reputation for employee growth and boost them to adapt to be quick learners in the changing business structure and models. 

Employee Development Ideas

2. Regular And Continuous Training

An effective training program increases efficiency in the company’s work and gains a profitable output. Moreover, it reduces the investment in the program and helps the employees to excel in soft skills training, thereby improving employee behavior and interaction with their colleagues.

To further improve employee growth and performance, explore these performance review examples to understand how regular appraisals can contribute to development goals.

Also Read: Importance, Implementation, and Benefits of Training and Development Program

3. Shift To Microlearning

Microlearning is a revolutionized method of learning that chunks overwhelming information into digestible, bite-sized modules. This will help employees to troubleshoot problems, overcome obstacles, and broaden their knowledge. Moreover, it saves time and money and improves workplace productivity more rapidly and efficiently.

4. Gamify Employee Training Programs

Infusing gamification elements into your learning content will excite your learners and sustain their interest in participating and completing their mandatory training courses.

Typical eLearning courses only have completion rates of 20%. However, gamification creates an engagement of up to 90% and raises them towards completion.

5. Organize A Book Club and Employee Forum

Employees can select a book, article, or topic and meet regularly – in person or via videoconference – for discussion. This is a fun way for employees to share the latest ideas and trends in their industry or their roles, or learn more about critical talents and skills.

6. Host Lunch-And-Learns

Many companies were successful in arranging an over-lunch educational program in both remote and office work environments. The lunch-and-learns program became a new and fresh development opportunity after bringing the employees back on-site in the post-pandemic era.

7. Job Shadowing

Shadowing is a term used when an employee follows another member of staff to observe and learn from that person. Shadowing can be an easy way to learn new skills like aligning to organizational strategy, fitting in the organization’s needs, and gaining a much greater understanding of other people’s roles.

8. Job Rotation

Rotation of jobs is the perfect way to acquire specific skills, learn, gather knowledge, and competencies. This helps new hires understand the different facets of business and get to know their colleagues. This can challenge and reinvigorate employees, encouraging them to flex different muscles and approach their roles from a new perspective. 

9. Peer-To-Peer Learning Opportunities

Peer-to-peer learning is an approach to teaching where learners teach each other by building teamwork and collaboration in the workplace. With this method, employees can learn knowledge sharing, and social learning skills like strategic thinking, and leadership, and improve team building. 

10. Job Enlargement

Job enlargement is another definite possibility whereby expanding employees’ responsibilities within their current jobs, can help them to increase their knowledge and skill sets. An idea is a good option for an employee who is keen and happy to take on new duties. This builds the impression that the company trusts them and values them. 

11. Promote External Training

External training programs play a significant role in strengthening the confidence of the individuals. It is specially designed for workforce play and its benefits in creating a change in the environment. It proves to be efficient in the use of digital tools and provides a unique approach to teaching tactics. 

Amazon runs multiple training programs like Associate2Tech under the Amazon Technical Academy to prepare non-technical employees to move into software engineering profiles. It is an ingenious way to assist employees move to their desired career goals.

12. Reward Employees Suitably 

Rewarding and recognizing play a key role in boosting employee morale. The employees generate motivation to work hard for new challenges and evolve better in team building that brings out the best performances with efficiency and effectiveness. This benefits both the company and the employee to grow and learn together and functions as a key factor in the employee development program.

Also Read: Employee Rewards and Recognition For An Engaged Workforce

13. Focus on Leadership Development

Leadership development focuses on enabling the current employees to be the leaders of tomorrow. It helps in developing skills that are important for effectively leading the organization and ensuring succession planning. Leadership skills like decision making, problem solving, innovative and creative thinking, and project management are imparted to employees to help them scale the career ladder.

14. Personalized Learning Programs

Personalized learning programs focus on individual abilities, skills, strengths, weaknesses, and aspirations. It offers training based on the needs of employees and thereby helps them perform their job duties efficiently. Every employee is unique, and they all grow at a different pace. Having personalized development programs enables employees to be committed to their learning journey and makes them more accountable towards their jobs.

Conclusion 

Fostering employee development is essential for the continuous growth and success of an organization. We trust that the innovative professional development ideas highlighted in this blog will provide valuable insights for implementing growth ideas for employees in your organization. We are eager to learn about the employee growth strategies that you employ within your company.


Employee Career Development

Employee Engagement Activities That Your Employees Will Love

Employee engagement is essential for every organization. Now that employees are returning to the office after a long gap of two years, they are certainly going to experience some hiccups in settling down.

But as a manager, you can help them get past the initial inhibitions to get connected with their team members and try to enhance their engagement in the workplace culture. You can try out some employee engagement activities that will motivate employees and push them to take more ownership and responsibilities.

We all know how important employee engagement is. However, only a handful of organizations have been able to understand that it is a continuous and ongoing process. To reap the benefits of a highly engaged workforce, leaders need to keep working on some strategies to make employees feel more involved and valuable in the workplace.

To help you get started with employee bond building, we have come up with a list of 22 out-of-the-box employee engagement activities that you can carry out on a budget! If the budget is not a constraint, take a look at 6 creative ideas for employee engagement!

An employee engagement survey can help you get the pulse of your workforce. Understanding their concerns and problems should be your priority. Check out our step-by-step guide on how to create and utilize an employee engagement survey in your organization.

Take a look here.  “Your Ultimate Guide To Employee Engagement Survey And Templates”.”

22 Employee Engagement Activities for 2025

While there are multiple ways to engage employees, it is important to use activities that put them at the center. Here are the ten amazing employee engagement activities for 2022.

employee engagement activities

1. Movie Marathon

This employee engagement event is simple and self-explanatory. On a Friday evening or any day really, ask your employees to come armed with a mat and a snack of their choice, queue up a list of movies, and get to watching!

Employee engagement is not just about how invested an employee is in the organization. Employees also need to know and experience that it is okay to relax and have fun in the workplace. Engagement is not about work alone!

2. Breaking Bread (Potluck Lunch)

You can divide this activity into teams and groups based on the number of people in your organization. All that needs to happen is that each person needs to bring in one dish that they want to share with everybody. Food breaks many barriers and will give your employees a chance to relate to each other on a level that is not work-related. You can also incorporate knowledge-sharing sessions to foster learning and bond-building.

Also Read: 6 Tools to measure employee engagement

3. Recognition Programs

Saying a few kind or good words about a colleague and their accomplishments (weekly or bimonthly, that’s up to you) takes next to no effort and does not cost any money at all. Maybe every Friday, you could set aside an hour in the evening when colleagues and managers can praise a fellow employee.

4. Hosting Contests

A contest that has a reasonable objective that can be met and an adequate reward for meeting the objective is a surefire way to give your employees adequate cause to be engaged.

Incentives have always been a great way to motivate and engage employees. You just need to figure out what objective needs to be met and which reward should be offered. These contests need not be big office-wide contests. Rather, it can be specific to each team, and the manager of the team will be the one who decides the objective and the reward.

Also Read: Smart goals for employee engagement

5. Do-Nothing Day

Before you scoff, hear us out. The ideal employee should be engaged. However, they shouldn’t be so engaged that they actually burn out because of all the hard work they are putting in. A do-nothing day is exactly what it means—a day where you do absolutely nothing. Let your employees come to the office, chill out, hang out, talk to colleagues, talk to people other than their team members, and basically view the office as a place where they can also relax and have fun, besides working hard!

6. Allow Pets In Office 

Employees love it when they can just walk into the office with their pets and watch them while working. You can also create some special events in which employees can dress up their pets and get themselves clicked in the office. Gifting them a loveable picture of their pets will surely make them happy. Moreover, such events will help employees break barriers and connect with each other.

7. Sports Events 

Sports bring people together. There is no doubt that people love to be involved in sports activities, and offering them that right in the office will cheer them up. It also leads to team building, ideation, and brainstorming. Just book a basketball, baseball, or cricket field and invite employees to let their inner sportsmen shine. Furthermore, for employees who are interested in some indoor activities, you can utilize some office space for organizing events.

8. Celebrate Special Events Like Birthdays And Work Anniversaries 

You want to see your employees happy on their special days. Singing happy birthday for them and gifting them a personalized card will break shackles and help them connect better within teams. You can also go a step ahead and decorate their cubicle or the whole bay to make them feel special.

9. Welcoming New Hires 

Your employee engagement activities should not be restricted to only tenured employees. It must encompass new hires right from their very first day in the office. Gifting them a welcome card or some nice gadgets that they can use to increase their productivity and understand their work will make them feel included and part of the company from the first day.

10. A Healthy Nap Time 

Well, this might sound a bit odd, but it works wonders for employees. Our biological clocks work differently, and many people find it difficult to stay productive for the whole day without taking some time out for rest. Offering your employees some nap time in the office will enhance their productivity and keep them focused on work.

Employee Engagement

11. Book Clubs 

Encourage employees to form a book club where they can pick a book to read together and then gather periodically to discuss their thoughts. This promotes a sense of community and intellectual engagement. Consider rotating the responsibility of choosing books among team members to ensure a diverse range of reading materials.

12. Skill Swap Sessions 

Organize sessions where employees can share their unique skills or hobbies with their colleagues. This can range from teaching a language, cooking, or even demonstrating a craft. Create a schedule that allows different employees to showcase their talents, fostering a culture of continuous learning and appreciation for diverse skills.

13. Wellness Challenges 

Launch wellness challenges that focus on aspects like daily steps, hydration, or mindfulness. Providing small incentives or recognition for achieving health goals can motivate employees. Establish a supportive environment by creating wellness teams, encouraging friendly competition, and celebrating milestones collectively.

14. Random Acts of Kindness Day 

Designate a day where employees perform random acts of kindness for their colleagues. It could be as simple as leaving a positive note or helping with a task. This fosters a positive and supportive workplace culture. Encourage employees to share their acts of kindness during team meetings, spreading positivity and reinforcing a sense of community.

15. Escape Room Adventure 

Take the team to an escape room where they must work together to solve puzzles and “escape” within a set time. This promotes teamwork, problem-solving, and a bit of excitement. Debrief the experience afterward to discuss the teamwork dynamics observed and relate them to workplace collaboration and problem-solving.

16. Themed Dress-Up Days 17.

Introduce fun and lighthearted-themed dress-up days. This can include retro day, superhero day, or any theme that adds a touch of playfulness to the workplace. Rotate the responsibility for selecting themes, allowing employees to contribute to the creative and enjoyable atmosphere.

17. Team-Building Retreat 

Plan a day or weekend retreat focused on team-building activities. This allows employees to bond outside the usual work environment, enhancing collaboration and communication. Incorporate reflective sessions to discuss how team-building activities can be applied to improve daily work interactions.

18. Gratitude Wall 

Set up a gratitude wall where employees can express their appreciation for their colleagues by posting notes of thanks. This promotes a positive and appreciative atmosphere. Periodically review and celebrate the notes during team meetings, reinforcing a culture of gratitude and recognition.

19. Lunch and Learn Sessions 

Arrange regular lunchtime sessions where employees can share their expertise or experiences on various topics. This promotes continuous learning within the organization. Encourage interactive discussions and provide a platform for employees to suggest future topics, fostering a culture of knowledge-sharing.

20. Creative Workspace Makeover 

Allow employees to participate in a creative makeover of their workspace. This could involve rearranging furniture, adding plants, or decorating the area to make it more personalized and inspiring. Schedule a “workspace reveal” day where employees showcase their revamped spaces, fostering a sense of pride and ownership.

21. Community Volunteer Day 

Dedicate a day for employees to engage in community service or volunteer activities together. This not only fosters a sense of social responsibility but also strengthens team bonds as employees work towards a common cause outside the office environment. Reflect on the impact of the volunteer activities during team meetings, reinforcing the connection between community engagement and team cohesion.

22. Show and Tell Sessions

Organize periodic “Show and Tell” sessions where employees share interesting aspects of their personal lives or hobbies. This provides a platform for team members to connect on a personal level, fostering a more inclusive and friendly workplace culture. Rotate the hosting of sessions, allowing different team members to take the lead and share their unique stories or interests.

Engaged employees are the most valuable resources for an organization. It is the responsibility of leaders to focus on creating a healthy, happy, and productive environment where engagement can be cultivated.

We hope the employee engagement activities discussed in this article will be helpful to you.

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Understanding Employee Wellbeing In 2025

2020 has been a busy and difficult year for everyone! While employees were busy settling down with the idea of remote work, HR leaders were busy in making this transition seamless.

For many of us, the transition from a physical workspace to a remote one has been palatable. Work from home has its own benefits for the employees and the organization. It helped companies reduce their costs and recruit a global workforce. Similarly, employees have gained the flexibility to work from anywhere around the world.

Also Read: Tips To Manage Stress Of Your Remote Team

However, recent studies and reports suggest otherwise. They highlight that continuous work from home has resulted in increased stress, anxiety, and feelings of isolation among employees. It has affected their mental and physical health and has increased disengagement.

The health and wellness of an employee have a direct impact on an organization’s productivity. Companies and HR leaders must treat employee health as a top priority and realign, and change the existing employee wellness initiatives to support remote employees.

Here are four employee wellbeing initiatives that we expect to see in 2025.

Employee Wellbeing Initiative #1: More Importance To Work-Life Balance

With employees working from home, they often tend to spend more time in front of their screens. They tend to overwork without even realizing it. This leaves the employee stressed and exhausted, which ultimately affects their productivity. Moreover, they get less time to spend with their families. Gallup, in their recent research, highlights that employees who report burnout are 2.6 times more likely to look for a new job.

Employees should know when to switch off, and organizations must understand the importance of work-life balance. Having a work-life balance is as important as having a good salary, job satisfaction, security, employee benefits and perks, etc.

Also Read: The Essential Guide To Employee Productivity In A Hybrid Setup

Employee Wellbeing Initiative #2: Address Employee Mental Health

According to the U.S. National Comorbidity Survey for Americans ages 15 to 54, 18% of employed individuals experienced symptoms of mental health issues.

While discussing workplace issues, almost every article or survey revolves around topics such as bullying, bad managers, workplace biases, and work-life balance. However, the topic of mental health is often overlooked. The mental health issue is one serious issue that needs to be given importance like any other.

Working from home has allowed employees to work from anywhere and flexibly at any time. However, it has led to other issues such as insomnia, anxiety, and isolation. As a manager or an HR, you cannot act as a therapist or a shrink, but you can take a series of steps to ensure that your employees are doing good.

  • Have informal conversations with them from time to time to understand how they are doing
  • Conduct anonymous surveys
  • Give equal importance to mental health as physical health
  • Give every employee training so that they can identify their mental health issues because often the signs are ignored
  • Make online therapy and counseling sessions a part of employee benefits and perks
  • Encourage everyone to speak up

Also Read: Employee Burnout: What You Need To Know About It

Employee Wellbeing Initiative #3: Your Employees Need To Be Physically Fit Too

While we cannot undermine the importance of mental health, physical well-being is important too. When employees were working out of the office they had access to ergonomically designed workstations, gyms, healthy eating options, etc. But with work from home, many of us have the habit of working from the couch or bed. Additionally, there is no fixed routine for work or breaks. It leads to obesity and fatigue, which ultimately affects the productivity of the employee.

Here are a few things that you can do to ensure your employee’s physical well-being:

  • Invest in their remote workspace set-up
  • Conduct exercise and yoga sessions online and encourage your employees to take part
  • Gift your employees’ smart bands to track their steps
  • Offer incentives to your employees for calories burnt

Also Read: Virtual Onboarding: A New Reality

Employee Wellbeing Initiative #4: Communication Is The Key

In the remote workspace, employees often feel disconnected and isolated from their teammates and the organization because of a lack of communication. Whether casual or formal, it helps employees to stay connected. Connect with your team over a one-on-one or in group meetings to hear their concerns. Let them know that you are there to help them out if they face any difficulty working remotely. Encourage your employees to block time for virtual water cooler breaks so that they can have a casual discussion with their colleagues. Additionally, ensure that they have the tools and software required to make communication and collaboration easy. Some of the most commonly used tools are:

  • Engagedly–  for real-time performance management, feedback, rewards, and gamification
  • Slack, Google Meet, and Skype- for communication and easy collaboration
  • Asana, Basecamp, and Trello- for Project Management

Your employees are your assets! Have you started taking care of them yet?


Do you want to know how Engagedly can help you with Employee Engagement and Employee well-being? Request for a live demo.

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How are Organizations Increasing Employee Engagement in 2025?

Are you struggling to keep your employees engaged in the current era of hybrid work? You’re not alone! According to a recent survey, only 28% of employees feel highly engaged while working remotely. The problem is real, and if you don’t find a solution, it will ultimately impact job satisfaction and employee productivity. But don’t worry; there are ways to boost employee engagement and keep your team motivated, even in this new way of work.

In this article, we’ll dive into the latest trends and best practices for increasing employee engagement in 2025. We’ll also explore how to effectively navigate hybrid work and keep your employees connected and invested in their work.

What is Employee Engagement? 

Employee engagement is a measure of how committed and invested employees are in their work and in the company’s success. It is characterized by employees who are motivated, productive, and satisfied with their jobs.

Employee Engagement in 2024

An example of high employee engagement would be a team of employees who consistently go above and beyond their job roles, take initiative on projects, and have a positive attitude toward their work. They are not just clocking their hours but also taking ownership of their role and responsibilities and looking out for opportunities to improve the process and benefit the company.

So, whether you are a business leader, HR professional, or an employee looking for ways to stay engaged, here’s how to increase employee engagement in 2025!

1. Clear Communication:

Clear communication helps foster employee engagement. When leaders communicate clearly, it helps employees understand the company’s mission and goals. They have a clear idea of where they fit into the bigger picture. It helps to build trust and transparency between management and employees and fosters a sense of ownership and empowerment. Conduct regular team meetings, share company-wide updates, and have an open-door policy to promote a culture of communication.

2. Provide employees with opportunities for growth and development:

This can include training programs, mentorship, and internal job mobility. By investing in their employees’ professional development, organizations can help build a more skilled and motivated workforce. Additionally, providing employees with opportunities to take on new challenges and responsibilities can help keep them engaged and motivated.

3. Create a positive and inclusive work culture:

This includes fostering a sense of belonging and encouraging employees to share their ideas and concerns. Employers can also help to create a positive work environment by promoting work-life balance and providing employee benefits such as flexible work hours, mental health support, and wellness programs. When employees see that the company values them and their opinions, they in return become satisfied and engaged at work.

4. Invest in tools and technologies:

In this era of hybrid or remote work, investing in tools and technology will help increase employee engagement. By providing employees with tools that make their work easier, such as automation and collaboration software, organizations can help to increase productivity and improve communication. Some of the commonly used tools are:

  • Project Management: Trello, Basecamp, etc.
  • Goal Setting / OKRs: Engagedly, etc.
  • Communication: Slack, Zoom, Google Hangouts, etc.

5. Surveys and feedbacks :

Many organizations use employee engagement surveys and feedback to gather data on employee satisfaction and engagement. It helps keep tabs on the current environment in the organization. This data can identify areas for improvement and track progress over time.

6. Recognition:

Organizations can increase employee engagement by recognizing and rewarding employees for their contributions. This can include formal recognition programs, bonuses, public praise, announcements in newsletters, and other incentives. Additionally, organizations can recognize and celebrate employee milestones, such as birthdays, work anniversaries, and other special events.

Also Read: The Top Talent Retention Challenges in Business

How HR is the lifeline of employee engagement?

How HR impacts employee engagementHuman Resources (HR) drives employee engagement initiatives in an organization. Here’s how they are doing it.

1. The tale behind every storyteller

Storytelling has brought more people together than a cult ever has. For eras now, it has been a soft skill that dominates and influences people’s mindsets, and the HRs of today have mastered this art. Personal storytelling is a good idea for employee engagement. Conduct first-person interviews, with realistic and relatable scenarios where the employees can picture themselves in the story and come to a stage of self-discovery. When employees are engaged, they share their ideas and opinions, work harder, stretch their bandwidth, and work towards the goal of the organization.

2. Be The jack of all trades

As an HR professional, being a jack of all trades contributes to employee engagement. The diverse skill set of an HR professional enables them to work with employees across the organization. From payroll, administration, talent sourcing, employee relations, performance management, and setting office policies and guidelines, they work on practically everything. Their versatile nature of work allows them to offer comprehensive solutions and holistic support to employees. They help employees align their individual goals with the organization’s goals. Their nature of work enables them to create an inclusive and engaging work culture that fosters a sense of belonging.

3. Driving Continuous Transformation and Organizational Growth

A strategic HR department delivers world-class leadership activities. As per the research report at McKinsey, HR fits into a bigger picture and sets out a clear message on “Who we are,” “How we operate,” “How we plan to grow,” and to roll out the below:

  1. HR adopts new prototypes and the latest technology software that promotes effective internal-external collaboration.
  2. Introduces the next-generation performance management system.
  3. Map talent to its actual value, taking employee experience to the next level.
  4. Make better judgments faster and take the right guidance and training from the experts.

In a nutshell, HR is an agent of continuous transformation, shaping processes, and a culture that together enhances an organization’s capacity for change.

4. Networking 101

Whether internal or external, HR professionals are number one when it comes to their networking skills. They are good at establishing connections with all the employees in the organization. They are easily approachable, which helps build a sense of trust and open communication. It results in building strong employee relationships. Networking enables HR to better understand their employees. They understand their needs and aspirations and create tailor-made engagement strategies for them. HRs can also help in the personal and professional growth of employees by establishing learning and development opportunities. 

5. Tech-driven organization

Now that HR has fully embraced technology, companies are depending on tech solutions for hiring, onboarding, and engagement. Technology has taken the traditional way of database maintenance using spreadsheets. The virtual world offers organizations a wide range of benefits, and leadership teams are leveraging it to stay connected with employees more often. The use of digital town halls, newsletters, organizational communication, and feedback sessions facilitates a technology-driven, collaborative culture within an organization.

6. Building a safe space in your second home

In a space where you spend most of your day, it is important to keep it healthy, and HR ensures that. It is often said that “changing habits is equal to changing the culture” and it is in HR’s hands to build a healthy culture. From conceptualizing the process of culture to explaining why it directly impacts business outcomes, HR bridges the necessary gaps to propose, facilitate discussions, gather feedback, and incorporate the best practices.

7. The final say in any Mergers and Acquisitions (M&A), because why not and who else?

While onboarding a new candidate is a job in itself, retaining the existing ones and making sure they are happy is a challenge that every HR faces. M&As can make employees feel ignored as organizations prioritize their leadership team. As such, employees can end up in somewhat of a holding pattern and feel they aren’t being heard, or that their role has been usurped.

In fact, almost half (47%) of all employees leave a business within a year after a merger or acquisition takes place, and 75% leave within three years. Another challenge is to bring all the HR database and information without any delay in delivery.HR moderates plans strategically and provide self-service tools, communication, centralized databases, and in-depth training to employees.

Also Read: 6 Recruitment Strategies for Hiring Great Employees in 2025

Takeaway: Invest a huge chunk in employee engagement 

Investing in employee engagement is not a one-time effort but a continuous process. It enhances the performance and productivity of the organization while increasing employee satisfaction and motivation. It is a win-win situation for both employees and the company.

  1. Communicating clear goals and expectations: Employees are more engaged when they understand what is expected of them and how their work contributes to the overall success of the company.
  2. Providing opportunities for growth and development: Employees are more engaged when they feel like they are learning and growing in their roles. Offering training and development programs, as well as opportunities for advancement, can help with this.
  3. Recognizing and rewarding good performance: Employees are more engaged when they feel like their hard work is valued and appreciated. Implementing a performance appraisal and recognition program can help with this.
  4. Involving employees in decision-making: Employees are more engaged when they feel like their input is valued and that they have a say in how the company is run. Encouraging employee involvement in decision-making processes can help with this.
  5. Building a positive and inclusive culture: Employees are more engaged when they feel like they belong and are valued as part of the company. Promoting diversity and inclusion and fostering a positive work environment can help with this.

free e10 Survey

Top 20 Essential Pulse Survey Questions You Should Ask in 2025

Employee engagement strategies are rapidly revolutionizing the modern workplace with comprehensive and cutting-edge approaches. An employee engagement survey is one of the most reliable ways to measure a company’s employee engagement. However, completing an engagement survey is a time-consuming and tedious activity. Here, a pulse survey is a quick means of corporate communication to get employee feedback.

The typical response rate for an employee engagement survey is just 30–40%, whereas the average response rate for a pulse survey is 85%. The entire feedback process is streamlined and enhanced through a pulse survey. You can get feedback on workplace morale, challenges, and relationships by conducting pulse surveys. We have compiled the top pulse survey questions for your perusal. Let’s explore pulse surveys’ meaning, benefits, and important questions to include.

What Are Pulse Surveys?

Pulse surveys are quick ways to receive feedback from your employees. They can highlight present issues or chances to improve your employees’ working conditions. Pulse surveys, commonly conducted monthly, quarterly, or weekly, are intended to be shorter, more targeted, and more frequent than traditional annual or biannual engagement surveys. Pulse surveys are a less expensive and more effective way to learn about the workplace.

Employee pulse surveys are suitable for large and small businesses, and their popularity is growing constantly due to their many advantages. They help improve company culture, provide honest feedback to management, and increase employee retention.

Top 20 Essential Pulse Survey Questions 

Employees can score or provide genuine feedback on a few targeted pulse check questions in pulse surveys. Here are some examples of the top pulse survey questions in 2025 you can use to gain insights into your workforce:

Questions About Employee Satisfaction

Employee discontentment poses risks such as increased turnover, diminished performance, and harm to the organization’s reputation. Factors contributing to this dissatisfaction include a lack of connection with coworkers, a surge in workload, and inadequate support from supervisors.

Understanding the satisfaction levels of your workforce is crucial. Content and loyal employees are more likely to stay with the company, becoming valuable brand ambassadors who aid in attracting and retaining talent. Consider incorporating the following pulse survey questions to gauge employee satisfaction:

  • How satisfied are you with your current job?
  • How would you rate your work-life balance?
  • How likely are you to recommend your company to a friend or peer seeking employment?

Questions on Inclusion and Diversity

DEI questions to ask in pulse surveyAssessing Diversity, Equity, and Inclusion (DEI) is imperative in the ever-evolving and fast-paced workplace, as improvement hinges on a clear understanding of existing gaps. Achieving diversity, equity, and inclusion involves offering every employee equal opportunities and recognition, irrespective of their background or identity. Monitoring the progress of diversity and inclusion within an organization is effectively accomplished through pulse surveys. Given that sensitive topics such as diversity and inclusion can be challenging for employees to discuss openly, pulse surveys provide a valuable platform for employers to gauge sentiments regarding inclusion, justice, equity, respect, and diversity.

Key DEI-related questions for inclusion in pulse surveys are:

  • Are diverse viewpoints and innovative ideas valued within the organization?
  • Does the organization provide equal opportunities for learning and advancement to all employees based on merit?
  • Can you express concerns or ideas without fear of repercussions?

Questions on Communication

Utilizing an employee pulse survey is a valuable method to assess the effectiveness of your organization’s communication channels. This tool aids in identifying strengths and areas for improvement, ensuring that communication serves as a catalyst for swift goal achievement while minimizing misunderstandings. Evaluating employee satisfaction with internal communications is pivotal in maintaining a cohesive and informed workforce. Consider incorporating the following employee pulse survey questions related to company communication:

  • How effectively does the company communicate its goals, objectives, and strategic initiatives to its personnel?
  • Are the communication channels we utilize—such as emails, instant messages, and internal platforms—effective in promoting collaboration and knowledge-sharing?
  • Does the company cultivate a culture of two-way communication, where employees feel encouraged to share ideas, express opinions, and voice concerns?
  • Does the organization demonstrate respect and appreciation for its employees’ contributions and achievements?

Questions on Company Culture

Company culture pulse questions Company culture forms the bedrock of your organization’s values, serving as a steadfast motivator for employee engagement during both prosperous and challenging times. Robust corporate cultures empower teams to surmount significant obstacles by fostering a deep connection to the central organizational mission and strong values.

The pursuit of establishing and perpetuating a positive workplace culture is a primary objective for every leader. However, cultivating a culture centered on appreciation and creativity is a nuanced endeavor. To gain a comprehensive perspective, leaders can pose pertinent questions about organizational culture. Key inquiries include:

  • On a scale of 1 to 10, how comfortable do you feel at work?
  • Do you believe that your workplace actively promotes collaboration and teamwork?
  • On a scale of 1 to 10, how closely do you perceive the alignment between the principles of your organization and your personal values?
  • Do you have access to the necessary resources and technology to successfully carry out your tasks?

Questions on Work-Life Balance 

Work-life balance is integral to promoting employee well-being, reducing stress levels, and enhancing overall productivity. Employees who perceive a harmonious balance between their professional and personal commitments are more likely to remain interested, motivated, and satisfied in their careers.

To identify areas where employees may face challenges in managing personal and professional responsibilities, consider asking the following questions related to work-life balance. This data can be instrumental in crafting strategies to foster improved work-life integration:

  • How frequently do you find yourself working after regular business hours?
  • Does your work schedule provide sufficient flexibility to meet your personal commitments and obligations?
  • In your opinion, how effectively does the company support the mental health and overall well-being of its employees?

Questions on Leadership 

Employees are sometimes required to step outside their comfort zones or exert extra effort, particularly in unforeseen circumstances. The success of leadership teams is significantly shaped by managers and leaders who actively support organizational change, foster employee participation, and ensure the provision of necessary resources for optimal performance.

To precisely assess the impact of their actions on their workforces, managers and leaders can leverage employee pulse surveys. These surveys serve as valuable tools for gathering feedback, enabling leaders to identify areas that may require adjustments. Consider incorporating the following questions in these surveys to gauge employee sentiment:

  • Does your manager empower you to determine the best way to accomplish tasks?
  • Are company leaders consistent in expressing gratitude for your contributions?
  • How effectively do you believe leadership welcomes and values employees’ opinions and ideas?

Summing Up 

Pulse surveys serve as a valuable tool for assessing team morale, gaining insights into ongoing projects, understanding the direction of your organization, and inspiring staff to excel in their roles. Crafting effective survey questions is paramount to acquiring accurate and meaningful data about various aspects of your workplace culture. Employing best survey practices, such as clarity, impartiality, and anonymous response options, ensures that you receive insightful feedback from respondents.

Leveraging a pulse survey platform to administer these thoughtfully crafted survey questions facilitates the swift gathering of employees’ feelings and sentiments. Engagedly, an employee performance management platform, streamlines the creation and analysis of pulse surveys. With features allowing for automated distribution to specific teams or departments at scheduled intervals, you can effortlessly collect relevant data and glean insightful employee statistics. This, in turn, opens avenues for organizational change and improvement. Schedule a DEMO with Engagedly today!

Frequently Asked Questions

Q1. What characteristics distinguish a quality pulse survey? 

A quality pulse survey typically possesses characteristics such as clear and concise questions, anonymity options, regular and timely distribution, alignment with organizational goals, and the ability to gather actionable insights swiftly. It should prioritize clarity, impartiality, and relevance to effectively measure and improve various aspects of workplace culture and employee engagement.

Q2. How is a pulse survey taken? 

A pulse survey can be distributed to the staff via email, a Google form, or a workforce management app for the quickest and most effective results. Avoid using the pen-and-paper approach, as this leaves room for lost records, inaccuracies, and unnecessarily long processing times.

Q3. What benefits does a pulse survey offer?

Pulse surveys enable you to concentrate on key employee metrics, including engagement, satisfaction, and retention. It aids businesses in locating issues and gaps so they may address them as soon as possible. Continuous learning about employee opinions and the resulting corrections is encouraged by pulse surveys.

10 Productivity Tips For Managers and Employees In 2025

Over the past two years, we saw a series of transitions in how we work. First organizations went remote, and work from home became the new norm. Then, when the pandemic normalized in some countries, organizations went hybrid. 

But the question that remains is whether the pandemic is over? No.

With the discovery of newer strains of the COVID-19 virus, we can understand that the pandemic is far from being over and is still a global threat. Like the past two years, many of us will still be working from home, and this will be the norm for organizations worldwide. Working from home has made life simple for many, but many are still struggling to stay productive and engaged while tackling the numerous distractions at home, and the thought of the pandemic.

Also Read: 10 Best Employee Feedback Tool To Track Performance

Here are some useful productivity tips that will help you be more productive in 2025.

1. Have A Dedicated Workspace 

To ensure that you are productive and have a supportive work environment, you need to set up a dedicated workspace for yourself. According to an article on Forbes, having a dedicated workspace improves your focus, and results in lesser distractions. If you have a dedicated office at your home, then it is the best thing to have. But if not, then select an area in your house with the least distraction and which you can use as your workspace daily. Study table, dining room table, etc. can serve as your regular workspace. If you are still unsure which space in your house is best suited for work, then invest in a work desk and chair. Most organizations these days are helping employees set up workstations at home. Check with your employer to see if you can get that facility. 

2. Identify Your Most and Least Productive Hours

According to research on ultradian rhythms, the human body follows a cycle that affects how productive they are. They go through a cycle of 90-120 minutes, where they go from a productive peak to an unproductive trough. 

Everyone is not equally productive during all hours of the day, the body clock works differently for all. Some are more productive in the morning, while others are productive in the evening, or others might be productive consistently throughout the day. The human brain is more productive, active, and focused during the high productive hours. Schedule important and difficult tasks for the highly productive hours and the routine or rote tasks can take place in the less productive hours. This will help you identify when you are most productive, distribute workload, and produce more effective results.

Also Read: The Impact Of Employee Engagement on Productivity

3. Take Breaks

Taking breaks is important for your body and mind. Sitting at one position throughout the day in front of your screen is difficult, uncomfortable and stressful. While your upper part of the body is active while working, the lower part remains more or less in a stationary state. Use the Pomodoro technique to schedule your work time and breaks. Take a small walk, do simple stretches, or go for a short walk with your dog. This will not only improve your productivity but will also help you refresh your mind and improve blood circulation.

4. Start With SMART Goals

Lofty goals (no matter how good they look) are not always easy to achieve. More often than not, they might lead to failure. Or often, we don’t even tackle them, because the goal feels too lofty to begin with. On the other hand, simple goals might not even challenge us and give us a false sense of achievement that will soon diminish as the year progresses.

Use the SMART goals method to set goals that challenge you but also seem achievable. Or maybe there’s another method that you used to set goals. Regardless of the method you use, ensure that your goal list challenges you, but does not overwhelm you.

5. Breakdown Your Goals 

Assume you want to write 100 blog posts in a year. At first, this goal might seem a little daunting to achieve. But when you break them down into smaller chunks, they seem more achievable. So 100 blog posts in a year becomes 25 blog posts each quarter. This way, 100 will not be the number you focus on. Rather, it will be 25, 50, 75, and then finally 100. 

Use the OKR methodology to set monthly, quarterly, and yearly goals and tie them with the business goals. It makes it easy to track progress and align individual goals with organizational goals.

Also Read: OKRs: How To Set Winning Objectives and Key Results?

6. Assign Priority To Your Goals

Every goal that you set has a different priority. Even if your goal list only has 5 goals, there must be some priority based on which you can classify your goals. Prioritize them under High, Medium, and Low. This way, you know what you want to focus on first. And you will not try to stretch yourself in five different ways to achieve your goals.

7. Create A Routine

Set up a disciplined routine for yourself. We know it can be difficult to follow a routine while you are working from home, but having a routine always helps. Your routine does not need to ensure that you work your nose to the grindstone to achieve your goals. But it should provide a structured period for work without distractions. Even dedicated pockets of focused time will ensure that you can work towards achieving your goals, rather than trying to expend all your energy at one go and feeling discouraged about not reaching your goal.

8. Check In With Your Colleagues / Team

When you are working from home or remotely, it can create a sense of isolation and disconnect. This affects mental health. 

Make sure to check in with your team or colleagues weekly, if not daily. Catch up with them on what they are working on and whether they need any help from your end. Various video conferencing tools, such as Zoom, Google Meet, or Slack, will make the job easy. It will reduce the stress and anxiety among employees and help them stay engaged and productive.

9. Block Out Digital Distractions

We are not going to say social media is evil, but there is no denying that it does distract us. When working on your goals, ensure that you schedule time off. This means no email alerts, no notification pings, and no quickly scrolling through Facebook Instagram, or Twitter. Instead, completely silence your phone and place it some distance away from you. You can even prioritize notifications to ensure that you don’t miss out on important messages.

Also Read: How To Curb Digital Distractions

10. Treat Yourself As the Priority

Last two years have been hard, so wherever you are working from, home or office, treat yourself as the priority. You will be at maximum productivity only when your body gets what it needs. Sleep on time and have healthy food so that your brain and body function well. Once your body gets what it needs, it will function like a well-oiled machine.

As individuals, it might take time for us to adopt these habits or tips into our daily routine. But we need not try out all these tips right away or in a single day. Slowly incorporate them into your daily routine and see the changes they bring to your productivity and the way you work. 


Want to know how Engagedly can help you improve your team’s productivity, request a demo from our experts!

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