Author: Kylee Stone

Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.

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.

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.

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 rate – Internal 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 employee – The 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.

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.

With DEI, you will have a work environment that follows disability inclusion practices, empowers 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.

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)

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)

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)

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!

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.

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.

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!

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.

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.

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 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.

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.

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.

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.

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.

Request A 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.

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.

How HR is the lifeline of employee engagement?

Human 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:

HR adopts new prototypes and the latest technology software that promotes effective internal-external collaboration.
Introduces the next-generation performance management system.
Map talent to its actual value, taking employee experience to the next level.
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.

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.
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.
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.
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.
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.

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

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 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 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 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 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 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 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 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 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 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.

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.

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.

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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How to Fight Employee Burnout in Healthcare?

Healthcare is one of the most demanding industries to work in. Unfortunately, burnout among healthcare professionals has become increasingly common in recent years. How can we prevent this and keep employees energized and motivated?

According to Medscape National Physician Burnout, the reported burnout rate is around 43%, which is considerably high.

Burnout affects a wide range of healthcare employees. All nurses, physicians, and support staff have felt some emotional exhaustion due to their increased workloads. It often leads to decreased job satisfaction and an inability to complete tasks proficiently, ultimately hampering the overall functionality of the workplace.

We need effective strategies that address the underlying causes of burnout among healthcare professionals. In this article, we will be discussing several ways in which organizations can help fight employee burnout in healthcare by promoting a better working environment through better decision-making processes, encouraging team-building initiatives, giving employees control over their schedules, and creating policies that promote work-life balance for their employees.

What is Employee Burnout?

Employee burnout is a state of physical, mental, and emotional exhaustion caused by prolonged stress. It can be triggered by various factors, including long working hours, high workloads, lack of control over one’s work environment, and inadequate support from colleagues or supervisors. Burnout can lead to decreased job satisfaction and productivity and increased absenteeism and turnover rates.

Also read: How Engagedly Can Drive Your Performance Management Process Forward

The Present Condition of Healthcare Professionals

Burnout among healthcare workers is a growing concern, with approximately one in three physicians experiencing burnout at any given time. It can have a significant impact on the quality of care they provide as well as their well-being.

According to statistics, 15.6% of nurses were burned out, which is at an all-time high of 95% in just three years post-COVID. In 2021, around 30% of nurses quit their jobs.

Feelings of exhaustion, depersonalization, and a reduced sense of accomplishment characterize burnout. Various factors, such as long hours, a lack of support from colleagues or supervisors, and an overwhelming workload, can cause it.

The diagnosis and treatment of burnout in healthcare workers require an understanding of its cause and symptoms. Diagnosis typically involves assessing signs and symptoms such as fatigue, irritability, difficulty concentrating, and decreased motivation.

Treatment strategies may include lifestyle changes such as increased exercise or relaxation techniques; cognitive-behavioural therapy; stress management training; or organizational interventions such as improved communication between staff members or better work-life balance policies.

Prevention strategies should focus on creating supportive environments that promote resilience and reduce stressors associated with the job. Ultimately, it is essential to remember that even the most muscular arms grow weary without proper rest and support.

Why are a Large Number of Healthcare Employees Suffering From Burnout?

Burnout is a significant issue in the healthcare industry due to the high demands placed on employees. Healthcare workers are often expected to work long hours, handle complex tasks, and manage difficult patient cases. It can lead to feelings of exhaustion and frustration, resulting in burnout.

Additionally, many healthcare organizations need more adequate support systems for their staff members, which can further contribute to burnout. Furthermore, healthcare workers often feel their work is undervalued and needs to be adequately compensated for their efforts.

Also read: Benefits of Implementing an Employee Career Development Program

How do you Fight Employee burnout in Healthcare?

Here are some of the great ways to fight employee burnout in the healthcare industry:

Promote a healthier working environment: Organizations should strive to create an environment where employees feel supported and valued. It can be done by providing adequate resources, offering flexible scheduling options, and encouraging open communication between staff members.
Encourage team building initiatives: Team- building activities can help foster a sense of camaraderie and collaboration amongst healthcare professionals. These activities can range from simple icebreakers to more complex problem-solving exercises.
Give employees control over their schedules: According to studies, aAllowing employees to have some control over their work schedules can help reduce stress levels and prevent burnout. Organizations should consider implementing flexible scheduling options that allow employees to take breaks when needed and adjust their hours as needed.
Create policies that promote work / life balance: Healthcare organizations should strive to create policies that promote a healthy work/life balance for their staff members. It can include offering paid time off, providing childcare services, and encouraging employees to take regular daily breaks.
Provide adequate resources: Organizations should ensure that their staff members can access the resources they need to do their jobs effectively. This can include providing suitable training, offering support services, and ensuring employees have the necessary tools and equipment to do their jobs.
Provide recognition and rewards: Organizations should recognize the hard work of their staff members and reward them for their efforts. It can include offering bonuses, providing additional vacation time, or identifying employees publicly for their achievements.
Encourage self-care: Healthcare organizations should encourage their staff members to practice self-care to prevent burnout. It can include taking regular breaks throughout the day, engaging in physical activity, and getting enough sleep. Additionally, organizations should provide access to mental health services for employees who may be struggling with burnout.
Implement stress-reduction techniques: Organizations should provide employees access to processes such as mindfulness, yoga, and meditation. These activities can help employees manage their stress levels and reduce the risk of burnout.
Promote open communication: Organizations should create an environment where employees feel comfortable communicating their concerns and needs. It can include providing feedback mechanisms, offering mentorship programs, and encouraging employees to speak up when feeling overwhelmed.
Encourage team-building: Healthcare organizations should promote team-building activities to help employees build relationships and foster a sense of camaraderie. It can include organizing social events, offering team-building exercises, and encouraging collaboration between departments.
Monitor workloads: Organizations should monitor the workloads of their staff members to ensure that they are not taking on too much work. Organizations should provide additional resources or reassign tasks to other staff members if an employee feels overwhelmed.

By implementing these strategies, healthcare organizations can help reduce employee burnout and create a healthier working environment for their staff members. By addressing the underlying causes of burnout, organizations can ensure that their employees can perform at their best and remain motivated in the long term.

Also read: Start, Stop, Keep-Doing: 3 Words That Will Transform How Your Managers Deliver Feedback

What are the Major Symptoms of Burnout in the Healthcare Industry?

The significant symptoms of burnout in the healthcare industry include exhaustion, frustration, and a lack of motivation. Other signs may be an increased sense of cynicism or detachment from work, difficulty concentrating, and decreased job satisfaction. Employees may also experience physical symptoms such as headaches, fatigue, and insomnia. If left unchecked, burnout can lead to more serious mental health issues, such as depression and anxiety.

Impact of Healthcare Employee Burnout

Healthcare employeeburnout is a growing crisis that affects us all. It is a state of physical, emotional, and mental exhaustion caused by excessive and prolonged stress. Healthcare workers are at the forefront of providing care to those in need, and when they become overwhelmed with anxiety, it can have severe consequences for everyone.

We must address this issue now before it becomes an even bigger problem. We must take steps to reduce stress levels among health workers by providing better support systems and resources so that they can continue providing quality care without burning out.

Burnout can significantly impact the quality of care that healthcare workers provide. When health workers are burned out, they may be less likely to follow protocols and procedures, leading to errors in diagnosis and treatment. Additionally, burnout can lead to decreased job satisfaction and higher turnover rates, which can further strain an already overburdened healthcare system.

Organizations must take proactive steps to reduce stress levels and create a healthier working environment to combat burnout in the healthcare industry.

Conclusion

Burnout in the healthcare industry is a growing crisis that affects us all. Organizations must take proactive steps to reduce stress levels and create a healthier working environment for their employees.

By providing adequate resources, monitoring workloads, and creating support systems such as counseling and stress management programs, organizations can help prevent burnout and ensure that their employees can provide quality care without burning out.

Frequently Asked Questions

Q1: What are the long-term effects of burnout?

A: The long-term effects of burnout can include physical and mental health issues such as depression, anxiety, and insomnia. Additionally, burnout can lead to decreased job satisfaction and higher turnover rates.

Q2: What are some strategies to prevent burnout?

A: Some strategies to prevent burnout include providing adequate resources, monitoring workloads, and creating a healthier work environment. Additionally, organizations should provide support systems such as counseling and stress management programs to help employees cope with the demands of their jobs. Organizations should also encourage employees to take breaks and practice self-care to reduce stress.

Q3: How can hospitals support employees who are experiencing burnout?

A: Hospitals can support employees who are experiencing burnout by providing resources such as counseling and stress management programs. Hospitals should also create an open communication culture where employees feel comfortable discussing their feelings and concerns. Finally, hospitals should encourage employees to take daily breaks to reduce stress levels.

Why 360-Degree Feedback is Essential: 10 Benefits You Need to Know

According to Forbes, over 85% of all the Fortune 500 companies use the 360 degree feedback process as a cornerstone of their overall leadership development process, showcasing the clear benefits of 360 degree feedback systems in major corporations..

The feedback system is often overlooked in employee management, despite its significant advantages of 360-degree appraisal. While employees typically receive feedback from their managers during quarterly or annual performance reviews, this may not be sufficient.

Peer feedback is essential for enhancing employee performance as colleagues may have a better understanding of the nature of work than managers. Thus, receiving feedback from peers brings additional advantages of 360-degree feedback in helping employees improve.

Understand 360-Degree Feedback from the following insightful video.

Why is 360 Degree Feedback Important?

In 360 degree or multirater feedback, managers, peers, direct reports, and sometimes even customers, consultants, and vendors are involved in the feedback process. It provides an overall analysis of the performance of the employee in the organization.

Here are the main reasons why 360-degree feedback is important in today’s workplace:

Provides a comprehensive evaluation of employee performance from different perspectives
Promotes a culture of openness and transparency within an organization
Enables informed decision-making about employee development, promotions, and job assignments
Identifies potential leaders and areas where employees need support or guidance
Aligns individual goals with organizational objectives, leading to improved organizational performance and greater success.
Encourages Continuous Improvement: Promotes ongoing development by highlighting specific areas for growth.
Builds Trust and Engagement: Boosts engagement and trust by recognizing contributions from all perspectives.
Reduces Bias in Evaluations: Balances performance reviews by including diverse viewpoints.
Fosters Accountability and Ownership: Encourages accountability as performance is assessed broadly.
Enhances Team Dynamics: Improves team support through understanding of each other’s skills.

10 Benefits of 360 Degree Feedback

360 degree feedback is an employee development tool that helps in building a skilled, dynamic, engaged, and productive workforce. Due to its innumerable advantages, most of the Fortune 500 organizations are using it for workforce development. The following section talks about the benefits of 360 feedback in an organization.

1. Increases Self-Awareness

“In a study conducted by Gallup among 65,672 employees, it was discovered that those who received feedback had 15.9% better turnover rates than employees who received no feedback.”

360 feedback is a valuable tool for enhancing employee self-awareness and identifying their strengths and weaknesses. By utilizing this process, employees can gain insight into their hidden strengths and weaknesses, which they may not have been aware of previously. The comprehensive nature of the 360 degree review process allows employees to gain a better understanding of their behavior and approach to work, ultimately leading to improved performance.

2. Offers Objective Evaluation

360 degree feedback provides the employee with a scope to get multiple inputs for their role, performance styles, and ideas. It provides a well-balanced view of the behavior and skills of the employee. It helps employees to know themselves from others’ perspectives and bridges the gap between what they think of themselves and what others think of them. This feedback system is constructive and more acceptable for the employees.

Also read: 10 Best Employee Feedback Tools To Track Performance

3. Reduces Workplace Bias

In a multi rater feedback process, feedback is collected not only from the manager but also from peers, subordinates, direct reports, and sometimes even customers. As a result, the feedback received in the 360-degree review process is completely impartial as it is not based on single person assessment. It helps in reducing managerial biases, which are often prevalent in the traditional feedback system.

4. Emphasises Employee Development

“According to Skills Gap Report, nearly 80% of Americans agree there is a skills gap, and more than a third (35%) say it affects them personally.”

Every employee should prioritize professional development to progress in their career. The 360 feedback process is a useful tool for identifying employee training needs and skill development opportunities.

Since employees become more self-aware through this process, they take responsibility for improving their existing skills and acquiring new ones. This not only leads to employee growth but also benefits the organization by increasing employee engagement and retention.

5. Improves Decision making

360-degree feedback is an excellent tool for managers to gain valuable insights into employee performance. This helps managers make informed decisions about employee development, promotions, and job assignments. With feedback coming from multiple sources, managers can identify employees’ strengths and areas for improvement.

This information helps managers provide targeted training and development programs that enable employees to grow in their roles. Additionally, 360-degree feedback highlights potential leaders and helps managers prepare them for leadership roles. This approach leads to better decision-making, improved employee performance, and organizational effectiveness.

6. Improves Work Relationships

“In a study of 530 organizations, Gallup reported that managers who received feedback showed an increase in 8.9% profitability and 12.5% productivity.”

In traditional one-to-one feedback, the one who receives feedback from superior generally has nothing to say from their side as it is one-sided. There is no sense of personal connection in this type of feedback process. But in 360 feedback, as superiors and subordinates review each other, it improves the superior-subordinate relationship. Everyone’s morale is boosted, and employees and managers work together to achieve mutual goals.

Also read: Benefits of 360 feedback for leaders

7. Creates Open Culture

Multi rater feedback helps in promoting a sense of an open culture in the organization where it is implemented. Every employee feels that their opinion is valued as they take part in the review of their peers and managers. The feedback process becomes the medium to share their opinions without having a fear of getting repressed.

8. Promotes Team Building

In a 360 degree feedback process, peers review each other frequently. They understand each others’ weaknesses and strengths very well, which helps them to work as a strong and cohesive team. They work collectively to improve the productivity of the organization. An effective team is one where each team member knows how to use each other’s strengths and weaknesses effectively and get the result.

Also Read: How do you prepare your team for a 360 degree review process

9. Improves Customer Relationship

When customers are made part of this feedback process, they feel that they are valued and given importance. Since employees work closely with the customers, sometimes they can identify certain strengths and weaknesses that even managers, peers, and others fail to identify during the 360 feedback process. Thus, it helps in improving customer service when organizations ask customers to be a part of the process.

10. Enhances Performance

One of the most important benefits of a 360-degree feedback process is the enhanced performance of employees. It helps in improving employee relationships, and self-accountability, and provides clarity on how to improve overall performance. This, in turn, improves employee engagement and retention of the organization. They feel valued since importance is given to their professional development, learning, and their opinions.

Companies that leverage the benefits of 360 degree feedback often see higher levels of employee engagement, as the inclusive feedback process makes employees feel heard and valued

Advantages of 360 degree appraisal

1. Holistic Feedback

One of the primary advantages of 360 degree appraisal is its holistic approach to gathering insights from multiple sources: peers, subordinates, managers, and sometimes even customers. This way, you get a comprehensive picture of an employee’s performance.

For instance, imagine a team leader known for hitting targets but not for communication. Feedback from team members might reveal that they need to work on delegation and empathy, while their manager praises them for strategy. Together, this feedback gives a fuller, more balanced view.

2. Identifies Blind Spots

We all have areas we think we’re doing well in but may actually be our weak points. A 360-degree review can reveal these blind spots. Let’s say Priya, a manager, thinks she’s a great listener. Her team, however, might say she tends to interrupt during meetings. This feedback highlights something Priya wouldn’t notice on her own, giving her a chance to improve.

3. Encourages Personal Growth

Knowing how peers perceive you can be an eye-opener and a motivator for self-improvement. For example, if an employee receives feedback that they often shy away from presenting their ideas, they may feel inspired to speak up more. Over time, with some encouragement and practice, they grow more confident and make a bigger impact on the team.

4. Strengthens Team Relationships

The 360-degree appraisal fosters a culture of transparency, where team members feel comfortable sharing honest feedback. Imagine a scenario where teammates are hesitant to tell a employee about his overly detailed emails that take too much time to digest. With a 360 review, they can communicate this constructively, leading to a more streamlined communication style and better team dynamics.

5. Aligns Personal Goals with Organizational Goals

This appraisal method allows employees to understand how their performance aligns with company goals and what adjustments are needed.

If Rina’s feedback shows she’s strong in creativity but less focused on deadlines, her manager might set specific time management goals to bring her performance in line with the team’s expectations, boosting productivity without stifling her creativity.

6. Enhances Accountability and Engagement

Knowing that everyone’s feedback matters can create a stronger sense of ownership. For instance, when team members know that their opinions count toward a colleague’s development, they become more invested in the team’s success. This mutual accountability can improve engagement and commitment, as everyone feels they’re part of a supportive and cohesive unit.

How Engagedly’s 360-Degree Feedback Empowers Organizations

Traditional performance evaluations often lack crucial perspectives, relying solely on manager assessments. This can lead to incomplete evaluations, hindering employee development and organizational growth. Engagedly’s 360-degree feedback module tackles this limitation, providing a comprehensive approach to performance assessment that benefits both individuals and organizations:

Enhanced Employee Development:

Multi-rater Feedback: Engagedly’s 360-degree feedback gathers input from peers, managers, direct reports, and even clients, offering a holistic view of an employee’s strengths, weaknesses, and areas for improvement. This self-awareness empowers employees to take ownership of their development and chart a focused path for growth.

Targeted Development Plans: With a comprehensive understanding of their performance, employees can collaborate with managers to create personalized development plans. These plans leverage strengths, address weaknesses identified by diverse perspectives, and align with individual career aspirations.

Improved Management Effectiveness:

Unbiased Insight: Managers gain valuable insights into their own leadership style and how it impacts team performance. Peer feedback sheds light on communication, collaboration, and delegation practices, allowing managers to identify areas for improvement and refine their leadership approach.

Strengthened Team Dynamics: 360-degree feedback fosters open communication and builds trust within teams. By understanding how colleagues perceive each other’s strengths and weaknesses, teams can address interpersonal challenges, improve collaboration, and build a more cohesive working environment.

Data-Driven Decision Making:

Actionable Insights: Engagedly’s platform analyzes 360-degree feedback data to identify emerging trends and patterns within the organization. This data helps inform strategic decisions related to talent development, team building, and overall performance improvement initiatives.

Increased Performance Visibility: Leadership gains a bird’s-eye view of the organization’s strengths and weaknesses through aggregated feedback data. This enables them to identify areas requiring intervention, allocate resources effectively, and track progress towards improvement goals.

Engagedly’s 360-degree feedback module goes beyond simply providing data. It fosters a culture of continuous feedback and development, leading to:

Enhanced Employee Engagement: Feeling valued and supported by colleagues and managers increases employee engagement and motivation.

Strengthened Employer Branding: Organizations that prioritize employee development attract and retain top talent.

Improved Customer Satisfaction: A collaborative, engaged workforce translates into superior customer service and satisfaction.

Engagedly’s 360-degree feedback module is more than just a tool; it’s a catalyst for organizational transformation. By providing a holistic view of employee performance, empowering development, and informing data-driven decisions, it unlocks the full potential of both individuals and teams, driving sustainable success for the entire organization.

Also Read: 8 Points to Ensure an Effective 360 Feedback Process

Women Business Leaders You Should Know About Leading Great Teams

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

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

Female Leadership in the Workplace

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

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

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

Importance of Female Leadership

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

Enhanced Teamwork

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

Also read: Managing Virtual Teamwork in 2023

Superior Leadership Values

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

Enhanced Business-Wide Communication

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

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

Better Financial Decisions

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

Better Conflict Resolution

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

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

Also read: The Delicate Art Of Conflict Resolution

Improved Pay Equity

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

Famous Business Leaders and Their Leadership Styles

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

Susan Wojcicki, YouTube

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

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

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

Falguni Nayyar, Nykaa

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

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

Kiran Mazumdar-Shaw, Biocon

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

Melanie Perkins, Canva

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

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

Tricia Griffith, Progressive

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

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

Summing Up

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

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

Frequently Asked Questions

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

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

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

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

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

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

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

Employee Engagement Roles: Who is in Charge of Employee Engagement?

Employee engagement is the cornerstone of a successful business, directly impacting performance and profitability. When employees feel valued, engaged, and empowered, they are more likely to go above and beyond, leading to a thriving company culture. However, a recent survey reveals a stark reality: only 20% of employees globally are truly satisfied and engaged with their work.

This alarming statistic underscores the urgent need to clarify and activate the diverse employee engagement roles within every organization. While HR and senior executives play a crucial role in establishing the strategic framework for employee engagement, it’s not simply their task.

Every member of the organization, from HR and senior executives to managers and individual employees, has a defined and crucial role to play in bridging the engagement gap. It’s a collaborative effort that requires ongoing commitment and strategic intervention, with each individual contributing their unique skills and perspectives.

By collectively identifying and fulfilling these diverse employee engagement roles, organizations can unlock the full potential of their workforce and achieve sustainable success.

What is Employee Engagement?

Employee engagement is a concept that describes the emotional commitment an employee feels towards their work, organization, and colleagues. It goes beyond mere job satisfaction and encompasses a sense of purpose, motivation, and dedication.

Highly engaged employees become valuable assets, exceeding expectations through initiative, collaborative spirit, and unwavering loyalty. Fostering a positive workplace culture and encouraging desired behaviors pave the way for long-term growth and success.

Cultivating this level of commitment requires ongoing effort, including:

Providing constructive feedback to foster continuous improvement.
Supporting employees in acquiring new skills and expanding their knowledge base.
Recognizing and celebrating accomplishments boosts motivation and morale.
Empowering employees to contribute their ideas and actively participate in decisions that impact their work and the organization as a whole.

Who is in Charge of Employee Engagement?

The emphasis on employee engagement is rising. However, employee engagement roles are never limited to the company’s HR department. It is a trend that involves and impacts the whole organization at every level and deserves thoughtful attention.

Recent engagement survey reports have shed light on a crucial aspect of organizational success: the shared responsibility of building and nurturing a positive employee engagement culture. This responsibility falls upon three distinct pillars: human resources (41%), management (28%), and employees (31%). Let’s understand the three different levels:

Human Resources Leadership

While every individual contributes significantly to employee engagement endeavors, HR leaders assume a pivotal role in these initiatives. Armed with expertise and experience, they comprehend strategies to elevate employee engagement rates. Through proactive measures, HR not only cultivates a positive workspace but also plays a crucial role in exemplifying its unwavering commitment to the overall success of the organization.

Managers

According to a recent survey, the primary driver of employee engagement is the role of management in creating a welcoming and conducive environment. From the interview process to the actual onboarding, the company’s management should employ coordinated efforts to make employees feel comfortable and excited to work. Some strategies involve encouraging a positive company culture and being open to overall feedback to enhance the engagement rate.

Employees

Employees play the most active role in employee engagement initiatives. Their performance and engagement rate will be directly affected by the input they give and the decisions they make. Even though HR and senior management highly influence employee engagement, the behavior and actions of the employer also matter.

Every employee is responsible for their actions and attitude in approaching situations, from entry-level staff to senior executives. Maintaining engagement in their job will empower them to make deliberate contributions and navigate their career path successfully.

According to a survey from Gallup, companies with engaged workforces are 24% more profitable than others. It is no wonder that organizations with better and more skilled employee engagement roles outperform their competitors in the long term.

Also Read: Strategies to Promote Workplace LGBTQ+ Diversity and Inclusivity

1. The Role of Human Resources Leaders in Employee Engagement

Hiring talent to balance diverse cultures

The major responsibility of HR is to find the best talent for every open profile. During the hiring process, it is important to emphasize diversity within the company, ensuring that the organization has employees from every cultural background and that they complement the organizational values.

Emphasizing the significance of individual contributions

In today’s leading companies, human resource management is entrusted with the crucial task of conducting annual performance appraisals. While effectively managing overall performance is essential, HR professionals can unlock significant potential by facilitating individualized assessments that emphasize employee goals. This shift in focus fosters a sense of ownership and empowers individuals to contribute meaningfully to the organization’s success.

Promoting open communications across levels

The rise of remote and hybrid workforces has revolutionized the business landscape, offering cost-effectiveness and flexibility. However, this new paradigm presents challenges in maintaining open communication, a vital ingredient for employee engagement and organizational success. To address this, HR professionals must strategically implement ongoing and active communication initiatives that cater to the unique needs of a dispersed workforce.

Recognizing and rewarding employee achievements

Do you regularly and publicly acknowledge the accomplishments of your employees? If your answer is anything other than a confident yes, it’s time to improve. Going the extra mile to reward the good efforts of employees and making it a part of company culture will pay off in the future.

Be it through digital systems or introducing awards nights, recognition serves as an essential element in creating an engaged workforce.

2. The Role of Managers in Employee Engagement

Providing learning and growth opportunities

Employee engagement is not only about recognition and appreciating the employee’s efforts. It encompasses every aspect of employees’ work-life and will ultimately lead the management to provide fair opportunities to boost their professional and personal development.

Lack of learning opportunities can affect employees’ career advancement, making them feel disengaged. However, employee engagement managers offer employees the necessary learning and growth chances, enhancing their organizational involvement.

Instilling a feedback culture

Increasing employees’ performance while focusing on revenue is a fundamental aspect of the company’s management. The management must focus on a real-time and transparent feedback system that will promote employee engagement in the long run. The ideal feedback mechanism helps gauge the employee’s job satisfaction, productivity, and other essential metrics.

Promoting diversity and inclusion

In recent years, there has been a growing acknowledgment among companies regarding the advantages of fostering diversity and inclusion within the workplace. A work environment that actively supports Diversity, Equity, and Inclusion (DEI) treats every employee fairly, ensuring equal opportunities regardless of their backgrounds.

Organizations prioritizing employee engagement actively promote awareness of these workforce initiatives, actively seeking talent from diverse pools. This not only enhances the engagement rate within the workforce but also contributes to elevating the global reputation of the organization.

3. The Role of Employees in Employee Engagement

While organizations play a vital role in fostering employee engagement, individual employees also hold significant responsibility for their own experience and contribution. By actively engaging in various aspects of their work and that of the organization, employees can significantly impact their own engagement and the overall engagement culture.

Here are some key ways individual employees can contribute to their own engagement:

Taking Initiative and Ownership:

Proactively seeking out new challenges and responsibilities within their roles.
Identifying areas for improvement and proposing solutions or initiatives.
Taking ownership of their work, projects, and personal development.

Participating in Community Events and Activities:

Engaging in company-organized team outings, social events, and community activities.
Contributing to employee resource groups or volunteering for internal initiatives.
Building connections and fostering a sense of belonging within the organization.

Investing in Personal Growth:

Taking initiative to learn new skills and gain additional knowledge through training programs, workshops, or self-directed learning.
Seeking feedback and guidance from managers and mentors to identify areas for improvement and development.
Applying new knowledge and skills to work effectively and contribute to organizational goals.

Also Read: Discovering the Importance of Employer Branding Guide

Summing Up

While individual employees play a vital role in driving their own engagement, a truly engaged workforce requires a collaborative effort from HR, management, and the employees themselves. HR sets the stage with effective engagement strategies; management fosters trust and empowers; and employees actively contribute to the culture. This shared responsibility unlocks the full potential of the workforce, leading to increased productivity, innovation, and ultimately, organizational success.

Frequently Asked Questions

1. How does employee engagement affect the bottom line of the organization?

Highly engaged employees are more productive, innovative, and loyal, leading to reduced costs, increased revenue, and a stronger brand reputation, ultimately boosting the organization’s bottom line and enhancing its long-term sustainability.

2. Are managers responsible for employee engagement?

Yes, managers also play a vital role in improving engagement among employees. They have to organize regular meetings and help employees understand established goals. A good employee engagement manager should be committed to their responsibility and encourage the other team members to realize the same, delivering optimal performance.

3. How can HR improve employee engagement?

HR plays an important role in improving employee engagement by facilitating a healthy work atmosphere that stimulates trust and collaboration. The professionals will help employees find and overcome the bottlenecks in their workflow, ensuring they feel supported and valued in the office.

5 Common “Team Collaboration Issues” And How To Overcome Them?

Every organization needs effective team collaboration, yet frequent obstacles might thwart this process. Common team collaboration problems include issues with remote work, different work styles, and generational gaps. Learning to overcome these challenges is important for creating a productive work climate. In this blog, we will discuss some common challenges in teamwork collaboration and the ways to overcome them.

1. Lack of Communication

Lack of communication is a serious problem facing teamwork. Research says that workplace success can be negatively impacted by poor communication. In 31% of the cases, it resulted in low employee morale.

When team members do not communicate clearly, information becomes fragmented, misunderstandings occur, and crucial updates may be overlooked. Expensive errors and project completion delays might be the direct consequences in this case.

One effect of poor communication is the duplication of effort, where team members unwittingly labor on the same duties. This results in wasted time and resources. In addition, a lack of communication frequently results in ambiguous expectations and goals. So, aligning team members’ efforts with the team’s objectives becomes challenging.

Poor communication may also lead to feelings of unappreciation among team members. This further lowers motivation and engagement. It may, thus, become difficult to establish a culture of confidence and mutual support among the team.

Solution:

A simple solution to the lack of communication is to prioritize honest and open communication.
Routine team meetings and one-on-one check-ins facilitate information sharing.
The use of collaborative tools guarantees smooth project management.
It is also essential to promote active listening and offer a secure environment where team members can communicate their ideas and concerns.

Effective communication promotes a sense of belonging and respect. This will ultimately help improve productivity and the work environment.

Also Read:How to Improve Internal Communication in the Workplace

2. Remote Work Challenges

As remote and hybrid work arrangements have grown popular, remote collaboration issues have become more common. Admittedly, remote work provides flexibility and opportunity for geographically dispersed talent. However, it also poses particular challenges to efficient teamwork.

The absence of face-to-face interactions and updates may hinder interpersonal relationships and team bonding. Team members may not feel included if they are not physically close. Lack of emotional expression, delayed reactions, and misinterpretations of written communication can result from a remote work culture. These effects usually lead to reduced productivity.

Additionally, it isn’t easy to plan meetings and sustain real-time communication when juggling several time zones. Delays in decision-making and response times may result, which could hinder project development. A more dangerous implication of the lack of a physical workspace is that it might be difficult to distinguish between professional and personal obligations. It causes a major work-life imbalance, leading to burnout and decreased motivation.

Solution:

Organize frequent virtual team meetings to discuss the project’s status and align the team’s efforts.
Arrange online activities and gatherings to facilitate a sense of community and interpersonal bonds. These activities can include online games, virtual coffee breaks, and virtual team lunches.
Facilitate flexible work schedules and ensure team members set aside time for relaxation and leisure. This helps team members find a work-life balance.
Make specific platforms or channels for team members to engage informally. This makes informal discussions, group celebrations, and sharing of particular interests possible. These methods promote a sense of community in the workplace.

3. Diverse Work Styles

Diverse work styles help bring various perspectives and skills to the table. However, if they are not managed well, they can lead to team collaboration issues.

Diverse work styles can create problems, particularly when conflicting methodologies and approaches arise. While some team members might favor rigorous, controlled methods, others might be more adaptable. When working on joint tasks or projects, these variances may cause misunderstandings and frustration. Additionally, different work styles lead to different priorities and time management preferences.

Solution:

Define the team’s goals and specify the deadlines, deliverables, and expectations for communication.
Utilize collaborative technologies to organize project data and monitor progress.
Assigning tasks according to individual skills is always a good idea.
When working together on certain projects, have team members adjust their approaches to establish common ground that respects individual preferences.
Encourage a climate of tolerance and respect for different working styles. This will encourage a setting where team members appreciate one another’s contributions and share constructive feedback.
Conducting team-building activities is also a valuable approach here. This approach helps form a cohesive, creative, and high-performing team.

Collaboration is thus strengthened by embracing the diversity of work styles within the team and playing to each member’s unique strengths.

4. Tribal Mentality

Tribal mentality occurs when team members focus excessively on their departments or subgroups and fail to work collaboratively with other teams. Consequently, people might fail to put the needs and objectives of the company before their tribe. Thus, this is also what makes collaboration difficult.

Information silos, where teams hoard information and fail to share it with others, are one effect of a tribal attitude. This might result in repeated work, missed opportunities, and inefficiency within the organization.

A tribal mindset can also foster a “us versus them” mentality. Conflicts, internal rivalry, and a breakdown in team trust and communication result from this. Teams lose out on unique viewpoints and potentially game-changing innovations when they don’t cooperate and exchange ideas.

Solution:

Emphasizing the importance of collaborative efforts toward a shared objective and aligning individual and team goals with the organization’s mission can effectively address this concern.
Encouraging collaboration through rewards is an excellent strategy for cultivating a cooperative culture that promotes teamwork.
Establish an environment where team members feel empowered to voice their opinions without fear of criticism or reprisal.

5. Generational Gap

Generational gaps resulting from age differences can make it difficult for a team to work at their full potential. Employees from different generations are bound to collaborate on some projects. During this collaboration, they may encounter issues related to differing work methods, communication preferences, experience levels, and values. These differences could make collaboration challenging.

Younger workers may seek flexibility, work-life balance, and a more dynamic workplace, whereas senior workers may favor stability and traditional work procedures. Conflicts over work priorities and methods might result from these disparities, which makes teamwork difficult. Furthermore, generational disparities may lead to stereotypes or biases among team members, which could affect trust between coworkers.

Solution:

To address this issue, employees from different generations can be paired up to bridge the generational gap.
Accept flexible work schedules and communication channels to satisfy the preferences of different generations.
Make it a point to highlight that the team’s common goals and beliefs transcend age differences.
Establish a diverse and inclusive workplace that acknowledges each generation’s skills and contributions.
Leverage the wealth of diverse experiences among team members for increased creativity, innovation, and overall success.
Proactively implement conflict resolution strategies to address any tensions or disagreements that may arise.

Also Read: 5 Tips for Leading Multigenerational Teams to Success

Summing Up

In conclusion, while effective team collaboration is a valuable asset, several challenges may hinder its success, such as a lack of communication, generational differences, and diverse work styles. The key to overcoming these challenges lies in emphasizing open communication, utilizing collaboration technology, encouraging flexibility, supporting tolerance, and embracing diversity. By implementing these techniques, teams can enhance their cohesiveness, foster innovation, and improve work performance, ultimately boosting overall output and enhancing company culture.

Frequently Asked Questions

Q1. How can team collaboration tools improve communication within a remote team?

Team collaboration tools provide a centralized platform for remote teams to communicate effectively. They offer features such as instant messaging, video conferencing, and shared documents, enabling seamless communication and ensuring that team members stay connected regardless of their physical locations.

Q2. How does fostering a collaborative culture impact overall team performance?

Fostering a collaborative culture enhances overall team performance by promoting open communication, knowledge sharing, and innovation. When team members work together cohesively, they can leverage diverse skills and experiences, leading to improved problem-solving, increased productivity, and ultimately the achievement of collective goals.

Q3. How do you facilitate teamwork?

You can facilitate teamwork by acting as a good leader. Highlighting the accomplishments of successful teams can encourage other teams to work more efficiently. Include teamwork and collaboration in evaluations of an employee’s performance. Reinforce employees who consistently help their teams succeed by rewarding them.

DEI in Manufacturing: Challenges & Strategies for Inclusion

Today, many businesses aim to live up to the three ideals of diversity, equality, and inclusion (DEI) to better serve the needs of individuals from all walks of life. Every industry needs DEI, and the manufacturing sector is no different. A diverse workforce solves problems more creatively and effectively; DEI also improves hiring, retention rates, employee engagement, and financial performance.

Recent data from the Manufacturers Alliance for Productivity and Innovation paints a troubling picture regarding workplace DEI. The number of women employed in the business has decreased over the past twenty years, despite attempts to increase diversity. This highlights the urgent need for manufacturing to give DEI more attention.

In this changing environment, manufacturers who use DEI are better positioned to innovate, adapt, and prosper. In this blog, we will explore the challenges of achieving DEI in manufacturing and offer practical strategies for creating a more inclusive environment.

Also Read – Strategies to Promote Workplace LGBTQ+ Diversity and Inclusivity

Challenges of Achieving DEI in Manufacturing

Achieving DEI in the manufacturing industry presents several challenges, including:

Historical Lack of Diversity

The manufacturing industry has historically been dominated by men, with minimal representation from women, minorities, and other marginalized groups. Despite constituting over half of the American workforce, women make up less than one-third of manufacturing professionals today. Stereotypes and societal norms play a significant role in excluding women from the manufacturing sector.

Underrepresented groups are often dissuaded from pursuing careers in manufacturing due to perceptions of the industry as physically demanding and potentially risky, further reinforcing its male-centric image. This perpetuates the stereotype that manufacturing is better suited for men.

Also Read – Most Successful and Innovative Women Business Leaders in 2025

Unconscious Bias

In the workplace, unintentional bias fosters homogeneity by giving preference to candidates who share recruiters’ values or resemble them. This leads to a terrible loop in which marginalized groups—like women, people of color, and people with disabilities—get negligible employer attention.

Unconscious biases are influenced by stereotypes and ideas about gender, race, ethnicity, and other characteristics. These prejudices have the potential to limit career options and progression for underrepresented groups.

Unwelcoming Workplace Culture

The manufacturing sector’s discriminatory work climate might make it difficult for people of different races and genders to succeed. For underrepresented groups, a lack of DEI in manufacturing initiatives can devalue emotions. Talent from a diverse pool may leave an organization if the culture accepts and encourages harassment, discrimination, or microaggressions.

Additionally, underrepresented groups in manufacturing can struggle to conceive successful careers and find mentors and advisors due to a lack of easy access to professional networks and role models. Thus, an inclusive, courteous, and belonging culture is necessary to retain talent.

Attracting a Diverse Talent Pool

Many marginalized groups may have false beliefs about jobs in manufacturing, believing them to be potentially risky, exhausting, or non-competitive. Furthermore, these groups likely don’t receive enough information on the industry’s variety of positions, career paths, and opportunities for growth. This lack of complete knowledge may impact their decision to join manufacturing jobs.

Also Read – 5 top companies embracing diversity and inclusion | Engagedly

Strategies for Creating a More Inclusive Manufacturing Workplace

Leadership Commitment:

Your leadership team serves as the cornerstone in establishing and nurturing an inclusive workplace environment. Leaders wield significant influence over organizational culture, and when they actively advocate for diversity, equity, and inclusion (DEI) in manufacturing, it permeates decision-making at all levels. By fostering a culture where DEI is fundamental, leadership sets the stage for a sincere and welcoming atmosphere for all employees. Therefore, securing leadership buy-in is not just advantageous but imperative for the success of DEI initiatives.

Diverse Recruitment Practices:

To cultivate a more diverse workforce from the outset, organizations must scrutinize and revise job descriptions to eliminate any language that could deter qualified applicants from diverse backgrounds. Expanding the talent pool involves collaborating with staffing agencies, forging partnerships with educational institutions, and engaging with like-minded companies that prioritize diversity in their recruitment efforts.

Inclusive Onboarding and Training:

Creating inclusive onboarding and training programs is essential to bolster employee engagement, retention, performance, and the organization’s reputation. A standardized onboarding process should be implemented for every new hire, irrespective of their background. Furthermore, regular DEI training and clear policies help ensure that employees from diverse backgrounds feel valued and embraced from day one.

Mentorship and Sponsorship Programs:

Underrepresented employees stand to gain invaluable soft skills such as negotiation, leadership, and effective communication through mentorship and sponsorship programs. These initiatives not only facilitate professional growth but also help individuals overcome barriers to advancement. Implementing such programs underscores an organization’s steadfast commitment to fostering diversity and inclusion throughout its ranks.

Also Read – 7 Diversity, Equity, and Inclusion Best Practices

Employee Resource Groups (ERGs)

ERGs provide a safe space for underrepresented employees to freely demonstrate who they are, what they’ve been through, and what challenges they face at work. They reflect the concerns and interests of underrepresented personnel, advocate for more inclusive policies and practices, and encourage employees from all backgrounds to voice their opinions. ERGs also provide a sense of community, empowerment, and support among staff members. By encouraging a workplace culture supporting DEI in manufacturing, ERGs enhance employee engagement, retention, and overall organizational success.

Data-Driven Approach

Data may be used to accurately measure an organization’s current DEI level. Identifying and addressing gaps in the expected and current levels can help companies address prejudice, exclusion, and discriminatory acts, promoting a more inclusive work environment. It also offers information on initiative results and helps distinguish between successful areas and those that still need work. Data analysis provides a structure that companies may use to establish their objectives, assess their progress, and ultimately create better DEI work environments.

Benefits of a Diverse and Inclusive Manufacturing Workforce

Innovation and Problem-Solving

A diverse and inclusive workforce brings together individuals with varying backgrounds, perspectives, and abilities. This diversity of views leads to increased creativity and innovation within manufacturing groups. When employees from different backgrounds collaborate, they provide fresh perspectives and ideas that foster the development of innovative solutions and improved decision-making.

Employee Engagement and Retention

Workers who have a sense of belonging in their organizations are more likely to be enthusiastic about their jobs and the organization as a whole. They have a stronger sense of dedication and ownership, which boosts output and performance. Employees are inspired to go above and beyond in their positions when they feel that their efforts are valued and acknowledged.

Moreover, people are less stressed and anxious when they feel satisfied with their work. This results in better mental health, a rise in job satisfaction and retention, and improved morale.

Enhanced Reputation and Employer Branding

Customers, investors, and the community tend to have positive opinions of businesses that emphasize DEI initiatives. A firm dedication to DEI strategies in manufacturing may help a company stand out from the competition and improve its reputation by showing that it values equality and social responsibility. Companies may also access a wider talent pool by actively promoting diversity and inclusion. This broadens the company’s pool of potential hires and raises the possibility of identifying the most suitable candidates for available roles.

Also Read – Diversity and Inclusion In The Workplace: Benefits

Summing Up

Embracing Diversity, Equity, and Inclusion (DEI) in manufacturing heralds a promise of innovation, expansion, and harmony. According to a Workday poll, 78% of executives in global companies acknowledge the growing significance of DEI in 2023. By cultivating a DEI-centric work culture that fosters creativity, boosts employee engagement and retention, fortifies decision-making processes, and underscores a commitment to social responsibility, firms can attract top talent and enhance their reputation. Moreover, DEI fosters financial competitiveness and directly enhances business performance and innovation. Thus, companies that prioritize creating a diverse and equitable work environment are strategically positioned to excel in today’s dynamically evolving manufacturing landscape.

Frequently Asked Questions

Why is it essential to create effective affinity groups?

Affinity groups offer a secure and encouraging environment for people with similar personalities or backgrounds. These groups may provide emotional support, encouragement, and motivation, especially in situations of marginalization or prejudice. Thus, developing strong affinity groups is critical to achieving social justice, ensuring belonging, and promoting fairness.

How can the manufacturing industry overcome resistance to DEI initiatives?

Initiatives promoting DEI may encounter resistance from various sources, including cultural prejudices, resistance to change, ignorance, and so on. Therefore, organizations should offer thorough education and training programs to staff members at all levels to clarify myths, resolve misconceptions, and increase knowledge of DEI’s significance.

How can the success of DEI projects in manufacturing be measured?

The success of DEI strategies in manufacturing may be assessed using metrics, including employee satisfaction surveys, the presence of diverse leadership teams, the inclusion of people from diverse backgrounds in hiring and promotion, and retention rates of people from underrepresented groups.

What Are Pulse Surveys?

Summing Up

Frequently Asked Questions

Q1. What characteristics distinguish a quality pulse survey?

Q2. How is a pulse survey taken?

Q3. What benefits does a pulse survey offer?

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.

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:

Effective Communication
Strong Work Ethics
Effective Goal Setting
Knowledge Management
Empowering and Inspiring the Team
Supports Employees
Upskilling Team Members
Encouraging And Helpful
Conflict Resolution and Problem-Solving Skills
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

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

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.

Other Important Qualities of a Good Manager

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

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.
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.
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.
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.
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.

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.

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.

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.

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

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

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.

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

7. Reduce work-related errors

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

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.

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.

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.

How to Measure Employee Sentiment Analysis?

Did you know that organizations with high levels of employee engagement report a 23% increase in profitability? This shocking statistic by Gallup clearly shows how important it is to understand employees’ feelings. In this blog, we examine the delicate arena of employee sentiment analysis, why it’s so important to your business, and how dramatically it can shift productivity, retention, and overall workplace culture.

This guide offers the essential knowledge and tools needed for effectively measuring and analyzing employee sentiment. If you are new to the concept or looking to refine existing practices, you’ll find valuable insights here. In return, this will guarantee that your team’s voice is heard and actively responded to.

What is Employee Sentiment Analysis?

Employee sentiment analysis is a strong instrument that processes employee feedback data to gauge the overall sentiments of the workforce. This helps organizations understand how employees feel about their workplace, leadership, and roles. This organizational understanding helps to improve the ambience at the workplace and ensures that the employees are kept happy.

This is where the importance of employee sentiment analysis comes into play. It will have a direct influence on strategic business decisions by giving actionable insights into areas such as employee engagement, workplace culture, and overall morale. According to a Gallup study, companies with active employee engagement appear to recover and increase their earnings per share (EPS) more rapidly compared to their industry peers. This underscores how understanding employee sentiment boosts individual morale and also drives financial outcomes for businesses.

Why Measure Employee Sentiment?

Employee sentiment is crucial as it helps track the general employee experience. It provides an important understanding of how employees view surroundings, relations, and roles within any organization. By using tools like employee sentiment surveys and advanced AI-driven analysis software, companies can capture and analyze a broad spectrum of employee emotions.

Understanding Employee Experience: Sentiment analysis can help you know employees’ daily experiences and how they affect their productivity. For instance, organizations leading in employee experience outperformed the S&P 500 by 122%. Statistics like this show that understanding and improving employees’ experiences has a highly marked impact.
Identifying Strengths and Weaknesses: By measuring sentiment, organizations can identify their strengths and weak areas that require improvement. This ongoing assessment allows for targeted interventions that can address issues before they escalate.
Impact on Business Metrics: Employee sentiment is intrinsically linked to key business metrics such as productivity, customer satisfaction, and profitability. According to IBM, if a Company could increase its EXI (Employee Experience Index) score by 0.25, its Return on sales could increase by 1.81%. By understanding and improving employee sentiment, companies enhance workplace morale and drive better business outcomes. This illustrates the profound impact of employee sentiment analysis on organizational performance.

Also Read: Impact of Continuous Performance Management on Employee Retention

Methods for Measuring Employee Sentiment

Understanding employees’ sentiments needs to be approached in a multifaceted way. From traditional surveys to AI technologies, it is now possible to get very comprehensive and actionable insights.

1. Surveys

Surveys are a fundamental tool for measuring employee sentiment. They can be categorized into:

Pulse Surveys: Short and frequent surveys aimed at rapidly capturing the immediate sentiments of employees on a regular basis. The shortness and frequency of pulse surveys help companies get a real-time pulse of employee mood and engagement at that particular point in time. Companies using pulse surveys often notice higher engagement as they can promptly address employee concerns.
Annual Surveys: Comprehensive and detailed surveys can provide a macro view of employee sentiment across the organization. They provide insight into long-term trends and broader issues that frequent, shorter surveys would fail to capture.

2. Interviews and Focus Groups

Interviews: One-to-one interviews, either face-to-face or virtual, have the potential to dig much deeper into individual employees’ experiences. This approach can uncover insights, details, and meanings that might be missed in surveys.
Focus Groups: These are organized discussions between employees facilitated by a leader. They prove valuable in exploring complex issues fully and gaining insight into diverse views present within the workplace.

3. Social Media Listening

Monitoring Platforms: Tools like CultureMonkey and Intellica.ai employ AI and natural language processing (NLP) to analyze employee feedback from social media platforms and internal communication channels. This method is particularly effective for capturing unsolicited opinions and broader sentiments that might not be expressed in formal surveys or interviews.

Also Read: Succession Planning: A Comprehensive Guide for HR

Sentiment Analysis Tools

Artificial intelligence and natural language processing tools are gradually becoming integral to employee sentiment analytics. This advancement is changing how organizations interpret complex human emotions and feedback. These tools perform text analysis of emails, chat logs, social media posts, or feedback forms to sense employee sentiment accurately.

AI Tools: AI tools conduct sentiment analysis at a large scale, inferring patterns and sentiments that would be missed in a human analysis. These tools rely on machine learning to enhance their accuracy over time and adapt to the subtleties involved in the use of languages within a given organization.
NLP tools: NLP allows machines to understand human language and interpret the context and emotion behind the words. This forms the core of actually understanding sentiments expressed in written feedback, giving insight into employee satisfaction, engagement, and overall morale.

Best Practices for Effective Sentiment Analysis

To ensure that sentiment analysis yields meaningful and actionable results, organizations should adhere to a set of best practices that optimize data collection and analysis processes:

Regular and Anonymous Feedback: Maintaining anonymity in feedback collection is crucial for obtaining honest responses from employees. Anonymity encourages openness without fear of repercussion, leading to more accurate data. Regular collection of feedback through methods like weekly or monthly pulse surveys allows for timely assessment and response to issues as they arise.
Actionable Insights: A final goal of conducting sentiment analysis is the extraction of insights that can be acted on. This includes:
- Systematically analyzing the data to identify trends and recurring themes.
- Prioritizing issues according to their effect on employee satisfaction and business results.
- Designing focused interventions for these areas.
Business Metrics Correlation: When worked out with results, sentiment analysis can clearly be drawn in relation to business metrics like employee turnover, productivity of employees, and customer satisfaction. The linkage of these areas helps quantify the impact that employee sentiment has on business performance. This understanding justifies further investment in other employee-centric initiatives.

Tools and Technologies for Sentiment Analysis

Choosing the right tools and technologies is crucial for effectively measuring and analyzing employee sentiment. Here are some of the top tools in the market and the key features to look for when selecting a sentiment analysis tool.

Top Tools:

CultureMonkey: Designed specifically for employee feedback, CultureMonkey offers robust survey tools and real-time analytics to help organizations gauge employee sentiment and culture health.
Intellica.ai: Utilizes AI and machine learning to analyze textual feedback from various sources, providing deep insights into employee emotions and attitudes.
KeenCorp: This innovative software measures changes in workforce engagement and tension. It analyzes communication patterns within corporate emails and messaging platforms.

Features to Look For:

User-Friendly: The tools should be developed so that HR professionals can set up and manage surveys or analyses without in-depth knowledge of the tools themselves.
Analytics: Rigorous analytical capabilities must be in place to dissect large datasets and extract useful insights.
Customization: Surveys can be customized to be done according to organizational needs and analysis parameters.
Integration Capabilities: Smooth integration with any other operational and HR system to pull the data together for more coherent insights.
Privacy and Security: Verify the compliance of the tool with data protection so that information regarding employees will be secure.

How to Implement Sentiment Analysis in Your Organization

Implementing sentiment analysis effectively requires careful planning and execution. Here are some practical steps to get started, along with common challenges and their solutions:

Define Objectives: It is important to define what you hope to achieve with sentiment analysis clearly. For example, it can improve employee engagement, reduce turnover, or enhance workplace culture.
Select the Right Tools: Select tools that match your requirements with consideration of ease of use, integration ability, and analytics features.
Rollout Plan: Develop a plan for implementing the tools in the organization. This includes workshops for managers and communication with employees about how and why sentiment analysis will be used.
Gather Information: Begin collecting data through surveys, social listening on social media, or any other way relevant to your objectives.
Analyze and Act: Act on an analysis of the data collected to derive actionable insights. Develop mechanisms to act based on the derived insights, like resolving trouble spots or reinforcing best practices.

Common Challenges and Solutions:

Employee Privacy Concerns: Ensure that all information gathering and analysis methods meet the legal standards and that the employees’ views are clear. The data should be anonymous, and the employees should be assured of data confidentiality to build trust.
Information Overload: Avoid data paralysis by focusing the analysis on pre-defined specific objectives and using available AI-driven tools to manage and sort large datasets.
Integration with Existing Systems: Choose a sentiment analysis tool that integrates seamlessly with existing HR systems, causing no disturbances and maintaining continuity in handling data.

Case Studies and Examples

Prominent companies have successfully harnessed the power of employee sentiment analysis to enhance their organizational health and employee satisfaction. For instance:

Google: Google uses its platform, Googlegeist, to conduct annual employee surveys that inform their people operations strategies, helping maintain high employee satisfaction rates in the tech industry.
Rabobank: This global bank implemented sentiment analysis tools to monitor employee engagement and morale, resulting in a more agile response to employee needs and a noticeable improvement in workplace satisfaction.
Amazon: Amazon utilizes internal feedback tools and sentiment analysis to gauge employee satisfaction across its global operations. This enables quick adjustments and creates a culture that values employee feedback.
Zappos: Known for its strong focus on company culture, Zappos employs sentiment analysis to track and respond to employee feedback in real time. This helps them maintain a reputation for exceptional workplace happiness and customer service.

Also Read: Understanding 360-Degree Leadership Assessment: A Complete Guide

Conclusion

In summary, appropriate sentiment analysis of employees will lead to better engagement and enhanced productivity at the workplace. Employee sentiment and their performance in business can be put together by surveying, interviewing, using AI tools, and monitoring social media. Embracing such tools and methodologies has far-reaching effects on the decisions that can change company culture and employee satisfaction.

As you look to implement these strategies, consider Engagedly’s suite of sentiment analysis tools designed to streamline this process. Start measuring employee sentiment today with Engagedly to foster a more responsive and engaged workforce. Ready to transform your organizational health? Book a demo now.

Frequently Asked Questions

How often should employee sentiment surveys be conducted?

Frequency can vary based on organizational needs, but generally, pulse surveys are recommended monthly for timely insights, whereas comprehensive surveys might be conducted annually.

What makes AI tools effective in employee sentiment analysis?

The AI tools are very effective since they can analyze massive amounts of data in such a short time, where identification of patterns and insights in real-time is not easily recognizable through human analysts.

How do you ensure the privacy of employees when measuring sentiment?

Ensuring privacy involves anonymizing data, securing feedback channels, and making participation voluntary to uphold confidentiality and trust.

DEI Best Practices: 7 Ways To Make A Real Impact

Diversity, equity, and inclusion are the buzzwords that have surrounded businesses for more than a decade. In the last few years, we have heard innumerable global leaders talk about the importance of DEI and how it impacts the future of an organization.

But the myriad of challenges caused by the COVID-19 pandemic, followed by the excessive pressure from the great resignation, accentuated the DEI process in numerous organizations.

For essential statistics that highlight the impact of DEI in today’s workplace, check out this collection of top DEI statistics.

Multiple research and studies have shown that diversity and inclusion are flag bearers of higher productivity, engagement, and overall organizational success. That’s why the emphasis on DEI initiatives has been amplified and, globally, organizations are taking innovative steps to attract and retain employees from diverse backgrounds.

To create more awareness in the business domain regarding the importance of diversity, every year in the month of April, organizations observe “Celebrate Diversity Month.” The importance of the event lies in coming together to embrace the differences in cultures, people, interests, and unique characteristics of individuals.

It helps foster a respectful, open-minded, and accommodating business environment. Companies that embrace workforce diversity organize multiple events to give an open platform for their employees to express themselves freely.

“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” —Sundar Pichai, CEO, Google.

It is high time that leaders understand the value of diversity and promote it throughout the organization by undertaking several DEI initiatives. This article will provide DEI best practices that you can follow to make the most of ‘Celebrate Diversity Month 2024’.

7 DEI Best Practices To Adopt In 2024

Check out the following Diversity, Equity, and Inclusion best practices to adopt for enhancing employee engagement and productivity.

DEI Best Practices 1: Switch To Empathetic Leadership

Empathetic leaders try to understand the concerns, feelings, and thoughts of their team while undergoing an organizational change. Much research has shown that they are able to bring better changes and can manage inhibitions and resistance from employees.

When it comes to diversity, equity, and inclusion, many leaders consider DEI the responsibility of HR and are not completely involved in the end-to-end processes. Such organizations aren’t able to achieve much from the DEI initiatives.

A study conducted by Catalyst found that empathy can create inclusivity in the workplace. It states that 50% of the people working with empathetic leaders experience higher workplace inclusion, in contrast to 17% with less empathetic leaders.

Empathy has a direct relationship with innovation, creativity, acceptance, and engagement. By switching to empathetic leadership, organizations make the workplace more inclusive and accommodative.

Leaders should get personally involved in the process and must share stories with employees that answer critical questions like why DEI matters and what changes the organization anticipates with the DEI initiatives.

DEI Best Practices 2: Empower the Chief Diversity Officer

A chief diversity officer is a person who helps shape the DEI initiatives of an organization. They help in creating strategies to include diversity, equity, and inclusion in all organizational processes.

Many organizations have started to realize the need for DEI professionals in their teams. That’s why the current demand for CDOs is high, but the harsh reality is that their turnover is even higher.

In comparison to 2018, the average turnover of a CDO officer in 2021 had reduced from three years to two years. Furthermore, around 60% of CDOs working in 2018 have left their positions, and most of them are looking for different professional endeavors.

While it is imperative to have DEI professionals on board, empowering them with financial and human resources is the key to successful organizational change. Reducing red-tapism and distributing the responsibilities of creating and implementing DEI initiatives should be shared between employees.

If required, upper management should consult external officers for help and support from the CDOs in strategizing the processes.

DEI Best Practices 3: Include DEI In Your Branding

As per the Fortune 500 list, the top 5 companies with the best diversity and inclusion initiatives included Microsoft, Centene, Target, Gap, and Biogen. These organizations have embedded DEI initiatives into their business DNA and are making the rounds with exemplary performance and success.

Other than garnering high employee performance and empowering various underrepresented groups, they have achieved the pinnacle of success in employee satisfaction, product innovation, and customer acquisition and retention.

Organizations can notch up their DEI initiatives by rebranding themselves and letting employees from different groups be a part of the change. While this makes employees feel more valued and responsible, it also provides better visibility in the marketplace and attracts better talent.

DEI Best Practices 4: Make Workplace More Accessible

As per the US department of labor, from 2020 to 2021, there was an uptick in the employment of people with disabilities from 17.9 to 19.1 percent. The numbers in themselves show a dismal performance in providing employment opportunities for people with disabilities. Unfortunately, both the business culture and environment are not suitable or accessible for differently-abled employees.

The number of lawsuits against employers for disability discrimination has seen a huge surge from 1997 to 2021. Out of the total charge filings of 61,331, 37.2% of cases pertain to disability discrimination.

The foremost step organizations need to take is to make the workplace more accessible to differently-abled employees. The following steps will help create a better workplace for them.

Empower and direct HR professionals to formulate policies and procedures to safeguard employees against disability discrimination
Openly communicate the policies through different channels to get more visibility
Create infrastructure to provide specific facilities to different-abled employees
Flexible work timings and internal communication structure to accommodate differences
Create guidelines and grievance redressal mechanisms for employees

DEI Best Practices 5: Accountability At Every Step

“Accountability breeds response-ability.”― Stephen R. Covey.

It is a harsh reality that nothing in the business world changes until we make someone accountable for it. To successfully implement DEI initiatives, it is important to make every employee accountable for the change. Strictures and guidelines should be made a part of the onboarding process and addressed on several occasions.

Understanding how to set measurable DEI metrics is key to holding individuals accountable. Learn more about how to set meaningful DEI metrics

HR management should conduct anonymous employee surveys to gather feedback and report any biases or discriminatory behavior within the team and leadership. Furthermore, management should inculcate a responsible and inclusive leadership style to understand and respond to the concerns of the employees.

DEI Best Practices 6: Employees To Elevate Awareness

Mentoring is a time-tested technique to increase awareness regarding diversity, equity, and inclusion in an organization. Continued learning and mentoring have proved vital in enhancing the growth and development of diverse talent.

Multiple research projects have provided insights into how minorities and underrepresented groups find mentoring to be a pivotal tool in their career and professional development. This is especially true for women of color and employees from different backgrounds who are looking for leadership opportunities.

Organizations can create specific mentoring programs targeting the skill development of minorities and provide mentors from varied backgrounds. It is important to note that such programs should be made available to other employees to raise awareness regarding workplace diversity and inclusion.

DEI Best Practices 7: Create a Safe and Supportive Workplace

Creating a safe and supportive workplace is essential to promoting DEI. This includes implementing policies and procedures that ensure that every employee feels safe from discrimination and harassment, as well as providing resources for employees who may need support or assistance.

For an organization to remain competitive in the marketplace and reap the benefits of a diverse workforce, it is important to work on the DEI best practices and support its employees at every step. Make the most out of Celebrate Diversity Month and inculcate the discussed DEI best practices into your organizational culture.

For more insights on how to integrate DEI strategies into your business, check out this comprehensive guide.

Frequently Asked Questions

Q1. What are DEI practices?

DEI is an umbrella term that includes organizational policies, programs, and practices that aim to create an equitable, inclusive, and diverse workplace. It helps create an environment where differences are celebrated and everyone is respected for their unique identity.

Q2. How do you promote DEI in the workplace?

Ans. The following best practices will help in promoting DEI in the workplace:

Switch to empathetic leadership
Empower Chief Diversity Officer
Include DEI on your branding
Make the workplace more accessible
Make everyone accountable
Mentor employees to elevate awareness

Q3. What are the best ways to promote diversity in the workplace?

Ans. The following ways will help in promoting diversity in the organization:

Educate your employees on the benefits of workplace diversity
Create policies to support diverse talent
Organize mentoring programs to raise awareness among employees
Hire diverse talent to support organizational diversity goals

Q4 : How can leaders promote DEI within their organizations?

Ans. Leaders can promote DEI within their organizations by modeling inclusive behaviors and language, setting clear DEI goals and holding themselves accountable for progress, ensuring diverse representation at all levels of the organization, and creating opportunities for underrepresented groups to develop and advance their careers.

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Functions of OKRs & Employee Engagement Rates

Also Read: The Impact Of Employee Engagement On Productivity

Drivers of Employee Engagement

Benefits of OKR Software

How to Set Meaningful Employee Engagement OKRs

Employee alignment with company goals and values

Employee productivity

Enhance employee wellbeing

Improve employee safety

Align employees and management

Increase customer success and satisfaction

Create high performance management culture

Employee Engagement Metrics

Also Read: How Company Culture Shapes Employee Engagement?

Conclusion

The Business Case for DEI

DEI Statistics for Innovation and Revenue

DEI Statistics for Market Capture

DEI Statistics with a Global Perspective

Workforce Demographics

DEI Statistics for Generational Shifts

DEI Statistics for Minorities in the Majority

DEI in Hiring and Retention

DEI Statistics for Diverse Hiring

DEI Statistics for Job Seeker Preferences

DEI Statistics for Employee Retention

Leadership and Representation

DEI Statistics for Gender Diversity

DEI Statistics for Racial Diversity

DEI Statistics for Board Diversity

Workplace Experience and Performance

DEI Statistics for Employee Engagement

DEI Statistics for Discrimination and Harassment

DEI Statistics for Diversity Training Effectiveness

DEI Statistics for Promotion Disparity

DEI Statistics for LGBTQ+ Inclusion

DEI Statistics for Age Diversity

DEI Statistics for Disability Employment Gap

DEI Statistics for Mental Health

Financial Impacts

DEI Statistics for Economic Benefits

DEI Statistics for Profit Margins

DEI Statistics for Ethnic Pay Gap

Educational and Skills Gap

DEI Statistics for Access to Opportunities

Future Trends and Predictions

DEI Statistics for Demographic Changes

DEI Statistics and Technological Advancements

Also Read: DEI Best Practices: 7 Ways To Make A Real Impact

Final Words

Frequently Asked Questions

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

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

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

What is Employee Productivity?

Also Read: Employee Engagement on Productivity

Why Measure Employee Productivity?

Why Employee Productivity Might Be Low?

Also Read: Reduce Anxiety at the Workplace

How to Improve Productivity In the Workplace?

1. Increase Visibility and Access

2. Set Clear Expectations

3. Goal-Setting and Tracking

5. Use Employee Productivity Tools

6. Measure Performance Periodically

Scaling Up Productivity

Conclusion

How to Create an Employee Development Plan?

Competition

Talent Development

Culture of Learning

14 Proven Employee Development Ideas to Drive Success

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1. Employee Mentoring and Coaching

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2. Regular And Continuous Training

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

3. Shift To Microlearning

4. Gamify Employee Training Programs