Author: Kylee Stone

Does your organization give you good employee perks like free lunches, paid maternity leaves, unlimited vacation days etc. ? We do understand that these can be really good motivators but do these perks go a long way towards keeping employees motivated and retaining them?

A personal touch, a human connection, empathy, however you want to call it, it is what motivates employees to continue working for an organization. If you do not know how to personalize employee perks, you can actually lose your really valuable employees. Here are a few tips for you to start recognizing and motivating employees in the right way!

Acknowledge

Matty worked so hard over the quarter to reach her goals. She even went beyond what is expected of her and accomplished her goals that directly contributed to the organizational success. Matty put in a lot of efforts to contribute to the organizational goals. Matty’s manager however, gave Matty a five star rating and left it at that. Do you think Matty is motivated anymore to put the same level of energy and efforts like before?

Well, the answer is no. Sometimes, it is really important for managers to acknowledge employee efforts. Though she received a five star rating from her manager, Matty might not be motivated to put the same efforts once again. It is important for her manager to acknowledge the effort she put and reward her or recognize her accomplishment. This practice motivates employees and improves their productivity.

Also read: Employee Recognition And Rewards During COVID-19

Though you always can’t publicly your employee accomplishments, it is important for you, as a manager to at least have a word with them where you can thank them, praise them or just give specific feedback on their ‘Good work’.

Find Out What Motivates Them

Understand that motivation works differently for everybody and adapt your techniques to suit your employees. Some employees like being praised publicly, some might be mortified at the very thought. As a manager, it is your job to recognize that motivation works differently for different employees.

Praise the ones who like public recognition, and quietly congratulate the ones who prefer to stay out of the spotlight. And this is just one way of customizing the way you motivate employees. For instances, some employees might appreciate a day off, as a reward for good work, while others might appreciate a small gift card or coupon.

Perks That Promote Work-life Balance

Dan was so excited when his company started offering travel stipend but his excitement didn’t last longer because he did not have time to utilize it. That sounds depressing, doesn’t it? At the end of the day, employees have life outside of work. Don’t forget that.

It is important to remember to employees have a life outside of work. A few organizations have been to recognize that employees are happier and work better when they have absorbing interests outside of work. Employees perks are of absolutely no use when employees have no way to use them or enjoy them.

Give them exciting perks and don’t forget to give them time to utilize and enjoy those perks.

Retain Them By Nurturing

Perks alone cannot keep employees motivated, especially if managers/CEO’s think that employees are dispensable. Think of your employees as a long-term investment and nurture them

When you show employees that you are willing to make a commitment to them, to help them grow as professionals and nurture, perks don’t become the most attractive thing about the job. They become the icing on the cake. At Engagedly, employees are given opportunity to enrol themselves into a learning and development program to up their skills. Moreover, employees have mentors in the same organization who help them at every step of their career progression.

Employee motivation is not for the benefit of the employee. A good employee motivation strategy also benefits the manager and the organization.

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Do you want to know how Engagedly can help you be the organization that everyone wants to work for? Then request for a live demo

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“Feedback is the breakfast of champions” – Ken Blanchard – American author, and speaker.

With employees working from home for months now, it can be quite taxing to work with numerous distractions. In this current scenario, it is possible for employees to be disengaged at times. Employee feedback proves to be one of the most effective tools to tackle the issue of employee engagement. It not only helps  increase employee engagement but also decreases employee turnover. Moreover, feedback helps in professional development, boosts morale and increases job performance of an employee. To know why employee feedback matters more than you think, read our previous article on feedback.

How you share feedback with your employees makes a big difference. While sharing timely feedback is important, it’s also significant to know how you should do it.

Interested to know how you can give effective feedback to your employees as managers? Here are some guidelines that will help you.

On Time

“Continuous improvement is better than delayed perfection”- Mark Twain.

As mentioned above, whether positive feedback or constructive criticism, a well-timed feedback is always more helpful than a delayed one. Timely feedback helps employees to correlate the feedback with their actions. Managers often commit the mistake of not sharing feedback immediately and reserving it for the half-yearly or annual performance review. Consequently, employees don’t get a clear idea of what they are doing right or wrong until the reviews are conducted.

As a manager, put in place a continuous and ongoing feedback process for your team. Regular feedback will not only allow you to recognize your top-performing employees frequently, but also, will help you  give constructive feedback on time.

Also Read: Wondering How To Give Constructive Feedback? Here’s How

Be Specific

A feedback should not only be correctly timed, but it should also be specific. When employees receive feedback which is specific to their actions, they get a better understanding of what they did right and what they need to change.

Instead of saying: “Jack, you have done a great job.”

Try saying: “Jack, you have provided timely resolution for all our client issues. As a result, they have renewed their contract for another 5 years. You have done a great job!”

Being specific becomes even more important while giving negative or constructive feedback.

Also Read: How Engagedly Can Help You Enhance Employee Engagement

Go In Prepared

Feedback helps in the professional and personal development of employees. It boosts employee engagement and facilitates two-way communication between the employee and their manager. Looking at the importance of feedback, it becomes essential for managers to go into a feedback session prepared. Preparing for the session with facts, examples and statistics will make the feedback process effective for your employees.

Make It Interactive

Often the feedback process becomes a one-way discussion, which ends once the managers and leaders share their feedback or opinion. Instead, make it a two-way process by making it interactive and requesting your employee for inputs. Give opportunities to the employees to share their concerns and opinions. Create a feedback loop by asking questions like, “Are you satisfied with your performance?”. A two-way communication not only helps in building trust between the manager and the employee but also helps in getting valuable insights.

Also Read: Employee Performance Reviews: A Guide For New Managers

Focus on Positives

When giving constructive or negative feedback to your employees, be careful not to overshadow the positives. A study in the Harvard Business Reviewsuggests that negative feedback damages the employee engagement of the organization. While giving feedback highlight the positives and accomplishments first before pointing out the negatives. When employees get appreciated for their work, they feel that their work is valued, and they avidly work on areas that need improvement. This not only increases productivity but also improves employee engagement.

Open Culture

Promote an open culture in your organization, where as a manager, you not only share feedback, but also ask for feedback about yourself from your employees. It promotes a sense of an open organization culture and a healthy and transparent workplace.

Employees might be hesitant to speak up in a direct interaction with their managers because of various reasons. Using anonymous multirater feedback or anonymous surveys can fix this situation.

Also Read: Be The Organization That Everyone Wants To Work For – Remote Work Edition

Follow Up

Sharing feedback is not a one-time process, it should be continuous and ongoing. Once the feedback has been shared, follow up with the recipient to check the progress made after the previous feedback session. It gives managers a chance to track the progress of their employees. Not only this, with an ongoing feedback process managers get to appreciate their employees on time.

If you are looking for a Performance Management Software with a Real Time Feedback module for your organization, request for a free demo with us.

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Get in touch with us to know more about the free remote working tool-kit. 

360 feedback is now a hotshot topic in the HR industry. Most of the organizations all over the globe have started instating the process or are already running it successfully. Given the need for constant streamlining, no amount of information about it is too much at the moment. So here we are to answer a vital question on it – why you need to customize your 360 Feedback Survey Questions according to different departments?

While creating the questions for 360 feedback or the multirater, it might be less work for the HR department to create a generalized questionnaire and circulate it. But that’s not going to fetch you the result you are truly looking for. Each department runs on starkly different skill sets and work ethic.

For example – While in the coding department, attention to detail might be a priority skill required, in the sales department, it will not be the same. It will be the art of communication. So, if you ask the question, “Rate the employee’s level of attention to detail” to everyone, its relevant for certain departments, but not for all. It fails to add much value for others. 

In such a case, their work schedules, way of handling tasks, way of communication, various such aspects will differ, and the survey will not fetch relevant results. So the best way to tackle this is to create your own 360 competency model, wherein you can pick up the core skills required for each department and then frame the questions around those skill sets. By skill sets, we don’t mean only practical competencies. It should also include questions on leadership, ease of collaboration, being a team player, etc.

Also read: These Features Can Make A Big Difference In A Goal Setting Software

Here are some quick steps to creating customised questions for 360 feedback:

1. Choose one or multiple established questionnaires
2. From these questionnaires, pick a couple of questions that would remain consistent across all departments
3. Then, make a list of each department’s core competencies
4. Pick the questions that are relevant for each department
5. If the questionnaires don’t cover certain skill sets and areas, create your own

People at different levels have different competencies as well:

When employees move up the company ladder, the skills required to succeed in each level changes. The same skills that worked perfectly at one level, would not get you far once you are promoted to the next level. So if you are developing a 360 feedback questionnaire that will be used to evaluate employees of multiple levels, it is necessary to look at the different levels in terms of success and then develop the questions. Here are certain areas you can look into:

Team building and connectivity – The evaluation of the C-suite and the upper level employees should include questions on team building, emotional intelligence, relationship building and connectivity, as it is one of the core competencies required. They are required to connect with different departments for strategic collaborations. For lower level employees on the other hand, individual contributors and non-managers, the evaluation should be based on being a team player and supporting team endeavours, interpersonal skills, and so on.

Motivation and strategy – The people leaders have a big role to play in these areas. It is a part of their role to strategise, set goals around the company vision and mission, and to keep their employees motivated. 360 feedback questions should cover these competencies. Individual contributors and non-managers should not have many questions in this area. These are not the core competencies for them.

Management of tasks – There can be lesser questions for the C-suite and the upper level employees in this area. The leaders would not have become leaders if they were not competent in basic task management, when they were at the lower levels. The individual contributors and non-managers on the other hand, need to be evaluated on their basic skills of task management, reliability, and performance.

Also read: 6 Must Have Features of A Performance Management Software

Given all the above points, we understand that it can be a challenging task to customize your 360 Feedback Survey Questions according to different departments and levels, but once you create the framework the first time, it becomes easier from the second time onwards. You would already know the process and the competencies. Editing them to suit the current scenario won’t take you much time. Engagedly’s multirater allows for customized 360 feedback surveys, that can ease out the whole process for you.

If you are looking for a demo, click here.

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Get in touch with us to know more about the free remote working tool-kit. 

Employee feedback is a precious and valuable resource that every organization should encash on. You know why? Because it’s an impactful business driver. It also indicates that an employee trusts you enough to share what they are feeling.

And yet, most often than not, employee feedback gets ignored or is simply swept under the rug. In fact, there seems to be a tremendous disconnect between what managers and leaders think, and what employees think. Only three in ten U.S. employees strongly agree that at work their opinions seem to count. Even at many organizations where leaders specify that employee voices are important, employee feedback tends to get the short shrift. Alternatively, leaders might not want to listen to employee feedback because of their past experiences with it.

The reason why it is important that managers and leaders listen to employees is that they have more impact on employees than they realize. Good listening and reception skills play crucial role in leadership. Good leadership in an organization can positively affect factors such as employee job performance, job longevity, and employee morale.

There are many downsides to ignoring what employees are saying. If they are spelling it out explicitly for you, it is your job to listen and take the necessary action. Here are some of the cons of not listening to your employees.

Also read: A Guide To Manage Your Remote Employees

Employees know!

You might think, when you are being amiably present, they don’t notice. But employees do know when they are not being listened to. They take note every time they see feedback being ignored. And once they feel no one is listening, they stop sharing feedback completely. This does not bode well for managers because if employees don’t share feedback, managers will not know what problems the employee is facing, or even if there are broader issues at play. In the long run, it could bring about large, unanticipated issues.

Being ignored can lead to frustration

No one likes to be ignored. You need to put yourself in the employee shoes at times, in order to understand whether they are feeling heard or not. Employees who feel ignored or know their feedback is not being heard will act out their frustrations elsewhere. This could manifest in a variety of ways.

To site an example, they might engage in petty disputes with colleagues, be combative, disconnect from work, or even stop contributing and sharing opinions altogether.

Everybody is not the same, so different employees will express displeasure in different ways, and in the case of some high performers – who previously went above and beyond – will do just enough to ensure they finish their work. Essentially, the ramifications are far-reaching when employees feel ignored. It affects the organizations in more ways than one and even impacts overall organizational productivity.

Trust is lost

When employee feedback is ignored, they lose trust in their managers and often, in the senior leaders as well. One way conversations never last long. We all know that. When they perceive that their opinions have no value or not being heard, they are less inclined to hear the other side as well. This causes a communication gap. And when communication is affected, trust is heavily impacted. And if employees feel they cannot trust leaders in an organization, they will simply move on to other organizations.

Communication is an important aspect of organizational productivity. And it is always a two-way process. It’s important to not just share feedback, but also be open to receiving as well. That’s how you will know whether the employees of the organisation are happy to be a part, or there need to be various changes.

Also read: How to Conduct Quick Check-ins Efficiently

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Get in touch with us to know more about the free remote working tool-kit. 

Wondering how you can keep your employees engaged through this crisis? In order for them to remain engaged, they need to be motivated first. But motivation is not something that employees alone need to practice. Motivation also needs to come from external forces, such as bosses and managers too.

Now during the COVID-19 times, taking employees out for lunch is not an option anymore. So we will have to make do with the other options that we have. Here are some employee motivation ideas that can work very well:

Acknowledgement:

Boost your employees’ morale by making concrete displays of appreciation like posting a thank you note, sending them free lunch or coffee, giving them small tokens of appreciation, etc. Verbal appreciation is good, but tangible displays of appreciation are even better.

Public appreciation:

Motivate your employees by offering them regular feedback. When they achieve targets, make sure that you recognize their achievements publicly. Publicly recognizing your employees lets them know that you appreciate them so much, that you want all the other people to know how much you appreciate them.

Healthy work culture:

Unhealthy work environments are terrible places to work in, as anyone who has experienced it once can attest too. In a healthy work environment, discussion, debate, and innovation are encouraged. Employees are motivated, celebrated and taught how to fix mistakes. Creating a healthy work environment might take a little work at first, but when you do get to it; your employees will thank you for it!

Amicable environment:

Fear is not a motivator. It might work for a while, but in the long run, all it is going to do is backfire spectacularly. Instead of using fear as a motivator, you need to listen to your employees. This does not just mean listening on a surface level.  You need to look beyond the surface, see what they are good at, see what they are not good at, find a way to work through that and help them become better.

Practice less hierarchy: 

Humility as a boss is an essential component of a leader in the making. There’s nothing more demoralizing than a boss who leaves their employees in the lurch. Share the good times with your employees and share the bad times too. When your employees know that you’ve got their back no matter what happens, they will willingly work for you.

Personal development matters:

Employees are not meant to stay in one organisation forever. And neither should they have too. Help your employees map out beneficial career paths and help them grow as skilled individuals who will be a credit to any organization they join. Employees are more likely to be motivated to work for you when they know that you are going to help them out in ways that do not only benefit you.

How do you motivate your employees? Share your ideas with us!

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Get in touch with us to know more about the free remote working tool-kit. 

We all know that employee disengagement can be the death of great customer experience and superior business results. But in the COVID ridden world, keeping employees engaged has become the most stressful task.

In the insurance sector or otherwise, many organizations neglect this area because they focus on numbers and how to improve, increase company profit, and what helps benefit the company. All managers face a humungous task in today’s world, i.e. keeping your employees engaged. So here are some tips you can use to increase engagement among your employees.

1. Create a sharing space:

Encourage knowledge sharing by creating a sharing space, where the members of all the teams in your organization can share knowledge, new ideas and information about their project. To make this fun you can change the theme every month and ask them to share ideas according to the theme.

Also Read: Why Should You Start Practising 360 Degree Feedback?

2. Have a newsletter:

Start and circulate an employee-focused magazine or newsletter with news, featured opportunities, stories and other fun columns. It could include different learning courses up and running, quiz, wishes to employees on occasions, etc. To make it more engaging, feature the employee of the month in each edition.

3. Appreciate and recognize:

It is a part of managers’ responsibilities to create an engaging environment in the organization where employees are encouraged to get engaged by tons of exciting benefits and offers. As far as rewards go, you may want to consider giving extra time-off to employees that have done well on a project, or flexible timings for few days.

4. Know your employee’s strengths:

Employees want to be given the opportunity to shine, which means they have to have the ability to do what they do best as often as possible. The biggest mistake that a manager can make is assigning tasks to those who work under them that simply don’t match their skills. Talk to your employees and find out which task they are comfortable with and assign their work accordingly.

Also read: How Stay Interviews Can Help You Retain Top Employees

5. Think out of the box:

Small things can often have lasting impact.Try something unusual to engage your employees. For example, ask them to have colored coffee mugs at work or something more creative. Even if you slip up from time to time, your staff will appreciate the fact that you’re putting in the effort to get to know them on a more personal level.

Do not overlook this crucial area. Employee engagement is what drives an organization forward. Though some of these activities might take some time and effort, they will definitely be appreciated by your employees.

What ideas do you have to increase employee engagement? Share your ideas with us!

Find out how Engagedly can help in increasing employee engagement by requesting for a free demo!

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Get in touch with us to know more about the free remote working tool-kit. 

Feedback is an integral part of every organization as it facilitates communication. Increased communication not only helps in building employee engagement but also in improving employee retention. But, a very common issue in managerial or one-on-one feedback is, it is often subjective and biased and offers a limited perspective. For a more balanced and objective approach, everyone is either slowly shifting to 360 degree feedback or at some places, both are being used together for review.

What is 360 Degree Feedback?

360 degree feedback, often referred to as multirater feedback, is a process where employees receive confidential and anonymous feedback from people who work around them. Multiple stakeholders give their inputs about the employee, which includes managers, senior leadership, vendors, customers, peers, and direct reports. It evaluates employee’s performance, behavioral skills, and competency, which helps in self-development and will eventually help in team and organization growth.

Due to the comprehensive and balanced nature of the process, 360 degree feedback has been implemented by many founders and CEOs of K-12 schools, to evaluate their teachers. It not only helps in improving their knowledge and teaching capabilities but also makes them open to feedback that helps in their professional growth. If you have not implemented it till now, here are some reasons why you should.

Personal Development

A successful 360 degree feedback helps in increasing the self-awareness of an employee. It makes one conscious of their personality traits and helps them to recognize their hidden strengths and weaknesses. They understand their behavior better, which helps them realize how they work. This also helps the management to understand what prevents employees from working together.

Career Development

As per the Skills Gap Report of 2017, nearly 80% agree that there is a skills gap, and more than a third of them said it affected them personally.

A multirater feedback helps one in identifying their training needs to develop their skills. As employees are self-aware, they take up the responsibility to sharpen their existing skills and build new ones. The employer just needs to facilitate an environment for them in which their need for career development is encouraged and supported. When employees see that their growth and development needs are supported, employee engagement and retention increase.

Also Read: 4 Features of Employee Feedback Software That Simplify Managers’ Lives

Multiple Sources

In a multirater or 360 degree feedback, the employee receives feedback from multiple sources, that makes it objective. An individual gets multiple inputs for their role, performance, and ideas. Colleagues’ perception helps one to know how others perceive them and their work. It helps employees to know and analyze themselves better.  As it provides a well-balanced view of the behavior and skills, it is more acceptable to the employees.

Method Over Outcome

The 360 degree feedback focuses on the method instead of the outcome. It is more important to do things the right way, even if it does not produce an outcome. There is a higher chance of achieving success when employees focus on the process instead of the outcome.

When employees are from the teaching industry, they need to know the importance of doing things the right way and teach the same to their students.

Also Read: A 7 Step Guide To A Successful 360 Degree Feedback Process

Enhanced Working Relationships

As traditional feedback is one-sided, the employee has nothing to say from their side, and there is no sense of personal connection. But as a 360 degree feedback involves everyone in the process, it improves working relationships and communication within the team. Since one knows how they are perceived by others, it helps them work seamlessly as part of a team. 

Reduced Discrimination

As feedback is received from different sources who are at different levels, biases based on race, age, gender, etc. are significantly reduced. The “horns and halos” effect of the traditional feedback process is also minimized. The feedback which an employee receives in a 360 degree feedback is often impartial and based on their outlook towards their work.

Also Read: The Downsides of 360 Degree Feedback And How To Fix It

Open Culture

As every employee is part of the feedback process, they feel that their inputs and opinions are given importance to. It helps in promoting a sense of open culture in the organization where everyone can share the opinion without any fear of their superiors.

Find out more about Engagedly’s 360 feedback software by requesting for a free demo!

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Get in touch with us to know more about the free remote working tool-kit. 

It is that time of the year again. Many organizations have started implementing 360 degree feedback in their performance management systems. While this is a very beneficial approach and helps the management to understand various perspectives of an employee’s performance, there are also a few downsides to it.

Continue reading “The Downsides Of 360 Degree Feedback And How To Fix It”

Is employee feedback important? Without any doubt, I’d answer that question with a yes. But is it easy for a manager to just walk into the room and drop feedback about their direct reports? No. It doesn’t work that way. 

Continue reading “Employee Feedback Software Features To Simplify managers’ lives”

Employee turnover is a constant problem in companies all over the world, and every company does their best to retain talents. When one employee leaves, it not only affects the team in which the employee was working, but also the organization overall in terms of costs. As per a study by Gallup, the cost of replacing an individual employee can range from one-half to two times the employee’s annual salary.  

The sudden rise in the number of goodbye lunches could be a great concern to the human resource personnel staff.  This is a major concern even in the Staffing and recruitment firms.

Find out the real reasons behind increased employee turnover in an organization and let us help you fix it.

Lack Of Appreciation

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

One of the main reasons why employees leave is that they don’t feel recognized or rewarded for their work. After all, who doesn’t love appreciation for their hard work? Lack of appreciation can be in the form of being underpaid, having no good word for a well-done job, no promotions, and no year-end bonuses.

As a result, employees don’t put in their maximum effort for their job, hence employee engagement and employee productivity decrease. Employee disengagement and low employee morale in staffing and recruitment firms directly affect organizational productivity and in turn, have a negative impact on the clients.

Lunches and outings, simple public praise, gift cards, and establishing an award system are some of the ways by which you can appreciate your employees.

Also Read: Here’s How You Can Boost Employee Engagement In Your Organization

Bad Manager

“Most people don’t quit their jobs; they quit their managers,” says Wendy Duarte Duckrey, vice president of recruiting at JPMorgan Chase.

When you notice that the attrition rate is strangely high for one of the teams at your organization, it might be because of the team’s manager. It is a common issue these days for managers to lack people skills. This could be a major factor that drives employees away from organizations.

As an HR specialist, identifying these managers and giving them an opportunity to improve themselves is vital. Arrange for classroom sessions or mentorship, where the manager can acquire the necessary skills. A great manager can be an asset to improve employee engagement and keep the motivation level of your employees high.

But a bad one will not only make your employees leave but also will result in the downfall of the organization.

Also Read: Be A Better Manager And Avoid These 5 Mistakes

No Autonomy

Your employees need to know that you trust them, so allow them to work on their own. If they are being constantly scrutinized and micro-managed, employee morale and employee engagement decrease. Let every employee work independently without managers breathing down their backs. Employees will be less stressed and anxious while working solo. As a result, this would increase their productivity. 

While some employees need autonomy, others might need a little guidance when they work. Conduct frequent check-ins and feedback for them and guide them and provide feedback whenever necessary.

Also Read: What Do Successful Leaders Do To Sustain Success

No Room to Grow

Employees at a recruiting and staffing firm often find themselves to have reached a saturation level and don’t have any further room to grow in the same organization. As a result, they leave the organization for growth in their career.

Devise a development plan for your employees and discuss what their personal and career goals are. Conduct stay interviews from time to time to know what makes your employees stay and what they look forward to at work every day.

This will help you understand how your employees better. Create personalized learning and training opportunities for all to develop their skills. This will make the employees feel that the organization cares for their career development too. This will lead to an excellent employee engagement rate and a higher productivity rate in your organization.

Closed Culture

Often employees leave because organizations practice a close culture policy where employee inputs and concerns are not valued, which makes them feel unimportant and alienated. Employees feel disengaged at work and have low morale.

To solve this, create feedback and communication channels for employees through which they can interact with senior leaders to give their inputs and raise their concerns. Conduct weekly or bi-monthly meetings, and make them part of the decision-making process and involve them in strategic meetings whenever possible.

A frequent one-on-one meeting with your employees will help you understand their concerns, inputs, and grievances.

Real Time Performance Management Software like Engagedly will help your employees to submit feedback and check what action has been taken on it in real-time. This will keep the employees active and will improve employee engagement and employee retention.

Also Read: 5 Reasons Why You Need Engagedly For Employee Engagement!

Work-Life Synergy

According to research from Gallup, employees who reported being burned-out are 2.6 times more likely to look for a new job.

Overloading your best performers is not the solution to get your work done; you should know when to stop! Being overworked is one of the prime reasons why employees leave the organization, especially the high performing ones.

If not, they will be overworked and tired, resulting in lower productivity and employee engagement. When one is overworked, it not only affects their mental health but affects their physical health too, and ultimately will lower their self-esteem. Ultimately this will force the employee to quit the organization.

At all, if they are given extra work, they should be given the opportunity to have flexible working hours, work from home, and some paid time off too.

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

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

To know more request for a free demo from our experts.

It is evident that the workforce from most organizations is operating remotely now, owing to the pandemic. Management in most organizations are working towards designing and implementing new policies and procedures that will help employees with the switch. But is it really enough to keep your employees going? 

Continue reading “Impact of Employee Engagement on Productivity & Quality”

In every workplace, feedback plays a critical role. It is significantly powerful because it can change the course of things, motivate someone to work harder; improve a product or a software. Without feedback, we’d be blind to faults, be they in ourselves, our products or our views.

Continue reading “Wondering How to Give Constructive Feedback? Here’s How”

Continuous feedback is not very different from other kinds of feedback systems. It is simply the act of sharing feedback on a regular basis, so that the recipient receives regular guidance from the feedback giver. There are various benefits of this. It is simply feedback that is intended to help and refine, as opposed to just giving an opinion. 

Continue reading “Why Every Organization Should Practice Continuous Feedback”

Employee engagement plays an extremely important role in every organisation. Thats why, there is a constant need to improve upon employee engagement levels. This is not to do with playing the numbers game, but rather because it is important to keep switching things up.

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Before plunging into the discussion, let’s take you through a short journey. Robert, a newbie software developer, had joined your organization two months back. He has received  a good pay raise over his previous one. But recently you got to know that he has started looking for a job elsewhere and he is resigning from your organization. The reason which he stated for his decision was, he didn’t feel engaged at his work. Continue reading “Want To Improve Employee Engagement? Know How”

According to Gallup, only 33 % of American workers are engaged in their jobs, 52% were “just showing up,” and 17 % described themselves as “actively disengaged”. Continue reading “Employee Engagement: The Secret Behind Your Organization’s Success”

We hardly ever delve deeper into the topic of employee burnout, because its a complex concept to handle. But it is also very important for you and every organisation to be aware that its a serious issue and it should be dealt with care.

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As an employee, every one of us experiences stress due to work. It has become a part and parcel of most workplaces. Allow us to clear a common misconception though. Job stress does not occur only when you don’t like your job or have the wrong job. Job stress can be a part of your life even when you are holding your dream job or a job that you dearly love.

Continue reading “Work Stress? 5 Easy Ways to Tackle it”

Music is a lot more than just a way to escape the daily grind. For some, the best part about commuting to work, despite the traffic and commotions, is listening to their favorite playlist on the way. For some others, it enhances their mood to work. Thats why they are often seen moving around with their headphones on.

Continue reading “Music Can Help Increase Productivity at Work”