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.

Are You Accidentally Ruining Employee Engagement At Your Office?

Employee engagement is one of the most important aspects of current HR. Though most managers understand the importance of keeping their employees engaged and satisfied with their work, sometimes they tend to unintentionally destroy employee engagement.

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The Role Of Regular Feedback In Continuous Learning

According to Corporate Executive Board (CEB), continuous learning culture is an environment that supports an open mind, an independent quest for knowledge and supports shared learning which contributes to organizational success.

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3 Simple Ways To Improve Employee Engagement This Week

Employee engagement should be a major priority in any people-centric workplace. Engagement goes beyond “satisfaction” or “morale.” Engagement includes the degree to which employees feel connected with the organization, their colleagues, and aligned with the values of the company.

When employees feel connected, valued, and committed to the organization and the people they work with, they are inspired and motivated to optimize their work. They want to go the extra mile and they are much more likely to recognize the meaning and purpose behind what they do. Compared to employees who are actively disengaged, engaged employees are measurably more productive, efficient and even have better attendance at work than their disengaged peers–all of which factor into a positive impact on the company’s bottom line.

We’ve talked about the drivers of employee engagement: like the employee’s relationship with their manager, the availability of career opportunities and growth, caring and competent senior leaders, good work conditions, and pride in working for the organization. Now we want to give you three easy, tangible strategies to help generate those drivers.

Generate Pride:

What has your organization done lately that you can be proud of? Di? What recognition did you receive? Often, the wins of an organization –big or small- are discussed amongst senior leadership. But whether it’s a ranking on an industry list, a media mention or a glowing testimonial from a customer, by sharing those wins with everyone, you can generate a sense of pride in your employees. It makes people feel good to belong to organizations that are doing positive work.

Also Read: Performance Management Gone Virtual And More Progressive

Show Care:

When was the last time that you asked how well your employees are managing their workload? Or if they have all of the resources that they need to be successful? Do you ever ask if there is anything you can do to provide or help? Even if you know the answers to these questions already (perhaps through calculations or secondhand information), taking the time to ask them can show that you care about their wellbeing and that you’re invested in ensuring that they don’t burn-out and are ultimately successful on the job.

Continue to Build the Relationship:  

Relationship building is an ongoing practice that requires consistency and maintenance. If you haven’t checked in with your employees to see how they’re doing–not just as employees- but as people with lives outside of work, then you should make it a point to do that this week. This doesn’t mean being invasive or asking them to disclose details of their personal lives that make them uncomfortable–but something as simple as asking what their plans are for the weekend, if they’ve read or watched anything interesting lately, or how their hobbies are going, can go a long way in strengthening your connection.

Building an engaged culture is a feat that requires effort, investment and strategy, and tools like Engagedly are designed to help streamline that process and better integrate engagement into the foundation of your organization–but while you’re setting up those systems, you can take small steps towards improvement today.

How can Engagedly improve employee engagement at your organization? Request a demo today!

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3 Tips for Navigating The Annual Office Holiday Party

The annual holiday party is a storied tradition at most organizations. It’s usually held at the end of the year in conjunction with festive holidays. For new employees, the annual holiday party might feel like a puzzlingly stuffy tradition, especially if you see everyone getting excited about it but just can’t understand why.

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4 Tips to Ensure An Enjoyable Office Holiday Party

One way to bring together a bunch of diverse people is to have a celebration together, and most office holiday parties do exactly that. They bring together a number of people who don’t usually interact with each other, put out a lavish spread and let the holiday spirit do the rest.

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Dealing With Mental Health In The Workplace

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In the way that the environment around us has the capacity to improve or affect our health, good work environments affect employees positively and toxic work environments can negatively impact an employee’s mental and physical health.

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Make Your Work a Craft

Make Your Work a Craft

Do you have a “job” or a “calling?”  Research shows that viewing your work as not just a means to an end, but a higher-vocation that you are drawn and dedicated to have a dramatic impact on your happiness and satisfaction. But the surprise is: it doesn’t matter what the job is – anyone can make a craft of their work to reconnect with the deeper meaning.

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6 Tips For Giving Effective Employee Feedback

Frequent employee feedback is one of those things that contribute the most to the organizational productivity but not many employees actually get it.

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8 Points To Ensure An Effective 360 Feedback Process

What makes a 360-degree feedback program effective? Is there are step-by-step manual or guide out there that can ensure a 360 feedback program’s success?

After some careful research, we at Engagedly came up with an 8-point guide that should make navigating a 360-degree feedback program a breeze and ensure its success as well.

What is the purpose of the program?

This is the most important question you need to ask yourself before you begin a 360-degree feedback process. Most 360 feedback programs are used for self-development, that is, to help employees know more about themselves and better themselves as well. Don’t use 360-degree feedback to measure performance.

What do you propose to achieve from the program?

Do you want to know more about your direct reports? Or do you want to help your employees know more about their own skills and gaps? Either way, whatever your objective is and what you would like to achieve from the program, it’s best to be sure of that before you start.

What are the parameters for feedback?

The process of giving feedback can very quickly become a vague activity. Before you invite people to participate in the 360 degree feedback process, share a set of feedback guidelines with everyone who is participating. That way, they know what to say, what they shouldn’t say, how they should frame the feedback, what phrases they should avoid etc.

Are your employees primed for the process?

There’s no point to a 360 degree feedback program if your employees aren’t ready for the feedback process. To prep them for the process, explain the objective behind the program, what you hope to achieve, what they will gain from the process and what happens after the program. Only when employees are invested in a feedback program and know what to expect can a 360 feedback process be effective and successful.

From whom all would you like to collect feedback?

Some organizations prefer to just collect from an employee’s peers. Others might prefer to also collect it from managers in addition to peers. There’s a third subset of organizations that might also want to collect feedback from external clients, vendors etc. The more people are included in the process, the more important it is to keep everyone on the same page with regard to the 360 feedback process.

Custom templates or generic templates?

You can choose to use generic, broadly appropriate templates for everyone across the organization or you can choose to use department or job designation-specific templates. If you choose to use custom templates, you can then add competencies based on an employee’s job title. Software like Engagedly helps you add competencies based on job titles for 360 feedback templates. Generic templates are good if you have a small organization where everyone does more or less the same kind of work. Custom templates are a good fit for organizations that have a large number of departments or employees who do very specific kinds of work.

Is the process going to be anonymous?

The call to make a 360 degree feedback process anonymous rests on the leaders of an organization. To be fair, anonymity can be a double-edged sword. On one hand, more employees might be willing to participate in a 360 feedback process because it is anonymous. On the other hand, there’s going to be some anonymous feedback that employees or managers might not agree with.

Also read: Anonymous Feedback: The Good And The Not-So Good

What happens after the feedback cycle? How do you propose to use the information you have received?

This is the most important aspect of the 360 feedback process. In a good 360 feedback process, all the feedback received is shared with the employee and then their skills and gaps are discussed so that employees can focus on their development. Hoarding the information from a process benefits no one and just serves to make employees suspicious.

If you want to make the 360 feedback process at your workplace easier, know more about Engagedly’s 360 feedback module here. To know more request a demo!

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6 Meaningful Alternatives to the Annual Office Holiday Party

One way to bring together a bunch of diverse people is to have a celebration together; and most office holiday parties do exactly that. They bring together a number of people who don’t usually interact with each other, put out a lavish spread and let the holiday spirit do the rest.

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5 Fun Employee Engagement Ideas For This Holiday Season!

Holidays are the most delightful time of the year and all we can think of is celebrating them with family and friends.

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How To Communicate Effectively In The Workplace (For Extroverts)

A common theme that we hear time and time again is that extroverts have absolutely no problem communicating with others because talking and interacting is what they are best at [raise your hand if you are an extrovert and have heard this so often that you’ve rolled your eyes out of your head!].

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