13 Leadership Challenges In The Workplace & Ways To Overcome Them

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

Continue reading “13 Leadership Challenges In The Workplace & Ways To Overcome Them”

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 2024

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

employee engagement activities

1. Movie Marathon

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

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

2. Breaking Bread (Potluck Lunch)

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

Also Read: 6 Tools to measure employee engagement

3. Recognition Programs

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

4. Hosting Contests

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

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

Also Read: Smart goals for employee engagement

5. Do-Nothing Day

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

6. Allow Pets In Office 

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

7. Sports Events 

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

8. Celebrate Special Events Like Birthdays And Work Anniversaries 

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

9. Welcoming New Hires 

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

10. A Healthy Nap Time 

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

Employee Engagement

11. Book Clubs 

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

12. Skill Swap Sessions 

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

13. Wellness Challenges 

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

14. Random Acts of Kindness Day 

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

15. Escape Room Adventure 

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

16. Themed Dress-Up Days 17.

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

17. Team-Building Retreat 

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

18. Gratitude Wall 

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

19. Lunch and Learn Sessions 

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

20. Creative Workspace Makeover 

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

21. Community Volunteer Day 

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

22. Show and Tell Sessions

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

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

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

free e10 Survey

Subscribe To The Engagedly Newsletter

The Future of LGBTQ+ Inclusion in the Workplace

Workplace diversity is a prime focus for HR professionals, people teams, and hiring managers. Building and maintaining an inclusive LGBTQ+ work environment is not only the morally right thing to do, but it also boosts the profitability and productivity of the organization.

Multiple studies have shown that creating a diverse and inclusive workforce leads to higher revenue generation and enhanced employee performance. For instance, a survey reveals that companies with diverse workforces have been found to yield 2.5 times more cash flow per employee. Additionally, 3 in every 4 job applicants prefer companies that embrace diversity.

This brings us to strategies and practices companies can implement to embrace LGBTQ+ diversity effectively while driving organizational growth and success.

LGBTQ+ Community in the Modern Workplace

LGBTQ+ is an acronym representing “lesbian, gay, bisexual, transgender, and queer/questioning.” The letter Q denotes both “questioning,” highlighting ongoing exploration of gender identity, and “queer” in some contexts.

According to a global survey by IPSOS, nearly 1 in 10 adults across 30 countries identify as LGBTQ+. In fact, over the past few years, LGBTQ+ visibility has significantly increased in workplaces. Having comprehensive inclusion efforts in place for LGBTQ+ personnel is, thus, a good move from both a business and an ethical stance. This is because when employees are respected and accepted, they feel less stressed and more engaged, leading to a cohesive team at the workplace.

Also read: Diversity vs Inclusion in the Workplace: What’s the Difference?

7 Strategies for Successful LGBTQ+ Inclusion in the Workplace

  • Diversity, Equity, and Inclusion (DEI)Create LGBTQ+-Specific Policies

It’s foremost important for employers to be responsible for having an LGBTQ+ inclusive workplace. One way to showcase responsibility is to draft LGBTQ+-specific policies safeguarding employees against harassment and discrimination by their co-workers.

Employers should display anti-harassment policies in common workplace areas to make people aware. Another step should be to review whether the current policies meet the workforce requirements or whether modifications are required.

Some other initiatives that can be taken under the LGBTQ+-specific policies include:

  • Gender-neutral/Unisex Restroom Facility:

Ensure employees can access unisex or gender-neutral bathrooms and toilets. It may not be practical for smaller enterprises to change the setup of their facilities. However, they should consider having at least one restroom/toilet facility designated as gender-neutral.

  • Advocate for a gender-neutral dress code:

According to a survey, 35% of respondents said they had hidden or disguised their LGBTQ+ identities at work out of fear of discrimination. Since gender identity cannot be described as binary, enforcing gender-specific dress codes at the workplace should be avoided. Gender stereotyping through gender-specific dress can lead to misunderstandings and dissatisfied talent.

  • Use of pronouns:

Many social media platforms, including LinkedIn, have enabled users to display their pronoun choice in their profile – she/her, he/him, they/them etc. Organizations must ensure the correct name and pronoun when speaking to or referring to an LGBTQ+ employee. This also includes having workplace forms and software with gender neutrality options.

  • Promote the Use of Inclusive Language

Employers should recognize offensive terms and address them. The use of gender-neutral language must be promoted to avoid bias towards a particular gender. 

Modern HCM software enables managers to select from a set of default gender possibilities or enter gender information for an employee. Of course, asking employees before confirming the setting is the right step. For more information about how to make the workplace gender-neutral, refer to this guide on building diversity and inclusion in your workplace.

  • Take Supportive Measures

Companies can encourage the workplace inclusion of LGBTQ+ workers by forming what is often known as PRIDE ERGs (employee resource groups). Additionally, companies can appoint LGBTQ+ Allies as support or mentors to raise concerns when the employee culture needs updating or modification to become more inclusive.

To ensure that all the supportive measures are effective, companies can conduct diversity surveys and take regular feedback from the employees.

Also read:  How To Motivate Employees In The Workplace
  • Include LGBTQ+ Inclusive Benefits

According to a survey by Remote, 47% of employees feel that an inclusive parental leave policy should take a gender-neutral approach. Over half of the survey participants remarked that the policy should give same-sex couples the same number of leaves as different-sex couples. 53% of respondents feel an effective policy must give adoptive couples the same length of leave as birth parents.

Failure to implement such regulations promotes prejudice against parents in the LGBTQ community. Incorporating adoptive parents into policies eliminates confusion, queries, and awkward conversations regarding their leave entitlement. Legislation ensuring equal rights for adoptive parents may also inspire more LGBTQ+ couples to pursue adoption.

Furthermore, breastfeeding is a vital part of parenting for many people. Clear guidelines for breastfeeding, using inclusive language, will help individuals who wish to breastfeed. Such a policy allows for breastfeeding breaks and provides access to pleasant non-gender nursing facilities for people who need to pump or feed at work.

  • Communicate Regularly

Employees belonging to the LGBTQ+ community should be empowered to have open and honest conversations with their managers. Similarly, managers must be trained to handle these communications without using or implying offensive terms, nurturing a positive culture. Employees should have a platform to voice their grievances and workplace challenges.

  • Conduct LGBTQ+ Training

One way of creating awareness, communication, and respect for employees is to conduct LGBTQ+ training in the workplace. This practice not only encourages sexual and lifestyle diversity but also contributes to the growth of organizations and society.

Training also aids line managers in becoming more equipped to deal with diversity-related issues. An effective training management system also helps organizations monitor their progress related to embracing diversity in the workplace.

Also read: 5 Coaching and Mentoring Examples To Empower Workplaces
  • Adopt an Inclusive Recruitment Strategy

When it comes to recruiting and managing LGBTQ+ talent, consider doing the following:

  • Job descriptions should indicate an openness to all gender identities and sexual orientations.
  • Educate and train hiring managers and the recruitment team on the LGBTQ+ inclusion policy.
  • Source talent beyond your usual networks by posting vacancies on LGBTQ+-friendly job portals to attract diverse candidates for hiring.
Also read: 10 Diversity Questions to Ask Employers During Your Interview
  • Raise LGBTQ Awareness Among Employees, here are some ways to raise LGBTQ+ awareness among existing employees and new hires:
  • Leverage your company’s website to showcase LGBTQ+ community friendliness. 
  • Highlight current LGBTQ+ practices, talent, and policies. 
  • Communicate your commitment to the community and celebrate milestones, achievements, community leaders, and their history.

A corporate website can also be a great platform for expressing your views and opinions. Draft a strong content marketing strategy communicating the employer’s commitment to the diverse talent pool. Highlight unique practices followed at the workplace and statistics supporting the company’s efforts and progress.

Also read: The 3 Benefits of Workplace Diversity

Wrapping Up

In conclusion, while progress has been made in fostering diversity and inclusion, unique challenges persist for LGBTQ+ employees in certain aspects of workplace culture. Research consistently shows that a diverse workforce leads to enhanced business performance. However, true inclusivity goes beyond recruitment; it requires the creation of a supportive culture that empowers individuals.

To support LGBTQ+ diversity and inclusion, employers can implement various strategies, such as respecting pronouns, fostering open communication, and providing training. Additionally, leveraging automated HR platforms can offer a transparent avenue for employees to voice their opinions and ensure an unbiased approach throughout their employment life cycle.

Engagedly is a modern cloud-based software dedicated to facilitating the entire employee lifecycle, embracing a comprehensive Diversity, Equity, and Inclusion (DEI) approach. Explore our website for effective management of a diverse and inclusive workforce, from onboarding to performance reviews!

Frequently Asked Questions

Q1. What do you understand from the climate survey?

Climate surveys are a type of feedback conducted to gauge participants’ opinions of the climate of an organization. It includes feedback on the quality and amount of interaction between diverse groups and people at the workplace. It also provides information on how people perceive the institution’s support for diversity, equality, and inclusion activities.

Q2. What does ‘allyship at the workplace’ mean?

Allyship is the workplace practice of finding a workplace companion or buddy for an LGBTQ+ individual. An ally assists in creating a safe workplace culture for LGBTQ+ professionals. LGBTQ+ allies help in mitigating bias by:

  • Taking a stand for LGBTQ+ co-workers
  • Being a part of LGBTQ+ ERGs
  • Encouraging gender-neutral greetings

Q3. How does equality differ from equity?

Equality refers to the practice wherein everyone can access the same resources or opportunities. Equity, on the other hand, refers to recognizing that everyone’s circumstances are unique and must be given the precise resources and opportunities required to achieve an equal outcome.

Subscribe To The Engagedly Newsletter 

How to Overcome Imposter Syndrome in the Workplace?

Many business executives have experienced “imposter syndrome” at some point in their careers. Comparing yourself to colleagues and feeling like you don’t measure up can breed paralyzing self-doubt, which can have a negative impact on your business operations.

Although imposter syndrome is frequently linked to employees in high-pressure tech and commercial contexts, it affects a far broader range of people. Imposter syndrome affects up to 82% of people, including college students, medical professionals, teachers, accountants, and others. Imposter syndrome affects everyone, but according to a report by KPMG, 75% of women in senior positions have experienced imposter syndrome at some point in their professional careers.

Nobody likes to feel like an imposter at work. But the truth is imposter syndrome exists for real. If you’ve ever felt like you don’t fit in or that you don’t deserve your work, you’re not alone.

To combat imposter syndrome at work, you must first believe in yourself and your talents. The sooner you accept yourself for who you are, the easier it will be to celebrate your accomplishments along the way.

This article presents a comprehensive guide about imposter syndrome in the workplace and how to deal with it. Let’s understand what imposter syndrome in the workplace is.

What is Imposter Syndrome?

Imposter syndrome occurs when you doubt your capacity to execute your work, contribute toyour community, or achieve personal goals. It frequently affects people who feel unworthy of their accomplishments and the high regard in which they are held. People suffering from imposter syndrome frequently worry about being “found out.”

Imposter syndrome was initially described by psychologists Pauline Clance and Suzanne Imes in 1978 while exploring why high-achieving women believe they are inadequate. Although this initial study focused on women, anyone, regardless of gender or professional status, can experience imposter syndrome. And it’s far deeper and more subtle than any single definition can capture.

Signs of Imposter Syndrome

  • You’re giving everything you’ve got until you’re exhausted. For example, you could stay late and/or come in early every day.
  • Beating yourself up for little faults–when it comes to yourself, you can’t “let the little things go.”
  • You may be afraid of being “found out” by your coworkers or employer. Likewise, you may believe you’re deceiving people and feel like a fraud.
  • You are unable to accept compliments because you never believe your work is good enough.
  • You think your job or career defines your life.

How do you Feel When you Suffer From Imposter Syndrome at Work?

As per an article in the New York Times, this is how you may feel when you suffer from imposter syndrome.

  • You feel like a fraud
  • You devalue your worth 
  • You undermine your experience or expertise

Types of Imposter Syndrome

Impostor syndrome manifests itself in five different various ways in humans. Each person’s experience with imposter syndrome is unique. However, there are some characteristics that people may share.

A. The Expert

According to Young, professionals will not be pleased with a task until they believe they know everything about it. This person may spend so much time looking for knowledge that completing activities and projects becomes difficult.

B. The Perfectionist

Perfectionists frequently suffer significant levels of anxiety, doubt, and worry, particularly when they set extremely difficult goals for themselves that they cannot meet. Rather than celebrating their accomplishments, a perfectionist would focus on areas where they could have done better.

C. The Natural Genius 

Natural geniuses can learn many new talents quickly and readily, but when faced with a difficult goal, they may feel ashamed and inadequate.

D. The Soloist

The soloist is a dedicated individualist who wants to work independently. The soloist may be afraid that asking for help will expose their inadequacy. They may refuse and discourage help in order to show their self-worth.

E. The Superhero 

The superhero frequently shines because  of tremendous effort and overwork. This person is more prone to burnout, which impacts physical and mental health and interpersonal relationships.

How to Overcome Imposter Syndrome?

Forbes Coaches Council shares 15 ways to deal with imposter syndrome. Let’s discuss them one by one.

#1 Never go away from the reality

The first step to getting over imposter syndrome is to become aware of your negative beliefs. You know, the ones where you assume your coworkers think you’re stupid and take every scowl or lack of lunch invitations as confirmation of that truth.

When this type of thinking arises, it is critical to acknowledge it as a thought rather than a fact. Rather than getting drawn into negative thinking, make it a self-affirming statement.

Our emotional state impacts our perception. If you’re worried about a tight deadline or a difficult assignment, worry and self-doubt may be your go-to emotions. You must accurately notice your own feelings and triggers in order to develop effective coping techniques.

#2 Understand your strengths and weaknesses

It’s easy to become so preoccupied with your to-do list, overflowing emails, blunders, and flaws that you overlook your own talents and accomplishments. Make another list, this time of all the abilities and accomplishments that make you particularly qualified for your job, so it’s at the forefront of your mind when you’re having a terrible day.

Another technique to protect yourself from negative thinking is to keep a work notebook in which you record any good comments you receive. According to Steve Pritchard, a human resources consultant for the clothing brand Ben Sherman, creating an email folder to organize all the positive emails you receive from colleagues and clients is a good idea.

#3 Create a support network to get over imposter syndrome

The worst thing that people suffering from imposter syndrome can do is isolate themselves from honest and affirming comments from others. But that doesn’t help much. Instead, work hard to develop relationships with your coworkers so that you have somebody to go to lunch with and count on for advice, especially as a newbie.

Another relationship you should cultivate is with your boss. Don’t wait until your yearly performance evaluation to acquire your boss’s opinion on your job. Inquire about what you’ve done well and what you could improve on.

It is normal to not know everything whenstarting a new job or a new career. Managers value someone who is curious, eager to learn, and asks insightful questions.

Once you’ve established a trustworthy network, you won’t be hesitant to seek advice from your coworkers if you’re unclear on how to approach a task. Instead of being stuck and feeling like an imposter, seek assistance if you are unsure what to do.

#4 Gather as much knowledge as possible

Overcoming imposter syndrome will not happen quickly, but there are definite steps you can take to avoid it. Do you know the expression “knowledge is power?” That is correct. The more you understand about your job and industry, as well as your professional development, the more power you will have at your disposal. And when you have power, you won’t allow imposter syndrome to hold you back any longer.

#5 Find ways to boost yourself on your own

“Nothing succeeds like success,” they say. You can regain your confidence by recalling all the ways you’ve made a difference. List your most significant achievements. Where have you made an impact? When was the last time you contributed significantly? What was your most recent big win? This will assist you in seeing yourself as others view you—as a valuable contributor who deserves to be in the room.

#6 Look for a mentor

At some point in their work, everyone finds themselves in a new scenario. Finding a competent mentor who has experienced it before can make all the difference. As an experienced person, the mentor can offer strategic ideas, support, encouragement, and constructive criticism based on their own experience, as well as act as a sounding board.

#7 Develop Self-Awareness

To begin, boost your confidence by not succumbing to impostor syndrome. By increasing your self-awareness, you can detect the early signals of impostor syndrome in your thoughts and replace them with confidence-building notions. Without a high level of self-awareness, self-defeating thoughts will invade and take over your mind before you know it. 

#8 Look for Confidence Outside of the Workplace

Everyone may boost their confidence in a variety of ways, not only at work. They can participate in extracurricular activities through professional organizations, children’s sports, nonprofits, and so on. They can establish teams, hone their leadership skills, and acquire confidence by organizing and directing programs, initiatives, and events. These abilities translate nicely back into the workplace.

#9 Acknowledge the feelings, validate them, & then let them go

Just because your interpretations of an incident are stories (rather than facts) does not invalidate your sentiments. Ignoring your emotions isn’t the answer to overcoming imposter syndrome. Rather, the best method to combat this sensation is to accept that you’re feeling bad, verify that it’s okay, and then let those sentiments go if they’re unfounded.

#10 Face it

Sometimes confronting imposter syndrome is the best way to combat it. Celebrate the next time you feel you’ve performed something well! Share your accomplishment with your team if you feel comfortable doing so.

When you accomplish an excellent job, it does not confine you to doing this. Make a list of the traits and skills you have. These can be specific to your role, such as being an excellent salesperson, or more general to who you are, such as always being available to your team members.

What Must Organizations do to Avoid Employees Experiencing Imposter Syndrome?

  • Employers must promote affirmation and recognize achievements in the workplace.
  • Create an inclusive culture in which people feel safe speaking up without fear of being labeled as inept.
  • Show your staff what it’s like to work as a human being by demonstrating good stress management, self-compassion, and empathy.

The Upside of Imposter Syndrome

There are a number of existing recommendations to help workers try to overcome their imposter syndrome feelings. However, an article titled “The Hidden Uupside of Imposter Syndrome” on the BBC shows that the true purpose should be to challenge the underlying belief that imposter syndrome is harmful.

The article further states that imposters can surpass their non-imposter peers in interpersonal skills by leaning into emotions of inadequacy. Instead of resisting or overcoming imposter syndrome in the workplace, they put extra effort into communication, which ultimately benefits them in the long run.

Frequently Asked Questions

Q1. What is an example of imposter syndrome?

Here is an example of what it’s like to experience imposter syndrome: You’ve been in a certain role for a few months, but when others refer to you by your formal title, you feel like a phony since you haven’t mastered it.

Q2. How do I stop feeling like an imposter at work?

Discuss it. There is no award for coping with imposter syndrome alone, so seek help from reliable friends or coworkers. Many people suffer from impostor syndrome, although it is usually kept a secret. Use those in your trusted circle as sounding boards for your own impostor beliefs.

Q3. Should I tell my boss that I have imposter syndrome?

According to a recent HubSpot study, 69% of employees who suffer from imposter syndrome seek positive and useful comments about their performance. Speaking with your boss/manager can assist you in working toward your goals and breaking them down into small tasks to tackle one at a time.

Q4. What triggers imposter syndrome?

Imposter syndrome is most likely caused by a combination of variables, including personality qualities and family history. According to one idea, imposter syndrome is found in households that place high importance on accomplishment above all else.

Q5. How do you treat someone with imposter syndrome?

First, validate your coworkers/employees as human beings with inherent worth and accept them unconditionally. Second, acknowledge and applaud their accomplishments.

Subscribe To The Engagedly Newsletter 

How to Integrate Your DEI Strategy into Your Business

Do you want to create a workspace where every individual feels empowered? DEI might be the way to go. It helps you build a safe, happy workplace where everyone feels like they belong. In today’s evolving business landscape, Diversity, Equity, and Inclusion are the parameters human resource management must employ in their daily routine. It has become the key indicator to identify the most supportive and progressive companies. 

A recent survey has reported that 81% of employees check out the company’s vision for DEI before applying for a job. Hence, crafting a robust DEI strategy is imperative for businesses across various domains. It positions the organization at the forefront of every candidate’s consideration and propels the company to outperform its competitors.

Read on to learn how to incorporate diversity, equity, and inclusion into your business practices!

What is DEI?

Diversity, Equity, and Inclusion (DEI) is a framework within an organization that encourages the fairness and complete participation of all individuals in the business.

  • Diversity – Eliminating differences between people in the aspect of gender, age, nationality, religion, identity, disability, and more
  • Equity – A concept acknowledging certain factors are privileges for some and hindrances for others
  • Inclusion – A culture where every employee feels accepted, seen, and valued

Drafting a holistic DEI strategy is now integral to every business’s progress and success. The plan also helps businesses enhance employee experience, eliminating any obstacles employees face in their workplace. 

How to Implement DEI Strategies in the Workplace?

How to integrate DEI into your business strategyMore companies are seeking ways to sustain DEI in their workspaces, and for good reasons. From diversity in the recruiting process to manifesting gender pronouns, there are numerous ways to implement DEI strategies into your business practices. Here, we have listed six effective ways to help you create a DEI-safe workplace environment.

A. Define goals for the DEI strategy

The initial step in implementing a DEI strategy in your workplace is to clearly define and set goals. Identifying specific, measurable objectives is crucial. Some common goals with significant impact may include:

  • Promoting unbiased representation of employees at multiple levels in the company
  • Providing training and promotion opportunities for marginalized and underrepresented groups
  • Employing equity in the workplace culture practices regarding promotion, salary, and more

B. Harness diversity in the hiring process

Fostering a diverse and equitable hiring approach should encompass a range of abilities, genders, skills, ethnicities, and individuals from all identities. The strategy aims to minimize biases and actively support candidates from underrepresented groups. Establishing such an inclusive workforce within an equitable environment not only allows individuals to shine but also contributes to enhancing your bottom line.

C. Get feedback from Employees

In today’s DEI-emphasized corporate landscape, every organization should acknowledge the significance of diversity, equity, and inclusion. Consequently, engaging with your employees to gather feedback on every aspect of your business at the appropriate times becomes imperative. This approach facilitates the creation of a more inclusive workspace, informed by the perspectives of those for whom the strategy is implemented and who are most impacted by it. By doing so, you can establish comprehensive diversity policies, fostering open communication and improving practices within the workforce.

D. Encourage collaboration

Promoting teamwork with people from diverse backgrounds results in a better learning experience. Collaboration in the workplace ensures inclusion and workforce diversity. It will help you build a centralized community in the office, making everyone feel valued. Moreover, you can drive commitments to DEI by getting employees at every level involved to make long-lasting changes.

E. Reinforce DEI with training programs

Employees play a crucial role in fostering a more inclusive workplace by adapting their habits, mindsets, and behaviors. Organizing a comprehensive training program becomes instrumental in raising awareness and actively promoting Diversity, Equity, and Inclusion (DEI). This program should encompass themes such as thinking and acting inclusively, managing unconscious bias, and preventing stereotypical judgments and microaggressions.

F. Drive communication and recognition

Employees feel safe and confident enough to speak up and engage when organizations encourage open communication at all levels. In addition, recognizing employee performance and celebrating the success of individuals, teams, and the entire organization also helps. This effort should ensure that appreciation does not go to certain classes or backgrounds of employees; instead, recognition should be based on merit and performance.

How does DEI Inspire Your Business Strategy?

Across the board, diversity and inclusion in the workplace influence the growth of employers and employees positively. Let’s explore how DEI inspires your business strategy and results in successful outcomes.

A. Expanded reach and customer base

DEI strategy is imperative for your business as it aids in expanding your market reach and achieving a broader customer base. Embracing workforce diversity allows you to understand the needs of diverse customer groups.

Inclusion in the workplace, both internally and externally, will create trust and loyalty among consumers, despite their various backgrounds. Your commitment to DEI will make your potential customers feel valued, respected, and heard. This will ultimately foster brand loyalty and drive excellent business growth.

B. Better talent acquisition and retention

The process of attracting and retaining top talent is vital to ensuring the long-term growth of your organization. In a competitive market, job seekers actively seek out high-performing companies that prioritize workforce diversity. Simply put, it will promote a sense of belonging, boost productivity, and reduce turnover rates.

According to a survey by Better Up, organizations championing Diversity, Equity, and Inclusion (DEI) initiatives witness a 56% increase in job performance, a 50% decrease in turnover, and a 75% decrease in sick days among employees. Embracing a DEI strategy not only enhances financial performance but also significantly contributes to increased employee engagement and improved retention rates.

C. Promotes global competence

Businesses in today’s world are interconnected to keep up with the pace of global marketing. Cultural complexity and communication skills are vital to success in any international venture. Boston Consulting Group has found that organizations with a DEI strategy have witnessed over 19% higher revenue with more engaged employees.

Integrating DEI strategy into your business practices will enable you to navigate through these cross-cultural events, build meaningful relationships, and adapt your services or products to diverse markets.

D. Alleviation of risk and reputation management

Ignoring the importance of DEI strategy may adversely affect your organization’s bottom line. In the age of digital media and increased public awareness, supporting discriminatory practices can cause potential reputational damage to an organization.

However, opting for equity and inclusion in the workplace helps reduce the risk of a negative reputation. Proactively implementing workplace diversity and inclusion will protect your brand image in the market and position you as a responsible corporate leader.

Summing Up

The societal landscape is continually evolving, marked by significant shifts and an increased emphasis on equality and inclusion in the workplace. The paramount goal of establishing a Diversity, Equity, and Inclusion (DEI)-inclusive environment is to embrace every background, culture, and perspective. Beyond moral and ethical considerations, businesses recognize that DEI yields diverse predictive insights in both employee and customer aspects.

At Engagedly, we understand the complex challenges of implementing the DEI strategy into your business practices. With extensive experience and knowledge, our team offers customized solutions to help you navigate this essential journey. We offer training and guidance to assist your organization and employees in embracing diversity, instilling equity, and fostering inclusion, thereby unlocking the numerous benefits it brings.

Talent Management

Frequently Asked Questions

  • How do you implement DEI in a company?

While implementing DEI initiatives, every step requires adequate preparation time for success. The necessary steps include analyzing the starting point, defining goals, choosing the chief diversity officer as a leader, assessing resources, and measuring success.

  • Why should organizations focus on DEI strategy?

Experts have revealed that the DEI strategy has the potential to increase sales revenue and profits and improve the customer base. Diversity, equity, and inclusion (DEI) is the right thing to do to promote a better workspace for employees.

  • What are the benefits of implementing DEI initiatives in the organization?

Implementing Diversity, Equity, and Inclusion (DEI) initiatives in an organization yields numerous benefits, including enhanced employee performance, reduced turnover, improved innovation, increased customer satisfaction, and strengthened organizational reputation. Additionally, DEI fosters a more inclusive and equitable workplace, contributing to overall business success.

Subscribe To The Engagedly Newsletter 

Future of Work and DEI in the Workplace Today – Engagedly

A study by Forbes reveals that companies ranking high in gender diversity outperform their competition by 15%. The results get even better for companies that practice ethnic diversity (employees from various cultural and diverse backgrounds). They showcase performance that is 35% higher than their competitors.

Till now, many organizations have considered DEIB as a part of compliance and primarily engage in these efforts to avoid legal challenges. However, today’s businesses have begun to understand that embracing diversity is a moral imperative and pivotal to their bottom line. 

This blog delves into the critical significance of embracing Diversity, Equity, and Inclusion (DEI) in the workplace, exploring its future outlook in 2024. 

Also read: Building Diversity and Inclusion In Your Workplace

Diversity and Inclusion in the Workplace

Workplace diversity encompasses the inclusion of individuals from diverse racial, ethnic, and cultural backgrounds, extending beyond gender, social status, and ethnicity. It signifies a commitment to fostering an environment where everyone is respected and valued.

Additionally, an inclusion program cultivates a workplace culture that prioritizes respect, acceptance, and value for every employee. This practice encourages mutual respect, amplifies diverse voices, and invests in the personal and professional growth of all employees.

A survey by Valuvox across 11 Indian cities found that 77% of business owners believe that not prioritizing Diversity, Inclusion, and Belonging (DI&B) could negatively impact their organization’s growth and performance. With today’s workplace reinventing itself, it wouldn’t be wrong to say that diversity, equity, and inclusion will become more than buzzwords in the coming years. They will be integral to building a healthy and prosperous workplace culture.

In addition to making everyone feel good, a diverse and inclusive workplace helps businesses find top talent, expand into new markets, and develop truly innovative ideas!

Also read: Diversity vs Inclusion in the Workplace: What’s the Difference

What is the Future of DEI in the Modern Workplace?

Future of DEI in the workplaceStudies show that a diverse workforce often performs better than their less diverse counterparts. A Gartner report suggests that nearly 75% of businesses with decision-making from diverse­ and inclusive backgrounds surpass their financial goals. The research further concluded that teams e­mbracing gender diversity and inclusion outperform te­ams with less diversity by 50%, on average­.

A company’s commitment to DEI can result in even more benefits than just propelling revenue and building effective teams. Implementing effective diversity, equity, and inclusion workplace practices also helps organizations gain an edge over competitors by targeting a vast talent pool and fostering innovation. 

Also read: How To Build A Workplace Culture That Works For Your Organization

However, with today’s workforce transitioning to hybrid work models, businesses must create a respectful work environment that aligns the culture and values of employees with those of the organization. Below are seven effective ways to make your organization future-ready for DEI.

7 Ways to Make Your Organization Future-Ready for DEI

As businesses formulate distinctive growth strategies in the aftermath of recent challenges, here are a few ways to make your workplace future-ready with a robust DEI program for tomorrow.

1. Use the power of storytelling

When individuals narrate their stories, it helps them connect with other people. Storytelling can be an integral part of every culture. To make the workplace inclusive and authentic, employees must communicate their stories and be willing to engage in open dialogue in their personal and professional lives. Employers must provide a safe platform where workers can get to know one another.

Also read: How Internal Communications Can Align Your Employees with Organizational Goals?

2. Mitigate unconscious bias

Organizations willing to start their DEI journey must begin by identifying and naming the types of biases that are most likely to occur. Managing these unconscious biases (for example, stereotyping an individual based on previous incidents or experience) can only be achieved by focusing on changing systems and not only individuals. 

Employers must educate their employees about correcting one’s unconscious prejudice. Hiring a DE&I consultant to educate a company on inclusion, sensitivity training, and unconscious bias can be a smart initiative. Although the process requires steady yet continuous education, the time and effort are well worth it. 

Also read: 9 Ways To Tackle Unconscious Bias At Work

3. Build an inclusive recruitment strategy

Making the hiring process inclusive increases the potential of your business, fosters a productive team, and contributes to the community. Here’s how businesses may integrate inclusion strategies into their hiring practices:

  • Hiring managers and HR professionals should be trained to select, evaluate, and retain diverse employees.
  • Expand your resource base by encompassing a wider range of populations and talent pools.
  • Establish fair screening and shortlisting procedures.Take the help of employee resource groups (ERGs) in hiring/interviewing.

4. Provide safe spaces for employees

Being an inclusive workplace also means respecting employees’ privacy and security. For instance, gendered restrooms may cause discomfort for transgender and gender-nonconforming personnel.

On a larger scale, inclusive settings may be created by simply socializing. Provide opportunities for employees to interact with one another by hosting team lunches and other casual events. The business can create a network or support group for employees inside the office to help them connect with others and share their experiences.

Giving workers a forum and networking opportunities creates a secure, welcoming atmosphere where they can start dialogues and discuss issues significant to their community.

Also read: How To Make Your Workplace Disability-Friendly?

5. Approach employee resource groups (ERGs).

ERGs are all about bringing together people with similar backgrounds or interests. They usually concentrate on “mainstream” groups, including the LGBTQ+ community, Black people, Asian Americans, and others. However, businesses should also consider ERGs for other groups, such as single parents, persons with disabilities, and parents of children with disabilities.

Also read: Diversity and Inclusion In The Workplace: Benefits

6. Invest in technology to promote DEIB

As remote and hybrid work cultures, virtual reality, and artificial intelligence become more common, businesses are developing innovative ideas to promote DEIB. For instance, several large firms, including Walmart, Ford, and Coca-Cola, are utilizing virtual reality technology to assist employees in seeing many points of view and comprehending how their actions affect others.

Investing in technology that monitors remote work cultures can also help employee engagement. For example, new mothers who find it too early to return to the office due to personal distress can resume working from home after maternity leave. This will help the mother care for her child and help the business retain talent.

Also read: How AI is Enabling Cloud-based SaaS Applications for Remote Work

7. Prioritize training and development

For a firm to expand and succeed sustainably, talent development is essential. To develop the potential of their personnel and create inclusive work cultures, businesses need to invest more in training and development. It is crucial to offer ongoing learning opportunities about empathy, communication, giving and receiving feedback, building trust, psychological safety, being an upstander, and everything else that goes into fostering a respectful workplace culture.

Summing Up

While studies have consistently demonstrated the competitive edge of companies with DEI strategies, recent times underscore the critical need for global egalitarianism and interconnectedness. Organizations fostering a robust DEI culture not only navigate pandemic-related challenges more effectively but also stand out prominently, aligning with the growing emphasis placed by workers and regulators on the value of diversity, equity, and inclusion.

Driving organizational growth while implementing an impactful DEI can be challenging, but far from impossible. It requires strategic focus and effort, just like any other business imperative. If you plan to best use your diversity, equity, and inclusion budget and gauge its impact on organizational performance, consider an integrated performance management solution. Engagedly is a cloud-based integrated performance management tool that assists in drafting transparent performance measurement strategies and managing your diverse workforce efficiently.

Performance Management Tool

Frequently Asked Questions

Q1. What are the key focusing areas while setting future budgets for diversity and inclusion programs?

A company must identify the following workplace diversities: cultural diversity, racial diversity, gender diversity, physical disabilities, and diversity in interests.

Q2. What is the difference between equity and equality?

While equity refers to universal fairness, equality advocates uniformity. In an environment where equality is valued, it is considered that everyone is starting from the same position.

On the other hand, equity is a workplace practice that ensures optimal access and opportunity for all people, with a prime focus on promoting policies and practices that benefit everyone across the organization. Equity recognizes the different situations, backgrounds, and issues affecting some of us more than others and strives to establish policies that are fair to them and everyone else.

Q3. What are some of the challenges of DEI in the workplace?

Transparency, senior leadership, budget limitations, and insufficient benchmarks for comparing the program’s effectiveness are some of the major challenges of DEI in the workplace.

Subscribe To The Engagedly Newsletter

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 

Women leaders in the workplaceAs 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.

Also read: How To Add More Women in Leadership Roles

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.

Subscribe To The Engagedly Newsletter 

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? 

employee burnout in healthcare industryBurnout 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:

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. 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.
  10. 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.
  11. 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. 


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.

Subscribe To The Engagedly Newsletter 

How To Set Meaningful DEI Metrics?

Creating a diverse, equitable, and inclusive workplace has become a top priority for organizations worldwide. Numerous studies have shown that investing in diversity, equity, and inclusion (DEI) can lead to improved financial performance, innovation, and employee engagement.

To accelerate progress and drive meaningful change, organizations must focus on setting and tracking meaningful DEI metrics. These metrics can help identify gaps, measure the effectiveness of DEI initiatives, and ensure accountability.

What are DEI metrics?

Diversity, equity, and inclusion (DEI) metrics are quantitative and qualitative measurements used to assess an organization’s progress toward creating a more inclusive and equitable work environment. These metrics can encompass various aspects of workforce diversity, such as gender, race, ethnicity, age, sexual orientation, and disabilities, as well as evaluate policies and practices that promote fairness and equal opportunities.

Setting meaningful DEI metrics is crucial for organizations to effectively address issues related to diversity, equity, and inclusion. 

A McKinsey study in 2020 found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability. 

Furthermore, companies in the top quartile for ethnic and cultural diversity outperformed those in the bottom quartile by 36% in terms of profitability. By establishing clear DEI metrics, organizations can not only improve their financial performance but also enhance employee engagement, foster innovation, and attract top talent.

5 Key Steps in Setting Meaningful DEI Metrics

how to set meaningful DEI metricsTo set meaningful DEI metrics, organizations should follow these key steps:

  1. Assess the current state: Conduct a thorough analysis of the existing workforce and organizational culture to identify gaps and areas for improvement.
  2. Define clear goals: Establish specific, measurable, attainable, relevant, and time-bound (SMART) objectives to address identified gaps.
  3. Select relevant metrics: Choose a mix of quantitative and qualitative metrics that align with the organization’s goals and values.
  4. Collect data: Use various data collection methods, such as surveys, focus groups, and performance reviews, to gather accurate and unbiased information.
  5. Analyze and track progress: Regularly monitor and analyze the data to evaluate the effectiveness of implemented initiatives and adjust strategies as needed.
  6. Communicate results: Share progress with employees and stakeholders to maintain transparency and foster a culture of continuous improvement.
Also read: Best Employee Recognition Ideas For 2024

1. Understanding the Landscape

A. Identifying the current state of DEI in the organization 

Before setting DEI metrics, it is essential to understand the existing landscape of diversity, equity, and inclusion within the organization. This involves gathering data on workforce demographics, representation across different levels and departments, and analyzing existing policies and practices that impact DEI. 

For example, a 2021 study by McKinsey & Company revealed that women held only 24% of C-suite positions, while people of color occupied just 21% of these roles.

B. Analyzing the data to understand

Once data is collected, organizations should analyze it to evaluate their current DEI status. This involves comparing the organization’s workforce demographics with industry benchmarks, regional demographics, or best practices from similar organizations. 

For instance, the World Economic Forum’s 2020 Global Gender Gap Report found that it would take 99.5 years to close the gender gap in the global workforce, highlighting the need for more proactive measures to promote gender equity.

C. Conducting surveys or focus groups to identify areas for improvement 

In addition to demographic data, organizations should also gather qualitative information to gain insights into employee experiences and perceptions of the workplace culture. This can be achieved through surveys or focus groups that focus on topics such as inclusion, fairness, and opportunities for growth. 

For example, Google’s 2014 internal study, Project Aristotle, found that psychological safety, a sense of belonging, and being able to take risks without fear of retribution were among the most critical factors for team success. By conducting such research, organizations can better understand areas for improvement and design targeted initiatives to address DEI challenges.

Also read: Top 20 Essential Pulse Survey Questions You Should Ask in 2024

2. Setting Clear and Measurable Goals

A. Identifying specific and measurable goals 

To create a more inclusive and equitable work environment, organizations must establish specific and measurable goals that align with their values and culture. For instance, Intel set a goal in 2015 to achieve full representation of women and underrepresented minorities in their U.S. workforce by 2020. By setting clear objectives, organizations can ensure that their DEI initiatives are targeted and focused, leading to tangible improvements.

B. Defining clear timelines and targets to achieve the goals

Defining clear timelines and targets is essential for tracking progress and maintaining momentum. These targets should be specific, measurable, attainable, relevant, and time-bound (SMART). 

For example, Salesforce announced its Racial Equality and Justice Task Force in 2020, with a goal to increase the representation of black employees in the U.S. workforce by 50% by 2023. By setting a clear deadline, organizations can ensure accountability and commitment to achieving their DEI objectives.

C. Assigning accountability for achieving the goals 

Assigning responsibility for achieving DEI goals is crucial for ensuring progress and fostering a culture of accountability. This can involve assigning specific individuals or teams the responsibility of driving DEI initiatives and holding them accountable for the outcomes. 

For example, Johnson & Johnson created the position of Chief Diversity, Equity, and Inclusion Officer to oversee the implementation of DEI initiatives across the organization. By establishing clear lines of accountability, organizations can ensure that their DEI goals are prioritized and actively pursued.

3. Identifying the Appropriate Metrics

A. Selecting metrics that are relevant and align with the organization’s DEI goals

Choosing the right metrics is essential for effectively measuring progress and evaluating the impact of DEI initiatives. Organizations should select metrics that are relevant to their specific DEI goals and reflect the unique aspects of their workforce and industry. 

For example, Accenture set a goal to achieve a gender-balanced workforce by 2025, and they track the percentage of women at different levels within the organization to monitor their progress.

B. Ensuring that the metrics are measurable, meaningful, and actionable 

It is vital to ensure that the chosen metrics are not only measurable but also meaningful and actionable. This means that the metrics should provide insights that can be used to drive improvements in DEI initiatives. 

For instance, the Harvard Business Review suggests measuring inclusion by tracking employee engagement and satisfaction scores and comparing them across different demographic groups to identify any disparities. By choosing metrics that offer valuable insights, organizations can take targeted actions to address identified gaps and drive meaningful change.

C. Choosing metrics that reflect the diversity of the workforce and address any disparities 

To effectively promote diversity, equity, and inclusion, organizations should select metrics that represent the multifaceted nature of their workforce and address any disparities. This can involve tracking a combination of quantitative metrics, such as representation across different levels and departments, and qualitative metrics, like employee perceptions of fairness and inclusivity. 

For example, Deloitte measures the impact of their DEI initiatives using a Diversity and Inclusion Index, which combines various quantitative and qualitative metrics to provide a comprehensive picture of their progress. By adopting a holistic approach to measuring DEI, organizations can better understand the nuances of their workforce and create more inclusive environments.

Also read: Building a Culture of Accountability: The Role of Talent Management Software

4. Developing and Implementing DEI Metrics

A. Creating a framework for tracking and reporting on DEI metrics 

To effectively track diversity and report on DEI metrics, organizations should establish a framework that outlines the key metrics, data collection methods, and reporting frequency. 

For example, Adobe uses its annual Adobe For All Report to share its progress on diversity and inclusion metrics, which provides transparency and demonstrates the company’s commitment to fostering an inclusive culture

By creating a structured approach, organizations can ensure that DEI metrics are consistently monitored and evaluated.

B. Developing a communication plan 

A well-structured communication plan is crucial for raising awareness of DEI metrics and their significance within the organization. This can involve sharing the metrics through internal channels  such as newsletters, company-wide meetings, or intranet updates. 

For instance, IBM regularly communicates its diversity and inclusion initiatives and progress through its “Inclusion in Action” series, highlighting the company’s efforts to foster a diverse and inclusive work environment. By keeping employees informed, organizations can cultivate a culture of shared responsibility and commitment to DEI goals.

C. Implementing the metrics and collecting data on a regular basis 

Once the DEI metrics are defined and a framework is in place, organizations should implement the metrics by collecting data regularly. This can involve leveraging existing data sources, such as human resources records, or using new data collection methods like surveys or focus groups. 

For example, Google uses its annual Employee Engagement Survey to gather insights on employee experiences and perceptions of diversity and inclusion. By consistently collecting data, organizations can ensure they have accurate and up-to-date information to track progress and make informed decisions.

D. Analyzing the data to identify areas for improvement and make necessary adjustments 

Regular analysis of the collected data is essential for identifying areas for improvement and making necessary adjustments to DEI initiatives. This can involve comparing the organization’s performance against set targets, industry benchmarks, or best practices to identify any gaps or disparities. 

For example, after discovering a gender pay gap in 2014, Salesforce conducted an annual pay audit and invested over $10.3 million to eliminate it, demonstrating the importance of analyzing data to drive meaningful change. By continuously evaluating DEI metrics, organizations can ensure their initiatives remain effective and impactful.

5. Evaluating and Reporting Progress

Consistent evaluation of progress toward the organization’s DEI goals and metrics is crucial for maintaining momentum and identifying areas for improvement. This can involve setting regular milestones or checkpoints to review the data and assess the effectiveness of the implemented initiatives. 

For example, Unilever conducts an annual review of its DEI progress, which includes tracking representation, pay equity, and employee engagement metrics.

A. Sharing progress updates with employees and stakeholders 

Transparency is key when it comes to reporting progress on DEI goals and metrics. Organizations should share updates with employees and stakeholders, such as board members, investors, and customers, to maintain accountability and demonstrate commitment to fostering a diverse and inclusive work environment. 

For instance, Microsoft publishes an annual Diversity and Inclusion Report that outlines its progress, initiatives, and future goals, ensuring transparency and fostering trust among stakeholders.

B. Celebrating successes and identifying opportunities for improvement 

Recognizing and celebrating successes in achieving DEI goals is vital for reinforcing the organization’s commitment to diversity, equity, and inclusion. This can involve acknowledging individual or team contributions, sharing success stories, and highlighting the positive impact of DEI initiatives. 

For example, Bank of America celebrates its Global Diversity and Inclusion Awards annually, recognizing employees and teams that have made significant contributions to promoting diversity and inclusion within the company. 

At the same time, it’s important to identify areas for improvement and opportunities to drive further progress.

C. Making necessary adjustments to ensure continued progress 

As organizations evaluate their progress, they may need to make adjustments to their DEI initiatives to ensure continued progress. This can involve refining existing goals and metrics, revising strategies, or implementing new initiatives based on the insights gained from the data analysis. 

For example, after identifying a need for greater gender diversity in leadership positions, General Motors introduced its “Take 2” program, which provides training and resources for women re-entering the workforce after a career break. 

By continually adapting and evolving their DEI efforts, organizations can create more inclusive and equitable work environments over time.


Setting meaningful DEI metrics is essential for organizations that are committed to fostering diverse, equitable, and inclusive work environments. By establishing clear, measurable, and actionable goals, organizations can drive positive change, improve employee engagement, enhance innovation, and ultimately achieve better business outcomes. It is crucial for organizations to not only implement these metrics but also continuously evaluate and adjust their DEI initiatives to ensure sustained progress.

Now is the time for organizations to take concrete steps towards implementing meaningful DEI metrics. By understanding the current landscape, setting clear goals, selecting appropriate metrics, and consistently evaluating and reporting on progress, companies can create more inclusive and equitable workplaces that benefit employees, stakeholders, and the organization as a whole.

Engagedly is a powerful platform that can support organizations in their DEI journey by providing tools and resources to implement and track meaningful DEI metrics. 

Frequently Asked Questions

Q1. How do I set meaningful DEI metrics for my organization? 

A: To set meaningful DEI metrics, you should understand your organization’s current DEI landscape, establish clear and measurable goals, select appropriate metrics, create a framework for tracking and reporting, and regularly evaluate and adjust your initiatives based on the data.

Q2. What are some examples of DEI metrics? 

A: Examples of DEI metrics include workforce demographics, representation at different levels and departments, pay equity, employee engagement and satisfaction scores, and employee perceptions of fairness and inclusivity.

Q3. How often should I evaluate and report on DEI metrics? 

A: It’s essential to evaluate and report on DEI metrics regularly, with many organizations opting for annual or biannual assessments. However, the frequency may depend on the organization’s size, industry, and specific DEI goals.

Q4. How can I communicate my organization’s progress on DEI metrics to employees and stakeholders?

A: You can communicate your organization’s progress on DEI metrics through internal channels, such as newsletters, company-wide meetings, or intranet updates, and external channels like annual reports, press releases, or dedicated web pages showcasing your DEI initiatives and progress.

Subscribe To The Engagedly Newsletter 

Next Generation Women Leaders in the world – 2024

The emergence of women’s leadership has become pivotal in today’s corporate world. From leadership roles to senior managers, female leaders can manage every role on the corporate ladder.

When we look into politics as a profession, names like Angela Merkel, Kamala Harris, and Jacinda Ardern are well-known global female leaders whom the entire world knows. The number of women leaders in every sphere is increasing for sure. But, there is still plenty of room for improvement. 

For generations, we have discussed female leadership while focusing primarily on male leadership experience and ignoring the inequalities in the workplace between men and women. Global female leaders continue to overcome persistent gender biases in the workplace and have often emerged as transformative role models. Their arduous ascent to the top enables individuals to develop extraordinarily while motivating others. This provides no room for debate or skepticism regarding the need for more women in leadership positions.

The Reykjavik Index for Leadership, a yearly study that analyzes how men and women are evaluated in terms of their qualifications for positions of power, revealed that confidence in women leaders has decreased significantly over the previous year. It is the first fall in this metric since 2018, when Kantar Public, a data and advice firm for public policy, began collecting data.

Women in Leadership Position Statistics 

women in leadership rolesAccording to a survey undertaken by the Australian economist Conrad Liveris, there are more CEOs named Andrew than female CEOs. In other words, there were more men than women with the same first name leading Australia’s 200 largest companies.

Another survey by aauw.org revealed that just 7.2% of Fortune 500 CEOs in the United States are women, and women hold only 25% of C-suite positions in the top 1000 corporations. These numbers demonstrate that the total number of women leaders in the business sector is negligible compared to that of men.

In G7 nations (Canada, France, Germany, Italy, Japan, UK, and the USA), which represent half of the world’s GDP, 47% of respondents said they would be “very comfortable” with a woman serving as CEO of a large corporation in their country. This is down from 54% a year earlier.

Women in National Parliaments and Executive Government Positions

The percentage of women leaders in national parliaments has increased from 11% in 1995 to 26% in 2017. Only 21% of government ministers were women, with only 14 countries having achieved 50 % or more women in cabinets. With an annual increase of just 0.52 %, gender parity in parliamentary positions will not be achieved before 2077.

Rwanda (61%), Cuba (53%), Nicaragua (53%), and Mexico (50%)are the handful of countries where women leaders have an occupancy of at least 50% in parliament.

If you take Europe in the picture, only 15 European countries have at least 40% of politicians in their parliaments. This number goes down to 5 when you take Latin America, Africa, and the Caribbean into the equation. This number is just 1 for  Asia and the Pacific.

Need to Promote Female Leaders in 2024

Creating an environment conducive to the development of women leaders’ abilities is vital. Despite several efforts to elevate women and place them in positions of authority, the global representation of women in such roles is rather disturbing.

The absence of gender equality in leadership roles not only impedes growth in every field but also has a significant negative impact on the global economy. Therefore, it is necessary to promote women’s leadership. Companies require the greatest leaders, which cannot be met if women are excluded from the recruitment pool. Statistics indicate that women in leadership roles have not yet attained their full potential.

Here is how to promote more women participation to have more global female leaders in 2023.

Also Read: 10 Innovative Employee Engagement Initiatives You Should Try

11 Ways to Promote Female Leaders in 2024

Show support through real actions, not just speech

The most essential factor for women in the workplace is the presence of other female leaders. This will encourage them to believe that success is possible. Additionally, their supervisors play a key role. They should provide structured support for them, such as enrolling them in a leadership program. Often, theory and practice do not go hand in hand. It is crucial that this support be genuine and more than just words.

Don’t undermine their efforts

Give them decency and respect. This may seem obvious, yet coworkers, supervisors, colleagues, and even direct reports are frequently ready to minimize and denigrate the efforts of women. It is time to correct that. Blind performance and goal evaluations are methods for reaching this objective. The second method is to assist teams in becoming more sensitive so that they are more welcoming of ambitious, competitive female managers. 

Stop prejudices against working mothers

We can focus on eliminating prejudices against working mothers. We have frequently witnessed the biases and assumptions made toward women’s job objectives following motherhood. A hiring manager initially assumed I wouldn’t be interested in a global position since many have young children. Working with strong women is as normal as working with anyone else.

Try to understand their needs

To aid female business leaders in the workplace, we must initially comprehend their needs. It is the responsibility of leadership to comprehend what motivates these women and how their current roles contribute to their satisfaction outside of work. There is an excellent chance for managers to assist their team in answering the question “What do I want?”.

Allow women to speak at the table

You must ensure that women are part of the company boardroom meetings. It will make them feel heard and supported. It is normal for women to be interrupted or denied the opportunity to express themselves. Facilitators can assist by establishing ground rules for respectful meeting behavior, utilizing hand-raising, and inviting minority group speakers to offer their perspectives.

Equal compensation & flexibility In the workplace

Pay them equally, and do not prevent women from advancing in their careers because of family obligations. Offering more flexible schedules that fit both personal and professional obligations would be of great assistance in achieving these goals.

Be proactive during the hiring process

Across numerous industry verticals, it is usual to observe that the highest-achieving, most recognized, and top-tier leaders are typically seasoned experts who have learned and developed their talents over the course of their careers. This is accomplished through good training and years of professional experience. Therefore, campus recruiting can aid in the early recruitment of skilled female personnel. It is essential to take such measures to alter these dynamics.

Promote executive mentoring

By allocating female business developers to critical initiatives that increase their visibility within the leadership teams, recognition plays a significant role. Introduce them to C-suite executives inside your firm who are eager to serve as mentors and facilitate their development into future C-suite leaders.

Also Read: How Engagedly Makes Goal Management Easy

Educate your entire workforce about diversity

The participation of employees from diverse backgrounds should be essential for all teams. It is crucial to use inclusive language and have an open dialogue about how the team feels. By promoting a respectful and inclusive environment, leaders should also ensure that their teams receive comprehensive diversity training. 

Arrangements for self-care

Employers should create provisions for women’s self-care. Chevron, a worldwide oil business, provides on-site fitness and self-care facilities at its global locations. Employees are able to take care of themselves during the day without leaving the office. This allows women to achieve balance and maintain their health. It motivates women to assume greater responsibility and results in lower absenteeism among female employees.

Family assistance

The most challenging aspect of being a working woman is maintaining a healthy balance between her home and professional life. Some women are unable to balance the stress of both personal life and work. Businesses should take the necessary steps to provide women with a stress-free atmosphere.

Providing scientific camps, maths sessions, and other evening activities for the children of women employees, in addition to daycare, enables women employees with families to maintain demanding positions without having to worry about leaving their children at home. It removes the need for women to choose between family and career.

Talent Management Software

Subscribe To The Engagedly Newsletter

Most Effective Pulse Questions to Boost Employee Engagement

Employee engagement stands as a cornerstone of successful organizations, contributing to a positive workplace culture, heightened productivity, and increased profitability. Conversely, a lack of engagement can lead to dissatisfaction, demotivation, and disconnection among staff members, forming a detrimental loop. Companies that prioritize employee engagement often experience higher productivity and improved retention rates.

Pulse surveys emerge as a fantastic tool for delving into employees’ perceptions of company culture. By allowing anonymous responses, these surveys create a platform for candid opinions, offering valuable insights into experiences, concerns, recommendations, and sentiments within the workforce.

Consistently gathering employee data through pulse surveys helps identify patterns in engagement, contributing to the creation of an outstanding workplace. To strike a fair balance between employee needs and valuable business insights, it’s essential to carefully craft pulse survey questions that evaluate staff management and engagement effectively. In this exploration, we’ll closely examine the benefits of employee engagement and delve into the creation of insightful pulse survey questions for evaluating staff management.

Employee Engagement – What Is It?

pulse survey questions to boost employee engagement.Employee engagement encompasses both the mental and professional dedication employees have towards their work, teams, and workplace. At its core, a successful employee engagement strategy is built on effective communication and trust between employees and employers. This goes beyond mere involvement; it involves a deep emotional commitment, alignment with the company’s ideals and goals, and a genuine desire to contribute to the overall success of the organization.

When employees are engaged and motivated, your company experiences heightened productivity and achieves its objectives more efficiently. Moreover, engaged and empowered employees tend to exhibit greater loyalty, leading to reduced turnover and associated recruiting and training costs.

An engaged worker is not just present at work but also attentive, motivated, and goes above and beyond their role. They take pride in their work and are dedicated to advancing the organization’s objectives and core principles.

Why Is Employee Engagement Important?

Employee engagement affects clients, coworkers, supervisors, and other elements of a firm, from building a strong corporate culture to providing superior customer experiences. Let’s discuss the advantages of employee engagement.

  • Higher Productivity

It should come as no surprise that workers who enjoy their jobs put in greater effort, and their employers benefit. However, engaging employees involves more than just offering them great compensation and benefits; it also entails giving them a sense of purpose, a supportive culture, and advancement opportunities.

Employee engagement enhances employees’ overall productivity. Making employees understand how they contribute to the business strategy and objectives is key to ensuring employee engagement. Employees are likelier to put in extra effort when they know their work matters and that their employer values them.

  • Enhances Employee Retention

Employees are more inclined to stay with a company when they feel that their management is supportive. Retention management holds a crucial focus for many organizations because the departure of valuable employees often triggers a domino effect. Implementing effective employee engagement strategies can fortify retention efforts, ensuring that top-performing individuals not only stay but also remain content and loyal.

  • Increases Profitability

Companies boasting engaged workforces consistently outperform those with disengaged counterparts, reaping benefits such as heightened productivity, elevated customer service standards, and improved employee retention. The impact of engagement extends across various critical areas, including customer satisfaction, employee loyalty, productivity, safety, and absenteeism.

Beyond these immediate advantages, employee engagement becomes a catalyst for innovation and adaptability, crucial components for sustained long-term profitability. Employees who feel appreciated and satisfied contribute more productively. Notably, a substantial 21% increase in profitability can be attributed to a deliberate focus on enhancing employee engagement.

  • Increases Employee Initiative

One of the significant advantages of employee engagement for managers is the cultivation of a self-directed work style. Engaged employees naturally assume leadership roles, actively seeking ways to enhance both their work and personal performance. These self-driven individuals consistently deliver their best efforts without the need for external prompting, readily offering solutions to challenges and developing innovative methods. Their intrinsic motivation stems from a genuine passion for their roles and a drive to succeed.

This proactive employee initiative and empowerment allow managers to focus more on their executive responsibilities, diverting less time towards coaching or influencing staff members. Furthermore, these qualities play a pivotal role in encouraging succession planning and facilitating more effective performance evaluations.

free e10 Survey
Also Read:  7 Ways to Address Your Industry’s Skills Shortage Using Talent Management Software

Pulse Questions to Boost Employee Engagement in the Workplace

Asking the appropriate questions is important for maximizing the effectiveness of your pulse surveys. It can assist you in concentrating on the problems that require your attention.

We have compiled some sample pulse survey questions for you to use as inspiration. Some effective pulse questions to boost employee engagement are:

  • Questions on Employee Experience

The first step in enhancing employee engagement is understanding the factors influencing it. Using the following pulse survey questions, you can establish a baseline for how your employees should feel about their present working conditions.

  1. Do you believe that the business values your effort and contributions?
  2. How likely will you tell your friends, family, or others about this business?
  3. Do you dislike anything about your job?
  4. How frequently do you feel stressed or burned out at work?
  5. Do you feel that your employment is essential and fulfilling?
  6. Does the organization offer sufficient job security?
  • Questions on Employee Happiness

Thriving teams and successful businesses are rooted in the satisfaction of their employees. Managers wield significant influence in uniting teams and fostering individual happiness and a sense of belonging. Given that individuals dedicate a third of their day to work, cultivating a joyful workplace significantly enhances employee happiness levels and contributes to overall mental well-being.

It’s equally crucial to identify any potential problem areas that might contribute to unfavorable perceptions among employees about the company. To assess the contentment of your employees, consider using the following questions:

  1. Are you satisfied with your current job profile?
  2. Do you believe you have prospects to advance and grow within the business?
  • Questions to Employee Involvement

It’s essential for you, as a manager, to find out what your team members need to feel more committed to their work. It makes them feel heard and valued, increasing employee engagement. The following questions can help you:

  1. Do you want to work on any particular projects?
  2. Do you want your manager to give you more or less instruction/feedback?
  3. Do you have any suggestions for improving our team culture?
  4. What would you improve about the team if you were in my position?
  • Questions on Work Priority

It is important to determine how your staff members define and prioritize their tasks and how they feel about their productivity. By inquiring about priorities, you demonstrate a sincere interest in each team member’s skill. When you invest time and resources in your staff, they respond by investing in the business.

  1. What are your current top priorities?
  2. What do you want to focus on more?
  3. What activities would you wish to spend fewer work hours on?
  4. How do you set your week’s schedule?
  5. Should the organization provide programs, resources, or tools to make you more productive?
  • Other Questions to Boost Employee Engagement 

Apart from the ones mentioned, other effective employee survey questions to boost engagement are:

  1. Do you think the business values inclusivity and diversity?
  2. How effectively do you believe the business addresses employee feedback?
  3. Do you feel that your employment offers you enough freedom?
  4. How frequently are you praised or recognized for your work?
  5. Is the business open about its aims and objectives?
  6. What do you think of the business’s commitment to work-life balance?
  7. How effectively do you believe the business supports its employees’ mental health and well-being?
  8. How often do you feel that your opinions and recommendations are considered?
  9. Is the company’s performance review procedure reasonable and efficient?
Also Read: Employee Turnover Rate By Industry

Summing Up

The insights derived from your employee pulse survey are valuable for creating engagement strategies. The initial indicator of your team’s well-being is its overall engagement score. Delving into essential metrics and sub-metric scores allows you to pinpoint areas of excellence and those that may need attention. Pulse surveys serve as a dynamic tool for monitoring patterns and changes in the data, enabling you to strategically direct your attention to key areas for improvement.

Capture the insights of your workforce using a robust employee performance management tool like Engagedly. Our platform prioritizes anonymity in surveys, fostering an environment where workers can comfortably provide open feedback. Whether you’re a small or large enterprise, we tailor our services to meet all your needs. Curious to learn more? Get in touch for a hands-on demonstration of how Engagedly can revolutionize your business culture!

Talent Management Software

Frequently Asked Questions

Q1. How often should I conduct a pulse survey? 

Pulse surveys must be conducted frequently, like once a week, once every month, or once every three months. However, you will decide the precise frequency because it will rely on your objectives, target audience, and the promptness of the required feedback.

Q2. How many questions must be included in a pulse survey? 

Pulse surveys normally have 5-15 questions, but you can add a couple more if you prefer multiple-choice responses over written ones since they are quicker to fill. In any event, you don’t want people to find your pulse surveys burdensome. Keep it brief, straightforward, and to the point to get genuine responses.

Q3. Is pulse survey effective?

The pulse survey effectively gathers insightful data and promotes beneficial changes within businesses. With pulse surveys, employees can give feedback more frequently, allowing employers to stay updated on the most recent issues and challenges and respond to that feedback more swiftly.

Subscribe To The Engagedly Newsletter 

Top 20 Essential Pulse Survey Questions You Should Ask in 2024

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

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

What Are Pulse Surveys?

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

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

Top 20 Essential Pulse Survey Questions 

Employees can score or provide genuine feedback on a few targeted pulse check questions in pulse surveys. Here are some examples of the top pulse survey questions in 2024 you can use to gain insights into your workforce:

Questions About Employee Satisfaction

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

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

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

Questions on Inclusion and Diversity

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

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

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

Questions on Communication

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

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

Questions on Company Culture

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

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

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

Questions on Work-Life Balance 

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

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

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

Questions on Leadership 

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

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

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

Summing Up 

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

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

Frequently Asked Questions

Q1. What characteristics distinguish a quality pulse survey? 

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

Q2. How is a pulse survey taken? 

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

Q3. What benefits does a pulse survey offer?

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

Subscribe To The Engagedly Newsletter

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

How lack of communication affects team collaborationLack 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.


  • 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

Remote work challenges affecting team collaborationAs 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.


  • 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.


  • 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.


  • 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. 


  • 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. 

Talent Management Software

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.

Subscribe To The Engagedly Newsletter

How To Promote Mental Health Support in the Workplace

There’s no denying the fact that the workplace plays a key role in an employee’s health and welfare. Apart from the monetary benefits, a job contributes to the purpose of our life and social well-being. It offers a sense of identity, boosts self-esteem, and offers a platform for social interactions. However, a toxic work environment can have the opposite impact. It can take a heavy toll on our mental and physical health.

A report by WHO reveals that nearly 12 billion working days are lost yearly to depression and anxiety. What’s more disturbing is that in some countries, nearly 48% of the working population suffers from mental health issues.

It is not just the employee’s mental health that gets affected due to a negative work environment. Poor mental health can significantly affect an employee’s performance and reduce a company’s overall productivity. A recent study suggests that mental health problems cost the economy $1 trillion annually due to increased absenteeism, high turnover, and poor productivity.

Factors Contributing to Mental Health Issues in the Workplace

Some of the key workplace factors that can result in poor mental health include:

  • Relationship problems with superiors or colleagues
  • Performance pressure, such as extreme deadlines or unachievable targets
  • Poor job prospects or undefined career advancement path
  • Long, inflexible working hours with an ever-increasing workload due to manpower shortage
  • A toxic work environment that fosters harassment or discrimination
  • Limited or no communication between management and employees
  • Unsafe practices at the workplace
  • Too many unpleasant or repetitive tasks
  • No sense of teamwork
  • Lack of diversity and inclusivity in the workplace

Additionally, the post-pandemic challenges have only exacerbated the situation by introducing a major shift in employees’ working habits. New stressors of working remotely, such as no clear distinction between the office space and home and increased screen time, have also become key precursors to mental illness.

Also Read: Tips on How To Manage Your Remote Workforce

Impact of Negative Mental Health in the Workplace

Impact of Negative Mental Health in the WorkplaceDiminishing mental health can adversely affect employee productivity, creativity, and social engagement. Some of the effects of negative mental health in the workplace are as follows:

  • Reduced productivity
  • High turnover rate
  • Absenteeism
  • Decreased teamwork
  • Surging health insurance claims

Organizations must prioritize and support mental health in the workplace to ensure workers flourish and reach their full potential.

Also Read: How To Monitor Mental Health At Your Workplace?

8 Tips on How to Promote Mental Health in the Workplace

1. Implement Employee Assistance Programs (EAPs)

Employee assistance programs (EAPs) aim at equipping employees with the services and resources they require for mental well-being. The employee wellness program can help with emotional and substance use issues, interpersonal conflicts, legal problems, and financial difficulties. In addition, EAPs may help train managers and supervisors in dealing with employees with mental health issues.

EAPs are company-sponsored services and are usually delivered free to employees. Furthermore, these services may be delivered in person, by telephone, or through information technology media.

Also Read: Employee Happiness: 12 Ways To Keep Employees Happy

2. Promote an Open-Door Policy

An open-door policy provides a platform for employees to discuss their mental health issues freely. This approach fosters an environment where employees feel comfortable sharing their concerns with employers without fear of judgment. If an employee hesitates to open up, managers can reassure them that support is available whenever they are ready to talk.

Also Read: Communication Skills for Introverts for Workplace Success

3. Encourage Healthy Habits

An employee should be encouraged to adopt habits to promote mental health. This can include:

  • Regular Exercise: Aim for at least 30 minutes of moderate-intensity exercise most days of the week. It could be anything you enjoy, from walking and jogging to dancing or yoga. Find something that makes you move and stick to it.
  • Balanced Diet: Fuel your body with nutritious foods. Include plenty of fruits, vegetables, whole grains, lean proteins, and healthy fats in your diet. Remember, it’s not about deprivation but about making mindful choices.
  • Adequate Sleep: Prioritize sleep and aim for 7-9 hours of quality sleep each night. Create a relaxing bedtime routine, limit screen time before bed, and ensure your sleeping environment is conducive to rest.
  • Stay Hydrated: Drink plenty of water throughout the day. Hydration is crucial for various bodily functions, including digestion, circulation, and temperature regulation.
  • Manage Stress: Find healthy ways to cope with stress, such as practicing mindfulness, deep breathing exercises, or engaging in hobbies you enjoy. Remember to take breaks when needed and avoid overcommitting yourself.
  • Stay Connected: Nurture your relationships with friends and family. Social connections are vital for mental health and can provide support during challenging times.
  • Limit Alcohol and Avoid Smoking: If you drink alcohol, do so in moderation, and avoid smoking altogether. Both habits can have detrimental effects on your health in the long run.
  • Regular Check-ups: Schedule regular check-ups with your healthcare provider to monitor your health and catch any potential issues early on.

4. Encouraging employees to take intermittent breaks

Apart from scheduled lunch breaks, employees should be encouraged to move around and get away from their desks/screens for a few minutes. An ideal break of approximately 20-30 minutes discourages prolonged hours of sitting and staring at screens.

Employees should take a quick walk around the office, dedicate a few minutes to gentle stretching, or step out for tea/coffee and fresh air. These small changes in the working style can ultimately increase blood flow, improve mental health, and make employees more productive.

5. Making healthy eating the easy choice

The canteen or common sitting area in the workplace should have healthy eating options like fruit, nuts, and sugar-free energy bars as snacks. Develop a menu that promotes healthy eating habits, offering a variety of nutritious choices to accommodate diverse dietary needs.

Performance Reviews

6. Encourage employees to be involved in physical activity

Encourage employees to be involved in physical activity, promoting overall well-being. It may not be practical for all organizations to have a fitness center or gym on the office premises; however, companies can offer discounted memberships to local gyms as part of employee benefits.

7. Provide Opportunities to Learn About Healthy Lifestyles

Conducting health-centered workshops or mental health programs is a great way to offer opportunities to become aware of a healthy lifestyle and its benefits. Mental health training allows employees to learn from a registered health expert. Employees can gain the motivation to adapt to a healthy lifestyle through these seminars and workshops and eventually take the steps needed to implement their new knowledge.

8. Rethink Health Insurance Policy Coverage

Organizations can enhance their health insurance policies by incorporating coverage for mental health issues, including depression, anxiety, behavioral concerns, substance use disorders, and more. To ensure comprehensive care, companies can expand treatment teams to include clinical psychologists, social workers, occupational therapists, and other health professionals.

Employees feel valued, respected, and appreciated when organizations show that they are genuinely concerned about employees’ health and well-being.

Also Read: Dealing With Mental Health In The Workplace

Benefits of Promoting Workplace Mental Health

  • Increased Productivity

Promoting mental well-being at work not only aids employees in finding effective treatments for anxiety or depression but also results in a myriad of positive outcomes. Employees often report enhanced mood, more fulfilling relationships, reduced stress, and heightened focus, motivation, and energy to tackle crucial tasks, ultimately contributing to increased productivity.

Also Read: 5 Tips to Boost Your Small Business Productivity
  • Enhanced Employee Engagement and Retention

As evident from a comprehensive survey encompassing the insights of 1,200+ employees and 500+ HR leaders, prioritizing mental health resources yields significant benefits:

  • Increased Employee Loyalty: A substantial 73% of employees and a remarkable 81% of managers conveyed that they are less inclined to consider leaving an organization that provides robust mental health resources. This underscores the critical role mental health support plays in fostering employee loyalty and reducing turnover.
  • Preference for Mental Health Benefits: The survey further revealed that 73% of non-managerial employees and 76% of managers prioritize mental health benefits over other employer-sponsored perks. This highlights the growing recognition of the importance of mental well-being in the workplace and its impact on overall job satisfaction and engagement.
  • Reduced Absenteeism

According to an employee health survey by Mercer, it was revealed that 42% of employees with extensive access to mental health benefits are likelier to stay with the company, compared to 27% of those without access. Similarly, people whose employers provide health and well-being benefits are more loyal, involved, and engaged.

  • Reduction in Employee Healthcare Costs

The provision of comprehensive healthcare benefits by employers plays a pivotal role in reducing overall employee healthcare costs. When organizations prioritize employee well-being by offering robust healthcare benefits, it results in preventive measures, timely medical interventions, and increased accessibility to healthcare services. By promoting regular health check-ups, vaccinations, and wellness programs, employees can proactively address potential health issues before they escalate, ultimately mitigating the need for expensive medical treatments. 

Summing Up 

Mental health stands as a cornerstone of overall employee well-being. By proactively addressing mental health concerns, employers can cultivate a workforce that is healthier, happier, and more productive. Demonstrating a commitment to the physical and mental well-being of employees not only enhances job satisfaction but also fosters a sense of loyalty and dedication to the organization. The implementation of these measures contributes to a workplace culture that values and supports the holistic health of its workforce, creating a positive and resilient environment.

Engagedly is a robust HRMS platform that helps organizations nurture a work environment characterized by high performance, high employee retention rates, and greater job satisfaction. The cloud-based platform streamlines all HR-related tasks while gauging employee productivity and identifying areas of improvement.

Employee Career Development

Frequently Asked Questions

Q1. Why is mental health important in the workplace? Q: How can employers support mental health among employees?

A: Mental health significantly impacts employee well-being, job satisfaction, and overall productivity. Prioritizing mental health in the workplace creates a positive environment, fostering better employee engagement and organizational success.

Q2. How can employers support mental health among employees? 

A: Employers can provide mental health resources, such as Employee Assistance Programs (EAPs), offer flexible work arrangements, promote work-life balance, and cultivate a stigma-free culture that encourages open communication about mental health challenges.

Q3. What initiatives can organizations take to address mental health stigma?

A: Organizations can implement awareness campaigns, conduct mental health training for managers, create supportive policies, and encourage open conversations about mental health. These initiatives contribute to reducing stigma and promoting a workplace where employees feel comfortable seeking help when needed.

Subscribe To The Engagedly Newsletter

Best Employee Recognition Ideas For 2024

In a world where the work culture has become extra competitive than before, companies that have the well-skilled and best-trained staff have the upper hand. But, even the best employees fail to perform well when there is insufficient motivation. With the right amount of motivation, be it verbal or materialistic, employee recognition is needed for a business to grow along with its employees. 

Businesses that have a good recognition plan benefit from more engagement, better staff morale, improved customer service, and less attrition. Acknowledging significant achievements of employees and clients can have a significant return on investment. According to a survey conducted by a Great Place to Work on O.C. Tanner, 37% of respondents said that personal recognition encourages them to produce better work more often.

employee recognition ideas

Employees who receive positive affirmations regularly tend to stay loyal to the company and try to work better than before. Employee recognition shows that they value their employees, which has become important now more than ever. In this article, we will discuss the following:

Creating a Culture of Recognition

Recognizing the contributions made by people and groups within your business and their achievements is the main goal of employee recognition. It ultimately comes down to creating an emotional bond with your team members and your business along with supporting the work they perform.

As Jacob Morgan, a TED Speaker and four times best-selling author rightly said, 

“Company culture is that feeling that a company’s employees get when they work with you being a leader. It’s that vibe usually when you walk in the door. Your tone and mood are something that the workplace will consume and set itself according to it.”

The finest recognition strategies do something no trinket or gift card can do: they leave employees feeling appreciated, respected, and cherished. It’s a combination of art and science.

Why is Employee Recognition Important?

Giving your staff the acknowledgment they deserve has several advantages for you and them. You may decide if it’s advantageous to organize an employee appreciation program at your company by considering these benefits. The following are some arguments in favor of employee recognition:

  • Boosts Morale And Employee Productivity

Boosting employee morale by valuing their efforts and giving them praise can make them feel better about their work, improve their mood, and increase their level of job satisfaction. Additionally, it also leads to higher productivity and creativity.

  • Increases Output and Performance

When you commend a worker for their accomplishments, you’re conveying to them that they’re a fantastic match for their position as well as for the business. This ultimately encourages people to perform a good job at their work in the future. In addition to making them happier, increased productivity increases a company’s production and enables it to accomplish its objectives.

  • Improves Staff Retention

Not only do hiring managers need to teach their new hires, but they must also inspire them to keep doing their jobs that’s because only they can. Low morale and poor production are often the end results of low staff retention. However, rewarding your team increases their desire to remain with the company and raises the retention rate of employees. Additionally, it prevents your staff from working for a rival organization.

  • Polishes Work Skills

Regardless of how you give your staff members appreciation, just the knowledge that you do might inspire them to develop their abilities and do their best work. Not only will this increase productivity, but it also motivates them to look for methods to keep their knowledge about the respective industry and skills updated.

  • Builds Team Cohesion

Your staff will better function in their designated role in your company if you recognize them. It enables people to observe how their efforts directly or indirectly influence the success of the business. They become more motivated and productive when they are aware that their effort matters.

Also Read: How To Create a Culture of Idea Sharing in the Workplace

Inculcating Employee Recognition in your Businesses?

It doesn’t make any difference assuming we have science on our side with respect to building a case for recognition of employees, This is because the managers aren’t generally prepared for doing their share of the duties. This is likely a result of constrained time or the way that it hasn’t been yet established as a characteristic of the organization’s work culture. That eventually implies it truly isn’t fundamentally important to the organization. This can be observed from the source, which shows that while 44% of businesses said that recognition of employees is vital, just 10% of businesses effectively rejoice the Employee Appreciation Day. The level of this particular issue is visible in various studies and research.

As per Gallup, only 33% of all employees felt that their endeavors were valued in the last seven days. Two third of employees who hadn’t gotten any acknowledgment in seven days were twice as likely to leave the organization as individuals who were given acknowledgment. Dr. Donald Clifton moves up this idea in his book – How Full Is Your Container – where he guarantees that the main explanation for individuals relinquishing their positions is a direct result of an absence of appreciation.

Research from Deloitte concluded at the result that businesses with an amazingly successful recognition program had 31% lower willful turnover in contrast with businesses with an insufficient program. This is a major concern, given the monstrous cost and efficiency misfortunes connected with high staff turnover.

Also Read: 7 Common Employee Recognition Mistakes

If you have any desire to acquire the benefits of employee recognition, you really have to do whatever it may take. It is a fundamental share of your employee’s general performance management system, your company’s values, and overall culture. This won’t happen out of the blue; yet, it’s essential to take steps today and begin as you mean to go on. All things considered, the recognition of employees is about real and timely communication.

As we probably are aware, ordinary talks are one of the main work environment patterns. Yearly evaluations right now are an outdated and obsolete idea. They are being substituted by normal efficiency conversations where workers and leaders talk about goals, growth, and significantly, accomplishments. Such typical catch-ups are an amazing open door to permit an employee to know how they might grow in the organization, to say thanks to them for their endeavor, and to permit them to know how crucial their endeavors are to meet the organization’s objectives.

Best Employee Recognition Ideas 

Acknowledgments make you feel seen and appreciated. Even talented but disengaged employees may perform better than their peers, but they will never truly reach their full potential until they feel supported at work. Here are some ways you can appreciate and recognize your employees to make them feel like they matter.

1. Congratulate An Accomplishment

From thoughtfully welcoming your new employees while onboarding to celebrating special occasions and anniversaries in the workplace, recognizing your employees’ achievements or milestones they have covered goes a long way. You can start by giving employees thoughtful gifts on their milestones or any special occasion for the company as a way to thank them for their contribution. With Caroo, a corporate gifting website, you can add all of your employees’ birthdays and anniversaries into the employee milestone program, and mail gifts to them in one place for free!

2. Spot Incentives

Spot incentives are an excellent approach to promote everyday teamwork and collaboration, particularly among employees who work in distant teams. You can express your gratitude by praising or rewarding your employees when they complete a task. You can also build up a platform for employee appreciation that is affordable and manages spot incentives through software.

3. Outdoor Activities

The exhilarating adrenaline of an outdoor experience is hard to match. Such experiences go beyond the ordinary. Many events occur only once in the entire lifespan. When you’re surfing for the first time, rafting down a raging river, or flying through the skies on a paraglider, it’s actually hard not to create unforgettable, life-changing experiences.

Employees will view work as a ticket to a better adventure rather than a hindrance if you reward them with experiences like these. Setting up a program where staff members are given opportunities for excursions and real-world experiences can have a bigger impact than giving them a small salary raise or gift card.

4. Begin a Healthy GIF War

Use your preferred social channel for staff appreciation or communication to host GIF contests that are simply huge praise volleys. You may issue a challenge to everyone to come up with a GIF that best expresses their feelings about the amazing team conference or your designer’s efforts on the new (company logos), for instance. 

5. Make An Organizational Shoutout

Make sure your most efficient employee appreciation speech—whether it be a Tweet or a page—is polished enough. A shout-out to anyone in your emotional expression is a free, simple, and incredibly powerful approach to acknowledging staff. Some of the most well-known corporate leaders understand this and use it to their fullest potential.

Consider communicating your congratulations through a social recognition service rather than sending an email, which can be buried by mountains of spam. These websites are simple to use and may entice other staff members to join in and extend congratulations.

6. Send Them Lunch

The replacement for ‘thank you’ cards is ‘thank you’ meals. It’s simple to experience the age-old tradition of community dining when you gather together for a meal, whether it be digitally or in person.

You may simply plan a virtual team lunch with a digital credit card emailed straight to your team if you have people working from the house or in different places. Each of your coworkers will get a lunch card customized to your lunch preferences and hours so that everyone can order at the same time.

7. Spend Money on Their Health

Considering the unimaginable pressure of the COVID-19 pandemic, concentrating on multiple elements of employee welfare is more crucial than ever. You can enroll your employees into wellness programs, which has been traditionally been one of the most popular employee bonuses, to show that you care about them. Any business’s cornerstone is its workforce. They ought to be compensated with resources that aid in building a strong health foundation.

Also Read: The Complete Guide To Employee Health And Wellbeing Strategy

8. Give Genuine Feedback

Giving thoughtful feedback to your employees has been one of the oldest methods of employee acknowledgment, as it is the most direct and successful method of inspiring your employees. By starting an employee of the month program or organizing an employee appreciation day, you can give your feedback and praise them in one go! 

9. Try Out Your Recognition Ideas By Polling Your Staff

An employee survey’s power can be quite strong. It seems to sense that the top response to SnackNation’s poll – What’s Your Top Employee Appreciation & Recognition Idea? – was “surveying your staff to learn how they prefer to be honored.”

Every worker is unique, and they will each value praise for their efforts and successes in various ways. Giving yourself a variety of choices and strategies to choose from can help you look at your employee’s strong points and appreciate them accordingly. You may increase your chances of success and gain a greater understanding of the types of individuals you work with by asking for some candid feedback from your staff via a survey. This can be done by using employee feedback software or just by putting up a simple survey.

10. Make Nicknames for Them

What if you offered colleagues nicknames that reflected their abilities and talents rather than using abbreviations of people’s last names or highlighting a distinguishing physical trait or aspect of their personalities? Nicknames foster workplace friendships and could be a fantastic source of fun. Nicknames may also be a subdued, long-term method of recognizing employees if they are given out carefully.

Imagine referring to your second in charge as ‘Hemingway’ to praise his clear writing. Nicknames based on abilities or skills enable people to live up to and even transcend their reputations while also making people feel valued and recognized. Words, especially names, have the power to change actions and beliefs through time to influence results.

11. Organize a “Crush-It” call on Friday

The candid tradition of SnackNation is the “Crush-It” Call. The whole SnackNation staff gets together every Friday afternoon and they go around in the room saying two things:

Someone in the team which they wish to “crush” and explain why they deserve to be recognized for their efforts.

It’s a fantastic opportunity for individuals to acknowledge one another, benefit from positive thinking, and bring that person’s dedication to the team’s notice. This allows everyone an opportunity to witness the amazing work of the team members they don’t normally work with as the team has increased.

12. Construct a “Go the Extra Mile” Program

Moving patients from one place for testing is a challenging and exhausting task for the personnel of the Radiology Lab at Staten Island University Hospital. The Go the Extra Mile or GEM program was an employee appreciation initiative that the recognition specialists of Michael C. Fina developed as a result of lacking in terms of their target number of movements per hour.

Someone would be nominated for a GEM certification when another employee was seen going above and beyond. The idea was straightforward yet provided the employees with the tangible appreciation they could have in their palms, which went a long way to making them feel valued.

Also Read: Team-building Activities for Your Team in 2023

13. Give Them Space For Fun

Mixing fun with work in the right amount can help create a healthy workplace environment for your employees. You can start off with something simple, like an icebreaker before starting out your work for the way. You can also throw office parties or even activities which employees will definitely enjoy. Throwing in a little bit of fun every now and then in an office environment can boost employee morale and also give everyone a break from monotony.

Key Takeaway

It is not just about giving out awards. Employee recognition helps you create a strong bond with your employees that is more than just related to work. Implement any of the above-discussed employee recognition ideas and observe the change in your organization.

employee recognition ideas

Frequently Asked Questions

Q1. What is employee recognition?

Ans. Employee recognition is the acknowledgment and appreciation that employees receive from their employers.

Q2. What are the benefits of employee recognition?

Ans. The following are some of the benefits of employee recognition :

  1. Employee satisfaction
  2. Decrease in employee turnover
  3. High productivity and engagement
  4. Increase in retention of quality employees
  5. Boost in employee productivity

Q3. What are the different types of employee recognition?

Ans. The following are the different types of employee recognition:

  1. Informal recognition
  2. Formal recognition
  3. Social recognition
  4. Monetary recognition

Communication Skills for Introverts for Workplace Success

Mastering the art of communication is a valuable skill that can enhance interactions in any situation or setting. Whether engaging with challenging individuals or navigating difficult conversations, some individuals effortlessly maintain meaningful dialogues. Their ability to establish rapport and handle tough situations can make communication appear effortless and seamless.

Continue reading “Communication Skills for Introverts for Workplace Success”

How are Organizations Increasing Employee Engagement in 2024?

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 2024. We’ll also explore how to effectively navigate hybrid work and keep your employees connected and invested in their work.

What is Employee Engagement? 

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

Employee Engagement in 2024

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

So, whether you are a business leader, HR professional, or an employee looking for ways to stay engaged, here’s how to increase employee engagement in 2024!

1. Clear Communication:

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

2. Provide employees with opportunities for growth and development:

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

3. Create a positive and inclusive work culture:

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

4. Invest in tools and technologies:

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

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

5. Surveys and feedbacks :

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

6. Recognition:

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

Also Read: The Top Talent Retention Challenges in Business

How HR is the lifeline of employee engagement?

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

1. The tale behind every storyteller

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

2. Be The jack of all trades

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

3. Driving Continuous Transformation and Organizational Growth

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

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

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

4. Networking 101

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

5. Tech-driven organization

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

6. Building a safe space in your second home

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

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

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

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

Also Read: 6 Recruitment Strategies for Hiring Great Employees in 2024

Takeaway: Invest a huge chunk in employee engagement 

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

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

free e10 Survey

Subscribe To The Engagedly Newsletter 

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.

benefits of employee career development programs

The program helps employees:

  • Gain and enhance skills 

  • Excel in current roles

  • Navigate through organizational systems

  • Acquire experience to qualify for career advancement opportunities 

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

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

10 Major Benefits of Implementing Employee Career Development Programs

Career growth

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

1. Reduce attrition

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

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

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

2. Encourage employees to work harder

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

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

3. Inspire professional development among employees

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

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

4. Challenge employees to take on a new career path

Multiple career opportunities

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

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

5. Survive unexpected crises

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

Employee Career Development

6. Improve overall organizational performance

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

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

Also Read: Create a Positive Workplace Culture For Your Employees

7. Reduce work-related errors

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

work-related errors

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

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

8. Attract the best talent

Creating employee career growth plans and other similar programs can also be relevant to recruitment processes. After the company establishes a culture and system for its employees’ career advancement, the public will know, and applicants will become interested.
Talented and high-performing individuals can be picky with their employers, so attracting them with beneficial proposals is crucial. When these exemplary employees excel, naturally, the companies employing them will also experience a boost in productivity and performance.

9. Prepare for succession planning

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

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

10. Instill a progressive work culture

positive work culture

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

End Note: Maximize Career Development Opportunities

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

Employee Engagement Survey

Frequently Asked Questions

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

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

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

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

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

Subscribe To The Engagedly Newsletter

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

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 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 as an indispensable attribute of a manager. Let’s take a deeper look at the most important traits of a successful manager.

Following are the top qualities of a good manager:

  1. Effective Communication
  2. Strong Work Ethics
  3. Effective Goal Setting
  4. Knowledge Management
  5. Empowering and Inspiring
  6. Supports Employees
  7. Upskilling Team Members
  8. Encouraging And Helpful
  9. Conflict Resolution
  10. Role Modelling

1. 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.

  • An Organization’s Big Picture Matters

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 of 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. When employees hear the same message repeatedly, they are more likely to notice, understand, and act on it.

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 offers 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 ability 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 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

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 worthy, 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. Supports Employees

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. 

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.

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

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. Serve 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 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.

Talent Management Software

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

Subscribe To The Engagedly Newsletter

Gamification in the Workplace: Introduction, Benefits, Tips, and Examples

The saying “work hard, play harder” may be familiar to you, but is this really what gamification in the workplace is all about? Not quite. Although gamification in the office might take inspiration from games, its primary goal is to engage and encourage workers during tasks that are not games. Alternately, add a bit of pleasure to specific required duties.

If your staff knew they would earn points and receive incentives for completing crucial training on workplace safety, wouldn’t they be more motivated to do so? Or, wouldn’t a worker be pleased to find they excelled in their company’s cybersecurity test?

Scores, gamification, and badges are ideas we’re accustomed to seeing in video games, but they might also be employed in the workplace. But first, let’s look at how they might be used in the workplace. Let’s define gamification in the workplace in more depth.

What Is Gamification?

Gamification is integrating the game into eLearning and staff training programs. This approach lets a company include engaging, game-like elements that help employees engage in the training while effectively delivering the lessons, such as narrative, problem-solving, and incentives.

Steve Jobs reportedly said, “The one and only way to accomplish outstanding work is to enjoy what you do. Contrarily, gamification makes work more appealing and less stressful for employees. Employees are encouraged to work harder when they receive prompt incentives, regular feedback, and appropriate recognition.

Gamification at Work Is Trending 

Managers and workers may both benefit from gamification strategies, which increase engagement. As a consequence, gamification in the workplace market is anticipated to be valued at $30.7 billion by 2025.

A company’s productivity is increased via gamification, which combines tasks, corporate objectives, and rewards and recognition. Due to this, more than 400 major corporations, including Google, Formaposte, and Domino’s, have started to make significant investments in gamification.

It’s critical to realize that gamification does not aim to transform employment into a game. Instead, the goal is to combine gaming principles with work-related tasks to increase efficiency and make the work more fun. Encouragement of employee involvement also motivates workers to concentrate on the company’s success as a whole.

Workplace gamification benefits for employees include motivation and encouragement, a fun educational atmosphere, and a more inviting workplace. In this essay, we examine the advantages of this strategy and the reasons it is becoming increasingly popular.

There are several instances of organizations implementing gamification in their operations. Starbucks launched “My Starbucks Rewards” by gamifying its customer rewards program. Depending on how many purchases they make, clients can raise their degree of loyalty under this system.

Google encouraged its staff to keep a record of their corporate travel expenditures by gamifying the process for submitting travel reimbursements. The funds formally designated for their work vacation serve as an incentive for the employees to save. Employee savings are either given back to them as extra compensation or contributed to their chosen charity.

Benefits of Gamification in the Workplace

Gamification is an appealing technique to support your staff’s learning and development of new abilities they may use to improve your business. But is it worthwhile to spend simply because one of your rivals is doing so? Here, we highlight three commercial advantages of gamification adoption that demonstrate it is worthwhile for your organization to invest time, money, and resources in:

Enhanced Security: 

Since 40% of IT security breaches result from human error, investing in your staff’s cybersecurity education will always pay off. Because security training that incorporates gamification has proven to be up to 77 percent more successful than conventional educational training tactics, integrating the benefits of gamification in the workplace could be beneficial. Due to its growing popularity, you may use various gamification training tactics. Spend time conducting market research, choosing one affordable for your business, and then watch how quickly your staff picks up new techniques for protecting your data and thwarting any threats.

Reduced Employee Stress: 

According to a comprehensive review of prior research, people who played the SuperBetter app for 10 minutes each day for a month reported much fewer melancholy and anxiety symptoms than the review’s control group. In addition, the Ohio State University Wexner Medical Center reports that recent research indicated that, compared to various other smartphone apps, SuperBetter had the highest impact on lowering anxiety symptoms. By providing your staff with subscriptions to gamification-based applications like SuperBetter, and Calm, all of which encourage the user to relieve stress through exciting and engaging activities, you can help your employees avoid burnout and experience the advantages of gamification in the workplace.

Draw Talent from Generation Z and Millennials:

It will be vital for your company to draw and keep this new generation of talent after Gen Z and millennials make up the majority of the working population in the nation. What will it take to entice these young professionals? Via the adoption of gamification in the workplace. Both generations love technology and spent their formative years engaging in video games that served as the basis for gamification. Both like a challenge and could be more interested and engaged in more traditional forms of education. With gamified training, they get what they want and prefer ingestible, inspiring, and engaging visual information.

Why and Where to Use Gamification at the Workplace?

Workplace Gamification has the potential to boost employee engagement and motivation, but it requires a systematic approach to be effective. The business transaction or tasks you would want to adopt gamification must also be carefully chosen, and the gamification mechanics must be developed with the same level of attention.

The following is a list of some business goals you may use gamification for:

Makes learning enjoyable and exciting.

Making learning more entertaining and engaging is the most typical application of gamification. Gamification inspires students to become involved in the education process as active participants. Ninety-nine percent of students said that the point-based system makes them more engaged, and 82% said that they appreciated the gamified experience’s numerous degrees of difficulty.

Strengthens your connections.

Hiring people who share the organization’s culture is crucial for engagement and retention. By making its training games accessible to the general public, the US Army has successfully expanded the usage of gamified events in its recruitment process. This gamified activity gave people an enjoyable, educational, and engaging virtual army experience.

Promotes an excellent work-life balance.

Given the prevalence of work-from-home (WFH), many businesses are using gamification in their wellness initiatives to motivate staff to maintain a balance between their professional and personal lives. Employees that are content are more engaged, productive, and upbeat.

Companies are using gamification in a variety of use cases to boost worker engagement and enhance process results. However, corporate learning continues to be the most popular area for gamification adoption in the workplace. Employees prefer gamification at work when it comes to communication and training, according to research on gamification at work.

Focus on areas where Gamification can be used:

Gamification for employee engagement examples can help an organization in a variety of ways.

  • Development and Learning

Games can help both new and experienced employees learn new skills. Gamification of learning platforms has the potential to improve retention and results.

  • Customer Service

Gamification achievements and rewards can motivate employees to provide better service to customers. They also encourage employees to share new solutions and ideas with their colleagues.

  • Increasing Sales

Gamification can improve salespeople’s collaboration. It rewards not only the final sale but also all of the steps that lead up to it.

  • Teamwork

Even in different offices worldwide, teams can use games to share information and learn from one another.

  • Corporate Culture 

Gamification can help spread the company’s culture through various projects and programs. It can aid employees in spotting changes to engage in molding the culture of the company.

Five Ways You Can Deploy Gamification in the Workplace

  1. Make your objectives clear and transparent

Establish clear objectives before you, and your employees get carried away with all the fun and games. Determine why Gamification is important and what you hope to gain from it. You can then decide what game to use to achieve your objectives. Of course, once you’ve established your goals, you must communicate them to your employees. Remind them that these games are for more than just entertainment. Maintain alignment between your activities and the goals of your company. Also, ensure these objectives are communicated to the rest of your team. Setting milestones is another effective way to motivate your employees. It gives them a sense of accomplishment, which makes the games more rewarding and relevant.

  1. Describe the game’s rules and procedures

Every game has its own set of rules that players must follow. As a result, knowing the game’s rules is critical so your employees can fully participate in your activities. Aside from your objectives, it would help if you also communicated the game’s rules and processes to everyone eligible to participate. This includes the criteria for determining whether or not they have won, the rewards at the end, the guidelines for qualification and disqualification, the duration of the activity, and what they must do to win. This ensures that everyone understands how it works. Similarly, they have a reference to refer to throughout the activity. Everyone will be competing fairly this way.

  1. Begin with the basics

Sometimes, less is more, especially when you’re just getting started. And, with Gamification, you should keep things simple at first. This means simple mechanics and short activities with corresponding payoffs. This allows you to test which ones work and which don’t without wasting too much time, money, and energy on inefficient processes. Starting with straightforward challenges like vying for the “top weekly customer satisfaction score,” “most resolved incidents in a week,” “flawless attendance for the month,” or “highest monthly quota achieved” can be a great way to begin. It is easily quantifiable, and your employees can immediately get their rewards. Similarly, all of these are attainable and align with your company’s objectives. Taking things slowly allows your employees to adjust and gain confidence.

  1. Offer tempting rewards and incentives

Gamification in business is also associated with a rewards and incentives system for your employee experience. These can take the form of acknowledgment, tokens, or both. This would give your employees the push and motivation required to participate in your activities. A recent study found that 83% of employees are motivated to perform better and work harder when they know there will be rewards at the end. Not to mention that creating a friendly and competitive environment gives them a reason to keep improving rather than becoming complacent in the long run. You must, however, ensure that your rewards appeal to your employees. For example, competing for the title of “top employee of the year” would necessitate more than a badge and a quick pat on the back. To entice your employees to work hard for the title, there may need to be more than a simple gesture in recognition of exceptional achievement.

  1. Make use of data

Businesses are becoming more data-driven than ever before. You can easily mine and analyze data from various aspects of your business using the tools and software available. And, yes, Gamification can provide valuable information. You can learn about your employees’ strengths and weaknesses by incorporating Gamification into your workplace. Similarly, this allows you to identify areas where you need to improve employees and how to address such issues. This data can assist you in developing more effective business strategies and plans. More than that, it can help you in developing a strong culture for your organization to become future-ready. For example, using Gamification in HR can provide you with a wealth of knowledge regarding managing your employees. You can learn about the best gamification methods for increasing employee engagement, the most effective communication methods, the common skills you should train your employees in, and much more.

Gamification Examples

Some of the examples of gamification in the workplace known for making the workplace fun, intriguing, and easy are as follows:

  • Gamification in the Workplace at Salesforce

Silicon Valley’s top gamification vendor, Bunchball, provided a solution that integrates seamlessly with the Salesforce.com UI. The straightforward program has a customizable featured challenge, a progress indicator, and a team leaderboard. The application functionality and team standings use points and progression bars to show where various teams stand concerning one another. Employees can choose between physical or virtual items on the incentive tabs. The gamified experience motivates sales teams since they receive real-time feedback that encourages them to meet short-term and long-term objectives.

  • Workplace Gamification on the SAP Community Network (SCN)

SAP Community Network (SCN) has effectively used game elements to boost member engagement. Users may earn points on the gamified network by blogging, participating in forums, updating wiki pages, or delivering white papers. The user’s awards and points are totaled across all locations and displayed on a scoreboard that is accessible to everybody. SAP has added extra incentives to make these points more valuable to the staff. The community network points amassed qualify as a KPI for employee performance appraisals. 

  • AstraZeneca Gamifies the Launch of New Medicine

To educate freshly hired sales staff on novel medical treatments, AstraZeneca introduced a new training program in 2015 dubbed “Go To Jupiter.” The following gamified components were employed in this training to entice learners: mini-games, rewards for noteworthy accomplishments, leaderboards, and team contests. As a consequence, student engagement levels reached 97%, and the learner completion percentage rose to 95%. 

  • Gamification Is Used By Deloitte To Develop Senior Leadership

To aid learners in the development of their soft skills, Deloitte included gamification components in its senior leader training through the usage of their leadership school. Learners choose personal learning objectives and investigate numerous training subjects during the course. After completing each assignment, students are awarded badges to commemorate their accomplishments. They may also view leaderboards that show the top 10 users across various activities.

  • Gamification in the Workplace at PwC to Find Talent 

PwC uses gamification to find fresh talent using the game “Multiply.” Candidates can play the game to determine whether they fit the company’s ethos and can work there. The game also brings players together to solve difficulties related to actual business issues.

Gamification in Training

Employees would want to see gamification in the workplace, technical skill development, service and product training, and corporate compliance training. With 83% of staff feeling driven by gamified learning, there is a significant positive association between gamification training and staff engagement. Employee motivation results in increased productivity and much-reduced boredom.

Research indicates that 70% of L&D specialists will include gamification in corporate training initiatives. The top three favored game aspects that incorporate learning are ranked matches, badges, awards, and visually represented dashboards and progress indicators.

  • Dashboards and progress bars: The dashboards and progress bars display the activity’s current state of completion in terms of a percentage or other metrics. Users are encouraged to finish the task and come to a logical conclusion by the progress gauges.
  • Trophies and badges: These are awards and recognitions for learners’ successes, displaying their mastery of a particular subject.
  • Leaderboards: Leaderboards show how students compare to one another and foster a culture of competition that will help them succeed in their chosen industries.

How Does Game-Based Learning Affect Employees?

In today’s fast-paced corporate environment, when it takes less time to reply to customer inquiries and launch products, self-learning is an integral approach.

Team members are encouraged to be independent and involved in their learning using game-based learning strategies. This kind of problem-solving is also made possible by the knowledge of engaging in a game alone, which is just as crucial as working with others. Inspiring our innate love of games, game-based learning solutions deliberately teach us new abilities and expand our knowledge. By doing this, employers can measure the experience while also giving learners a meaningful one.

Puzzles, games that require players to solve problems and strategize challenge-based games, and situational judgment situations are all examples of teaching tools. The objective is to stimulate creativity, foster teamwork, and spark a fresh solution to problem-solving.

Also read: The Ultimate Guide to 360-Degree Feedback in the Workplace

Wrapping Up

You will get an idea about how to arrange and carry out gamification tactics at your organization with the aid of these ideas and insights regarding gamification for business.

Workplace gamification has the capability of making work more enjoyable. Employee engagement, happiness, and motivation may all increase as a result. They say that life is a game; therefore, let’s strive to make work seem more like a game. 

The use of gamification in the workplace will advance along with technological advancement. Reach out to Engagedly if you’re seeking a technological partner to help you adopt gamification.


Subscribe To The Engagedly Newsletter 

6 Tips on How to Upskill Employees Successfully

Today, upward career mobility is a top priority for modern employees, and upskilling is an excellent way to make it happen. Having a thorough and deliberate upskilling program in your workplace that empowers your employees and elevates their professional worth is crucial in any growing organization.

An ideal upskilling program should be in-depth, objective, and customizable to suit different employees. It should cut across the skill spectrum, focusing on everyday office skills such as communication skills and more niche skills like data interpretation.

Below are 6 steps to create a successful upskilling program for your team.

1. Assess Skill Gaps and Priority Areas

Identifying specific skills your company needs now and in the future should be your first course of action. First, conduct a detailed skill gap analysis to angle your upskilling program toward satisfying those individual skill requirements. To complete a skill assessment effectively, you should assess both your current and future needs.

To identify your employees’ current skill gaps, do the following:

  • Review your key performance indicators (KPIs): KPIs help you track your company’s progress and performance in priority areas. Assessing individual KPIs is an indicator of how well employees are performing in their assigned roles, helping you identify skills that might be lacking.
  • Organize skill-mapping workshops: You can hold these workshops in-house (and have your department managers lead them) or partner with learning institutions, talent recruiters, and other relevant associates.
  • Leverage 360-degree reviews: Collect feedback on employee performance from managers, peers, clients, and responsive vendors. Typically, you create employee surveys and request these stakeholders to participate.

To identify the future skills your workforce will need, follow these techniques:

  • Analyze workforce data: Pull industry-specific data from professional recruitment networks and analyze the new skills they’re searching for. Job boards are a good source of unique workforce data because they draw from multiple employers worldwide.
  • Observe industry trends: By observing and predicting disruptive trends in your industry, you can foretell what new skills will be required to run operations in the future.
  • Source insights from industry leaders: Consult your industry’s opinion leaders about future trends and insights.

Conducting a skill gap analysis enables your upskilling program to better cater to your current and future skill needs. A skills gap analysis also helps you pinpoint which areas to channel more training resources into.

2. Create Employee Personal Development Plans

As a manager or business owner, you should know your employees’ short-term, mid-term, and long-term goals. Find out what skills each employee is most interested in learning and how they envision their career progression within your company.

The best way of gathering this information is by creating employee development plans. As the manager, one of your biggest roles is ensuring your employees’ professional goals align with your company’s goals.

Employee development plans give you insight into an employee’s career expectations. This way, you can allocate the right training resources to the right employees. Also, you can give your employees better feedback and empower them to set professional goals with a higher chance of success within your company.

3. Set Aside Time for Learning

You should approach your upskilling program with a collaborative win-win mindset. With this approach, you should allot sufficient learning time to your employees within work hours.
Creating dedicated learning time allows your employees to fully immerse themselves in upskilling and advance their skills without sacrificing too much of their personal time.

Besides allocating time for upskilling, leverage mobile learning techniques to make upskilling easier and more engaging for your employees. Your business will directly benefit from upskilling once an employee masters a gainful skill and puts it into practice.

Also Read: A Complete Overview of Talent Management in a Changing Global Workplace

4. Connect Employees to a Mentor

Ultimately, learned skills can only be perfected through real-life experiences. Including workplace coaching and mentoring in your upskilling program ensures employees apply their newfound skills successfully.

All too often, learning new skills and applying them to real-world situations comes with a steep learning curve, and employees might make mistakes. In this case, more experienced employees can offer guidance and help newly-trained employees avoid costly mistakes.

Mentored employees have more opportunities to polish their skills, grow their networks, and bring more value to the company. Better yet, you can supplement your in-house mentoring program by leveraging mentoring platforms such as ADPList and Mentoring Complete.

5. Create a Post-Training Plan

When one team member attends an upskilling program your company has sponsored, the skills acquired should benefit the entire team. As a result, it’s a good idea to set up a post-training engagement where the trained employee shares their newfound knowledge with the rest of the group.

A post-training program ensures you get a good long-term return on investment because it establishes a clear path of knowledge transfer within your company. This way, even if the trained employee gets better job offers and leaves your company, you’ll still benefit from the upskilling investment.

Additionally, a post-training program helps newly-trained employee better comprehend their acquired skills. For instance, if the employee attends a coding boot camp, sharing what they’ve learned with other team members will allow them to practice their coding skills, making them much better coders.

To make knowledge transfer more effective, let the employees attending training know that they’ll be teaching their peers after the training is complete. Encourage them to take notes too. It makes them extra focused and stimulates them to approach the training program with a learner’s and mentor’s mindset.

6. Match Your Employees to Real-Life Opportunities

You might lose your investment in your employees if you don’t support their career advancement. An employee who’s learned new skills but doesn’t have use for them in their current job could be easily poached by your competitors. That’s why you should ensure that upskilled employees receive assignments that allow them to practice and develop their new skills.

For instance, if an IT staffer completed Customer Relationship Management (CRM) software training, you can have your CRM manager assign them roles befitting their new skills. The employee could collaborate with your customer service team to help them navigate the technical aspects of CRM tools, like pooling and analyzing customer data while retaining their duties in IT.

Also Read: Why Your Business Needs This Talent Management Framework

Make Your Upskilling Program Mutually Beneficial

You and your employees are after the same thing — progress. You want to grow your business while your employees want career progression.

Because an upskilling program directly benefits you and your workforce, it pays to put extra effort into getting it right. Thankfully, these six tips will help you make the right investment.

Request a Demo


Subscribe To The Engagedly Newsletter