Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast.
Employee turnover is a constant problem in companies all over the world. Every company does its best to retain existing talents and at the same time attract new ones. When an employee leaves the organization, it affects the organization in more ways than one. It not only affects the performance of the team which the employee leaves but also affects the organization overall. As a result, whenever a new employee joins the organization, there are costs involved. Interviewing, background checks, selection, onboarding, and training, each step till the time a new employee joins, has cost involved in terms of time and money. A recent study by Gallup shows that the cost of replacing an individual employee can range from one-half to two times their annual salary.
The sudden rise in the number of goodbye lunches could be a great concern to the human resources team. We will help you identify six reasons why your employees leave. Managers and leaders often tend to ignore them as probable causes of employee attrition. But they are often the actual cause behind employees leaving the organization.
Do you have any other reason in mind? Let us know in the comments.
Want to know how Engagedly can make employee management simpler? Then request for a live demo.
Employee goals are more than just placeholders with numbers for the employee.
Goals are something that we can work towards, something that motivates us. And tangentially, it also benefits the organization.
In essence, workplace goals grant employees job satisfaction, provide them with a purpose and for an organization, they also grant results and success.
Therefore, it stands to reason that workplace goals are integral to an organization. As a manager, here’s a checklist for you to follow to set goals for your employees.
Employees Goals Should Focus On Personal Improvement
One of the main motives behind creating goals for your employees as a manager should be personal improvement. Employee goals which help them improve and gain new skills become a good goal by default. Personal improvement is a part and parcel of an employee’s development. Employees cannot remain static.
One of the keys to setting good employee goals is that they should be slightly unreachable. However, managers should not go to the extreme and set completely unreachable goals. If your goals are causing your employees to pull countless all-nighters or are stressing them out, they are completely missing the point. You don’t want your goals to burn out employees. You should aim for motivation.
Employee goals should ensure that employees do not work as individual contributors but rather work with others to ensure the completion of goals. Goals that can be easily met by employees are not challenging them enough or even engaging them. On the other hand, a goal that forces an employee to step out of their comfort zone is a goal that is challenging. And even better if the goal in question forces employees to engage with other employees.
Measurable And Impactful
If we only counted goals in terms of numerical progress, then by that logic, it would be very easy to declare a goal as a failure or success. When it comes to setting employee goals, one thing you should keep in mind is measurability. It’s good if you can measure a goal in terms of numbers and even better if you can measure the impact of the goal. The impact of a goal is always a better indicator of success than the numerical status.
For example, an employee is given a goal where he needs to convince 50 other employees in the office to use a new software. In terms of numbers, if 50 employees have downloaded that software and used it even once, then the goal is a successful one. However, if those 50 employees stopped using the software after a period of time, then has the employee really succeeded at the goal?
Do The Goals Contribute To The Organization Goals?
All goals cannot be tied to team goals and the organization, that is true. However, when setting a goal for an employee, it is important to remember that as much as possible, a goal should contribute towards the overall team and organization goals. If employee goals are not directly contributing to the team’s or the organization’s success, it should at least account for their personal development. If the goal is not even helping the employee improve professionally, then the goal shouldn’t exist in the first place.
Ideally, you should be able to modify employee goals in the long run. Because, in the process of achieving a goal, the employee and manager might suddenly find that the objective of the goal needs to change. Or that they might need to add other objectives to the goal.
Employee’s Should Be Included In Setting Their Goals
Harvard Business Review, in their report found that 14% of people who set their goals are 10 times more successful than their counterparts.
Last but not the least, this is one of the most important factors to consider when creating a goal. Does your goal match with what the employee has in mind? If it does, great, you can go ahead and set that goal. If it does not, you’ve got to find a way to meet in the middle with the employee. A goal that is set for an employee without an employee’s input is one that is doomed. If employees are not invested in a goal or even motivated by it, then they will not be able to pursue it.
Consider Its Overall Impact
This is one other thing you need to take into consideration. How does the goal you set for your employee affect you? Does it tie into any personal goals you have? And if it does, how do you measure the goal? How much is the employee contributing towards the goal? These are a few of the questions you should ask when creating goals for employees.
Want to know how Engagedly can make your goal setting process simpler? Request for a demo!
Annual Awards Program Recognizes Innovation in the Global Remote Technology Industry
ST. LOUIS – June 24, 2021 — Engagedly, a leading provider of SaaS solutions for performance management, today announced it has been selected as winner of the “Overall Performance Management Solution of the Year” award in the 2021 RemoteTech Breakthrough Awards conducted by RemoteTech Breakthrough, a leading independent market intelligence organization that evaluates and recognizes standout technology companies, products and services empowering remote work and distributed teams around the globe.
Engagedly helps businesses digitize employee performance management as well as improve employee engagement and encourage learning. Engagedly’s cloud platform is built to engage, motivate, and develop employees while also driving performance.
Engagedly’s performance management process ensures that employees stay both engaged and productive. The automated performance management system makes it easier for HR managers to develop a culture of frequent feedback at the workplace which eases the whole process of employee performance evaluation.
Additionally, developing a high performance culture requires an investment in developing people and learning. With Engagedly’s easy to implement and easy-to-use LMS, organizations can focus on the development of their employees and create a high performance culture. The platform also allows organizations to drive employee behavior with gamification, rewards and core values.
“Instead of focusing on just Performance Management, organizations need to focus on empowering their people with the right tools, aligning their roles to their strengths and developing them. Given the recent transition to virtual work environments, organizations need to adopt the proper tools to engage and align their people,” said Bryan Vaughn, Managing Director of RemoteTech Breakthrough Awards. “Engagedly’s People Enablement platform goes beyond Performance Management to actively motivate and galvanize performance for superior organizational outcomes. Congratulations on winning our ‘Overall Performance Management Solution of the Year’ award.”
The mission of the annual RemoteTech Breakthrough Awards program is to conduct the industry’s most comprehensive analysis and evaluation of the top technology companies, solutions and products in the remote technology industry today. This year’s program attracted more than 1,600 nominations from over 15 different countries throughout the world.
“Research has shown that people appreciate ongoing, timely feedback rather than waiting till the end of the year to hear how they did or did not meet expectations. Building a culture of on-going feedback and coaching to develop your people is especially important in this new remote work environment we find ourselves in,” said Sri Chellappa, Co-founder and President at Engagedly. “We are so pleased to be recognized by RemoteTech Breakthrough. Our clients are able to align their people processes with their business strategy and we will continue to offer solutions that stress the power of the people-centric approach.”
Engagedly is easy to use with advanced analytics that’s built for visionary organizations.
About Engagedly
Engagedly is a fast-paced growth provider and an award-winning performance management solution provider. Built upon best practices and decades of research, Engagedly’s People + Strategy platform is evolving performance management to drive successful organizational outcomes across the globe. Engagedly’s E3 unified platform combines the power of business strategy execution, talent enablement, and employee engagement into one easy-to-use software solution. Today, Engagedly serves 300+ customers worldwide, empowering high performance organizations through people + strategy alignment.
Part of Tech Breakthrough, a leading market intelligence and recognition platform for global technology innovation and leadership, the RemoteTech Breakthrough Awards program is devoted to honoring excellence in technologies, services, companies and products that empower remote work and distributed teams around the globe. The RemoteTech Breakthrough Awards program provides a forum for public recognition around the achievements of technology companies and solutions in categories including messaging & communication, project management, virtual events, team collaboration, virtual offices, collaborative design and more. For more information, visit RemoteTechBreakthrough.com.
G2 Summer 2021 Reports rank Engagedly as a Leader in Performance Management and Employee Engagement categories, as well as a multi-category Momentum Leader and High Performer.
St. Louis, MO. June 24, 2021 – Engagedly, a leading provider of performance management solutions, is delighted to announce that the Summer 2021 Reports released by G2 recognizes Engagedly as a Performance Management and Employee Engagement Category Leader, as well as a multi-category Momentum Leader and High Performer.
G2 Reports help users find right-fit solutions for real-world business problems by highlighting top-rated solutions in the industry, chosen by customers. G2’s Grid Reports acknowledge products that have the most satisfied customers and largest market presence, where the Momentum Reports indicate products that are innovating and growing.
“We are thrilled to be designated as a Category Leader again, as well as a Momentum Leader in this new report from G2. It further validates our people-centric approach to performance, engagement and development” – Sri Chellappa, President and Cofounder at Engagedly
The G2 Summer 2021 Reports rank Engagedly as a Leader in Performance Management, Employee Engagement, Mid-Market Asia Pacific Performance Management, India Performance Management, and Mid-Market Employee Engagement.
Engagedly stands as a Momentum Leader in the categories of Performance Management and Employee Engagement, and is also named a High Performer in Asia-Pacific Performance Management, Enterprise Performance Management, Mid-Market Performance Management, and Mid-Market Corporate Learning Management Systems.
About Engagedly
Engagedly is a fast-paced growth, award-winning performance management solution provider. Built upon best practices and decades of research, Engagedly’s People + Strategy platform is evolving performance management to drive successful organizational outcomes across the globe. Engagedly’s E3 unified platform combines the power of business strategy execution, talent enablement, and employee engagement into one easy-to-use software solution. Today, Engagedly serves more than 450 customers worldwide, empowering high performance organizations through people + strategy alignment.
G2 is the world’s largest tech marketplace where businesses can discover, review, and manage the technology they need to reach their potential. Today, more than 3M people visit G2 to read and write authentic reviews about thousands of software products and professional services. So far, we’ve published over 1,000,000 reviews and over 5 million visitors are helping millions of businesses make better buying decisions — and reach their full potential.
Covid has changed the way we work today. We all know that! As everything turns virtual, it’s become necessary to have a performance management process in place. If cultivated right, it motivates and aligns employees to the company goals. For those many companies who are still using traditional paper- based processes to track and record performance management, it’s highly difficult to extract or collate data. Now that the world has moved to remote working, why not change with the situation and embrace more efficient business processes?
Earlier, annual performance reviews were the indisputable norm, and it used to be dreaded by both the managers and the employees. Today, though, performance management has evolved tremendously, making it more flexible and inclusive. Traditional performance processes work fine when organisations are small or have a very simple review process. But once organisations get bigger, and job roles get more complex, there’s a need for software to enhance the process, or rather, to ease the process.
We would like to elaborate on how real-time performance management software can benefit your organisation. Here are the reasons:
Simplifies The Process
Depending on the choice of software, a performance management software can be extremely easy to use. All the things required for a review cycle are in one place. Most of the processes are automated, and once the review information has been submitted–start dates, review templates etc, there’s not much else an HR manager has to do, except oversee the entire process.
Even better, HR managers don’t have to frequently remind employees to complete their reviews. Most software has built-in reminders that will urge employees to complete the review process. The software takes the burden off HR’s shoulders and instead allows them to focus on the outcome of performance reviews.
Has Multiple Features
If you think that a performance management software focus solely on the review processes alone, you are mistaken. They offer other features as well, such as the ability to share feedback, goals and objectives, an LMS, etc. All these features are often integrated so that when the review process is going on, users can view an employee’s complete profile, such as the feedback they have received, the goals they could complete, to what extent they could complete their goals, or even what new skills they have learned.
Performance management software offers a macro view of an employee’s performance and helps others make informed decisions during the review process.
Imagine a situation, wherein a remote employee is expected to put in his or her 100% effort but is not sure what’s the end result of this. Do you think she or he will be able to put in the right kind of effort? Performance management software enables the company to have clear-cut goals and makes them visible to every employee. Every worker gets to see how their effort can help the company achieve higher-level goals.
When they see how they can make an impact at the individual level, it makes them want to strive harder. Managers can easily keep a track of their team performances remotely and can provide feedback accordingly.
Stores Historical Data
The best part about real time performance management software is, you can access data anytime, and it helps to make quick and efficient decisions. They provide old as well as new data in one place, for you to compare and understand patterns and identify any gaps or bottlenecks. It becomes easy to track the performance level. It helps in making better decisions.
Performance management software can provide a very insightful look at an employee’s performance. This is not just related to ratings and feedback they have received over the past years. Rather, many performance management software also offers performance analytics that track employee performance in graphical chart format, calculate leadership potential, etc. This way, you can also track how well an employee is performing.
These employee data can help others make informed review decisions when reviewing performance. And they can also help managers make compensation decisions or even promotion decisions.
Increases Efficiency Of The Process
When everything is in one place, a lot can become easier. Conducting the review process through performance management software offers HR managers greater control over the entire process. They can control when the cycle starts and when it ends, how many employees should participate in the cycle, etc. HR managers can also restrict review visibility, call back reviews etc, thereby also maintaining a fair and just review process.
Are you looking for a performance management software? Connect with our experts.
According to a study by Adobe in 2017, 47% of millennials started looking for a new job after their performance reviews!
Performance reviews might seem like just another task for managers but they are a huge deal for the employees. Whether you love them or hate them, performance reviews are here to stay!
Different organizations follow different practices for their performance reviews. What really matters is the frequency of performance reviews at your organization. If you’re reviewing the performance of your employees annually, then filling out review forms and evaluating performance could seem like a lot of work and there is more scope for making mistakes and ruining performance reviews for your employees.
Here is a list of common mistakes that you could avoid during performance reviews.
Lack Of Planning
It is never acceptable to conduct a performance review meeting with your employees without sending them a prior notification about it. Performance reviews require both the managers and employees to be prepared. Remember that the agenda of the entire process is not just for you to assess their performance but also to analyze on how to improve it.
Annual performance reviews are abandoned by many organizations and are ignored by a few others. While annual performance reviews aren’t exactly seen as an accurate way to evaluate performance, you cannot delay or cancel these reviews without replacing it with a different structure for employee feedback. If you feel that annual performance reviews are too much, then replace them with frequent mini-reviews. Cancelling performance reviews, while your employees’ promotions, salaries and OKRs depend on them isn’t very ideal.
Missing Out On Acknowledgements
Lot of managers underestimate the amount of damage this practice can cause to their employees. The purpose of employee performance reviews isn’t just to tell employees how they failed, but also to acknowledge and recognize their accomplishments. As a manager, employees expect you to recognize and reward them for their good work. Utilize this opportunity to identify their areas of strengths and make use of these strengths to improve your organizational productivity.
This is one of the most common issues of annual performance reviews. Managers tend to review with a recency bias. It is important to be accurate with the evaluation, particularly when performance reviews affect employee compensation. As a manager, it is important for you to do your homework about your employees’ past work and have a clear idea before reviewing their performance, eliminating the scope for any recency bias.
Using Personal Judgement Instead of Data
Never base your employee performance evaluation on your own personal judgement. Always check for data and numbers from the past. Set goals and objectives for your employees and see how they accomplished them. Setting OKRs for employees helps you assess the performance of your employees based on concrete data.
Most managers forget that performance reviews aren’t just about the appraisals and compensation but also about managing employee performance and discussing about their future plans. So, don’t just focus on the appraisals, but also discuss and decide on how you plan to help your employees improve their performance in the future.
Comparing With Others
One of the most common mistakes that managers do during performance reviews is that they compare different employees to the same job levels and decide their compensation or promotion based on the analysis. Unfortunately, this practice demoralizes employees. And as a result, they will avoid discussing their future performance or career plans with their managers. This can also breed unwanted competition at the workplace.
Performance review is supposed to be a healthy discussion between the managers and employees. Managers usually tend to just ask employees to fill in the performance evaluation forms, get it signed and not bother about giving or receiving feedback. This practice is demoralizing and yields no positive result. If you want your employees to improve themselves and contribute to organizational productivity, encourage your employees to speak up and give feedback.
Do you want to know how Engagedly can help you improve performance management? Request for a demo!
HR Tech Awards, which recognizes top technology providers to help buyers understand the strength of today’s HR technology, announced Engagedly the Best Enterprise Solution 2021 in the Talent Management category.
St. Louis, MO, June 1, 2021:Engagedly Inc, a leader in performance management and employee engagement software, is delighted to receive the HR Tech Awards for the Best Enterprise Solution 2021 in Talent Management. HR Tech recognized Engagedly as “A solution that solves the core challenges of businesses in the enterprise market.”
Engagedly helps organizations digitize their performance management and improve employee engagement. Engagedly’s cloud platform is built to engage, motivate, and develop employees and drive performance.
“We are thrilled to be recognized as a comprehensive solution in HR Tech. Organizations that use our solution to align people processes with their business strategy will continue to outperform the ones that don’t, and we are excited to offer solutions to our clients who exemplify the power of a people-centric approach.” – Sri Chellappa, President and Co-founder at Engagedly Inc.
The HR Tech Awards, powered by Lighthouse Research & Advisory, recognizes top technology providers across a variety of capabilities to help buyers understand the strength of today’s HR tech firms. A panel of independent judges reviewed entries for specific criteria, such as problems the technology solves, clients’ case studies with tangible results, demos, key differentiators, and the company behind the technology.
“Engagedly provides a view of what modern engagement solutions look like, with integrating solutions across OKRs, performance, recognition, and more.” – Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory
Engagedly offers an easy-to-use and comprehensive set of features to ensure that people’s reviews are effective and easy so that employees stay engaged and productive. The automated performance management system makes it easier for HR managers to develop a culture of frequent feedback at the workplace which eases the whole process of employee performance evaluation.
Lighthouse Research & Advisory is a modern, independent analyst firm dedicated to setting the standard for excellence in talent, learning, and HR with practical research and a hands-on approach. By providing compelling research and actionable insights, our team enables HR, learning, and talent leaders to deliver more value to the business. Our research examines competitive practices, cutting-edge technologies, and innovative strategies.
To learn more about Lighthouse Research & Advisory, visit https://lhra.io
In a recent research by Work Research Institute, they found that it would have been possible to retain three out of every four employees who left. Out of every 100 employees:
22 leave for professional development
12 leave for work-life balance
11 leave in response to manager behavior
The report also states that these and other factors have led to a 7.6% increase in voluntary turnover since 2017 — a trend that’s adding “significant operational cost to companies, compromising growth and profit.”
So is it possible to reduce the attrition rate and keep your employees from leaving the organization? Organizations conduct exit interview to know why their employees leave. But by then, it is too late to convince them to stay. Instead of waiting until the exit interview of your next employee to know the issues, organizations should proactively conduct stay interviews.Conducting stay interviews has become even more relevant in the current era of virtual working. The amount of disengagement and burnout has reportedly increased among employees after they started working from home, which ultimately results in lower productivity and higher attrition rate.
Stay Interviews are one-to-one interviews between managers and their employees. These one-on-one’s help managers understand how employees feel about them and the organization. It also helps them understand how long an employee intends to stay with the organization. They act as a great tool to improve employee engagement and retention.
Identify the Candidates
Identifying the key employees of your organization is essential as part of the stay interview process. These are the employees which the organization wants to retain, and losing them might harm the organization. But managers and HRs should make sure that these are not the only employees taking part in the process. Include employees who have stayed a long time in the organization, high performers, individuals that enhance diversity, or those who are in high demand fields.
Plan For The Stay Interviews
As a manager or HR of the organization, schedule your stay interview way ahead of time. Decide on the frequency, duration, and timing of the stay interview. Daily to-dos might already be occupying the calendar, but scheduling a stay interview is very important as they will save time and cost concerning:
If you are looking only for information from your employees, then just surveys or interviewing people in groups should be fine. But if you are looking for some detailed insights on why your best employees are leaving, then a one-on-one interview is suggested. It will help employees to connect more easily with their managers. They will feel comfortable and answer more honestly. Employees will be more open to discussing what they like and what they don’t about the organization.
Prepare A Set Of Questions To Ask
The most important part of a stay interview is to ask the right questions. HRs or managers should refrain from asking yes-or-no questions or close-ended questions to employees in their stay interviews.
Instead, include questions such as:
What do you look forward to most at work?
What are you learning here and what else would you like to learn?
Completely avoid questions such as:
Are you happy working here?
Do you make enough money?
Be Open To Feedback
As a Manager or HR of the organization, you should always be ready to listen. Don’t get defensive and have an open conversation with your employees so that they can speak freely. Promote an open culture and give opportunities for employees to connect with their managers and HRs. This will make them feel important and heard, which in turn improves employee morale, engagement, and retention.
After the stay interview process is over, a detailed report should be prepared. A report will help the organization determine how likely the employees are to stay or leave. It helps the organization to understand where they are lacking from an employee’s perspective and work on them. It will help in reducing employee attrition and improve employee retention.
Just like preparing a report, you must provide feedback to your employees. Let the employees know that their concerns are being worked on and not ignored. If something is not achievable, communicate the same to your employees.
Want to know how Engagedly can help you improve employee engagement? Then request for a live demo.
Engagedly Announces Nominations Open For HR Influencers Of 2021
St. Louis, MO, May 28, 2021 – Five years running, Engagedly opens nominations for the Top 100 HR Influencers of 2021.
This annual event aims to recognize HR and People Services disruptors and icons, spanning across functions. HR continues to make tremendous strides in areas such as innovation, growth and technology. By recognizing the hard work of those who work tirelessly to reinvent and revitalize the HR industry, especially through the tough times, Engagedly hopes to bring major accomplishments to the forefront.
“We are excited to launch the nomination process for our 5th edition of Top 100 HR influencers where we celebrate the contributions of the thought leaders who are moving the conversations forward on innovations and best practices for people in workplaces,” said Sri Chellappa, President and Co-Founder of Engagedly.
Engagedly invites you to nominate people you believe have made a positive impact in this space. This is your chance to nominate the Human Resources rock stars you admire, people you feel have made tremendous advances in People Services- you can even nominate yourself!
Engagedly helps organizations digitize their performance management and improve employee engagement. Engagedly’s cloud platform is built to engage, motivate, develop, and drive performance. It offers an easy-to-use and comprehensive set of features to ensure that people’s reviews are effective and easy so that employees stay engaged and productive. The automated performance management system makes it easier for HR managers to develop a culture of frequent feedback at the workplace which eases the whole process of employee performance evaluation.
Engagedly ranks #1 on the list of startups to watch out for in Talent by The Starr Conspiracy
St. Louis, — May 11, 2021 — The Starr Conspiracy’s Talent and Learning Brandscape™ 2021 has named Engagedly as the number one startup to watch out for in the Talent category. Engagedly was also ranked 3rd in top 10 velocity brands in Talent. Engagedly, a leading solution provider in Employee Engagement and Performance Management space, was categorized in the Talent space with a velocity index of 3.36.
Brandscape™ 2021: Talent and Learning by the Starr Conspiracy is designed to highlight the cutting edge alignment of talent and learning companies who are doing things differently. In their own words, “Engagedly has shown strong growth and has taken a development focussed approach to Continuous Performance Management.”
“We’re seeing a renewed focus, amongst the organizations we partner with, on empowering people and teams to be successful” said Srikant Chellappa, President and co-founder at Engagedly. “Enabling people for business needs now is about finding new ways to connect all aspects of talent development to the business strategy. We’re focused on continuously improving the platform to address all areas of performance — from learning and talent mobility to recognition and OKRs — and help organizations align company goals with people goals no matter where they are.”
The Starr Conspiracy Methodology:
The Starr Conspiracy has worked with more than a thousand brands over almost two decades and gotten to know thousands more. They believe that the best brands have a story and tell it well. It may be innovation or power or leadership or purpose or revolution. The story is authentic to their people and the product. It can be seen in their success and the success of their customers. Using publicly available data, they developed a formula to understand Brand Power and Brand Velocity for Talent and Learning companies. The Starr Conspiracy attempted to remove their preferences and biases from their work and let the data speak for itself.
About Engagedly
Built on best practices and decades of research, Engagedly’s People+Strategy platform is built to drive performance outcomes starting with their people. With Engagedly’s E3 Modular Platform, organizations can Execute their strategy with goals/OKRs, performance appraisals, and 360 degree reviews. Further, they can Enable their people development with one-on-one feedback, LMS, mentoring or coaching, and Engage their people with recognition and rewards, employee surveys, and social praise.
Engagedly is the complete solution available to align People Practices with Organizational Strategy. Engagedly is also a modular platform, so organizations can grow into their strategy with only the modules they need.
Many organizations around the world today are in the process of completing their year-round performance reviews. Whether you are doing it yearly or half-yearly, so far it has been an indispensable process. But globally many companies have now ditched the annual / half-yearly reviews in favour of feedback-based continuous performance management.
Often, these reviews are not fruitful, and it is just a waste of some productive hours for the managers and their employees. Both the manager and employees go in unprepared, and the results are not as expected. A little preparation and these meetings could turn into productive discussion sessions related to strategic planning, goal setting, etc.
The Importance Of Performance Reviews
We all know the significance performance reviews hold in today’s day and age. Efficient processes not only help understand employee performance but can also measure productivity. Managers share constructive feedback, review goals, identify development opportunities, and help employees to identify their strengths and weaknesses. It also serves as the tool for discussion of salary appraisals, incentives, and promotions. Here are some of the benefits.
Helps Align Goals And Objectives
Performance reviews offer a scope to discuss and align employee goals with the team and the organization’s goals. It gives them a sense of direction and helps them understand how they fit into the bigger picture.
Performance reviews are a great opportunity to promote a culture of feedback and communication in the workplace. Feedback from managers helps employees know their strengths, weaknesses, blind spots, and gaps. It helps them understand where they are going wrong and what they are doing right. It also helps in employee engagement and enhances employee experience.
Clarity in Job Roles
Often employees are not clear about their job roles and responsibilities and how their work affects employees of the same team or others. Additionally, these meetings act as a great platform for them to understand their job roles better and remove any ambiguity.
Praise, Recognition & Rewards
Employees love being praised, recognized, and rewarded for their work as incentives, bonuses, promotions, or some time-off. Employees feel valued, important, and satisfied when the organization and managers show gratitude. Conversely, if you fail to reward or recognize them, they feel demotivated, disengaged, and ultimately leave your organization for other opportunities.
Performance reviews are a great way to plan for the training, mentoring, and development programs. Identify where your employees see themselves in the next few years and what challenges they would like to tackle. These meetings act as a guide for employees to tread the correct path for their skill development.
Although there is no specific yardstick to measure good performance, but we at Engagedly have identified six guidelines to measure someone as a good performer:
Meets targets on time
Takes complete ownership of responsibilities
Completes job duties
Have the willingness to learn and develop along the way
Follow the ‘Code of Conduct’ and company policies
Shows a positive attitude and collaborates with the team
Tips For Managers
As a manager, it is your responsibility to give your employees accurate reviews, which would help them perform better and achieve results. Here are some tips which will help first-time managers or even experienced ones to navigate smoothly in the performance reviews.
Prepare Well On Time
Although a performance review is not more than a half-hour or an hour activity but as a manager you can’t go in unprepared. Schedule the meeting well in advance so that it gives both of you time to prepare for it. Send a meeting invite and block a calendar slot of your direct report. Decide on the key points that you want to focus on and discuss and document them. Review their past performance and achievements. Collect feedback from other stakeholders on their performance and document them to share them with your employee.
Communicate clearly and concisely with your employees during a performance review. Make sure they understand what you want to convey. Avoid responding with one-word answers, such as Good Work, Unsatisfactory Work, Poor Work, or even avoid using phrases such as You did an outstanding job, or You did a terrible job. One word or a phrase won’t help employees to understand their performance any better. It would destroy one of the main motives of the performance reviews. Employees would leave the reviews being unsatisfied and with incomplete information. But as a manager, you don’t need to go overboard with your words but let them know enough, so they are at least in the right direction.
Set Goals And Objectives
A performance review is not only to assess what has happened in the past but also the platform to set goals for the future. Help your employees to set goals and objectives for the next quarter, half-year, or year. The goals should be tough to challenge your employees, but attainable so that we do not demotivate them. Track and review them from time to time to track the progress. It would ensure your employees are on track.
Make sure it is not a one-way conversation, jazz up the conversation with question-answer sessions. Give your employees the opportunity to take part and speak. Half of the performance reviews do not create any impact because they are not interactive enough. Give them feedback, ask them questions and suggestions which will allow them to take part actively in the discussion.
Design Performance Improvement Plans
Performance reviews are a great opportunity to discuss the performance improvement plans of your employees. It does not indicate that your employee performance was not up to the mark. It is a chance to improve future performance based on the previous one. In the performance review, set OKRs and design a performance improvement plan based on previous performance.
Review Frequently
Sharing timely reviews can greatly impact your employee’s performance. It motivates them and allows them to improve continuously. Moreover, it helps them stay aligned with their goals and objectives. Timely feedback, whether positive or constructive, helps employees perform better and reinforce what they are doing right. It also allows you to appreciate and acknowledge your employees regularly, which makes them feel valued and important.
Human memory has a limited capacity, and it can only store a certain amount of information. If you do not document the ongoing performance review, it might cloud your next one with biases. It will serve as a benchmark for the next performance discussion. Not only this, it will provide evidence-based support for your next discussion and help you decide regarding rewards, promotions, or incentives. A performance review software such as Engagedly can help you store and document historical performance data of your employees.
Want to know how Engagedly can help you manage performance reviews? Then request for a live demo.
We are all aware today that we can’t gauge, monitor, and measure work efficiently with the present performance management systems. Measuring employee performance is one of the crucial objectives for every organization and it directly affects their successes. As a result, on the global front, organizations are doing away with the traditional way of managing performance and are adopting the modern approach by using social performance management through credible performance management software. It is not only comprehensive but also consistent and balanced when compared to the traditional annual or half-yearly reviews.
An effective performance management software can help you increase employee engagement, boost motivation, and facilitate two-way communication. Not only this, it helps in better management of employees and also increases the efficiency and accuracy of employee performance reviews.
While there are multiple reasons why you should invest in a good performance management software, we have some important ones listed out for you here:
Instant Feedback
You know how important feedback is to driving employee engagement and retention. But for it to be effective, it needs to be shared often and on the spot, be it positive or constructive. Performance management software makes sharing and receiving feedback a lot easier for both employees and managers. It allows for consistent and ongoing sharing of feedback on a real-time basis. Instead of waiting for the performance reviews, managers get to share feedback with their employees anytime and from anywhere. Similarly, it gives employees the flexibility to ask for feedback whenever required. Timely feedback helps good employees become better, and the ones who are not up to the mark, get a chance to improve.
As rightly iterated by Ken Blanchard (American Author) that, ‘Feedback is the breakfast of champions.’
Hence, performance management software not only facilitates two-way dialogue but also improves collaboration, which in turn improves employee engagement and retention.
Acknowledgement and recognition goes a long way for employees. Just like feedback, employees feel the constant need to be recognized for their work. Receiving timely acknowledgement boosts employee’s confidence, and they get validation for their work. A good way to keep your employees motivated and engaged continuously is to celebrate their wins with them.
Most of the performance management software in the market have a built-in employee recognition and rewards module, which allows you to recognize and reward your employees instantly for their work. For example, using tools like Engagedly, you can publicly praise or award points to your employees.
Without some goals to achieve, where would we all be? Goal management is an integral process of all organizations. It helps employees to remain focussed on a common goal and in measuring the overall progress of the organization.
A performance management software enables employees and the organization to set clear, SMART, and dynamic goals for themselves. In addition to this, it allows you to cascade your goals and also align them with the organization’s goals. This helps every individual work towards some common goals and have the bigger picture in mind.
Multi-rater
Millennial employees care for feedback a lot more than their predecessors. They not only look for feedback from their managers but peers as well.
The multi-rater feedback has already picked up pace in terms of popularity and is a common module of most performance management software. In this process, employees receive feedback from multiple audiences, which includes managers, peers, subordinates, vendors, and customers. Employees get an overall and balanced perspective of their performance. Moreover, it bridges the gap between what an employee perceives and what others think about the employee. It also allows employees to share feedback about their managers anonymously without the fear of getting subjugated.
We can say that multi-rater feedback not only helps in the self-awareness of the employees but also promotes an open culture in the organization.
Today many organizations are choosing to inculcate the transparency factor. And in the core of it all, is a good and efficient performance management tool.
Performance management software offers a great deal of visibility to everyone in the organization. Every stakeholder has a clear view of the progress of goals, feedback, and ongoing projects. Moreover, as performance management software logs in data consistently, it reduces the chance of any biases or favoritism towards an employee. This leads to creating a sense of trust and open culture in the organization.
In today’s data-driven world where everything is predicted and explained in numbers and stats, where would we be without analytics?
Performance management software provides detailed insights about an employee’s performance in the form of graphs and charts. It helps employees to make decisions about their skills and developmental needs. Additionally, it helps managers and organizations to make compensation and promotion-related decisions during the time of annual or half-yearly performance reviews. Not only this, it also saves the employer’s time during the time of reviews as all the information regarding employee’s performance is already there in the performance management tool.
Given all the above benefits that you can draw with efficient performance management software, would you want to wait any longer? We guess not!
Are you planning to invest in performance management software? Then request for a live demo.
Workplace culture can either be the jewel in the crown for an organization or an unsightly blemish that mars their otherwise spotless visage.
Now, more than ever, organizations are beginning to focus on creating a workplace culture that appeals to everyone, especially the incoming workforce. ‘Good’ workplace culture is touted as a perk that employees receive in order to make an organization seem attractive. But this begs the question, what is good workplace culture? Should it be one that focuses on attractive employee perks and privileges or is it one that creates a holistic work environment?
The answer is a healthy mix of the two. No employee is going to say no to perks. They are nice to have and employees will appreciate them. However, the perks will only be attractive when the rest of the organization’s culture matches up as well.
Another reason whyworkplace culture is so important is that it also directly impacts certain other factors such asemployee engagement, employee morale, and even performance. Consistently good work which contributes massively to an organization’s success can only happen when the workplace culture is one that fosters a healthy work environment.
It is important that organizations focus on the right things to fix when creating an attractive workplace culture. Culture is unique to every organization and it could be considered a visible offshoot of the organization’s core mission and values. If your culture and values are discordant or oppose each other, then you are setting yourself up for an uphill task.
It is also worth remembering that culture can make or break an organization. Culture just does not constitute behavior in the workplace. It also includes business practices and motivations.
Here’s what else you need to consider when deciding upon creating or even fixing workplace culture at your organization.
Everyone Is Responsible For Building Workplace Culture
As per research by Deloitte, only 19% of executives believe their company has the ‘right culture.
Culture cannot be the ambit of the HR department alone. Often, to effect cultural change is to effect a seismic shift in the way of thinking. This can only be accomplished by someone who wields considerable influence within an organization, like leaders or senior executives. Leaders are capable of inspiring a large number of employees. Should they affect a cultural change or even show signs of doing so, this permeates down through the organization. HR leaders by themselves will not be able to do much. Instead, they need to work in tandem with senior leaders to effect change.
Do Not Compare Existing Culture With Other Organizations
Do not look to other organizations for inspiration, when it comes to culture. Culture is highly variable according to industry and one industry’s culture might not be the right fit for another. For example, it is impossible for an investment bank and a tech firm to adopt each other’s work cultures. Banking is a highly regulated field and subject to certain rules and regulations. On the other hand, the tech industry is subject to completely different rules. What works for one might not work for the other. Instead of forcing culture upon an organization, akin to fitting a square peg into a round hole, it should be the other way around. Organizations should create a culture that works for them.
As mentioned above, culture tends to be the offshoot of an organization’s mission and values. Take inspiration from here instead of elsewhere.
Evaluate Existing Work Culture
It is important to evaluate your organization’s existing culture before making any sweeping changes. This can be accomplished through awell-crafted survey. The reason why it is important to do a cultural inventory is that these surveys can reveal a lot of useful insights. It can teach leaders that instead of overhauling an organization’s entire culture, they might simply need to make strategic changes to existing processes. Through the survey, they might flag culture-defeating behaviors or bring to light examples of great culture. But unless you make the effort to know, it is not possible to see all of this.
Cultural change is very slow to take place. It’s not an overnight process and neither can it be something that happens in a flash. It can feel demoralizing to start a change process and not see visible results. It is important to remember that culture is often a belief system that has been reinforced over a period of time. Since it is a part of a belief system that employees often share, it can often be hard for employees to let go of long-held beliefs. Changing workplace culture requires patience and effort. It’s a long-term process that will show tangible results only a few years down the line.
Do you want to know how Engagedly can help you build a better work culture? Then request for a live demo.
The year 2020 has been a roller-coaster ride for all due to the COVID19 pandemic. While we are almost in the fourth month of the year 2024, we are still unsure how the rest of the year will turn out to be. Remote working or hybrid working has become the new norm and is still likely to continue for sometime. This new era of working has allowed employees to work flexibly, increase their productivity, put in extra effort, and work from anywhere while managing their personal lives. But it has also resulted in an increase in the number of employees reporting burnout, stress, and anxiety. As the way we work has changed, performance management also needs a more comprehensive approach. Here are some trends that are already shaping up and are here to stay.
Performance Management Goes Virtual For All
When everyone shifted to working from home or remote working, it became difficult for organizations to manage their employee’s performance. So most companies shifted to cloud-based applications or tools from the traditional approach. In our recent survey to understand the impact of COVID on Performance Management and Employee Development, we found that performance management has gone virtual and more progressive. Here are some of the results from the survey:
Over 50 % of organization leaders reported that their employees were more frequently participating in check-ins, performance review assessments, and OKRs and Goal Management
64.8% of respondents reported increased frequency of engagement in ongoing check-ins with managers in the COVID Era
73.8% of respondents said that these changes would continue even post COVID, and 70% of them were satisfied with these changes
We also found that organizations are now focussing more on continuous performance management than a yearly or half-yearly review of performance.
In the survey mentioned above, we also found that people’s development has become on-the-job and based on real-time feedback. More and more organizations are focusing on sharing immediate or real-time feedback with their employees. When feedback is shared only during reviews or appraisals, it loses importance, and often employees fail to connect the dots. On the other hand, regular feedback helps employees know what they are doing right and what to improve on. It helps them reinforce the practices that will help the organization grow. It boosts their morale; motivation and satisfaction level. We can say that regular and continuous feedback has become an important part of performance management for the virtual workforce.
Skill Development and Mentoring are a big part of employee performance management in the virtual working environment. It is the right time for employees to upskill and cross-skill themselves. Frequent check-ins and feedback help managers understand their employees better. As a result, managers can identify their training and development needs easily. Give your employees access to online training academies such as Coursera, Udemy, edX, etc.
This is also the right time to start a mentoring program for your employees. Having a mentor in these uncertain times will be helpful for your employees. A mentor will help in the personal and professional development of your employee. Invest in mentoring software such as Mentoring Complete uses its proprietary algorithm and a 3-step matching process to find the correct mentor-mentee match.
When an employee sees that the organization cares for their growth and development, they feel empowered, confident, and committed to their work. It results in a decrease in employee turnover and an increase in retention.
Enhanced Streamlining of Goals and Alignment
Goal Setting and Alignment have always been a crucial component of performance management. It helps employees stay focused, engaged, and stay motivated at all times. Traditionally companies planned their goals for the entire year or half-yearly. However the current volatile nature of business has forced organizations to set short-term goals. More and more organizations have started using the OKR methodology to set their SMART goals.
Successful organizations such as Google, Amazon, Disney, LinkedIn, etc., use OKRs or Objectives and Key Results to set their goals. OKRs consist of two components – Objectives: a clearly defined goal to be achieved, and Key Results: measurable steps to achieve the objectives. Each objective should have 3-5 key results. OKRs help employees to set and align individual goals to the organization’s goals. Additionally, OKRs help everyone identify measures of success, prioritize tasks, and set stretchable goals. They can be easily updated or discontinued as per changing business needs.
As per recent research in Harvard Business Review, employers who invested in the well-being of their employees saw three times the return on their money spent.
Employee well-being and experience are the essence of performance management for remote employees in 2024. It is a year when companies cannot focus on providing the best customer experience alone! They also need to focus on providing the best employee experience. Failing to do so will impact employee engagement and productivity. But with employees working remotely, it often becomes difficult. Here are some ways that will make it easy:
Use tools like Engagedly and engage in regular two-way communication and feedback. It will help you keep a pulse on employee’s engagement levels
Offer or conduct virtual yoga or gym sessions through Zoom or Google Hangouts
Give them access to online doctor consultation platforms
Reward and recognize them to keep themmotivated
Have ‘Virtual watercooler’ sessions
This helps in creating a better experience for your employees. They are fit, satisfied, and happy at their jobs. Not only this, but it also helps in improving employee retention and employee engagement. Needless to say, it also results in innovation.
Are you planning to invest in a performance management software? Then request for a live demo.
Most of us globally have been working from home or in a hybrid environment for over a year now; it is more than what we ever imagined. Considering the current situation, we may continue to work remotely, at least for some time now.
While initially companies and employees were equally skeptical of working from home, but it has its own benefits for both. It helped companies to reduce their costs and recruit employees from the global talent pool. On the other hand, employees gained the flexibility to work from anywhere and no need to travel to work.
Initially, many of us blended seamlessly with the process. But recent statistics suggest that the number of employees who reported stress, anxiety, and loneliness has increased. Not only this, but they also reported extra screen hours as compared to what they used to do previously. It affects their mental and physical health, makes them feel exhausted and less productive. As a result, they become disengaged and disconnected from the organization. It impacts the overall productivity of the employees, which ultimately affects the organization.
HRs, organizations, and employees should collaborate and realign their existing employee wellness schemes to support the wellbeing of their remote employees. Organizations should no longer focus only on physical wellbeing but also address mental wellness issues. Here are four employee wellbeing initiatives that organizations can focus on for the wellbeing of their remote employees.
How are you managing the well-being of your remote employees? Do let us know in the comments.
Want to know how Engagedly can help you with managing your remote employees? Then request for a live demo.
Dr. Edie Goldberg, a leading Talent Management Strategist and Author of The Inside Gig, joins Engagedly as their New Advisory Board Member.
St. Louis, MO, April 16, 2021 – Engagedly, a leader in performance management and employee engagement software, is pleased to announce the appointment of their new advisory board member Dr. Edie Goldberg.
Edie Goldberg, Ph.D. is the Founder & President of E.L. Goldberg & Associates in Menlo Park, California who earned her degree in Industrial/Organizational Psychology from the University of Albany, SUNY. She has made her name as an expert in the field of talent strategy and organizational effectiveness. Her practice focuses on designing human resources processes and programs to attract, engage, develop, and retain employees. She is also the past Chairperson of HR People + Strategy, SHRM’s Executive network.
In her own words, “I agreed to become an advisor for Engagedly because we are philosophically aligned about the need for a continuous performance management process. This process enables individuals and organizations to optimize performance through setting goals and providing ongoing feedback and coaching. Engagedly’s focus on people enablement is well aligned with my vision for a successful performance management process. I am excited to be joining their passionate team as an advisor so that I can help build a best-in-class technology, one that enables organizations to improve individual and organizational performance.”
Presently, Edie serves on the board of the SHRM Foundation, and is a Fellow of the Society for Industrial-Organizational Psychology. She is the recipient of the HRPS Lifetime Achievement Award for contributions made to the HR profession and was recently named as one of the top Silicon Valley HR Executives to watch on social media.
“I couldn’t be more excited to have Edie join our Advisory Board. Engagedly and its clients will now be able to leverage her insights and expertise given her work on employee perceptions regarding what attracts and retains them as well as the development of a process to help companies attract, retain, and engage their workforce, and ultimately build high performing organizations,” added Sri Chellappa, President and Co-Founder of Engagedly.
About Engagedly
Built on best practices and decades of research, Engagedly’s People+Strategy platform is built to drive performance outcomes starting with their people. With Engagedly’s Modular Platform, organizations can Execute their strategy with goals/OKRs, performance appraisals, and 360-degree reviews. Further, they can Enable their people development with one-on-one feedback, LMS, mentoring or coaching, and Engage their people with recognition and rewards, employee surveys, and social praise.
Engagedly is the complete solution available to align People Practices with Organizational Strategy. Engagedly is also a modular platform, so organizations can grow into their strategy with only the modules they need.
It has been more than a year that the COVID19 pandemic hit us, and we all started working from home. Although many organizations have started to work in a hybrid model where employees can work from the office or home but are we ready to be back to work yet? Here are six bold predictions made by our President and Co-Founder of Engagedly, Srikant Chellappa.
1. People will feel less productive
People who got used to working alone and staying focussed on their tasks will feel more distractions, and will feel unproductive. In addition, if they had long commutes to work, that will eat away at their time they normally spent on being productive. However, there will be some who get energy from the presence of their co-workers and may feel engaged but their overall productivity will suffer.
There will be an adjustment period to get back to feeling productive around other people
People who are energized by working around other people and people who are annoyed by constant interruptions and time wasting commutes. The second type will be more inclined to choose to work from home at least few days a week.
Organizations will need to know what works best for their people based on their personality and work styles, and accommodate accordingly.
3. There will be more alignment and collaboration between people
While productivity will suffer for a while,
the good news is that people will be working on the “right things”.
There will be better alignment between teams and co-workers so there will be less wasted effort on things that don’t produce results. The trap, they can and, many will fall into is meeting overload and work conversation distractions that can take away from focussed and “deep work”.
4. People who are not at work will feel left out and may get demoralized
However, there will be some people who will choose to work from home most of the time may feel left out and may get misaligned from the group at work.
Some of them may feel disengaged or demoralized because they would feel they are not being included in important conversations and decision making.
Organizational leaders will need to make a concerted effort to ensure alignment for both these groups of people.
5. Many people will quit if they feel compelled to be at work
Some Managers and Organizational leaders will implore their team members to come to work. But because change is hard, many will choose to continue to work from home. Some Managers will make decisions without their input, because
They were not there when I had to make a decision.
These employees will eventually either become disengaged and their contributions will suffer Or they will quit. We will see an increase in people looking for change in their jobs and possibly even their careers.
6. It will take upto 18 months to feel like Pre-Covid
I fully expect people to start trickling into work by June with most organizational workplaces open by July. However, it won’t feel the same for the reasons mentioned above. Going back to feeling normal will take upto 18 months. Masks and social distancing will continue for several months. People will feel uncomfortable in crowded meetings (eg. All Hands). There will be a cohort who will only want to work in a hybrid environment for a very long time. Most Meetings that people used to “fly to” will continue to occur over zoom for a very long time.
It will probably be 2022 summer when post-covid feels more like pre-covid.
Want to know how Engagedly can improve collaboration of your remote team? Then request for a live demo.
With many organizations still functioning remotely, it is crucial for employees to have clear and well-defined goals to keep them on track and focused. Having clear goals helps them improve their productivity, enhance their decision-making skills, and keep them motivated and engaged.
It is almost the end of the first quarter of 2021, and it is time to set goals for your second quarter. So it is necessary to set them right, and avoid the mistakes made previously. Here are seven common goal setting mistakes to avoid when setting goals for yourself and the team.
Failing to Set SMART Goals
We understand setting SMART goals might sound a little bit cliche, but you simply can’t ignore it. George T Doran introduced SMART goals in 1981, and it has been used by organizations worldwide since then. When employees don’t set SMART goals, they lack direction and fail to understand their goals clearly. SMART goals have five main key focus areas:
– Specific: Goals should have a specific purpose. It becomes easier for employees to understand. If goals aren’t specific, they will fail sooner or later
– Measurable: Goals must be measurable so that employees can track the progress of their goals. It will help them track achievements and define success
– Achievable: Goals cannot be too easy, nor can they be too difficult. Easy goals will not challenge the employee, whereas a difficult one will demotivate them
– Relevant: Goals should be relevant and linked to the overall organization and department goals
– Time-Bound: There needs to be a specific time within which the goal needs to be completed. When goals are time-bound, it drives performance, and employees stay motivated and engaged
As per recent research by Gallup, only about half of employees understand their job expectations.
Often managers commit the mistake of excluding the employees from the goal setting process. This results in employees lacking a clear understanding and expectation of their goals. Instead, it should be a collaborative effort between the manager and the employees. Employees, when they are part of their goal setting process, they feel more accountable for it. Additionally, the employees don’t feel the goals as forcefully imposed, which results in job satisfaction and increased productivity.
Non-Aligned Goals
According to a report by McKinsey&Company, 91 % of businesses noticed an improvement in profits when organization goals and key strategies were linked to team performance goals.
Non-aligned goals lack directions. Furthermore, employees fail to understand how they contribute to the bigger picture. For employee goals to be effective, they should be aligned with the team, department, and organizational goals. Employees who understand what role they play in an organizations’ success tend to be more productive and are more engaged at work. When they know how they contribute to the overall picture, they are more focused and motivated, which results in success for the organization.
Goals Are Not Flexible
It is often possible that the objective of a goal itself changes even after an employee starts working towards it. In this case, it is wise to update the goals as per their needs. Static goals often affect the motivation and productivity of the employees. Most organizations commit the mistake of not revisiting their goals or updating them until it is time for employee performance reviews. Having flexible goals makes them relevant and important for the employee and the organization.
As mentioned above, organizations often fail to revisit the goals until performance reviews. It results in employees failing to understand what they are doing right and need to keep on doing, and what they are doing wrong and need to stop.
Whengoals are tracked, it helps identify problems as well as their progress. As a manager, help employees identify key milestones and set up a timeline to achieve the same. Review the progress of the goals from time to time and share feedback with your employees. This will help them to stay focused and aligned with the organizational goals.
Ignoring The Small Wins
“People work for money but go the extra mile for recognition, praise and rewards.” — Dale Carnegie, Leadership Training Guru, and Author.
Setting clear and well-defined goals is crucial, but it is also necessary to take out time to recognize and reward your employees. When you recognize or reward your employees on small wins, they are motivated to achieve further. But failing to do so often makes employees feel undervalued and unimportant, and they get derailed from their goals. A lack of appreciation decreases their morale and motivation to work. It reduces the engagement and productivity of the employees. On the other hand, even a small announcement on the company website or social media or paying bonuses is enough to make them feel appreciated.
Additionally, it helps in creating a culture of appreciation throughout the organization.
We all know COVID-19 has changed the way we all work today. Organizations globally have ditched the traditional goal setting process and have invested in a goal setting software. If your organization has not invested in one yet, it is the right time to do so. Goal setting software helps the creation and managing of goals easier for everyone in the organization. In addition to that, it also improves the visibility of the goals and helps to track them easily.
Do you want to know how Engagedly can help you with setting effective goals? Then request for a live demo.
The secret of change is to focus all of your energy not on fighting the old, but on building the new. – Socrates
Remote work is not the only aspect of change in the past year. COVID-19 has made sure that everything that was once normal is not so anymore. So we at Engagedly sought to understand these changes (esp. with performance management), how they are impacting us today and whether these changes are permanent.
We surveyed to understand the situation better and bring to you information that will help you improve employee engagement and learning.
We asked leaders from 5 key industries to report the degree of change for different performance management processes. They were to report whether or not each of the performance management processes was occurring more or less frequently during COVID-19.
They responded on a five-point scale (1= significantly less frequent and 5 = significantly more frequent).
What did we find?
Overall, 20% of respondents were very satisfied with the changes they experienced related to performance management and people development processes. These are the leaders that reported being very satisfied (5, on a 1-5 point likert scale measuring satisfaction) with the changes to performance management and people processes that they experienced due to COVID-19.
Taking a deeper look into those who were very satisfied with the changes provides some additional insights to guide future initiatives.
When asked, “What specific process change(s) to people development had the biggest impact on your satisfaction?” There were a few key themes that surfaced:
Improved training technologies/processes
More frequent and accessible trainings for employees
Breadth of training offered
When asked, “What specific process change(s) to performance had the biggest impact on your satisfaction?” Here were a few key themes that surfaced:
Incentivizing/recognizing employees for good/improved performance and adherence to new policies
Checking in more frequently with employees about performance and asking them how they were doing personally as well (well-being)
Optimization of systems and technology
Transitioning back to the in-person work environment and work schedules Investments in technologies
Supporting the more flexible work environment and coordinating the work of the team(s)
We are still amidst the fog of COVID and its remote work environment when it comes to most of the workplaces in the US. It still remains to be seen if these changes are widespread permanence or if they will be more industry-specific. While we do anticipate that there will be some retrenchment to the old way of managing Performance and Learning & Development but it seems quite likely that we will not go back to pre-February 2020 days.
When looking at the data and insights we can always learn a lot from those that are doing well, or have had a favorable experience. Though our natural tendency is to fix the broken parts, sometimes a fix is as easy as replicating or copying where things are working well. These lessons can come easily from both internal and external sources. All we need to do is be mindful of this fact, and stay curious.
In the current work environment, regular feedback between employees is critical for business growth. Businesses are becoming increasingly aware of how 360 feedback can help improve planning and drive strategic goals forward.
What Is 360 Degree Feedback?
360 degree feedback or multirater feedback is a relatively modern method where everyone with whom an employee has worked shares anonymous feedback about the employee. Managers, peers, direct reports, vendors, and sometimes even customers are involved in the process. It has multiple benefits and is more accepted by everyone because of its balanced nature. Some of its benefits include:
The impact is clear, but how do you effectively leverage this powerful tool? Join us for our second HR Strategy session, where our very own Srikant Chellappa and Aaron Adams will give a comprehensive overview of 360 degree feedback:
The evolution
How to plan and achieve strategic goals with it
The potential and the pitfalls
Come dive into these discussions with us. As an attendee, you’ll receive a free 45-minute consultation on how to design or improve the process.
![6 Reasons Why Your Employees Leave[Infographic]](https://engagedly.com/wp-content/uploads/2021/06/why-employees-leavr-e1624964847826.webp)
![Wellbeing At Work – The Remote Edition [Infographic]](https://engagedly.com/wp-content/uploads/2021/04/work-from-home-infographic.webp)
