Author: Srikant Chellappa

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.

How Performance Management Has Changed In 2024?

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.

Download The Whitepaper

People Development Becomes Feedback Focussed

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.

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

The Need for Skill Development and Mentoring

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.

Also Read: OKR Goal Setting For Successful Businesses

Focus on Wellbeing And Employee Experience

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 them motivated
  • 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.

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Wellbeing At Work – The Remote Edition [Infographic]

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.

Also Read: 5 Benefits of Investing In Employee Recognition Software

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.

Also Read: Employee Rewards and Recognition During COVID 19

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.

wellbeing at work the remote edition

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.

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Renowned Talent Management Strategist Dr. Edie Goldberg Joins Engagedly Advisory Board

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.

Edie has published and presented at numerous conferences on the future of work, performance management, internal talent mobility, career management and succession planning. She is the co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity (Lifetree Media, April 2020) a playbook for implementing a talent marketplace.

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.

Talent Management Software

6 Bold Predictions on Going Back to Work – Srikant Chellappa

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

Also Read: Importance Of Continuous Feedback In The Post Covid Era

2. We will see two types of 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”.

Also Read: Tips To Manage Stress Of Your Remote Team

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.

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Engagedly Releases Tangerine LMS to Enhance Organizational Learning Experience

Engagedly recently announced the release of their new enhancement, Tangerine Learning Management System. With advanced features and user-centered approach, this digital learning module is all set to take organizational learning experience to the next level. Continue reading “Engagedly Releases Tangerine LMS to Enhance Organizational Learning Experience”

7 Common Goal Setting Mistakes Managers Should Avoid

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

Also Read: 5 Reasons Why You Need A Performance Management Software

Excluding The Employees

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.

Also Read: How To Conduct An Effective 360 Degree Feedback?

Fail To Track Progress

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.

When goals 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.

Also Read: 5 Benefits Of Investing In Employee Recognition Software

Not Using A Goal Setting Software

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.

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Performance Management: Post COVID Changes To Get Used To

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. 

In the previous edition, People Development Goes Virtual and More Feedback Focused, we discussed how the pandemic has impacted learning and development, and feedback. In this edition, we will discuss the comprehensive overview. 

The Performance Management Survey: 

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. 

Also read: Performance Management Gone Virtual and More Progressive

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) 
Also read: Know How to Make Employee Feedback Work

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.

Want to view the detailed report? Click here.

 

Want to know how Engagedly can help you with implementing continuous feedback? Then request for a live demo

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HR Strategy Sessions: Using 360 Degree Feedback to Drive Strategy

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:

  • Increases Self-Awareness
  • Multiple Sources of Feedback
  • Reduced Bias
  • Skill-Development
  • Measures The ‘How’

To know about some additional benefits read: 10 Benefits Of 360 Degree Feedback

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.

Day: Monday, 15 March 2021

Register here

Looking forward to connecting with you!

Want to know how Engagedly can help you with implementing it? Then request for a live demo

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People Development Goes Virtual and More Feedback Focused

2020 has taught us many things. But most importantly, it has made us realise the power of technological advancement and digitization. In our previous edition, we brought to you details on how Performance Management has Gone Virtual and More Progressive. In this edition, we will discuss people development and employee feedback in the post pandemic era. 

While technology and digitization has allowed us to continue working through the pandemic period, what about learning and reskilling? Your employees require learning and development too, especially in today’s day and age. So with the transition to remote work and organizations’ inability to conduct in-person training, we anticipated an increase in virtual and technology-driven learning and development. 

We decided to conduct a survey to understand the situation better and bring to you information that will help you enhance employee engagement and learning. 

To assess the extent of the changes COVID has brought upon us, we reached out to leaders and HR heads. They were asked to report the degree of change for different people development processes by reporting whether or not each of the development related processes was occurring more or less frequently during COVID. They responded on a five point scale (1= significantly less frequent and 5 = significantly more frequent). 

We focused the questions on the following people development processes: 

  • Online Training from External Content Providers 
  • Online Training from Internal Content Providers 
  • Live Online Training from Internal Teams 
  • Live Online Training from External Content Providers 
  • Ongoing Feedback 
  • Developmental Assessment(s) (i.e. 360, Personality, etc.) 

Guess what we found?

The changes in people development was more pronounced than the changes in Performance Management Processes. Over 50% responses indicate that they took part in all 5 of the people development processes that were assessed in more frequency. Moreso, Online Training from Internal Content Providers, reported the largest change with 69.1% of leaders reporting that this was occurring more frequently now. 

This was followed by Live Online Training from Internal Teams, Online Training from External Content Providers, Ongoing Feedback, Live Online Training from External Content Providers, and Developmental Assessment(s) (i.e. 360, Personality, etc.), respectively. This explains the recent uptick in employee development training vendors growth across the entire spectrum. We then took to assess if the leaders are satisfied with these changes and expect these changes to continue.

Here is what we found: 

Answer to Research Paper survey

Key takeaways for you:

As learning and development technologies and approaches have evolved to take on more virtual and real time feedback (on the job development), COVID has acted as an accelerant to these changes as anticipated. While organizations are actively embracing learning technologies and more progressive approaches to development like Real Time Feedback and Coaching, it remains to be seen if this is here to stay. Given the level of satisfaction with remote work changes, the future work environment may embrace a hybrid model (remote and in office), so we anticipate many of these shifts will be permanent.

Want to view the detailed report? Click here.

Do you want to know how Engagedly can help you with Performance Management? We have live demo for you.

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Performance Management Software : Here’s Why You Need It

Measuring employee performance is one of the crucial objectives for every organization. Globally, organizations have started ditching the traditional way of managing performance and are adopting the modern approach. They have moved away from traditional paper-based reviews to using performance management software.

Performance management software is known to increase employee engagement, boost motivation, and facilitate two-way communication. Not only this, it helps in better management of employees and land also increases the efficiency and accuracy of employee performance reviews.

If your organization still haven’t invested in a performance management software, read on to know why you should.

Feedback Module

Feedback is critical to driving employee engagement and retention. For feedback to be useful, it needs to be frequent and on the spot. Performance management software makes sharing and receiving feedback a lot easier for both the 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 instantly. It gives employees the flexibility to ask for feedback whenever required. Timely feedback helps good employees become better and the ones not up to the mark to improve. Ken Blanchard (American Author) rightly says ‘feedback is the breakfast of champions.’

A performance management software not only facilitates two-way communication but also improves collaboration. It in turn improves employee engagement and retention.

Rewards, Recognition And Gamification

Like feedback, employees feel the constant need for recognition of their work. Receiving timely recognition boosts employee’s confidence, and they get validation for their work. Celebrating the wins of your employees keeps them motivated and engaged. Most of the performance management software that is available in the market have a built-in employee recognition and rewards module. They allow 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.

Also Read: Recognition At Work : The Virtual Edition

Goals And OKRs

Goal management is an important process for all organizations. It helps employees to stay focused on a common goal. Moreover, it helps in measuring the overall progress. A performance management software enables employees and the organization to set clear, SMART, and dynamic goals for themselves. In addition to this, it allows individuals to cascade their goals and also align them with the organization’s goals. It helps everyone to work towards a common goal.

Multirater Feedback

Employees not only love receiving feedback from their managers, but they love it from their peers too. 360 degree feedback is increasingly becoming popular among organizations 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 definitely say that 360 degree feedback not only helps in the self-awareness of the employees but also promotes an open culture in the organization.

Also Read: How To Conduct An Effective 360 Degree Feedback?

Improved Transparency & Reduced Bias

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 it logs in data consistently, it reduces the chance of any biases or favoritism towards an employee. It leads to creating a sense of trust and open culture in the organization.

Analytics and Insights

Performance management software provides detailed insights about an employee’s performance in the form of detailed 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 annual or half-yearly reviews. Not only this, but it also saves employer’s time during reviews as all the information is already there in the performance management software.

Do you want to know how Engagedly can help you with Performance Management? We have live demo for you.

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Performance Management Gone Virtual and More Progressive

2020 has been a year of complex experiences, revelations and learnings. As a result, we have understood that the way the world works can change drastically without warning. Most working people today are facing uncertainties coupled with family needs and probable financial tensity, presenting unprecedented challenges. Our functions and ways of life need to change in tandem. 

A recent research by SHRM shows that ‘work-related concerns have left more than 40 percent of employees feeling burned out.’ In fact, many organizations have even taken the decision to skip performance reviews this year. 

Keeping a tab on these ongoing transitions, we sought to understand how the recent shift in the way we work has affected performance management and people development processes. We curiously asked ourselves the question, “What has changed in performance management and people development during the COVID era?” To have a closer look at the changes and how it affects us, we conducted surveys on performance management and people development processes. 

Want to know what we found? We will get there in a moment. But before that, allow us to give you some details about the survey.

Which industries did we cover? 

The survey covered about 20 different industries. However, our results clustered into 5 key industries: 

  • Construction
  • Manufacturing
  • Healthcare
  • Financial
  • Telecommunications

These 5 key industries accounted for 50% of responses to the survey. (View survey)

What was the survey about?  

As we have mentioned before in this article, we wanted to gauge how the pandemic has affected performance management. So we asked the leaders to report the degree of change for different performance management processes by reporting 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).

We focused the questions on these key areas performance management processes:

  • Pay for Performance Incentives
  • Usage of Performance Ratings
  • Focus on OKR/Goal Management Processes
  • Frequency of Reviews/Assessments
  • Ongoing Check-Ins with Managers/Others

Wait! The survey does not end there. We wanted to be slightly more thorough. So after they reported on the degree of change they experienced during COVID, we asked the leaders two additional questions.

  1. Do you anticipate the changes to continue post COVID? (Yes or No)
  2. How satisfied they were about the changes to the performance management processes due to COVID? (1 = Very Dissatisfied and 5 = Very Satisfied).

Here is what we found! 

Performance Management and Talent development

So now that we have a better understanding about the changes in performance management and their impact, we come to the next important step.

Read: Performance Management and Employee Development in the Covid Era

Key takeaways for you:

  1. Performance Management process changes from once-a-year reviews to a continuous approach has been an ongoing shift. But it is clear that the impact of COVID to a virtual workforce has been an accelerant in that shift. 
  2. Organizations are moving to a more continuous check-in based approach and also towards a Goal/OKR oriented approach to managing performance.
  3. Moreover, what we learnt from this survey is that these changes were welcomed by the leaders by and large. 

Then the key question becomes, do these changes stick or is this only a temporal effect?

  • It seems (at least from the current responses) that these changes may be permanent in the post COVID workplace. Permanence may be driven due to the fact that these shifts to a more progressive approach were well received and hence, there will be little reason to go back to the ‘Old Way’ of doing things.

Among the other questions, we pondered regarding use of ratings in performance reviews and changes in pay-for-performance models. It appears there was some shift in doing more Ratings-based Reviews and increased Pay for Performance, but the data did not suggest that it was significant enough to make a claim that that shift was more than temporary, possibly due to cost containment efforts. We will need to run another study in a few months to test our hypothesis. So keep a look out for the follow ups on this piece!

Want to view the detailed report? Click here.

Do you want to know how Engagedly can help you with Performance Management? We have live demo for you.

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Over 74% of Leaders Expect Shifts in Employee Performance and Learning Processes Amid COVID-19 To Remain

In a recent research study conducted by Engagedly, survey results showed companies have accelerated towards a more continuous approach to talent development with higher levels of engagement from leadership.

Continue reading “Over 74% of Leaders Expect Shifts in Employee Performance and Learning Processes Amid COVID-19 To Remain”

Engagedly Ranked #8 : Top 20 Software Products of 2021

Engagedly ranks eighth in Crozdesk’s Top 20 software products of 2021 in the category of Performance & Appraisal 

St. Louis, MO, Feb 18, 2021 – Engagedly, a leader in performance management and employee engagement software, is pleased to announce that it has made it to the Crozdesk’s list of ‘Top 20 Software Products of 2021’ in the category of Performance & Appraisal software, acquiring the Eighth rank.

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.

Engagedly is labeled ‘Champion’ on this list, with a Crozscore of 90/100 and a user satisfaction score of 85/100.

The Performance & Appraisal Software awards list was published by the software comparison portal Crozdesk.com. It features the best 20 products in 2021 as determined by the unbiased, category-specific Crozscore ranking methodology.

This takes into account a product’s relevance to the Performance & Appraisal category and can differ from the product’s universal Crozscore. The Crozscore is fixed as of the time of publication, however other scores and data have last been updated on February 11, 2021. It also features breakdowns of the user satisfaction scores of each product, the market presence scores of each vendor, and the buzz score.

About Engagedly

Engagedly is a progressive performance management and employee engagement software company based in St. Louis, MO with offices in India, Australia, and the UK. Engagedly’s platform contains many features, such as 360 Multirater review, continuous feedback, goal setting, and more. The extremely customizable and user-friendly interface is perfect for any company looking to better engage employees and increase performance.

About Crozdesk

Crozdesk.com is the most advanced business software discovery platform. Since 2014, they have been helping buyers find and compare between 1000s of software products across 300+ different categories. Their analyst-grade reports, curated software stacks, expert reviews, user recommendations and other resources help millions of businesses around the world boost their productivity through software. For more information visit: https://crozdesk.com/

Employee Engagement

Remote Onboarding: Essentials to Know

Employee onboarding undoubtedly plays a crucial role in the success of an organization. A smooth onboarding process makes an employee stay longer in the organization and keep them engaged. According to the Society For Human Resources Management (SHRM), 69 % of employees stay with the organization longer if they had a great onboarding experience. As organizations still continue to function remotely, remote onboarding is a common practice in all organizations.

In this article, we share some useful tips which will make remote onboarding easy for your organization.

Get Started With Pre-Onboarding

Employees are often overwhelmed and anxious by the thought of the first day of a new job. With organizations working in a remote or hybrid mode, employees are likely to continue working from home in the near future. This has made starting a new job even more stressful. When starting remotely, employees often feel a disconnect from their team and the organization. Help new joiners to cut the stress and reduce the anxiety by helping them connect with the organization. Design a welcome or pre-onboarding package(digital or physical), which can include the following:

  • Welcome letter from the CEO
  • A brief introduction about the team members
  • Telephone numbers and email address of people to connect to in case of any doubts or emergency
  • Share links of important websites/pages which would be useful to the employee in the first few days
  • Company merchandise / Gift vouchers

This will make the onboarding process smooth for the employee and as well as for the organization. Employees will be enthusiastic about joining the organization.

Also Read: Know Why Your Organization Should Start Using An OKR Software

Help Setup Remote Workspace

As per research by Gartner, 85 % of organizations are using new technologies to onboard new employees.

For the first day of the employee to be hassle-free, they must have access to all the tools required for their job. Plan ahead of time so that your new employees receive their laptops, mouse, keyboard, or other job-oriented necessities on time. Not only this, but it is also recommended to create their emails, add them to mailing lists, given access to communication and collaboration tools before the joining date of the employee. These tools will not only help the new employees to connect and collaborate with the team but will also help them to stay engaged and productive.

Plan For The First Two Weeks

Prepare an onboarding plan for the first two weeks for the employee. The first few days are crucial for your employees to understand their job roles and learn about the company culture and policies. Design tailored onboarding plan for each new remote employee.

The job of HR is very crucial in devising the onboarding plan. As an HR, make team meetings, one-on-one meetings, and training programs a part of the plan. Give them a walk-through of the company culture and policies in the first two weeks.

Also Read: Understanding Employee Wellbeing In 2021

Assign A Buddy

Implement a buddy system and assign a buddy for each new employee joining the organization. This will help employees make an easy transition into the organization. Having a buddy makes the employee feel more welcomed, comfortable, and less stressed. The employees can communicate with their buddies anytime regarding any concerns or clarifications. Not only this, but buddies are also responsible for introducing employees to other team members and check on their wellbeing from time to time.

Frequent Check-Ins

The new employees must get accustomed to the work culture and job role to perform their work effectively. Conduct frequent check-ins and feedback sessions with your remote employees to know how they are doing and whether they have any issues. This will help the organization to know the employee’s progress and resolve their issues, if any. Frequent check-ins and feedback will help keep the employees productive and engaged in their work.

Also Read: Employee Disengagement And How To Fix It

Organize Virtual Meet With The Team

Although everything has become remote, it is still important for new employees to meet members of their team and other teams on the first day. It will give them a sense of belonging, and they will get to know everyone with whom they are going to work with at present, or in the future. Schedule virtual meetings with different teams and departments so that the new hire gets to know everyone and vice versa. This not only has an impact on the retention rate but also creates a strong working relationship between the remote employees and other team members.

Do you want to know how Engagedly can help you with Real Time Performance Management? Then request for a live demo

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HR Strategy Sessions: How HR Leaders are Managing Performance in 2021

For almost a year now, a large percentage of us have been working remotely. The change has created ripple effects in the way we collaborate, engage, and manage people in our organizations.

Given the impact of COVID-19 on employees’ work and professional lives, and on business objectives, people leaders are pondering over adjustments to their performance management process this year. We sought to understand how this shift fundamentally changes everything. 

We researched how HR strategy has changed in response to Covid and would like to share them with you. Wondering how? 

We asked 250+ HR leaders:

  • How has performance reviews changed?
  • Which tools are you leveraging to develop employees?
  • What part of your process will continue in a post-Covid world?

Join our very own Srikant Chellappa and Aaron Adams, answering your questions about the shift in Performance Management and the implications this will have on HR Strategy and alignment. Join us to get the answers. 

Day: Tuesday, 16 February 2021

Register here

Looking forward to connecting with you! 

Top 7 Performance Appraisal Mistakes Managers Make

Performance Appraisal is one of the most important process in an organization, especially for the employees. But often, employees feel unsatisfied and harbour a bitter feeling towards the managers and the organization once the process is over. It happens because of some of the common mistakes which the managers make in conducting the process.

Here are some tips to help you measure your employee’s performance better.

Halo Effect

When a real time performance management software is not in place to conduct continuous performance evaluations, managers tend to have a clouded judgement because of recency bias. They tend to forget past work and achievements of employees and conduct the performance appraisal based on just their recent work.

A manager should do their background work on knowing about the tasks and achievements of the employee, or have a real time performance management system in place to keep a track of it.

Also Read: Don’t Let Recency Bias Affect Your Performance Discussions

Make It Regular

Often managers commit the mistake of holding their reviews and feedback until it’s time for annual performance appraisal. They fail to realize what impact an instant and continuous feedback process can have on their employees. As a result, the employees are not sure when they are working in the wrong direction or right.

The managers believe that performance appraisal is the right time to provide feedback to their employees. But as performance appraisals happen half-yearly or annually in most companies, it becomes too late to receive feedback for some work which was done at the beginning of the year. Using a real time performance management software would solve the problem easily. Their progress can be easily tracked and reviewed, and it will not be a surprise for them at the time of appraisal.

Absence Of An Action Plan

Often managers and employees leave out one key component from the performance appraisal… discussion about future plans. A manager’s job involves not only assessing the employee at present but also guiding them in achieving personal and career goals of the future. This helps in an easy career transition of an employee. They can easily switch roles, and also change projects as per their plans.

Also Read: Understanding Employee Wellbeing In 2021

Not Recognizing Achievements

In a recent survey conducted by Bureau of Labor Statistics, they found that 25% of employees leave organization due to lack of recognition.

If your organization is not practicing a continuous feedback approach to recognize your employees, then performance appraisals are just the perfect time to do so. Instead of focusing too much on negatives and criticisms, appreciate your employees for their accomplishments and strengths. This type of constructive feedback will not only improve their productivity at work, but will also improve their engagement.

Using Engagedly’s Real Time Performance Management Software you can publicly praise your employees and also award points for accomplishments. The praises and rewards will be visible to everyone in the organization.

Delaying The Process

Many organizations tend to postpone or altogether cancel the performance appraisal process. They are not the only yardstick to measure employee performance, but employee promotions and salaries surely depend on it. To delay or postpone them creates a bad impression of the manager or the organization on the employees. Employees might feel that they are not given enough importance, and all the organization cares about is work. If managers are not getting an ample amount of time to conduct a yearly performance review, they can opt for continuous feedback or quarterly reviews.

Failing To Set SMART Goals

As a manager, performance appraisal is the correct time to set SMART goals for your employees based on past goals and objectives. Give them an outline of what is expected from them in the next performance cycle. The acronym SMART stands for:

  • Specific–Goals should not be vague, or else they are bound to fail soon
  • Measurable–An ideal goal should be measurable so that the progress and completion can be tracked. Measurable goals help us define its success
  • Achievable–Any goal should be achievable; they shouldn’t be too difficult or easy
  • Relevant–Goals should be relevant
  • Timely–Goals should specify the time during which it is to be completed

An ideal example of a SMART goal for an IT project would be to complete 60% UI/UX (Specific, Measurable, and Achievable) designing of the website in two months (Relevant and Timely). The goal should not be rigid and should be flexible to changes.

Also Read: Here’s How To Set Effective Goals For Your Employees

No Follow Up

A perfect performance appraisal, SMART goals, timely rewards, and recognition; all of these would be of no use if there is no follow up from your end. Check with your employees from time to time if the project is on track and development plans are met and milestones achieved. If there is no proper follow-up, employees often fall through the gap and lose their motivation, which ultimately affects productivity.

Implement real time performance management software at your organization to conduct your performance appraisal with ease. It will not only help you to track your employee’s progress and goals easily, but also provide continuous feedback to them, which will keep them engaged and motivated at their work.

Want to know how Engagedly can help you manage your employee’s performance better? Then request for a live demo.

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On A High Note: With Our Wins In 2020

As 2020 comes to a close, we take this chance to reflect on all the things that have come to pass. We grieve the losses, but we are going to celebrate our wins and close this year counting our blessings. Let us take a look at some of the wins we had this year.

Engagedly Earns A Spot In The SaaSMag 2020 List

Engagedly SaaS Spotlight

Engagedly is honoured to have ranked 69 and was named one of the fastest-growing SaaS companies in the new SaaS Spotlight series released by SaaSMag in 2020.

Each year the SaaS 1000 highlights the top growing SaaS companies based on a proprietary algorithm that includes hiring trends, growth indicators and the number of employees. The seamless algorithm tracks a SaaS company’s 6-month employee-size growth, and overall employee size, to come up with the SaaS 1000 ranking, for large enterprises to smaller startups. In order to rank on the SaaS 1000 list, you must have between 30 and 5000 employees.

Also Read: Employee Performance Management During COVID-19

Engagedly Ranked 7 : Top 20 Software Solutions Of 2020

Engagedly Crozdesk

We ranked 7th in Crozdesk’s ‘Best 20 Software Solutions of 2020’ in the category of 360 degree feedback software. We were labeled as a ‘Product Leader’ on the list with a Crozscore of 90/100 and user satisfaction score of 84/100. This 360 Degree Feedback Software awards list was published by the software comparison portal Crozdesk.com.

The list features the best 20 products in 2020 as determined by the unbiased, category-specific Crozscore ranking methodology. It also features breakdowns of the user satisfaction scores of each product, the market presence scores of each vendor and the buzz score.

Mentoring Complete Won Virtual Mentoring Platform of The Year

Remote Tech Breakthrough

Engagedly’s Mentoring Complete was awarded ‘Virtual Mentoring Platform of The Year’ in the 2020 RemoteTech Breakthrough Awards conducted by RemoteTech Breakthrough.

They are  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. The Remote Tech Breakthrough Awards recognizes the top technology companies, solutions, and products in the remote technology industry today. Founded in 2014, Tech Breakthrough creates market intelligence and industry recognition programs for companies ranging from Fortune 500 to early-stage startups in today’s most competitive technology sectors.

Also Read: 4 Reasons Why Performance Reviews Are Useful

Engagedly Inc. Sweeps Three Awards At Brandon Hall Tech Awards

Engagedly AwardEngagedly AwardsBrandon Hall Bronze Award

Engagedly and Mentoring Complete won three Brandon Hall Tech Awards that were announced on 10th December 2020. We bagged Gold in Best Advance in Performance Management Technology and Silver in Best Advance in Social Talent Management Technology. Mentoring Complete won Bronze in Best Advance in Online Mentoring Tools.

Brandon Hall Technology Awards is conducted by Brandon Hall Group, a leading independent Human Capital Management Research and Analyst firm. Receiving Brandon Hall Tech Awards places us with the likes of giant MNCs such as Accenture and Tata Consultancy Services.

Also Read: Engagedly Inc. Wins Three Awards At Brandon Hall Tech Awards 2020

Some More Mentions

StartUpLift Recognized Us As The Best

StartUpLift

StartUpLift recognized us as the best performance management software from a list of 11. They are a crowdsourced customer outreach and feedback platform for startups. They help promote startups to their user-community and help receive insightful feedback.

Select Software Reviews 

We were named as one of the top 360 Degree Feedback Software by Select Software Reviews in their September 2020 Report. SelectSoftware is dedicated to helping HR and recruiting teams find and buy the best software through in-depth, expert research.

We extend our gratitude to our readers and to our Engagedly community from across the globe.

Talent Management Software

Engagedly Inc. Wins Three Awards At Brandon Hall Tech Awards 2020

Engagedly AwardEngagedly Awards

Brandon Hall Tech Awards recognizes Engagedly Inc.’s contribution to performance management, talent management, and online mentoring

ST. LOUIS, MO, Dec. 18, 2020 – Engagedly Inc., a leader in performance management and employee engagement software, won three Brandon Hall Tech Awards announced on 10th December 2020. Brandon Hall Technology Awards conducted by Brandon Hall Group, is a leading independent Human Capital Management Research and Analyst firm. Engagedly won Gold in Best Advance in Performance Management Technology and Silver in Best Advance in Social Talent Management Technology. Engagedly’s Mentoring Complete won Bronze in Best Advance in Online Mentoring Tools.

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.

“We are absolutely ecstatic to win three awards including Gold in Best Advance In Performance Management Technology. This is a testament to our team’s focus and execution to better align performance management to people enablement and organizational strategy. We are honored that Brandon Hall recognized the shift in how organizations are talking about people’s performance in this environment,” said Srikant Chellappa, President at Engagedly and Mentoring Complete.

Brandon Hall Group’s annual Excellence in Technology Awards Program recognizes organizations that create or implement technologies to improve productivity and enable innovation. The Excellence in Technology Awards are for companies that develop or implement a technology that measurably impacts Learning & Development, Talent Management, Human Resources, Sales Functions and Business Operations. Solution providers and user organizations that successfully deployed programs, strategies, modalities, processes, systems and tools are invited to submit applications.

“Technology is the great enabler of human capital management initiatives. It has never been more important than during this rapid evolution of remote work that challenged everyone to instantly adapt,” said Brandon Hall Group Chief Operating Officer and Awards Program Head Rachel Cooke. “Winners of Excellence in Technology Awards are critical drivers of their organizations’ success, especially in these disruptive times. Their solutions resulted in substantial benefit to their business and the human capital management function. That is the ultimate differentiator: the positive business impact of technology.”

A panel of veteran independent senior industry experts and Brandon Hall Group senior analysts and executives evaluated the entries based upon the following criteria:

Product: What was the product’s breakthrough innovation?
Unique differentiators: What makes the product unique and how does it differ from any competing products?
Value proposition: What problem does the product solve and/or what need does this product address?
Measurable results: What are the benefits customers can expect to experience as a result of using this product?

View the complete list of winners here.

About Engagedly & Mentoring Complete:

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.

Mentoring Complete by Engagedly was founded in 1989 by Rene Petrin at Management Mentors which was later acquired by Engagedly Inc. It started off as a mentoring consulting firm by Rene Petrin, a Harvard-educated Psychologist, specializing in providing clients with personal service to help them discover the potential of individuals within their organization, whether new entrants or seasoned executives. We consider ourselves experts in designing and implementing successful business and corporate mentoring programs.

About Brandon Hall Group, Inc.:

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in human capital management (HCM) choose Brandon Hall Group to help them create future proof employee development plans for the new era. For the last 27 years, we have empowered, recognized, and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the ‘Academy Awards of Human Capital Management’. Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition, and HR/Workforce Management for corporate organizations and HCM solution providers. To learn more visit (http://www.brandonhall.com)

Talent Management Software

Engagedly Launches Their New User Interface ‘Tangerine’

Engagedly announces the launch of their new UI ‘Tangerine’, designed with unique features for a better user experience. The role-based platform is aimed to bring more value to the performance review system. Continue reading “Engagedly Launches Their New User Interface ‘Tangerine’”

7 Proven Ways To Become A Better Leader In The Workplace

Finding a strong and effective leader is crucial for the success of any organization. Leaders act as a guide for the employees and the organization and help in improving their performance. A strong leader empowers, motivates, and inspires the team which results in the formation of a high-performance team. As a result, it becomes essential for all organizations to have strong leaders in place who can take it to new levels of success.

But the most common question is, is leadership only reserved for CEOs and business owners? The answer is no. Everyone, be it an employee, line manager, or CEO, can be a leader and demonstrate leadership qualities. Leadership is one of those skills that can be acquired and improved with practice over time.

Here are 7 proven ways to help you become a better leader in the workplace.

Set Goals

Goal Setting is important for every employee and it is one of the first steps toward effective leadership. Once a leader is clear about the goals and vision, they can translate the same to the team effectively. It will help employees to align their personal and professional goals with organizational goals. Moreover, having specific SMART goals helps employees to stay focused and gives them a sense of purpose and direction.

Leadership without a definite goal or a vision is not effective and fails to create an impact.

Also Read: Here’s How To Set Effective Goals For Your Employees

Be Self-Aware

Being self-aware is an important skill to possess for anyone. But for a leader, it is one of the most crucial skills to have. It helps them to become self-critical, gives them a vision, and improves their decision-making and team-handling skills. Moreover, it gives them an insight into their strengths and weaknesses. They should be able to understand areas where they can contribute effectively and where they need support. Also, it helps them to understand the type of leadership that they want to adopt.

Communicate Effectively

Successful leaders are great communicators. They must have the ability to communicate tactfully, clearly, and concisely with members of the team and that outside. Effective communication helps in setting clear expectations and clarify misunderstandings. Moreover, it allows leaders to share important information and ask questions to employees effectively. Leaders must be able to show empathy, and at the same time, inspire and motivate their employees through the way they communicate.

Also Read: How To Communicate Effectively In The Workplace (For Introverts)

Listen Attentively

Being a good communicator is just one aspect of being a great leader. But along with having exceptional communication skills, a leader should also be a great listener. It is one of the most undervalued and ignored aspects of leadership qualities. Being a good listener helps leaders to pay greater attention to their employees and it shows that they care for them. When leaders are an active part of a conversation, they understand not only the verbal cues but also the non-verbal ones.

When leaders pay undivided attention to their employees and listen to their opinions and concerns, they feel valued and are more engaged at work.

Be Open To Change

We cannot solve our problems with the same thinking we used when we created them – Albert Einstein.

Most successful leaders value the importance of change and know that it is inevitable. Leaders need to be open-minded and accept change willingly. It reflects the preparedness of the leader when they face uncertainty and challenges. Moreover, when leaders are open to change, it promotes a sense of open culture in the organization. It encourages innovation and new ideas among the employees. When employees are motivated to give their input and ideas, it increases employee engagement and boosts their morale.

When a leader is open to change and adopt new or alternative ways of thinking, it brings positive growth to the employees and the organization.

Also Read: Key Trends In Performance Management

Recognize Success

One of the most inspiring traits of a successful leader is recognizing and rewarding employees for their work. When employees see that their work is valued and appreciated, they put in extra effort and stretch themselves. Additionally, employees who do not receive a reward are inspired to work harder. A simple pat on the back or a simple well done does a lot in motivating and encouraging the employees to work harder. It will help in improving employee engagement, and they will continue to perform at their level best.

Expand Knowledge

A leader is someone who learns consistently, always digs deeper for new knowledge, and doesn’t fear not being the smartest person in the room at all times. There are multiple ways for a leader to advance their knowledge and develop their skills, including attending relevant marketing conferences and workshops, networking with other leaders, and reading books for business owners and entrepreneurs. Being eager to learn and grow as a professional is key to growing the company and ensuring your business has sustained success.

Lead By Example

The best leaders around the world lead by example. They translate what they preach into reality by acting upon it. They lead not only by their words but also by their actions. When leaders lead by example, they gain the trust, respect, and credibility of the employees. It motivates them to follow their leader and helps in the formation of a strong team.

Also Read: Here’s Why Your Employee Rewards And Recognition Fails

Did you know Engagedly’s real-time performance management software can help you nurture future leaders?

Request A Demo

5 Reasons Why You Need A Performance Management Software

COVID-19 has completely changed the way organizations work today. With most of the workforce still working from home and processes gone virtual, it is crucial to have an effective performance management process in place. While paper-based or traditional performance management processes would have been feasible if the workplace was not remote or organizations were small. But considering the current scenario, organizations need to invest in performance management software to manage their employees.

In this article, we will highlight how having performance management software can benefit your organization in this era of remote working. Here are the reasons.

Effective Goal Setting And Management

A recent study by Gallup indicates that about 50% of employees do not know what is expected of them at their workplace.

Performance Management Software or PMS allows organizations to set well-defined goals for their employees. It helps employees to align their individual SMART goals to the company’s vision, mission, and goals. They offer better visibility of goals and help everyone understand how their efforts contribute to the higher-level goals. Moreover, it allows managers to track and measure progress and provide feedback on goals whenever required. It not only makes the process of goal setting simpler but also makes it easy to track and manage them.

Also Read: What To Look For In A Goal Setting Software

Real-Time Feedback

Feedback, whether positive or critical, is crucial for employee development. Additionally, it is also responsible for driving employee engagement and retention. But feedback can only have an impact when it is on time. Having performance management software helps feedback to be instant and real time. Managers can share their feedback whenever they want, irrespective of different time-zones and geographies. It helps in facilitating two-way communication between the employees and their managers, improves collaboration, and thus helps in building a strong team.

Multirater Assessment

Multirater assessment or 360 degree feedback is one of the most popular modules in Performance Management Software. In this process, employees receive anonymous feedback from people with whom they have a working relationship. These participants include peers, direct reports, managers, customers, and even vendors. Employees receive a comprehensive perspective of their performance and behavior. It helps them bridge the perception gap that exists between self-evaluation and what others think about them. Moreover, it helps them understand their potential blind spots and gaps. Since feedback is from multiple sources, it is less affected by bias and is more acceptable to everyone.

Also Read: The Importance Of  360 Degree Feedback For Healthcare

Celebrating Small Wins

Most performance management software has an in-built employee recognition and rewards module. It helps managers and leaders to celebrate the small wins of their employees. It is human nature to love appreciation and praise for their hard work. So when employees receive appreciation or rewards, they feel motivated and engaged. It increases job satisfaction and happiness at work.

Engagedly’s Real Time Performance Management Software comes with a public praise option, where employees can praise each other.Managers and other leaders also have the option to award points for the accomplishments of their employees.

Analytics

Performance Management Software collects data over time and provides a detailed analysis of employee’s performance. With the help of detailed charts and graphs, managers get a clear idea about the performance trends of the employees. It not only helps employees to assess their own performance but also acts as a guide when deciding on skills and developmental needs. Moreover, the analytics report of the performance management software makes the quarterly, half-yearly, or yearly review process more productive and saves time.

Also Read: 5 Simple Ways To Build A High Performance Team

Are you looking out for a performance management software for your organization? Then request a live demo.

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