The People Strategy Leaders Podcast

Engagedly Announces New Partnership

Engagedly is pleased to announce a new partnership with HR Cloud. Engagedly’s performance management software combined with HR Cloud’s onboarding solutions make for a groundbreaking experience between onboarding and performance management.

HR Cloud is a leader in the development of HR software and HRMS solutions, a perfect fit for small and medium size businesses that experience high turnover.

Its human resource information system provides the necessary tools for businesses to onboard new hires, manage employee data, have a social network and foster employee development. This combination of fast, automated onboarding with Engagedly’s high-powered performance management metrics is an exciting merger.

Engagedly is a simple but highly effective software platform that is fully customizable. The company offers a progressive approach to employee performance management and engagement by organizing feedback and focusing on development to build a domain where employees inside a business will flourish.

The company’s vast assortment of tools helps businesses propel employee motivation, keep an eye on skills expansion, and increase employee performance.

With this new partnership, Engagedly’s goal to improve employee engagement by making the workplace fun and motivating has never been more readily available. The company’s motto of providing real-time performance management that is refreshingly simple and engaging has never been truer.

About Engagedly

Engagedly is a performance review software for businesses looking to provide its employees the opportunity for feedback and engagement. The software is easy to use and powerful enough to work with businesses of all sizes. With the platform, businesses can bring their workforce together by providing features, such as 360 peer reviews, OKRs, manager feedback, peer praise and much more. Also included in the software are modules for collaboration, learning and rewards.

Engagedly launches Single Sign On integration services with Amazon Web Services to broaden cloud integration offerings

St. Louis, MO – July 18, 2018 – Engagedly is excited to announce that it now provides Single Sign-On (SSO) and automated account provisioning to Amazon Web Service (AWS). Engagedly and Amazon Web Services have partnered to give AWS users secure single sign-on and provide IT with centralized management and security using existing infrastructure.

AWS Single Sign-On (AWS SSO) is a cloud SSO service that makes it easy to centrally manage SSO access to multiple AWS accounts and business applications.

AWS SSO lets users access all of their assigned accounts and applications in one place. It allows you to centrally manage users’ permissions to AWS resources in your AWS accounts. You can create single sign-on (SSO) integrations to Security Assertion Markup Language (SAML) 2.0-enabled applications using the AWS SSO application configuration wizard.

The idea behind this integration is to give users a seamless single sign-on experience for AWS.

Engagedly is a simple but highly effective performance review software that is fully customizable. The company offers a progressive approach to employee performance management and engagement by organizing real-time feedback and focusing on individual development. It enables localization and easy language selection too!

About Engagedly

Engagedly is a performance management software for organizations looking to provide their employees with the opportunity for frequent and real-time feedback and accurate performance reviews. The software is easy to use and powerful enough to work with businesses of all sizes. Engagedly’s features like 360 feedback reviews, OKRs, manager feedback, peer praise, learning and rewards help engage the workforce and improve the overall productivity of an organization.

Engagedly Enhances the Review Process with 360 Degree Feedback System

Lewes, Delaware, December 21, 2015: Engagedly is pleased to announce their users can now enhance their employee review processes with Engagedly’s new 360 Degree Feedback System. Their goal is to simplify and make the performance appraisal process more engaging for everyone involved.

Engagedly strives to enhance the typical employee performance review process to make sure employees get the most out of the process and feel engaged.

This means they have added a number of useful features, including employee nominations, ratings and work flows to drive employee feedback systems. This system is refreshingly simple to use for employees and employers and saves time and money in the HR department.

The new 360 Degree Feedback System from Engagedly features an elegant design and work flow that makes the system engaging, especially for millennials. With the advanced features, HR departments will find it much easier to provide the performance review process to their employees.

Their goal is to provide engaging solutions so businesses can succeed in making their workplace friendlier to their employees.

Anyone interested in learning about the new 360 Degree Feedback System can dial 1-650-485-1642 or request for a live demo!

About Engagedly

Engagedly is dedicated to engaging employers and employees through enhanced employee performance reviews. Their software solutions ensure employees can take part in the process and feel like they are getting the appropriate feedback.

Engagedly’s Latest Global Expansion: Launch Of New Office in London, UK

St. Louis, MO., Sept 17, 2018.

Engagedly is pleased to announce their latest international expansion in the UK and Europe.

The strategic move comes in line with its next phase of Global expansion, catering to its existing and ever-growing new client portfolios in Europe and UK.

Last month Engagedly opened its first office in Sydney, Australia to be closer to the Oceanic regional clients including Singapore and Hong Kong. With this new presence in UK, Engagedly now has offices all across the globe!

To lead the European Operations, Engagedly has appointed Rima Prinja as Director of Partnerships and Business Development, in our new offices in London. Rima brings over 10 years of technology partnership and development experience in the EU/UK region. Rima will work on growth strategies and building strong relationships to support our European Clients.

“Our client partners and employees are excited about our new European operations,” said Sri Chellappa, President of Engagedly. “We already serve global clients with presence in over 30 countries. Engagement and performance enablement is not just an US issue, so it just makes sense that we continue our mission to create environments where employees can succeed globally. We look forward to serving the UK, European and international community.”

With this expansion, Engagedly will continue to drive its mission to improve employee engagement and build better workplaces by making the workplace fun and motivating. Engagedly also looks forward to increasing momentum by giving more companies access to new people management tools that contribute to growth and success.

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.

Engagedly Announces Integration Partnership With BambooHR, A Leading Cloud-Based HR Software Provider

The partnership aims on making it easier for Engagedly users to transfer data from their BambooHR accounts to Engagedly, without the hassle of additional data entry.

St. Louis, MO., Oct, 09, 2018.

Engagedly is excited to announce their integration partnership with BambooHR! All Engagedly users can now seamlessly transfer data from their BambooHR accounts to Engagedly.

BambooHR is a leading HR Integration System that helps thousands of organizations with Applicant Tracking, Employee Self-Onboarding, Time-off Management and track other vital company and employee information.

With this integration, a single sign-on portal will enable clients using BambooHR to seamlessly access their Engagedly accounts. Employee information updates made within BambooHR will automatically be made within Engagedly. And a manual sync allows new employees added to either BambooHR or Engagedly to be instantly copied and shared across both systems.

About Engagedly

Engagedly Announces The Completion Of SOC 2 Type I Audit Certification

Engagedly Bolsters Security Protocols and Demonstrates Continued Commitment to Security and Privacy

LOUIS, Missouri – March 18, 2019 – Engagedly announces the successful completion of their Service Organization Control (SOC) 2 Type 1 Certification.

Developed by the American Institute of Certified Public Accountants (AICPA), SOC 2 certification is widely recognized as a gold standard for data security and requires companies to establish and follow strict information security policies and procedures

The report provides assurance to customers that Engagedly adheres to these stringent, internationally recognized security standards. Engagedly’s Type 1 certification demonstrates their commitment to data security through the practices and procedures it follows for protecting against unauthorized access, maintaining the availability of its service, and protecting the confidential information of its customers.

“The successful completion of our annual SOC 2 Review is indicative of our continued commitment to security and confidentiality”, said Engagedly’s Chief Technology Officer Pankaj Singh. “As companies increasingly leverage outside vendors to perform activities that are core to their business, trust and transparency into service providers’ operations, processes, and results is crucial”.

Engagedly’s SOC 2 report provides verification of internal controls which have been designed and implemented to meet the requirements for the security principles set forth in the Trust Services Principles and Criteria for Security. It provides a thorough review of how Engagedly’s internal controls affect the security, availability, and processing integrity of the systems it uses to process users’ data, and the confidentiality and privacy of the information processed by these systems.

This independent validation of security controls is crucial for customers in highly regulated industries. SOC 2 engagements are based on the AICPA’s Trust Services Principles. SOC 2 service auditor reports focus on a Service Organization’s non-financial reporting controls as they relate to security, availability, processing integrity, confidentiality, and privacy of a system.

About Engagedly

Engagedly is a leading global provider of performance management and employee engagement software and services based in St. Louis, MO with offices in India, Australia and the UK. Engagedly’s platform contains many features, such as Goal Setting, Manager Feedback, Peer Praise, Idea Generation, Knowledge Sharing/eLearning, Rewards, Objectives Alignment (OKR) & Social Performance. The extremely customizable and user-friendly interface is perfect for any company looking to better engage employees and increase performance.

Engagedly Launches Unified Employee Talent Insights

Engagedly Launches Unified Employee Talent Insight : These insights will enable holistic performance development and engagement information about an employee that can help you track their talent, monitor their skills, their contribution and level of commitment to their current job.

St. Louis, January, 2019 – Engagedly announces the launch of employee Talent Insights, reinforcing the company’s commitment to develop talent and strengthen its workforce.

First of its kind, Talent Insights by Engagedly is a forward-thinking and innovative approach to continuous employee performance and employee engagement including gamification elements. This new module will provide insights into talent, like their performance information and how regular they are at their goal check-ins. It also monitors their engagement, development progress and also enables identification of top performers as well as individuals with key skills and certifications.

The Talent Insights approach empowers employees, managers and HRs to do the following:

– Access talent cards that display Employee Profile information and are designed to display strategic talent information about the employee

– Access metrics for each employee in a baseball card-like snapshot

– Ability to see the freshest and most vital employee information into an actionable and customized scorecard that enables informed decision making across the organization

“Most organizations are continuously seeking new talent to support their growth externally when the talent they need may be right under their nose undiscovered by leadership. The talent insights and discovery will now allow organizations to identify their talent internally and provide opportunities for growth for their employees,” Sri Chellappa, President of Engagedly said “we constantly hear about retention issues from lack of employee growth and recognition, this aims to address that.”

Through a lightweight weekly check-in, Engagedly delivers continuous employee feedback, objective (OKR) tracking, performance management and peer recognition. With the addition of the Talent Insights, Engagedly’s employee management solution aims to focus on employee development and retention.

About Engagedly

Engagedly Launches Ongoing Employee Check-ins

Engagedly Launches Ongoing Employee Check-ins: New Forward-looking Employee Goal Check-in That Aims To Replace Infrequent Monthly And Quarterly Goal Check-ins.

St. Louis, January 13, 2019 – Engagedly announces the launch of ongoing employee goal check-ins, designed to replace infrequent monthly and quarterly goal check-ins.

This research-backed goal check-in module facilitates weekly or biweekly check-ins where employees and their managers reflect on progress over the previous week, and work together to map each employee’s career trajectory and development path from time to time.

The Ongoing Employee Check-in empowers managers and HRs to do the following:

– Find the right review balance

– Create an ongoing feedback loop through constructive conversations

– Giving specific, actionable and real-time feedback to your team

– Discuss priorities and concerns with your team regularly

– Consistent employee productivity based on ongoing discussions and feedback throughout the year.

Through a lightweight weekly check-in, Engagedly delivers continuous employee feedback, objective (OKR) tracking, performance management and peer recognition. With the addition of the Ongoing employee check-ins, Engagedly’s Goal-setting solution shifts the performance review context for employees from one where they are judged and graded, to being supported on their journey of continuous growth and success.

About Engagedly

Engagedly Announces Integration With Paylocity, A Cloud-based Provider Of Payroll And HCM Software Solutions

The partnership aims on making it easier for Engagedly users to transfer data from Paylocity to Engagedly, without the hassle of additional data entry.

St. Louis, Dec 13, 2018 – Engagedly announces integration with Paylocity, a cloud-based provider of payroll and human capital management software solutions.

Paylocity is a provider of cloud-based payroll and human capital management, or HCM, software solutions. Paylocity’s comprehensive and easy-to-use solutions enable its clients to manage their workforces more effectively. Paylocity’s solutions help drive strategic human capital decision-making and improve employee engagement by enhancing the human resource, payroll and finance capabilities of its clients.

This Integration between Engagedly and Paylocity will ensure that employee demographic and compensation data will be transferred from Paylocity to Engagedly eliminating any duplicate data entry of employee information.

About Engagedly

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[Engage + Promote]: Engagedly’s HR Summit 2019 Launches In London

Leading HR Leaders’ Summit set to launch in London in January 2019. Global thought leaders and visionaries from the HR industry will discuss talent management and the future of Performance Management at the half day summit, [Engage+Perform].

[Engage + Perform]

[Engage+Perform] is an afterwork half day summit to engage with thought leaders in the HR and talent management industry on the future of Performance Management and Employee Engagement.

The HR summit is going to be an evening of insights and predictions on the future of Employee Performance Management and what the next generation of employees are looking for at their workplace from global HR leaders like Nigel Jeremy, CLO of British Airways, Jacqui Barrat, CEO of Salt along with Sri Chellappa, President of Engagedly.

Sri Chellappa

“With the increasing evidence that supporting employee experience within organizations drives employee performance, it is even more important to look at employee engagement and employee performance in unison rather than in isolation as organizations have done in the past. We are excited to organize this summit with thought leaders like Nigel Jeremy who have walked that walk and be able share some of the transformational changes Nigel has instituted in organizations like British Airways, Marks & Spencer and Vodafone” said Sri Chellappa, President of Engagedly

The Summit is expected to attract senior HR professionals from global organisations from a variety of industries. It will focus on new models and initiatives in leadership, employee value propositions, change management, innovation, learning and development.

More panelists will be announced soon.

About Engagedly

Engagedly announces Top 100 HR Influencers Of 2018

St. Louis, MO – Engagedly is proud to announce its list of “Top 100 HR influencers of 2018”.

The Human Resources industry keeps constantly reinventing itself . HR professionals have to constantly sharpen their marketing and talent management skills in order to stay ahead of the employment curve. To help you keep up with the latest trends in Human Resources and talent management, Engagedly has compiled a list of HR thought leaders.

Following these influencers can help your organization adopt what’s relevant and stay on top of the industry trends. Innovation and progress in the field of HR would not have been possible without the dedication and contributions of these professionals. While many of the influencers were also on the 2017 list, this year’s list is a lot more diverse and includes over 60 new influencers.

The list of 100 was narrowed down by Engagedly’s industry research team from nearly 300 nominations.

The research team focused on HR professionals from all divisions and sub-specialties within the broader HR community to encompass the entire industry, including HR Generals, HR Tech and Talent Management.

The line up includes up-and-coming disruptors as well as industry veterans, great thinkers along with long-standing practitioners.

This year, Engagedly took a data-driven approach to the top 100 List. Professionals were analyzed based on their social media following, blogging activity, presence at conferences, work in academia, and innovative contributions.

Recency, frequency, and relevance of engagement over the past year were the main points of focus.

Congratulations to all the selected influencers who made it to the top 100 this year. However, this list in no way devalues the efforts of the rest, for imparted knowledge has always benefited growth.

Check out these influencers’ blogs, websites, books, and speeches to learn more about innovative HR.

You can access the list here.

About Engagedly

Engagedly Announces Partnership with Purdue University Global

Engagedly, the St. Louis-based leader in performance management and employee engagement software, today announced a partnership agreement with Purdue University Global that provides a tuition benefit program for its own employees and those employed by its more than 250 client organizations.

St Louis, April 20 2019 – Engagedly is pleased to announce a partnership with Purdue University Global, as a part of Engagedly’s employee performance improvement program.

The partnership aligns with Engagedly’s mission to develop people and strengthen workforce skills training. While helping clients measure employee performance, the company also is supporting their business success by offering their employees tuition assistance toward educational advancement and a college degree. Among the firm’s clients are Experian, Signature Bank, Chick-fil-A, Meltwater and YWCA.

Purdue Global, a public, nonprofit online institution of higher education, specializes in serving the needs of working adult learners, offering associate’s, bachelor’s and master’s degree programs including business, information technology, cybersecurity, accounting and finance.

“Many organizations focus on recruiting new talent, but we want to help support the development of the resources they already have,” said Sri Chellappa, President of Engagedly. “We are We believe this tuition benefit will support employees in the pursuit of expanding their skill set, earning their degrees and advancing in their careers. As their performance improves, our clients will improve along with them. Our partnership with Purdue Global fits with our thesis of employee development for the digital generation.”

Chellappa said Engagedly chose to partner with Purdue Global because of its demonstrated ability to help working adults acquire and apply knowledge, skills and abilities while earning their degrees conveniently, affordably and quickly.

Dr. Betty Vandenbosch, chancellor of Purdue University Global, said, “We’re proud to partner with an industry leader like Engagedly and help their clients with their performance goals by providing their employees with the skills they need to succeed. We’re confident in our ability to provide an excellent student experience and to support each employee in their journey to professional growth.” Vandenbosch said Purdue Global is well-positioned to help organizations of all sizes create education benefit programs to accommodate employees’ busy schedules, built on real-world requirements, enabling adult students to learn at their own pace and in many cases receive college credits for previous work experience.

About Engagedly

About Purdue University Global

Purdue University Global is the extreme personalization online university, providing students the competitive edge to advance in their chosen careers. It offers a hyper-tailored path for students to earn an associate’s, bachelor’s, master’s or doctoral degree, based on their work experience, desired pace, military service, previous college credits, and other considerations – no matter where they are in their life journey.

Purdue Global serves approximately 29,000 students, most of whom earn their degree online. It also operates 14 locations in Indiana, Iowa, Nebraska, Maryland, Maine, Missouri and Wisconsin. Purdue Global is a nonprofit, public university accredited by The Higher Learning Commission. It is affiliated with Purdue University’s flagship institution, a highly ranked public research university located in West Lafayette, Indiana. Purdue University also operates two regional campuses in Fort Wayne and Northwest, Indiana, as well as serving close to 6,000 science, engineering and technology students at the Indiana University-Purdue University (IUPUI) Indianapolis campus.

The Performance Management System Is Broken

What is the purpose of performance management? We all can agree that the main purpose is to assess employee performance and help them improve themselves in the future. But is this the only motivation behind conducting performance reviews from time to time? One of the reasons why performance management systems don’t work is that employee compensation is often tied to their performance reviews.

Ideally a performance management system should make sure that the workforce in an organization stays on the same page and receives guidance to perform better whenever possible. And when employees go out of their way to perform and improve organizational productivity, they should be rewarded and recognized. Instead, many companies end up doing something thats completely opposite.

HRs face the pressure to simplify and make the most out of their performance review systems. 58% of organizations rated their current performance management systems as “C Grade or below”. Why have our performance management systems become ineffective in a way that frustrates current employees and decreases their productivity? Here are a few reasons why the performance management system in most organizations could be broken even with the advent of technology today.

Annual Performance Reviews

No matter how advanced the technology is, and how many performance review software support frequent performance reviews, it always depends on the administration of the organization when to conduct performance reviews. Most organizations have performance reviews at the bottom of their list of priorities.

Reasons can be different for different managers but the motivation is same. No one wants to spend hours to evaluate someone’s performance. They do not focus on improving it. They often stick to annual performance reviews because: one, they happen only once an year and don’t require a lot of time; two, they can be easily tied with compensation and will help the management do their little saving based on employee performance.

This approach is far beyond broken, it is ancient. Annual performance reviews were actually designed so that both the employees and the company could benefit from them. But most HR leaders agree that this practice isn’t just ineffective but also damaging to the organization. It is not just because of the process itself but because of the way it is being carried out.

Ineffective Goal Setting

Goal setting is a very important aspect of performance reviews. If you cannot set effective goals for employees based on their job role in the department and in an organization, goal setting is of no use.

One of the most common problems that employees face during performance reviews, with regards to goal setting is that their individual goals aren’t aligned with department or organizational goals.

Also Read: Are Your Employees Setting Effective Goals?

A manager is responsible for setting effective and measurable goals for their team. One of the most popular approaches for goal setting is OKRs. OKRs stand for ‘Objectives And Key Results’. OKRs are a popular approach for goal-setting which allows employees to execute individual and organizational goals.

OBJECTIVES are something that you want to achieve, and KEY RESULTS are a measurable way to keep track of how close you are to achieve your objective.

Also Read: Top Companies That Adopted OKRs

Biased And Infrequent Feedback

When employees don’t receive honest or enough feedback, they have no scope of developing themselves. One of the most underrated problems with performance reviews is biased and infrequent feedback.

Did you know that 89% of HR leaders believe that frequent feedback, employee recognition and check-ins lead to organizational success. If you want to make the most out of employee feedback, it is very important to formalize and regularize the process. There could be many situations when you’re working with a team where giving and receiving feedback becomes vital for the team to function effectively.

Also read: Is Employee Feedback Really A Waste Of Time?

Neglecting Employee Engagement And Employee Development

Most performance management systems forget to focus on developing employees and help them excel in their careers. It is important to also focus on improving employee skills.

Employee engagement has a direct impact on things like productivity, customer retention etc. There are many ways to keep employees engaged. Employers normally like to praise and recognize employees or give them rewards. One other way of fostering employing engagement is to help build a learning culture in the organization, one that helps employees grow as individuals and also helps them develop professionally.

Also Read: The Role Of Regular Feedback In Continuous Learning

No 360 Degree Feedback

Another problem with performance management systems is that they do not utilize peer feedback.

When you receive feedback from your manager, it is based only on their perspective. A manager’s feedback usually depends on whether or not an employee reaches their set goal for a period of time. Peer feedback gives you feedback from various sources on various aspects of your work. Moreover, team members know how their peers work better than the managers do. Their solid feedback helps you realize the areas of your performance that specifically require improvement.

This practice allows team members to understand each others’ strengths and weaknesses better and collectively work towards improving the team productivity.

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

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

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

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What Are Exit Interviews And How To Use Them?

One of your best employees requests you for a one on one meeting and says, “Hey Charlie, I wanted to talk to you about something very important. I have been thinking of quitting my job here lately. So I’d like to give notice that my last day will be __ ”. Once you get over the unexpected shock, what’s the next step? No, we are not talking about recruiting new talent.

Continue reading “What Are Exit Interviews And How To Use Them?”

Implementing a 360 Performance Review

Organizations these days are slowly including 360 degree performance reviews for evaluating their employees. This takes a shift from one-to-one feedback to an overall balanced feedback from multiple sources. It removes the biases involved in the traditional approach and helps in self-development by uncovering a lot of useful employee insights. Thus, it becomes crucial for organizations to implement it rightly. Continue reading “Implementing a 360 Performance Review”

What Makes A High Performance Team?

There are teams and then there are high performance teams.

Continue reading “What Makes A High Performance Team?”

Signs That Prove You Are A Micromanager!

Micromanagement can be defined as a particular behaviour that managers tend to showcase when they closely observe the work of their team members and try to be overly-controlling. Though some might think this approach works well for their team, the truth is, micromanaging is demotivating and destroys teamwork.

Continue reading “Signs That Prove You Are A Micromanager!”

Are 360 Reviews actually good for performance management?

Organizations worldwide have one major objective in common, that is getting the best out of their employees. To improve employee performance, every organization has efficient performance management in place. Performance management is used to check whether employees and managers are aligning their goals with organizational goals, which results in promotions and salary increments of everyone. It is an ongoing process between a supervisor and employee that occurs throughout the year. But is it enough?

Continue reading “Are 360 Reviews actually good for performance management?”

How to Conduct Performance Discussions with Ease and Precision

In most cases, performance discussions are highly dreaded because of how much impact they have on our promotions and salary increments. But they don’t necessarily have to be that way.

Continue reading “How to Conduct Performance Discussions with Ease and Precision”

Smart On-Boarding Practices That Go A Long Way

At some point or the other, we have been in a situation where we were nervous about our first day at work but were equally excited. Imagine that excitement and enthusiasm fizzing off because of feeling unwelcome at your new office; sounds very disheartening, doesn’t it?

Continue reading “Smart On-Boarding Practices That Go A Long Way”

How to Implement an Effective Performance Management System

Organisations constantly strive to standardise their administrative processes and tools to improve their overall efficiency. But are the organisations doing performance review right? Here are a few ways to find out!

Continue reading “How to Implement an Effective Performance Management System”