Onboarding is one of the most vital things for any employee who joins an organization. Imagine being a part of an organization that is totally unprepared for your arrival. Sounds terrible, doesn’t it? Though it doesn’t seem like much of a deal, as an HR it is your responsibility to make sure that your new hire feels comfortable in the workplace. Continue reading “Employee On-boarding Best Practices That You Need”
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 To Retain Your Top Talent?
Hiring exceptional talent is something that can happen in a jiffy. You spot talent, you make them an offer and if they are interested, they agree right away.
But what about retaining top talent? Is it as easy as hiring top talent?
Are You Making These Annual Performance Evaluation Mistakes?
“Well, Aaron! there’s nothing much for me to do here. I don’t see any issues in your performance, I think we are good.” – Do you believe that this phrase is an example of a good performance evaluation?
No matter, whether your organization is a start-up with a small number of employees or an established multi-national company with multiple departments and lot of employees, the above phrase doesn’t work for either of them.
Continue reading “Are You Making These Annual Performance Evaluation Mistakes?”
Is Music Good For Workplace Productivity?
Music is a lot more than just a way to escape the daily grind. For many people, the best part about commuting to work – despite all the traffic and crowds – is listening to their favorite music on the way to work.
Continue reading “Is Music Good For Workplace Productivity?”
Everything You Need To Know About Handling Employee Complaints
You are the HR administrator of an organization and have already had a stressful day at work. An employee who has been trying to reach out to you since the morning finally walks up to you and reports of harassment from a colleague.
What is the first thing you do? Ask them to come back later because you had a long day or document their complaint and take immediate action?
Continue reading “Everything You Need To Know About Handling Employee Complaints”
How To Ace Your Annual Performance Review
Many organizations have their annual performance review right around the corner. If you are going to think of the annual review as a ferocious beast or an unscalable mountain, then acing your review is going to be hard.
Continue reading “How To Ace Your Annual Performance Review”
8 New Year Resolutions For A Productive 2017!
The holiday season is almost over, and New Year’s Eve is just around the corner. Every year we make a long list of resolutions for ourselves hoping for better results. But that’s on the personal front. What about the professional side of things?
Continue reading “8 New Year Resolutions For A Productive 2017!”
Employee Retention Strategy – How To Retain Top Talent?
Receiving a resignation from one of their best employees is every manager’s nightmare. Why a nightmare? After all, it is so easy to hire someone else. People get hired and fired all the time!
But some employees are just irreplaceable. Managers put in so much effort and time to hire and train their employees but sometimes fail to understand that retaining those employees is more important than anything else.
Continue reading “Employee Retention Strategy – How To Retain Top Talent?”
How Can Setting Employee Goals Help Your Organization?
When we think of employee goals, we think of how much guidance and direction they offer to employees. But rarely do we think of how setting goals for employees can impact an organization. In fact, we sometimes forget that goal-setting even benefits organizations in the grand scheme of things.
Continue reading “How Can Setting Employee Goals Help Your Organization?”
4 Goal-Setting Mistakes Managers Make
Goals are a great tool to map out a path for the immediate future. They can help employees decide what they would like to focus on and what they would like to achieve. But goals don’t help employees alone. For managers too, goals are a great tool to track an employee’s progress and even measure performance.
Developing An Engaged Employee Culture [Webinar]
![Developing An Engaged Employee Culture [Webinar]](https://engagedly.com/wp-content/uploads/2016/10/employee-engagement-activities-e1620024270478.webp)
Engagedly has recently begun hosting webinars. We hope to cover a range of topics related to performance management and our application. On 13th October, we hosted the webinar, Developing an Engaged Employee Culture, which was presented by Garrett Wilson, MS, SHRM-SCP, SPHR, Director of Talent and Culture, ReliaMax. You can listen to the webinar here.
This article will provide you with a brief overview of the contents of the webinar. However, we recommend you listen to the webinar as it delves more deeply into the topic.
Employee engagement is HR’s newest buzzword. You see countless articles written about, people talking about and more important, companies trying to adopt it.
But with disengagement costing US employers $450 – $500 billion and only 32% of employees being actively engaged, it is clear that employee engagement is not just a simple over-night fix.
For company like ReliaMax, with employees located across seven states and being able to do business in 49 of the 50 states, one can only imagine how big of a role regulatory compliances play, especially since different states have different compliance rules. And in addition to all of this, ReliaMax is part of the banking and student loan servicing industry, an industry knows for following rules to the t.
Walking the line between meeting compliances and coming across as a healthy workplace for both current and future employees is understandably, not an easy job.
But according to Wilson, instead of being alarmed by regulatory authorities, what one needs to do is ask questions. Asking questions and getting on board with the regulators makes it easy not only to adhere to compliances, but to also maintain a work culture that employees like and want to be a part of.
It is also important to remember that engagement in an organization does not fall on the HR team alone. It’s a company wide team effort that everybody needs to take part in.
And if you want the entire organization onboard, you have to sell it to them on terms they understand. Assuming that everybody automatically understands why engagement is important could do more harm than good.
In addition to this, it is also important to remember, you cannot win at everything. Not everybody is going to get onboard and nor should you expect 100% approval. Aim for a more realistic figure when it comes to adoption stick to that.
–
Unlike other companies which can afford to do away with performance reviews, the same does not hold true for ReliaMax or other companies in highly regulated industries. In fact, industry regulations require employee performance to be reviewed at least annually.
Everybody knows that performance reviews are a good tool. But getting people to use it, to go through the motions, to ensure that everyone gets a fair deal can be very exhausting if you do not have a process for it or a tool that can help.
For ReliaMax, that tool was Engagedly. Since Engagedly is a suite of applications, not only did it provide ReliaMax with the ability to hold frequent performance reviews with the performance module, it also allowed them to utilize the goals and the multirater feedback module.
Since ReliaMax is spread out over seven states, Engagedly also gave employees the opportunity to log in frequently and use the social module to communicate!
It is a textbook example of an application being the right choice for an organization.
If you would like to see a list of upcoming webinars and attend them, you can check them out here. If you want to know how Engagedly can help you with performance management, then request us for a demo!
Employee Engagement: What To Do When Your Engagement Initiative Fails?
Why do employee engagement initiatives fail in so many organizations? Some of these initiatives start out great and then fizzle out. Others might not even take off. Ouch.
Continue reading “Employee Engagement: What To Do When Your Engagement Initiative Fails?”
Performance Reviews With Social Recognition Improves Overall Adoption And Engagement
We at Engagedly have always been vocal about recognition being an important part of the workplace. Want to engage employees? Reward and recognize them! Want to motivate employees to work better? Recognize them! The right kind of recognition can work wonders.
We even have a feature in the Engagedly app that deals solely with recognition. It’s called ‘Praise’ and it helps peers and managers recognize employee publicly, with everyone else in the organization.
We wholeheartedly believe in power of power of recognition. That is why we are happy to announce that we’ve been featured in the article Social Employee Recognition Can Save The Performance Review by Software Advice.
“Companies are getting extremely tired of boring, unproductive performance reviews. A platform like Engagedly can make them great again,” said Brian Westfall of Software Advice, a company that researches and hosts reviews of human resources software. “The ability to praise others in real-time not only engages and rewards employees for participating, but it also provides valuable, up-to-date information for managers to do a more ongoing, comprehensive performance appraisal.”
If you’ve been a long-time reader of the blog, then you know that we have covered a wide-range of issues with respect to performance reviews such as how they are cumbersome and annoying, are being done away with in favour of newer practices, and how the process in general can do with a major facelift. We have also extensively covered employee recognition, but usually in relation to engagement.
The article however brings up an interesting proposition; social recognition to go along with performance reviews. Social recognition is uniquely positioned in that while it is more informal and prompt than annual reviews, it is also more comprehensive than 360 degree feedback!
“According to Gartner’s Predicts 2016 for HCM Applications (available for Gartner clients): “By 2018, 25 percent of large organizations will incorporate social employee recognition and rewards into their performance management processes.”
The article goes on to further elaborate upon social employee recognition. To paraphrase: Performance reviews suffer from a lack of information. When you only rely upon a manager’s memory, the review becomes a one-sided, one-dimensional affair. And this is not something you can blame a manager for. For reviews to work a 100% all managers would be required to possess phenomenal memories, which is a really improbably qualification.
Picture Credit: Software Advice
“Early adopters of social employee recognition software report “measurable impacts on employee engagement, as well as correlations with improved business performance,” according to Gartner’s Predicts 2016 for HCM Applications.”
Social recognition can be a great addition to your organization. But as the article mentions, there are 3 things you need to keep in mind when it comes to implementing social recognition:
- Flatten your organizational structure. According to Gartner’s research, social recognition thrives in companies where “command-and-control hierarchies give way to more network-style organizations.” Break down barriers between upper and lower levels of the company and implement channels to promote company-wide discussion and interaction.
- Tailor your rewards system carefully. If all employees have to do to get rewards is blast generic kudos (“Great job!”), not only are you promoting the lowest effort possible, but managers also aren’t going to have useful feedback to learn from. Institute rules that only reward meaningful recognition, and consider consolidating all of your rewards programs (e.g., employee referrals) into one.
- Know it’s an augmentation, not a stand-alone solution. Social recognition and continuous peer-to-peer praise can save your performance review process, but you still need a solid performance management system bedrock to build on. If you don’t have one, or find your current system lacking, head to our performance review software page to filter and compare functionality and read user reviews of different options.
Engagedly is a performance management software with elements of employee engagement. To see how the application works and how it can help your organization, request a demo today!
Why You Should Shift From Paper-based to Software Performance Reviews
Traditional paper-based performance reviews should have been tossed to the wayside a long time ago. Yet, despite the fact that they are out-dated and cumbersome, some organizations seem to cling on to them with a tenacity that can only be marveled at.
Continue reading “Why You Should Shift From Paper-based to Software Performance Reviews”
6 Ways Performance Review Software Can Help You Revamp Performance Management
To quote a tried and test proverb, old is gold. But not when it comes to HR practices. HR practices need to reflect the world and times we live in, and our current work environment as well.
Continue reading “6 Ways Performance Review Software Can Help You Revamp Performance Management”
4 Tips To Track And Measure Employee Performance
Productive employees are vital to every organization. Productivity depends on how well employees understand their goals & objectives and act on them. But how do you measure employee performance?
Most employers want to know the secret behind measuring employee performance effectively. Here are a few simple tips that can help you do it right.
Continue reading “4 Tips To Track And Measure Employee Performance”
Goldman Sachs Revamps Performance Review Process
This seems to be year of doing away with performance reviews. In addition to Microsoft, GE and Adobe (among others), Goldman Sachs has also joined the band wagon and done away with the ratings aspect of the performance review. Continue reading “Goldman Sachs Revamps Performance Review Process”
How Can Employee Performance Appraisal Software Improve the Review Process?
If you’ve been keeping your ear to the ground with respect to HR Tech news, you’ll know that there’s a slow revolution taking place.
Continue reading “How Can Employee Performance Appraisal Software Improve the Review Process?”
How To Prep For Those Awkward Post Performance Review Conversations
Difficult conversations are hard. Especially the ones that come after performance reviews.
Continue reading “How To Prep For Those Awkward Post Performance Review Conversations”
What Happens After Annual Performance Reviews
There are plenty of articles out there that tell you how to prepare for a performance review, how to carry out a performance review or how to take part in a performance review. This article is going to tell you what to do after a performance review, which is just as important as the performance review process.
Continue reading “What Happens After Annual Performance Reviews”
What Should I Look For In My Performance Management Software?
Traditional performance review methods are deeply flawed. And if you recognize that, more power to you. However, before you blindly pick out performance management software on the basis of the fact that anything is better than traditional performance review methods, here are few things you need to think about.
Continue reading “What Should I Look For In My Performance Management Software?”