One of the most critical factors for job satisfaction is your relationship with your manager. If it works well for you, your boss can motivate you and be your role model. If not, he can cause you stress and frustration.
Author: Srikant Chellappa
Engagedly – The Performance Management Software for Millennials
One of the most dominant groups in today’s workforce is Millennials. According to this study by Pew Research Centre, millenials have surpassed Gen Xers to become the largest labour force in the market. They form 53.5% of the workforce!
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5 Email Management Tips You Should Know
Emails are distracting. If you are an active professional, chances are you are used to check your mail every few minutes or distracted from whatever task you are doing by the telltale ping of an email notification.
Why Nap Pods At The Workplace?
There are many people who think that sleeping at job is a sign of laziness. Well, it is time to accept a new notion. Many leading organizations encourage mid-day naps for their employees.
A number of working Americans say that their daily activities are affected by insufficient sleep. The reasons for insufficient sleep are wide and varied. But the end result is that they impact the work that we do. And it is no secret that in order to do your best, you need a good night’s rest.
The Good, The Bad, The Ugly: Examples of Performance Review Wording
Filling out a form about an employee’s performance is fairly easy, but when it comes to providing additional comments, this is the step where many managers stumble.
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14 Mistakes That Can Destroy Employee Engagement In Your Organization
What is the responsibility of an ideal manager? To increase productivity in their organization by building trust and fostering a healthy relationship with their employees.
But many managers still seem to have no idea, how important it is to keep their employees happy and engaged. So we, at Engagedly have collated a list of possible mistakes a manager makes that can kill employee engagement.
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Thank Us Later – 4 Reasons To Start Thinking About Performance Reviews
Employee performance review is a huge responsibility. You have to keep track not only of employee performance throughout the year but also the areas where employees require improvement.
Most employers avoid these reviews because of their elaborate nature. Many employers debate that performance management should be trashed. But are they that useless?
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The Truth about Employee Performance Reviews In 5 Minutes
Performance reviews. Two words which don’t leave a pleasant taste in many an employee’s mouth. And most managers share the same opinion. Yet employee performance reviews form an integral part of HR processes in companies the world over.
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Should You Use Ratings In Your Performance Appraisal Form?
The very word ‘ratings’ is polarizing, especially in the context of performance appraisal forms. But like any aspect of performance appraisals, ratings have both pros and cons.
Ratings can be very helpful in the sense that they can quickly help you categorize and sort an employee’s skill sets. They can help show an employee the areas in which he or needs more improvement. They can also be used to boost employee morale and motivate them to better.
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Performance Management – Are You Doing It Right?
Business leaders are often seen talking about employee engagement, performance reviews, and management. Organizations constantly strive to standardize their administrative processes and tools to improve their overall efficiency. But why is it important to have a performance management system?
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The Fault In Your Annual Performance Appraisal Process
I was recently talking to a friend about her annual performance appraisal. It had been delayed for a while and my friend was getting antsy. She was worried about the fact that the lateness did not bode well for her career, or it meant that the security of her job was in danger. Actually, it was because the year before; the company had grown massively in size. And managers had teams that suddenly ballooned in size. The delay was because managers were struggling to marshal their own thoughts and manage newly expanded teams while simultaneously doing their own work. Sound’s nightmarish doesn’t it?
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Performance Appraisal: Do we reward managers for giving feedback?
Here is a very common complaint about feedback by employees. They find the feedback their managers give them to be insufficient.
Nobody wants an entire day’s worth of detailed feedback. However, it is very demoralizing for an employee to go in for their annual performance review and then come away barely 5 minutes later with a sense of discontent.
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How To Write Good Employee Goals and Objectives
Once you’ve decided you are going to set Objectives and Key Results (OKRS) for your employees or for yourself or even just for your team, you might find that you are stumped about what to do next.
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The Reason Why Google’s Objectives and Key Results Work
Here’s a hypothetical scenario.
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The New Rules of Employee Reward Programs
In our previous articles 6 Creative Ideas For Employee Engagement and 5 Employee Engagement Activities On A Budget, we discussed how employee engagement can help your organization and a few creative ideas that can help you engage your employees. In this article, we show you how employee reward programs affect an organization when implemented on a long term basis.
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5 Tips for Carrying Out A Comprehensive 360 Performance Review
A 360 performance review when done well can render insightful results and improve the overall employee engagement as it allows for comprehensive feedback and not just managers’ feedback. But, more often than not managers and HR administrators who attempt to administer it get bogged down by its various aspects and tend to complicate the approach rendering it useless.
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4 Performance Review Mistakes That Make You Look Dumb
Performance review, whether you love it or hate it, is there to stay. Most employees deny the validity of them because they presume that the process act as an excuse for managers to put their salary increments on hold.
How can a performance review ever help an organization if its employees do not believe in them?
Do you want to change the mindset of your employees and restore their faith? Well, here is a list of the dumbest possible mistakes you should avoid.
1. Not Informing employees in advance about the ‘Big Day
This is one of the dumbest mistakes a manager could make. A performance review meeting requires prior preparation both by the manager and the employee. You cannot go to your office one day and announce a surprise performance review meeting. So, inform your employees in advance about the ‘Judgement Day. So that it can help both the employees and the organization.
2. Focusing only on negatives in a Performance Review
Never assume that employees don’t need to hear about the things that they do well. Don’t always focus on their negatives. Give them meaningful feedback where you appreciate them for their good work and point out their mistakes, giving them a chance to correct them.
Also Read: The Ultimate Checklist for Performance Appraisals!
3. Talking too much
You should encourage your employees to speak up about their performance, instead of being a boss who talks too much and doesn’t allow the employee to provide his perspective. If you don’t allow the employees to provide self-evaluation and go on with your assumptions about their performance, the very purpose of performance reviews will be lost.
4. Absence of goals and plans
It is not only about reviewing the past performance of employees. It is more about setting goals for the future and helping employees improve themselves based on the past reviews. Having no goals or follow-up plans after a performance review is as useless as not having a performance review at all.
Do you want to know how Engagedly can help you with performance reviews? Request a demo to know more.