Are you looking for strategies to improve the employee experience for your remote or hybrid workforce? Look no further. Get valuable and insightful guidance here!
It is that time of the year again. Many organizations have started implementing 360 degree feedback in their performance management systems. While this is a very beneficial approach and helps the management to understand various perspectives of an employee’s performance, there are also a few downsides to it.
Continue reading “The Downsides Of 360 Degree Feedback And How To Fix It”
Is employee feedback important? Without any doubt, I’d answer that question with a yes. But is it easy for a manager to just walk into the room and drop feedback about their direct reports? No. It doesn’t work that way.
Continue reading “Employee Feedback Software Features To Simplify managers’ lives”
Employee turnover is a constant problem in companies all over the world, and every company does their best to retain talents. When one employee leaves, it not only affects the team in which the employee was working, but also the organization overall in terms of costs. As per a study by Gallup, the cost of replacing an individual employee can range from one-half to two times the employee’s annual salary.
The sudden rise in the number of goodbye lunches could be a great concern to the human resource personnel staff. This is a major concern even in the Staffing and recruitment firms.
Find out the real reasons behind increased employee turnover in an organization and let us help you fix it.
According to a recent study, 69% of employees would work harder if they felt their efforts were better appreciated.
One of the main reasons why employees leave is that they don’t feel recognized or rewarded for their work. After all, who doesn’t love appreciation for their hard work? Lack of appreciation can be in the form of being underpaid, having no good word for a well-done job, no promotions, and no year-end bonuses.
As a result, employees don’t put in their maximum effort for their job, hence employee engagement and employee productivity decrease. Employee disengagement and low employee morale in staffing and recruitment firms directly affect organizational productivity and in turn, have a negative impact on the clients.
Lunches and outings, simple public praise, gift cards, and establishing an award system are some of the ways by which you can appreciate your employees.
Also Read: Here’s How You Can Boost Employee Engagement In Your Organization
“Most people don’t quit their jobs; they quit their managers,” says Wendy Duarte Duckrey, vice president of recruiting at JPMorgan Chase.
When you notice that the attrition rate is strangely high for one of the teams at your organization, it might be because of the team’s manager. It is a common issue these days for managers to lack people skills. This could be a major factor that drives employees away from organizations.
As an HR specialist, identifying these managers and giving them an opportunity to improve themselves is vital. Arrange for classroom sessions or mentorship, where the manager can acquire the necessary skills. A great manager can be an asset to improve employee engagement and keep the motivation level of your employees high.
But a bad one will not only make your employees leave but also will result in the downfall of the organization.
Also Read: Be A Better Manager And Avoid These 5 Mistakes
Your employees need to know that you trust them, so allow them to work on their own. If they are being constantly scrutinized and micro-managed, employee morale and employee engagement decrease. Let every employee work independently without managers breathing down their backs. Employees will be less stressed and anxious while working solo. As a result, this would increase their productivity.
While some employees need autonomy, others might need a little guidance when they work. Conduct frequent check-ins and feedback for them and guide them and provide feedback whenever necessary.
Also Read: What Do Successful Leaders Do To Sustain Success
Employees at a recruiting and staffing firm often find themselves to have reached a saturation level and don’t have any further room to grow in the same organization. As a result, they leave the organization for growth in their career.
Devise a development plan for your employees and discuss what their personal and career goals are. Conduct stay interviews from time to time to know what makes your employees stay and what they look forward to at work every day.
This will help you understand how your employees better. Create personalized learning and training opportunities for all to develop their skills. This will make the employees feel that the organization cares for their career development too. This will lead to an excellent employee engagement rate and a higher productivity rate in your organization.
Often employees leave because organizations practice a close culture policy where employee inputs and concerns are not valued, which makes them feel unimportant and alienated. Employees feel disengaged at work and have low morale.
To solve this, create feedback and communication channels for employees through which they can interact with senior leaders to give their inputs and raise their concerns. Conduct weekly or bi-monthly meetings, and make them part of the decision-making process and involve them in strategic meetings whenever possible.
A frequent one-on-one meeting with your employees will help you understand their concerns, inputs, and grievances.
Real Time Performance Management Software like Engagedly will help your employees to submit feedback and check what action has been taken on it in real-time. This will keep the employees active and will improve employee engagement and employee retention.
Also Read: 5 Reasons Why You Need Engagedly For Employee Engagement!
According to research from Gallup, employees who reported being burned-out are 2.6 times more likely to look for a new job.
Overloading your best performers is not the solution to get your work done; you should know when to stop! Being overworked is one of the prime reasons why employees leave the organization, especially the high performing ones.
If not, they will be overworked and tired, resulting in lower productivity and employee engagement. When one is overworked, it not only affects their mental health but affects their physical health too, and ultimately will lower their self-esteem. Ultimately this will force the employee to quit the organization.
At all, if they are given extra work, they should be given the opportunity to have flexible working hours, work from home, and some paid time off too.
Also Read: Employee Burnout: What You Need To Know About It
Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, 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 organisations with additional tools and resources during this time of crisis.
To know more request for a free demo from our experts.
It is evident that the workforce from most organizations is operating remotely now, owing to the pandemic. Management in most organizations are working towards designing and implementing new policies and procedures that will help employees with the switch. But is it really enough to keep your employees going?
Continue reading “Impact of Employee Engagement on Productivity & Quality”
We understand if you are skimming through this article with certain amount of scepticism in mind. It’s common to see software marketed as if it will be able to revolutionize a business and bring about extraordinary results, with a simple download or connection to a cloud-based app.
Continue reading “Employee Engagement Software Can Enhance Work Culture”
In every workplace, feedback plays a critical role. It is significantly powerful because it can change the course of things, motivate someone to work harder; improve a product or a software. Without feedback, we’d be blind to faults, be they in ourselves, our products or our views.
Continue reading “Wondering How to Give Constructive Feedback? Here’s How”
Continuous feedback is not very different from other kinds of feedback systems. It is simply the act of sharing feedback on a regular basis, so that the recipient receives regular guidance from the feedback giver. There are various benefits of this. It is simply feedback that is intended to help and refine, as opposed to just giving an opinion.
Continue reading “Why Every Organization Should Practice Continuous Feedback”
Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability – Anne M. Mulcahy, former CEO of Xerox.
According to research, organizations with highly engaged employees have 17% higher productivity and 21% higher profitability. Engaged employees thus work harder and stay for a longer period of time in the organization since they don’t have a reason to move out.
Employee engagement not only measures the happiness level or quantity of work done by an employee, it does much more than that. In fact, it takes into account how connected and motivated an employee is with their role, work, and organization.
But employee engagement does not remain constant and should be measured and nurtured from time to time, or it shall until it dissipates. Although there is no specific way to measure employee engagement, here are some of the tools that have made it easy to measure employee engagement.
If you want quick and most effective methods to measure employee engagement, then your go to option should be to conduct surveys. It not only helps in measuring engagement, it also helps in employee motivation, and getting ideas from employees. This two-way communication is very important in having an engaged workforce. HRs and managers should frequently send simple, small, and actionable surveys to the employees of the organization asking them about work. It will help HRs, managers, and the organization to know how engaged their employees are and also help them understand the temperament of the organization. Be sure to focus your survey questionnaire on three basic metrics: Satisfaction, Alignment, and Future orientation.
Engagedly’s inbuilt survey feature helps you create and assign surveys without a hitch.
Employees leave the organization at different points of time, but as a manager or an HR, you need to know the actual cause behind it. Often employees cite that they didn’t feel engaged or excited with the work they do, as the reason behind leaving the organization. Conducting exit interviews and stay interviews help the managers and the HRs to know which areas they should work on to improve employee engagement.
Exit interviews help in understanding what you could have done differently to improve engagement, whereas stay interviews let you know what you are already excelling at and what not.
Some common questions for both exit and stays interviews are:
This helps in preventing another employee leaving the organization for the same reason.
Also Read: 7 Successful Strategies To Conduct A Stay Interview
From time to time, HRs and managers should have one-to-one meetings with their employees. As one-to-one meetings are in person with the manager or the HR, the employee feels free to share information and express themselves. This should be done regularly, probably weekly once or every fortnight is advisable.
Also Read: Know How To Conduct One-On-One Meetings Effectively
When organizations are very large it might be difficult for you to conduct a one-to-one meeting with your employees. In this case, focus groups could be formed. Often members of the same team or different teams can be grouped for this. As a manager or an HR, you should be well prepared with a set of 5 to 8 questions, based on asking the employees whether they feel that their work is important or whether they have all the tools to do their work. This will help organizations to know what they can do more to improve employee engagement and productivity.
Also Read: A Manager’s Guide To Review Remote Employees
According to a recent study, 69% of employees would work harder if they felt their efforts were better appreciated.
Employees recognition and rewards activities are a good way to identify engaged employees. It is already known that recognition and rewards have a direct impact on employee engagement. The reverse also stands true, identifying the number of employees receiving rewards and recognition helps managers and HRs to identify employee engagement in their organization.
Also Read: Things To Consider When Recognizing Remote Employees
Retention rate and productivity metrics of employees will help determine how engaged the employees are in the organization as employee engagement will have a direct effect on the retention rate and productivity metrics.
Also Read: 6 Stay Interview Challenges To Be Aware Of
Thus it cannot be stressed enough how important employee engagement is and why it should be measured from time to time to keep your employees motivated and retain them in your organization. So if you have not been doing so, now is the time you should incorporate employee engagement measurement strategies and tools. If you wish to know hoe Engagedly can help you, just fill in the form below and reach out to us.
Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, 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 organisations 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.
Employee engagement plays an extremely important role in every organisation. Thats why, there is a constant need to improve upon employee engagement levels. This is not to do with playing the numbers game, but rather because it is important to keep switching things up.
Continue reading “Boosting Employee Engagement In The Workplace”
Before plunging into the discussion, let’s take you through a short journey. Robert, a newbie software developer, had joined your organization two months back. He has received a good pay raise over his previous one. But recently you got to know that he has started looking for a job elsewhere and he is resigning from your organization. The reason which he stated for his decision was, he didn’t feel engaged at his work. Continue reading “Want To Improve Employee Engagement? Know How”
According to Gallup, only 33 % of American workers are engaged in their jobs, 52% were “just showing up,” and 17 % described themselves as “actively disengaged”. Continue reading “Employee Engagement: The Secret Behind Your Organization’s Success”
We hardly ever delve deeper into the topic of employee burnout, because its a complex concept to handle. But it is also very important for you and every organisation to be aware that its a serious issue and it should be dealt with care.
Continue reading “Employee Burnout: What You Need to Know About It”
As an employee, every one of us experiences stress due to work. It has become a part and parcel of most workplaces. Allow us to clear a common misconception though. Job stress does not occur only when you don’t like your job or have the wrong job. Job stress can be a part of your life even when you are holding your dream job or a job that you dearly love.
Music is a lot more than just a way to escape the daily grind. For some, the best part about commuting to work, despite the traffic and commotions, is listening to their favorite playlist on the way. For some others, it enhances their mood to work. Thats why they are often seen moving around with their headphones on.
Continue reading “Music Can Help Increase Productivity at Work”
Feedback is an essential part of employee engagement and retention in every organization. The top-down or the manager-employee feedback approach often seems to be incomplete and biased, so many organizations are opting for the 360-degree feedback process. Continue reading “Myths of 360 degree feedback”
Given how the world is functioning today due to COVID-19, staying motivated enough to chase goals is a problem everyone is facing in some scale or another. You may set out with the best of intentions, but with unexpected emergencies, new initiatives, negative news all across the world and competing priorities for your time and attention, it can be challenging to stay on track towards your long-term goals.
Goal setting is one of the most important aspects of employee performance management. But do you think that employee goals are effective enough for your organization to achieve success? Well, goals give us a sense of direction and motivation but they do not always lead to success because of not being effectively set.
If you are planning on improving your company culture and increase your team’s productivity using employee goals, then OKRs are the best way to do it!
Objectives and key results (OKR) is a popular goal management framework that evolved over time. You can set goals, oversee them and track employee progress using OKRs.
OKRs help you understand the following things about your goal and its results:
Also Read: How Can Setting Employee Goals Help Your Organization?
We have understood why using OKRs for goal setting is important but the question still remains, how to set strong and effective goals for your team? To help you answer this question, remember these three factors.
As a manager, it is quite challenging to think from the perspective of each team member and come up with an objective. Understand if the objective actually gives you a proper understanding of what you should do. An objective tells you what you should do and a key result tells you how to do it. It is important for your employee objective to be directional.
Ideally, you should be able to modify goals in the long run. Because, in the process of achieving a goal, the employee and manager might suddenly find that the objective of the goal needs to change. Or that they might need to add other objectives to the goal.
An OKR cannot be long and confusing. Make sure that the OKRs of your employees are simple, brief and direct. Always remember to give the objective shorter time span. Having long-term goals can be helpful but not as much as having smaller goals which are bound to time.
It is very important to have OKRs that are measurable over time. Being able to measure your OKRs helps you find out if you have reached your goal or not. Measuring unquantified objectives is subjective and your employees should opt to have a one on one meeting with their managers to understand their progress on unquantifiable objectives.
One of the most important questions that you should answer is that if the employee OKR is contributing to organizational OKRs.
All goals cannot be tied to team goals and the organization, that is true. However, when setting a goal for an employee, it is important to remember that as much as possible, a goal should contribute towards the overall team and organization goals. If a goal is not directly contributing to a team or the organization’s success, it should at least account for an employee’s personal development. If the goal is not even helping the employee improve professionally, then the goal shouldn’t exist in the first place.
Employees should align their team OKRs as well as their individual OKRs to the organizational OKRs as well as their department goals.
Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, 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 organisations 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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Conflict resolution is the process of resolving a dispute or disagreement between two or more people by involving a third-party to help reach an agreement. Conflicts at the workplace are very common. If these are not resolved on time, they can result in a very toxic workplace culture.
360 degree feedback, also sometimes referred to as multirater feedback, is a process where everyone the employee has worked with provides feedback for the employee. In this process, feedback is not only collected from the managers but several stakeholders such as direct reports, peers, senior leadership, customers, vendors, etc. It presents an overall clear picture of an employee’s performance, behavioural skills, and competency.
All of us in the HR space has a very different notion of what employee engagement means and consequently, people outside the HR space have a very different idea of what employee engagement is.
Continue reading “Employee Engagement: Know What It Looks Like”
According to a recent study, 80 percent of employers have some type of employee recognition program in place.
