14 Businesses Doing a Great Job at Building Epic Company Cultures

Company culture refers to the shared values, beliefs, behaviors, and practices that characterize an organization. It encompasses everything from the way employees communicate with each other to the company’s mission and vision to the physical workspace and overall work environment.

The Importance of Building a Strong Company Culture

A strong company culture is crucial for attracting and retaining top talent, improving employee engagement and productivity, and fostering a positive work environment. 

According to a study by Deloitte, 94% of executives and 88% of employees believe that a distinct workplace culture is important to business success.

There are many businesses that have received recognition for their outstanding company cultures. These businesses have been recognized for their unique approaches to creating a positive and engaging work environment and for their commitment to values such as innovation, social responsibility, and work-life balance.

According to Glassdoor’s Employees’ Choice Awards, HubSpot was ranked #1 Best Place to Work in 2020, followed by Bain & Company and DocuSign. The ranking is based on employee reviews of their workplace culture, benefits, and overall experience working for the company.

By highlighting some businesses and their successful approaches to building epic company cultures, this article aims to inspire other businesses to prioritize culture-building and create a more positive and engaging work environment for their employees.

Also Read: Engagedly Announces the Top 100 Global HR Influencers of 2023

1. Google

Google’s culture of innovation is fueled by a number of innovative practices and policies, including “20% time,” which allows employees to spend one-fifth of their workweek pursuing passion projects outside of their regular job responsibilities. 

Google also encourages cross-functional collaboration, with employees from different teams and departments working together to tackle complex challenges.

The perks and benefits of working at Google

In addition to its positive culture, Google is also known for its generous employee benefits and perks. These include on-site fitness centers, free gourmet meals, and unlimited vacation time. The company also offers a range of professional development opportunities, including tuition reimbursement and leadership training programs.

2. Airbnb

Airbnb fosters a sense of community and belonging by prioritizing diversity and inclusion, encouraging open communication, and providing opportunities for employees to connect with one another. The company also values creativity and experimentation, with a culture that rewards risk-taking and innovation.

The perks and benefits of working at Airbnb

In addition to its collaborative and community-focused culture, Airbnb offers a range of employee benefits and perks, including unlimited paid time off, flexible work arrangements, and professional development opportunities. The company also places a strong emphasis on work-life balance, with policies designed to support employees in achieving their personal and professional goals.

Airbnb’s commitment to building a supportive employee culture has been recognized with numerous awards and accolades. In 2020, the company was named to Forbes’ list of Best Employers for Diversity and Fortune’s list of Best Workplaces in Technology. 

3. Patagonia

Patagonia promotes sustainability and social responsibility by implementing environmentally-friendly business practices, supporting local communities through its grant program, and advocating for environmental and social issues through its activism campaigns. The company is also committed to transparency and accountability, with a focus on educating customers and stakeholders about its impact on the planet.

The perks and benefits of working at Patagonia

Patagonia offers a range of employee benefits and perks, including flexible work arrangements, on-site child care, and extensive opportunities for professional development. The company also encourages a healthy work-life balance, with policies designed to support employees in achieving their personal and professional goals.

Patagonia’s culture has been recognized as one of the best in the world, with numerous awards and accolades for its commitment to social responsibility. According to Glassdoor, 91% of Patagonia employees approve of CEO Rose Marcario’s leadership, and the company has been named to Forbes’ list of Best Employers for Diversity and the Human Rights Campaign’s Corporate Equality Index.

4. Zappos

Zappos prioritizes customer service and employee empowerment by providing extensive training and support to its employees, encouraging them to take ownership of customer interactions and resolve issues creatively and effectively. The company also emphasizes transparency and communication, with a focus on building strong relationships with both customers and employees.

The perks and benefits of working at Zappos

Zappos’s list of employee benefits and perks includes comprehensive healthcare coverage, on-site fitness and wellness programs, and extensive opportunities for career development and growth. The company also places a strong emphasis on work-life balance, with policies designed to support employees in achieving their personal and professional goals.

Zappos has bagged numerous awards for its exclusive work culture and for its focus on customer service and employee empowerment. According to Glassdoor, 56% of Zappos employees would recommend the company to a friend, and the company has been named to Fortune’s list of Best Companies to Work For and Forbes’ list of Best Employers for Diversity.

5. HubSpot

HubSpot prioritizes employee growth and development by providing extensive training and support to its employees, offering regular feedback and coaching, and encouraging continuous learning and development. The company also places a strong emphasis on collaboration and innovation, with a focus on creating a positive and engaging work environment that fosters creativity and innovation.

The perks and benefits of working at HubSpot

HubSpot offers a range of employee benefits and perks, including unlimited vacation time, flexible work arrangements, and extensive opportunities for professional development and growth. T

6. Netflix

Netflix encourages risk-taking and innovation by giving its employees the freedom to experiment. The company is famous for its “Freedom and Responsibility” culture, which empowers employees to make their own decisions and take ownership of their work. Netflix also encourages open communication and transparency, which allows employees to share ideas and feedback freely.

The perks and benefits of working at Netflix

In addition to its unique culture, Netflix offers a range of employee benefits and perks, including unlimited vacation time, flexible work arrangements, and generous parental leave policies. The company also places a strong emphasis on professional development and growth, with opportunities for employees to attend conferences, workshops, and other learning events.

Netflix’s culture has been widely praised for its emphasis on innovation, risk-taking, and transparency. The company has been named to Fortune’s list of Best Workplaces in the Bay Area, and its CEO, Reed Hastings, has been recognized as one of the most admired business leaders in the world. 

7. Salesforce

Salesforce places a strong emphasis on giving back to the community through its 1-1-1 model, which commits 1% of the company’s equity, 1% of its employees’ time, and 1% of its product to support social and environmental causes. The company also encourages employees to volunteer and participate in community service projects, while also supporting a range of philanthropic initiatives through its Salesforce Foundation.

Salesforce’s list of employee benefits and perks includes generous parental leave policies, flexible work arrangements, and opportunities for professional development and growth. The company also places a strong emphasis on diversity, equity, and inclusion, with programs and initiatives designed to promote a culture of belonging and respect for all employees.

The perks and benefits of working at Salesforce

Salesforce’s culture has been widely praised for its emphasis on social responsibility, employee well-being, and diversity, equity, and inclusion. The company has been named to Fortune’s list of Best Workplaces for Giving Back, and its CEO, Marc Benioff, has been recognized as a leading advocate for corporate social responsibility and sustainability. Salesforce’s unique culture has also been the subject of numerous case studies and articles, highlighting the company’s success in building a high-performing and engaged workforce.

8. Buffer

Buffer places a strong emphasis on transparency and open communication, with regular updates on company strategy, financials, and team performance shared with employees and the public. The company also promotes remote work with a distributed team that spans multiple time zones and locations around the world. To support the remote work initiative, Buffer has developed a range of tools and processes to foster communication, collaboration, and connection among team members.

The perks and benefits of working at Buffer

Buffer offers the following benefits to its employees; unlimited time off, flexible work arrangements, and opportunities for professional development and growth. The company also places a strong emphasis on employee well-being, with programs and initiatives designed to promote physical and mental health.

Buffer’s unique approach to company culture has earned it widespread recognition, with the company consistently ranking among the top workplaces in the tech industry. It has been named to Fortune’s list of the Best Small Workplaces and Entrepreneur’s list of Top Company Cultures, among other accolades. 

Also Read: Guide to select the right Performance Review Software

9. Adobe

Adobe fosters a culture of innovation and creativity by encouraging employees to take risks, experiment with new ideas, and collaborate with others to develop innovative solutions. The company also provides employees with access to cutting-edge technology and resources, such as state-of-the-art design and development tools, to support their creative work.

The perks and benefits of working at Adobe

Adobe offers flexible work arrangements, health and wellness programs, and opportunities for professional development and growth for its employees. The company places a significant focus on diversity and inclusion, implementing programs and initiatives to foster a more diverse and inclusive workforce.

Adobe’s innovative approach to company culture has earned it widespread recognition, with the company consistently ranking among the top workplaces in the tech industry. It has been named to Fortune’s list of Best Companies to Work For and Forbes’ list of World’s Best Employers, among other accolades. The company’s commitment to customer success has also helped it to build a loyal and engaged customer base, with a strong track record of delivering innovative products and services that meet the evolving needs of its customers.

10. Warby Parker

Warby Parker fosters a sense of community and social responsibility by prioritizing ethical and sustainable business practices and by encouraging employees to get involved in community service and philanthropy. 

The perks and benefits of working at Warby Parker

Warby Parker supports its employees by offering the following benefits; generous employee discounts, opportunities for professional development and growth, and a culture that encourages work-life balance.

Warby Parker’s commitment to community and social responsibility has earned it widespread recognition, with the company consistently ranking among the top workplaces in the retail industry. The company has been named to Fortune’s list of Best Workplaces in Retail and Fast Company’s list of Most Innovative Companies, among other accolades. Warby Parker’s commitment to ethical and sustainable business practices has also helped it to build a loyal and engaged customer base, with a reputation for high-quality, affordable eyewear that is also socially responsible.

11. Trello

Trello promotes remote work and work-life balance by offering flexible work arrangements, unlimited vacation time, and a culture that emphasizes trust and autonomy. The company also places a strong emphasis on communication and collaboration, with tools and resources designed to help remote teams stay connected and engaged.

The perks and benefits of working at Trello

Trello offers a range of employee benefits and perks, including opportunities for professional development and growth, a culture that encourages experimentation and creativity, and a commitment to giving back to the community.

The company has been named to Fortune’s list of Best Workplaces for Flexibility and Fast Company’s list of Most Innovative Companies, among other accolades. Trello’s commitment to remote work has also helped it to build a loyal and engaged customer base, with a reputation for high-quality project management software that is designed for remote teams.

12. Etsy

Etsy prioritizes diversity and inclusivity by promoting transparency and accountability in its hiring and promotion processes and by offering a range of employee benefits and resources designed to support underrepresented groups. The company also places a strong emphasis on sustainability and ethical business practices, with a commitment to reducing its environmental footprint and supporting local communities.

The perks and benefits of working at Etsy

Etsy offers a range of employee benefits and perks, including opportunities for professional development and growth, a culture that encourages experimentation and creativity, and a commitment to giving back to the community.

Etsy has been named one of the top workplaces for diversity and inclusion because of its  commitment to diversity and sustainability. The company has been named to Fortune’s list of Best Workplaces for Diversity and Great Place to Work’s list of Best Workplaces for Women, among other accolades. Etsy’s commitment to sustainability has also helped it to build a loyal and engaged customer base, with a reputation for high-quality, ethically sourced products that support local communities.

13. Apple

Apple fosters innovation and excellence by prioritizing collaboration, experimentation, and a commitment to quality in its products and services. The company encourages employees to take risks and think outside the box and has built a culture that rewards creativity, hard work, and a passion for excellence.

The perks and benefits of working at Apple 

Apple’s employees get the following benefits and perks; opportunities for professional development and growth, a culture that encourages work-life balance, and a commitment to giving back to the community.

Apple is known for its commitment to innovation and design, and it has consistently ranked among the top workplaces for innovation and creativity in the technology industry. The company has been named to Fortune’s list of Most Admired Companies, and has won numerous awards for its product design and innovation, including multiple design awards from the prestigious Industrial Designers Society of America (IDSA).

14. Basecamp 

Basecamp prioritizes remote work and work-life balance by providing employees with the flexibility and tools they need to work from anywhere. The company encourages regular communication and collaboration and has built a culture that values autonomy, trust, and respect.

The perks and benefits of working at Basecamp

Basecamp’s range of employee benefits and perks include opportunities for professional development and growth, a culture that encourages creativity and innovation, and a commitment to giving back to the community.

Basecamp’s commitment to remote work and work-life balance has earned it recognition as one of the top workplaces for remote employees. The company has been named to Forbes’ list of Best Remote Companies and has won numerous awards for its workplace culture and employee satisfaction.


Building an epic company culture is essential for the success and growth of any business. It not only helps attract and retain top talent but also creates a positive work environment that fosters creativity, innovation, and productivity. The businesses we discussed in this article have all demonstrated a strong commitment to building and maintaining a positive company culture and have reaped the benefits in terms of employee satisfaction, customer loyalty, and overall success.

Frequently Asked Questions

Q1. What is a company culture?  

Company culture refers to the set of shared values, beliefs, attitudes, and behaviors that define how employees interact with each other at work. It gives direction to the organization and can vary from one organization to another.

Q2. Why is company culture important? 

Company culture is important for the following reasons:

  • Attract top talents.
  • Improve communication and collaboration.
  • Boost productivity.
  • Helps in retention.
  • Builds employer branding.

Q3. What are the elements of a positive company culture? 

A positive work culture includes the following:

  • Transparency and trust
  • Inclusivity
  • Rewards and recognition
  • Learning and Development
  • Employee well-being

Q4. Whose responsibility is it to build the company culture anyway?

From leadership to HR to employees, everyone is equally responsible for building a strong company culture.

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How Engagedly Can Drive Your Performance Management Process Forward

How Engagedly Can Drive Your Performance Management Process Forward

Performance management system measures the overall performance of the employees. It is used for setting goals, sharing feedback, rewards & recognition, and performance assessment. A powerful performance management system allows HR and managers to set clear performance expectations. It helps them anticipate what is expected from them at work. Most organizations or employees use performance management systems appropriate to their needs based on elements like industry, number of employees, etc. 

Performance management is the system of organizing a motivating work culture in an organization, in which employees and executives continuously evaluate themselves and work towards common organizational goals. Essentially, it consists of goal-setting, goal tracking, ongoing check-ins, real-time feedback, 360-degree feedback, rewards and recognition, learning and development, and skills analytics. 

All the primary parameters of organizational and personal achievement are connected to performance management in the following ways:

  • Helps in setting goals that can be inclined to organizational objectives
  • Provides feedback to group members
  • Acts as a medium of communication to talk about issues, opportunities, and development of projects
  • Offers learning and development opportunities, praise and recognition based on personal performance
  • Creates performance requirements for employees

It is significantly crucial to observe that performance management isn’t a one-size-fits-all method for every company. Even though it’s a corporate device that enables solving challenges related to productivity, performance, retention, and engagement, each organization desires to remodel or customize performance management according to their business needs to get results.

Why is Performance Management Important?

The rapidly changing environment, the evolving technical landscape, changing customer preferences,  and personnel expectancies requires employees to perform their best. Finding the proper skills and keeping capable employee spersonnel is getting harder each day. On top of that, organizations are nevertheless reeling from the financial strain of the pandemic. 

To stay aggressive in the modern enterprise environment, it’s imperative to recognize the need to construct a systematic, goal-oriented, and employee-centric performance management system.

Also Read: Top 8 Sales Communication Mistakes That Sales Teams Often Commit

Types of Performance Management Systems

A performance management system acts as a guiding light that facilitates businesses to stay dedicated to their vision by continuously tracking the performance of employees.

Some of the most commonly tools to manage performance of employee are

  • Balanced scorecard
  • Management through objectives
  • Objectives and key results
  • 360-degree feedback
  • The graphic score scales

Technology and performance management 

The developing need for innovation, creativity, problem-solving, and flexibility is remodeling workplaces. Employees’ expectations have modified over the years, and so has the way businesses operate.

Real-Time Performance Management Taking on Traditional Ones

They assist HR managers in:

  • Formulating strategies,
  • Offer greater visibility,
  • Innovate,
  • Customize,
  • Streamline processes, and
  • Provide a framework for collaboration among employee and management.

The Deloitte Global Human Capital Report offers high-quality insights about businesses that have redesigned their performance management systems:

  • 96% of businesses discovered improvements in employee engagement levels
  • 83% say that the best of conversations have progressed among managers and employees
  • 96% discovered the system to be less complicated than before

Google, Kelly Services, IBM, Cargill, Juniper, and many other organizations around the world have redefined their performance management systems. They have leveraged technology and innovation to establish a continuous performance management framework. Regular feedback and check-ins, enhanced job descriptions, constructive performance reviews, and a robust focus on fostering learning and growth have made performance management holistic. Focus has shifted towards nurturing employee development and engagement rather than focusing on past performance.

Employment Performance Tools 

Goal-setting tools Setting proper goals for employees is one of the initial steps that result in employee and organizational growth and improve productivity.

It is essential to outline performance plans and goals clearly. Having plans that can be open-ended and unclear creates a lack of interest in employees. At the beginning of the quarter or year, managers should meet with their employees and set clear goals.  These goals need to be SMART and challenging, but at the same time making sure that it is attainable.

We suggest the usage of goal-setting tools that assist you in creating goals and key results (OKRs and KPIs) and align your individual goals to those of the organization.

Feedback tools – Frequent employee feedback is one of the first-rate practices for monitoring employee development and enhancing it from time to time. This helps individual employees, and the team, and helps in the organization’s growth and productivity.

Encourage your employees to share feedback with their managers. This will help you create an open culture and continuous development. Teams using Engagedly permits employees to share, receive, and request feedback from their managers, team members, and peers.

Employee appreciation tools – Most employers neglect to understand their employees, however, they particularly do not forget to criticize whilst something is going wrong. This creates disengagement and dissatisfaction in employees, that directly affects their productivity. So appreciating and recognizing your employee efforts is crucial.

Using an employee recognition tool may be a start to converting your organization’s culture to a tradition that promotes appreciation and acknowledges employees for even the smallest wins. Engagedly’s reward and recognition helps employers reward and recognize their employees for their efforts and contributions

HR management tools – HR is surely one of the most important functions in any organization. Managing employees physically is time-consuming and hard for an HR. Therefore, having automatic HR management software in your organization can automate HR activities and resolve many HR management issues.

When searching out an HR software program, there are numerous matters HR managers want to consider, which include ease of set-up, analytics, security, client support, effective performance management, etc. Besides the features, it’s also essential to discover a performance management tool that could evolve with your business needs.

Performance appraisal tools – Performance appraisal is one of the most important modules when it comes to performance management. It’s an effective tool that helps organizations align their goals to individual ones and track their development and performance over time. But ensure that the process is fair, optimistic, two-way communication between you and your employees. If you fail to create an environment in which your employees can communicate freely, they may get demotivated and will not stay with the organization for too long.

Personal development plans – Both managers and personnel benefit substantially from the PDP process, which allows for figuring out areas for growth, goal setting, and tracking, etc. Some key advantages of the tool include

  • Gives direction to attain goals
  • Measurable goals, development, and results
  • More specific alignment with organizational and team goals
  • Employee development and accountability

Engagedly’s LMS or Learning Management System helps in setting up personal development plans for employees.

Pulse survey tools – Pulse survey tools are a simple, powerful, and flexible manner of gathering employee feedback and analyzing employee temperament. The end result helps in strategizing for better employee engagement.

Also Read: Employee Management: Dealing With Awkward Situations At Office 

Performance Management Techniques 

Plan – The strategy planning stage comes first. Here, you define individual targets & strategies clearly and communicate them organization-wide so that your employee recognizes how their individual goals contribute to the organizational targets.

Coordinate and help them set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).

Monitor – After you define the goals for your employees, track them. Monitoring constantly, offering ongoing feedback, and consistently measuring employee performance will help improve productivity. It will help you understand whether the goals are on track and will your employees be able to achieve them.

Rate – The rating means evaluating employees based on their performance. Though this step is part of tracking and giving feedback, it is considered a formal way to assess employee performance. It additionally enables managers to recognize their top performers.

Additionally, it facilitates managers to examine and compare performance through the years or throughout a set of employees.

Reward – Effective managers are the ones who reward their employees for their hard work. Employees experience empowerment and motivation when their work is recognized and valued.

This results in improved productivity. So reward the employees who meet or exceed your expectations.


In conclusion, Engagedly has become a powerful tool for organizations of all sizes and industries to manage their performance management processes. With its extensive set of features, user-friendly interface, and detailed analytics, Engagedly not only streamlines performance management but also makes it more effective.

Engagedly’s continuous feedback, goal setting, rewards and recognition, public praise, and LMS modules ensure a holistic approach to the performance management process. It makes the process more transparent, efficient, and growth-oriented, which ultimately drives the success of the employees as well as the organization.

Frequently Asked Questions 

Q1. What are performance management tools? 

Ans: Performance management tools are real-time software programs that allow managers and leaders to track the productivity of their team members. 

Q2. What are the four stages of management? 

Ans: The following are the stages/cycle of performance management: Planning, Monitoring, Reviewing, and Rewarding.

Q3. What are some of the performance tools?

Ans: The following performance management tools are especially useful for businesses: Goal setting, Real-time feedback, Surveys, Learning and Development, and 360 performance reviews.

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Engagedly Q3 Highlights: Product Enhancements to Power Your Workforce

We’ve relentlessly refined and enhanced our product suite with our commitment to empowering you as an HR leader and a strategic enabler of People Strategy within your organization. In this Q3 product recap, you’re in for a treat! 

We’ve harnessed the power of intuitive AI-driven features and seamlessly integrated solutions to elevate your team’s productivity and efficiency. We’re excited to share how these latest innovations can supercharge your People Strategy and drive success. Let’s dive in!

Unlock the power of MarissaAI to streamline your People Strategy

Marissa AI offers solutions, including generative assistance, analysis and summarization, and HR support to assist People Leaders in addressing challenges. By providing quick insights, consolidating scattered resources, and offering platform guidance, it helps streamline employee experience. 

Ask Marissa: Your Ultimate HR Support Partner

Get access to information instantly with Ask Marissa – your ultimate resource for HR expertise and product documentation. Ask Marissa to listen to your unique questions, ensuring you receive a response that hits the bullseye and addresses your query. 

See it in Action

HR Resources Bot: Unleash your HR Resources Library

Utilize Ask Marissa’s capability to answer all queries by creating a library of HR resources. All you have to do is upload all relevant resources to Marissa’s “Training Resources” library. Once your resources are in place, you’ll be amazed at how Ask Marissa handles employee queries effortlessly. 

Explore the possibilities!

Survey Insights, Simplified with Marissa AI’s Summarization

Introducing Marissa AI’s latest superpower: Open-ended response summarization for surveys. No more guesswork or tiring analysis marathons. Just click on Marissa AI’s icon next to any survey question you want to summarize and watch the magic unfold. In an instant, those complicated open-ended responses are converted into concise summaries.

Give it a go

Generate Impactful Descriptions Effortlessly with Marissa AI

Get rid of writer’s block with Marissa AI. Marissa AI generates concise, impactful descriptions tailored to your content. You can now create impactful descriptions for IDPs, surveys, learning courses, and comprehensive job descriptions, including requirements and responsibilities, using Marissa AI. 

See it in Action

Leverage the Power of Marissa AI: Your Goal-Setting Companion 

Do you want to avoid the complexity of crafting impactful goals and key results? Marissa AI simplifies your goal-setting process, making it effortless. Now, Marissa AI assists you in generating goal titles and key results that are impactful and perfectly aligned with your overall objectives and expectations.

Get a sneak peek

Introducing Enhanced Integrations and Features to Streamline Goal Management

Supercharge Productivity and Performance with Salesforce, JIRA, and Google Sheets

Navigating through the complexities of goal management can be overwhelming. That’s why we’ve combined the power of Salesforce, JIRA, and Google Sheets with Engagedly’s Goals 2.0 to provide a streamlined experience, empowering you to increase productivity and achieve tangible results. Imagine having a bird’s-eye view of your team’s productivity and organizational progress, all in one place. Embrace a unified dashboard that puts you in total control and streamlines alignment.

Explore JIRA | Salesforce | Google Sheets

Streamline Goal Management in the Flow of Work  

Stay on top of your goals in the flow of work with MS Teams, Slack, G Suite email, and MS Outlook. You can quickly check on milestones or goals, respond to comments, and mark your contributing goals using Engagedly’s Goals 2.0.  Manage and update your progress while staying fully immersed in your work.

Explore the possibilities!

Turn your employees’ potential into reality with Growth Hub- 

Engagedly’s Growth Hub, powered by Marissa AI, enables organizations to foster a growth-oriented culture and empowers employees to take ownership of their careers with the help of tailored development plans.

Discover Your Workforce’s Potential with Career Aspirations 

Career Aspirations open the door to a profound understanding of your employees’ satisfaction levels in their current roles and career ambitions. It provides a panoramic view that reveals the alignment or misalignment between their present positions and future aspirations. 

See it in action

Reviews to Progress: Create IDPs directly from Performance Reviews!

Tired of struggling to bridge the gap between recognizing skill deficiencies and taking action? Now, create Individual Development Plans (IDPs) directly from performance reviews! This allows your employees to effortlessly craft the perfect IDP to address the gaps identified in performance reviews to excel in their roles and beyond.

Get a sneak peek

Introducing Easy Access to Your IDPs on Engagedly!

We’ve improved and enhanced your experience accessing your Individual Development Plans (IDPs) from multiple touch points within Engagedly. You can now navigate to your IDPs directly from the Homepage, Talent Profile, and Resource Center.

Give it a go

Mobilize Engagement & Success with Engagedly’s Enhanced Mobile App!

Introducing Engagedly’s New Mobile App Homepage 

With Engagedly’s revamped mobile app homepage redesign, you’ll experience a fluid and more intuitive user experience. The new homepage features several easily accessible sections, giving you quick access to essential features. It has never been easier to find exactly what you’re looking for, saving you time and removing unnecessary hassles. 

Enhanced Social Module

Connect like never before with the new and enhanced Social Module on the Engagedly mobile app. Share ideas, show appreciation, and stay updated by accessing the Social Module from the homepage. Liking, commenting, and sharing has never been easier – always stay connected with colleagues and friends.

Streamlined Organizational Directory

Imagine having a digital Rolodex of your employees’ essential information in one place. The enhanced app provides easy access to the organizational directory from the homepage. Contact colleagues with a click, view crucial details, and have a comprehensive overview.

Access Team Pulse on the go

Managers, admins, and employees can effortlessly connect, share, and review Team Pulse check-ins. This can be done at their convenience, anytime, anywhere. No more worrying about missing deadlines or being tied to a desk. Stay connected and in the flow using a smartphone.

Introducing Automation and Recurrence For Survey Assignments! 

Tired of setting up and deploying surveys for recurring activities? Get rid of the time-consuming hassle of setting up and deploying surveys with workflow automation and Survey Recurrence features. Our automation and recurrence for Survey Assignments lets you easily automate the deployment of surveys regularly. By automating the survey process, you can spend your time more effectively and strategically. 

See it in action

At Engagedly, we share that same passion and dedication to equipping you with top-of-the-line modules, features, and integrations. We aim to empower you as an enabler of People Strategy within your organization. 

How Engagedly Makes Goal Management Easy

In 2020, when everyone is working remotely, the importance of goal-setting software cannot be undermined. Having clear and well-defined goals helps employees to be engaged and focused at work. But a goal setting software should not only allow you to create goals but should also allow you to manage and track them easily. Using Engagedly’s Real Time Performance Management Software, you can manage employee goals effectively throughout the organization. In our previous article, we shared a guide to help you set goals using Engagedly; in this one, we will share some of the features of the goals module that will make goal management an easy job for your organization. 

Here are some of the features.

Assign Goals To Anyone

In Engagedly’s goal module, you can assign goals to anyone very easily. It not only allows you to assign the goals to your direct reports but also allows you to assign them to other members of the organization if they need to be a part of the goal. It reduces the need for meeting up or having a formal meeting before goal assignment and thus saves a lot of time.

Let’s You Align Your Goals

Employee goals, once aligned with the team, department, and organizational goals, it becomes easier for employees to understand where they fit in the bigger picture. Moreover, when employees realize how their contribution matters for the organization’s success, they are more productive and engaged at work.

In Engagedly’s goal-setting module, employees can link their goals upwards with the team, department, and organization goals, and see how their progress helps in the progress of the organization’s goals.

For example, if one of the marketing team’s goals is establishing a brand voice, aligning goals will show the employees how they are contributing.

You Can Cascade The Goals

Engagedly’s cascading feature allows adding contributors or stakeholders to individual goals. When goals are cascaded, it becomes easier to align goals with the team and organization goals. The cascaded goal becomes a shared goal, and everyone’s progress affects the overall progress of the goal.

For example, the content marketing manager of an organization cascades their goal of expanding brand voice with the content marketing associate.

Also Read: Gamification in the Workplace: Introduction, Benefits, Tips, and Examples

Add Key Results

“If it does not have a number, it is not a Key Result.” – Marissa Mayer, former Google Vice President (Search Products and User Experience).

Although introduced by Andy Grove, the concept of objectives and key results was made famous by John Doerr while he was working at Google. Objectives are simple descriptions of what you want to achieve, whereas key results simply measure the progress towards the objective. OKRs help break down big goals into smaller and simpler quantifiable goals that are easy to achieve.

Engagedly’s OKR component will allow you to add multiple objectives for each goal and multiple key results for each objective. We at Engagedly wouldn’t recommend adding more than 3-5 key results per objective.

Comment On It

Engagedly’s employee goals module comes with a built-in comment functionality where managers and employees can discuss the progress of the goals. It makes it easy for everyone to communicate without having the need to meet in person for a discussion. Moreover, it helps the employees to receive timely feedback which is important to keep the employees motivated and engaged.

Also Read: Importance of 360-Degree Feedback for Hybrid and Remote Employees

Integrated With PMS

Goal setting and management is an important part of performance management. Goals are one of the yardsticks to measure the performance of an employee by their managers. It helps them understand how much an employee has accomplished over a period of time in the organization. Not only this, it helps employees to track their own progress and helps them understand which areas they need to focus on.

Engagedly’s goals module can be seamlessly integrated with other modules of Engagedly such as real-time feedback, multi-rater, learning, performance, etc., which makes the performance review process a lot easier for the employees and the manager.

This article outlines only some of the features of Engagedly’s goal module. To know more about it, request us for a live demo.

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Top 100 HR Influencers of 2018 | Engagedly

Top 100 HR Influencers of 2018 | Engagedly – Human Resources is currently undergoing accelerated change and transformation in the digital age. At the forefront are people, more specifically, influencers. Our industry research team at Engagedly put together the second annual list of the Top 100 HR Influencers of 2018 to acknowledge the talent and contributions of HR professionals.

This year, Engagedly took a data-driven approach to selecting the Top 100 Influencers. We considered over 250 professionals in the Human Resources industry, including those who you nominated. Scores were based on their social media following, blogging activity, presence at conferences, work in academia, and innovative contributions. We put an emphasis on recency, frequency, and relevance of engagement over the past year.

Engagedly organized Influencers by different functions within HR and are not in any specific order. We recognize that this list is constantly evolving and welcome new ideas. Please check out these influencers’ blogs, websites, books, and speeches by clicking on their website, LinkedIn, and Twitter to learn more about how we can transform Human Resources. [/vsc-section-title]

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10 Ways To Demonstrate Leadership At Workplace

Do you want to be a great leader in your organization? Do you generally think that some leaders are more charismatic than others?

The answers to these questions are both simple and perplexing. However, exceptional leadership skills are what distinguishes great leaders from the rest. Some are naturally born leaders, ready to take on challenges, while others develop these skills with experience and time. Whatever position you are in in your organization, it is important to learn how to demonstrate leadership in the organization. And in this article, we will share some expert tips that will guide you down the path of great leadership.

What are Leadership Skills?

Leadership skills are a set of abilities, traits, and behaviors that enable an individual to effectively lead and manage a team or organization towards achieving a common goal. Effective leaders use these skills to inspire and motivate their team, build trust, facilitate collaboration, and create a positive and productive work environment. Leadership skills are essential for success in any industry or profession, as they enable individuals to drive change, navigate challenges, and achieve their goals.

Also Read: 5 Offbeat Leadership Qualities Leaders Should Possess

10 Ways to Demonstrate Leadership in the Workplace

Use the following list of strategies created by performance management experts at Engagedly to build up and showcase your leadership skills at the workplace:

1. Take Initiative

Leaders who take initiative are self-starters who are not afraid to take calculated risks, explore new ideas, and think outside the box. They are proactive in identifying problems and opportunities, and they take action to address them. To demonstrate your initiative, be willing to take on new projects, offer suggestions for improvement, and go the extra mile to get things done. Leaders who take initiative are often seen as proactive problem-solvers who are committed to achieving results.

2. Foster Curiosity

If you want to demonstrate leadership in workplace, ask questions whenever you get an opportunity to. Asking questions shows your dedication and enthusiasm for your work. Don’t hold back any questions about work; sometimes questions can lead to some magnificent ideas which contribute to organizational success.

Employee engagement survey guide

3. Deliver High Performance

If you want your colleagues and managers to recognize your leadership skills, you have to deliver high performance. By high performance, we don’t mean just completing your goals; you should overperform! Doing extra work always helps you to stand out from the crowd. It makes your managers count on you more and depends on you for tasks that require you to put extra effort into them. We recommend reading this article on Leadership SMART Goals Examples.

4. Continuous Improvement

One of the most important leadership qualities is continuous learning. A good leader never stops learning. There is a lot to learn every day; learn from everyone around you. The world is filled with examples. Learn from your mistakes and from those of your colleagues. Be open to learning, there’s always a new skill to master! Look out for a mentor within the organization or outside who can help you become a better leader.

Also Read: Leadership In Times Of Crisis: How To Lead Efficiently

5. Embrace Creativity to Solve Problems

Approach problems and challenges with a mindset that is open to new and innovative solutions. Leaders who problem-solve with creativity are able to see beyond the surface-level symptoms of a problem and identify the root cause. They are skilled at analyzing data, generating new ideas, and implementing effective solutions.

To demonstrate your problem-solving skills, take a collaborative approach, bringing together different perspectives and expertise to solve complex problems. Be open to feedback and willing to adapt your approach as needed. Leaders who can problem-solve with creativity are valued for their ability to drive innovation and deliver results in challenging situations.

6. Communicate Effectively

According to a survey published in recruiter.com, 33% of employees believe that lack of communication results in poor employee morale.

As a leader, you should understand the importance of communicating effectively with your colleagues and managers. Most mistakes at workplace happen because of lack of proper communication.

Build influence on your colleagues and teammates by listening to them when they are communicating. Make sure that you are heard and everyone properly understood the point you make.

7. Focus on Results

In today’s business environment it is essential for leaders to be results-driven. Showcase your leadership skills by setting clear goals and expectations, monitoring progress, and holding yourself and your team accountable for results. Celebrate successes and learn from failures, and be willing to make tough decisions when necessary to achieve your goals.

8. Networking

Network or connect with key leaders in the organization or outside to hone your leadership skills. If you are connecting with someone from within the organization, have informal meetings with them from time to time. Take assistance from them when you face any difficulties or come across any problems you can’t solve. Look for a mentor in the organization who can guide you whenever required.

Otherwise, you can also join professional associations and attend networking events or seminars to start networking with leaders in your industry. This will help you build great connections and improve your leadership skills.

9. Coach and Mentor 

Coaching and mentoring are important leadership skills that involve guiding and supporting team members in their personal and professional development. As a leader, take the time to understand your team members’ strengths and weaknesses, and provide feedback, advice, and encouragement. Encourage them to take on new challenges, learn new skills, and develop their talents. Be a role model for continuous learning and development, and show a genuine interest in your team members’ growth.

10. Embrace Change

Change is a constant in the workplace, and leaders who can embrace it and adapt quickly are highly valued. To demonstrate your leadership skills in this area, cultivate a growth mindset that sees change as an opportunity rather than a threat.

Be open to new ideas and approaches, and encourage your team to do the same. Stay informed about industry trends, technological advancements, and other factors that could impact your organization, and proactively suggest changes that could benefit the team or the company as a whole.


Leadership is about influencing and motivating others to achieve a common goal. Effective leadership in any workplace requires a combination of relevant skills, attitudes, and behaviors. By incorporating the strategies discussed in this article, you can inspire others, achieve results, and contribute to a positive workplace culture

Frequently Asked Questions

Q1. How to demonstrate leadership at work?

Ans. To demonstrate leadership, focus on effective communication, setting a positive example, and actively supporting your team’s growth and success.

Q2. What are some practical ways to improve my leadership skills?

Ans. Practical tips to enhance leadership skills include fostering open communication, encouraging innovation, leading by example, and embracing a growth mindset.

Q3. How can you inspire and motivate my team as a leader?

Ans. You can inspire and motivate your team by recognizing their efforts, providing constructive feedback, promoting a positive work environment, and fostering a sense of purpose. These actions can boost team morale and productivity.

Leadership skills you need

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CSR Initiative: Engagedly Inc. Collaborates With Drishtee Foundation To Empower 100 Women

Corporate Social Responsibility (CSR) has evolved from a mere buzzword to a business essential. Its significance lies in the fact that companies that overlook it stand a higher risk of lagging behind their competitors.

Consumers today are more conscious of the impact businesses have on society and the environment, and prefer those that acknowledge their responsibilities towards society.

In a recent survey, 86% of consumers believe that companies should take a stand on social issues, and over 60% choose to endorse brands that share their values.

This blog entry emphasizes the importance of CSR partnerships, particularly the collaboration between Engagedly Software and Drishtee Foundation.

Swavlamban: A Corporate Social Responsibility (CSR) Initiative

CSR Initiatives Engagedly

Engagedly Software and Drishtee Foundation collaborated in empowering 100 women through poultry farming training and resources highlights how companies can take concrete steps towards discharge of their social responsibilities.

The program caters to all aspects of poultry farming, from understanding animal breeds, health management and nutrition to marketing. This initiative promotes self-reliance and self-sufficiency, therefore creating a cycle of empowerment and economic growth.

Why conduct Corporate Social Responsibility (CSR) Initiatives:

Bring about positive changes:

CSR Engagedly


More forward-thinking companies are embracing CSR not purely for a public relations requirement, but as a tool for effecting genuine positive change in the world, forming stronger relationships with employees and customers alike. Large corporations particularly, with their significant influence over society and the environment, have a responsibility to contribute to worthy initiatives making a positive impact.

For example: Microsoft’s AI for Accessibility program, which funds and provides resources to develop AI technologies that can improve the lives of people with disabilities, serves as an excellent example of CSR in action. It promotes positive change in society, establishing Microsoft as a reputable social-impact focused brand.

Attract exceptional talents:

Corporate Social Responsibility (CSR) plays a pivotal role in attracting and retaining exceptional talent.

A Deloitte survey reveals that for 70% of millennials, a company’s environmental and social commitments influence their work decisions. As the largest demographic segment in today’s workforce, millennial preferences and values hold great sway over the evolving business landscape.

Companies that disregard CSR are at risk of losing top-notch talent to their competitors, whereas those prioritizing these initiatives reap the rewards of dedicated employees, stronger engagement, and a vibrant workplace culture.

Also Read: Ways To Attracting and Retaining The Right Talent

Further empower the society:

Swavlamban - A CSR initiative of Engagedly

The alliance between the Drishtee Foundation and Engagedly Software perfectly exemplifies how businesses can fulfil their social responsibilities while positively impacting both society and the corporate world. By empowering women in rural areas through education and training, these organizations foster a cycle of self-reliance and economic progress. Such initiatives not only help companies forge solid relationships with both customers and employees but also garner attention from the brightest talent in the industry.

Mahatma Gandhi astutely observed, “The difference between what we do and what we are capable of doing would suffice to solve most of the world’s problems.

When organizations take proactive steps in CSR, they bridge this gap, contributing significantly to global development.

Inspire others:

Being thought leaders in their respective fields, forward-thinking businesses must recognize the importance of meaningful CSR initiatives. By developing strategic partnerships and coupling them with actionable measures for positive change, they inspire others within the industry to follow suit. In doing so, an atmosphere in which businesses prioritize social responsibility over profit-driven objectives will gradually emerge–benefiting all stakeholders involved.

Also Read: 6 Reasons in Favor of Fostering a People-Centric Workplace


In essence, embracing CSR is not only a necessary step for businesses to attract top talent but also an opportunity for them to drive positive change by aligning with global societal needs. As companies grow more invested in addressing various challenges facing our world today, they have the potential to make significant strides towards creating a more sustainable future for all.

Frequently Asked Questions

Q1. What is Corporate Social Responsibility (CSR)?

Ans. Corporate Social Responsibility (CSR) refers to a company’s voluntary actions to improve society beyond its legal obligations. It includes sustainable business practices, philanthropic giving, ethical labor practices, environmental stewardship, and community development. Engaging in CSR can enhance a company’s reputation and contribute to the overall betterment of society.

While CSR is a voluntary practice, it is becoming increasingly important for companies to prioritize their social and environmental responsibilities, given the growing expectations of stakeholders and the impact of business activities on the planet and society.

Q2. Why conduct Corporate Social Responsibility (CSR) initiatives?

Ans. Companies conduct Corporate Social Responsibility (CSR) initiatives because they recognize their responsibility to contribute to the well-being of society and the environment beyond their legal obligations. Engaging in CSR can enhance a company’s reputation, attract and retain employees, build customer loyalty, and contribute to the overall betterment of society. Additionally, as stakeholders increasingly expect companies to prioritize social and environmental responsibilities, investing in CSR initiatives can help businesses stay competitive and adapt to changing market expectations.

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Why Engagedly is The Perfect Tool for People and Strategy Alignment

Every company’s success is dependent on its employees. However, not all organizations have a well-coordinated people strategy to support, connect, and interact with their workforce. Research by Gartner shows that a lack of people-centric policies, especially in post-pandemic virtual or remote workplaces, affected employee performance and well-being.

Organizations will only achieve their strategic goals if they prioritize their people. And this is where a people strategy alignment comes into the picture.

A people strategy entails more than just filling immediate hiring needs or implementing an onboarding program. It governs the entire employee-employer relationship. And it is up to HR leaders to develop an influential people strategy to attract and retain talented employees in today’s workplace.

What is a People Strategy?

A people strategy is a company’s overall plan for attracting, engaging, training, and retaining employees. It establishes the strategy for a company’s relationship with its workforce at all stages of the employee lifecycle, from recruitment to offboarding.

Also Read: How To Facilitate People Strategy Sessions in 2023?

Leaders should collaborate with the rest of the C-suite, line managers, and finance to develop a people strategy. This collaboration serves two purposes: For starters, it keeps everyone on the same page. Second, it ensures that the people strategy achieves the organization’s overall business objectives.

As these groups come together, it’s critical to clarify what you want to achieve with a people strategy and keep these goals in the forefront of everyone’s minds to ensure everyone stays focused on them. According to Boston Consulting Group research, an influential people strategy should allow a company to:

  • Develop talent management
  • Improve leadership
  • Create a healthy organizational culture
  • Promote diversity, equity, and inclusion

What is the Importance of People and Strategy Alignment?

1. Increased decision-making speed

Indecision can stifle productivity, lead to missed deadlines, and have a domino effect throughout an organization. Organizational goals and alignment clarify who has decision-making authority over each work activity. Aligned organizations make better decisions and take less time to execute. Employees can also focus on doing their jobs rather than determining who needs to be consulted when making decisions.

2. Increased employee engagement

Most employees want to enjoy their jobs, believe their work matters, and know they are making a difference. An aligned organization communicates an employee’s work to the organization’s overall strategy. Employees are more satisfied and effective when they understand how their work relates to company strategy.

3. More resources are not necessary

An aligned organization clearly distinguishes between activities that promote growth and those that serve as a support function. It ensures that the company focuses its limited resources on the appropriate actions to promote growth, and align functional and business priorities. This enables businesses to do more with less, resulting in cost savings while increasing performance.

4. Enhanced self-government

Employees develop a clear vision of their work, priorities, and, most importantly, decisions as a natural result of a well-aligned organization. Because there is less ambiguity surrounding their responsibilities, employees have the confidence to make decisions independently rather than waiting to be told what to do or asking permission.

5. Reduce customer confusion 

Customers and external stakeholders expect assurance and deliverables to be met consistently. An aligned organization develops mechanisms to ensure that processes within the organization exactly deliver what the customer expects. This way, the organization can consistently ensure customer satisfaction.

How to Attain Strategic Alignment?

  • Ensure that all leaders are on the same page

The executive team is responsible for outlining clear and compelling options for where to play and what actions to take. When done correctly, a successful strategic plan positions a company to outperform the sum of its parts.

Before you can expect your teams to consistently execute the strategy across the company, your leadership team must all agree that the strategy is clear, credible, and implementable.

Invest the time and effort necessary to align your leaders on your vision, mission, values, target market, unique value proposition, success metrics, and strategic priorities.

Also Read: How Inclusive Leadership Boosts Employee Engagement And Performance

  • Involve Next-level Leadership Actively

Next-level leaders (one level below the executive team) must buy into and commit to the strategic direction to achieve accurate strategic alignment. They must be actively involved in the strategy design process to accomplish this.

After you’ve got the executive team on the same page in step #1, we recommend getting honest and direct feedback from next-level leaders on what needs to be clarified, added, changed, or deleted for the strategy to be clear, credible, and implementable enough to move forward in unison. Then, have an open discussion with next-level leaders about the changes you did and did not include in your strategic plan and the reasoning behind your decisions.

  • Demonstrate how line managers and individual contributors contribute to the success

Line managers and employees will be far more invested in the strategic plan for success if they have a clear view of their role. Every employee contributes, from the cafeteria worker who understands that a nutritious and appealing meal sends employees back to work well-fed to the accountant who understands that accurate and timely reporting expedites decision-making.

Ascertain that everyone understands the overall strategy, and then assist them in defining their specific goals, roles, success metrics, and unique contribution.

  • Maintain the Plan in the Foreground

Your strategy communication should be clear, consistent, and ongoing. Every meeting should cover strategic links, progress, issues, and how to solve emerging problems before they become too big to handle.

The plan and progress should be communicated to all employees via emails, one-on-one meetings, company newsletters, social media, or any other means available to you. Be innovative while remaining transparent.

How Engagedly Helps to Achieve People and Strategy Alignment?

Creating a solid strategy is something that every organization strives for. A highly effective strategy assists organizations in establishing a competitive position, increasing market share, and thriving in a harsh business environment. Or they become obsolete and die slowly. However, here we will tell you why the Engagedly learning feature is the right tool to execute that strategy and bring the strategic processes to life.

people strategy alignment

1. Improve the onboarding process for new employees

The process of including new employees in an organization is known as onboarding. It’s critical to understand the distinction between onboarding and orientation. Orientation is a one-day event that usually kicks off the onboarding process. However, onboarding can last for months or even years after an employee is hired.

When hiring new employees, many businesses need to pay more attention to the importance of onboarding. 22% of businesses don’t have a formal onboarding program yet, and 49% have a partially successful process. What does lousy onboarding look like? New employees are less productive, stressed, disconnected, and more likely to seek alternative employment.

Companies spend a lot of money on employee turnover because of poor onboarding procedures. Onboarding increases employee engagement. The process benefits both new and returning employees, and company leaders.

The first days of a new job leave an indelible impression on an employee and lay the groundwork for their overall engagement with the organization. Engagedly tools such as LMS, goal-setting module, 30-60-90 reviews, file drive feature, and social sharing platform can assist you in providing your employees with the tools, knowledge, and roadmap they require from day one.

2. Maintain regular check-ins and project reviews

A check-in meeting allows managers to receive updates on current projects and challenges, reinforce team goals, and identify potential engagement issues as they arise. In other words, a check-in allows you to take the temperature of your team.

They are more akin to one-on-one discussions between managers and employees about their work, goals, well-being, and development plans. They will assist you in better understanding what your employees are working on and how you can help them. Employees are 3.5 times more likely to contribute to their full potential when they feel like they belong at work, which regular check-ins facilitate.

Also Read: Tips To Create A Culture Of Frequent Employee Check-ins

Employee engagement is becoming increasingly important for employees, as they feel isolated and unsupported due to remote work. According to Harvard Business School, 40% of those polled felt physically and emotionally isolated from their workplace.

engagedly tool

Engagedly is a tool that provides tools for teams working on projects across departments and regions to conduct regular check-ins and project reviews. You can ensure progress and accountability across your organization with our ongoing check-ins, 360 assessments, OKR, and goal-setting software.


A people culture solidifies an organization’s foundation as a people-focused enterprise. Employees’ needs should be heard, acknowledged, and addressed. Great people managers are the critical missing link in developing a great organizational culture. Encourage good people management by including it in key performance indicators for managers. 

people strategy alignment

Frequently Asked Questions

Q1. What is the relationship between HR and business strategy?

  • Employees in the organization reflect all elements that contribute to the actualization of the Business strategy, such as skill, attitude, competencies, reward, recognition, satisfaction due to effective promotion policy, desired behaviors to keep customers satisfied, performance, required passion, team spirit, and so on. This translates into business numbers like productivity, growth, and profits.

Q2. How do you get ready for a strategic planning session?

  • Several factors can impact how you prepare for a strategic planning session. What type of preparations are required heavily depends on where the group is in the strategic planning process. For example, if a company’s management team is starting, it may indicate that building clarity and alignment around the planning approach is critical.

Q3. Why is strategy formulation more difficult than strategy implementation?

  • Strategy implementation is transforming a previously developed strategy into a set of concrete actions. Strategy implementation is more complex than strategy formulation because it necessitates significant work and coordination. Implementation necessitates resources, time, and effort to ensure the plan is carried out effectively. 

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Open Offices or Closed Offices? – Why Good Office Design Is Important

Office designs speak volumes about the type of organization you are trying to position yourself as. And it is no surprise that office designs tend to play a huge role in retaining current employees and welcoming future employees.

And not just that, the right kind of office space helps increase employee engagement, improves employee productivity, and promotes a healthy work culture.

Continue reading “Open Offices or Closed Offices? – Why Good Office Design Is Important”

5 Performance Management Mistakes That You Should Never Make

Performance reviews play an important role in an employee’s work life. They decide if an employee had worked well enough to get a promotion, a raise, etc. Most people are conscientious about how they handle performance reviews. After all, nobody wants to be the bad guy, even if an employee’s performance isn’t up to par.

An effective performance management system helps identify employees’ issues and find solutions for the same. This will improve their quality of work and in turn, increase productivity.

Continue reading “5 Performance Management Mistakes That You Should Never Make”

7 Unwritten Office Etiquette rules

Most employees spend more than half of the time at their workplace. But it is sometimes frustrating to see the fellow employees not following basic office etiquette rules just because they are unwritten.

Don’t be the one employee everyone hates because of the lack of etiquette. Here are 7 unwritten office etiquette rules that you should follow.

1. Plug in – No loud music

Listening to music might be make you feel really energized but not necessarily everyone has the same taste in music. And everyone doesn’t want to listen to music at the same time; you don’t want to be a disturbance to people around you. So plug in your headphones and listen your music.

2. Respect Co-worker’s Privacy

No matter how close you are to your co-worker, you have to respect their privacy. Always ask before entering their cubicle. And never take their stuff without their consent. If you happen to borrow your co-worker’s stationery stuff or anything, return it as soon as possible without fail! (And in working condition)

Also Read: Dealing With Mental Health In The Workplace

3. Keep Your Voice To Yourself

When you are on phone, your colleagues don’t have to know what the conversation is. So stop screaming and yelling; keep your voice to yourself. Be calm and smooth when on phone so that your conversation doesn’t disturb anyone around you.

4. Re-organize Messy Space

Your work-space is not only in view of your colleagues but also the visitors at your office. No one wants to see a messy, smelly and dusty table at workplace.
It creates a really bad impression on you as a person as well as on the organization. So make some efforts to re-organize and clean your work-space from time to time.

5. Dress Appropriately

This is a very important part. When someone looks at you, the first thing they observe is your dressing. You don’t have to wear a really costly dress, just a clean, simple and appropriate-to-work dress. Dress codes vary from industry to industry but no one wants you to dress as if you are going to a carnival down the street.

Also Read: Make Your Work A Craft

6. Don’t Steal The Time

You might really need someone to talk at your workspace sometimes, but do not pop into your co-workers’ cubicle and start the conversation. They might be in the middle of something important, so wait till lunch break or tea break to talk to them. Do not steal their work time!

7. Mind Your P’s and Q’s

No one will tell you this but it is really important to use ‘Please’, ‘Thank You’ and ‘sorry’ in your conversation with your co-workers.

Being at your best behavior can make a huge difference (In a good way!).


Interested in knowing how Engagedly can help you with communication and employee engagement?

Request a demo to find out!

4 Ways To Get Away From Work On Weekends

Most working professionals are always connected to their work through their smart phones, laptops, i-pads, etc. But it is also important to disconnect yourself from work during the weekends. Everything in life needs a break, and so do you from your daily work.

Continue reading “4 Ways To Get Away From Work On Weekends”

Performance Appraisal Checklist For Managers And Employees

Performance appraisals are important, but conducting them effectively and efficiently is even more important. Many managers and employees dread employee performance evaluations because of their complexity and convoluted structure. But what if we provided you with a performance appraisal checklist that lays out all the steps in a structured and easy-to-understand manner?

This article will discuss some important checks that every manager and employee should follow to get the most out of the evaluation process. Feel free to customize the list based on business and industrial requirements.

Performance Appraisal Checklist For Managers

The following performance review checklist will help managers in conducting a detailed evaluation of an employee.

performance review preparation checklist

☑ Have feedback sessions before the performance review

In the time leading up to the performance review, schedule feedback sessions with the employee, be they formal or informal. The appraisal process shouldn’t hit the employee like a lightning bolt from nowhere. Preparation is key!

☑ Lay out clear expectations

Setting out clear expectations should definitely be on your employee evaluation checklist. Do not assume employees know what is expected of them. Clarity is good for everyone involved in the review process.

Create goals and objectives

Before you meet with an employee, review their past goals and objectives and outline the goals and objectives you would like for them to tackle this year. Having a good understanding of an employee goals will help you in providing them with clear and open feedback. Therefore, it must be a part of your employee performance review checklist.

Also Read: 8 Most Engaging Performance Review Examples for 2022

Collect feedback from previous discussions

performance assessment checklist

It’s always good to review the past feedback an employee has received (assuming you have collected some of that feedback in a place). This allows you to carry out a more nuanced review process rather than relying on just your memory.

Be prepared to listen to feedback about yourself

A review process should not be a one-way street. When you share feedback about an employee’s performance, likewise employees too should be allowed to share feedback about your performance as a manager. After all, an employee’s performance also depends on how their manager leads them.

Discuss long term plans

A performance appraisal is also a good time to discuss an employee’s future plans at the organization. Irrespective of whether those future plans will come to fruition or not, it’s good to discuss to where the employee envisions himself two years down the line or so. It can help you and the employee chart out prospective goals, inter-departmental moves, new job descriptions etc.

Leave open room for negotiation

Don’t end the review process with a refusal to discuss it any further. Instead, the end of the review process should be like a free period, where you and the employee can discuss anything other than what was brought up during the review process. Employees too need room to express opinions and thoughts. Like I said before, a review process is not a one-way street. Communication should go both ways!

Be ready to make some hard decisions

On the off chance that the review process is not going the way you envisioned, be ready to take a hardline. During the review process, you might find that you and the employee have completely different ideas of good work. Or you might discover egregious errors that have been previously swept under the rug etc. Alternatively, an employee might get recalcitrant or even worse, make a scene. It’s best to be prepared for any such eventuality, though if you have been communicating with the employee much before the review process even began, you will at least have an idea of what’s going on.

Performance Appraisal Checklist For Employees

The following performance review checklist will help employees in preparing for a strategic and open discussion with the reviewer.

☑ Do your homework

The first thing on your performance appraisal checklist should be a list of all the contributions you have made for the team. By doing your homework, I mean you need to think of all the possible situations your manager will discuss during the review process. You could always conduct a mock review to prep yourself for the actual review!

☑ Come prepared with facts and figures

Sometimes your manager might remember the specifics of all that you have done. Sometimes they might not. If you come to the review process armed with the right facts and figures, or proof of your work, it becomes easier for your manager to review your performance and adds more weight to the review.

☑ Steel yourself- Stay Calm and Think Rationally

When I say steel yourself, I don’t say you should go into a review meeting dreading the worst. What I do however mean is that you need to be mentally prepared to deal with all that the meeting throws at you. This means, that if you hear something you do not like, about your work, or the way you work, then you should be able to react calmly and rationally and get your point across, rather than getting angry, losing your temper or dissolving into tears. Emotions are not bad. However, they definitely do have their place and a performance review is not the place for them.

☑ Discuss about your future plans

A discussion about your future plans might be inevitable during the review process. Especially, if the review comes around at the end of the year. You should have at least some idea of what you want to work on. The idea in itself need not be concrete or set in stone. It should, however, give your manager and you an indication of what avenue you would like to pursue next.

☑ Draw up your own goals and objectives for the following year

Your manager might have his own set of goals prepared for you, but there’s no reason why you should not set a few goals of your own as well. These goals will give your manager a broader understanding of your work as well as your areas of expertise.

We hope the performance evaluation checklist discussed in this article will be helpful to you. Share your thoughts on what more an employee review checklist should contain in the comments below.

performance appraisal checklist

Benefits Of Having HR Management Software In Organization

A survey conducted by Eightfold AI revealed that 82% of 225 surveyed HR professionals are planning to adopt more AI based HR tools into their talent management processes in the next five years. HR is undoubtedly one of the most crucial functions in any organization. Managing employees manually is time-taking and exhausting for HR personnel. Therefore, having digital automated HR management software at your organization can ease many daily HR activities and solve many HR management issues. If you are looking for one strong reason to start using HR software for your business, we will give you five!

Continue reading “Benefits Of Having HR Management Software In Organization”

7 Years, 9 Lives (Almost!) and Series A

7 years ago, we met in an office in a nondescript location in Bangalore, India. In an apartment converted into a small office, we discussed Engagedly, a new platform for the digital generation to feel more connected and fulfilled at work. Our aspirations were strong, and the opportunity was present. Disengagement levels were high across all workforce, regardless of the geography.

A Series Funding and Engagedly
A Series Funding and Engagedly

Our previous attempt to build an employee social platform, Team Yogi, had failed, but we drew important lessons. So we went back to the drawing board to look at all aspects of employee interaction that drives engagement. It took us a year to build the platform with the tagline “Level up your Workforce“. The startup journey takes a lot longer, and the effort is a lot harder than what you read in the press. An estimated 90% of tech startups fail in staying afloat! 

Also read: Engagedly Inc. Announces Investment Led By Aquiline Credit Opportunities

In the last 7 years, we went through several scares, feeling like lost children in the woods, but what kept us going was our belief in our Team Engagedly and our customers, who believed that this startup could help their organizations get better. It took us a year and over 100+ demos to get our first real customer. I used to tell myself, if a dog came to my door, I would at first give it a demo, then try to find its owner!

Fast forward, we grew to over 400 customers in 30+ countries and 100+ team members with no institutional investment, only by keeping our heads down and focusing on our customers.


Last week we closed our Series A with Aquiline, a large growth-capital firm based out of NY, who believed in ours and Team Engagedly’s vision to execute; to build a better workplace. 

A big thanks to our Team Engagedly who could have worked anywhere, with well funded or big brand companies, and our customers, who could have taken the safe route, but they all believed in our vision. 

Success is hardly a straight line! So Team Engagedly, strap on your seat belts. We are just getting warmed up!



Founding Team at Engagedly


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A Step By Step Guide To An Effective Employee One On One Meeting

Effective and frequent communication with team members is a problem commonly faced by managers these days. Remote and hybrid working has added on to the problem. When employees do not see open lines of communication with their manager or do not understand what is expected of them, they tend to quit. One on one meetings are here to fill that gap; these meetings help managers build a strong team and keep them motivated at work.

Leading organizations that identify the significance of communication at workplace have started using one on one meetings software for effective communication between managers and team members.

Importance of one on one meeting

According to Gallup’s comprehensive 2015 study, ‘The State Of The American Manager’, 50% of Americans have left a job “to get away from their manager”.

The survey also says that workers feel like they’re given little guidance for understanding what’s expected of them. Only 12% of workers strongly agreed that their manager helps set work priorities.

One on one meetings can be simply defined as standard scheduled time for managers to check-in with their direct reports. These meetings are important for both managers and direct reports because they ensure that both of them stay on the same page.

1 on 1 meeting with managers helps employees in:

  •         Keep track of team goals
  •         Discuss action plan with their team
  •         Stay aligned with direct reports’ goals
  •         Sharing ideas and concerns

Face to face meetings are very useful but they often end up being more disorganized than expected. How can you prevent this and make your one on one more productive?

Also Read: 5 Offbeat Leadership Qualities Leaders Should Possess

Here’s a step-by-step guide for you to have effective one on one meetings with your team and help them stay productive!

Things To Do Before One On One Meeting

Step 1: Schedule It On The Calendar

Setting the right schedule is crucial for everyone in one meeting. You cannot use a one-size fits all approach; the frequency of one-on-one’s depends upon the size of the team, size of the organization and on how experienced your team members are.

Inform the meeting details to your direct reports and stick to it. If this is your first one on one, let your team know about one on ones and how they can help them. As a manager, it is hard to stick to a schedule every month or week, but keep experimenting with the frequency of one on ones until you find the right pulse.

Step 2: Communicate the Agenda

Agenda is very important for every meeting. Communicate the agenda clearly to your direct report. Be sure of what needs to be communicated in the meeting.

Remember not to make the meeting about yourself; always make it about your direct reports. Ask them to come prepared with what they want to discuss in the meeting. This makes employees feel valued and keeps them motivated at work.

Also Read: Do These 8 Things To Improve Employee Engagement

Step 3: Create A Questionnaire

Productive meetings take preparation, so prepare for the meeting ahead with relevant questions for your team members. Remember that this meeting isn’t about their performance issues, so add questions about their working style, their long- term and short-term goals, etc.

Also, come prepared with a list of questions about the improvement of your organization, manager improvement and their own improvement.

During One On One Meetings

Step 4: Make the Discussion Informal

Start the meeting by catching up with your direct report informally. Try to informally ask about their current project and the progress that they are making on it. Before going into the details, make them feel comfortable.

Step 5: Go Through The Agenda and Discuss With Them

Listen to what your direct reports have to say about the meeting agenda. Ask them questions about their career development. This makes employees feel that you are invested in their career growth. It acts as a motivator at work.

Step 6: Create an Action Plan & Make It A Two Way Communication

Actively ask questions and listen to the concerns of your direct reports. Give them suggestions wherever necessary and ask for their opinions. Also, discuss and create an action plan for them. This action plan will help as a guide to achieving their work goals for the next quarter.

Also Read: Why Healthcare Administrators Should Set SMART Goals

Step 7: Document The Details

Document the highlights of the meeting. As a manager, it is hard to keep track of every face to face meeting you have, so document the highlights of each meeting you have with your direct reports. This will help you get started for the next meeting you have with them and you will miss nothing important from the past meeting.

Post The Meeting

Step 8: Follow Up With An Email

Once the meeting is over with your direct reports, send them a wrap-up email with the minutes from the meeting. Highlight the points of action discussed in the meeting. This will act as a point of reference for them for next time.

Step 9: Set Up The Next Meeting 

Following up with your employees is important for effective one on ones. This will help them be on track and also help you stay updated with their progress. It will help them stay engaged and be more productive at work.

Also Read: Employee Performance Reviews: A Guide For New Managers

Step 10: The Process Should be Recurring

For one on one meetings to be useful and effective, set it up as a recurring activity. Prepare a quarterly or half-yearly schedule and set it up on your and your employee’s calendar. Experiment with the frequency of the meetings to check what suits best. You can also use 1 on 1 meeting software to conduct them seamlessly. It will make the process simpler and help keep a track of all your meetings in a single place in a structured and organized manner.

Do you want to know how Engagedly can help you with effective one on one meetings? Request a demo from our experts!

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Why do you need a Real Time Performance Management Software

Covid-19 has changed the way we work today. We all know that! As everything turns virtual, it’s become necessary to have a performance management process in place. If cultivated right, it motivates and aligns employees to the company goals. For those many companies who are still using traditional paper- based processes to track and record performance management, it’s highly difficult to extract or collate data. Now that the world has moved to remote working, why not change with situation and embrace more efficient business processes?

Earlier, annual performance reviews were the indisputable norm, and it used to be dreaded by both the managers and the employees. Today, though, performance management has evolved tremendously, making it more flexible and inclusive. Traditional performance processes work fine when organisations are small or have a very simple review process. But once organisations get bigger, and job roles get more complex, there’s a need for software to enhance the process, or rather, to ease the process.

We would like to elaborate on how real-time performance management software can benefit your organisation. Here are the reasons:

Also read: Know What Features To Look For In A 360 Feedback Software

Easy to use:

Depending on the choice of software, a performance management software can be extremely easy to use. All the things required for a review cycle are in one place. Most of the processes are automated, and once the review information has been submitted – start dates, review templates etc, there’s not much else an HR manager has to do, except oversee the entire process.

Even better, HR managers don’t have to frequently remind employees to complete their reviews. Most software has built-in reminders that will urge employees to complete the review process. The software takes the burden off HR’s shoulders and instead allows them to focus on the outcome of performance reviews.

Integrated features:

If you think that a performance management software focus solely on the review processes alone, you are mistaken. They offer other features as well, such as the ability to share feedback, goals and objectives, an LMS, etc. All these features are often integrated so that when the review process is going on, users can view an employee’s complete profile, such as the feedback they have received, the goals they could complete, to what extent they could complete their goals, or even what new skills they have learned.

Performance management software offers a macro view of an employee’s performance and helps others make informed decisions during the review process.

Well-defined goals:

Imagine a situation, wherein a remote employee is expected to put in his or her 100% effort but is not sure what’s the end result of this. Do you think she or he will be able to put in the right kind of effort? Performance management software enables the company to have clear-cut goals, and make them visible to every employee. Every worker gets to see how their effort can help the company achieve higher-level goals.

When they see how they can make an impact at the individual level, it makes them want to strive harder. Managers can easily keep a track of their team performances remotely and can provide feedback accordingly.

Real-time information:

The best part about real time performance management software is, you can access data anytime, and it helps to make quick and efficient decisions. They provide old as well as new data in one place, for you to compare and understand patterns and identify any gaps or bottlenecks. It becomes easy to track the performance level.

Also read: How Important is Feedback in Today’s World?

Insights on performance:

Performance management software can provide a very insightful look at an employee’s performance. This is not just related to ratings and feedback they have received over the past years. Rather, many performance management software also offers performance analytics that track employee performance in graphical chart format, calculate leadership potential, etc. This way, you can also track how well an employee is performing.

These employee data can help others make informed review decisions when reviewing performance. And they can also help managers make compensation decisions or even promotion decisions.

Efficiency in control

When everything is in one place, a lot can become easier. Conducting the review process through performance management software offers HR managers greater control over the entire process. They can control when the cycle starts and when it ends, how many employees should participate in the cycle, etc. HR managers can also restrict review visibility, call back reviews etc, thereby also maintaining a fair and just review process.

As a manager, you have a ton of other responsibilities, other than just tracking your employees’ performance. So if you wish to be more efficient and handle things with ease, a performance management software is your go-to option.

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.

Do you want to know how Engagedly can help you with seamless Performance Evaluation? Then request for a live demo.

Request A Demo

What Is Social Performance Management?

While you’re still struggling with choosing the frequency of your performance reviews, there’s a new employee performance management system on the block that is working wonders for many organizations: Social performance management.

Performance management fails in a few organizations for various reasons like having an outdated system, no frequent feedback etc. Most companies are increasing looking at new ways of measuring an employee’s performance. One of those ways is social performance management.

Continue reading “What Is Social Performance Management?”

How Engagedly Can Help You Enhance Employee Engagement

We are all aware of the way the world has changed in the past 6 months. Work from home has become the norm, and keeping remote employees engaged and motivated is a challenge all organizations face today. Before we leap into the core topic, it’s important for you to understand the employee’s perspective.

75% of the world’s population of employees used to commute to their offices everyday, live a routine of movement and activity. Only about 7% of U.S. workers had the option to regularly work from home (source). However, with the outbreak of Covid-19, that scene has drastically changed. Now employees spend almost everyday at home, working remotely and hardly stepping out in the process. Movement and activity has reduced tremendously, along with face-to-face interactions with colleagues and leaders. From enjoying very active, healthy, and interactive schedule, to a shift in being homebound most of the time; a certain amount of physical, intellectual and emotional inertia is bound to set in. This can slow down organizational growth and in the long run, economical growth. That’s why employee engagement is of utmost importance today.

Also Read: Continuous Performance Management: A Necessity During COVID-19

We often come across interesting articles which convey that engaged employees can help you increase your organizational productivity. But larger organizations, more often than not, are still focusing on their deadlines and on getting the work done. They are forgetting that it is also important for employees to be enthusiastic about what they are doing. One engaged employee can contribute a lot more to organizational productivity than ten disengaged employees.

It is not a change that you can bring about overnight. It is a culture that should be fostered gradually by encouraging employees to participate and communicate more. What if, an application is exclusively dedicated to promoting engagement for your employees? Engagedly is a performance management software that drives a culture of engagement, even if your employees are working remotely.

Here are 5 reasons why you need Engagedly to drive employee engagement.

Continuous feedback

Impact and validity of feedback is very time-bound. If they are not shared immediately, they fail to direct employees in the right direction. Engagedly’s feedback feature normalizes the idea of giving and receiving feedback anytime throughout the year. Employees can request feedback whenever they want to. Engagedly also gives you an option to select the areas on which the feedback should be given.

Also read: 5 Best Tips To Reduce Employee Turnover

This allows all the employees in an organization to improve themselves constantly. This process of continuous feedback keeps employees driven throughout the year and not just before performance reviews; hence promoting employee engagement.

User can respond to Feedback Request

Social forum for ease of communication

Every employee is smart and exceptional in their own way. Having a platform to express their thoughts and opinions is a great motivator. Engagedly’s social feature allows employees to share posts, share ideas, request for help and share knowledge. Engagedly allows you to create interest groups and share documents and other material with colleagues. Encouraging employees to express themselves and interact socially makes your virtual workplace a communication-friendly space and helps employees remain engaged.

Objectives and Goals

With very less chances of personal interactions these days, we have to streamline the process of clear goal setting. Setting clear and distinct goals is very important to complete any task. Employees can create goals for themselves and their direct reports using the Engagedly goals module. As a manager or an HR, it is important to set clear goals for your employees so that everyone works towards a collective goal.

Engagedly also has an option to align individual goals with the organizational goals so that employees know how the success of their individual goals can contribute to the accomplishment of organizational goals. In Engagedly, goals can also be reviewed by managers from time to time to check if their employees are on the right track.

Also read: Customize 360 Feedback Survey Questions According to Departments

Learning and development

Its needless to say that we’ve got to keep learning constantly. Otherwise we’ll not be able remain on the top of our game. No matter how old you are, what you do, keeping yourself up to date with the current industry trends is very important.

Video File Unit

Engagedly’s Learning feature helps you create new courses, and for each course an employee completes, they are awarded points by the course creator. When you assign courses to employees for their development, it motivates them because they know you are genuinely interested in developing them and improving their skills. When employees develop their professional skills, it boosts their self-confidence which in turn promotes an engagement culture.

Also read: These Features Can Make A Big Difference In A Goal Setting Software

Recognition and praise

This is an extremely important module, especially for today’s work culture. This can be considered another type of feedback. Receiving praise and recognition for their work is every employee’s dream. Engagedly’s public praise feature allows you to praise any employee publicly for the extra effort that they put in towards achieving a goal.

Praise An Employee

When employees go above and beyond to accomplish their goals, it is important to recognize their efforts and praise them. This keeps them motivated and engaged.

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.

Want to know more about our software? Request for a FREE demo!

Request A Demo