Category: Infographics

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.

Continue reading “Guide to Effective One On One Meetings[Infographic]”

Employee experience is something organizations should pay a lot more attention to.

Employee experience is the sum of all the things the employee experience at work. This could encompass a wide variety of factors, such as feedback, performance reviews, frequent communication, opportunity to grow, poor work environment, bad management, etc.

Also Read: Know How To Make Your Employee Feedback Work

An employee’s experience decides whether they will continue to stay at an organization or move on. It can also determine how many people they are willing to refer to jobs within the organization or whether they warn them away. Therefore, it is important for organizations to create a positive and rewarding employee experience for employees.

One of the things that can greatly influence employee experience is performance reviews. Performance reviews encompass a gamut of factors, such as feedback, career growth, development, praise, etc. These have a direct impact on an employee’s experience.

Also Read: Why These 8 Companies Redefined Their Performance Management Systems

As such, it is important to create a good performance review culture, especially one that makes employees feel like it is enhancing their time at the organization, instead of making them feel like they need to flee as soon as they can.

This infographic gives 5 performance review tips that can help improve employee experience.

Also Read: Performance Reviews : A Manager’s Guide

Do you have any other performance review tips in mind? Let us know in comments.

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“Coming together is a beginning, staying together is progress, and working together is success.” — Henry Ford, founder of Ford Motor Company. 
Putting together a high-performing team isn’t just about tossing together a bunch of fantastic individual contributors and then hoping for the best.

You might as well throw together a few sticks of dynamite, pour oil on it, and then light it. The end result is an explosion. Good or bad, is anyone’s guess.

Also Read: Tips To Manage Stress Of Your Remote Team

High performing teams are rare for a reason. They are composed of a number of good qualities, all of which work well together. Like the cogs in a well-oiled machine. High-performing teams require little outside interference and instead set their own team dynamics. When managers chance upon high-performing teams, it’s important to continue to nurture them, without overstepping boundaries, but also without giving them full reign.

Also Read: OKRs For Healthcare Professionals

Here are 6 traits of high performing teams that distinguish them from normal teams.

Remember, a high-performance team will not just possess one of these characteristics. Rather, they possess of these characteristics and maybe even more, though those may be specific to the field they are working in!

Let us know if you have any other points in mind.

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Want to know Engagedly can help you build high-performing teams? Request a live demo from our experts to know more!

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Since the March 2020, the world has been struggling with the deadly COVID virus, which created a pandemic. It forced organizations to change their style of work and go predominantly remote. The pandemic has yet to pass, but in many countries, employees are resuming work from their physical locations, with all precautions.

Also Read: 7 Proven Ways To Be A Better Leader In The Workplace

While organizations have become vigilant about the safety measures for their employees’ return to offices, many are yet to be inclusive of those with special needs. It is usually not intentional, rather an unconscious bias that most of us experience. If you are not a disability-friendly workplace, then it is the right time to be one.

As an employer, it is your primary responsibility to ensure that employees feel comfortable in the workplace. And that includes all employees, be they abled or disabled. Many people with disabilities face problems landing in their dream jobs because of a lack of basic facilities at most workplaces. Not only are disability-friendly workplaces are more inclusive, but they also create diversity in an organization.

Also Read: Employee Recognition & Rewards:4 Common Mistakes To Avoid For Remote Employees

A company’s culture should be inclusive of everyone, even for people with disabilities. However, when you do not know how to achieve that, it can be an intimidating prospect. This infographic shows you to build an all-inclusive culture and make your workplace disability-friendly as well.

Building a disability-friendly workplace is not a one day activity and takes time and effort. But it is surely worth it. It will help in creating a workplace where everyone feels welcomed and valued.

Do you have any other points to mention? Let us know in the comments.

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Want to know how Engagedly can make employee management simpler? Then request for a live demo.

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Employee turnover is a constant problem in companies all over the world. Every company does its best to retain existing talents and at the same time attract new ones. When an employee leaves the organization, it affects the organization in more ways than one. It not only affects the performance of the team which the employee leaves but also affects the organization overall. As a result, whenever a new employee joins the organization, there are costs involved. Interviewing, background checks, selection, onboarding, and training, each step till the time a new employee joins, has cost involved in terms of time and money. A recent study by Gallup shows that the cost of replacing an individual employee can range from one-half to two times their annual salary.

Also Read: Tips To Manage Stress Of Your Remote Team

The sudden rise in the number of goodbye lunches could be a great concern to the human resources team. We will help you identify six reasons why your employees leave. Managers and leaders often tend to ignore them as probable causes of employee attrition. But they are often the actual cause behind employees leaving the organization.

Do you have any other reason in mind? Let us know in the comments.

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Want to know how Engagedly can make employee management simpler? Then request for a live demo.

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Most of us globally have been working from home or in a hybrid environment for over a year now; it is more than what we ever imagined. Considering the current situation, we may continue to work remotely, at least for some time now.

While initially companies and employees were equally skeptical of working from home, but it has its own benefits for both. It helped companies to reduce their costs and recruit employees from the global talent pool. On the other hand, employees gained the flexibility to work from anywhere and no need to travel to work.

Also Read: 5 Benefits of Investing In Employee Recognition Software

Initially, many of us blended seamlessly with the process. But recent statistics suggest that the number of employees who reported stress, anxiety, and loneliness has increased. Not only this, but they also reported extra screen hours as compared to what they used to do previously. It affects their mental and physical health, makes them feel exhausted and less productive. As a result, they become disengaged and disconnected from the organization. It impacts the overall productivity of the employees, which ultimately affects the organization.

Also Read: Employee Rewards and Recognition During COVID 19

HRs, organizations, and employees should collaborate and realign their existing employee wellness schemes to support the wellbeing of their remote employees. Organizations should no longer focus only on physical wellbeing but also address mental wellness issues. Here are four employee wellbeing initiatives that organizations can focus on for the wellbeing of their remote employees.

How are you managing the well-being of your remote employees? Do let us know in the comments.

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Want to know how Engagedly can help you with managing your remote employees? Then request for a live demo.

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Ideally, performance reviews are supposed to be helpful, not only for the employee but the manager also. But with the way most organizations tend to run them, they breed disengagement more than anything else.

Continue reading “Traditional vs. Progressive Performance Management [Infographic]”