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What is the responsibility of an ideal manager? To increase productivity in their organization by building trust and fostering a healthy relationship with their employees.
But many managers still seem to have no idea, how important it is to keep their employees happy and engaged. So we, at Engagedly have collated a list of possible mistakes a manager makes that can kill employee engagement.
Continue reading “14 Mistakes That Can Destroy Employee Engagement In Your Organization”
Employee performance review is a huge responsibility. You have to keep track not only of employee performance throughout the year but also the areas where employees require improvement.
Most employers avoid these reviews because of their elaborate nature. Many employers debate that performance management should be trashed. But are they that useless?
Continue reading “Thank Us Later – 4 Reasons To Start Thinking About Performance Reviews”
Performance reviews. Two words which don’t leave a pleasant taste in many an employee’s mouth. And most managers share the same opinion. Yet employee performance reviews form an integral part of HR processes in companies the world over.
Continue reading “The Truth about Employee Performance Reviews In 5 Minutes”
The very word ‘ratings’ is polarizing, especially in the context of performance appraisal forms. But like any aspect of performance appraisals, ratings have both pros and cons.
Ratings can be very helpful in the sense that they can quickly help you categorize and sort an employee’s skill sets. They can help show an employee the areas in which he or needs more improvement. They can also be used to boost employee morale and motivate them to better.
Continue reading “Should You Use Ratings In Your Performance Appraisal Form?”
Business leaders are often seen talking about employee engagement, performance reviews, and management. Organizations constantly strive to standardize their administrative processes and tools to improve their overall efficiency. But why is it important to have a performance management system?
Continue reading “Performance Management – Are You Doing It Right?”
I was recently talking to a friend about her annual performance appraisal. It had been delayed for a while and my friend was getting antsy. She was worried about the fact that the lateness did not bode well for her career, or it meant that the security of her job was in danger. Actually, it was because the year before; the company had grown massively in size. And managers had teams that suddenly ballooned in size. The delay was because managers were struggling to marshal their own thoughts and manage newly expanded teams while simultaneously doing their own work. Sound’s nightmarish doesn’t it?
Continue reading “The Fault In Your Annual Performance Appraisal Process”
Here is a very common complaint about feedback by employees. They find the feedback their managers give them to be insufficient.
Nobody wants an entire day’s worth of detailed feedback. However, it is very demoralizing for an employee to go in for their annual performance review and then come away barely 5 minutes later with a sense of discontent.
Continue reading “Performance Appraisal: Do we reward managers for giving feedback?”
Once you’ve decided you are going to set Objectives and Key Results (OKRS) for your employees or for yourself or even just for your team, you might find that you are stumped about what to do next.
Continue reading “How To Write Good Employee Goals and Objectives”
Here’s a hypothetical scenario.
Continue reading “The Reason Why Google’s Objectives and Key Results Work”
In our previous articles 6 Creative Ideas For Employee Engagement and 5 Employee Engagement Activities On A Budget, we discussed how employee engagement can help your organization and a few creative ideas that can help you engage your employees. In this article, we show you how employee reward programs affect an organization when implemented on a long term basis.
Continue reading “The New Rules of Employee Reward Programs”
A 360 performance review when done well can render insightful results and improve the overall employee engagement as it allows for comprehensive feedback and not just managers’ feedback. But, more often than not managers and HR administrators who attempt to administer it get bogged down by its various aspects and tend to complicate the approach rendering it useless.
Continue reading “5 Tips for Carrying Out A Comprehensive 360 Performance Review”
Performance review, whether you love it or hate it, is there to stay. Most employees deny the validity of them because they presume that the process act as an excuse for managers to put their salary increments on hold.
How can a performance review ever help an organization if its employees do not believe in them?
Do you want to change the mindset of your employees and restore their faith? Well, here is a list of the dumbest possible mistakes you should avoid.
This is one of the dumbest mistakes a manager could make. A performance review meeting requires prior preparation both by the manager and the employee. You cannot go to your office one day and announce a surprise performance review meeting. So, inform your employees in advance about the ‘Judgement Day. So that it can help both the employees and the organization.
Never assume that employees don’t need to hear about the things that they do well. Don’t always focus on their negatives. Give them meaningful feedback where you appreciate them for their good work and point out their mistakes, giving them a chance to correct them.
You should encourage your employees to speak up about their performance, instead of being a boss who talks too much and doesn’t allow the employee to provide his perspective. If you don’t allow the employees to provide self-evaluation and go on with your assumptions about their performance, the very purpose of performance reviews will be lost.
It is not only about reviewing the past performance of employees. It is more about setting goals for the future and helping employees improve themselves based on the past reviews. Having no goals or follow-up plans after a performance review is as useless as not having a performance review at all.
Do you want to know how Engagedly can help you with performance reviews? Request a demo to know more.
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