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Whenever you take a look at companies that perform exceedingly well, time after time, year after year, you will find that there’s one factor behind it. And that is a performance-oriented culture.
A culture of high performance can be an incredibly motivating force and change the course of an organization. But how does focusing on performance orientation in an organization’s culture help? For one, a culture of high performance does not just spring out of the woodwork in the organization.
As the years go by, our relationship with technology changes. Emerging techs like artificial intelligence can assist human resources to empower their workforce. This makes annual team assessment effective and less stressful and gives optimal results to understand what’s next and how to bring improvements.
Gartner forecasted how artificial intelligence is to pick up speed, with a 21.3% of growth rate in 2022 than 2021.
What is an AI Performance Review?
AI Performance Review is a modern approach to employee evaluations that leverages artificial intelligence technology to assess and analyze an employee’s performance. It involves using AI algorithms to gather and analyze data from various sources, such as work productivity metrics, feedback from colleagues, and self-assessments.
The AI system provides more objective and data-driven insights, enabling organizations to make informed decisions about employee development, recognition, and talent management. AI Performance Review and feedback help streamline the review process, remove biases, and enhance the accuracy and fairness of performance evaluations.
AI can track employee performance and assess the need for improvement. Let’s delve deeper into the benefits of the use of AI in performance reviews.
1. Automated reviews
Business leaders prefer AI-driven performance reviews as they allow them to focus on factual details. It is required to produce performance reports. The employees don’t need to collaborate; the AI software is suitable for effective performance management. The ROI on performance management shows the benefits of using AI in reviews.
2. No human intervention required
Chances of human errors were high in conventional performance reviews when managers mostly depended on trusted feedback from team leaders. This can break or make an individual’s career. From rating to suggesting training courses, the managers take up a lot of effort. Doing this for a large group can be taxing and increases the chance of human error, and things like personal bias, incomplete data, and favoritism can interrupt the appraisal.
AI in performance management has no personal connection and helps create analytical reports based on the data collected.
3. Real-time analysis and assessment
The shift from periodical performance appraisal to continuous reviews offers benefits. Now, performance can be continuously improved and corrected, and the organization can become flexible and alert.
The digital power of AI helps capture continuous data from various sources like communication among employees. This is where the system can show real-time insights into an individual’s performance and managers can give instant and constructive feedback. It saves time and effort to frame periodic reviews, where employees must recall and verify details from sources.
4. Solving bias or exacerbating it
It is time to let go of the age-old prejudices when managers often get biased toward an employee. This is what AI can avoid and keep away from biases, ensuring equality. AI keeps away prejudices based on ethnicity, nationality, age, race, and others and offers equal opportunities.
Human nature might get directed, resulting in biased behavior, unlike machines that follow a direct path. So, artificial intelligence and machine learning can create an unbiased environment that can provide equal opportunities while appraising or giving promotions.
5. Identifying incompetence and making improvements
To identify incompetence and make improvements, an organization should focus on creating a collaborative workspace. It should promote teamwork, regardless of bias or hierarchy. Though technology will improve and speed up HR management, human interventions can help build ideas and campaigns and reach customers to maintain a real connection with them.
AI and data are valuable company assets, and AI in performance management will give leaders more time to invest in core business functions and develop new ideas. It can further help individuals have a realistic timeline and set achievable goals to meet deadlines. It should show in individual performance and help boost productivity.
AI can further help in the predictive appraisal so that there is no unfair practice or emotional decision-making. Unfair treatment can be caused by emotional instability, and AI software can remove that.
6. Training and developing improvements
Managers should know how to identify the gaps between talent tools and arrange for personalized training. It can help individuals analyze their career progression through the effective use of performance reviews and hone skill sets. Managers need to identify employee competency and not miss any scope for improvement that directly impacts an individual’s performance. Having AI can help identify an employee’s performance that needs improvement. AI technology in learning programs enables fast learning.
7. Higher employee engagement
A continuous performance review can help AI conduct frequent surveys and get real-time feedback. It can also offer personalized insights to employees with the help of surveys in self-evaluation. This is how management can help employees promote engagement and get a clear picture of the daily achievement of individuals and teams. AI can unveil an individual’s potential and predict one’s future performance level.
AI alone cannot be enough to derive the best results. Managers working with multiple employees know an individual better and help perform at an optimum. Human knowledge can be strengthened with AI to help an individual improve accuracy and have greater foresight into performance.
The use of AI-driven performance reviews is the new trend preferred across industries. If organizations are to focus on employee performance and satisfaction, this performance feedback is integral.
Why is the market for AI-powered performance reviews progressing?
AI-powered performance assessment takes place in real time, and the progress scale is well evaluated. As it happens in a real-time scenario, it introduces incentives with positive enforcement and alerts the leaders regarding the performance scale. Most top companies are deploying a continuous feedback strategy that has reduced turnover.
Even the HR management team gets continuous feedback on performance and context-specific performance, depending on specific projects an individual works on.
Executives already using AI performance management tools can combine the results of the tools with personalized oversight. Therefore, the combination augments employee efficiency and productivity without replacing it.
Frequently Asked Questions
Q1. How can AI make a team productive?
Ans. Artificial intelligence is one of the effective tools to boost team productivity and efficiency. Regardless of the industry, there are repetitive tasks, and AI can handle them better. It is one of the major reasons companies have started infusing this tech into existing infrastructure. It helps boost customer experience and reduce the chance of human errors in daily activities.
Q2. How does AI in performance reviews help?
Ans. AI-driven performance reviews revolutionize traditional evaluations, providing objective, data-driven assessments, eliminating biases, and offering real-time feedback for personalized development. Automating the process saves time, identifies patterns, and fosters a culture of accountability and recognition, benefiting employees and organizations.
Q3. How is AI an essential aspect of a performance review system?
Ans. It is about collecting vast data about individuals, as data collection is vital in reviewing. The key to the performance management system is to analyze things from various perspectives and anticipate what can come out of the reviewing process.
According to a statistics compendium published by Gitnux, 9 out of 10 employees noticed a rise in their productivity once a company integrated gamification techniques into the work experience.
The stat alone indicates that gamification has its place in the workplace. After all, it is common to see the trend of gamification growing in human resources. Specialists are looking at the available gamification mechanics and how these mechanics can be integrated with an everyday work environment.
What Makes Gamification Effective?
If your supervisor puts in the effort to gameify the department, it means that they believe in the method. But where does such an approach come from?
Take yourself back to the days of when you were a student. The odds are that instead of doing schoolwork, you were more interested in playing games. The desire to procrastinate is hard to resist when you are surrounded by friends who encourage you to go outside and have some fun. And what about video games? Many of us have spent hours and hours on those.
The idea behind gamification’s success can be attributed to two notable characteristics—collaboration and game immersion.
You cooperate with others and immerse yourself in a reality that helps you escape dullness. In a workplace that gets monotonous, introducing even a little bit of gamification can make a significant difference.
It is also worth mentioning the benefits that come from gamification. It is not just a company as an entity that can benefit from it. Individuals stand to gain something valuable as well, which further encourages them to engage with the system.
Besides the aforementioned aspect of having fun, gamification also:
Improves memory and attention span
Enhances storytelling and imagination
Helps with decision making
Creates a sense of achievement
Understanding how gamification benefits individuals makes it easier to see why the implementation of the concept can reduce certain problems that a fair few companies struggle to overcome. Let’s take a look at those problems in detail.
Employee Attraction, Motivation, and Retention
Employees are the heart and soul of a company, and it is up to the higher-ups to keep them happy and engaged while also ensuring that the right people join the team.
There are multiple perks that influence a potential recruit’s decision whether to join or not. It might not seem like a big deal, but if a company has a digital environment to help employees reach their goals, it will stand out from the competition.
An employee can join and play a game that tracks their status and goals. Once the participant clears a stage, they can move on to the next goal. A sense of direction also works as a means to motivate and encourage employees to continue. And if there is a reward in it, then that further boosts the desire to participate. With all that said, an employee who is happy and motivated will be much easier to retain, even if they receive offers from other companies.
One final thing to note, of course, is the fact that different departments have different priorities, and not every single person in a department is likely to have the drive to join. As such, it is crucial to think about different gamification levels and techniques that should be introduced.
In a busy work environment where productivity and profits are prioritized so much, it is common to see health being overlooked.
Overworking yourself to a point where you suffer consequences later is hardly ideal for long-term success.
Implementing gamification is relatively simple. You can hire an app developer or pick one of the already available applications and encourage employees to treat using these apps as a game.
For example, an app could track one’s time spent in front of a monitor or how many calories they consume on average throughout a week or a month.
Setting goals to take regular breaks, balance your diet, or spend more time can be treated as a game so long as you track your progress and checkmark goals.
By prioritizing employee health, a company further strengthens itself as a responsible employer. And similar to work productivity, instances of success in overcoming health problems or maintaining a positive result can also be rewarded.
Maintenance and Development Costs
By gamifying the workplace, a company stands to reduce its maintenance and development costs long-term. The overall savings might not be significant, but every little bit helps, especially for those who run on a tight budget or want to dedicate more resources to the well-being of the employees.
In this case, the purpose of gamification is to create a knowledge base and build a tool that collects data about employee engagement, training, progress, and so on.
It becomes much easier to identify which methods work and which do not when you have a gamification system in hand to provide instant results based on past experiences.
If a method is successful, it is worth continuing to use it and maybe developing further by investing more. On the other hand, if one of your gamification techniques did not prove good, you will have a piece of data to justify giving it up.
Customer Loyalty and Brand Awareness
There are true and tried methods to boost customer loyalty and raise brand awareness. However, it does not mean that you cannot look for new and less conventional ideas.
Even if it is for the sake of variety, businesses stand to gain if they gameify certain aspects of their products and try gamification in sales.
First of all, you need to decide which elements you want to introduce. Choosing between one of the following should be a good start:
Points
Levels
Virtual currencies
Badges
Leaderboards
From a consumer’s point of view, there are two notable points of attraction. The first is competition against others, and the second is taking a direct advantage by participating.
Breaking these two down, let’s cover the competitive side first. Take Duolingo, for example. This well-known language education app has weekly leaderboards and multiple divisions that encourage users to spend more time on the app to learn and collect points and achievements because they want to be at the top of the leaderboards.
As far as the direct benefits go, those are pretty self-explanatory. If a service offers a discount code or a loyalty badge that enables free shipping, for instance, you can expect the engagement rate to grow significantly.
So what does this all lead to? By engaging with the product, customers become more attached and loyal. Not to mention that they are more likely to share their positive experiences with others. And considering how effective word of mouth is, it is understandable to see more and more companies try gamification marketing a go.
Data Collection
In the era of digital information and strict laws on data management, it is tricky to collect data and utilize it.
Brands make decisions based on the information they have. Customer demographics, habits, and other details help create a consumer persona that can then be utilized to create your targets.
However, businesses have to align the data collection with GDPR. Otherwise, they stand to break the law and face consequences.
The great thing about gamification is that it helps you circumvent the regulations. There are certain tools and services that let brands collect data legally. As for how this data is utilized, it is entirely up to the companies that gather the information.
Multiple Platform Reach
Roughly half of all the internet traffic comes from mobile devices. The other half is from desktops.
The split creates quite a few problems for brands that are looking to create a universal marketing campaign to cover as many potential consumers as possible.
For example, ads display differently on smartphones compared to desktop computers. Or, if you open an email on a tablet, the odds are that it will not display as the sender initially wanted. Sure, in some cases, the fault lies on the user’s end because they do not have optimized devices.
According to the Backlight blog, failing to clear the cache, remove spyware, or enable updates leads to performance and display issues. However, as a brand, you do not focus on these obstacles and want to do what you can do.
It is about efficiency. Managing resources is easier when there is a marketing method that works on multiple platforms.
Gamification is exactly that. Social media, apps, software as a service, and anything else with the potential to be gamified on both computers and mobile devices opens opportunities to make the most out of gamification without worrying about restrictions.
All in all, the fact that gamification solves such significant problems illustrates why gamification solutions are on the mind of those managing both big and small companies.
The idea of gamifying your work environment is still relatively new and comes with certain challenges, but the benefits outweigh the drawbacks by a significant margin. As such, if your organization has not considered implementing gamification, now might be a good time to reconsider.
After all, companies that do not bother with it stand to fall behind the competition, and it can be difficult to make a comeback once everyone else is ahead.
Frequently Asked Questions
Q1. What is gamification and it’s example?
Ans. Gamification is the application of game elements and mechanics in non-game contexts to engage and motivate individuals. It involves incorporating elements such as points, badges, leaderboards, challenges, and rewards into activities or systems to make them more enjoyable and encourage desired behaviors.
Example: A fitness app that uses gamification could award points and badges to users for completing daily workouts, achieving personal milestones, or participating in challenges. Users can compete with friends on leaderboards, earn rewards or virtual goods, and track their progress visually. This gamified approach helps to motivate and sustain user engagement in their fitness journey.
Q2. How does gamification work?
Ans. Gamification works by incorporating game elements like goals, challenges, rewards, and competition into non-game activities. It engages and motivates people by tapping into their desire for achievement, progression, and social interaction.
The performance assessment, also known as a performance review, performance evaluation, or worker appraisal, is a systematic way of evaluating an employee’s overall performance and contribution to the business on a regular basis, with the ultimate objective of enhancing their performance.
Performance evaluations serve several functions, including providing useful feedback, providing a defined time to analyse work performance, and ensuring the equitable distribution of compensation increases and incentives among employees.
The fact that the employee and the supervisor share responsibilities for the employee assessment process is critical. While the supervisor is in charge of this process, active engagement from the employee is essential to establish the required commitment to make the improvements that the performance evaluation seeks to achieve. We will discuss more about this in the upcoming sections.
Performance Appraisal vsPerformance Management
In the realm of workforce optimization, an important distinction lies between performance appraisal and overall performance management cycle. While performance appraisal centers around formal evaluations, performance management encompasses a broader spectrum of interactions between workers and managers, all aimed at driving performance enhancement. Today, we delve into the intricacies of the performance appraisal, an integral part of the performance management cycle that bestows official recognition upon the diligent efforts of employees.
Performance management, a comprehensive framework, encompasses both formal and informal discussions that we will explore in the table below. These meaningful exchanges, ranging from planned sit-downs to impromptu conversations, form the backbone of a dynamic and growth-oriented work environment.
We are all well acquainted with the performance appraisal cycle. Usually, this occurs a couple of times a year, taking place at the start of the year and across the half-year point. These are formal sit-downs wherein the direct supervisor or manager evaluates overall performance on the primary responsibilities and duties of the employee. An overall performance rating is derived based on this appraisal, which is used for promotions, rewards, and terminations.
As performance appraisal is directly related to performance and can enhance overall job/task performance, it is essential to outline what it is.
The degree to which an employee performs the tasks outlined in their job description is referred to as job performance. Individuals with perfect task performance accomplish all of the requirements of their tasks, meet their work objectives, and meet the overall performance criteria. This is sometimes referred to as in-function task performance.
Workers can also help their organisation by engaging in behaviours that aren’t directly related to their given tasks. Extra-function performance, contextual performance, or organisational citizenship behaviours are examples of this.
This extra-function behaviour includes aiding colleagues with work after they return after an absence, assisting colleagues who are dealing with excessive job stress or other issues, and being willing to perform things that do not match your function but contribute to the organisation in general. Both in-role and extra-role behaviours are important in terms of exact performance and must be included at some point in the performance review.
Every corporate firm approaches performance evaluations differently. Nonetheless, there are various quality practises that every supervisor must recognise while evaluating employee overall performance.
Use of clear intention
Both supervisors and workers may feel uneasy at some time during the performance assessment. That is perhaps the highest official placement they may have all year, and it does not occur frequently enough to be considered a typical occurrence. Utilizing an activity-based overall performance assessment may help both the parties, with better instructions and the overall performance evaluation process.
Involvement of employees
One of the key issues in worker value determinations is a loss of buy-in from the worker. A meta-evaluation via way of means of Cawly, Keeping & Levy (1998) suggests that there may be a robust correlation between the participation of the worker and their reaction. Employee participation is the quantity to which an employee is able to take part in the performance appraisal process. Employees who participated in their performance evaluation had been extra satisfied, rated the process as fairer, and useful, and had been further influenced to improve. A higher level of employee participation revealed 40% higher satisfaction, 35% in fairness, 30% in usefulness, and 19% in motivation to improve.
Constructivefeedback first!
According toDaniel Pink (2018), it has been observed that individuals tend to experience the highest level of satisfaction when addressing negative news early on in a conversation or interview. By doing so, the stage is set for a more productive discussion, allowing for a smoother transition towards positive information, which is then purposefully saved for the latter part of the interaction. This strategic approach ensures that the overall assembly concludes on a high note, leaving a lasting impression of effectiveness and accomplishment.
Consistencyof feedback
Receiving feedback only once a year is insufficient in driving performance improvement. Employees express a desire for regular and ongoing feedback to enhance their work performance. It is important to explore methods that enable managers to stay connected with their employees consistently, leveraging the use of technology.
By leveraging technology, managers can establish efficient channels of communication to provide timely feedback and guidance. This could include the use of digital platforms, such as email, instant messaging applications, or project management tools. These channels can facilitate regular check-ins, allowing managers to stay informed about their employees’ progress, address any concerns promptly, and offer constructive feedback in a timely manner.
Moreover, technology can enable the implementation of performance management systems that streamline the feedback process. These systems can incorporate features such as regular performance evaluations, real-time feedback mechanisms, and goal tracking functionalities. By utilizing technology-driven tools, managers can establish a framework that promotes continuous feedback, fostering an environment of growth and improvement within the organization.
Organizations recognize the significance of frequent feedback and actively work towards cultivating a culture of open communication. They achieve this by fostering transparent and collaborative environments where employees feel at ease seeking feedback and sharing their progress with their managers. By nurturing a supportive feedback culture, organizations ensure that employees receive the necessary guidance to excel in their roles and make valuable contributions to the overall success of the company.
In conclusion, embracing technology and fostering a culture of continuous feedback stand as pivotal steps in meeting employees’ expectations for regular and ongoing feedback. By harnessing digital tools and promoting open communication, organizations create an environment that propels performance improvement and empowers employees to unleash their full potential.
Accurate documentation
Important choices regarding who to promote and which salaries to raise, as well as who to terminate, are based on performance management information. It is crucial to maintain meticulous documentation during performance appraisal conferences. Consistency in evaluating and reporting performance statistics throughout the company is crucial. Storing this information in a central database, like a talent management system, becomes imperative for effective management. This is likewise essential when you turn to more continuous feedback.
A 2016 paper from the NeuroLeadership Institute discovered that 91% of corporations that have followed non-stop performance management document better facts for people’s decisions. These corporations additionally file a primary development in doing away with bias in promotion and advancement.
Evolution form of job performance
A job performance evaluation form often has multiple components. Additionally, we can index the appraisee’s call with their worker ID, appraisal date, as well as the call made by the appraiser or direct supervisor and the appraisal period.
Following that, there is typically a performance portion, followed by a behaviour section. The supervisor might compliment the employee for exceptional aspects in the performance segment. These might be skills or a leadership quality. Both function is to assess the worker’s performance in their current employment.
In the behavioral segment, the worker may be rated for going the extra mile. This consists of ratings including excellent teamwork, altruism, and dedication to the organization.
The activity of filling in the performance evaluation form commonly also includes areas of improvement, that an appraiser needs to highlight.
Competencies
Jobs often have a predefined set of skills required to do them successfully. These skills fall into 2 categories: Core abilities and job-precise competencies.
Core abilities are the abilities that everybody within the organisation needs. These are set with the aid of the board. Every person is needed to have at least a minimum amount of information about them. The more senior the function, the better the desired competency stage. An example is being a business for a consulting firm, in which associates and companions all want to work to generate greater sales from new and present customers.
HR and the direct managers are constantly describing job-specific competencies. These are the talents necessary for superior work performance. For each skill, we can define three to five levels that correspond to specific behaviors. We can evaluate the worker based on their performance in these abilities. Here’s an example from theSHRM special report on performance management below. As you can see, they employ a five-factor scale based on three skill levels here.
Job performance and job behavior scales
This technique is used generally in the scientific literature. When analyzing a person’s performance, it is not possible to create a customized evaluation for all functions. Instead, researchers searched for one way to evaluate them all.
Researchers use a device that measures matters: in-role and extra-position conduct.
In-role behavior encompasses all actions pertaining to the worker’s job description. To assess performance quickly, managers can ask questions based on the following statements and have them voiced back to them by the immediate manager.
Employee meets the process’s objectives
Employee fulfils performance expectations.
Employee meets all of the process’s requirements
The second point to mention is extra-position behaviour. Extra-position behaviours are any activities that go above and beyond the definition of the task. This involves aiding coworkers, arranging team activities, and other responsibilities.
When one employee is absent, they delegate their task to other employees.
When their workload rises, a worker permits others to do so (assists others till they recover from the hurdles)
Employees volunteer to execute tasks that are not technically underlined by the employment.
The management can analyse the worker’s performance on each factor based on the scores of those behaviours.
In the past, employee performance evaluation followed a formal, top-down approach that hindered its effectiveness. Evaluations were conducted sporadically throughout the year without clear justification, and employees were assigned scores based on their Key Result Areas (KRAs). A record from SHRM states that 95% of managersaren’t happy with their company’s annual overall performance appraisal process. In fact, as referred to in a record through Towers Watson, 75% of personnel consider that appraisals are unfair.
Hence, it is necessary to restructure conventional performance appraisals to be employee-centric. Employee experience, private growth, and professional improvement are all visible factors that drive worker engagement and productivity.
Thoughts on the Effectiveness of Performance Appraisal System
Appraisals can assist your organization to improve worker engagement and retention. With a powerful performance appraisal system, you can pull off annual appraisals and behavior-common performance reviews.
According to Forbes, the conventional yearly assessment method is giving way to increasing realtime interactions among staff and managers.
Do comprehensive overall performance assessments and recognise top performers as an activity. With appropriate reviews, employees can reach their full potential. In reality, managers must ensure that the performance evaluation method is free of prejudice and errors. Then employees would also be more open to it.
In addition, clear communication of work expectations to employees and equipping them with the essential tools, training, and support to enhance job performance is crucial. By taking these actions, employees will experience greater job satisfaction and motivation to continually improve their performance. Ultimately, a well-designed performance appraisal process plays a pivotal role in cultivating a highly engaged and appreciative workforce, fostering a deep commitment to accomplishing organizational goals.
Frequently Asked Questions
Q1. What are the top tips for managers to implement an effective performance appraisal?
Ans. To implement an effective performance appraisal, managers should establish clear goals, provide regular feedback, encourage employee self-assessment, offer development opportunities, and ensure fairness in evaluations.
Companies consistently search for effective coaching strategies to enhance employee performance. This pursuit aligns to improve overall team performance, positively impacting sales, marketing, customer service, and product development. The adoption of coaching strategies proves to be not only performance-driven but also cost-effective.
As a manager, you’ll spend an average of $5,258 when hiring a new team member. However, when it comes to spending resources to coach and train your current employees, the cost goes down to $1,280 per employee.
If you’re giving your team members exciting and challenging projects, coaching them, promoting a work-life balance, and paying them well while making them feel valued and appreciated, then they have enough reason to stick around for the long haul.
However, competition for talent means that you’ll need to be more effective with your coaching strategies to keep them around and still have them perform at their best.
Here are the 6 Effective Coaching Strategies:
As a coach, you’ll work with team members at different levels. When having conversations about their performance, you’ll need to be flexible in your approach, and listen with empathy.
Coaching allows employees to have access to professional development resources such as workshops, seminars, and webinars that focus on coaching them to perform better in the workplace.
You’ll also need to provide relevant feedback that challenges your team members to take initiative to grow and do better. But that’s not all you’ll need to do.
Here are six more coaching strategies that you need to use to improve your team/s performance.
Continuously improve your coaching skills
As a discipline, an effective coaching strategy is not static because a coach needs to respond to different needs that an employee has and help them to overcome challenges that get in the way of their performance.
If you rely on peer-to-peer coaching or have team leaders coach their team members, you need to continually update their skills so they can learn about new coaching models and techniques and when to apply them to improve their effectiveness.
A good place to start is expanding the company’s coaching policies and procedures to accommodate continuous improvement of the existing coaches, a core part of the company’s development program.
Once you’ve done that, provide your internal coaches with training materials and access to more experienced coaches to help them expand their skills to help them become better coaches for the team.
Identify areas where performance needs improvement
It’s difficult to coach an employee in several areas at the same time because it will lead to overwhelm and poor coaching outcomes. So before you embark on coaching, have a one-on-one meeting with each team member to identify areas that need improvement.
This will help you know where to start, keep you focused on a specific area during coaching, and allow you to monitor progress and evaluate results over time.
For example, when identifying areas that need improvement, you might come to the conclusion that an employee needs to acquire some skills that will help them improve their performance.
In addition to identifying areas that need improvement, you also need to assess the opportunity cost of coaching an employee in one area over another.
Assume you’re running a sales team and you need to train a couple of team members on how to run a successful product demo and how to negotiate. Given that you’ve already identified the areas that need improvement, you now need to assess and prioritize these areas based on what the business needs.
Identify which of the two skills has a bigger impact on your current business objectives so that you focus on high-impact coaching that immediately translates to improved business performance and better results.
Identifying and assessing coaching opportunities isn’t a one-time thing. Trust and constant communication are key ingredients because that’s how employees will feel free to share what they’re struggling with and what they need help with to improve their performance.
Once you identify and assess the areas that need improvement, talk to your team members and explore different approaches you intend to use to coach them.
Your team members’ input helps you get their buy-in, because they have an opportunity to suggest the coaching method that works best for them. It also opens you up to new coaching methods that work for them which might not be what you had in mind before talking to them.
For example, some might suggest that they want a peer to coach them while others prefer using online learning resources such as courses and workshops.
Whichever approach you both agree to use during coaching, you can be sure that each team member will embrace it and it will be easier for them to acquire the skills they need to perform better.
Combine different coaching methods
You can coach your employees by providing insights and guidance where necessary and supporting them in what they are doing. However, your approach towards coaching doesn’t need to rely on one approach, whether you’re the only one providing support and guidance or allowing team members to coach one another.
Initially, you can coach the team, rely on peer-to-peer coaching, or work with external coaches to improve team performance. Each of these approaches has its strengths, and you might want to bring in other approaches to fill in the gaps that other methods have.
Consider peer-to-peer coaching for instance. It comes across as an efficient coaching method and saves on expenses because you use what is readily available, i.e., your team members. Team members also benefit from providing feedback to each other and learning from each other in the process to improve their skills.
However, if you’re looking to improve performance in a specific area and you (or your team members) lack the skills and competence to provide relevant coaching, consider working with an external coach to complement the peer-to-peer coaching that you’re already using.
In addition to relying on their expertise, having an external coach also expands your team’s worldview, as they’re working with an “outsider” who will provide new ways of thinking about their challenges.
No matter the approach you use to coach the team, you need feedback to know how well it is working, even identify areas where you need to adjust your approach, or use an entirely new approach altogether.
After all, you’re coaching to get results so the feedback you need to collect should help you improve your coaching.
When collecting feedback, ask employees to share with you areas where they think the coaching approach is working, and where it’s not working, based on the results you intend to achieve. Also, ask them for suggestions on the approaches they would like you to use to improve your coaching.
When collecting feedback during a one-on-one meeting, use open-ended questions and take the time to listen to what they say so you can uncover subtle issues that tend to get lost when providing feedback.
If you’re using a survey tool to collect feedback, use a word cloud tool to help you identify prominent words that point you to underlying themes from the feedback you collect.
Establish performance set points
Since coaching is about improving performance, it goes hand in hand with using set points that help you sustain the level of performance your team achieves during coaching. It’s easy for team members to fall back to old habits once they’re done with coaching, so set points help them stay accountable and sustain the level of performance they attained during coaching.
Record these set points using collaborative goal-tracking apps, which will help everyone stay accountable and track progress towards their performance goals. Your performance set points could be based on industry benchmarks based on data from different industry players. You can also use internal benchmarks based on the standards you want to live up to that will stand out from your competitors.
For example, when running distributed marketing campaigns, you want to make sure that your copywriters use the right tone and style when writing script copy for different types of content so you stay on brand no matter where your marketing messages show up.
If you’ve already coached them on how to create content that aligns with your brand’s tone and style, an ideal performance standard would be making sure that your marketing messages don’t go through more than two rounds of edits for tone and style.
Use these standards to make sure that your team’s performance is consistent and delivers the business results you’re looking for.
Coaching is a continuous activity. Not only do you need to integrate it into your company culture, but you need to practice it continuously.
To establish this continuity, evaluate employee performance regularly based on the results you intend to achieve. See how effective your coaching is and what you need to do to improve. If a coaching strategy works, double down on it. If it doesn’t work, stop allocating more resources to it.
Keep track of any improvements your employees make based on different coaching methods you’re using. Document the data to help you come up with evidence-based coaching programs that push employees to do their best and grow in their roles.
Hope our pointers on Effective Coaching Strategies helped you formulate something better for your organization. Let us know in the comments section.
Frequently Asked Questions
Q1. What is coaching?
Ans. Coaching is a collaborative and goal-oriented process that involves helping individuals or groups to unlock their potential, overcome challenges, and achieve their desired outcomes. It typically involves a skilled coach working with a coachee or coachees to identify strengths, weaknesses, and areas for growth, and then developing a plan of action to facilitate progress towards specific goals. Coaching can take many forms, from executive coaching in the workplace to life coaching in personal development, and may involve a variety of techniques such as active listening, questioning, feedback, and accountability. Ultimately, coaching is about empowering individuals to realize their full potential and achieve their desired outcomes through personalized guidance and support.
Q2. What is an effective coaching strategy?
Ans. An effective coaching strategy involves setting clear goals, establishing a trusting relationship with the coachee, using active listening and questioning techniques to promote self-discovery, and providing constructive feedback and support to encourage growth and development. It also requires adaptability and flexibility to tailor the coaching approach to the specific needs and preferences of the coachee, and a commitment to ongoing learning and improvement as a coach.
Q3. Why do we need an effective coaching strategy?
Ans. We need an effective coaching strategy because it can help individuals and organizations achieve their goals by unlocking their full potential, improving performance, and increasing motivation and engagement. A well-designed coaching strategy can provide personalized guidance and support, help individuals identify and overcome obstacles, and foster a culture of continuous learning and development. It can also promote self-awareness, build confidence, and enhance communication and interpersonal skills, leading to improved relationships and teamwork. Ultimately, an effective coaching strategy can help individuals and organizations reach their full potential and achieve success.
A survey of almost 2000 corporate workers discovered that the average employee is only productive for about 3 hours daily. You can increase productivity by deploying employee engagement strategies. But you should also focus on making the most of the average worker’s productive hours. Schedule complex tasks for when they’re most productive. A task management system is the best approach to achieving this. It helps get the best out of you and your employees during high-productivity hours.
Here, we explore task management and how it boosts efficiency and reduces burnout.
What is a Task Management System?
Task management primarily involves getting tasks done efficiently. The process entails defining, prioritizing, assigning, and monitoring tasks. Executives and team leaders often do it to achieve the best possible outcomes without expending more than the necessary resources.
Task management is where you schedule activities and manage them. It often involves deadline and scale-of-importance considerations which give higher prioritization to the most important tasks and those with closer deadlines.
Who’s it for?
Task management system is for you, your employees, managers, and individuals with a broad list of workplace responsibilities. Many organizations don’t have designated task manager positions. Instead, they make it part of the team leads’ or project managers’ responsibilities.
Task management gives you a roadmap and often makes it easier to identify what you need to do.
Ensures you complete all high-priority tasks
A key element of task management is prioritization. It involves assigning importance to tasks based on specific parameters. High priority tasks often have a tremendous impact on the overall results you intend to achieve. That’s why you must prioritize them.
But priorities aren’t set in stone and may change with situations. Task management ensures you’re doing the right thing at the right time.
The best part is, task management makes it easier to manage multiple high priority tasks simultaneously. For instance, a business manager can set up a new marketing campaign for your business and manage payroll tasks with Paylocity at the same time.
Increases productivity
Again, task management system helps you make the most of your employee’s productive hours to get the best results. Primarily, task management involves doing high priority and complex tasks in productive hours. You may then work on more mundane activities at other times.
In addition, project managers can review and constantly appraise their teams based on task completion. As such, it encourages all members to consistently deliver their productive best.
Task management gives priority to important tasks, but it doesn’t disregard other assignments. All other activities are also key considerations and subjects to task management strategies. It generally ensures you complete all your tasks before indulging in less crucial activities.
Plus, it incorporates time management techniques that’ll help you maintain efficiency and work faster.
How to manage tasks?
Task management doesn’t have to be complex. It’s a term describing task planning, scheduling, and execution.
Let’s explore how you can do it.
Create a to-do list
The good old to-do list remains an effective task management method. Drafting one is a straightforward process and shouldn’t take much time, depending on the complexity of the tasks at hand.
Creating a to-do list outlines all the activities on your queue and helps you visualize their execution. Once you have the paper list, you can prioritize and assign importance to tasks based on parameters like deadline or complexity.
That said, it helps to make the to-do list as detailed as possible. Note all crucial information, including the parameters for determining tasks’ order of importance. Doing this simplifies the rest of the process.
Try a Kanban board tool
The Japanese designed Kanban boards in the early forties. It’s a digital post-it board. It’s a good idea for task management because you can visualize all the tasks comprising the project and divide them into columns.
Each column in a Kanban board represents different stages of your team’s project workflow. And underneath each column will be different cards—each one representing individual tasks.
For instance, let’s say your team is working on a content management project. You and your team will complete tasks like content research, keyword strategy, designing digital assets, and content promotion. You can separate these tasks into the appropriate columns, making your way down each column as the project runs into completion.
Get a task management tool
While a task management system may not be a complicated process, it’s sometimes lengthy, monotonous, and time-consuming. Having a task management tool helps you avoid all of that.
The best part about task management tools is they are often niche-specific and will deliver the precise functionality needed for your industry.
Task management software has the following benefits.
It lets you manage multiple workflows on a single platform: You get to organize your entire workspace on one task management tool. This reduces disparities in your processes and lets you manage all activities from a single framework.
It reduces friction in team collaboration: Most digitaltask management tools have functionalities that enhance collaborative efforts. Using these tools, you may delegate tasks and usetools for communication so team members can work on their assignments and deliverables without missing a beat!
Using an online scheduling system can also be a useful tool in task management, as it can help you allocate time more efficiently and avoid conflicts in scheduling
This functionality is particularly beneficial when you manage remote teams. Your team members won’t need to badger you every time for crucial information. They can access all your instructions and observations on the project board.
Assign tasks: Comprehensivetask management tools have features that simplify task delegation. You should use these additions to assign responsibilities to your employees based on their capabilities. It’s anti-task management to take on all the activities alone when there are people around who you can share them with. Similarly, assigning tasks outside of an employee’s capability is bad practice. That may lead to ineffectiveness, burnout, and employee turnover.
Automate tasks: Task management tools also let you automate repetitive tasks like monthly report drafts and meeting schedules. The software takes care of mundane activities and lets you focus on more important work.
Portability: Video conferencing software like Zoom phone lets you participate in meetings and interact with team members on the go. But a task management tool does more. It lets you monitor assignments and progress on the go without necessarily interacting with the assignee.
Monitor progress: Lastly, a task manager helps you stay abreast of task statuses and situations. It’s a platform to proactively monitor the individuals working with you and the tasks you assign to them. It’s important to monitor your proximity to task completion and constantly think of ways to speed up the process without compromising the desired results. Again, task management software will make this activity easier for you. It’ll enable you to manage and monitor multiple projects simultaneously.
How to choose the right task management software?
Choosing the right task management tool that suits your needs is crucial to your success with it. That’s why you must do proper research before picking one.
Before picking atask management tool, you must answer a few questions to determine what it is for.
What types of tasks do you typically have in your workflow?
What’s your team size and how often do you have them collaborate on tasks?
How often do you need to monitor your team members? Or do you trust them to take on and complete tasks without much supervision fromtask managers?
Do you need special features like analytics and time trackers?
How will the task management software integrate into your existing systems?
Make a checklist of the functionalities your ideal task management tool must have based on your answers to those questions. Then, look for the tool that checks the boxes on your list.
That said, we’ll advise you to aim for simple and seamless. Fancy features and complex designs are often enticing and can sway you. But it defeats the purpose if you or your team members find it challenging to work with the tool you picked.
The whole point is to reduce task friction and complexity while increasing productivity. As such, go for software that meets this purpose and is easy for everybody to use.
Maintain efficiency with task management
Prioritizing, assigning, and managing tasks is a proven way to improve productivity. It’s the best way to ensure you and your employees fulfill responsibilities properly and on time. It also helps you get more out of your employees without increasing their workload or risking burnout.
Overall, task management is the best approach to improving employee efficiency. And the best task management strategies effectively employ digital software to their advantage.
Drafting a task management strategy that doesn’t include the right tools is like creating a plan without considering how you’ll execute it. Start your journey to effective task management by picking the best task management software for your team.
Frequently Asked Questions
Q1. What are the benefits of a task management system?
Ans. Here are the overall benefits of task management:
Task management helps in organizing and prioritizing tasks effectively.
It provides a clear picture of the progress of tasks and helps to stay on track with deadlines.
Task management ensures that important tasks are not overlooked or forgotten.
It helps to reduce stress by breaking down large projects into smaller, manageable tasks.
Task management improves productivity by creating a structured approach to completing tasks.
It helps to optimize the use of time and resources by identifying and eliminating unnecessary tasks.
Task management improves communication and collaboration among team members by providing a centralized platform for tracking progress.
It helps to improve accountability by assigning tasks to specific individuals and tracking their progress.
Task management provides a sense of accomplishment by allowing individuals to see the progress they have made towards completing their goals.
Q2. How to manage tasks?
Ans. Organize tasks efficiently with these simple steps:
Pinpoint tasks that are urgent and important
Analyze complex tasks and break them down into simpler steps
Create reasonable deadlines for each task
Utilize digital tools or go old-school with a planner
Categorize tasks by personal, work, or other areas
Delegate duties when possible at home or at work
Stick to a routine for updating and reviewing your task list
Schedule time-blocks for different tasks throughout the day
Set boundaries to help minimize distractions
Review and adjust your workload regularly for maximum productivity
Overall, remote and hybrid work can offer many benefits for both employees and employers, including increased flexibility, productivity, and cost savings.
Author: Grace Lau – Director of Growth Content, Dialpad
Grace Lau is the Director of Growth Content at Dialpad, an AI-powered cloud communication platform for better and easier team collaboration with features like vanity numbers from Dialpad. She has over 10 years of experience in content writing and strategy. Currently, she is responsible for leading branded and editorial content strategies, partnering with SEO and Ops teams to build and nurture content. Grace has also written for other domains such as Trust.Zone and Packwire. Here is her LinkedIn.
As the holidays come to an end and the offices reopen for another term of big goals, crunching numbers, and a busy 9 to 5 routine, it is important to give the employees an energetic welcome. After the celebratory break, the employees often find the transition to work mode difficult. As administrators, we must make the employees feel at ease, energetic, and excited to be back. According to a study, 87% of HR departments prioritize employee retention. It is no secret that employee acquisition is considerably more expensive than employee retention. It can be tricky to find new ways to welcome back employees. In this blog, we will present you with quite a few compelling ideas to welcome back employees.
The reopening of offices after a long break can be a great opportunity for employees to start over and set new targets. Welcoming them back with positive energy can encourage them and increase their productivity.
An interesting activity is not only great for team building, but it also helps employees feel more motivated. Let’s check out ideas to welcome back employees that we have listed for you!
1. Host an Interactive Session
During the holidays, every employee plans some kind of activity to make their vacations interesting. Hosting an interactive session is an excellent way to induce communication among the employees and create a positive atmosphere.
You can organize a team meeting or an all-hands to discuss the plans and goals for the upcoming year. You can also host a year-end progress meeting with the employees to talk to them about milestones achieved during the whole term. This can help employees feel connected to the company’s mission and purpose. Display a Twitter wall and showcase the year’s agendas, activities, and other exciting achievements.
You can ask your employees to post on Twitter about their holiday learning and experiences with a specific hashtag, for example, #HolidayStories2023.
Twitter walls run in real time; so whenever an employee uploads a new story, it will automatically get displayed. It is a great way to host an interactive session and learn more about your employees.
2. Send Them Goodies
A little token of appreciation for your employees can make a big difference. The holiday season is all about giving. And according to a study, an average employee spends more time with their employees than with their families.
This makes it even more important to treat your employees with warmth and do a little extra for them to show them your appreciation.
You don’t have to go overboard with this. You can simply give them Welcome Back cards, office goodies like mugs, notepads, or gift cards.
It is important to be realistic while setting goals for your employees. The first few days back in the office might not be the most productive, but it is important to give them time to settle down and let them catch their pace gradually.
A great amount of credit for efficient teamwork in any organization goes to good team rapport. Without having a well-built team, you cannot work efficiently.
Letting the employees communicate with each other is a significant part of any work culture and a very common pattern at any organization.
After all, employees spend the maximum number of hours of their day at work. Let your employees socialize and interact with one another.
In the first few days after the year-end break, it is essential to stay flexible with the timings. During the holidays, employees pick up a different work schedule altogether. Some travel to different cities and countries while some spend time with their families and friends.
After the break, it is important to stay flexible with work hours and schedules. This allows the employees to feel free and not be weighed down by stringent work hours.
Show the team that you care by offering them a bit more flexibility in the first few weeks to help them adjust to returning to work.
5. Organize a Team-Building Event
A team-building event can be a great way to help employees reconnect and feel comfortable working together again. It could be something simple like a lunch or a happy hour or something more elaborate like a chat session.
You can also host an activity including social media by asking your employees to post about their most memorable moments from the holidays on Instagram with a particular hashtag.
You can then use a social media aggregation and display tool to create an Instagram wall and display it on a digital screen at work and encourage employees to talk about their holidays. Instagram wall functions in real time, so the content posted by your employees will be featured automatically on the screen.
Finally, the best way to make your employees productive again after the year-end break is to implement a compelling strategy. Employees are the greatest asset to any organization. Any plan working toward a motive that supports employee retention should be implemented immediately.
Every company’s revenue runs on customer relations, sales, and many other important factors that are not possible without efficient employees and good teamwork. As long as your employees are happy at work, you will see great results.
Frequently Asked Questions
Q1. How do you welcome employees back from annual leave?
Ans. Couple of ideas to welcome employees back from annual leave:
An event to catch up
Gifts and goodies
Impromptu socializing
A team-building activity
Float a few fun and casual surveys to lighten the mood
Q2. What is a good welcome message?
Ans. Any of these can be used as a good welcome message:
Hey there! Welcome to the team! We are thrilled to have you back!
Welcome to the team! We have a small present for you to show our appreciation. Hope you like it!
So excited to have you on the team! Looking forward to work with you.
Saurabh Sharma is a Digital Marketing Executive at Taggbox, a leading UGC platform. He has three years of experience in the Information Technology industry. He spends his time reading about new trends in Digital Marketing and the latest technologies.
Let’s talk collaborations. There is no doubt your Stranger Things lego is fantastic, but I mean collabs that boost your business growth — between your team members.
But there is a problem: traditional one-way learning doesn’t work, and managers’ advice isn’t in demand either. It is more comfortable for peers to ask other peers for help and learn from them accordingly. That’s what we call collaborative learning. Employees can discuss ideas without pressure. For an employee, it is a faster and more efficient alternative to traditional learning. But what can it bring your business?
In this article, we unpack the compelling benefits of peer learning and how your company can take advantage of it.
What is Peer-to-peer Learning?
You probably know tools like Google Docs, Discord, or Asana if you read this article. Each product engages users to collaborate on tasks and provides a list of relevant features to make it real: commenting, asking questions, giving feedback, etc. Collaborative learning mirrors this approach.
Collaborative or peer-to-peer learning is about connecting employees and sharing knowledge based on their experience and needs to cover skill gaps within a company.
Thus, instead of learning from an instructor, team lead, or manager, peers guide each other, discuss ideas, practice them, get 360-degree feedback, and reflect on what has been learned.
It would be easier for you to get collaborative learning (bottom-up) idea by comparing it with typical top-down corporate training:
But you definitely can’t go without a knowledge base, aka a single repository comprising the most important information all employees must know about your product and the company. It’s easy to publish, edit, and categorize articles/infographics/videos there and then share them with the team. If you are looking to create such a tool, take a glimpse at the review of knowledge base software conducted by Helpcrunch.
How peer-to-peer learning works:
Peer learning happens in a group or pairs.
The first case example is role-playing sales calls with a team and then discussing what is good and what could be better.
The second case is when an employee has a business problem like “I don’t know how to build a strategy for a strong social media presence.” And there is a more experienced teammate who provides mentorship on this question.
This way, individual knowledge transforms into a full-fledged reusable training course.
There are numerous advantages your business gets after collaborative learning implementation. In addition to both beneficial growths, it is people engagement, improved team performance, strong company culture, etc.
Let’s look at the best of them.
1. Save Budget
Peer learning is an excellent alternative to expensive courses, training programs, workshops, or instructors to upskill your team’s professional knowledge level. There is no need to spend money on that if the top trainers are already within your company.
By utilizing the existing skills in the company, you pay with your employees’ time only. That is almost free compared to traditional employee learning.
Moreover, the gained knowledge, skill, or experience loss is not possible. Implementing an employee-to-employee learning program creates an internal academy with a non-stop knowledge flow, boosting company expertise.
For example, you purchased your marketer Sarah an online course. With peer learning, there is no option that the gained experience can leave your company together with Sarah’s cup when she quits. Your investment will continue to work for your company in the face of teammates she trained.
2. Engage Team Experts in Knowledge Sharing
Hiring a senior-level expert can bring massive growth to your business. But there is a high chance of losing it when this person leaves your company.
Peer-to-peer learning allows you to accumulate that experience within your company.
But a perspective of the budget economy isn’t the best motivation for your staff to join this initiative. So to engage them to share the knowledge, you should explain that it is a win-win for everyone:
“Students” have an opportunity to practice new skills with experts in a comfortable way. They can stop, discuss everything together, and learn from mistakes by practicing the same task repeatedly. Eventually, employees grow in their roles and salary.
By coaching others, expert “teachers” polish their skills to make them perfect. In addition to a harmless ego boost, it is an excellent opportunity to refresh knowledge and see new professional aspects to grow.
To make the most out of this collaboration, send ameeting request email to all interested team members to help them plan their workload and time wisely. Moreover, knowledge and experience aren’t the only things employees transfer in such a collaboration. Probably without even noticing, they share company values as well.
3. Improve Company Culture
The best way to learn something is to practice it with those who are more experienced but still similar to us. Motivation and engagement skyrocket when we see a live example of what we’ll get at the end of the path. That’s why we absorb knowledge and work methods as quickly as the professional views of those who teach us.
Imagine, for instance, a company CEO implementing a new rule of customer support — “always explain the reasons.” But you can’t see how it influences your work, and follow it only when managers watch.
It is a different matter when your teammate details how this rule helped him convey ten angry clients who refused refunds and then helps you to practice this approach. After such training, the “always explain the reasons” rule becomes your best sales instrument, but not a management requirement.
The same thing goes for each of your company values.
4. Build Learning Retention
The best way to learn something is non-stop practice. But as always, routine tasks don’t cover all the knowledge you gained from a course or previous job. In such a scenario, after 7-30 days, you’ll forget a vast part of it. Hermann Ebbinghaus proved it.
Thus, even for the best of us, regress is inevitable.
To avoid forgetting at school, students work in pairs and teach others. The same works in the workplace: employees stick their knowledge in memory through regular teaching and training each other.
5. Onboard New Employees
Staying alone with a task and a list of guidance docs to read with no idea whom to chat with for explanation was my worst first day at a new job. Asking my manager wasn’t an option because I feared looking incompetent. So I got stuck.
Such a situation is common. It causes a massive lag in productivity for an employee as well as for a company.
The fix?
Collaborative learning! Create the best onboarding experience for office and remote employees by assigning mentors, for example. The onboarding goes faster and easier with a comfortable peer (not a manager) who shows newcomers the ropes and teaches through that first week.
Peer learning is about communication and understanding as well. After such a collaboration, each of your team members is on the same page about company goals and motivated to achieve them.
The high level of collective skill and synchronization of the team when its members can share tasks and support each other when needed bring you over fulfillment of the OKRs plan.
Summary
Peer learning is impossible without employees’ desire to join this initiative. So, it would be best if you spent some time delivering the benefits mentioned above to show how mentoring can be helpful to each of them.
Frequently Asked Questions
Q1. What do you mean by peer learning in the workplace?
Ans. In a workplace, peer learning refers to the method of learning where coworkers teach other coworkers. This is a good method that organizations can adopt to upskill employees.
Q2. What are the characteristics of peer learning?
Ans. Collaboration, communication, reflection, and self and peer assessment are the characteristics of peer learning.
Q3. What are the 3 important skills for collaboration?
Ans. The 3 important skills for collaboration are communication, respect for diversity, and trust.
This article is written by Julia Serdiuk.
Julia Serdiuk is an Outreach Specialist at HelpCrunch, an innovative platform to build relationships with customers. She is a bookworm and yoga enthusiast who appreciates life in its various manifestations.
More and more organizations are realizing that investing in employee wellness can have a big impact on their company. What might seem like an extra cost can not only cause team members to be more productive, but it can see them feel more invested in their company, more connected to their coworkers, and more fulfilled in their personal lives. While happy employees can be unproductive, providing resources to support employees is a great way to set your organization apart from other employers, and take charge of your workplace.
Promote Exercise
Encouraging employees to exercise is a fantastic way to support wellness. There are so many health benefits to both your physical and mental health by getting fit such as a strengthened immune system and reduced stress. This can lead to a more productive environment, asemployees who feel healthier and happier are more likely to get more done.
There are many ways to implement a fitness culture and encourage people to get moving. Some companies offer a fitness benefit, where they offer to reimburse employees for their purchases of home fitness equipment. Other ideas could be having a company-wide step challenge, workplace wellness programs, or providing a bike rack for employees to take advantage of biking to work. These kinds of benefits that aren’t a pay risecan change the perception of your workplace and keep employees feeling their best.
Needless to say, sitting at desks and staring at screens all day doesn’t feel the best for our eyes or our bodies. Unfortunately, working remotely or even a computer-based job in the office might mean looking at screens for your whole shift.
Eye strain can not only make you less productive while working, but it can also keep you from enjoying your hobbies outside of work. Promoting the 20-20-20 rule in your workplace can help to prevent eye fatigue, where for every 20 minutes of screen time, you look at something 20 feet away for 20 seconds.
Additionally, comprehensive vision benefits can have tools to help with eye strain. Making sure that different types of contacts in the market are covered can help employees make better health decisions for themselves. While some contacts might have the correct prescription, a different type might work better, so providing a vision plan that works for everyone is crucial.
Mandated PTO
Vacations are a vital stress management tool. Taking time to stop thinking about work andfocus on your personal lifeis incredibly important. Many companies provide generous or even unlimited paid time off but don’t see the rewards in the workplace and are confused. Creating a culture where employees feel comfortable taking their time off is essential for supporting wellness in the workplace.
One way is to give employees a certain amount of PTO and not let it roll over year-to-year, so employees will “use it or lose it!”, or provide unlimited vacation time and mandate that a certain amount of time be used. Mandating a minimum amount per year (and that a certain amount must be contiguous) can get employees to take the breaks they need and focus on their own wellness.
Remote (Option)
The pandemic forced many companies to go remote to promote their wellness so that they wouldn’t be exposed to COVID-19. However, coming through the other side, many companies are realizing that being hybrid or fully remote has other benefits to employee health.
Working from home has many ways to support your well-being. It gives back commute times, which can be spent working out, eating a healthy breakfast, or even extra time sleeping. All of these activities support your health. Moreover, being home instead of an office allows more freedom for employees to take charge of their physical health during the workday.
Champion Mental Health
Providing mental health benefits is becoming more popular for companies. In addition to traditional health benefits, mental health care is becoming a priority for younger job seekers. Supporting mental health should be a comprehensive plan that includes both benefits and positive cultural efforts to promote mentally healthy employees.
Mental health apps with guided meditation can be a great starting point for mental wellness. Additionally, providing an insurance business plan that covers therapy is a benefit that could set your company apart from those with more traditional health plans.
Defining a company culture isn’t always the easiest thing, but taking steps to make sure yours considers mental health is essential. Talking about burnout and overworking is a practice to adopt in manager 1-on-1 and even group meetings. Additionally, making sure employees know the resources they have access to helps them to be utilized to the fullest and promotes an environment that talks about mental health.
Provide Recognition
Recognizing your employees is essential for morale. By acknowledging success, you create a workplace culture where people feel valued. Not only does this encourage productivity and other workplace benefits, but it can also help promote a healthy mental state for your team members. Conversations around mental health rising (for good reason!) and working in a healthy environment where your contributions feel valuable are great for staving off burnout and motivating employees.
Reinvent Your Hours
Business leaders across the globe are testing out alternative structures to working nine to five. Ideas like a four-day workweek or a six-hour workday could lead to an increase in productivity from the traditional 40-hour workweek. While it may seem counterintuitive, this time spent not working might let people get more done, as they’re less burnt out, and have to focus their time more on work.
What works best for your workforce might be different from other companies. Taking a poll and talking to the people you work with could lend insight into what would be more supportive for your company. Moreover, giving them a say in this type of a decision, instead of telling them what’s best for them, can make them feel more invested in company operations and more motivated in their work.
While these benefits won’t affect all your employees, having systems in place to support team members who can have the hardest time finding work-life balance won’t go unnoticed. While the U.S. doesn’t have mandated parental leave policies, providing time off for new parents not only improves their wellness but can also break down workplace inequality, as families won’t have to choose between working or taking care of their children.
There are other benefits that can support parents, such as flexible working hours, in-office spaces for nursing mothers, onsite daycare, or even childcare stipends. Not only will these benefits make your workplace more attractive, but they also support the well-being of people who are already dealing with sleepless nights and all the challenges (and fun!) of being new parents.
Wrap-Up
Some companies will throw a few random benefits to their employees because they heard “Happy, taken care of employees are more productive.” While that is true, it takes a reductionist view on the approach to wellness in the workplace. The benefits your organization will gain by promoting employee wellness reach beyond just productivity. You’ll have a happier, more welcoming workplace for all employees, and your wellness might just improve, too!
Frequently Asked Questions
Q1. Why is wellness important in the workplace?
Ans. Wellness in the workplace is important, as it ensures that employees are healthier, happier, and more productive.
Q2. What are the 5 components of wellness?
Ans. The 5 components of wellness are: physical, emotional, spiritual, social, and intellectual.
Q3. What do you mean by employee wellness?
Ans. Employee wellness refers to the overall mental, the physical, emotional, and economic health of your employees. Employee wellness is important for them to be more efficient and productive at the work they do.
While giving negative feedback can be really hard for managers, it isn’t any easier for the employees to receive it and instantly be motivated to improve their performance.
A negative performance review can be tough to accept and may sometimes demotivate you, but it is important to bounce back and drive yourself to the next level of success. Knowing that you failed at your job can be upsetting; especially when you are more used to appreciation than criticism.
On paper, it is easy to see why rating-based performance reviews are popular. They are easy to do, quick, and fairly painless. Automated rating-based performance reviews further simplify the whole process.
Conducting a good performance evaluation is a skill, that you need to develop if you want to have the most productive employee evaluation sessions. If you ask the wrong questions, at best, your employee evaluations will waste time, and at worst, it could actively offend your employees and be interpreted as a personal attack; you don’t want either of these two things happening to you. If you are someone who struggles to ask good performance evaluation questions, don’t worry about it. We’ll guide you on how to write the best performance review questions to make your employee evaluation sessions effective.
Why do you need to ask better performance evaluation questions?
Asking better questions benefits both you and your employees. When you ask insightful questions that balance your employee’s positive and negative aspects, they become more motivated. If you fail to ask constructive and meaningful questions, your employees could experience demotivation and deteriorating workplace relationships.
When you ask the right questions, you frame the entire evaluation session in a productive manner. People react positively to constructive feedback because it encourages them to focus on improvement. Good questions bring out the best in your employees.
Asking specific questions allows you to delve deeply into your employee’s problems and understand how they develop. So, develop an effective and intelligent line of questioning to understand your employees’ challenges.
Naturally, the right way to work on your employee evaluation question skills is to think about what type of questions you need to ask.
How to Structure Performance Review Questions?
A good employee evaluation should be structured logically. You need to ask questions in a logical and rational flow that involves asking relevant questions one after another. For example, you could ask your employee about their performance regarding a specific task, and then follow up by asking whether there was any better way to do it, and then you could ask how that employee could improve their performance in that task.
In this article, we will discuss some tips on how to structure the review questions and also share some sample evaluation questions for employees to get the most out of them.
Tips To Structure Performance Review Questions
Use the following tips on structuring employee evaluation questions for the next review cycle.
1. Gauge Overall Performance
The best way to start an employee appraisal session is to gauge your employee’s overall performance. Doing so will provide you with a useful overall perspective of your employee. It will help you to delve into individual issues and performance aspects. Your goal at this step is to develop the most accurate overall perspective of the employee’s performance.
You can achieve this overall picture by asking relevant objective questions such as “What motivates you to do your job?”, or “Do you feel satisfied with your overall performance in your job?”. These questions help deepen your understanding of where your employees think they stand. Remember that your employees’ answers are just their perspective, so try to balance their perceptions with objective employee performance data.
One thing you don’t want to do is to ask vague or intimidating questions like “How would you rate your performance out of 10?”. These questions only add to your employee’s anxiety, and it would frame the session in a hostile way. This part of the session should conclude with you developing an accurate overall idea of your employee’s profile.
2. Employee Strengths
Research by Gallup highlights that employees who received feedback on their strengths had 14.9% lower turnover rates than those who received no feedback.
The second phase should be to focus on your employee’s strengths. The benefits of approaching things positively is that it uplifts your employee’s morale. Another benefit of starting positively is that it will make addressing their problems later on easier.
In this stage, ask your employee performance evaluation questions like “What personal strengths do you think help you the most with your job?”, or “What do you feel makes you a good employee?”. When you phrase questions positively, your employees will also see them in a better light. You will come across as a caring and concerned manager. These questions also offer your employees the opportunity to share their opinions or concerns with you.
One of your goals is to better understand the mindset of your employees in terms of their strengths. What you want is to really pinpoint exactly those things that your employees believe they do best and evaluate how accurate their assessments of their own skills are. This part of the session should conclude with you being able to list perceived strengths and abilities of your employees. Remember to also balance the information your employee gives you with objective employee performance data for a more objective overall analysis.
3. Identifying Areas of Improvement
Once you’ve figured out what your employees feel they do best, it’s time to focus on what they do worst. Every employee, no matter how skilled or experienced, will always have areas that need improvement. Sometimes, your employees will recognize it, but other times, you’ll have to guide them.
Start this segment by asking your employees about their opinion on their weakest areas, but don’t phrase the questions in a hostile manner. Ask something like “What do you want to focus on improving the most?”. Avoid asking anything like “What’s your biggest problem?”. Phrasing your question in a positive way makes it easiest to discuss your employee’s problems, which is a naturally controversial topic.
It’s important to handle this session with the utmost care because employees can very easily interpret questions about their problems as being hostile. No one enjoys receiving value judgments about themselves, so it’s important to provide that information carefully. You do not want your employees to feel insecure.
When done properly, your employees will walk away from the improvement section with a renewed sense of purpose and increased determination.
Once you and your employee have understood your employee’s problems and strengths, it’s time to focus on your employee’s current role. For this section, your goal is to develop a concrete perception of your employee’s tasks and clarify anything they don’t misunderstand.
The relevant employee evaluation questions you need to ask are “ What is your number one goal in your current position?”, and “What tasks do you enjoy completing the most?”. These questions will clarify your employees’ understanding of their position. During this part of the session, you should be especially diligent to note down any specific misconceptions that your employees have.
You should then focus on correcting those misconceptions. Employees need to understand what their purpose is in the organization. By offering this clarification, not only will your employees do their jobs better, it’ll also improve morale by hinting about future advancements. This section will have been successful if it concludes with both you and your employee having a shared definition of their role in the company.
5. Providing Future Outlook
After giving your employee’s a better understanding of their position today, it’s time to raise their expectations by giving them a glimpse of tomorrow. In this section of the performance review, it’s time to demystify your employee’s future in your company, what they can and can’t achieve, as well what skills they need to do it.
Ask performance evaluation questions like “What position do you want to achieve in the future?”, and “What are your most important goals for the next quarter?”. These questions will allow you to gauge your employee’s level of future planning and assist them in working towards those goals. Your priority when asking these questions is to fully understand what your employees want in the future and to guide them on how they can get it.
After your employees answer your questions, you need to steer the conversation in terms of what they could realistically achieve in a given timeframe, and how. You need to inform them of all the skills, experiences, and achievements they need to fulfill their ambitions. Doing so will motivate your employees because they’ll have a better perspective on what to do. The goal of this session is to give an optimistic picture to your employees about their future.
6. Manager-Employee Relationship
Now that you know what your employees think about themselves, what their goals are, and you’ve given them guidance on how to achieve those goals, it’s time to focus on their relationship with you. An employee could be the most ambitious and talented individual in the world, but if they view their direct superior, you, as a roadblock to their ambitions, your workplace relationship will deteriorate. The goal of this portion of the session is to investigate your employee’s opinion of you and give them hope their concerns will be addressed.
You need to ask performance appraisal questions like “What can I do to make work better for you?” and “How do you feel about working under my leadership?”. These questions will provide your employees with the freedom of expression to convey their concerns to you in a calm and rational manner.
The most important part of this process is to not force your employees to reveal information they don’t want to. Instead, your employees should feel that this is a friendly invitation to offer constructive criticism to correct any management problems they face. You need to reassure your employee that their concerns will be addressed. You’ll know you’re successful if your employee walks away from this section feeling their problems are about to be fixed.
Questions to ask in Performance Reviews (Sample)
Performance Review Questions: Overall Performance
What all accomplishments are you proud of in this year?
State some of the factors that motivated you to achieve your goals.
What all goals were to able to achieve?
What goals did you fall short of?
What all factors kept you going to achieve your goals?
What work setup do you think is the most productive for you?
Performance Review Questions: Employee Strengths
What personal and professional skills do you think are important for you to achieve your goals?
What job competencies do you possess?
What kind of job role defines you?
What are some specific tasks or projects where you feel you excel?
What do you believe are your top three strengths as an employee?
Can you give an example of how you have used your creativity or problem-solving skills to benefit the organization?
Performance Review Questions: Improvement Areas
What according to you are your areas of improvement?
Are there any deliverables in which you could have done better?
What are your focus areas for the next quarter?
How can the management support you in doing better in your job?
erformance Review Questions: Current Role
Are there any parts of your current job role that you do not like?
What responsibilities do you like in your current role?
How does your role add value to the organization?
Performance Review Questions: Future Outlook
What does your ideal future profile look like?
What personal skills do you plan to build for the next 3 to 4 quarters?
Do you think you have the right resources to build your desired future profile?
What role would you like to take in the next 2 to 3 years?
What are your long-term career goals and how do you see your current role fitting into those goals?
How do you see your skills or job responsibilities evolving in the next year?
How do you envision your role and responsibilities changing in the next year, and what do you see as potential challenges or opportunities?
The performance review session concludes after the previous set of employee evaluation questions. You’ll know that the performance review session was a success if, after completion, your employees have a better understanding of their position, their strengths, weaknesses, ambitions, limitations, and problems. The session should provide your employees with a renewed sense of purpose and motivation, invigorating them to work better the next quarter. As long as your questions are direct, objective, clear, and insightful, meaning you ask the best performance review questions, your session will be a great success.
Mobile learning has revolutionized employee training. It brought in more streamlined and valuable lessons.
Employers found it difficult to provide training to employees. Sure, a fraction of the problem may be on the employees — they may be hard to handle — but a big part of the problem might be ineffective training methods.
If you provide limited resources and zero exposure to reskilling or upskilling opportunities, your employees may be struggling. Consequently, you could see a dramatic decrease in engagement, memory retention rates, productivity levels, and more.
Want to improve things?
Explore mobile learning and mobile learning ideas. In this article, we’ll cover the best ways to create a mobile-based learning environment that will improve employee performance.
Use a Mobile Learning Platform
A mobile learning platform is any tool that gives learners access to educational resources from mobile devices, offering incomparable convenience. Through mobile learning, employees can access your training portal whenever and wherever.
Like any LMS or Learning Management System, a mobile learning platform also enhances learning.
Here are tips on making the most of using a mobile learning platform:
Make it effortless to get started – Design an easy-to-use learning portal. If your employees feel mentally challenged when they use it for the first time, they’re less likely to attend the training sessions.
Choose a platform with LMS features – Use platforms like Engagedly to invest in employee development. The tool’s LMS features allow you to track learning and import reporting and analytics. And because it’s mobile-enabled, you can use it to conveniently access your training goals and OKRs or Objectives and Key Results.
Create section breaks – Design your training system in a digestible format. And if possible, include media that will aid learning. For example, feature visual information or infographics every five chapters.
Provide Easily Accessible and Engaging Learning Modules
Distribute training materials your employees can pick up from the get-go — it’s one of the most successful learning and development strategies. Not only does it allow them to apply lessons in real life, but it also accelerates their professional growth and development.
Also, leverage this fact: engaging modules are synonymous with microlearning (learning in small units and short-term learning activities). Almost everyone can learn fast if engaged with easy-to-understand modules.
Here are the best practices for creating modules:
Use images and video training apps – Appeal to your employees visually. And address the fact that attention spans are getting shorter as time goes on. Your employees will have higher chances of understanding lessons if you feature entertainment and immersive experiences.
Ask questions to employees– Talk to them individually to determine their learning goals. Ask them for suggestions, too. Then, use their answers as the basis for creating a learning system and ensure that this system resonates with their needs and wants.
Apply spaced repetition – Create quizzes and deliver them at regular intervals. Then, incorporate the lessons from one chapter into the following chapters. The idea is to help them retain core knowledge and boost long-term memory skills.
Gamify Learning
Gamification is when you apply point scoring, competitions, and other typical elements of a gaming environment to learning. Gamifying the workplace allows you to create a fun working environment where everybody thrives and pushes each other to the limit.
Engagedly has extraordinary gamification features. It features a system logo, custom badges, intuitive scoring, and a gift card catalog. These are real-time features, too.
Here are the best practices of gamification:
Set up a leaderboard system – Present a visual representation of competition and allow social comparison. It lets employees monitor their progress concerning other players. It also encourages them to unleash their competitive spirits and strive to do better.
Award badges to high-performing employees – Give credit where credit is due and congratulate employees every time they perform well. Receiving badges motivates them to continue with their laudable performance. It also inspires their fellows to do great work.
Use storytelling – Give employees a reason to interact with your content. Start by creating relevant and engaging context, then flesh out storylines, ideas, and conversations. If you want to entice them some more, embed relatable stories into the context.
Launch a Mentorship Program
In a mentorship program, you pair senior employees with junior employees. In this arrangement, juniors can ask questions and get advice from their more seasoned peers. They can gather information about their tasks and responsibilities, and maybe hear some words of wisdom.
A mentorship program complements mobile learning. Instead of leaving employees to take in learning from their mobile devices, they get in-person advice from the people with experience — the seniors who already know how to do what’s being taught in the educational videos and other things that an LMS cannot teach.
Here are ways to launch an effective mentorship program:
Attract participants – Introduce the mentorship program and emphasize its benefits. Then, encourage employees to join of their own volition. Instead of making the mentorship program mandatory, make it available to those who want to join.
Guide mentors and mentees – Create a straightforward plan to direct the mentors and mentees toward your training system’s goals. This will prevent them from losing focus and motivation, improving the odds that they will thrive.
Choose tools with a mentoring platform feature – Engagedly’s The Enable Development Pillar offers a mentoring platform feature. It includes employee surveys, recognition and rewards, and effortless remote work collaboration. As a result, employee communication and collaboration are more effective.
Peer-to-peer (P2P) learning is a common strategy for teaching at-risk students and in the business world, P2P learning happens when one employee teaches another employee. Its benefits include improved interpersonal and communication skills, enhanced openness, and versatility.
In a way, you can say it’s like a mentorship program. But, P2P learning differs because it offers a less intimidating atmosphere. It’s where employees can learn together as equals, in a less formal setting. And it could be a better way to understand the topics discussed in mobile learning.
Here are the ways to encourage P2P learning:
Sharpen tutoring skills – Tell employees about non-directive and directive tutoring. Inform them of the best teaching strategies in specific circumstances. For example, they need to discern when is the right time to fill in knowledge gaps from the right time to correct another employee.
Encourage peer feedback – Make it a two-way system. Employees can learn better if they know how to give feedback and take feedback.
Teach RPT – Stick to RPT or Reciprocal Peer Tutoring rules and pair mixed-ability employees. For instance, let junior students team up with senior employees. Then, let them take turns being the tutor and tutee.
Conclusion
Make a regular habit out of training your employees. Conduct a training program at least every year. Then, you can apply the ideas mentioned above as you incorporate the latest training strategies.
Especially if you want them to stay with you for the long haul, give them the confidence of knowing they can count on your support.
If they know they can depend on you to help them, you can count on them to perform their best.
Frequently Asked Questions
Q1. What is mobile learning?
Ans. Mobile learning or M-learning is a method of learning using personal mobile devices such as mobiles and laptops. This method has been gaining much popularity in recent times as students can access learning materials anywhere and at any time on any mobile device.
Q2. What are some examples of mobile learning apps?
Ans. Some examples of mobile learning apps are:
Udemy
Quizlet
Duolingo
SoloLearn
TED-ed
Q3. What are the advantages and disadvantages of mobile learning?
Ans. Some of the advantages of mobile learning include:
Cost-effective
Higher efficiency
Engaging
Easily accessible
Improves employee retention
Some of the disadvantages of this learning method include:
Lack of mobile technology or internet connection
Distraction from work due to the use of mobile devices
This article is written by Christopher Jan Benitez.
Christopher Jan Benitez is a freelance writer for hire who specializes in the digital marketing field. His work has been published on SEO and affiliate marketing-specific niches like Monitor Backlinks, Niche Pursuits, Nichehacks, Web Hosting Secret Revealed, and others.
Undoubtedly, a business’s success depends upon employee engagement and performance. The latest employee engagement stats reveal that 18% of “very engaged” employees remain with their current employers for extended periods.
But the question is, how can you engage employees? Importantly, how can you engage employees from afar in remote or hybrid workplaces?
Well, the answer is inclusive leadership. It is a collaborative and problem-solving leadership style that focuses on individual employees’ needs.
Wondering how inclusive leadership can boost employee engagement and performance? Then, walk through this guide to learn about inclusive leadership and how to use it to engage your employees.
What is Inclusive Leadership?
Inclusive leadership is a progressive leadership style in which leaders coordinate and communicate with their team members to make decisions and solve business problems. Inclusive leaders use their entire team’s knowledge and experience to make decisions for their business. These leaders are confident and competent, but they are not egoistic.
When leaders include their team in the decision-making process, it helps to improve engagement and retention rates in the organization. Employees will feel like their opinions matter to their leaders. This will motivate them to provide better suggestions and ideas to gain their leaders’ respect.
An inclusive leader is someone who has the following traits:
Humble and Modest. Inclusive leaders are modest human beings. No matter how skilled or knowledgeable they are, they never abuse or show off their achievements. On the contrary, they are always interested in other people’s opinions and take suggestions from everyone on the team.
Good Communicators. These leaders are masters of receiving and giving feedback. They provide real-time feedback to their team members and use dual communication channels to always stay in touch with their team.
Adaptive and Innovative. Inclusive leaders use innovative and technical solutions to improve employee engagement and performance. For example, they use 360-degree feedback tools to conduct employee engagement surveys to create a positive company culture.
Result-driven. Inclusive leaders are focused on company goals. They don’t hesitate to take risks or go beyond their limits to achieve desired results. They are dedicated and focused on bringing maximum value to their organization.
Inclusive leadership is not an option for modern business organizations. However, it is an essential employee engagement tool to bring efficiency and high performance to your team. According to a Deloitte report:
17% of teams with inclusive leadership are high performing
20% stated they make more effective decisions
29% reported collaborative behavior
10% seen reduction in absenteeism due to inclusiveness
Excited to execute an inclusive leadership style in your company? If so, follow these steps to implement inclusive leadership that helps to boost employee engagement and performance:
1. Innovative work approach
Inclusive leaders thrive on innovation. They don’t hesitate to use new technologies or creative methods to interact with their team members.
These leaders are always looking for an opportunity to build an honest and trustworthy relationship with their team members.
Therefore, inclusive leaders use different approaches to create a transparent employee engagement environment, like:
Reward and recognition. Leaders create an environment where employees can thrive. They set up a reward and recognition policy to acknowledge the hard work of their team members. This helps to motivate team members to work even harder to achieve company goals.
Learning and development. Inclusive leaders work to improve their employees’ skills and performance. They provide learning and development opportunities for their team. In fact, they give employees time to learn new skills and attend workshops.
Use automation. Innovative leaders are ready to automate their operations. They use advanced technology to track employees’ performance and efficiency to provide them with real-time statistics and feedback.
2. Brings diversity to the leadership
Employees who feel more connected with senior leadership will show more productivity and efficiency. Therefore, to set up inclusive leadership, you should bring diversity to your leadership style.
You need to appoint a relatable leader. Employees will likely feel more positive about a leader with whom they share something. It could be gender, caste, or disability. Employees who relate to leaders will accept them faster and follow their instructions better.
Therefore, the best strategy to appoint an inclusive leader is within your team. You should practice a democratic election and elect a leader from your team members.
The best thing about this practice is that a leader is already familiar with team members and their character. This way, leaders can better develop relationships with them and understand their viewpoints.
3. Focus on individual employee’s needs
Every employee is different. The aspirations and needs of individual employees are unique. As per recent statistics:
70% of Americans prefer company culture and employee benefits more than salaries.
College degree holders looking for a positive company culture to apply for a new job.
Therefore, inclusive leaders have to understand individual employees’ requirements to build a progressive work environment. They can use employee engagement surveys to understand the needs of individual employees.
In addition, when leaders interact with employees, it builds relationships and trust among them. Employees can better convey their issues when they have the opportunity to interact face-to-face with leaders.
4. Build trust among team members
Apart from earning team members’ trust, inclusive leaders must improve coordination and trust among all team members. If your team is not aligned, it is impossible to include them all in the decision-making process.
Therefore, inclusive leaders have to practice trust-building activities in the organization. You should use virtual trust-building exercises to establish a collaborative work environment even if your team works remotely.
Here are some ideas to build trust among your team members:
Offer networking opportunities for team members to share their capabilities.
Celebrate and highlight employees’ success.
Accept when you are wrong.
Listen to every team member.
Host informal events like games day, weekend get-togethers, team vacations, etc.
5. Open communication
Communication is the backbone of an inclusive leadership style. Leaders need a dual communication structure where they can receive real-time feedback from team members and reciprocate it to them.
Here, employers have to work on building an open communication channel through different mediums. They should provide different forms, surveys, and centralized communication software to their team members. Or they can also use an employee handbook as it is an effective means of communication and delivering values. This way, leaders can reach out to their team members faster or vice versa.
6. Rise above the competition
Inclusive leaders should eliminate the competition prevailing within their teams. They should create a collaborative and coordinated environment where team members don’t feel jealous when their subordinates succeed. In fact, they help their team members work efficiently.
Inclusive leaders can work on all the negative feelings and team conflicts seriously. They must resolve team issues quickly so that a positive and evolving environment can be established in the workplace.
How to Build Inclusive Leadership in Your Workplace?
Now that you know inclusive leadership is helpful in boosting employee engagement and performance, the next step is to understand how to build inclusive leadership in your workplace. It is not hard to set up an inclusive leadership style. Just follow these steps to do so:
Streamline hiring process
It is always better to start from the beginning. Thus, you should streamline your hiring process and only hire employees with the qualities of inclusive leaders. This way, when choosing a leader, you can easily find great candidates in your team.
Create an employees development plan
Apart from hiring competent employees to become inclusive leaders, you can create an employee development plan to nurture inclusive leaders. If you have potential leaders in your team, work on improving their skills and leadership traits to prepare them to take on leadership roles in the future.
Have a proper plan
Every organization must have a well-structured plan for inclusive leaders. You can create a document that includes the responsibilities and duties of an inclusive leader. This way, employees can know what to expect from their leaders. Similarly, leaders can prepare themselves to follow all responsibilities.
Effective communication structure
Automation is the best way to set up an effective communication structure in your workplace. You can get centralized software that allows you to streamline the communication flow between team members and leaders.
Identify your unconscious bias
Human judgment is often clouded by personal interest, religious factors, or favoritism. Therefore, leaders must work on themselves and identify when their unconscious biases influence their leadership. Then, they can consult their senior management when their personal interests come before their honest leadership practice.
Use 360-degree feedback surveys
A 360 manager review is a valuable way to gather employee feedback on how your leaders are doing. Constructive feedback will help your leaders with both their personal and professional development. Allowing employees to give their leaders feedback through 360-degree feedback surveys is a great way to improve the overall leadership in the organization.
Inclusive leadership is what modern hybrid workplaces require. It is essential to build a transparent work environment, engage employees, and motivate them to work harder.
Inclusive leadership is based on clear communication and a plan of action. Therefore, if you want to implement an inclusive leadership style in your organization, work on developing inclusive traits among your employees.
In the workplace, goals are crucial for success. Goals keep you on the course during rough times and help you stay focused on issues that matter. Goals provide employers the benefits of helping employees stay on course, aligning employee goals with organizational goals, etc. The very process of goal-setting can be further enhanced by using goal-setting software for your business needs.
The level of creativity and innovation among employees is often proportional to the size of your workspace. Your workspace affects engagement, innovation, and productivity. Employees need to build connections in the workspace, a factor that can drive or dash their motivation to work. When employees collaborate in a workspace, employers get a good return on their financial investment. This hints that employers should invest in providing a good workspace that supports collaboration. Employees who engage each other within their workspace tend to achieve better results than others who have a disconnect in their work environment. As an entrepreneur, you can build innovative offices to improve employee collaboration using the steps discussed below.
1. Build openness and transparency within your team
You need to lead with your vision when you want your team to be committed to collaboration in your organization. Do not give out confidential information, but giving a vision will help your teammates develop loyalty and productivity. Talk to them about the challenges and possible issues, and share your team incentives to brainstorm possible solutions. If your staff is familiar with the company’s strategic objectives, then your team can work together to achieve a yearly profit. One option is running innovation challenges and asking your team for their best ideas to solve the company’s issues in the game plan.
2. Enjoy collaboration across different departments
Judgment-free workplace culture will encourage ideas, discussions, and solutions. Fear of rejection or judgment will discourage participation among your team members and deprive the organization of unique solutions in the minds of your talented team members. Be informed. Commit to having management not use intimidation as a tool in running their departments. It will clog the idea funnel. Avoid too many guides so that you do not stifle innovation and creativity. Be about creative freedom; this gets your team laughing, having fun, and creating solutions. This makes every day different and fun.
Offices in Los Angeles provide the proper infrastructure to guarantee that your teammates get the best places to collaborate and improve team bonding. Organizing monthly outings for your departments and staff will also help staff members become better team players and improve productivity. Office spaces in Los Angeles are marked by affordability for outright purchase or rent and are designed to be suitable for business. Some come with game rooms, free snacks, and weekly happy hours. The fantastic architecture will do wonders for morale. What better way to build up collaboration between team members!
4. Get appropriate leadership
Proper leadership is the crux of building a team of employees collaborating for growth. Having an open-door policy and maintaining communication between management is fluid and is a game-changer. Teach your team to practice synergy and let everyone know that collaboration is a priority. To do this, you have to show, not tell. Work directly with them. Create a system in which everyone has to complete their tasks for any project due for completion. As much as they follow a chain of command, ensure that your office is also open for anyone who wants to discuss. Work on consistent visibility between directors, managers, and employees. This will skyrocket creativity and productivity in your organization. The best leaders use every resource available to help achieve their organization’s goals.
5. Use the right technology, engender positivity, and be free with benefits
To have an interconnected workplace, you must procure the right technology. This helps the employees do their jobs. This is a good investment in teamwork and innovation. Give appropriate results when teams are creating excellent results. If your team hits a goal, reward them with something valuable to them. Reward individuals to encourage continuous collaboration and get feedback from your team. Use constructive criticism; this will help your team improve. Encourage peer-to-peer conversations so that you are not bogged down responding to everyone. This also encourages more collaboration.
Conclusion
It is not surprising that the new generation of workers loves collaborative spaces. Collaborative spaces create a creative culture – an essential tool many companies miss. Productivity is a bar that can be raised when you make intentional efforts to increase employee collaboration. The steps in this article will help you restructure your office and create a healthy environment for your workers to collaborate.
Want to know how Engagedly can help you improve employee collaboration? Book a live demo with us.
Daisy is an industrial and organizational psychologist who researches to identify solutions to problems that improve the well-being and performance of organizations and their employees. Daisy is also a freelance writer and often writes articles for credible blogs.
The success of your business partners has a great impact on the success of your own business. And contrary to what you may think, their performance is well within your control. Learn what performance management can do and then apply the knowledge to your own business through these tricks for successful partner management.
The importance of successful performance management
There’s a reason performance management has become an integral part of business. It involves setting goals, gathering data and analyzing that data to improve future performance. And with that kind of effort, the potential for success is much greater than it is otherwise.
In fact, businesses with successful performance management systems routinely outperform their competitors. According to Betterworks, companies that have implemented changes in the way they provide performance feedback have a 24 percent higher success rate than those that stick to traditional models.
But of course, not every performance management system is either cost-effective or viable. A study conducted by Gartner shows us exactly how easy it can be to make the wrong moves. For example, the average time managers spend on work related to performance management is 210 hours a year.
So how do you develop a performance management system that will help you make the most out of your partnerships?
There are a few tricks you can employ to make sure your performance management system is the one that will bring you the best possible results.
Performance management can start even before you partner with another business. After all, one of the major elements of success, in any field of work, is being able to plan ahead. So instead of focusing on your existing partners, why not increase your chances of success by making sure you only choose the partners that are a great fit for your business?
How do you do that? You gather all the necessary information on the prospective partner and you ask yourself a few questions regarding your potential partnership. A business that would be a great fit for you will:
Share your business’ target audience
Be okay with your terms and processes
Boast a stable business model
Be technically equipped to deliver results
Share your business’ values
Maybe it’s not necessary for the potential partner to check all the boxes, but it’s a great thing to strive for. And the more boxes they check, the more successful your collaboration will be and the less work you’ll have managing their performance.
Offering incentives & training programs
When you think about performance management, the first thing that comes to mind are yearly reviews. The employee or the partner has already done the work and now it’s time for you to evaluate it. But you don’t need to limit yourself to a purely reactionary way of doing things when there are plenty of actions you can take as well.
Of course, here we’re talking about incentive programs. These make for an excellent way to steer your partners into the right direction even before they’ve done anything. Instead of waiting a year to tell them they should be achieving better results, incentivize them to excel right from the start.
But a quality incentive program will do you no good if your partners aren’t trained to meet your requirements. Luckily, there are partner training programs that allow you to onboard and train all your partners in a way that’s highly efficient and even lowers your operational costs. Using this type of software is yet another way to be proactive about your performance management.
Constantly checking the progress
To make the most out of your performance management system, you need to come to terms with the fact that conducting yearly reviews simply doesn’t work. It’s an outdated system that many Forbes 500 companies have stopped using.
What should you do instead? When developing your performance management system, you should aim for implementing continuous performance evaluation. The exact process will, of course, depend on your business. But to give a few examples, this could mean anything from evaluating performance whenever necessary or possible, to measure it at the end of every individual project or campaign.
Why does this make for a better approach? It’s in line with the latest advances in the way project management, in general, is done. We’re talking about the so-called agile methodology, which has proven itself a lot more efficient than traditional project management. It’s been argued that this is simply because this methodology is aimed at breaking processes up into shorter phases and getting feedback as soon as they’re complete. As a result, there are fewer deviations from the end goal.
Of course, checking the progress your partners are making can only result in true success if you keep them in the loop. So if you want your performance management system to work, you need to be able to explain it to your partners, and informing them about it should be part of your process.
To be able to explain your evaluation process, it needs to be structured. You need to know what events trigger evaluation, how the process is done and which members of your team are responsible for it. But what’s more important than anything, you need to be able to explain to your partners exactly what they need to do to pass the process with flying colors.
This is where the concept of SMART goals can prove extremely helpful. SMART goals is an acronym that stands for goals that are:
Specific
Measurable
Achievable
Relevant
Timely
And if the expectations you set for your partners check all the above boxes, there will be no uncertainties as to what they need to do to achieve a successful collaboration with you.
Consistent feedback and rewards
If you want your partners to perform as you need them to, it’s important to keep them engaged. One aspect of this is providing regular and consistent feedback. The other aspect is to reward them whenever they do something right. After all, a partner that doesn’t feel like they’re out of the loop and one that feels appreciated will almost surely become a valuable asset to your company.
Conclusion
There’s a lot of good that a quality performance management can do for your business. From choosing your partners wisely to keeping them constantly engaged, a smart, structured, and transparent system brings you closer to making the most out of your partnerships.
Want to know how Engagedly can help enhance your organization’s performance management? Fix a quick demo with our experts.
Lianna Arakelyan is a content writer at Kademi.co, with a knack for B2B programs, such as channel incentive programs, partner training and onboarding programs and not only. She is extreme in her work, with a deep goal of always being updated on online and offline marketing and technology news of the world.
Although talent analytics has existed for several years and top management realizes its potential, only a few firms have completely adopted the approach. According to a study by Deloitte, only 4% of businesses have predictive talent analytics capabilities, 14% have some type of talent analytics program in place, and 60% of businesses intend to develop a talent analytics strategy.
To implement a talent analytics strategy, what is required for an organization is a complete understanding of talent analytics and the means through which the data can be put to productive use.
To help you get started, we will explain what Talent Analytics is, what sorth2 of data you should gather, and the advantages of using talent analytics data.
Talent analytics provide insight into both the prospective applicant pool and your existing employees.With a talent analytics platform, you can form credentialed strategies concerning the recruitment process; identify prospective candidates whose skills can boost your company’s productivity, and conduct assessments of existing team members to ascertain their skill gaps.
Historically, talent analytics has been around for quite some time and goes by a few different names, including:
Human resource analytics
Workforce analytics
Human capital analytics
People analytics
Why is Talent Analytics Important?
By using talent analytics data analysis, you will get insights into employee-related issues like performance assessment, hiring, teamwork, and leadership.
Based on the data obtained, you can build a plan for identifying top performers at your company; get an understanding of employees’ work satisfaction levels, and develop employee retention strategies.These insights can help to understand the capabilities of current and prospective employees, as well as their shortcomings and how to improve them.
What Type of Data do You Require for Talent Analytics?
For analytics to be useful and assist recruiters in making smarter recruiting choices, talent acquisition teams must know what kind of talent data they should gather. Below are the four types of data you need for talent analytics:
Data from job portals
Tracking data from job websites will provide you with more insight into the performance of your advertisements. You will get a deeper understanding of how many people are applying for a job; which positions attract the most applications, and what types of devices do candidates use to apply for jobs?
Data from social media
Social media is an excellent tool to engage with younger prospects, but you must monitor data to see whether your recruiting plan is successful. For instance: Which social media outlets have the most impact? Which social networking platform produces the most qualified candidates? How many candidates are generated by each channel? What is your cost per acquisition?
Data related to CRM (Candidate Relationship Management)
CRM data may assist you to monitor different forms of data associated with candidate applications, such as application abandonment rate and the number of prospects in your pipeline and talent pools. It would also offer information on how long candidates spend on each step of the application process; the time to hire; hiring cost; the referral rate, etc.
Recruitment analytics data
Recruitment analytics will assist you to gather data that offers you knowledge of:
Hiring insights: Why prospects drop off, and which aspects of the process need adjustments.
Operational insights: Determine the efficiency of your recruiting process and pinpoint any bottlenecks.
Personality insights: What sorts of applicants apply for your available positions, and how do they stand when compared to your top performers?
Candidate experience insights: Are candidates with higher experience willing to apply for the job?
Examining the advantages of talent acquisition analytics
Utilizing data analytics in your talent acquisition approach has a multitude of significant advantages. Here are the four most important advantages of talent acquisition analytics:
Once you have targeted the exact talents and traits you are looking for in a candidate, you can utilize data to determine where would you get in touch with such applicants (certain social media sites may assist you with this). You can then publish your job advertising according to the requirements. You may even tailor the wording of the ad or job description to match the personality of the applicants you’re seeking.
2. Eliminate prejudice
Data does not care about an applicant’s age, gender, or color; but, on the other hand, humans may make some biased decisions, based on these characteristics.
Based on the existing knowledge associated with social events, attitudes, cultures, stereotypes, and emotional responses, our brains may develop unconscious biases. Using facts and statistics as a basis for your judgment can prevent prejudice in recruiting.
3. Predict applicant success
Organizations may utilize analytics to forecast the future performance of job applicants.
Using talent analytics, businesses may determine the characteristics of a competent employee and create a candidate profile to match it. Thus, while making hiring decisions, they might seek comparable qualities, education, and experience.
4. Customize employee benefits
Talent analytics helps you to make smart decisions based on a candidate’s personality and preferences.
The overall aim would be to turn employees productive and efficient. For instance, you may encourage outstanding prospects to join your team by aligning perks to their specific beliefs, personality, and habits.
Another instance would be that a job applicant with an introverted personality who may prefer a calm place to work may welcome the possibility to work from home once a week. Not only will this appeal to the prospect, but it will also help optimize their potential as an employee and boost employee happiness.
While managing the recruiting process, talent analytics goes beyond ordinary data by providing information on various sources, such as hires, onboarding, retention, cost, and even candidate relationship management (CRM).
For a speedy, effective, and fair recruiting process, you must give equal significance to the types of data you should gather. Different types of data from a wide variety of sources are crucial to a recruiting team because it allows them to begin crafting a recruitment plan that delves further into when, where, and how they should invest their efforts in filling vacancies with the finest available individuals.
Want to know how you can recruit and retain top talent in an era of The Great Resignation? Book a live demo with us.
There’s a new kind of performance management on the block: “social performance management.”
Successful performance management requires effective goal-setting, team collaboration, recognition, engagement, and frequent feedback. Traditional performance management systems miss out on these drivers, which can lead to low morale among employees, and thereby poor organizational performance.
Most companies have realized that their performance management (PM) systems don’t really work anymore. And they are increasingly looking at new ways of measuring an employee’s performance. One of those ways is social performance management.
The challenges of the recent shift to a hybrid work setup have aggravated the need to adopt a modern and more collaborative social performance management system (SPM). Such a system can fulfill the needs of advanced performance tracking as well as the social commerce needs of employees.
Seeing the numerous benefits, many organizations are now switching from traditional annual performance review systems to continuous and social performance management tools.
In this article, we will explore the intricacies of a social performance management system and some of its important features.
What is Social Performance Management?
Social performance management or SPM is a spin on traditional social media. On traditional social media, you are able to convey information quickly and also receive a response quickly. You can talk to literally anybody, create interest groups and also state opinions.
A system which is geared towards or created with SPM in mind allows employees to do the same thing. The only thing that changes is the context in which they do it. In SPM systems, employees can share opinions, thoughts, ideas with everyone in an organization. There’s no hierarchy that separates employees and managers and leaders. They can request for feedback and also receive feedback, in real-time. Managers or employees do not need to wait till the year ends before asking for or giving feedback.
And here is the best part of an SPM system. Its users can be anywhere and still communicate with one and other successfully. Employees in different corners of the world can interact with each other as if they were facing each across a desk.
Organizations are slowly but surely adopting SPM systems because they have realized that the very concept of PM is outdated. Some of the organizations which have adopted SPM systems are HubSpot, Mozilla, Hootsuite, etc.
Engagedly – Performance Management Redefined
Engagedly’s main goal is to drive employee engagement. And you cannot drive employee engagement if your PM system gives neither employees nor managers any say in the process. Here’s how Engagedly’s SPM system can help with feedback, peer recognition, and communication.
Feedback – Continuous and Two-Way
In order for feedback to be effective, it needs to be a continuous process. Traditional PM systems have a convoluted feedback process that is of usually no help. They can be frustrating, delayed and insufficient. Not the kind of process that improves employee engagement. Moreover, it does not provide any channel of communication to discuss important issues.
Engagedly’s feedback process is easy. With a few button clicks, you can either give or ask for feedback. It is immediate and therefore, more helpful than feedback which arrives long after the task has been completed. Any team member can ask for feedback from their colleagues and manager. The feature helps in getting quick feedback on the performance and other aspects of work.
Communication among all the employees of an organization is vital. Not just among peers. Leaders cannot be closed off from employees, and employees should not have to think of leaders as mysterious, inscrutable figures.
Good communication can drive engagement and increase productivity. Engagedly’s communication feature is simple and easy to use. Similar to Facebook, you can post a status which team members can comment upon and like. Another striking use of this feature is that you can ask your fellow colleagues for help, share ideas, or even share knowledge!
The feature can also be used to impart knowledge to the whole organizaton or share an organization-wide post regarding important updates or changes. This way, you can always keep communicating with your workforce.
Peer Recognition
One of the most important aspects of employee engagement is recognizing employees who have done good work and commending them for it. Our peer recognition feature makes recognizing an employee or a colleague a breeze. You can share a public social post and tag your team members or colleagues there and thank them for their support, or give a shout out for their exemplary support or skills. The feature also helps other teams to recognize the skills by liking and commenting on the post.
Looking forward to redefine your performance management system? Talk to our experts for a free demo.
COVID-19 has created a tough and complicated environment for Human Resource Management (HRM) professionals. After Covid-19, HRM was placed in an uncertain position where they needed to devise inventive methods to simplify their organization’s operations and assist their people in coping with this unusual crisis. This is where attending HR events would prove helpful for the HR department of a company.
HR events provide a platform for inventive HR leaders, HR professionals, business experts, and workforce analytics to collaborate and develop a great business strategy to address the many complicated difficulties that affect companies at all levels. HRM can meet experts and other HR professionals, and discuss how to deal with a large-scale shift in the way people work in hybrid or remote working environments.
Benefits of Attending HR Events
Some benefits that HR leaders and business leaders would reap by attending HR events are :
Opportunities and learning: HR conferences provide opportunities for professional development and understanding of the top HR trends of the year. The participants will also receive an insight into recruiting practices, and emerging HR strategies and technologies.
Challenges: Participants will have a better understanding of how to deal with the challenges of working in a multicultural environment.
A chance to meet field experts: These events allow professionals to meet field experts. In addition, thought leaders and experts will share their experiences and advice to the trainees and Human Resources professionals; especially, regarding essential aspects of HRM such as talent acquisition and employee engagement.
Develop a professional network: HR events enable professionals to interact with peers and develop a professional network.
Build your CV: Many HR conferences award certificates to participants on completion of the conference. These new skills and accreditations can boost your CV.
Some of the major HR events you cannot afford to miss are discussed below. They would provide you with an opportunity to meet with high-profile business experts and HR leaders. Importantly, they would render an in-depth understanding of the latest HR technologies to streamline HR-based processes.
1. The State of Employee Well-being 2022
Date: 1 June to 2 June
Price: Free
Why should you attend:
This event will focus on employees’ well-being and how employers can keep employees motivated and engaged post-COVID. Experts will talk about the effects of the pandemic and how these can be overcome, especially in terms of workplace security and the mental health of employees. Essential areas pertaining to HRM such as the development of high-potential employees and the culture of transparency will also be covered.
You can register for the event here.
2. SHRM Annual Conference & Expo 2022
Date: 12 June to 15 June
Price: The price for a pass to an in-person conference is $1,950 for members and $2,450 for non-members. The price for a virtual pass is $1,295 for members and $1,550 for non-members.
Why should you attend:
This is one of the world’s largest HR conferences, with more than 200 sessions; 500+ exhibiting companies, and thousands of successful, smart, and ambitious HR professionals to network with. This is a four-day conference with peer-to-peer connections, customized learning, corporate and HR leader lectures, productivity HR courses, and hands-on learning workshops. You will also be exposed to ideas related to crucial HR topics, such as strategic HR practices, leadership, inclusion and diversity, workplace culture, and recruitment and retention.
SHRM Annual Conference event registration can be done here.
3. Gartner Data & Analytics Summit
Date: 25 July to 26 July
Price: AU$ 2,975 + GST for early-bird tickets, AU$ 3,475 + GST for standard tickets, and AU$2,850 + GST for the public sector
Why should you attend:
At this event, leading reporting and analytics subject matter experts and corporate leaders will share their insights about the biggest challenges that data analytics leaders confront as they build robust, innovative, and agile organizations of the future. You will have the opportunity to interact with thought leaders and learn to simplify business processes with advanced data analytics capabilities in a dynamic and complex world. From the perspective of data analytics, this HR conference focuses primarily on corporate strategy, the most recent innovations, and entrepreneurship.
Event registration can be done here.
4. HR Connect 2022
Schedule: Preconference- 12 October
Main Conference: 13 to 14 October
Price: $1,199
Why should you attend:
At the HR Connect 2022 event, you’ll learn how to adapt and tackle the most pressing HR challenges, explore compliance, recruiting, corporate culture, and learn how to update your personnel management methods to engage and retain remote and hybrid employees. At this engaging live conference, you will also learn:
Keeping up with evolving employment regulations.
The key to maintaining diverse employees of various skill levels and developing professional skills for optimal company performance.
Accepting setbacks, and learning and improving from failures.
The biggest cause of employee burnout and effective stress management techniques.
How to effectively help employees, who are also the providers for their families.
Ways to improve the productivity and creativity of your employees.
HR Connect 2022 event registration can be done here.
5. The State of Human Experience in the Workplace 2022
Date: 17 August
Price: Free
Why should you attend:
At this event, you’ll discover how to establish metrics such as KPIs for the contemporary employee experience. The event will also focus on presentations on a range of challenges pertaining to human interactions, particularly the experiences that employees and other stakeholders have in today’s workplace and how these impact employee performance, retention, and engagement. You’ll also learn how to improve your recruiting process and what HR strategies you can use, such as employee engagement, compensation and benefits, and business culture.
The State of Human Experience in the Workplace event registration can be done here.
6. Creating a Culture of Diversity, Equity, and Inclusion Conference
Date: 21 September
Price: $195
Why should you attend:
During this virtual conference, you will learn about the latest best practices for building a common language and understanding of diversity, equity and inclusion (DEI), and how to develop a clear DEI strategy in which your entire workforce can participate. You may earn credits from HRCI, SHRM, and HCI by attending this session.
Price: $103.95 – $2,625 (varying from tickets to tickets and accommodation prices)
Why should you attend:
This conference specifically targets human resource professionals working in the public sector from all around Western Canada so that they can explore the unique challenges that HR faces in this industry. You may attend both keynotes and active breakout sessions to acquire insight and inspiration for your career. Erik van Vulpen, founder of Analytics in HR, will also give a virtual presentation on this occasion.
You can register for the Western Cities HR Conference here.
8. Supporting Workplace Wellness & Wellbeing
Date: 19 October
Price:
A 1-day virtual conference pass costs $195;
Engage Your People Virtual Series costs $495; and
2022 All Access Virtual Conference Pass costs $1,895
Why should you attend:
As a result of virtual and flexible work arrangements, organizations must go beyond surface-level health initiatives. Attend this session to discover how to effectively help your employees in times of unrest, stress, financial, and other difficulties. You will also discover the most up-to-date information on how to develop a working culture that places the emotional and physical wellness of workers at the forefront.
At this event, you would also learn how to provide adaptable resources for mental and physical health concerns, develop a culture in which employees are encouraged at times of personal difficulty, and maintain a proactive stance in the face of workforce difficulties that might affect your company. Other benefits include:
You’ll have the opportunity to network virtually with your colleagues and speakers.
Accessibility to a digital resource center for thirty days after the conference, including recordings of keynote speeches and slides from presentations.
Acquire 4 HRCI General credits, 4 SHRM Professional Development Credits, 4 HCI credits, and 3 ATD recertification credits.
Price: Early bird tickets are $1,695 and regular tickets are $1,995 (exclusively for members of the International Foundation of Employee Benefit Plans).
Why should you attend:
At this event, you can connect with over 5,000 HR professionals and have access to the views of 150 industry leaders on employee pay. Also, you will get practical knowledge about tried-and-true methods that you may adopt in your organization. You will get to learn the latest developments in the industry so that when it comes to investing, you are fully conversant with the pros and cons of it. The main focus of the HR conference will be on administration, fiduciary responsibility, health and welfare, a comprehensive overview of employee benefits and challenges, investments, and pensions, public plans, apprenticeship, training, and education, fund professionals—accountants, and fund advisors—attorneys.
10. Agile Leadership Development Conference
Date: 16 November
Price: $195 for a one-day virtual conference
Why should you attend:
At this event, you can learn how to deal with the shortage of skilled professionals while minimizing the risks to your company. Understand how to create successful leadership development programs by attending this virtual HR conference hosted by the Human Capital Institute. You will also get to learn to identify the relevant metrics, develop a culture of openness, and make sure that your leadership development activities are consistent with your succession objectives.
Registration for the Agile Leadership Development Conference can be done here.
Participating in these virtual or in-person HR conferences might be the smartest move you could make this year, as the emphasis of these conferences will fall on the problems encountered by HR professionals in the context of the new normal and other persistent workforce concerns.
In addition, you will get first-hand experience of the most recent HR technology, such as Engagedly, which acts as a platform for connecting with employees and understanding the many challenges they face. This type of technology can also expedite the resolution of their difficulties, boost productivity, and ensure employee retention.
Do you want to know how Engagedly can be the right performance management software for remote workplaces? Book a live demo with us.
