Your sales reps are struggling to close deals, and the revenue graph looks underwhelming. You can’t help but wonder, what went wrong?
The often overlooked culprit: poor sales productivity.
Maintaining good sales productivity is essential for hitting your revenue targets every quarter. Without it, your sales team is losing hours in tasks that don’t contribute to your bottom line.
You can set them up for success and increase your revenue by tracking sales productivity and proactively improving it. In this guide, you’ll uncover ten different ways to increase the productivity of your sales team.
What is sales productivity?
Sales productivity is a performance metric to measure the effectiveness and efficiency of your sales team. Tracking sales productivity will help you boost your bottom line, reduce investment in the sales ecosystem, and maximize the ROI of your sales efforts.
If your sales reps are struggling to meet their targets, your sales productivity is low. It can be because of:
You’d be surprised to know that salespeople spend less than a third of their time selling, as non-sales tasks reduce their productivity. Instead, they spend more time in data management, tracking and entry, unnecessary team meetings, and creating workflow documents.
That’s exactly why you need an airtight strategy to maximize sales productivity and avoid draining your sales team’s efforts. Before we get to our practical tips, let’s first look at the steps for measuring sales productivity.
How to measure sales productivity
Here’s a step-by-step formula to track this metric:
Collect sales output metrics like revenue, deals closed, customer retention, and satisfaction.
Collect sales input metrics like expense on sales stack, working hours, number of emails sent and calls made, and cost of onboarding per salesperson.
Calculate the ratio of sales output over input.
Compare your sales productivity with your competitors.
Your calculation should be directed more toward revenue and ROI. Maintaining a balance between efficiency and effectiveness is the key to measuring accurate sales productivity.
10 Best Practices to Increase Sales Productivity
Sales productivity can impact your entire business. Tracking this metric will help you hit revenue targets—and exceed them. Here are 10 best ways to enhance sales productivity:
Prioritize onboarding and continuous sales training
Sales representatives with scattered efforts, a lack of skill and direction, and a disconnect with your company’s goals are a nightmare—both for you and your customers.
To maximize your sales productivity, begin with a clear, detailed, and focused onboarding process. Inform new reps about key sales goals and offer product knowledge from the outset. You should also create workflows for continuous sales training to ensure the existing reps are equipped to meet their targets and increase conversion rates.
A robust sales onboarding and training setup will also help you set best sales practices, expectations, and accurate reporting. It’ll help you mentor all representatives more effectively.
Develop scalable sales workflows
If your sales team is working to the bone and yet not seeing significant returns, you need to set up better sales workflows.
A sales workflow guides sales representatives, helps measure the team’s performance, and naturally enhances sales productivity. It also helps you focus more on selling by cutting down admin time spent on repetitive tasks.
Focus on creating a scalable sales workflow for repeatable success. Here are seven things you need to do to create a perfect sales workflow process:
Nail down your ideal customer profile (ICP) and target market
Map out the buyer journey of your ICP
Establish a sales methodology that aligns with your needs
To maximize the time and efforts of your sales team, consider setting up automated workflows. Most of the overperforming sales teams have adopted automation and AI-powered systems.
You can use AI tools to add virtual sales reps to your website, build ICPs, and predict buyer journeys and behaviors. What’s more, you can create automated workflows to maintain an efficient CRM system, generate and nurture leads, and maintain coordination internally. And this will give your team the time they need to sell.
Centralize sales content and documentation
If you’re leading sales, you know the importance of organized sales content and systematic documentation. Ask any salesperson, and they’ll tell you how much they dread an unorganized pile of documents to find the right ones in time.
You can centralize your sales content and documentation in a sales content management system. It will help your team members access the right content at the right time.
Organized documentation in place shrinks down the conversion time, helping reps focus on customers rather than mundane tasks.
Maintain open communication with reps
An obvious yet often overlooked technique to boost sales team productivity is open communication.
Things begin to go off track with misleading commitments, fake reports, and wrong sales practices. It builds up into a massive disaster that you dig up after it has done considerable damage to your sales pipeline and management.
Here are four ways to maintain open communication with your sales team:
Inculcating transparency in day-to-day interactions
Informing important pieces of information via email
Setting clear and attainable expectations beforehand
Before your sales reps hit the ground, they’ll need a live example of all your sales practices, processes, and negotiations. Throwing them on a sales expedition with no maps and sense of direction will instill fear in them and will result in underperforming sales teams.
To prepare your sales reps for sales shadowing, begin with:
Proper onboarding and training
Setting sales workflow and sales enablement
Familiarizing with sales tech, sales content, and documentation
After you’ve warmed up your reps with all the important details, it’s time for them to observe an experienced sales rep. Allow them to take notes of the observation and trace the use of all the tools you’ve trained them with.
Follow up a sales shadowing program with a debrief with the reps on their observations and add insights to it.
Offer performance-based incentives
Research suggests that incentives—like performance-based bonuses, promotions, and recognition—can significantly influence the productivity of employees in commercial organizations. These incentives can also increase employee engagement, job satisfaction, and morale.
There are multiple ways to incentivize your sales reps. Keeping a mix of monetary and non-monetary incentives is the best way to go about it.
Reduce unnecessary meetings
If you are holding meetings after meetings with your sales team to discuss goals, plans, and processes, it’s time for you to stop and reflect.
A Harvard Business Review report points out that 70% of the meetings create resistance to employee productivity. Too many meetings may be a result of a lack of an organized workflow, an absence of a defined communication channel, or a skill gap in your team.
Dig up the reason behind unnecessary meetings to optimize time for your sales team. Helping reps focus on what they’re there for – to sell to the customer – will automatically boost your team’s sales productivity.
Celebrate team and individual achievements
Moving to the next task immediately after completing one is a counterproductive approach. The human mind is wired to respond positively to appreciation and rewards; a little celebration is a great way to nail that.
Research shows that celebrating individual and collective wins will give your team a confidence boost, a dopamine hit, and the motivation to get on the next sales goals.
So, the next time you hit or exceed your sales targets, take a moment to appreciate the achievements of individuals and the team.
Hit your sales targets every month with high productivity
Sales productivity is the key if you are looking to take your business to the next level. A strategic breakdown of the sales ecosystem will uncover the areas you need to overhaul to maximize its productivity. It’ll also establish better strategies, systems, and processes to ensure maximum ROI on your sales expenses.
Automation and generative AI tools are relatively newer additions to the sales ecosystem. However, they can help SaaS sales leaders significantly cut down mundane work and increase sales productivity. All of this is possible without compromising on the quality of customer experience. It’s time for you to level up your revenue by maximizing sales productivity!
Frequently Asked Questions
Q1. What drives sales productivity?
Ans. Sales productivity is driven by various factors. Effective sales training, clear goal-setting, and the use of technology to streamline processes are essential. Motivated and well-compensated sales teams, along with a strong customer focus, also play a crucial role in boosting sales productivity.
Q2. What is an example of sales productivity?
Ans. Sales productivity can be exemplified by a salesperson closing a higher number of deals in less time, thanks to improved communication tools, efficient lead management, and refined sales strategies. For instance, if a sales representative increases their sales from $100,000 to $150,000 in a month through streamlined processes and effective client engagement, it demonstrates a tangible example of enhanced sales productivity.
Q3. Why is productivity important in sales?
Ans. Productivity is vital in sales for several reasons.
Efficient sales processes help maximize revenue, allowing a company to thrive. When sales teams work productively, they can reach more potential clients and close deals faster, resulting in increased profitability. Additionally, enhanced productivity contributes to improved customer satisfaction and can build a positive reputation in the market, fostering long-term success for the organization.
Sales jobs are quite rewarding since they offer plenty of room for growth. The job role is thrilling, especially because it comes with various challenges and continuous learning.
Centering your sales interactions around buyer needs is critical as it allows salespeople to close more high-value deals, thus building a strong base of loyal customers. The ability to connect with customers, anticipate their needs, and persuasively sell the product benefits are all crucial skills in the complex art of selling.
However, even the best sales teams need help when achieving optimal performance. More often than not, in their drive for conversions, they commit several communication blunders, thus impacting the OKRs they’ve set for themselves.
Let’s look at the common sales communication mistakes that can be avoided when dealing with customers.
Avoiding tough sales conversations
During sales interactions, salespeople often hesitate or postpone having challenging conversations, like unpaid invoices, handling objections, or informing them of an unmet deadline. However, avoiding such conversations can lead to misunderstandings and mistrust.
In such situations, it’s important to be transparent and offer complete clarity to customers. Most businesses invest in automation to share updates and not-so-welcome information with customers or rely on their customer service team for it.
For example, billing and accounting teams often resort to an automated dunning process that reminds customers of their unpaid invoices and other debts to collect, other things need open conversations. This hugely avoids delays in the cash flow.
Tough discussions can range from conveying disappointing news to discussing a controversial issue. This avoidance is a common error in sales communication that should be mitigated.
While such avoidance is understandable, given the inherent discomfort, it can severely compromise trust and transparency in the client relationship. This sales communication error should be conscientiously identified and curbed. Remember, open communication channels can help build a robust and lasting relationship with customers, fostering trust and mutual understanding, even for tough news or difficult conversations.
Failing to notice cultural differences in communication
Interacting across diverse cultures can be challenging. The same words can hold varied interpretations, and the nuances of nonverbal behavior can differ greatly. There’s always a risk of causing offense or misunderstanding when engaging with individuals from dissimilar cultural backgrounds.
Say, an American sales personnel is approaching a lead from Japan. Using first names when addressing leads is a common practice in the West but not in East Asian countries like Japan. However, this casual approach is considered rude and disrespectful in Japanese culture, where last names and honorifics are commonly used in a professional context.
These complexities serve as a chance for expansion and insight. Empathy and a willingness to understand can encourage shared comprehension.
Another key sales communication mistake is spotlighting product features rather than showcasing how a product can seamlessly fit into the lives of its customers, providing efficient solutions to their unique needs or problems. Prospective clients would invariably want products that offer practical benefits tailored to their specific requirements, and that’s where sales professionals can strike a chord.
Honing in on this can help sales professionals foster a deeper, more personal bond with the customer. Rather than viewing the interaction as a simple commercial transaction, they can transform it into an insightful solution for the customer’s situation. Therefore, sales personnel can demonstrate how a product or service can effortlessly blend into their daily routines or address a particular problem. This is one of the key methods to establish a relationship that transcends the boundaries of a single purchase.
Emphasizing the benefits over the features also cultivates a pool of satisfied customers, who revisit and become brand ambassadors, endorsing the product or service to others based on their affirmative experiences.
Repeating the same old sales pitch
Prospective buyers may get dissatisfied if they hear the same thing argued repeatedly. Despite repeated attempts, some salespeople must use more effective push tactics. Instead, you should make sales proposals more appealing by referencing relevant facts, figures, case studies, and new information.
Building trust is more than simply making a sale; it’s about establishing a rapport with your customer. Because making several sales with the same client is the core of good salesmanship, not simply making one sale. The real reward is not the initial sale but the relationship built, leading to repeated business and powerful word-of-mouth referrals. Investing time in understanding your customer’s perspective can create lifelong patrons.
Salespeople are notorious for their aggressive pitches. Customers are often wary of these pitches and take time to get convinced. Instead, it helps if the sales professional has a genuine conversation with the customer, listening to and understanding their issues and needs. This will make the customer more receptive to their narrative which can eventually turn into a convincing pitch.
At times, it can be tough to connect with a group of decision-makers. But it’s important to engage all of them.
In such a case, the salesperson should bounce back and forth between speakers, ensuring everyone feels included and valued in a sales conversation. Doing so can create a dynamic and interactive environment that keeps listeners attentive and interested. Research has shown that the frequency of switches per minute during a conversation can significantly impact the likelihood of a second meeting and the strength of the connection between individuals. This means salespersons can try more switches per minute to enhance the chances of building a strong and lasting relationship.
Using jargon and complex language
When interacting with clients, most sales teams may have to use technical terminology and complex jargon, especially when the product is super technical. This can sometimes create an unintentional barrier, causing potential customers to feel disconnected due to a lack of familiarity with such industry-specific terms.
Therefore, it’s important to find simpler ways to explain complex terms and features.
In today’s tech-driven era, misunderstandings are bound to occur. The absence of vocal cues and physical gestures can complicate understanding for sales personnel and clients. Therefore, using clear and concise punctuation is important. The salesperson should pose clarifying questions to understand the client’s message and customers frequently.
We’ve all cut someone off while they were talking. It may happen unintentionally, or you may feel compelled to speak out because you’re too thrilled about what to say and are afraid to forget your response or miss out on context. Interrupting a conversion is a common power tactic used by others.
Good listening skills by the sales team are a crucial component of having meaningful interactions with others in which everyone involved is treated with dignity and respect. Regardless of the intention behind the interruption, the speaker (for a salesperson, it is the client) may feel that their opinion needs to be changed. Therefore, show consideration for the other person by waiting for them to complete their talk before responding.
Here are some ways a sales team can drive productive conversations:
Focus on the other person’s words instead of preparing your response. This indicates respect for the speaker’s thoughts and encourages a more fruitful discussion.
Wait for the person to complete their thought or idea. Don’t rush them or try to complete their sentences.
If you strongly urge to interject, ask for permission. A simple, “May I interject?”, can demonstrate respect and prevent feelings of interruption.
Focus on non-verbal cues:
Use non-verbal cues to indicate that you have a point to add. This could include raising a hand or making a particular facial expression.
Effective sales communication is a robust base for unleashing success. Avoiding common communication mistakes can significantly enhance a sales team’s ability to connect with customers, build trust, and close deals. By addressing the aforementioned sales communication mistakes discussed in this article, sales professionals can enhance their communication skills and overall sales performance.
By implementing these strategies, sales teams can build stronger relationships, effectively address customer needs, and drive sales success. Continuous practice and refinement of communication skills are essential for sales professionals to excel amidst the competition.
Frequently Asked Questions
Q1. Why is sales communication important?
Ans. Sales communication is crucial as it fosters customer relationships, boosts sales performance, and ensures effective conveying of product benefits and value propositions.
Q2. How to improve sales communication for SMEs?
Ans. To improve sales communication for SMEs, focus on active listening, personalized approach, product knowledge, clear messaging, and regular training to enhance sales effectiveness and customer satisfaction.
Q3. What are the benefits of improving sales communication?
Ans. Improving sales communication leads to increased sales, stronger customer relationships, better understanding of customer needs, and higher overall business profitability.
Author: Hazel Raoult Hazel Raoult is a freelance marketing writer and works with PRmention. She has 6+ years of experience in writing about online business, employee productivity, HR tech tools, and entrepreneurship. Hazel loves to split her time between writing, editing, and hanging out with her family. You can connect with her on Linkedin.
Strategic workforce planning is an essential component of managing human resources effectively. The workforce planning process involves aligning the organization’s workforce with its business goals. It helps businesses to ensure long-term sustainability and success. Organizations must be adaptive and agile in today’s dynamic business environment. Moreover, having the right people in the correct positions would be best.
It is primarily essential for attaining strategic objectives. This article will discuss strategic workforce planning. Plus, it will cover the importance of aligning human resources with business objectives.
What Is Strategic Workforce Planning?
First of all, you should know what strategic workforce planning is. It is the procedure of forecasting and analyzing a firm’s existing and future workforce needs. It ensures it has the right skills and talent at the right time and positions. Plus, it involves understanding different factors of an organization, including:
Identifying the skills
The competencies need to enforce that strategy
Formulating plans to meet, develop, and keep the necessary talent.
Alex Contes, co-founder & Saas Expert of Reviewgrower, said, “One of the significances of strategic workforce planning is to help firms foresee. Moreover, it assists in reacting to modifications in the business environment. When the firm aligns the workforce with its goals, it can ensure that they have the capabilities to adapt to:
When a firm has no proper workforce planning, organizations may face the following:
All of the above can hinder their proficiency in achieving strategic objectives. Besides, aligning human resources with business objectives increases organizational productivity and performance. Efficient workers performing efficiently are more likely to contribute to the organization’s success.
Strategic workforce planning results in the following:
Improved operational efficiency
Higher customer satisfaction
Furthermore, strategic workforce planning is important for retention and talent acquisition. It is a significant challenge to catch and keep top talent in today’s competitive job market. A firm can align human resources with business goals, producing targeted recruitment techniques. It plays a vital role in catching candidates with relevant skills and competencies. Organizations need these skills to move the organization forward.
Also, strategic workforce planning helps recognize high-potential employees within the organization. These employees play their role in succession planning. Moreover, it reduces the risk of crucial talent leaving the firm.
Follow a structured approach to strategic workforce planning to align human resources with business goals. Keep reading to know the process.
Understanding The Business Strategy
The initial phase in strategic workforce planning is understanding your firm’s business strategy. It involves determining the following:
Priorities of the organization
Key drivers of success.
Business strategy can help align your workforce planning with the complete planning of your organization.
Analyzing The Current Workforce
Joe Troyer, CEO & Head of Growth of DigitalTriggers, said, “An important stage is to examine the organization’s current workforce. It is significant to test the capabilities of your workforce. Plus, you should also determine any skill gaps or departments of improvement. This analysis may involve the following:
Evaluating the skills
Performance of individual employees or groups of employees.
Understand the steps required to align workforce knowledge with the organization’s business objectives.”
Firms can efficiently address talent gaps by foreseeing future workforce requirements.
Developing Workforce Strategies
Prof. Dr. Te Wu, CEO of PMO Advisory, said, “After forecasting future workforce needs, you can formulate strategies. These strategies can fill the gap between the desired and current workforce. It may involve strategies like recruitment. Focus recruitment strategies on attracting candidates with the required skills and competencies.
This process may involve leveraging multiple recruitment channels, which include:
Partnerships with educational institutions.
Ensuring that the recruitment procedure is fair, efficient, and transparent to entice top talent is crucial.”
Training And Development
Training and development strategies equip employees with the essential skills to perform their roles efficiently. It may involve:
Providing on-the-job training
Offering workshops and seminars
Supporting employees’ goal of professional certifications
Implementing, mentoring, or coaching programs.
When a firm invests in employee development, it improves its capabilities. Moreover, it also encourages a culture of continuous learning.
Henry Waddilove, Managing Director of Novus Business Connections, said, “Performance management strategy is crucial for aligning individual goals with the organization’s business goals. Employees understand how their contributions align with strategic goals with clear performance expectations and regular feedback. Also, it provides opportunities for recognizing and rewarding high performers. You can also identify the areas for improvement with performance management.”
Abner Miller, Founder at Starlinkhow, said in an interview, “Succession planning strategies include recognizing and developing high-potential workers. It is to fill key leadership positions in the future. By creating a channel of talent, firms can make sure of a smooth shift when key positions become empty. Moreover, succession planning also includes:
Employee engagement strategies work for keeping a positive work environment. In such environments, employees are committed, motivated, and synced with the organization’s goals. A form can achieve this through initiatives such as:
Once the workforce strategies are formulated, they need to be executed effectively. It involves:
Executing the recruitment and selection procedures
Delivering training and development programs
Conducting performance evaluations
Implementing succession plans
Besides, for successful implementation, it is crucial to:
Specify clear timelines
Allocate essential resources
Engage relevant stakeholders
Additionally, make Key Performance Indicators (KPIs) to calculate the workforce strategies’ success. These KPIs may contain metrics such as:
Employee turnover rates
Employee satisfaction scores
Leadership bench strength
Why Strategic Workforce Planning Is Important
Keep reading to know the importance of strategic workforce planning in the organization.
Anticipating And Responding To Changes
Vicky Cano, Chef & Recipe Developer at Mealfan, said, “Forecasting future conditions of your firm ensures that the organization has the needed capabilities and capacities. These capabilities are crucial to adapt to:
When you’ve no proper workforce planning, organizations may undergo the following:
Misalignment between employee capabilities and business requirements
Enhancing Organizational Performance And Productivity
Josh Snow, CEO of Customerfeedback, said, “Employees with the necessary skills are more likely to contribute to the organization’s success. Strategic workforce planning makes sure that the organization has the right talent. Employees with the right skills contribute to overall good performance and productivity.”
Strategic workforce planning is essential for aligning human resources with business goals. Implementing strategic workforce planning can predict the future workforce needs of your firm.
Through these strategies, your firm can entice and retain the best employees. Eventually, it will benefit your organization in reaching its goals. These employees can eventually be the reason for your firm’s long-term success. Also, constantly monitoring and evaluating the workforce strategy helps organizations stay agile. Plus, it also assists firms in adjusting to changing business conditions.
Frequently Asked Questions
Q1. What Is Strategic Workforce Planning?
Ans. Strategic Workforce Planning is the process of aligning an organization’s workforce with its long-term business goals and objectives to ensure it has the right talent in the right place at the right time.
Q2. Why do businesses need Strategic Workforce Planning?
Ans. Businesses need Strategic Workforce Planning to anticipate future talent needs, address skill gaps, enhance agility, and optimize workforce efficiency, ensuring long-term success and competitiveness.
Q3. What are the benefits of Strategic Workforce Planning?
Ans. The benefits of Strategic Workforce Planning include better talent alignment, improved agility, increased productivity, reduced labor costs, and enhanced long-term organizational performance.
Globally, businesses are having a tough time hiring and retaining talent. The unprecedented changes in the business environment, the evolving needs of the modern workforce, and financial instability have put organizations in a quandary.
With traditional organizational culture at the forefront, companies are unable to create the right environment and experience for their employees to thrive and engage.
In the changing world of work, company culture forms the foundation and fabric of an organization. It has the potential to stabilize and destabilize the whole organizational setup. It is therefore important that HR leaders understand the intricacies of a progressive and high-performance culture and utilize them prudently.
An authentic, supportive, trustworthy, reliable, and performance-driven company culture is needed to meet the challenges of the modern workforce. It leads to effective team collaboration, reduced employee turnover, relationship building, higher returns on investment, and better productivity.
A report by Raj Shivagopal, professor at Columbia Business School, found that company culture is essential for organizations to excel, with 90% of respondents saying that culture is important for their firms as it leads to higher productivity, performance, and ROI.
Even with all the research and data corroborating the impact of company culture on growth and profitability, it hasn’t received much attention from global leaders. While many organizations are looking for quick fixes, questions like, “Who is responsible for changing the culture?” and “How do you create a high-performance culture in an unpredictable business environment?” remain unanswered.
In this article, we will discuss the intricacies of high-performance culture and help you create a framework to cultivate it in your organization.
To set the high performance culture definition straight, let’s break it down into two parts: organizational culture and high performance.
Company culture or organizational culture is the set of values, beliefs, attitudes, philosophy, and practices followed by organizations that guide the actions and behaviors of employees to execute their activities. A strong and positive culture has the potential to enhance the performance of employees by acting as the fabric that weaves everything together.
High performance refers to individuals, teams, or organizations as a whole that are highly focused on their goals and are able to achieve better results through a common vision, collaboration, skills, and resilience.
A high-performance culture is a culture that empowers employees to surpass their roles, driven by shared values, beliefs, and philosophy. It fosters accountability and ownership, and provides resources for continuous improvement, goal achievement, ensuring professional success and business growth.
“The traditional employer-centric world of work is fading. If the companies do not step up to provide better employee experience now, their future is also bound to fade with time. Today’s organizations need to bolster forward and maintain a highly generous and driven work culture for their employees if they wish to become and remain industry leaders.” Aishwarya Khan, Content Head, Engagedly
There are multiple elements to organizational culture, and leaders define these elements based on the core values of their organizations.
But how do you identify the cultural values and elements that reciprocate the most with employees and lead them down the path of high performance?
Knowledge of high-performance culture values and characteristics is a must for building high performing teams—teams that go beyond and above their job responsibilities to add value to the tasks they perform and ensure organizational success.
There is no one-size-fits-all approach that organizations can use to build a strong culture, but the hallmarks of a high performance corporate culture include the following:
1. Supportive, Inclusive, and Empathetic Leadership
Employees look up to leaders as role models. Their ideologies and principles, the way they behave, execute tasks, reciprocate to challenges, and connect with employees, have a profound impact on the productivity, engagement, and performance of the workforce.
Empathy in organizations goes a long way in the workplace. Empathetic leaders are able to cultivate an environment of diversity, innovation, problem-solving, adaptability, and inclusiveness, thereby creating a high-performance culture in the organization.
Trust: 87% employees believe empathy is the foundation of trust between employees and leaders
2. Respect for Employees
Respect is the predominant factor responsible for building a high-performance culture. Employees who feel respected at the workplace are more productive, efficient, and loyal towards their employers.
“Your employees are individuals with hopes, fears, and ambitions. Respect their individuality, differences, contributions, personal goals, and ambitions, and be considerate toward their problems. Genuine and authentic respect propels your workforce towards higher levels of commitment towards the organization.” Srikant Chellappa, President, Engagedly
In any industry, employees expect the culture to be respectful and considerate of their feelings.
The research by Christine Porath, in her book Mastering Civility: A Manifesto for the Workplace, highlights how incivility in the workplace can have serious ramifications on businesses.
The research found that the lack of respect led to the following among employees:
48% intentionally reduced their work effort
47% spent less time at work
66% saw their performance decline after the being treated disrespectfully
80% of employees found themselves thinking about projects that caused disrespect
3. Learning and Development
Businesses understand the importance of learning and development in organizations. How it helps in creating a skilled, dynamic, and engaged workforce and its impact on the key performance areas.
But recent research shows that learning programs focused on both the personal and professional development of employees are much more effective. It helps create a culture of high performance by making employees accountable and aware of their training needs and by aligning personal goals with organizational objectives.
The decreasing shelf life of skills has made continuous learning and skill development the fuel for business sustainability and growth. Employers who understand and invest in their talent needs reap multiple benefits from a high performance learning culture.
Focus on creating structured and customized employee development programs rather than offering occasional training sessions that do not focus on the actual training needs of employees.
4. Workplace Transparency
One of the most important characteristics of a high performance culture is workplace transparency.
An environment that provides comfort for employees to freely share their thoughts and ideas helps harbinger transparency, builds trust between employees and managers, and encourages employees to innovate and use their creativity in the workplace.
Transparency in the workplace has become a gold standard for both employees and customers.
As per Jayashankar Balaraman, Founder & CEO of Engagedly, “Transparency in the workplace reflects vulnerability, but without it, there’ll be insecurities that will rule out the possibility of a positive workplace culture. That’s a hard pass. This kind of bargain will cost organizations more than what they can think of.”
These startling statistics show the importance of transparency in an organizational culture for both employee performance and business sustainability.
5. Employee Empowerment
Employee empowerment happens when leadership provides their employees with the autonomy, resources, and support required to make decisions and execute their tasks with confidence.
Accountability is the key to driving a high performance culture. When employees have the freedom to make their own choices, they see a boost in their confidence, motivation, and productivity. It further leads to more participation, collaboration, and happiness in the workplace.
What are the Benefits of a High-Performance Culture?
So far, we have understood the different characteristics of a high performance culture and how they impact the organization. Before we discuss the steps to building a high-performance framework, let us dive into the different aspects of businesses that organizational culture touches upon and what benefits can be derived from them.
The following are some of the upsides of a high-performance culture:
Benefits to Employees
Recent events in the global business space have catapulted the expectations of employees. They now want to work in a culture that helps them thrive, understands and recognizes their contributions, supports them to achieve more, and makes them feel like part of the organizational journey.
A high performance work culture benefits employees in the following ways:
Increases innovation, creativity, and problem solving skills of employees
Improves relationship between employees and managers
Improves intra-organizational communication
Enhances employee productivity and performance
Creates a positive, healthy, and vibrant environment
Keeps employees motivated and focussed on the tasks
Increases happiness quotient in the workplace
Benefits to Employers
Per the PwC Global Survey, organizational culture has become a priority for business leaders.
In the last decade, the importance of culture has risen tremendously, and it has become an important agenda item for senior management.
High-performance culture companies have swung the pendulum in their favor by leveraging their culture as a competitive advantage, resulting in success across multiple domains.
Employers can get the following benefits from a high-performance work culture:
Improved customer satisfaction
Reduced employee turnover
Higher revenue streams
Organizational adaptability to unprecedented changes
Healthier and happier workforce
Enhanced employee brand image
How to Cultivate a High-Performance Culture (High Performance Culture Framework)
Creating a high performance culture takes time, ownership, and resources. Leaders need to first gauge the current state of the organizational culture before they jump into making changes.
The following process highlights the high performance framework required to create a performance driven culture:
1. Monitor Culture from Employees’ Perspective
The first step to building a high-performance culture requires understanding it from the employees’ perspectives. The following questions will help you comprehend that.
What do employees feel about the current state of the culture?
What elements do employees think are important to drive positive change?
How do employees define a high-performance culture?
What changes would employees like to see in the company culture?
What role do employees feel that leadership has to play in organizational culture?
A thorough diagnosis of organizational culture from the employees’ perspective will provide the action points needed to start building the foundation of a high performance culture model.
2. Leadership Communication
Leaders need to walk the talk. They must communicate frequently with employees to:
Exhibit values and behaviors they want to instill in the company culture
Communicate goals and shared values to get employees onboarded
Answer questions to instill confidence and resilience in employees
Gain trust and support, inspire change, and align workforce with the leadership strategy
Gather feedback from employees and act on it with intent
Without effective communication from leaders, a cultural shift becomes ineffective and loses its value.
3. Set Shared Values
What does the organization stand for? What policies and practices make it unique? What is the mission and vision of the organization? And how can employees embody these organizational principles and values in their day-to-day tasks?
Answering the foregoing questions is important to building trust, engagement, and unanimity in the organization. Only when employees embrace organizational values and align their goals with them can the organization build a high-performance culture.
Refer to the below high performance culture values when designing yours:
Respect for everyone
Transparent and open workplace
Inclusive, supportive, and employee-centric leadership
Building a growth mindset through continuous learning and development
4. Define Behaviors That Drive High Performance
Once you have defined the shared values with employees, it is now time to articulate them into behaviors that employees can execute in their daily tasks. As every employee is responsible for creating a high-performing culture, it is important to involve the whole workforce in this process.
5. Measure Your Company Culture
Even though company culture is not directly measurable, connecting it to some tangible metric like employee engagement and performance can help measure the impact of the high performance culture model.
It is important to understand how the process is working out. Moreover, it helps in removing inconsistencies and taking employee feedback to alter the processes.
Leveraging engagement surveys, real-time feedback, pulse surveys, and exit interviews can help understand the real impact of the activities undertaken in the whole culture change process.
How Does Technology Support a High-Performance Culture?
Technology has transformed the way companies do business. In an increasingly complex and dynamic business environment, technology has enabled organizations to refine and recreate their strategies to provide more value to their stakeholders.
Even in HR tech, technologies like performance management tools have helped streamline processes and systems to create a tech-enabled, data-powered, and performance-driven workplace.
High performance culture companies leverage technology to improve their internal processes, thereby enhancing the overall experience of their employees. They are able to find future trends, monitor the engagement level of their workforce, and use people analytics to create HR strategies.
Frequently Asked Questions
Q. What is a high-performance culture?
Ans. A high-performance culture means an organizational culture whose values, beliefs, and philosophy guide the employees to go above and beyond their roles to achieve business goals and personal success. It leads to better idea generation and encourages employees to take more ownership in their work.
Q. How to create a high-performance culture?
Ans. Creating a high-performance culture takes time and resources. The following process will guide you to cultivate a high-performance culture in your organization:
Understand culture from your employees’ perspectives
Focus on effective and frequent leadership communication
Set shared values in the workplace
Define behaviors that drive high performance
Measure your company culture through different tools
Q. Why is a high-performance culture important?
Ans. In a high-performance culture, employees trust their leadership, are loyal to the organization, and work hard to achieve the organization’s goals. Moreover, such a culture leads to higher engagement and motivation among employees.
Progressive sales teams around the world are harnessing the power of AI today. Statistics reveal that the use of AI sales tools increased to above 25% in 2021. Artificial intelligence in sales not only helps in growing business revenue but also enables sales reps to work more efficiently. They can streamline their most dreaded sales tasks besides fostering stronger relationships with the audience.
However, this does not mean that AI will replace humans in sales. Instead, they will only save your team’s valuable time so they can focus on the most important thing i.e., selling.
In today’s post, we will discuss the importance of AI sales management and the different ways in which you can leverage it.
The Need for AI in Sales
Sales is one of the most significant functions of any business. Your company’s sales team plays a pivotal role in finding prospects and then converting them into happy and paying customers.
Sales AI tools can simplify and optimize the sales process. These tools leverage trainable algorithms to process large datasets and predict user behavior, make accurate recommendations, and enhance decision-making.
Here are some of the sales functions that AI can assist with:
Identifying buyer needs: AI in sales can equip sales reps to closely track buyer journeys and understand their requirements.
Customer segmentation and personalization: AI can analyze customer data to segment customers based on their demographics, behavior, preferences, and other factors. This can help sales teams to personalize their communication and offers to better meet the needs of individual customers.
Sales process optimization: Sales AI tools can analyze sales processes to identify inefficiencies and recommend process improvements. This can help sales teams to streamline their workflows, reduce costs, and improve overall performance.
Collecting information from multiple platforms: In today’s time, sales outreach programs are expanded across several channels. With AI tools, the sales team can track all prospects’ information from a single dashboard and enhance productivity in their routine tasks.
The way the sales process is conducted has drastically changed over the years. Consequently, AI has become an indispensable tool for sales teams to accelerate their business growth.
Automation in sales has become increasingly important due to the following reasons:
Time-saving: Automation helps sales professionals to save a significant amount of time by automating repetitive and time-consuming tasks. With automation, they can focus on more important tasks like customer interactions, building relationships, and closing deals.
Increased efficiency: Automation reduces the chances of errors in sales processes and ensures that tasks are completed on time. It also allows sales teams to manage and prioritize their workloads more effectively, leading to increased efficiency.
Consistency: Automation ensures that sales processes are standardized, which ensures consistency in communication, marketing campaigns, and customer experiences. This consistency builds trust with customers and helps in creating a positive brand image.
Improved customer experience: Automation enables sales teams to provide personalized experiences to customers. This leads to increased customer satisfaction, loyalty, and repeat business.
Data-driven insights: Automation provides data and insights on sales processes, customer behavior, and marketing campaigns. This information helps sales teams to make informed decisions and improve their sales strategies over time.
5 Ways Your Team Can Use AI in Sales
Artificial intelligence in sales can be used in many different ways to transform your sales processes and boost your revenue engine. Here, we will look at the five most notable applications of AI in sales.
Lead Scoring and Prioritization
It is seen that human salespeople approach the process of lead scoring in an unscientific way. Often, their decision-making is based on half-finished data and gut instinct. Consequently, most of their time is spent chasing poorly qualified leads.
Ai can drastically change this situation by bringing a level of logic and standardization to the process.
AI algorithms can compile all information about a client, including their history, social media postings, and interactions with the sales team. Based on this information, these algorithms can rank the leads in the pipeline according to their chances of closing successfully.
In other words, they can help to identify patterns and determine which leads are most likely to convert, thus promoting logical decision-making.
Sales Prediction and Forecasting
Sales forecasting is the process of anticipating sales revenue that a business may generate over a specific period. Accurate sales forecasts prepare a business for any unforeseen emergencies and maintain resilience.
Using AI is an incredible way to supercharge your sales forecasting capabilities. With AI, sales managers can identify the current trends and understand their path to meeting sales goals each quarter. They can prioritize prospects that have a greater tendency to convert with sales forecasting.
Sales teams no longer need to rely on their instinct to arrive at a number. Instead, they can leverage AI-powered sales forecasting tools for the following:
Determine which deals to prioritize on
Identify new leads that demonstrate a high probability of converting
Pinpoint new opportunities that might increase the sales revenue
Finally, predictive forecasting can also create value for sales teams internally. For instance, sales managers can use the same data analysis to forecast their team’s performance in advance. This way, they can take proactive steps to enhance their sales attribution based on factual figures.
This is one of the best examples of AI in sales that can streamline your sales processes and automate workflows.
AI tools can boost your sales team’s productivity in several ways. These tools augment the work and eliminate the drudgery that distracts the team members from focusing on higher-value tasks.
There are plenty of areas of the sales department where having an AI-powered tool can speed things up. For instance, there are predictive dialers that allow sales representatives to make outbound calls at scale. Similarly, there are AI tools that automate post-call reporting that liberates reps from manually typing everything after a sales call.
Apart from these, many more sales processes can be automated with AI, allowing your sales team to focus on actual selling.
Predict Cross-sells and Up-sells
As discussed above, AI is quite effective in identifying qualified leads. Now similarly, AI tools can also predict cross-selling and up-selling opportunities that a sales rep is most likely to be successful with for every individual customer.
Thanks to machine learning, these tools can analyze data from past interactions with a prospect and the previous sale history of each customer to predict the products/services that will appeal the most to every lead.
This boosts sales by eradicating the guesswork that the sales team has to do for cross-selling and up-selling. Additionally, it ensures that your sales team does not annoy the leads by recommending products they have no interest in.
Both cross-sells and up-sells are great strategies to boost overall sales. Statistics reveal that there is an approximately 70% chance of selling to an existing customer as compared to a 20% chance of finding a new prospect. And with AI, companies can make the most of this opportunity and enhance their bottom line.
Improve Customer Service with Chatbots
Often, leads want to talk to a human representative before making the final sales decision. Other times, they just want to feel like they are talking to a human sales rep. And this is where an AI-powered chatbot comes in handy.
AI chatbots are a brilliant substitute that offers round-the-clock customer service assistance. They are trained to address basic questions about a company’s products/services, make accurate recommendations, and even make up-sells and cross-sells.
This boosts the sales team’s productivity as it reduces their load of answering basic customer queries. Additionally, an instant response to the prospects makes them more inclined to make the final purchase.
Cold outreach is a crucial aspect of every business’s sales process. However, discovering the right information about every prospect and creating a strong introductory email is often a challenge for sales teams.
Warmer.ai is an excellent AI tool that enables sales teams to personalize emails using accurate data about the prospect. This includes details such as their job title, interests, awards, etc.
Thus, sales teams can improve the email response rate while saving valuable time for other core activities.
Clari is among the best sales enablement platforms for modern sales teams. The tool allows sales representatives to convert more leads by arming them with data-driven insights and the best sales content.
The AI sales tool leverages actual deal data to automatically generate forecasts for every rep, region, channel, and product/service line. It also offers enhanced visibility into the sales team’s performance, prospect engagement, and deal status.
Drift is an AI-powered platform that enables small and medium-sized enterprises to speed up their sales cycle. The platform works to engage the visitors from the word go, instead of making them fill out long forms.
The sales assistant works in tandem with chatbots to address customer queries and even schedule demo sessions with the sales team. Thus, it automates lead capturing without increasing the company’s headcount.
To conclude, AI in sales has massive potential. That said, there is no one way of using this technology in your sales processes. It is good to begin evaluating the aspects of your sales process that you wish to simplify and streamline. This will also help you choose the right AI sales tool for your team.
Frequently Asked Questions
Q1. What is an AI sales tool?
Ans. An AI sales tool is an advanced software solution empowered by artificial intelligence that optimizes sales processes by leveraging data-driven insights, automating tasks, and enhancing customer interactions to boost sales performance and revenue generation.
Q2. What are the benefits of using an AI sales tool?
Ans. Using an AI sales tool offers numerous benefits, including improved sales efficiency, enhanced lead generation and qualification, personalized customer experiences, predictive analytics for accurate forecasting, streamlined sales processes, increased productivity, and better decision-making based on data-driven insights.
Charu is an outreach specialist with over 4 years of experience in digital marketing. Her expertise lies in developing and executing outreach campaigns that drive engagement and build brand awareness. When she’s not brainstorming outreach ideas, you can find Charu exploring the outdoors or practicing yoga.
Measuring performance is a very important aspect of any organization and goals are very important to monitor and keep track of employee performance. Objectives and key results (OKRs) are one of the most popular approaches for setting goals and achieving them. This article will talk about Engineering OKRs to create, track, and analyse the performance of engineering teams.
Human resources, also known as people operations, plays a vital role in every organization’s success. This dynamic department encompasses a wide array of functions, ranging from formulating and implementing effective workplace policies and procedures to fostering a strong company culture. Additionally, they handle essential tasks such as performance management, compensation and benefits management, compliance, and training. By aligning with People Operations OKRs (Objectives and Key Results), this strategic team ensures the organization stays on track, driving growth and achieving its goals with efficiency and effectiveness.
Wondering what does people-centric workplace mean?
Everyone yearns for a place they can call “home,” and for many employees, the workplace is just an extension of their actual residence. In there, they get to meet, work with, and create bonds with different individuals who eventually become a big part of their lives even outside the scope of their work. But for many businesses, employees are merely resources to achieve an end. Such organizations prioritize the needs of customers at the expense of employee satisfaction.
A very defective business approach!
We simply can’t neglect the fact that employees are the thin line between an organization and their clientele, and having a team of highly motivated employees increases the efficiency of your workforce.
Hence, the saying “happy employees lead to happy customers.“
Adopting a human-centric culture allows you to empathize with your employees, treat them with respect, and prioritize their needs. Above all, you enhance the relationship with and within your employees and ultimately gain their loyalty.
The benefits of adopting a human-centered approach are vast, so in this article, you’ll gain deeper insights about the importance of a human-centric workplace.
How to humanize your workplace
The concept of a human-centric approach is built on empathy, creativity, and business needs, but in between these three elements lies the 360 feedback software, a product of technological advancement and a sophisticated HR software that allows you to keep track of
Employee performance metrics and
While the concept of human-centric work culture isn’t a new phenomenon, let’s catch a glimpse of what the three elements stand for.
Empathy: is that which showcases the amount of care we have for the people who will be using the workplace environment. It is the ability to fit yourself in the position of your employees while identifying their needs to create better working conditions.
Creativity: We can’t stop being creative since our world is constantly changing and new problems keep arising, so it’s left to us to become intentionally innovative in solving problems such as inferiority complex and lack of connection at work.
Business needs: If perfection is our goal, then we must be willing to extend a supportive hand to our employees especially when it comes to enabling collaboration and communication. Setting up a work environment that boosts employee efficiency starts with including them in the design process.
Benefits of Fostering a human-centric workplace
Committed and motivated individuals
A human-centric organization treats the employee experience as primary, and that increases the efficiency of the workforce. In fact, Gartner’s research shows that employees in human-centric organizations are 3.8 times more productive than when these practices aren’t implemented.
When employees are fed with the impression that an organization prioritizes its profit margins over their well-being, they lose the zeal and focus to perform their tasks efficiently.
It results in a decrease in overall productivity and affects the revenue generated.
Keep in mind that employees are the driving force of any organization and must be treated with care. When you cater to the needs of your employees, then it’s just natural that they go the extra mile to impress you.
Focus on employee wellness and embrace the hybrid work model
The role of a manager transcends the scope of work, and the quality of your leadership isn’t just measured by your ability to assign tasks and coordinate your employees but also by how well you can motivate and support them to become better at what they do.
No matter the type and size of the business, the manager’s top concern should be the welfare of the employees. Provided you are a retail manager and your employees work in shifts, then managing your employees effectively and improving communication with them, as well as creating flexible schedules can be done by using retail scheduling software.
This will enable you to develop a productive and encouraging work atmosphere, since employees have a life outside the scope of work, which directly impacts their productivity at the workplace.
Employees have a life outside the scope of work, which directly impacts their productivity at the workplace.
A human-centric work culture allows employees to share their woes, aspirations, and ideas with their superiors without fear of criticism.
While leaders showcase a level of emotional intelligence and servant leadership practices, employees develop a sense of belonging and are constantly inspired to display high levels of effectiveness when discharging their duties.
This promotes an atmosphere of positivity and enhances the flow of communication at all levels of the organization.
Create room for constant exchange of feedback and value employee inputs
Schedule occasional one-on-ones and skip level meetings
Customer loyalty isn’t built in a day, and it takes a great deal of effort to stay at the top of customers’ minds.
When you have a team of highly motivated people, employees become more passionate about their work and practice more effective communication modus operandi to meet the needs of your clientele.
The assurance that the organization prioritizes their needs serves as a driving force that increases their efficiency in the workplace. When customers become used to your services and eventually derive the satisfaction they yearn for, what you get is customer loyalty.
Show appreciation to employees who are putting in their best.
Increased revenues and organizational growth
Employee satisfaction and customer loyalty are important factors that determine the growth of any organization. While the latter is dependent on the former, organizations must strike a balance between the two to reach their full potential.
Having an all-inclusive work model where employees and their superiors alike are constantly updated on the company’s progress can ameliorate the engagement and productivity of your workforce.
Organizations are constantly striving to retain talented employees, but only a few firms understand how profitable a human-centric workplace can be in enhancing the employee work experience.
Just as organizations will make extra efforts to keep talented employees in their workforce, employees give preferences to organizations that prioritize their well-being and psychological safety. Everyone wants to feel at home at their workplaces and be treated with respect.
When employees experience setbacks in their workplaces or personal lives, they expect a certain level of empathy from coworkers and superiors in the organization.
Human centric businesses prioritize employee wellness over profit margins, and decisions are made to satisfy the needs of employees.
The long term effect of this is increased employee retention rates and a surge in overall business productivity.
Streamline company strategies and operations to enhance employee experience.
Job seekers can be particularly inquisitive when looking for job placement, and many will go to great lengths to conduct background checks on the position and work ethics of the organization they are vying for.
They want to know
What is achievable within the organization,
How employees are treated,
How conducive the working atmosphere is,
The relationships that exist between coworkers and superiors,
The employee benefits package, and what have you.
All of these and more are what a human-centric workplace promises for employees. With these, you won’t have to expend much effort to hunt down talented candidates, as they will naturally come to you in myriad ways.
Create a good first impression in the hearts of potential employees by adopting a human centric work approach.
Set your course for greatness
Employees are hardwired to seek out comfortability in their workplace; they want to be reassured that their career path is laced with elements that drive efficiency and not regression.
Organizations, on the other hand, strive to beat the fierce competition in the business world by way of innovation and ingenuity while relying on the efficiency of their workforce.
To that effect, the human-centric work model should be an integral part of every business looking to up its game in the global market, as it balances the interests of employees and organizations alike.
While the benefits it brings are unquantifiable, it is the key to unlocking the full potential of an organization.
Frequently Asked Questions
Q1. What is a people-centric workplace?
Ans. A people-centric workplace is an organization that prioritizes the needs, well-being, and satisfaction of its employees above all else. In a people-centric workplace, the focus is on creating an environment where employees feel valued, respected, and supported, and where their contributions are recognized and rewarded.
This type of workplace culture values open communication, collaboration, and teamwork, and places a strong emphasis on creating a positive and inclusive work environment where everyone feels empowered to do their best work.
Q2. What is an example of people-centric workplace?
Ans. One example of a people-centric organization is Patagonia, an outdoor clothing and gear company. Patagonia has a reputation for being a socially and environmentally responsible company, but it also prioritizes its employees’ well-being and satisfaction.
For example, Patagonia offers its employees generous benefits, including paid parental leave, onsite child care, and an employee health care plan that covers alternative and holistic treatments. The company also encourages its employees to pursue their passions outside of work, with initiatives like its Environmental Internship Program and its Environmental Grants Program, which provide funding and support for employee-led environmental projects.
Patagonia’s commitment to its employees goes beyond just benefits and perks, however. The company is also known for its flat organizational structure and open communication policies, which encourage collaboration and teamwork across departments. And perhaps most importantly, Patagonia’s leadership prioritizes transparency and ethical decision-making, which helps to build trust and a sense of shared purpose among its employees.
Overall, Patagonia is a great example of a people-centric organization that values its employees as much as its customers and the environment.
Author: Rilwan Kazeem
Rilwan Kazeem is a freelance content writer, and an enthusiastic one at that. He has been in the writing world for three years. Being an explorer and reader, he engages his readers with in-depth and thought-provoking blogs and articles.
The number of remote employees is growing these days, posing a threat to IT companies, especially after the pandemic. This has given rise to employee moonlighting. The work-from-home concept helps employees practice more of moonlighting. It is a popular practice of working for one organization while taking extra job responsibility without the employer’s knowledge, and both are performed simultaneously, which is termed as moonlighting.
What is Moonlighting?
Moonlighting Meaning, as defined by USLegal, refers to the practice of working more than one job simultaneously. It involves holding a second job outside of one’s regular working hours. For instance, someone with a regular 9-to-5 job who engages in a night job to supplement their earnings is moonlighting.
Based on a survey by Kotak Institutional Equities, 65% of employees are into moonlighting or looking for part-time job options while having a full-time job. Experts often believe that moonlighting should be accepted as long as employees deliver productivity and have a high commitment to the signed-up work.
As long as the purpose of moonlighting is positive and can set hourly work, an employee shouldn’t be restricted from practicing the trend.
Reports show this ongoing work trend sparkling among the remote working mode. IT giants like Wipro terminated 300 workers as its competitors employed them, which fueled the situation. This is how it poses a challenge to the IT sector. As people get the option of working from home, they have free time and a chance to make the best use of it and earn money.
Delving Deeper into the Concept of Moonlighting
Moonlighting is a source of extra income besides main employment. An employee hired for a company works for another organization, working on the same project. The moonlighting employees can do app development, content writing, run a campaign, and others based on employee skills and knowledge. Moonlighting employees are free to pursue the additional task on their own, provided it doesn’t interfere with their regular schedule and offers some additional benefits.
The moonlighters may face time constraints and often feel detached from their official company. This happens when folks spend only half of their efficiency on their company work and try to focus simultaneously on the extra work. It can often lead to less productivity and dedication. Juggling and balancing the two becomes tricky here.
The ongoing practice of moonlighting has posed a threat to IT giants, making them come up with steps to deal with it. Reports show that 64% feel that moonlighting is ethical and has nothing to do with the loyalty of an employee. Furthermore, recent surveys show how moonlighting changes the mode of remote jobs.
Recently, Infosys warned employees about moonlighting, saying it can lead to termination. The new company assures that employees shouldn’t engage in moonlighting outside their employment, duly signed by the staff. An otherwise situation will lead to a violation of the employee’s code of conduct. Besides, the staff confirmed to put in their effort during their tenure for their present employer only.
IBM clearly states that double employment isn’t ethically correct, and the company won’t tolerate such practices from employees.
But, COO of TCS, N Ganapathy Subramaniam, is of the view that if employees meet productivity and efficiency and aren’t into any illegal activities violating the company values and ethics, they don’t have any problem if an employee is willing to make extra bucks.
Moonlighting Is Rising – Lets Find Out How and Why
Moonlighting is here to stay as employees are operating more from home than from the office. It helps enhance earnings; thus, the trend is becoming a new normal.
Need for a backup plan
Having a plan B is one of the primary reasons to practice moonlighting. It grows from job insecurity and works as a backup. As an aftermath of the pandemic, unemployment has become a common concern; people are in search of additional income.
No need to hold on to steady jobs
People have realized that work is more than just 9 to 5 jobs. An individual has to work depending on a professional, and projects can be high paying and other. So, working per need and including some extra work and pay can be beneficial.
Chance of change in career
Job switching may not be that easy at times, and moonlighting is a good option to try a second job while continuing with a regular job. Therefore, moonlighting gives a chance to gather experience in a skill that later yields lucrative employment.
Ethical moonlighting is a situation in organizations that creates multiple job opportunities and encourages them to try it. But organizations must safeguard their company interests with written policies that clearly define the required criteria. Here, companies should prepare for the following:
Resources like software and laptops
How to Deal with Moonlighting Employees?
Is firing the right move to deal with moonlighting employees? Though every employee needs to abide by employment contracts, the option of firing the employee is too early to decide. Let us shed some light on ways to deal with it.
Share the Consequences with Employees
If employees know that they are doing something wrong or employers don’t know of employees’ moonlighting practice, employers should convey that they trust the team. Try to share that the company is concerned about employees’ well-being and value trust. Besides, remind them of the consequences of moonlighting without knowledge of the company, and authorities can take serious action against them as required.
Before such a situation arises, communicate with employees openly and honestly. Also, share that other companies may not offer benefits, including vacation, healthcare, and other amenities. By this, the employees recognize that the company is highly concerned about work culture and will discourage moonlighting practices against company policies.
A non-compete agreement is essential to have before hiring a candidate. These can protect the company’s intellectual property, reduce competition, and prevent workers from engaging with other projects or work for competitors. This agreement should mention a prohibition when looking for employment elsewhere while employed in a company. If employees are found to be working on two company projects, strict actions will be taken for disclosing any confidential data or even more.
Employers can use the agreement against employees engaged in moonlighting. In addition, the contract can limit an employee’s ability to work for another company outside its official work. This is how the company can minimize risk and avoid unethical workplace policies.
Employees Should Understand Company Moonlighting Policy
Employees should be aware of the policy and limits set by the company. To make sure that every employee is aware of it, mention the brief in the company’s overview section with other policies. Besides, mention how the company will handle employee moonlighting cases per the policy.
Industry experts suggest IT giants take a look on their active policies and develop an approach to deal with moonlighting. They can do this by setting performance expectations, protecting confidential company details, and others.
Use Employee Engagement Software
The employee engagement software can track an employee’s performance, productivity, and engagement levels. It helps managers track the work activity of employees and identify any signs of moonlighting.
Employers can get information on whether some employee works for another company or passing on sensitive information outside of working hours.
Ask Questions Regarding Moonlighting
If you already know what your employees are doing or what to find out, ask them directly about it:
Are you into some new projects outside our team?
Are you engaged in other work outside normal office hours?
Can we help you balance work here?
Ask them questions and make them comfortable so that they feel free to discuss why they are into moonlighting. The more they are comfortable expressing actual reasons for moonlighting, the better you know what makes them happy. Based on this, you can take actions to alleviate their concern that their full-time job will be sufficient financially.
While an employer needs to respect employees’ need to engage with more than one jobs, there are situations in which moonlighting can have negative effects on the company.
Beyond company policies, HR should ensure that employees are aware of their limitations outside their employment in the office. So, when it comes to addressing moonlighting workers, focus on what is legitimate and the employment-relating concerns. If a company is experiencing moonlighting problems and doesn’t know how to deal with it, it should frame a legal structure, defining norms and rules before things go out of control.
Frequently Asked Questions
Q1. What is moonlighting?
Ans. Moonlighting refers to the practice of working more than one job at the same time, typically involving a second job outside of one’s regular working hours. It allows individuals to supplement their primary income and earn extra money.
Q2. Is moonlighting legal?
Ans. The legality of moonlighting depends on various factors, including employment contracts, company policies, and local labor laws. Some employers may prohibit moonlighting due to potential conflicts of interest or concerns about employee productivity. It’s essential for employees to review their employment agreements and seek clarity from their employers to ensure compliance with any restrictions.
Q3. How should employers address moonlighting concerns?
Ans. Addressing moonlighting concerns requires open communication and clear company policies. If prohibiting moonlighting, employers should explain reasons while considering individual circumstances. Promoting work-life balance and addressing productivity concerns are essential for effective management of moonlighting employees.
Imposter syndrome is an internal experience when an individual denies believing they are competent as others consider them to be. They also worry about being tagged as incompetent or incapable of meeting workplace expectations.
You aren’t alone in experiencing this syndrome when sometimes it becomes hard to cope. It’s also challenging to confess these feelings to others. Managers intend to support their team, but identifying and addressing the syndrome may not be easy.
Imposter syndrome is not what only new hires experience, rather, all people experience it. Research shows that 62% of workers experience imposter syndrome, and 42% of employees are experiencing both the syndrome with burnout worldwide.
The 2020 pandemic caused a rise in imposter syndrome. Self-doubt became a byproduct when employees started to work in isolation. Due to this, 33% of professionals reported how the pandemic, along with problems like imposter syndrome, impacted their professional confidence.
The symptoms intensified with fewer chances to connect and celebrate success with coworkers.
Signs of Imposter Syndrome
The head of Early Career Insights, Laura Mills, told Workest that employees with signs of imposter syndrome face difficulty accepting praise or compliments. They can even abstain from asking for help as, to them, it is a sign of failure.
Giving others credit for your success
You don’t realize success or accomplishments. You give accolades for other reasons except for the one you are to be praised for. These are types of imposter syndrome. People with a healthy knowledge of self-esteem can take credit for any hard-earned achievements. They will praise others but have problems accepting it themselves. No matter how privileged you feel, accept credit when it’s due at the workplace.
Taking up unnecessary pressure on yourself
Do you over-prep for every meeting and stay back to work even after your co-workers have left? Perhaps you are constantly comparing yourself and cannot handle the constant anxiety saying that you are yet to give your best. If this sounds similar, these are obvious signs of imposter syndrome and try to come out of it. People with the syndrome have a tendency to overcompensate with fear to avoid being ‘found out’. However, with success, the fear also worsens, resulting in an escalating cycle leading to an unbearable situation overall. Constant fear leads to procrastination.
Doing too much self-sabotaging
You receive an ambiguous email from your boss and get trapped in a spiral of anxiety. The email is enough to convince yourself that you may get fired. You keep on thinking that whatever you bring to the table to your boss might devalue you and hamper your future promotions.
You are already preoccupied with a story to make you unnecessarily anxious. Even when things aren’t falling into place with personal relationships or office colleagues and friends, deep down, you start believing that you don’t deserve to be happy. And that you have to take risks and will get hurt eventually.
Struggling with burnout
You may be struggling with burn out for years, leading to imposter syndrome problems. Burnout is a condition that is caused due to persistent occupational stress, and you may struggle to cope with it. Three characteristics to understand it is:
Exhaustion or fatigue
Lower work effectiveness
Feeling increased pressure and negativity from the job and being mentally distanced from the job
This shows how imposter syndrome gives rise to burnout situations. If you only overthink and never feel proud of your accomplishments, it can eventually lead to feeling low and getting a negative perspective on your occupation. Once this happens, you will stop caring about your professional performance in the workplace.
The situation can come up in different ways. An individual may be reluctant to negotiate for salary when hired. That reluctance to negotiate for salary again comes from the feeling that you are a fraud and getting the job is enough for you, no matter the pay scale.
It impacts self-care and doesn’t even take benefits like vacations or others. But you work hard throughout the day without leaving any stone unturned at your workplace.
These are some of the signs of imposter syndrome at work that both managers and employees can experience. If you recognize any of these signs with behavioral changes, try to acknowledge them. Whichever signs you relate with, it is important to find what drives you to those behaviors and the associated causes.
How to get rid of imposter syndrome?
Before holding on to negative self-talk when suffering from imposter syndrome, try the following to get rid of it.
Go by facts and not feelings
Imposter syndrome aggravates your feeling that your performance isn’t up to the mark. These are often based on fear and are not real. Try to combat imposter syndrome with facts, and don’t let your negative feelings win. That way, you can take actionable steps for what you cannot control.
You cannot stop your brain from creating stories, but you can try to center your thoughts around facts. When feeling trapped in an imposter syndrome, go by facts rather than feelings.
Look for Guidance
Look for guidance from a mentor who can help improve your soft and hard skills. This way, when you feel that you aren’t good at any task, you can get back confidence with the belief that you are trying your best. The mentor should be someone from your field with practical experience to support you. Moreover, if you trust the person, you can better share imposter syndrome as an employee and how you feel.
Learn from your teammates
A common instinct is to compare yourself with your teammate and think each member can outdo you. While comparing becomes a habit, try to reframe your perspective.
Next time you feel like comparing yourself with teammates, take a step back and try to learn from what you think are their superior qualities. You will have teammates who excel in various fields, and there’s a lot to learn from each, including yourself. That won’t make you less worthy. Instead, it’s an excellent opportunity to help others grow in a team. Recognize others’ good work and use it as a tool to improve yourself to deliver better in the future.
If you are a team manager, your priority should be to support each and reduce signs of imposter syndrome at work. A few ways can be:
Provide opportunities for connection
Every team member should have ample chances to connect with each other. Mentor any new member of the team and help them mingle better. Similarly, all the members should be aware of any available resources.
Clarify ways for communication
Without a clear sense of communication norms, it can be intimidating how to approach other team members. It can simplify the initial hurdle of communicating. Make sure to use the correct tool and person to contact when having doubts.
Keep a frequent check
Have a check-in during a meeting where team members can feel free to express how they are doing. If managers are transparent about sharing thoughts, it encourages team members to do the same.
So, when someone is putting a lot of pressure to give their best, managers can help them with positive feedback.
Get into the habit of sharing frequent feedback
More often, imposter syndrome isn’t based on a real situation. Situations leading to imposter syndrome can improve with comforting and frequent feedback from team members and managers. Once you have a sense that you are doing it right, it can work with confidence. A little feedback now and then, can boost your confidence and help grow the basis of working hard.
It is how managers can help team members conquer the syndrome with confidence and proper guidance. Managers should support the growth interests of team members, giving them the adequate confidence boost they require.
In conclusion: Can imposter syndrome affect your work?
If imposter syndrome seems to hold you back at work, try to identify the psychological discomfort behind the role. It is a temporary state of being in a person who is always thinking about whether they can give their best performance. If you are aware of workplace microaggressions, you must know how they can lead to imposter syndrome. So, challenge the lies beneath imposter syndrome and prevent it from aggravating. This syndrome can affect any area of activity, if you don’t let your negative feelings go.
Frequently Asked Questions
Q1. How does an HR handle imposter syndrome at work?
Ans. The role of an HR is to encourage managers with the latest tools and knowledge and create healthy expectations in the workplace. When an employee is not respected in a workplace it can lead to imposter syndrome. This is when managers should focus on inclusion, which can make one feel validated. Acknowledge hard work publicly that can boost an individual’s motivation.
Q2. Why is Imposter Syndrome a problem?
Ans. There are types of Imposter Syndrome that can lead to problems like:
Reduce wellbeing and increase the chance of mental health problems
Isolates an individual and impacts their interpersonal relationships
The sufferers fear of failing and fail to try new things due to failure
Q3. How to deal with imposter syndrome before it can hinder success?
Ans. Know the signs, and you aren’t alone in it. Try to distinguish between fear and humility. You can seek help from a mentor or manager who can show you the best ways to overcome those negative thoughts.
“Setting goals is the first step in turning the invisible into the visible.” — Tony Robbins
Fierce competition, ever-changing technology, and a capricious business landscape, coupled with the great resignation and aftermath of the pandemic, are the leading factors that are shaping global business.
In this uncertain environment, how are organizations keeping pace with growth and development?
While goal setting helps organizations keep track of their performance, it is essential to involve every employee in organizational success. So, how do you ensure that the entire workforce is committed to the organization’s goals and create initiatives that help meet those goals on time?
One of the ways that organizations can create, implement, and measure goals, is by adopting the OKR framework. It is one of the most popular and effective techniques that is used by organizations to achieve ambitious and aspirational goals. Through this framework, leaders and managers can keep a track of the employee initiatives and ensure their time and effort goes into the most productive activities.
For decades, organizations have been using different approaches and methodologies to create and track employee goals. While there are multiple approaches available for goal setting, OKRs is one of the most widely appreciated and widely accepted throughout the world. It helps in articulating the organizational goals into simple objectives and provides measures to track and check the progress of every employee. Furthermore, it increases transparency in the organization and makes departments, teams, and individual employees more accountable for their key results.
As organizations are steering through pandemic-led challenges, it is difficult to track the progress and inputs of every employee. Moreover, setups like work-from-home and hybrid environments create barriers to communication, collaboration, and connection, which ultimately leads to less productivity and engagement. OKRs are a great mechanism to tackle such challenges and offer insights into employees’ deliverables.
Before we dive deeper into the intricacies of objectives and key results, let’s take a closer look at what it means to the organization and how it provides actionable insights to leaders.
An OKR template is a document that helps organizations, teams, and individuals set up challenging and ambitious goals that are aligned. Also known as the OKR tracking template, it provides great insights into the achievements of team members and helps managers constantly track the progress of different goals.
The leading industrial and HR experts at Engagedly have created a number of OKR templates that accompany different aspects of goal setting and tracking. You can customize these templates to use them for your organization and keep track of the most important organizational goals.
What Are OKRs?
“One: set inspiring and measurable goals. Two: make sure you and your team are always making progress towards that desired end state. No matter how many other things are on your plate. And three: set a cadence that makes sure the group both remembers what they are trying to accomplish and holds each other accountable.” — Christina Wodtke1, Author of Radical Focus.
Objectives and Key Results” (OKRs) is a goal-setting and leadership framework. With OKRs, businesses can communicate their desired outcomes and identify key milestones to achieve them. OKRs help companies align their teams with their overall strategy and drive meaningful progress towards their goals.
It became a globally accepted and acclaimed strategy after Google started using it in the 1990s’. Thereon, it has found its way from Silicon Valley to innumerable startups and the world’s leading organizations, like Microsoft, Dell, Baidu, and Adobe.
But what makes it different from the other goal-setting methodologies like MBO (management by objectives) and SMART goals? Even though OKRs originated from MBOs, there are multiple differences in the structure, approach, goal review frequency, and degree of autonomy. OKRs help define the success strategy of the organization while encompassing the “What and How”, meaning they highlight the organizational objectives to be achieved and also provide a set of measures as key results.
To have a clear understanding of how OKRs impact the organization, let us first look at its components.
OKR is a great leadership exercise that can be conducted either monthly or quarterly. It helps align the efforts of resources toward achieving organizational goals by clearly outlining their objectives and the quantifiable actions necessary to achieve them. Keeping the focus on some specific and major objectives makes it easier to track their progress and ensures that the workforce is committing their efforts to achieving them.
What Are Objectives?
In simple terms, objectives are what is to be achieved. They are short, inspirational, organized, and clearly defined goals that lead to major changes in the organization. Objectives are aligned throughout the organization and are qualitative in nature. Properly designed and effective objectives ensure that the workforce does not lose sight of the goals and puts their maximum effort into them.
The process starts with leadership deciding on 3-5 objectives to be accomplished. Then the departments and various teams under them set their own objectives based on the organizational objectives. The crux is to ensure the achievement of organizational objectives by channelizing the efforts of every team member.
An example of an objective: Increase overall traffic to the website blog
Qualities Of Objectives
Every objective in the OKR bears some unique qualities. It is crucial to understand them to set relatable and clear objectives. Some of them are discussed below.
Very Clear: It is critical to have clear, unambiguous, and direct objectives that are understandable by every employee in the organization. They should be written in a manner that is easily interpretable and quickly understood.
Challenging: Challenges make teams and departments in an organization collaborate and work towards the mission. You can either bore your employees by making them work on something easily achievable, or you can flex them by putting a challenging objective in front of them. But it is important to ensure that objectives are not impossible to achieve, as this may lower the morale of the team and put them off track.
Actionable: There are objectives that put your team to the test and offer them something challenging and actionable to work on and then there are objectives that seem vague and will put your team off. Creating actionable objectives is the key to imbibing enthusiasm in your employees.
Inspiring: Your employees should be energized while working toward your goals. By setting inspiring objectives, you can increase employee engagement and productivity and ensure they have something to look forward to.
Key results are a mechanism to measure the achievement of the objectives. Usually, every objective is followed by 3-5 key results that help in its accomplishment. They are measurable, specific, time-bound, and verifiable. They are signifiers that the objectives are in place and they support their evaluation by everyone in the organization.
Additionally, organizations create scoring systems to evaluate the key results. Usually, the system is in the form of a score varying from 0 to 1. The movement on the scale indicates the achievement of the key results.
Examples of key results
Below are the sample key results required to achieve the objective of increasing the overall traffic to the website blog.
Increase year-on-year traffic to the website by 100%
Optimize 50 articles every month
Publish 70 articles every month
Qualities Of Key Results
For key results to be effective and actionable, they should have the following qualities in them.
Measurable And Quantitative: Key results should be easily measurable in a unit or scoring system as defined by the organization. It should highlight the progress of the team or an individual towards the defined objective.
Supports Accomplishment Of Objectives: Achieving key results should be directly linked to objectives. A key result cannot exist on its own and must be related to the team or individual objectives.
Clear: Key results should be clearly defined and easily understood by the teams and individuals. The initial value and target score should be stated while setting the key results.
Time-bound: Setting a timeframe helps employees stay focused on the activities. Hence, it is important to fix the start and end of all the key results. All team members must be notified about the dates of key result activities.
History Of OKRs
The history of OKRs goes back to 1974, when Peter Drucker2, an Austrian-American management consultant and business enthusiast, invented Management By Objectives, popularly known as MBO. It became the predecessor of OKRs. Drucker’s purpose was to enhance the productivity and performance of an organization by introducing objectives that were agreed upon both by the leadership and employees.
It was in the 1970s that the co-founder and CEO of Intel Corporation, Andy Grove3, revolutionized the concept of objectives and key results. He used this concept to enhance the performance of Intel and increase revenue by manifolds. He used the MBO framework and tied the objectives with key results to create business excellence.
In 1975, John Doerr joined Intel and learned the concept of OKRs. He found it to be immensely useful in achieving objectives and empowering the employees. He then went on to teach the concept to the founders of Google, Larry Page and Sergey Brin, as an advisor while working at the venture capitalist firm, Kleiner Perkins.
At that time, Google was in its initial stages and quickly adopted the concept. Since then, thousands of companies, from multinationals to startups and even kindergartens, have adopted OKRs and used them to become tremendously successful.
There are two types of OKRs: committed OKRs and aspirational OKRs. Committed OKRs are objectives that are achievable and realistic, while aspirational OKRs are more challenging and ambitious. Both have different purposes and methods for achieving them.
Categorization of OKRs is done on the basis of two questions: the first one is “What does the organization want to achieve?” and the second one is “How do we achieve it?”. By answering these questions, leaders can segregate the OKRs into two baskets: committed OKRs and aspirational OKRs.
Understanding the differences between the types of OKRs helps organizations organize their resources and adopt the methodology that is most suitable for bringing in the key results, driving culture change, and increasing employee engagement. As the purpose of the OKRs is to align the resources towards the most important organizational priorities, it is therefore important to categorize the OKRs to get the most out of the time and efforts of the employees. Let us understand the differences between them and which methodology works best for the organization.
Also known as “roof shot goals,” these OKRs highlight the focus areas where the teams are expected to have a 100% achievement rate. An organization sets committed OKRs to focus the efforts of teams on such parameters whose achievement is critical and important to the success of the organization.
Even though these OKRs are ambitious, they are still realistic and achievable. Hence, the teams are expected to deliver 100% on them. In a scenario where a department or a team finds that the committed OKR cannot be achieved in the current cycle, they must consult with the leadership and create solutions and alternatives to get the goals back on track.
Please note that there is no room for failure in committed OKRs. They represent the utmost priorities of the organization. Team members need to put their heads together to ensure the achievement of the objectives.
Aspirational OKRs, in contrast to committed OKRs, are stretch goals which are impossible to achieve in a given cycle. The purpose of creating them is to push the departments, teams, and individuals to go further than the committed goals and think better in their approach and execution. Also known by the name “moonshots,” aspirational OKRs drive team efforts towards creativity and innovation. As long as the organization sees considerable and meaningful success, falling short on the achievement of aspirational OKRs is not considered a problem.
Having a 100% achievement rate in aspirational OKRs is rare, and it turns out that if the teams were able to achieve it, then the OKRs weren’t aspirational. In such a scenario, an organization needs to work on improving the methodology of setting OKRs.
Committed Vs Aspirational OKRs: How To Choose?
A global multi-sector survey4 conducted by the Economist Intelligence Unit (EIU) with 500 senior executives from organizations with revenues of $1 billion or more found the following about goal setting.
Right implementing goals is critically important: 90% of the respondents shared that they failed to achieve all of their strategic business goals of wrong implementation.
Workforce capabilities define the success: 55% of executives found their business exposed to competitors because of inadequate delivery capabilities.
The above statistics highlight the importance of goal setting in the workplace and how it should be done in tandem with workforce capabilities. That’s why selecting the right mix of OKRs is important for organizational success. While an organization may want to have only aspirational goals to push their team to work hard and achieve more, having only aspirational OKRs can demotivate the team and exhaust them for never achieving their targets.
On the flip side, having only committed OKRs will inhibit the innovation, creativity, and problem-solving abilities of the team. They will never be attuned to failure and will be discouraged from risk-taking.
The best approach to selecting aspirational or committed OKRs is based on the organizational culture and strategy. For innovative organizations like Apple, Alphabet, and Microsoft, going beyond the comfort level is imperative, and setting aspirational OKRs is a must. And for organizations that are more into operational activities, committed OKRs will serve the purpose. However, in the long run, as the organization grows, it is crucial to have the right mix of aspirational and committed OKRs to pivot the organization towards success.
OKRs are the key to successful business planning. Organizations that have implemented OKRs found it to be immensely useful in creating an impact on the culture, business outcomes, engagement, and communication. Let us explore some of the benefits of using OKRs.
OKRs are the key to successful business planning. Organizations that have implemented OKRs have found them to be immensely useful in creating an impact on the culture, business outcomes, engagement, and communication. Let us explore some of the benefits of using OKRs.
Time and again, it has been proven that organizations that opted for OKRs had tremendous success. The biggest benefit of OKRs lies in making organizations more agile and transparent. It aids in streamlining employees’ efforts to achieve real-world business outcomes.
By giving ownership to the teams to set their own objectives in cadence with the organizational goals, it increases accountability and makes them feel involved in the decision-making process. There is no doubt that organizations like Google, Netflix, and Microsoft have embraced OKRs and focused their efforts on achieving specific goals.
Chris Zook and James Allen, in their book “Profit From The Core5” mention that between 1988 and 1998, out of 1,854 large corporations they surveyed, seven out of eight could not achieve profitable growth. Yet 90% of these organizations had detailed plans for growth.
The startling statistics highlight how important it is to align organizations and employees with goal setting. While you are burning the midnight oil to prepare plans for growth, not having the goal alignment will not lead the organization to its desired objectives.
OKRs help leaders, managers, and individuals align their efforts and focus on the most important goals of the organization.
For long, organizations have focused on output rather than focusing on outcomes. While many leaders still use the terms interchangeably, there is a lot of difference between them. In simple words, output is what the organization or a team does, and an outcome is the change accompanied by the output.
By focusing on outcomes, OKRs help drive employee engagement, higher performance, and transparency in the organization. When continued for a long time, it embeds into the organizational culture and brings purpose, commitment, and innovation into the system.
As per a report6 by HBR, around 95% of employees are unaware of the organizational strategy. The key to connecting, empowering, and engaging employees is clear communication. An organization that fails to communicate its objectives clearly, suffers losses and employee disengagement.
Using OKRs can solve the challenges of communicating organizational, departmental, and individual goals to every employee. Weekly and monthly check-ins help create a communication channel to highlight any issues in the progress of any objectives.
The purpose of writing and implementing OKRs is to align the efforts of resources towards the achievement of core organizational objectives. They help bring purpose and meaning to the organization and offer employees something to look forward to. Even though all organizations create short-term and long-term business strategies, only a handful are able to execute them effectively and efficiently. Furthermore, non-alignment of resources with the objectives leads to substandard results and ineffective business delivery.
Most organizations opt for OKRs to bring accountability, transparency, and alignment to the system to implement and execute business strategies. It is important to have leadership involved in the end-to-end process to get actionable results and bring substantial change to the organization.
Creating and implementing OKRs can be cumbersome. It requires integration of teams and leadership to understand the complex problems to be solved and the mechanisms to follow. Let us now understand the process of getting started with OKRs.
The Ultimate Goal
A company’s ultimate goal is a pivotal point for the whole workforce. Departments and teams create their OKRs based on the objectives set by the leadership team. Hence, it is crucial to understand which objectives will solve the organizational challenges and which ones will offer growth opportunities. While there can be innumerable problems to tackle, concentrating on the mission and vision of the organization will help narrow down the most important aspects of organizational growth.
An example of an ultimate goal could be “to become the most preferred IT training provider in the APAC region.”
The best way would be to convert your mission and vision into overarching objectives and key results. This will provide a focus area for various departments and teams to create their OKRs that will support and contribute towards fulfillment of the ultimate objectives.
The frequency with which the organization and teams set their OKRs is known as the cadence. Usually, there are two cadences in OKRs: quarterly and annually. As organizational objectives are directional and take a longer time to accomplish, their cadence is set annually.
Departmental and team OKRs are more actionable and are set quarterly. The short-term cadence of departmental OKRs helps leadership change the strategy and direction if they are not contributing towards organizational objectives.
Setting an OKR cadence requires meticulous planning and understanding of the business environment. Refer to the following points while selecting the cadence:
Uncertain market conditions require setting up a short cadence to accommodate the recurrent changes.
For startups that aim to achieve more in less time, it is preferable to set up a monthly or quarterly cadence.
For organizations that are prone to technological changes and stiff competition, a shorter cadence will work well.
Cultural and behavioral changes in the organization can be achieved through a short OKR cadence.
A long cadence is generally suitable for large and stable organizations that are prone to sudden changes in the business environment.
Writing Organizational Objectives
Having a single objective will keep the energy and efforts of the whole workforce focused and channeled. However, based on the industry, size, and growth prospects, an organization can create 3 to 5 objectives after taking input from various teams.
It is important to involve all the key stakeholders in order to share their inputs regarding the most important organizational objectives for the next 12 months. The inputs collected from employees have to be evaluated against the company’s strategy and market position and then converted into objectives. Objectives should be specific, clear, and in agreement with what the organization should achieve in the next 12 months.
Keep the following pointers in sight while writing the organizational objectives.
Refer to the organization’s mission and vision statements.
Take past objectives into consideration and look at their key results.
Understand the most important business priorities that need to be addressed
Look at the OKRs that are performing well in the current cycle.
Understand the business and market complexities and decide what could be the pivotal point for the organization.
Writing Departmental And Team Objectives
Now that the leadership has decided the objectives to be achieved, it is time for departments and teams to create their objectives. They need to chart out the activities that will help the organization achieve its long-term objectives. The activities help keep the focus on the most important tasks that are vital for accomplishing the objectives. As team OKRs follow a quarterly cadence, it is important to craft objectives that can be achieved in the given cycle.
Setup OKR Scoring Method
How will you understand the progress your team has made towards an objective? To determine how well a team delivers on an objective, it is important to fix a scoring method.
There are different scorecards used by organizations to indicate progress. One such method is using a scale of 0 to 1, where 0 indicates no progress made by the department or a team on the objective. One can also use a 10 point scale for scoring OKRs.
The next step in measuring progress is labeling or benchmarking the scorecard. Labels help in understanding the overall accomplishment of an objective. For example, you can use labels like “30–40% as average progress and 50–75% as good progress.”
Communicate OKRs To Everyone
Sharing organizational and teams’ OKRs publicly helps in increasing the transparency in the system. Additionally, it brings more visibility regarding the organization’s most important priorities and helps employees collaborate to achieve their objectives.
Successful implementation of OKRs lies in frequently tracking their progress by weekly check-ins and conducting a quarterly OKR review at the end of each cycle. OKR tracking assists in the following ways: understanding progress made on objectives, addressing any shortcomings, resolving any challenges encountered by the team, and motivating the team to continue putting in efforts.
OKRs are an impressive tool to track and measure the progress of organizational objectives. But there are times when things can go haywire. And to prevent such events, it is best to follow OKR best practices that help avoid any hiccups and inefficiencies in the process.
Onboard An OKR Champion
Creating and implementing OKRs is a challenging process, and many organizations fall prey to poor OKR adoption and implementation. To successfully incorporate OKRs into the culture and business, it is crucial to have an OKR champion. A person with expertise in the adoption, rollout, modulation, and review of the OKRs helps channelize and streamline the processes effectively. Furthermore, having an OKR champion will reduce the risk of running an incompetent and ineffective process.
Communicate OKR Benefits
To get the full range of benefits from the OKR methodology and framework, it is important that every employee in the organization is well informed about the process. By communicating the OKR benefits through different communication channels, leadership can ensure higher adoption and more visibility in the system.
Autonomy To Set Employee OKRs
Involving employees in setting their own OKRs increases their accountability, transparency, and trust towards the organization. Moreover, it will help employees choose the projects, tasks, and challenges that are more suitable for their skills and professional growth. Managers can hold discussions with the team members to understand their expectations and help them align their OKRs towards organizational objectives.
Hold Organization-wide OKR Review
To understand the overall impact of the OKR on the organization, it is important to hold an organization-wide review that discusses the achievements, setbacks, and improvement measures for the next OKR cycle. Such reviews provide OKR champions with insights to understand where the process is lacking and to suggest changes. It is important to note that the whole workforce should be part of the review meeting to incorporate the values of OKRs in them.
Mix Of Aspirational And Committed OKRs
As discussed in the previous sections, having the right mix of committed and aspirational OKRs keeps the workforce motivated and drives them towards organizational success. Additionally, labeling OKRs as committed and aspirational will allow employees to understand how much effort they have to put into a particular objective.
Incorporate Learning In The Next OKR Cycle
The weekly check ins and quarterly OKR reviews provide valuable insights to the leadership to enhance the effectiveness of the process. Before setting the OKRs for the next cycle, it is important to look back at the feedback collected from the process and the managers and integrate them into the system.
Use Both Top Down And Bottom Up OKRs
An organization that is new to OKRs will naturally use the top-down cascading method, meaning the objectives are set up by the leadership and they trickle down to different teams and finally to the individual OKRs. On the other hand, the bottom-up approach allows employees to set up OKRs and convince the management of their adoption.
Much research has pointed to using a mix of both top-down and bottom-up approaches. It helps in keeping up the motivation and involvement of employees in their work and also ensures the leadership vision and objectives are met.
Performance Review, Promotion, And Compensation
The purpose of creating OKRs is to align the efforts of the resources in reaching organizational objectives.But some organizations make the mistake of tying compensation, promotions, and performance reviews to OKRs, which can kill their essence of transparency and accountability. Employee performance evaluation is an entirely different aspect of a business and must not be married to OKRs.
The above pointers help to avoid common OKR mistakes that organizations make while creating and implementing OKRs.
Setting up OKRs can be challenging for first timers. But with experience and due diligence, one can create OKRs that bring in results. It is important to refer back to the past OKRs to avoid mistakes. Additionally, OKR examples can also provide quick insights to set up goals for various departments and teams.
Below are some of the OKR examples to kick start the process.
OKR Examples For HR
Create an employee wellness program
Organize 5 mental health sessions per quarter for every team
Organize 5 physical wellness sessions per quarter for every team
Conduct an online webinar per month on physical and mental health
Increase employee registration for physical fitness activities by 50%
Improved training and development opportunities for managers
Increase manager enrollment in learning courses by 70%
Ensure 100% course completion rate by quarter end
Increase assignment submission rate by 80% for every course
OKR Examples For Information Technology
Enhance client data security measures
Reduce security breaches by 100% by the quarter end
Conduct 5 cyber security training sessions throughout the organization
Increase compliance score by 50 points by the end of the quarter
Reduce website and application load time
Decrease server response time by 3 seconds.
Increase code quality through code optimization from 2 to 3 by quarter end.
Product Management OKR Examples
Increase the count of daily active users on the application
Enhance the notification feature to increase daily notification from 1 to 10
Provide an application widget to directly sync the user’s calendar for the upcoming webinars
Increase reliability and scalability of the product for external stakeholders
Increase database security by 10% through the latest updates and code enhancements
Ensure all new joinees take mandatory data security training within 60 days of their induction
Resolve all outstanding client issues by the end of the quarter.
Sales OKR Examples
Increase quarterly revenue to $500,000
Work to increase lead conversion from 5% to 15% by the quarter end
Increase customer upsell from 7% to 10% by the end of the quarter
Increase customer acquisition in the APQC region from 10% to 15%
Increase high net-worth corporate client-base
Target corporations with more than $100,000 turnover.
Increase promotional outreach from 10 to 30 clients per month.
Customer Success OKR Examples
Provide state of the art customer enablement tools
Implement latest updates to reduce downtime and lags by 50%
Enable query automation to reduce waiting time
Launch mandatory tool updates every month
Reduce customer response time by 50% by the end of the quarter
Increase customer involvement activities
Increase mandatory training activities from 5 to 7
Launch 7 free certification programs for inactive customers
Increase email outreach for latest guides and white-papers from 4 to 8 every month
OKR Examples For Operations
Increase organizational productivity
Automate file keeping, record maintenance, accounting, and bookkeeping tasks
Provide 1 training session every month to employees to reduce recurring tasks.
Incorporate learning management system to increase productivity and efficiency
Launch 5 team specific training programs every month
Ensure 80% completion rate from all the departments
Mentor and coach 5 employees from every department for managerial positions
OKRs have gained phenomenal success in the last two decades. From startups to multinationals, thousands of organizations have embraced it for reaching their ambitious and most challenging goals. Due to its simplicity in setting up and tracking key business results, many renowned leaders have used it for personal and professional success.
Technically advanced OKR software, such as Engagedly, makes it easier for quick adoption and implementation of OKRs. It offers excellent insights into understanding the progress of your important objectives and provides an execution focused approach to aligning and tracking performance outcomes across the organization.
Book a free OKR demo with our experts to explore the complete set of features of the Engagedly’s OKR software or for a free 30 min OKR consultation.
Are you aligning your employee goals with your organization’s goals? If not, 2023 is the right time to start. With your teams mostly functioning remotely or hybrid, OKRs are a great way to keep them focussed towards a common goal and achieve results.
Globally, they have become an indispensable part of performance management in organizations. Objectives and Key Results (OKRs) methodology is one of the most simple and effective ways for goal setting and monitoring at workplaces.
Brief History Of OKRs
OKRs were introduced at Intel in the ’70s by Andy Grove and were made famous by John Doerr when he introduced it in Google in 1999 as a “management methodology that helps to ensure that the company focuses efforts on the same important issues throughout the organization”.
Now multiple industries across different domains such as Amazon, LinkedIn, GoPro, Salesforce, Target, Duns and Bradstreet have adopted OKRs as their goal-setting framework.
Create Your Goals
The first and most crucial step for setting up OKRs is to create business goals based on the company’s annual strategy. This step involves collaborating and brainstorming with different departments and understanding how the organization collectively will achieve the OKRs.
Remember that your OKRs should answer these two questions:
Objectives–What Do You Want To Achieve?
Key Results–How To Know If You Are Getting Closer To Achieving It?
Objective: To improve inbound lead processing by 52%
Website enquiries answered within 24 hours
50% sign-ups given product demonstration within first 2 days
Minimum questions on landing page to prevent customers from losing interest
Objective: Leverage product feature that is ranked most popular in the market
Key Results: The heat map of the website shows 60% of visitors focus on a primary feature of the product and the remaining on secondary features. Feedback received from customers indicates the product’s primary feature provides 2x more value.
It is important to introduce your team to the OKR methodology and give them an opportunity to familiarize themselves with the whole process. While there are a number of OKR guides out there, why not go to the one that is synonymous with the term OKRs? Google has an OKR guide that will take users through history. It will help them set up and even teach them how to write actionable OKRs.
Before moving on to the next step, make sure that your teams understand why OKRs play an important role in the growth of a company and how alignment of goals works internally.
Create and Align Individual OKRs To Team / Business OKRs
Once all your teams are sufficiently familiar with the approach, encourage them to draft their own OKRs. Collaborate with them and help them create their OKRs. This can sometimes lead to conversations that help you understand your teams and their plans better. It allows employees to understand an organization’s expectations of them.
All goals need to be aligned with an organization’s goals. That is the true purpose of achievable goals and objectives. Once your employees have set their individual OKRs, align their goals with company OKRs or business goals of your company.
Now that all your teams understand the purpose of OKR methodology for goal setting and have set their individual OKRs and successfully aligned them with company OKRs, all you need to do is review these OKRs before they start working on them. Review the OKRs of all your teams and make sure that their OKRs align with the company properly.
The next step is to monitor these OKRs. You have to keep track of the progress your employees make on these OKRs in the coming days. Monitor how regularly your teams are checking in on their OKRs and keep track of their progress regularly and modify the OKRs if needed.
Did your Director just thrust his hand toward your face while you were speaking in a board meeting? Was this just to get the POV of your male colleague? We have all been there. The humiliation. The sheer unprofessionalism of that one solitary gesture. Yes, you guessed it right. Today, in this blog, we are going to dive head-on to unravel the five major gender equality challenges women leaders face in today’s global economy. We shall also try to find tips and tricks to combat these challenges and triumph!
The prejudice and discrimination, silent and sinister, have created gigantic hurdles for female leaders everywhere. In an idyllic statement, Sheryl Sandberg, COO, Facebook, professed that “In future there will be no female leaders. There will just be leaders.” But how far are we from that idealistic world? Why is that Utopia, where there are no gender equality challenges, still a distant dream?
Why is there such a blatant gap in employment in the workforce between men and women?
Why to this day do such rampant gender equality challenges abound?
The global women leaders summit organized by GIWPS and The Rockefeller Foundation on June 20-23, 2022 addressed the urgent need for action to advance gender equity. One of the signatories, Nicola Sturgeon, the First Minister of Scotland, announced that “Women leaders are a catalyst for change.” But this begs the question that why is the percentage of these catalysts so low in the global workforce?
A report published in 2021 highlighted that the industries with the lowest share of female representation in the overall makeup of the industry were Technology, Agriculture, Energy, Supply Chain and Transportation, Manufacturing, and Infrastructure.
Why is it that when it comes to hiring women in leadership roles, organizations take a one-step-ahead-and-two-steps-back approach?
Let’s dive right into the heart of these problems and work our way through the tips to combat the challenges.
The Vicious Loop of Bias-Prejudice-Discrimination
The biggest hurdles many female leaders face are bias, gender stereotypes, and preconceived attitudes about female capabilities. It can also be the manifestation of a socially conditioned brain thinking, “Oh! She’s just a woman. Women can’t lead.”
Prejudice against female employees is fatal in management and leadership spheres. It makes it onerous a task for female leaders to become women who climb to executive levels.
In today’s society, outright bias and discrimination are unethical and disapproved of. Many female leaders daily fight the subconscious judgment prevalent at their workplace. Therefore, they are often less likely to be promoted.
How to fight this loop?
Many businesses spend time considering how to bring in a more diverse workforce without having a clear strategy. Culture and organizational paradigms play a role in this.
More than just laws and hiring procedures, creating an inclusive workplace matters. Everyone should feel respected, heard, and be able to make a difference while advancing their careers.
The single most effective action a company can take to encourage more women leaders is to foster a culture of “Conscious Inclusion” by increasing people’s motivation, awareness, and ability for decision-making. Lead, consider, and take action with the awareness of involving everyone. Business leaders need to walk the talk and lead by example.
Even if equal compensation for women executives should be a goal, that alone is not the answer to this problem. We have Chidi King, Director of the Equality Department of the International Trade Union Confederation (ITUC), stating a fact that women are still getting paid 23% less than men in the same jobs.
Companies must check the availability of promotions. Women are frequently found in lower-paid leadership roles. Because they have less chances to achieve “high-paying” C-suite positions, these female leaders are compensated less.
How to bridge the gap?
Samir Modi, Managing Director of Modicare Enterprises, has shared an interesting two cents on this.
He says, “Women bosses exude positivity and can handle immense responsibilities with great finesse. They also bring in natural leadership attributes such as empathy and display higher emotional quotient, which are absolutely necessary in navigating through the complex business environments that we operate in.” He also goes on to expound that one must practice equality at home to achieve it at the workplace.
The only way to master this hurdle is to make a stand.
Leaders must create a safe work environment where any employee who has put in the effort, doesn’t shy away from reaping the rewards.
People leaders and managers must be trained and groomed to be approachable so that no one hesitates to talk to their immediate supervisors.
Business leaders have a love for data. Leaders should inculcate the culture of data-oriented analysis and discussions throughout the org.
The Arduous Chain of Expectations, Rising Stress Levels, and Burnout
One of the key insights that we have unearthed from Deloitte’s Women at Work 2022 report is that almost half of the women polled report feeling burned out, and 53% report that their stress levels are higher now than they were a year ago. This has, thus, become a major player in the gender equality challenges that we perceive worldwide.
Only 43% of people feel comfortable discussing mental health issues at work. The “always on” culture is still prevalent. Just over one-third of women evaluate their ability to switch off from work as bad or very poor. 42% of that group are concerned that their professional advancement will be hampered if they are not always available.
The question that pops into our mind is a resounding ‘Why?’.
Why is it that women leaders and workforce are not able to adapt to and adopt this ‘hustle culture’ with aplomb?
There are multilinear narratives to answer that. The major factors are:
There are frequently less demands placed on female leaders than on their male colleagues. Even in senior management roles, women are more likely to report feeling compelled to:
-Balance being liked and respected
-Deal with gender-related expectations
These lead to a constant condition of walking on a tightrope, especially for women leaders.
Furthermore, global research continues to show that women often have lesser career advancement opportunities and are less likely to be assigned “authoritative” roles.
Even brilliant women leaders, thus, feel the need to constantly prove their mettle to survive in the corporate jungle.
While the hybrid method of working offers advantages, such as the ability for many to keep the flexibility that remote working can provide, it also raises the possibility of exclusion for those who are not physically there. Nearly 60% of women who work in hybrid contexts believe they have been left out of significant meetings, and nearly half claim they do not have enough exposure to leaders, a crucial factor in career advancement and sponsorship.
Companies must set the bar high enough and control unfair demands if they are sincere about supporting a culture that empowers female workers.
Women must be given appropriate tasks and well-deserved promotions to prove their leadership ability.
The best way to promote career advancement for women is to ensure equal access to promotions and new leadership positions.
Mentorship programs and development strategies will be a huge boost to their careers and network.
The Oppression of Sexual Harassment and Microaggressions
Yes, even after the mega-publicized and still ongoing #metoo movement, there still exists gender-based harassment at every nook and cranny of today’s global economy.
Women who hold leadership positions are sometimes thought to be less deserving than their male counterparts. This may result in decreased collaboration and unprofessional behavior from people toward female leaders. One explanation for this is that women in positions of authority are more likely to encounter a range of unfavorable situations, such as sexual harassment, discrimination, microaggressions, unconscious bias, etc.
As women leaders advance toward higher positions in management and leadership, they face the most traumatic hurdle of the gender barriers in the workplace, which is sexual harassment. This demon is like the mythical monster Hydra, with many ugly heads, like:
Undesirable body language or gestures
Derogatory statements or innuendos
Lewd and salacious intent and attempts
The Deloitte report divulges that the majority of women (59%) have experienced harassment (such as unwanted physical advances or repeated disparaging comments) and/or microaggressions (such as being interrupted or talked over, being patronized, and so on) over the past year at work, an increase over the 52% who reported experiencing harassment and/or microaggressions in 2021.
To deal with the harassment, many women are compelled to leave their professions, switch careers, or cut back on their work hours. Such behaviors could compel individuals to pass up important opportunities and further impede their job growth.
How to battle this?
Business leaders worldwide need to, rather, should be forced to implement anti-harassment training for each and every vertical of their companies. But, people have a tendency to be deaf as a post to the message conveyed in training and workshops. So, conducting sessions won’t do. Leaders need to set an example.
A zero-tolerance policy needs to be prioritized and set.
Lenient work culture and attitude toward harassment encourages such lewd advances more. Transgressors should be dealt with utmost severity and punishment.
Ignoring the victim’s complaint leads to a betrayal of trust and further shatters the victim’s morale. This should never happen. Every organization must have an anti harassment committee which needs to hear both parties and pass on fair judgment.
The Uphill Climb Toward Becoming a C-Suite Leader
“One of the greatest gender equality challenges that our women leaders face these days is making their way to the sacred C-suite. More and more women are bagging the roles of managers and supervisors, but walking in the hallowed walls of C-suite in the corporate world is still a distant dream for many female leaders today.”, says Aishwarya Khan Bhaduri, the Marketing Manager at Engagedly.
The glaring factors we stumbled upon, while doing a root cause analysis, are: the significant lack of mentorship and preconceived notions.
Anyone who has held a position in a huge organization is aware of the value of sponsors and mentors in advancing one’s career. Men still outperform women when it comes to creating a strong professional network, though. In certain circumstances, women are over-mentored and under-sponsored.
“Decision-makers at the highest levels in the largest, most-powerful business organizations continue to be men,” Dr. Konrad says. “Men prefer to be led by other men, and show a clear anti-female bias in their ratings of leadership effectiveness.”
How to scale up?
Leaders should drive toward helping promising female leaders break the proverbial glass ceiling and rise to the executive ranks.
Every vertical in an organization should have advocates, mentors, and sponsors for guidance.
Women in the C-suite must not be reluctant to participate in discussions about modifying current procedures and structures in order to foster a more inclusive environment.
Each and every leader today should imbibe the mantra of ‘be the change to make the change’ and throw away all preconceived notions of gender bias that have been mentally conditioned since times immemorial.
A big no-no to the culture of patronizing the ‘little woman’. Gender equality will then be a predominant truth and not a challenge.
Women leaders need to empower themselves and remember that their worst adversary is equivocation. They need to know what they want and take the bull by its horns.
General Motors Chair and CEO Mary Barra shared her encouragement for women in the workplace by pleading with all women employees to “Find your voice. Have a point of view.” “Too often”, she said, “women are discouraged from speaking up, which can close the door to future opportunities.”
Many businesses are ignorant of the gender equality challenges that women encounter at work. The only effective approach to learn is to evaluate the culture of your company, then figure out how to improve the culture and provide female leaders with the resources they need.
Leena Nair, CEO, Chanel, equivocates that “to create a balance we need to change the men, the women and the culture.” Before joining Chanel, she was the Chief HR Officer at Unilever where she in her own words, “…feel especially honored in steering Unilever to a more balanced future.
As a woman who has experienced being in the minority, I have empathy for anyone who feels marginalized. I take it personally.”
Frequently Asked Questions
Q1. What are the top five challenges faced by female team members?
Ans. Female team members face quite a few challenges at the workplace. A few them would be:
Gender discrimination and prejudice
Lack of acknowledgment for hard work
Opinions and ideas not being valued
Sexual harassment and other types of microaggressions
Q2. How does gender inequality affect leadership?
Ans. Women are seriously underrepresented in leadership. Authoritative roles in decision-making and management are, often, not assigned to women leaders.
Q3. What is the best solution for gender inequality?
Ans. Here are the top five solutions to battle gender equality challenges at the workplace:
In such a scenario, how can leaders and managers help their employees amp up their productivity?
From small-scale setups to global companies, every organization is struggling to find a way to turn the odds of hybrid work in their favor. But only a handful of organizations are reaping its benefits.
This guide will explore the intricacies of employee productivity in a hybrid workplace and will discuss the following:
Employee productivity is defined in multiple ways. Some leaders call it an assessment of the amount of work produced by an employee during a specific time period. And some define it as the assessment of the efficiency and value of output generated by their employees. Depending upon the industry, employee productivity can be classified into different types.
Wendy Makinson from Joloda Hydraroll is of the view that employee productivity in the new era of work employee productivity can no longer be judged by the number of hours worked or completed tasks. Instead, it must be measured by the employee’s ability to achieve results aligned with the company’s goals.
In the words of Claudia Gancayco, Chief Marketing Officer at Leg Master, employee productivity In this new era of work is defined by how well employees are able to adapt to their work surroundings and produce quality output at the expected time. With tools and processes constantly evolving today, it is also defined by how well they are able to assess their tasks and find the most efficient way to go about them.
Whatever definition you choose, employee productivity has a direct impact on the success of a business. It leads to the achievement of both short-term and long-term organizational goals.
A highly productive workforce is the goal of every organization. It helps companies innovate and produce distinguished results. Furthermore, organizations with an effective and efficient workforce are able to create a stronghold in a market.
The recent transition of businesses towards a hybrid setup has led global HR leaders to redefine and reassess their employee productivity practices and metrics. They are now heavily relying on employee productivity tools to evaluate, measure, and align the efforts of their hybrid workforce toward the achievement of goals.
The below image highlights the change in the use of digital workplace technology since the onset of the pandemic. 80% of workers now use some sort of digital technology to enhance their efficiency and productivity.
Before we jump into details regarding employee productivity, let’s debunk some myths about it.
Myths About Employee Productivity
Employee productivity is generally considered an economic indicator of an organization. The more productive the workforce, the more successful the organization will be.
While the concept holds true to its roots, the lure of success has led organizations and leaders to believe some myths about productivity that do not hold true in the light of organizational psychology and research.
Some of these myths have been around for quite a while and are now being frowned upon by employees and employers alike.
Associating Long Hours of Work with Higher Productivity and Better Outcomes
Research conducted by John Pencavel, a professor at Stanford University, has shown that an employee clocking in more than 50 hours a week will show a sharp decline in productivity with every added hour.
Furthermore, employees who manage to put in up to 70 hours are producing the same amount of work as done by a person working for 55 hours.
Clearly, putting more hours into your work is a no brainer. In fact, research shows the optimum number of hours to be 48, after which productivity will fall. Further to that, the trialing of 4-day workweeks is proving successful in some regions.
Anthony Martin, Founder and CEO, Choice Mutual has a better strategy. As per him, using a shorter work week can help employees feel refreshed and more productive. Mandatory breaks are also essential to enable employees for work challenges. You will get much more out of your employees if you recognize that people only have so much brainpower to use every day, and by making sure they are well rested, you will see higher motivation and productivity.
Multitaskers Are More Productive
While juggling between multiple projects and tasks might sound interesting, research shows that it is counterproductive. Multitasking leads to marginal results and even reduces the efficiency of employees.
Research conducted by psychologists has shown that the human brain is not wired for multitasking. Additionally, constantly switching tasks can lead to mental fatigue and less productivity over time.
With such research in perspective, we definitely need to strike off the multitasking requirements from the job descriptions.
Big Incentives Make Employees More Productive
The psychology that employee motivation and productivity can be altered with big incentives does not seem to hold true in today’s business environment. While there is a sudden increase in productivity with incentives, it generally falls back to the same level after some time.
In some cases, incentives have even backfired, leading employees to follow unethical practices to grab the extra money.
On the other hand, regular, structured, and well-managed incentive programs have shown promising results.
As Abe Breuer, CEO, VIP To Go puts it. It’s a myth to say that large incentives boost employee productivity. While raising salaries can drive people to accomplish much work over a particular period, it’s not sustainable. After some time, they might feel exhausted, pressured, or worse, burned out. What rather works are small, more frequent rewards. You can regularly offer extra time off when reaching milestones, a “thank you” note, or a public acknowledgment of their successful endeavors. Doing so provides validation which results in healthier employee productivity.
Remote or Hybrid Work Makes Employees Less Productive
Remote workers’ productivity was a major concern for employers when the whole world instantly switched from an onsite to a remote work setup.
Many leaders and managers have resorted to micromanagement because of their concerns over employees’ productivity in the hybrid model. While the intent behind it can be good, the results can be devastating for both employees and organizations.
In the current setup, employees need a decentralized and trustworthy environment to prosper and do well in their jobs. Keeping micromanagement out of the office can actually harbinger better results for organizations.
Important Facts About Employee Productivity
Employee productivity is a result of multiple organizational factors. When the cumulative effort of these factors results in a positive, productive, and employee-centered environment, employee productivity increases.
Along with these factors, there are some hard facts that are important to understand while looking into employee productivity.
Long commutes to work hamper innovation, decision-making, and productivity at work. It affects the physical and mental health of employees, leading to frustration and lower performance
Employee mental health has a direct correlation with productivity at work. Unresolved mental issues can lead to a 35% reduction in production and a loss of $210.5 billion annually
Employee Productivity Monitoring: How to Measure Employee Productivity in a Hybrid Setup
The way of working has significantly changed in the last two years. Employees now prefer hybrid setups over full-time onsite work. They want a balance between having the flexibility to work from the place of their convenience and also having in-office social interactions and mentoring sessions with peers and leaders.
Indeed, the dual benefits of workplace flexibility and in-office interactions have led to a rise in demand for hybrid work, but employers need to ensure that their workforce remains as productive as it was before the pandemic.
Measuring employee productivity has become much more difficult in a hybrid or remote workplace than it was in the pre-pandemic world. Factors such as disengagement, burnout, employee mental and physical wellness, and isolation have to be looked into while creating business strategies.
The employee productivity metrics used in the pre-pandemic phase have to be tweaked to align them with the hybrid setup. That’s why using hybrid productivity metrics is the need of the hour. These metrics take virtual and in-office collaboration, feedback, check-ins, and employee engagement into consideration while providing insights.
Before you start measuring employee productivity, it is important to understand the following:
What do you want to measure?
Understanding what to measure is the first step in calculating employee productivity. Is it the number of goods created, leads generated, sales closed, tickets resolved, or tasks completed? Keeping specific items in focus will help zero in on the metrics to use for measurement.
How to measure?
Once you have decided on the tasks or activities to be looked into, the next step is to understand the metrics that will help measure productivity.
The following list of hybrid productivity tools can be used based on your requirements.
360-Degree Feedback Survey
A multi-rater feedback is a highly effective and efficient way to determine the productivity of an employee.
Taking feedback from multiple reviewers, such as managers, direct reports, peers, prospects, clients, and vendors, ensures that the feedback is free from any bias and provides a holistic view of an employee’s performance.
Furthermore, it helps identify an employee’s strengths, skills, and areas of development and provides a direct comparison between the employee self-evaluation and the reviewers’ insights.
Using this qualitative technique can help leaders identify any blindspots in the hybrid setup and analyze the overall workforce productivity.
Objectives and Key Results
OKRs are one of the best methods of measuring employee productivity against the achievement of set objectives. By offering an actionable and time-bound goal-setting and measuring framework, OKRs help in aligning employees’ goals and efforts towards organizational objectives.
Additionally, it increases employee accountability and helps them stay focused on their tasks. The method is equally effective for in-office, remote, or hybrid employees.
Planned-to-done ratio measures the number of tasks delivered by team members against the planned activities.
In an agile framework, it is important to gauge the capabilities and capacity of every team member. It helps in understanding the delivery output of a team on a particular project. That’s where the planned-to-done ratio becomes instrumental.
Using this method helps managers evaluate their hybrid or remote team’s overall output along with individual productivity.
It is a fact that engaged employees are more productive and generate better outcomes than their disengaged counterparts.
Measuring employee engagement is thus an important step in gauging workforce productivity. Use engagement surveys to get the pulse of your workforce and identify the specific areas that are leading to disengagement and lower productivity.
Breaking down a project into bite-size tasks with a two weeks process cycle can help measure and even boost the productivity of employees.
The reiterative cycles provide an opportunity to optimize the processes and push team members to complete their tasks on time. Additionally, cycle time helps in identifying employees who deliver quality work on a short deadline and those who need guidance and support.
How to Boost Employee Productivity in a Changing Global Workplace
The global workplace is evolving. The new working models pose both opportunities and challenges to leaders.
While most organizations favor hybrid work to provide the best of both worlds to their employees—workplace flexibility and in-office collaboration—they are also worried about maintaining workforce productivity in these unprecedented times.
With improvements in employee productivity levels as per the PwC report, employers are anticipating the trend to continue. But for that to happen, they need to understand the dynamics of employee productivity in a hybrid work environment.
As 7 in every 10 employees prefer to work either remotely or hybrid, it is important to understand the fundamentals of productivity when developing the framework of a hybrid workplace.
Factors That Affect Employee Productivity in a Hybrid Workplace
The following factors need to be considered while building a dynamic and productive workforce.
The transition to a hybrid environment comes with a slew of challenges, and leaders have to be prepared to cultivate them into opportunities.
Even though the studies show a net positive effect of hybrid setup on overall employee experience, it is imperative to contemplate on individual factors that cultivate into a productive and progressive work environment.
But creating an inclusive hybrid workplace isn’t an easy job. Even though hybrid work offers a great opportunity to hire diverse talent, offering accessibility and inclusivity is a big challenge. Especially for leaders who have never worked in an inclusive environment, it is difficult to address the problems of a diverse workforce.
Leaders can take the following steps to make inclusivity the core foundation of their organization.
Don’t be rigid in your definition of flexibility. What works for you might not work for others
Meet your remote employees frequently and recognize them for their contributions
Conduct surveys to understand the concerns of your hybrid teams
Train managers to be fair, unbiased, honest, empathetic, and inclusive
Use collaborative tools for better communication among hybrid and remote teams
A survey by Catalyst found that empathetic leadership drives innovation, engagement, and productivity in the organization. Furthermore, the study revealed that empathy helps organizations sail through crises more effectively.
Image Source: catalyst.org
Employees are now more interested in working with leaders that understand their feelings and support them in their professional and personal lives. Empathetic leaders are more receptive to their employees’ concerns and try to establish strong bonds with them.
Empathetic leaders and managers are able to foster deep connections in the organization by showing genuine concern and curiosity in their employees’ lives.
How Does Technology Support Hybrid Workplace Productivity?
It was technology that helped organizations suddenly transition to remote setups in 2020. In fact, it reshaped itself to turn the pandemic-led challenges into opportunities. Organizations that leveraged technology through innovative solutions and tools stayed afloat and churned the best out of their employees.
In a hybrid model, technology is the lifeline of an organization. It aids in knowledge sharing, communication, and collaboration and supports teams by maintaining high levels of productivity even while working from different geographical locations.
Furthermore, technology provides access to employees by reducing the gap between employees working from home and the office. It gives managers real-time insights into their team’s performance and helps leaders make data-driven decisions.
Human capital is the most crucial, versatile, and dynamic organizational resource. It has the potential to make or break an organization. That’s why maintaining high levels of productivity is important for organizations to prosper. Understanding the needs and expectations of employees and aligning the business strategies towards them can help you leverage the full potential of your workforce and successfully steer through changes.
Frequently Asked Questions
Q1. What does employee productivity mean?
Ans. Employee productivity, also known as workforce productivity, is usually defined as the efficiency of workers or a group of workers in producing a specific outcome or result. Based on the type of industry and work, employee productivity definitions may vary.
Q2. How do you determine employee productivity?
Ans. Determining employee productivity in a hybrid workplace is quite important to businesses. You can use the following methods to determine workforce productivity:
360-Degree Feedback Survey
Objectives and Key Results
Every method has its own pros and cons and it is best to understand these concepts in detail before implementing them in the organization.
Q3. How to increase employee productivity in a workplace.
Ans. The following methods have been found to be useful in boosting employee productivity in the workplace:
People want different things — it’s no secret. Depending on their social and economic status, education level, or unique preference, every person has their own set of priorities. And it is these priorities that determine what they want out of a job.
But while we, as a society, may be aware that people need and want different things, the truth is that modern management strategies still haven’t figured out that there’s one considerable obstacle to leading a team to success: age.
Because 19% of the modern workforce is actively disengaged (Gallup’s technical term for being miserable at work), it’s easy to conclude that great leaders need to find new ways to bring workers together. And that’s not just for the sake of organizational success but also to achieve higher job satisfaction levels, which, in turn, drive company-wide results.
So, if you’re a small business owner or manager looking to do what’s best for their multigenerational team, here are the best strategies that will allow your team to thrive.
Understand What Drives Workplace Satisfaction for Your Team
As you work towards developing your leadership style that will encourage success, you have to find out one thing: what is it that makes your employees happy?
By taking the time to understand your team and analyzing employees’ feedback to identify any discrepancies in terms of priorities, you can adjust your leadership style, set team goals, and even encourage your workforce to discover new meaning in their day-to-day tasks to make everyone happier and more productive.
Obviously, the best way to understand your multigenerational team is to conduct a survey and ask about their top priorities at work. However, if you don’t have the time or resources to do that, you can still find plenty of resources on what people want to get from their jobs.
In July 2019, SurveyMonkey and CNBC conducted an online survey asking people what made them happy at the office. The results revealed that most workers’ job satisfaction was boosted by finding meaning in their work. But it’s worth knowing that monetary compensation, autonomy, development opportunities, and recognition also played significant roles in helping people feel satisfied with their work.
And a recent article from Flamingo collected data from multiple resources, identifying the five most desired employee benefits. According to the company’s research, these include health insurance, PTO, retirement plans, flexible work, and wellness programs, and the guide gives plenty of great advice on how to provide these benefits and what to expect in return.
Define Communication Preferences and Expectations
One of the greatest difficulties for multigenerational teams is that every age group has specific preferences regarding the proper way to communicate at work.
And, sure, it may not seem that significant whether you assign tasks via email, face-to-face, chats, or Slack. However, research shows that defining communication guidelines (and stating why they need to be followed) might be one of the most impactful things you can change to lead your team to success.
According to a survey conducted in 2017, individuals over the age of 55 have a strong preference for voice communication. Conversely, younger employees (aged 18-44) favor digital communication methods like text and email.
So, an older employee may find it oddly strange (or even disrespectful) that their manager prefers to send them an email regarding a relevant matter than a call. Yet, data shows that over 20% of people still think it’s inappropriate to call someone without texting them first.
The good news is, leading a multigenerational team does not have to mean communication struggles. In fact, the solution can be as simple as doing a couple of easy things.
First, ensure that your employees know what to expect from you regarding team communication. If you insist on managing projects through online tools so that all information is easily accessed by those working remotely, just say so. Your employees will understand.
Secondly, find out people’s unique preferences. If you need to communicate with someone one-on-one, ask them how they prefer to do it. Then, be prepared to meet them halfway.
Yes, older employees can change their way of thinking and accept modern, informal, or faster communication methods they’re not entirely comfortable with. But, if you can do them the courtesy of having important conversations face-to-face, you’ll show that you’re a leader who cares about them and nurtures intimacy and trust, both of which are crucial for a team striving for success.
Identify Strengths and Encourage Stimulating Work
A recent survey from Gallup revealed that as many as 58% of job seekers think that the way to achieve job satisfaction is to be allowed to do what they do best.
So, as a leader of a multigenerational team, you need to understand that one of the most impactful things you can do to drive success is to identify your employee’s strengths and encourage them to do work they find stimulating.
The fact that your employees belong to different generations gives you the advantage of having multiple points of view on the same topics. Plus, working with a diverse group of people could also allow you the flexibility to find out what your workers love to do. You can offer them the opportunity to spend at least a portion of their workday on tasks that feel meaningful (or downright exciting).
For instance, if you check out a business like Eachnight, you’ll see how well multi-generational (and multi-disciplinary) teams can work together to solve consumer pain points.
Because it targets people of all ages, Eachnight understands that producing valuable content requires different approaches. And, thanks to the fact that its team includes a large number of people — from well-established and experienced surgeons to health and wellness coaches to young content creators — the brand is capable of creating unique resources. For example, the mattress quiz shown below is a piece of interactive content that none of the company’s competitors offer. And the way Eachnight acquired it is by simply allowing employees to do what they do best and what they find exciting.
Create Opportunities for Bonding and Collaboration
If the above example teaches us anything, it’s that success must be preceded by collaboration. So, if your goal is to successfully lead your multigenerational team, it might not be a bad idea to set aside a generous amount of time for team building.
Now, you can choose a host of team-building activities, depending on whether you want to help people bond, encourage creative thinking, or nurture their problem-solving skills. But the one thing you should remember is that, in general, people form stronger bonds when they have the opportunity to interact face-to-face.
With this in mind, it might not be a bad idea to insist on your entire team coming together at least once a year.
Yes, getting everyone in the same room might sound like it’s outside your budget. But there are always ways to work around financial constraints. So, if you’re thinking about organizing a team retreat to encourage employees to build closer relationships, make sure you do your best to plan something fun, and rest assured that the results will more than justify the cost.
Don’t Neglect Your Own Growth as a Leader
Finally, as you explore ways to help your multigenerational team to do better, don’t forget that your role as a leader is just as important as your employees’ role in achieving success.
With this in mind, you must work on your leadership skills as diligently as you work towards helping your employees achieve the desired results.
Explore resources that will open your eyes to new leadership techniques. Be prepared to gather and accept employee feedback (yes, even if it’s negative). And learn to acknowledge your mistakes and commit yourself to always trying to do better.
Is perfect leadership a destination you will ever reach? Most likely not. But rest assured that if your team sees how hard you are working on improving yourself, they will be just as inspired to invest in their own professional growth. Moreover, they’ll be more ready to widen their horizons, learn new skills, and collaborate with peers whose points of view they may not entirely understand (yet).
There you have it, some of the best tips for leading multigenerational teams to success.
As you can see, the best way to bring people together, regardless of age, doesn’t necessarily depend on technical tools or strategies. Instead, the most impactful thing you can do is practice open and honest communication and encourage everyone to keep an open mind.
As a leader of a multigenerational team, don’t be afraid to do things differently and disregard age-ist stereotypes. Work with your team to build strong relationships, encourage lifelong learning in your organization, and accept that our differences aren’t an obstacle but an opportunity to come together and do something great.
Frequently Asked Questions
Q1. What is a multigenerational workplace?
Ans. A multigenerational workplace includes employees from different generations such as baby boomers generation, Generation X, the millennial generational, and Generation Z.
Q2. What are some of the challenges in a multigenerational workplace?
Ans. Some of the challenges include:
Varying employee expectation
Q3. What are the significant benefits of a multigenerational workplace?
Ans. The benefits of a multigenerational workforce are:
This article is written by Natasha Lane.
Natasha is a lady of a keyboard and one hell of a geek. She has been working for, and collaborating with, individual clients and companies of all sizes for more than a decade. Natasha specializes in writing about design, branding, digital marketing, and business growth. She is also addicted to art in all its forms and grilled tofu.
Quiet quitting has become a social media sensation in recent days, especially among Gen Z and millennials. It might sound like someone is silently putting in their resignations, but the reality is different altogether. In fact, quiet quitting is a trend wherein the employees of a workplace stick to a bare minimum. It is a rebellion against the ‘hustle culture’ where employers ask employees to go above and beyond to get work done.
The COVID-19 pandemic affected everyone’s lives in more than one way. It caused people to reconsider their chosen career paths. According to the U.S. Bureau of Labor Statistics, 71.6 million people quit their jobs during the Great Resignation, which went on from April 2021 to April 2022, for a monthly average of 3.98 million. This also paved the way for another phenomenon called “Quiet Quitting.”
Let’s explore all you need to know about this new phenomenon happening at work, but first, let’s answer what quiet quitting is.
What is quiet quitting?
Quiet quitting doesn’t mean employees leaving their jobs. They limit their tasks to only what is strictly required to match their job description. For some, quiet quitting is a form of rebellion against the hustle culture.
When employees choose to quit, they just want to do the bare minimum instead of working for extended hours or taking up any additional work. Their main concern is to get the job done. Therefore, they are setting boundaries for their professional work and focusing more on their work-life balance.
These employees are still performing their jobs, but they are not adhering to the ‘work is life’ culture in order to lead their careers and stand out to their employers. They stick to their job description, and when they get home, they put work aside and concentrate on non-work obligations and activities.
Quiet quitting, on the other hand, could indicate that a person is dissatisfied with their job or is suffering from burnout. Quiet quitting is a strategy for an employee to deal with burnout and relieve stress. It could also indicate that they are ready to move jobs or are already seeking one.
Who are the employees quietly quitting?
According to Deloitte’s 2022 Global Gen Z and Millennial Survey, Boomers and Gen-X approach work very differently from other generations. While older workers like the “up and grind” mindset, current generations are more focused on a healthy and balanced lifestyle.
According to a survey conducted by ResumeBuilder.com, 25% of employees across all ages stated they perform the bare minimum at work, but this figure rises to 30% among millennials. In comparison, just 8% of workers aged 54 and up reported decreasing productivity. While millennial employees are more inclined to be quiet quitters, unhappiness in other generations is evidently widespread.
What’s the reason behind quiet quitting?
The biggest reason for quiet quitting these days is burnout. According to a Microsoft survey of 30,000 workers, 54% of Gen Z employees don’t hesitate to quit their jobs. This is mainly because they want to get into jobs they prefer suitable for themselves.
The World Economic Forum rates youth disillusionment one among the many immediate dangers in its 2021 Global Risks report. According to the findings, mental health has deteriorated since the onset of the pandemic, leaving 80% of the youth workforce vulnerable to despair, anxiety, and disillusionment.
All of these factors are a big reason for quiet quitting. We have listed here a few other factors responsible for quiet quitting to gain popularity among working professionals.
Promotes mental wellness
Several studies have found a correlation between work-life balance and mental health. This movement seeks to restore balance where work has infiltrated your personal time. It can also assist you in distancing your self-worth from your work. When all you have is work, it’s difficult not to derive a sense of worth from it.
Protects against burnout
Burnout was recognized by the World Health Organization in 2019 as an occupational syndrome. The characteristics can be emotions of depletion, tiredness, cynicism, mental alienation from work, and poor performance. Overwork causes burnout, which can have long-term physical, emotional, and mental health consequences. Overwork and a lack of self-care can lead to burnout, which can be harmful to both the individual and the business.
Many people who suffer from burnout wind up taking time off work or working at less than full capacity. Quiet quitting can improve the balance of work and personal life, potentially preventing burnout before it occurs.
Improves workplace relationships
When employees are content, their productivity rises. This can even help if you’re preoccupied or don’t want to be present. Furthermore, when people are joyful, they are less tense and find it easier to establish friends at work.
Another effect of the quiet quitting trend is that simply completing your job eliminates the bad impact of continuously feeling in competition with colleagues.
Experts say that rather than being concerned about lost productivity, employers can take advantage of the silent quitting trend. They can encourage employee well-being and provide a conducive workplace.
Quiet quitting signs might vary based on the employee’s reasons for wishing to take a break from work. If an employee is actually dissatisfied, the indicators may be far more visible than if they simply seek a better work-life balance.
As an employer or a team leader, it is important to know why employees are quitting. Then only you can find a solution. But how are you going to know that? Here are some quiet quitting examples by which you can understand the phenomenon better.
Skipping work-related meetings
Late arrivals and early departure
Low participation in team activities
Lack of enthusiasm for work
Impact of this quiet quitting trend on businesses
According to the Gallup State of the Global Workplace study, employees who are alienated at work cost the world economy $7.8 trillion in lost output.
With fears of an approaching economic slump circulating, employers are concerned about productivity levels. For instance, non-farm worker productivity in the United States declined by 2.5 percent in the second quarter of this year compared to the same period last year. According to the Bureau of Labor Statistics, this is the steepest yearly reduction since 1948.
Companies such as Google are indicating that layoffs are inevitable in reaction to decreased productivity. These layoffs are costly for both employees and companies, with the cost of laying off one person equal to 200% of the employee’s income.
Impact of this quiet quitting trend on employees
Slacking off at work can produce tension among coworkers because some are left to compensate for others. This, in turn, fosters a toxic working culture, which may compound employee unhappiness.
While the Great Recession resulted in more jobs relative to experienced workers, an impending recession has shifted the calculus in favor of employers.
According to a new poll conducted by consultancy firm PwC, half of the respondents in the United States planned to reduce their staff, including companies such as Apple, Peloton, and Walmart. According to a July research by a job-search service, 60 percent of job searchers feel a greater need to find work now before economic conditions worsen.
This suggests that employers have an advantage over employees. Quiet quitters or those accomplishing the bare minimum may be the first to depart in this scenario. Quiet quitting can jeopardize their future possibilities as well. Furthermore, underperforming employees may build a terrible reputation that will accompany them for the rest of their lives, especially when HR services are being outsourced and digitalized.
What can businesses do to counter the impact of quiet quitting?
Organizations must ensure that employees don’t suffer from burnout. Employees should be allowed to set realistic boundaries. For example, most employees feel guilty about taking yearly vacations as they feel it might impact their careers.
To combat the bare minimum norms, employers must urge employees to take care of their health. Furthermore, they should encourage breaks. If a company wishes to have a great working culture, it must respect the emotions of employees.
Favorable work culture will most likely result in increased production and productivity. Only then companies can finally solve the true issue with ‘quiet quitting.’ No one wants to feel like they’re getting a bad deal at work. If you want the best deal for your company, allow employees to have open discussions about what they feel and how they like to see things at the workplace.
Promote open dialogue
Employees must feel safe approaching their bosses with any problems or challenges they may be having. Managers should also make a point of checking in with their personnel rather than waiting on them. Employees who can approach their superiors openly are considerably more likely to discuss topics that are important to them, which affects their job engagement.
Encourage a good work-life balance
Maintaining a healthy work-life balance is critical to keeping your workers interested and satisfied at work. Assure that your workforce has the ability to take a vacation, sick leaves, or personal day offs as needed. If possible, avoid scheduling too many meetings on late evenings or weekends.
Make sure your staff feels appreciated
Employees who feel respected, valued, and appreciated at work are more likely to be happy, committed, and interested in their roles. To keep staff engaged, make sure they receive both positive and constructive feedback. It is also an excellent idea to take the time to recognize your employees’ efforts. Do this in the best way possible for them, whether publicly or privately.
Employees that are overworked are more likely to be burnt out, stressed out, and unhappy at work. You should avoid scheduling too many overtime hours or placing employees under too much pressure to reach unrealistic targets. Overworking your employees will just add to your stress and obligation.
Create opportunities for career growth
If a person feels trapped in a dead-end job, they are more likely to be unhappy and disengaged at work. Create possibilities for people to grow and rise within the firm to avoid this. Offer courses and training programs to employees for upskilling themselves and learn interesting new things.
Take feedback from your team
Your employees are the most reliable source of information about what it’s like to work for your company. As a result, you must pay attention to what your staff says and consider their recommendations. This will show them that you respect their opinion. This will also allow you to take the required actions to create a better work culture. When the work environment is conducive and employee-friendly, output and efficiency from employees will also be the highest.
Invest in an employee engagement tool
Employee engagement tools are another creative way to enhance engagement in the workplace. They can help you boost employee engagement with technology by integrating all of your engagement initiatives together on a single user-friendly platform.
Companies can use such employee engagement tools to keep their staff and employees meaningfully connected and extract better outputs. Here is how an employee engagement tool can help your company:
It improves overall employee engagement.
It improves the employee retention rate.
It gives employees an excellent channel to convey their concerns and opinions.
It enhances employee productivity and makes way for creativity and innovation.
It encourages a higher attendance rate.
It helps to create a conducive and happy work environment.
It keeps track of employee performance and gives feedback when needed.
It helps in the timely distribution of rewards and recognition.
It improves team coordination and enhances team output.
The bottom line
Quiet quitting may be a temporary trend that is viral on social media, but it originates from real-world issues that employees encounter on a daily basis. That is why it is important to pay close attention to why this trend started in the first place.
All stakeholders should consider a human resource specialist approach to redesigning the work culture. This can be accomplished by acknowledging the existence of an issue and committing to resolving it rather than abandoning it entirely.
When it comes to setting goals and being successful, the one organization that comes to our mind is Google. Google’s OKRs are legendary and a lot of the company’s success can be attributed to their OKRs.
As a result, it’s no secret that everyone wants to emulate Google’s goal setting method and perhaps their meteoric success as well.
OKRs stand for ‘Objectives And Key Results’. OKRs are a popular approach for goal-setting which allows employees to execute individual as well as company objectives.
OBJECTIVES are something that you want to achieve, and KEY RESULTS are a measurable way to keep track of how close you are to achieve your goals.
OKR software helps employees with task management and to track the progress of their goal easily. But with too many options available in the market, it becomes a difficult job for an organization to select one.
OKR Software Features To Look For
The section below highlights the best OKR software features to look for before you invest in a tool.
1. Easy And Simple to Use By Everyone
“Simplicity is the ultimate sophistication.” — Leonardo da Vinci.
The OKR software should be user-friendly and easy to use. Users should be able to understand how the software works with little or no training. The user interface should be clean and not cluttered with useless information. The simpler the software, the easier it would be for everyone to use. Understanding and managing the software should not be a new project in itself for all the employees. Additionally, it should support easy integration with other tools or processes. The adoption rate of a software depends on its user friendliness and simplicity of use.
OKR software should be flexible and support easy customization. OKRs/Goals check-ins can be in the form of a percentage, quantity, or milestone. The software should give users the flexibility to check-in on their okrs/goals as per their needs. Flexible and customizable software will be useful for the organization in the long run.
3. Allows Comment
OKRs have a shelf-life and are generally set on a quarterly basis. The ability to comment on OKRs allows managers and employees to discuss it on a regular basis. OKR platform with comment functionality promotes two-way communication and helps in setting a culture of regular feedback and healthy work culture.
OKR software should possess the basic functionality to align and cascade okrs/goals. OKRs and goals are often a shared responsibility. Cascading goals will allow sharing goals from one level of the organization to the next. For example, a manager can cascade his goals down to his direct reports.
Goal Alignment on the other hand helps everyone visualize the bigger picture. It allows individuals in goal alignment and goal management. For example, if one of the organization’s main goals is breaking into an as yet untapped market, the ability to align goals shows an employee how exactly they are contributing to this specific goal.
5. Dashboards and Insights
OKR software tools should present actionable dashboards and insights. It should be easy to understand and analyze so that it is actionable. Moreover, it should highlight the number of goals, the percentage of completion, goal alignment, and their status. It will help employees know whether any goal will be a bottleneck and needs attention. Moreover, an OKR software with an actionable dashboard and insights will help employees stay aligned and focussed.
A team always looks up to its leaders, especially, self-motivated leaders. Businesses always look out for mantras to motivate managers and leaders. Self-motivation in leadership team is the primary essence of a successful brand. Great leaders are surprisingly approachable, open, and always motivated. Read more to find few tricks or tips that self-motivated leaders follow.
1. Setting Goals
Even before learning how to motivate managers and leaders, any good organization first focuses on setting goals. Self-motivated leaders, with their organized minds, set goals for themselves which they want to achieve. Setting non-achievable goals do not mean that they cannot be achieved. Leaders always strive to reach their goals and do not get discouraged or let negative thoughts stop them. When you can set gigantic goals for yourself, you imbibe the capability to achieve them.
Set goals and set up a plan to achieve those goals!
Motivation in leadership can only stem from the inherent flexibility to adapt to change. With the changing dynamics of work culture and the current global scenario, rigidity means being obsolete. Being open to change is a refreshingly cool trait to have. This shows how flexible you are and how well you can handle yourself in case of any uncertainty.
Great leaders believe that values change with time, so they constantly and consistently adapt to and adopt change.
3. Learning from People Around Them
Modesty and being respectful to people around them is another quality that makes self-motivated leaders successful. Great leaders believe that no one is superior or inferior to anyone. Everyone has their challenges to face and their ways of overcoming those obstacles. They learn from everyone around them. Leaders are observant and good at conversations. They try to be unbiased and imbibe the good things from people they interact with. That’s how they grow!
In the journey of being successful leaders, it is important to know where we are going wrong and how we can improve. Successful leaders reflect on their progress toward their goals frequently and work hard to improve themselves.
Self-motivated leaders stay motivated because of their constant laser-sharp focus on their goals. They strive to achieve the impossible, always. This is how they leave a mark on their team and the world! Teams get motivated seeing the zeal in their leaders.
5. Balancing Emotions
We are all human beings and not automatons, ergo we have feelings and emotions. Sometimes our emotions can be so strong that they can either make us extremely happy or extremely sad. Feelings have the ability to make us successful or a failure. Motivation in leadership comes from channeling the feelings in a positive and productive way. Successful leaders do not dwell on negativity. They try to perceive failure as a learning to improve the next time and not as a failure per se. They carefully balance their emotions to make the best possible decisions.
Leaders try to focus and improve themselves by trying to be the best version of themselves. When teams sense this passion to improve and prove, they reciprocate the same traits. When such self-motivated leaders try to achieve goals, overcome any challenges, streamline processes, bring in innovative initiatives, their team follows them with enthusiasm and excitement.
Organizational culture can be defined as the set of shared values, goals, and practices that characterize an organization. It’s about how people think about their work, what values they believe in, where they see the company, and what they do to get there. These characteristics represent the personality and culture of an organization.
Why is Company Culture Important?
Company culture is as important as business strategies, as it either strengthens or undermines the objectives. A positive culture is significant and here are 5 reasons why it is important:
1. Increased employee engagement
A work environment with organizational culture is driven by goals and clear expectations. This encourages employees to be more engaged in their work and in their interactions with others. It also leads to higher levels of employee engagement, which increases productivity. A strong connection between an organization and its employees creates a positive atmosphere that is hard to ignore.
2. Raised Productivity
It helps improve productivity and overall performance levels when employees have the resources and tools they need to succeed. Organizational culture influences the structure of the workplace in ways that bring people with the same skills together. People with similar backgrounds and skills can work together more quickly on corporate projects.
A company’s organizational culture reflects its public image and reputation. People make assumptions about companies based on their internal and external interactions. A lack of organizational culture or a bad image can make customers hesitant to do business with someone associated with your brand. Companies with strong brand identities tend to attract more businesses and job seekers with similar values that support their mission.
4. Successful Onboarding
Organizational cultures increasingly rely on effective onboarding practices to train new hires. Onboarding practices, including orientation, training, and performance management programs, help new hires access the right resources and achieve a better transition to the role. This promotes employee longevity and loyalty and reduces the frustration some employees experience when they don’t have the information they need to do their job well.
5. Healthy Team Culture
Organizational culture contributes to the improvement of work processes and guides the decision-making process. It also helps teams break down barriers of ambiguity. Team members who are well informed and knowledgeable about a particular process are often more motivated to complete the project. A clear culture that connects employees and promotes an organized work structure helps people work together in a goal-oriented way.
How to Improve Company Culture?
Knowing how to communicate well is the best way to improve your company culture. Misunderstandings are the main reason people are dissatisfied with their jobs and look for other opportunities. Improve your team’s experience by doing your part and communicating well. When sending emails and joining meetings, try to share your ideas as clearly as possible. It may be helpful to provide some background information on the topic or give a specific example.
Listen to Concern And Welcome Ideas
If you are in a leadership position, provide your employees with a public or anonymous platform where they can easily share their opinions. Encourage one-on-one meetings with members of the team, giving them the opportunity to talk openly and confidentially about sensitive issues. Employees feel valued by letting them know they can count on you for questions.
If you identify a particular aspect of your business that needs improvement, take the time to provide feedback on the issue and encourage others to do the same. While some businesses have strict standards requiring a procedure for submitting feedback, others are more relaxed. When providing comments, be sure to communicate in a professional and genuine manner. Discuss details and potential alternatives to the company’s challenges.
Consistency in leadership efforts helps people feel stable. Once your company’s organizational structure is in place, do your best to maintain processes and procedures. Treat everyone professionally and equally and avoid preferential treatment.
20 Company Culture Ideas
A successful company culture that includes clear and concise policies, effective communication strategies, and fair and equal treatment helps employees feel engaged and valued. Beyond base pay and benefits, check out these 20 company culture ideas that can make your small business a better place to work and ultimately more successful.
1. Launch a company culture committee
A cultural committee can be a very valuable tool for boosting moraleand cohesive teams. The committee should be responsible for developing and implementing policies that promote a positive work environment (e.g., developing codes of conduct and setting standards of behavior for employees) and should consist of representatives from all departments and levels of the company. By establishing a cultural committee, employers can ensure that their employees have the resources they need to succeed in their roles.
2. Company culture in job descriptions
A job descriptioncontains some of the most important information a company can provide when hiring a new employee. These can not only specify the requirements of a particular role but also provide a snapshot of the company’s culture and values. This allows you to attract qualified candidates and high salaries. With this in mind, job descriptions should always reflect company values and employee expectations.
3. Include company culture in your employee handbook
As an employer, you want your employees to feel welcomed and valued. But what about communicating your company’s culture? How do you make your employees aware of this? One way is by including a culture section in your employee handbook. This creates a common ground for all employees and ensures that everyone knows what is expected of them.
4. Establish town hall meetings
Town hall meetings are company-wide gatherings to discuss policies, procedures, events, and employee recognition. This is a great time to make sure all employees are on the same page when it comes to expectations at work. Additionally, these gatherings promote open communication. It provides a forum for employees to raise concerns and ask questions while allowing companies to receive feedback on internal culture and opportunities for improvement.
5. Categorize diversity & inclusion
Diversity and inclusion are key values in the workplace, as they help create a welcoming and supportive environment for all employees. Cultivating a culture that prioritizes these can improve communication and teamwork, reduce stress in the office, and ultimately improve employee productivity and happiness.
6. Evaluate office workspaces
The majority of office space is rooms and booths lined up against walls and interiors, giving employees a sense of self-containment. You can contribute to collaboration, employee well-being, and the overall well-being of your company culture. Start by getting rid of cubicles and creating a more open workspace. This has many benefits, including improved communication and collaboration. An open workspace also allows creativity to flourish.
7. Develop culture with benefits
Benefit packages are one of the most important benefits for employees. You can strengthen your company culture by creating something full of traditional benefits. Start offering typical benefits such as paid vacation, health insurance, life/disability insurance, and retirement plans. Next, consider extras who can demonstrate and support your company’s culture and values.
8. Offer remote and hybrid work schedules
To reduce commute times and improve work-life balance, remote work and flexible working hours are growing in popularity in today’s competitive job market. As mentioned earlier, offering these types of options can improve company culture and help attract and retain top talent. Flexible working hours can also reduce stress and increase employee productivity.
Encouraging employees to use paid time off is an important way to keep employees happy and productive. This is a direct result of a healthy corporate culture. There are many ways to make paid time off available to your employees, including:
Make sure your PTO policy is clear and concise. Employees need to know exactly what rights they have and when they can exercise them
Require an employee to use a certain number of his/her PTO days per year
Unused PTO Rollover Permit
10. Promote work-life balance
Too much work can lead to burnout, while too little work can make employees feel bored or undervalued. Employers must ensure a healthy work-life balance for their employees. There are several ways to do this:
Setting clear and reasonable deadlines
Providing flexible working hours
Provision of maternity and childcare leave
Creating an environment where employees can easily take time off
By enforcing certain policies and practices, businesses can help employees manage their time and workload in a productive and enjoyable way.
11. Create collaborative teams
A collaboration team is a group of people (usually from different departments) working together to achieve a common goal. This can take the form of a brainstorming team, a project team, or a scrum team. It is an integral part of an organization’s success and helps reduce conflicts and improve communication among employees by enabling them to share knowledge, skills, and ideas. All of this leads to increased productivity.
12. Recognize employee achievement
Recognizing employees for their contributions to the company is an easy way to develop company culture. This can be done through praise and appreciation, recognition on important occasions, and awarding employee perks such as employee discounts and free tickets to company events. These simple actions contribute to a positive work environment.
13. Provide growth opportunities
Corporate culture is stagnant and ambitious. To break this cycle and improve employee engagement, companies must offer professional development opportunities. This may include training and development programs, mentoring partnerships, and other opportunities to help employees expand their skills and contribute to the company’s success.
14. Offer wellness program
When it comes to creating a healthy work environment, many companies overlook one of the most important factors: wellbeing. Wellness programs help employees feel better physically and emotionally, which in turn can improve organizational culture.
15. Provide company merchandise
Merchandise placement is the simplest way to push your business. There’s nothing better than having your company’s employees wear your company’s logo on their t-shirts, mugs, and pens. This is often called ‘company swag’ and maybe a product that showcases your name and logo.
16. Give performance incentives
Incentives are a vital part of performance management and are shown to be effective in motivating employees. There are various sorts of incentives, each with its own benefits and disadvantages. It’s important to settle on the correct form of incentive and ensure it’s appropriate for the staff involved.
17. Encourage volunteer work
Employees are passionate about more than what they do. You have desires and goals outside the workplace. Help your employees nurture their passion by offering them incentives to volunteer in their communities. This shows that employers care about their employees and what they do outside of work, rather than just focusing on the productivity they bring to the organization.
18. Use employee engagement survey
Employee engagementsurveys help to assess employee satisfaction, morale, and motivation. By understanding employees’ opinions, organizations can make informed decisions about a way to best serve their customers and employees. Surveys may also be accustomed to identify areas of improvement.
Onboarding is the first point of contact for new hires. To improve the onboarding process, companies should focus on creating a welcoming environment for new hires.
This can be done by:
Create a welcoming culture
Ensure all new hires are properly introduced to the company and its purpose
Ensure new hires are provided with clear instructions and expectations of their role within the organization, as well as customer-facing guidelines.
Mentoring is a great way to develop and encourage an employee’s career. Employees who have a mentor feel more involved in their work, stay with the company longer, and communicate better. The benefits of mentoring go beyond individual employees. Companies that mentor their employees are seeing lower turnover, increased creativity and productivity, and increased innovation.
Real-world Examples of Company Culture
Google is known for being an excellent employer that has pioneered many of the perks and advantages that startups are now known for. Google’s employees are hardworking, talented, and enthusiastic. For its employees, Google’s corporate culture is a treasure trove of perks and bonuses. Free meals, employee vacations and parties, cash bonuses, open speeches by high-level executives, employee recognition, gyms, and a pet-friendly atmosphere are all available at Google. It’s no surprise that Google’s company culture is the gold standard by which all other IT firms are judged.
Zappos’ culture is now well-established and well-known. They concentrate on hiring to keep things going. The goal of the hiring process is to discover people who share the company’s values. Zappos devotes a significant amount of time and resources to employee team building and culture promotion. They want every employee to embody the company’s principles. Customers can even tell that Zappos staff are happy.
DHL is unique in how it benefits from its dynamic, multicultural environment. With a variety of programs, such as the unique integrated learning platform that fosters talent development, the organization looks after its employees throughout their careers.
Another pillar is workplace wellness, which includes annual events and long-term activities to protect employee health.
What conclusions can be drawn from company culture?
A company’s culture includes values, beliefs, behaviors, norms, and artifacts that connect the members of an organization. As in all other cultures, an organizational culture develops over a long period of time with the participation of the members. Through studying or analyzing the culture of a company, people can come up with various conclusions. These include conclusions about the resistance of culture, performance, communication, and leadership styles. These conclusions can be helpful for managers and consultants seeking to encourage better company cultures.
Objectives and Key Results, or OKRs, are used to focus a group or an individual on a bold objective.
Google, a current high-growth company to which many aspire, was first introduced to OKRs in 1999!
This demonstrates that the benefit of utilizing this approach to measure performance has not diminished. However, we now use OKR software to help us plan (and track) these goals. With several software solutions available, it might be tough to figure out exactly what you’re looking for in terms of your overall business goals.
What Are The Frequently Asked Questions (FAQs) Related To OKR Tracking Software?
To assist you in your search for the finest OKR tool, we have a set of frequently asked questions that you’d like to consider when you compare the various solutions. If you’re persuaded of the advantages of using an OKR tool, let’s look at the important questions you should ask to determine the best one for the specific company’s needs:
1. Why is it important to know what your goal is?
Begin by making a set of demands or objectives that your OKR program should meet.
Do you want your OKR tool to just create goals, or do you want it to provide maximum visibility, transparency, and accessibility for all employees? Make sure everyone in your company understands what you want to accomplish with your OKR tracking software.
2. What are the benefits of measuring the team size and scaling up requirements?
OKR tracking software is tailored to specific team sizes. As a result, you must consider the number of employees who will use the product. Furthermore, if your firm is rapidly expanding, you will most likely need to extend your workforce size shortly and OKR will help you to do that.
As a result, choose a tool that allows you to scale up (or down) without investing money from your pocket.
3. What integrations do I need to use?
If you already have to switch between various tools, your staff will unlikely use the OKR tracking software. As a result, determine the most important integrations your team uses and make sure the tool you chose supports them.
Engagedly, for example, offers advanced integrations with systems like GChat, MS Teams, and Slack, as well as data and project management apps like Jira, Github, Trello, HubSpot, MySQL, and a host of others.
4. How should I work and find out my OKR experience?
If you’re introducing the entire OKR framework, for the first time, look for software that includes coaching from specialists and onboarding assistance for all users.
The right software will help you set the right goals and implement best practices to get the most out of your OKRs.
5. How would knowing your company’s budget assist you?
When choosing the correct OKR tool, you must also consider your budget and money. If you’re in the early stages of your company’s development, you may have budgetary constraints and must pick a solution that meets your needs while staying within your budget.
Begin by establishing a list of the fundamental functions you want from your OKR software and building a budget around that. Then, using that list, evaluate the OKR tools in the marketplace to make an educated decision.
6. Why do I need OKR tracking software for a user-centered approach?
The success of the OKR tracking software will ultimately be determined by how well your team uses it. As a result, concentrating on the user experience is critical.
Answer the following questions:
Does your team have to switch between platforms to use the OKR tool?
Is the platform compatible with mobile devices?
Are the directions easy to understand?
How quick is customer service?
These are some factors to consider to determine how users (members of your team) will respond to the tool and just how many hours they will require to manage it.
7. How does OKR Software help me in understanding Data Protection Compliance?
Finally, you’ll use your OKR to share a lot of critical information about your organization and team members. Such data and information must be safeguarded, and anonymity must be respected.
You must verify that your chosen software complies with the primary data security and GDPR. You would normally speak to your sales consultant about this.
8. Does the OKR software provide the whole roadmap for the business?
Many OKR programs will just provide you with an overview of what you want to do, not the overall picture. They’ll mostly use a quantitative approach, providing you with knowledge in the form of data sets and statistics.
However, you should select a tool that can assist you in making insights from each data item. The correct software should comprehend the difficulties your team is encountering. Otherwise, you may accomplish the desired outcomes, but you will be sacrificing the correct culture.
You might be planning to expand pretty quickly if you’re growing quickly. However, you must consider if you will be able to boost with the software you have chosen. Preparing for a circumstance when your team has increased significantly is ideal.
For example, you might want to integrate OKRs throughout the business, or create separate teams – can your software be customized to match your growing needs?
10. How well does the OKR program assist you in tracking your progress?
The greatest OKR software not only assists in establishing goals and aligning duties tracking but also in tracking progress. This way, you’ll be able to keep track of the status and take practical steps to accelerate it.
Engagedly, for example, enables enhanced goal transparency and cooperation among departments of an organization by allowing team leaders to link OKRs and measure collective progress. It also allows you to combine OKRs and 1:1 check-ins to ensure that all members and leaders are always on top of high-priority objectives.
11. Is the software capable of increasing engagement?
Finally, huge targets and critical outcomes should not frighten your team members while using an OKR tool. It should concentrate on fostering an inspiring culture in which employees are empowered and aware of their role in the organization’s success. This will encourage them to do better.
The correct OKR software should assist in starting the right discussions so that team members can give feedback on what is and is not working. They can invariably shift the discussion narrative from a top-down perspective to guarantee that issues are addressed before they stifle progress and that cooperation is seamless.
12. What features should an OKR tool have?
Actionable dashboards, as well as insights, should be provided by OKR software products. It should be simple to comprehend and evaluate to be useful. It should also emphasize the number of objectives, the proportion of goals completed, goal alignment, and goal status.
13. In Microsoft teams, how do I keep track of OKRs?
To keep track of your goals, add live OKR dashboards as a tab to any team channel or personal chat. To understand target status, compare OKR improvement over time.
OKR is a common management method for setting goals and tracking progress. It promotes alignment and participation in quantifiable objectives. It was first used at Intel in the 1970s and has since expanded throughout the technology industry as a tool to assist employees to know and participate in the company’s charter.
Engagedly connects your business model to technical prowess. Engagedly gives a clear perspective into targets, key results you measure, and the effort toward fulfilling objectives, whilst OKRs monitor the results of execution. The native OKR capabilities in Engagedly let your team become oriented, remain aligned, and integrate work with value delivery instantaneously.
If you’re looking to find out more about OKRs, then take a look at our Ultimate Guide to OKRs – we‘ve included some nifty templates to get you started today.
Is a video message enough to offboard employees who have been serving your company for years? Well, this is precisely what happened at the leading UK shipping company P&O Ferries. P&O made a decision of firing employees over a video call.
The company announced sudden mass layoffs over a video conference which led to many civil and criminal investigations against the firm. Multitudes of people suggested putting the owners behind bars.
Such a scenario was inevitable, because no one expected losing one’s job so abruptly, just over a video call. P&O employees did not have any idea that they would be laid off even hours before the actual thing happened.
This begs the question: how could the HR personnel have avoided such an unpleasant scenario? Laying off is normal, but not this way. What are the acceptable practices for termination? Let us find out the common HR practices for mass layoffs and how they can be improved.
P&O, a leading shipping firm in the UK, fired around 800 employees on March 17th, 2022 in a move to restructure its operations that would guarantee the company’s future viability. According to company officials, “no unions could accept our proposals”.
While wage negotiations often lead to a deadlock, what is more surprising in this case is that the termination notice came just minutes before the actual action took place which led to widespread protests and chaos at the Port of Dover.
In a 24-second-long video clip received byBBC on March 17th, a person from the P&O office in Dover is seen saying that the company has decided that they would be going forward with a third-party crew provider. The company said, “Therefore, I am sorry to inform you that this means your employment is terminated with immediate effect on the grounds of redundancy. Your final day of employment is today.”
According to sources, one of the P&O officials told a leading magazine that it was necessary to take this step to keep the business afloat. They have incurred huge losses, around £100 million over the years. Such a situation urged the company to take necessary actions without which the business would not be viable.
How Did This Sudden Layoff Impact Employees in the Post-Covid Era?
Such an abrupt action has undoubtedly set an unhealthy example for companies around the world. Companies decide to lay off employees usually after thorough strategic planning to enhance organizational efficacy. Employees should at least be given a heads-up that the company might downsize soon to prepare for layoffs.
In a survey released by the U.S. Bureau of Labor Statistics, about one-third of US employees battled anxiety about their companies shutting down during the COVID 19 pandemic. Such anxieties are not only detrimental to the employees affected by layoffs but also to the growth and productivity of the company and the remaining employees.
Company officials confirmed that they had to suspend all sailings immediately after the protests started. Due to this sudden suspension of services, the company lost one million pounds each day.Cross-party MPs and Nautilus Unions called for stringent actions to be taken across the ports of Liverpool, Dover, Hull, and Larne.
To add to their woes, the shipping companylost the Border Force Contract that was supposed to bring in huge revenue. The UK Home Office terminated the contract to provide contingency services over the company’s sudden decision of mass layoff.
How Should HR Personnel Handle Mass Layoffs?
HR teams should be aware of thevarious ways to manage remote workers, especially during these post-Covid times. Here are some common practices that HRs can follow to keep things under control:
Before conducting an exit interview, company HRs should serve a notice for termination and settle the severance pay. HRs need to have meetings with the employees who are to be laid off and send out a clear message on the termination. A better thing to do is notifying the employees about the impending layoffs before the actual announcement.
The point to be noted is that P&O suffered dire consequences not just because of its random and sudden decision of mass layoffs. It suffered because of the way that decision was communicated to the employees. Company HRs should consider this a great learning. News regarding layoffs should be imparted to employees well before the actual event, that too with empathy.
Check out how Engagedly can help you find the right performance management software for your remote workplace. Book a live demo with us.