Tag: employee experience

6 Reasons in Favor of Fostering a People-Centric Workplace

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

How To Humanize workforce

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

  1. Employee progress 
  2. Employee performance metrics and 
  3. Learning simultaneously.

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

Committed and motivated individualsA 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. 

Pro tips: 

  • Focus on employee wellness and embrace the hybrid work model 
  • Keep tab on employee progress through OKR meetings
  • Recognize accomplishments and introduce employee benefits packages  

Also read: Harnessing the Power of Employee Advocacy for Maximum Impact

Positive and effective communications 

Positive and effective communications

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. 

Pro tips: 

  • Create room for constant exchange of feedback and value employee inputs
  • Schedule occasional one-on-ones and skip level meetings

Also read: How to Improve Internal Communication in the Workplace

Highly satisfied customers 

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. 

Pro tips:

Increased revenues and organizational growth

Increase in revenue

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. 
  • If you take care of your employee engagement, you can double the business efficiency, which all leads to lasting impact on your customers’ satisfaction. 
  • Organizations can then leverage this as a means to generate more income and step up the growth of their businesses.

Pro tips:

  • Focus on your workforce first and what you get is customer satisfaction, organizational growth and higher profits. 
  • Create learning and development opportunities 

Also read: How to Set and Reach Department Goals?

Increase employee retention rates

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. 

Pro tip:

  • Streamline company strategies and operations to enhance employee experience. 

Attract talent pools

Attract talent pool

 

A human-centered work culture does more for you than just retaining employees; it can also be an effective tool in attracting today’s best talents.

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. 

Pro tip:

  • 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

 

 

 

 

 

 

 

 

 

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. 

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Why 360-Degree Feedback is Essential: 10 Benefits You Need to Know

According to Forbes, over 85% of all the Fortune 500 companies use the 360 degree feedback process as a cornerstone of their overall leadership development process. Continue reading “Why 360-Degree Feedback is Essential: 10 Benefits You Need to Know”

5 Ways To Use Technology To Improve Employee Experience

When it comes to primary goals, companies usually think of improving customer experience, making better products, and achieving revenue goals. But, they forget one of the essential things that fuel the entire program: employees. If your employees are not happy & satisfied, then your company will eventually get ruined.

We have read about the “Great Depression” and now we are experiencing “The Great Resignation” in the corporate world. According to Microsoft’s research report, around 52% of Gen Z and Millennials are likely to consider changing employers this year. And one reason behind that is they are facing poor employee experience at their current organizations. But, what exactly is employee experience?  

What Is Employee Experience?

In a nutshell, employee experience defines the entire journey of an employee from the moment they are on board till their last day at the office. It’s a summary of all the things that happened to them during their work period, which either makes them big critics or the most incredible supporters of the company.

Importance of Employee Experience Technology

The pandemic has forced organizations to work remotely and already accelerated the adoption of digital technology. Companies started using digital tools for managing tasks, projects, team meetings, communication, collaboration, and automation. 

With these tools, organizations maintain productivity and achieve revenue goals while working remotely. But, they are still facing the challenge of employee engagement and retaining their top talent. 

Remote working organizations are looking for ways to enhance the overall employee experience. It is an essential factor that drives the entire organization. If your employees are not satisfied, then employee engagement, retention, and everything else will shatter in a second. This will also impact customer experience. Because happy employees create happy customers. To prevent that from happening, you need to use technology wisely and provide a good employee experience to everyone working in your company. 

And that’s where employee experience technology comes into the picture. There are many ways you can improve employee experience with the help of digital tools. With proper tools, you can tailor customized experiences for your employees right from onboarding to leaving your organization. 

How to improve Employee Experience with Technology?

Here are some of the practical ways you can use technology to improve employee experience:

1. Invest in a powerful employee engagement platform

With work from home replacing the in-office culture, it has become important to maintain the same employee engagement rate for everyone. Though existing employees might not have a problem interacting with their colleagues, it might become challenging for newbies.

This is where platforms like Engagedly come into view. An all-in-one employee engagement platform that helps connect everyone in the organization with no barrier can be of great help while working remotely.

By investing in such tools, you are making it possible for all your employees to engage seamlessly with each other, further lessening the chances of miscommunication. Engagedly helps in streamlining internal communication and provides various other features like remote collaboration, employee recognition, survey tool, and gamification.

Also read: Guide to select the right Performance Review Software

2. Collect employee feedback and act on it

Whenever we order food delivery, we always give feedback on whether we like it. Likewise, it’s important to take feedback from employees regularly. This doesn’t mean that you should take only one feedback per year. No, as per surveys, organizations saw a 12% improvement in performing employees after taking weekly feedback and acting on it.

Besides, platforms like Engagedly enable you to conduct employee surveys and collect data on employee sentiments.

Apart from that, it’s also essential to take exit feedback from employees who are quitting the organization. Why? That’s because it would help the organization understand whether the employee had a good experience and further work on it.

3. Empower employees with the right team collaboration tools

When it comes to using digital tools for team collaboration, tons of apps are present in the market, which can overwhelm you. That’s why it is important to choose the right tools that will suit the requirements of your employees and the organization.

For example, for teams that need to converse in real-time and be in touch throughout office hours, tools like Slack can be of great help. Here, you can tag your colleagues regarding any doubts and communicate easily.

On the other hand, all-in-one work management tools like SmartTask not only offer task & project management capabilities but also team collaboration features like video conferencing and instant messaging in one app.

You can experiment with different digital tools by opting for their free trials to choose the right fit for your needs.

4. Automate repetitive tasks and streamline workflows

Every company uses different tools for various types of work. This demands employees to use multiple software tools which can be overwhelming. Also, tasks like entering client data into Google sheets or sending follow-up emails to prospects can be repetitive for employees. But, automation can help you in solving these problems within seconds.

Nowadays, tools like Zapier or Integromat can help you automate repetitive tasks and streamline workflows by connecting the tools you use. For example, you can automate follow-up sending processes or manual data entry activities.

Also read: 360 Degree Feedback: Best Practice Guidelines

5. Provide online learning opportunities

For recruiting Gen Z employees, you can’t charm them with a competitive salary only, as they also look for different things that will benefit their career. One of the best ways to improve your employees’ experience is by providing them with proper career growth opportunities. One way of doing this is by providing them access to courses from Coursera, Skillshare, and other high-end learning platforms.

You can provide them with free vouchers for the courses, conduct training sessions, arrange seminars, and other things that can surely help them in their career path. Gen Z employees look for jobs through which they can earn and upskill themselves at the same time. By helping them achieve that, you can increase the rate of employee retention. 

Final Words

For employee experience, most companies think that organizing an annual picnic or outing with the entire team and festival parties will do the trick. But that will not do the trick anymore. Employees are looking for companies with good work ethics and chances for growth. 

The pandemic has shown everyone that life matters the most, and everything else is secondary. Companies that understand this and value mental peace as well as help their employees grow are the ones that will have a high employee retention rate with good experience.

Author Bio

Shyamal Parikh

Shyamal Parikh is the Founder of SmartTask, an online work management/automation software that helps teams streamline their processes. May it be sales, hiring, customer success, or projects. He actively shares strategies and techniques that improve a team’s productivity. 

 

 

Do you want to know how Engagedly can help you realize your full business potential? Simply click the button below to book a demo with one of our specialists today. 

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360 Degree Review: Enhancing Organization, Employees, and Culture

Organizations seek to develop high-performing employees who are productive, engaged, and committed to their job. While continual feedback is critical for developing these top performers, many companies find that continuous feedback is not effective at all times. One of the major reasons for the same being, not all employees work directly with their immediate managers daily. This is where 360-degree review scores over other forms of the feedback systems and, hence, has gained acceptance among many companies. 

Some companies remain skeptical of embracing the 360-degree review process. However, considering the pros and cons of 360-degree feedback, when done properly, the pros outweigh the cons, hands down.

This blog post offers insight into what is 360-degree feedback; the purpose of adopting a 360-degree feedback system, and how a 360-degree review can be helpful for an organization and its employees. Above all, its role in developing a work culture of an organization. 

360-degree review process: What is it?

The 360-degree feedback, also known as a 360-degree review process, is an employee assessment framework that enables the organization to better understand employee performance and perceptions from both internal and external stakeholders using a variety of anonymous and private appraisal tools.

It serves as a mirror, revealing to employees their skills and talents, and weaknesses. The 360-degree review system not only assists employees in developing self-awareness but also in determining the extent to which their perceived inadequacies influence various stakeholders.

Also Read: Everything You Need To Know About 360 Degree Feedback

Why implement a 360-degree review process?

The 360 degree performance review mechanism enables you to hear from all stakeholders. In contrast to conventional performance assessment, wherein managers (direct/indirect) make the final verdict on an employee’s performance, the 360-degree review method enables you to receive inputs from colleagues, customers, suppliers, and a variety of other stakeholders.

This eliminates any prejudice a specific supervisor may have against an employee or vice versa. It focuses more on an employee’s performance and contribution to the team and to the business.

Does a 360-degree feedback help to change an employee’s outlook and performance?

Employees are the organization’s face and hence, their conduct and performance influence a company’s productivity and external stakeholders. The 360-degree review process can bring any form of mistakes or aberrations to notice and the concerned employee will have to work on it. Thus, the process enables personal development and aids in a company’s productivity.

Also Read: Know How To Implement 360 Degree Feedback in Your Startup

How will a 360-degree review add value to your organization?

According to Forbes, over 85% of Fortune 500 organizations employ 360-degree feedback as a foundational aspect of their entire leadership development process. Thus, a 360-degree review can influence employees and management.

Let’s begin a quick check-in on the positive impact of a 360-degree performance review on organizations.

360-degree review gives you a comprehensive picture

If you simply look at an employee from a particular viewpoint, you will miss out on important details. As a talent manager, the side you see may differ greatly from the one shown to others. However, using a 360-degree review, you can gather those additional viewpoints and use them to create a more complete picture of an employee’s performance.

With a more comprehensive overview in hand, you may approach your performance assessment from multiple angles.

Perhaps an individual may be a higher-level manager but has difficulty communicating with his superiors. Alternatively, maybe, an employee may get peers’ admiration but they may be hesitant to speak about his improvements, upfront. 

This is where a 360-degree performance review can help to gather information on various aspects of an employee’s engagement, performance, and behavior and communicate the same to the concerned person. Without 360-degree feedback, the employee may remain oblivious to these indispensable facts, from a variety of sources.

Establishes Communication Channels

Adopting the practice of a 360-degree performance review enables employees to provide feedback on one another’s work. This creates an atmosphere conducive to conversation and enables the resolution of issues. Effective communication increases a company’s likelihood of retaining the top employees.

Reinforces company values

Managers and higher management usually look for the best in every employee and encourage them to improve. You can share company values with all employees through a 360-degree review process and ask employees to get their performance aligned with the company values.  

To translate your values into practical measures, you can use 360-degree review software like Engagedly to help employees to understand where they are going wrong.

Engagedly’s 360-degree employee evaluation platform allows sharing of valuable feedback to employees. The best part is that the feedback is a one-to-one process. This confidentiality feature, coupled with constructive feedback, makes employees to retrospect and changes themselves to align with company values.

Agility

Agile refers to anything that is always evolving, adaptable, relevant, and updated, which is how your approach should be toward the performance assessments. 

360-degree feedback may assist you in achieving that agility by providing a more comprehensive image of your employee. A single-view performance assessment evaluates an employee from a single perspective (only from a manager’s perspective). 

When you invite many opinions on an employee, you get a more thorough and fast assessment, which enables you to perform an agile employee analysis and conclude better for a review process.

When you promote business values, openness, and the pursuit of a whole picture, you are fostering an atmosphere where transparency and a continuous performance assessment approach are supported by everybody.

These elements contribute to the growth and development of the business, as well as increased employee productivity.

How 360-degree review benefits employees?

The following are some of the most significant advantages of a 360-degree feedback system for employees:

All voices get heard and valued, and it promotes openness

They bring diverse views of all stakeholders to light, not only for an individual employee but for the whole business. This promotes openness and frequent communication amongst all stakeholders.

Corrective plan and employee improvements

This assessment approach enables employees to focus on their “weaknesses,” fix their “mistakes,” and ensure that their future actions do not negatively impact other stakeholders. This also promotes Kaizen – continual and systematic improvement. 

Kaizen is a technique of producing continuous improvement based on the notion that tiny, continual beneficial adjustments may yield substantial gains.

Customized training programs based on employees’ unique requirements

Training sessions may be planned and customized based on employee input. This increases employees’ motivation to attend more training. This step also enables organizations to save money by eliminating training sessions that do not offer value to employees and also by establishing a matrix-based work model. 

Matrix management is a style of management in which employees are accountable to multiple managers rather than a single supervisor. It does away with the one-boss, vertical structure that most businesses use and replaces it with a system in which employees report to several superiors across departments and projects.

Avoid discrimination and avoid communication gaps

360-degree feedback systems enable multifaced communication and help to identify and correct mismatch in plan execution. Junior-level employees may also offer areas for development for management-level employees. Communication gaps caused by hierarchy are reduced.

It helps avoid misunderstanding and cultivating a positive team spirit in order to progress on an individual level, which may result in team growth. Ego disputes and workplace turmoil may be avoided by taking everyone’s opinion into account.

Fosters self-improvement and teamwork

A 360-degree feedback system enables continuous improvement and growth, not just as a person, but also as a team. Because everyone taking part in the process has the chance to share their ideas, it increases responsibility and motivates participants to assist one another in improving and becoming better at their work.

Contribution of employees to all stakeholders

It gives an opportunity for evaluating and discussing how an employee contributes significantly to their stakeholders. This demonstrates to the organization and its employees how their contributions make a difference and why they should continue to do what they are doing.

The framework enables employees to enhance their performance while simultaneously maintaining their existing outstanding quality productivity.

Remuneration based on feedback

A 360-degree feedback system helps foster a healthy discussion about individual contribution and, subsequently, increasing remuneration. When an employee gets excellent responses from all stakeholders, statistical evidence of the individual’s contribution is provided, and pay may be determined appropriately.

Contributes to increased employee retention

A 360-degree feedback system instills in employees a sense of importance in the business, as all stakeholders recognize and value all contributions. It may serve as an effective means of recognizing employees, assisting them in identifying areas for development, and providing an opportunity for personal growth and exploration. Subsequently, employee retention increases and workforce productivity grows as a company grows.

Constructive criticism

Employees must recognize that not all feedback can be rosy and favorable, as a 360-degree review entails constructive feedback that’s in the employee’s best interest. Since 360-degree performance review entails reviews of all junior and senior employees; peers, and customers, employees have to get in the groove of handling negative criticism and learning from their errors. They can take the help of the in-charge managers and HR personnel for the same.  

Also read: 10 Benefits of 360 degree feedback

How 360-degree review helps to improve your work culture?

Satisfactory work culture is gradually becoming a must for employees in today’s working environment. Without a suitable workplace culture, a company will surely lose bright individuals. Diverse and robust workplace culture is critical for long-term corporate success.

Thus, how can your business establish and maintain a positive workplace culture while retaining its core workforce? The solution is to implement a robust 360-degree performance review system across your organization.

Implementing a 360-degree review system enhances your organization’s working culture. Continue reading to see how a 360-degree feedback system may help you enhance your workplace culture.

  1. Enhance employees’ self-awareness

A 360-degree feedback system assists employees in developing self-awareness and identifying their strengths and flaws. Employees may also get an insight into unknown talents and limitations via this approach. 

Increased employee self-awareness benefits both an employee and his company. This is because employees who can clearly perceive their own progress within the organization are more likely to work harder and remain loyal to their employer.

  1. Fostering a strong sense of trust between the employee and the organization

Organizations that employ a 360-degree feedback system foster an open work environment. This culture fosters employee collaboration in aspects such as task execution methods; interpersonal interactions with subordinates; peers and superiors, and so on.

It enables employees to feel secure and comfortable enough to express their ideas about their jobs and colleagues. Since the standard feedback procedure is the same for all employees, nobody worries about being suppressed for their thoughts, which fosters a strong sense of trust between the employee and the organization. Thus, an open work environment benefits not just employees, but also the organization.

  1. Helps to maintain a constant dialogue with employees.

A well-designed 360-degree feedback system contributes to the establishment of a culture of a continual dialogue between employees, colleagues, and supervisors. It lets all employees in your business to feel heard and their needs satisfied.

Collecting information on your employees in order to better understand and align them with your organization’s ethos and goals is one way to enhance your organization’s workplace culture.

When employees feel heard, they are more inclined to be happy with their workplace culture. 

  1. Eliminate bias and foster bonds of solidarity

One of the most serious risks to an organization’s working culture is prejudiced conduct against an employee by peers and superiors. Typically, traditional feedback procedures focused on collecting input from a single source. 

However, when your organization adopts a 360-degree performance review system, you may collect input from a variety of sources, including peers, subordinates, supervisors, direct reports, and sometimes even customers, relieving individual bias against employees. 

Employee satisfaction also rises when employees understand they will be evaluated fairly in a performance review system.

What is the easiest way to get started with 360-degree feedback?

Your first step should be to analyze and strengthen your current performance evaluation system. If you are still following the paper-based assessment process, consider shifting to a digital 360-degree review process.

Engagedly’s 360-degree performance review software is worth a try. It simplifies the 360-degree review process by allowing stakeholders at all levels of the organization to submit real-time feedback–including management, managers, fellow employees, and direct reports. It also allows to share a company’s mission, vision, values, and goals with the employees.

Engagedly’s 360-degree review platform may assist businesses in developing their managers in novel ways, as well as give a channel for employees to voice praise or worry about their frontline managers.

Also Read: How To Choose The Best 360 Feedback Software For Your Company?

Want to know how Engagedly can help you manage your hybrid employees better? Request us for a demo.

Request A Demo

Everything You Need To Know About 360 Degree Feedback

When you initially introduce 360-degree feedback in your organization, most of your employees might be reluctant to participate. Continue reading “Everything You Need To Know About 360 Degree Feedback”

Pros and Cons of 360 Degree Feedback In The Workplace

Reviewing an employee’s performance is an essential aspect of any successful performance management process. Without a question, a 360-degree review is an effective methodology to collect inputs from various stakeholders at different organizational levels and to steer employees’ performance in the right direction.

While the 360-degree review is a developmental tool rather than a rating mechanism, many companies combine it with other assessment techniques to enhance company-wide development.

However, what is a 360-review process and what type of challenges and advantages can they bring to your organization? Here’s a detailed look at everything you would like to know about the 360-degree review.

Understanding the 360-degree feedback mechanism

A 360-degree performance appraisal, sometimes referred to as a 360-degree review, multi-rater feedback, or 360-degree management review, happens when an employer analyzes an employee’s performance through different sources such as colleagues, customers, and managers, rather than just one-on-one input from a manager directly.

Once all inputs have been obtained from various sources, it is utilized to determine an employee’s strengths, shortcomings, and talents, and may be used to create a comprehensive performance assessment report. If the 360-degree performance assessment is well-designed, it may help to improve a team’s performance, employee awareness, and communication among employees. 

In this article, we will cover the pros and cons of 360 degree feedback tool as an employee development tool.

Also Read: 360 Degree Feedback: Best Practice Guidelines

360 degree feedback guide

Pros of the 360 Degree Feedback

The 360-degree assessments can be an exceptionally efficient performance management tool. 

1. Provides more precise, thorough, and extensive feedback.

In a typical evaluation, the employee receives input from a single source — their immediate supervisor. However, the 360-degree review focuses on the collection of inputs from various sources, providing employees with a far larger, more diversified, and, in many circumstances, more accurate variety of perspectives on their work.

This form of feedback is often better than the performance evaluation of a supervisor, who only observes how an employee performs in certain situations.

2. Fosters a favorable work atmosphere

A 360-degree review helps employees and teams to understand their strengths and limitations. Whenever a team is able to recognize all of their unique capabilities and challenges, they possess the required skills and understanding to make necessary changes for advancements.

When employees understand the responsibilities clearly, aligned with a company’s objectives, they may become more effective as individuals and as teammates, resulting in a more productive and happy work environment. Thus, a 360-degree review aids in the improvement of employees’ performance and fosters strong working relationships and a favorable work environment.

3. Scope for development

Another significant benefit of the 360-degree review is its effectiveness in identifying an employee’s growth needs.

The collective viewpoints offered by colleagues and managers may present fair facets and provide more clarity on the shortcomings of an employee. The company may then take the required steps to close the gaps by creating training programs that promote individual development and address the skill gaps.

For an instance, during a ‘360-degree review‘, an employee may receive reviews from his immediate team leader and multiple peers on his performance and time management skills. The employee may then collaborate with his manager to establish objectives. Post this, they can create an action plan to enhance his performance, according to the available working hours to enhance time management skills.

4. Helps to determine training needs

The 360-degree performance review helps to identify employees’ training gaps. To elaborate, the feedback enables management to get a holistic knowledge of employees’ skill competence and, accordingly, spot specific areas where training is needed.

5. Offers motivation and improves performance 

360-degree feedback has been shown to improve employee performance, and team communication and collaboration. 

When utilized properly, feedback may help to create trust, enhance communication, boost overall performance, and motivate teams to work together to accomplish common objectives. Additionally, it may assist employees in aligning their objectives with those of the business and providing a better picture of the abilities necessary for success.

6. Understand how others perceive you

Observing how people view you in the job may be a positive experience. The 360-degree review enables colleagues to anonymously share their feelings about their peers, which is not something that occurs often in a workplace.

If you can handle constructive feedback without being offended, you would like to know how others perceive you. To deal with criticism effectively, you need to cultivate a growth attitude and see it as a chance to bring in the required improvements.

7. Anonymous feedback

360 feedback is often anonymous and a reason for many employees to freely voice their opinion about other employees. Thus, this can be considered as one of the benefits of 360 feedback, since certain employees may feel more at ease providing feedback. This is particularly true for both positive and negative feedback.

If certain members of your team are afraid to offer negative feedback about a colleague, 360 feedback may provide a secure platform for them to bring their concerns to the attention of their manager.

8. Promotes transparency

Increased transparency, resulting from 360-degree feedback, may give rise to the development of trust among employees. 

An open and trustworthy environment may improve managerial decision-making skills; enhance employees’ performance and establish a firm knowledge foundation. Thus, 360-degree feedback can be used to develop a higher degree of trust among employees and create a transparent work environment, which may help to improve employees’ performance throughout the organization.

Also Read: 360 Degree Feedback:10 Questions To Consider

Cons of 360 Degree Feedback

While there are several benefits to adopting 360-degree feedback, there are also concerns related to it. The following are some drawbacks of using the 360-degree performance assessment evaluation approach.

1. Time-consuming process

A 360-degree performance assessment might take considerable time to conduct due to a large number of participants. 

Employees need time to respond prudently to the questions, and supervisors or Human Resources professionals need time to sort through the information and assess it. Often, the quality and quantity of feedback come at the expense of extra time. 

Evaluating the feedback and putting it into a single performance review document using specialized tools, such as that offered by ‘Engagedly 360-degree performance review,’ may speed up the process.

2. Ambiguous assessment

If there is a lack of trust among employees, they might refrain from expressing their true opinions. If the feedback is not candid, it is also likely to be erroneous, which is ineffective. 

A small team, on the best of terms, may be fearful of being overly critical, whereas a big team may lack the necessary familiarity to provide an informed judgment. 

Prevent this issue by establishing clear boundaries and communicating expectations transparently via 360-degree feedback.

3. May affect leadership

It is critical to communicate to managers what they learned from the 360-degree review and how they intend to handle the feedback. 

If participants believe that the 360-degree feedback process was a waste of time or a pointless exercise, no concrete progress or constructive change will occur; confidence in leadership will erode, and engagement will likely decline. 

Leadership may avoid this by implementing an action plan based on the feedback outcomes.

4. No way to monitor anonymous input

While anonymous feedback is beneficial in terms of encouraging employees to voice their ideas, it can occasionally be a double-edged knife. 

If a serious problem arises within a 360-degree feedback loop, you will be unable to identify the person who provided the negative or constructive input. This makes it more difficult for the management to properly address and resolve the disagreement.

5. Ineffective execution

Often, companies introduce and use the 360-degree assessment approach ineffectively. It is critical to approach the assessment process correctly, which includes appropriately and positively presenting the method and optimizing the relevance of the feedback. 

This is particularly critical when transitioning from one kind of performance feedback to the other and especially when the change may influence employees’ salaries or positions.

Also Read: 360 Degree Feedback: A Guide To Get It Right

How Does 360 Degree Review Software Help?

The 360-degree review process comes with its own set of advantages and disadvantages. If you’re unsure whether to deploy 360 feedback within your team, the solution is to use Engagedly’s 360-degree performance review software.

Engagedly streamlines the 360-degree review process by enabling stakeholders at all levels of the business — including management, managers, colleagues, and direct reports — to provide real-time input.

Additionally, Engagedly conforms to your organization’s performance management strategy, easing the review process regardless of whether you conduct evaluations annually, mid-year, quarterly, or regularly.

360 feedback

A 7 Step Guide To A Successful 360 Degree Feedback Process

Roughly 60% of top development companies are using 360 degree feedback for both development and decision making for high-potential identification, confirmation of potential, and succession planning purposes – Bracken and Church(2013).

Multirater or 360 degree review process has become the most preferred feedback method for many organizations. It is a shift from the traditional feedback process, which is subjective and based only on the direct supervisor’s inputs. 

What is 360 degree feedback? 

360 degree review process is the method for collecting, quantifying and reporting observations about an individual from people that an individual has worked with, both internally and externally. This makes the feedback process more objective when compared to traditional feedback processes. People who take part in the feedback process include not only the manager but also peers, direct reports, consumers, and vendors. 

Also Read: Why Every Organization Should Practice Continuous Feedback?

If you have become a manager or joined as one recently, and planning to implement a 360 degree review process in your organization, here is a seven-step guide to implement it successfully.

Communicate The Process

If you are implementing multirater or 360 degree feedback for the first time in your organization, it is essential to communicate the process to all stakeholders. As it is relatively a new process, many people are still unaware of it. Communicate the purpose and also how the process will be conducted, and the results will be used so that everyone involved in the process has a clarity of it. Take time and communicate it to everyone over one-on-one meetings, group meetings, and emails. 

Also Read: Know How To Make Your Employee Feedback Work

Rater Selection

Rater selection is one of the most important processes of 360 degree feedback, as several people are part of it. Employees who are being reviewed should choose an adequate number of raters or feedback providers. When employees select a good number of reviewers, then there will be enough data for analysis. Review the list of raters whom your employees have selected, so that no unnecessary person is on the list.

It may take at least a week or two to finish with the rater selection process, but be patient and careful with this step.

Choose The 360 Feedback Software

As a manager, you should select a 360 feedback software that will help you set the questionnaire quickly for all your employees. It should be easy to use with little or no training so that less time is spent on understanding how it works.  If there is confusion in selecting the software, then demo versions should be used before selecting one. The software should be easily customizable as per organization needs, and also robust so that the data stays secure. Not only this, the 360 feedback software that you select should have an efficient customer support team to help you at any time with your issues.

Engagedly’s 360 feedback software tool is the perfect solution for you. It is not only easy to use and understand, but also can be customized as per your needs.

Also Read: 7 Essential Features Of A 360 Degree Feedback Tool

Questionnaire

Preparing the survey questionnaire for the 360 performance review process is one of the most important tasks. If you are unsure of what questions to set, you can take the help of HR experts or senior managers. Include questions such as:

  • What should this employee stop doing to get better at work?
  • Does this employee communicate well with colleagues?
  • What are the new things this employee should start doing to be better at work?
  • Does this employee show leadership qualities?
  • What are the things this employee is doing well and should continue doing?

Make it clear as well as concise, a long questionnaire will bore the readers, and a very short one won’t be effective. On the other hand, ambiguous questions will confuse the readers, and they will provide inaccurate ratings. Framing the correct set of questions plays a major role in deciding the effectiveness of the process.

Also Read: Workplace Competencies To Include In A 360 Degree Feedback Form 

Report

Once all the reviewers have submitted their reviews, it is time to generate a report for the employees who were reviewed in the 360 performance review process. It should be simple and self-understood. With the help of the report, the employees should be able to identify their strengths and weaknesses. It should be a guide for the employees, using which they can improve their productivity, and have an overall development. An apt report would be one that highlights the highest rated areas, lowest rated areas, blind spots, gaps, and ratings.

For managers, it becomes a stressful task to make such a report or to find a tool that incorporates all the points in a single report. Engagedly’s multirater or 360 degree feedback module incorporates all the points in a single report through well-defined graphs. Request for a demo with us.

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Action Plan

After the reviews have been completed and the report has been generated, create an action plan for your employees. The action plan should be based on improvement areas, blind spots, and skill gaps identified in the report. This will help the employees to improve their skills and develop themselves through training, internal or external workshops, conferences, coaching exercises, mentoring programs, etc. It should have specific goals and development plans outlined for your employees.

Continuous Evaluation

The 360 degree feedback process should be made a regular activity in your organization, preferably every quarter. If the process is conducted once a year or once in two years, then the effectiveness of the process plummets. Having a continuous evaluation helps in re-evaluating the employees from time to time and how they have improved from their previous 360 degree review process. Frequent feedback also helps the old and even the new employees to get used to the process.

Often, organizations start with the 360 degree review process but make no effective use of it. This 360 feedback guide will help you with it.

Planning to start a 360 Degree Feedback Process in your organization? Request us for a demo.

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6 Tips On How To Give Good Feedback

Feedback is a very essential aspect of every organization. Most organizations these days are designed in such a way that all these different departments are interconnected and contribute to accomplishing company goals and help increase organizational productivity.

Continue reading “6 Tips On How To Give Good Feedback”

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

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

A Series Funding and Engagedly
A Series Funding and Engagedly

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

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

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

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

Believe!

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

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

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

 

SC, JB, PK

Founding Team at Engagedly

 

Want to know about Engagedly’s performance management software? Request for a live demo!

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Employee Wellbeing And Absenteeism At Work

The workplace has proven to cause a heavy impact on employees’ health and wellbeing. Causes can derive from physical factors like incorrect manual handling to psychological ones like work-related stress. Collectively, they can build up to high levels of sick leave and absence.

Concentrating on your employee’s health and wellbeing can exponentially improve morale and attendance.

You should treat health and wellbeing as a vital factor in your company, whilst hosting a safe working environment. All of which can ensure your employee feel comfortable and confident as members of your business.

Absence rates and occupational health

The ONS reported absence related to sickness decreased by 1.8% in 2020. Which is the lowest rate reported since 1995.

But, according to HSE, it’s estimated that 38.8 million working days were lost because of work-related ill-health and non-fatal work accidents.

High numbers like these can add up to great business losses. Lost workdays, due to illness and injuries, snowball into lost time, resources, and productivity.

One of the biggest responsibilities you have is to look after the welfare of your employee. Without this, your workers will drop out of the business faster than you can anticipate. 

Also Read: Embracing Hybrid Work Culture In 2021

Of course, it’s impossible for a workplace to be completely absent-free. But having a healthy approach for dealing with absences is a must – for the employer and employees.

Employees who are fit for work will produce and perform more efficiently. So, if they are healthy (physically and mentally), you’ll benefit from having a more resilient workforce.

Causes of sick leave

The implications on employee wellbeing and business productivity can cost a business more than what you might foresee.

Absences due to physical and mental illnesses can derive from all sorts of reasons.

Keep awareness and sensitivity for all kinds of absence issues. Remember, an employee may not exude physical illness. But they could be suffering mental strains, like depression or anxiety.

Employers themselves can be found guilty of direct inflictions, which lead to ill health. Common scenarios like this that can ruin employee engagement are:

  • Setting unrealistic targets and deadlines.
  • Being subconsciously biased.
  • Constantly highlighting mistakes.
  • Creating a negative atmosphere.

Take a positive and proactive approach to employee wellbeing. You’ll soon see a reduction in absence numbers. Concentrating on employee engagement is also a must. You’ll soon see it return as genuine commitment and loyalty to your business. 

How can your business benefit from positive employee wellbeing?

If you were to calculate costs that derive from poor employee health, you’ll easily see the impact on your business. Sick leave, lost hours, employee turnover – the effects will add up daily and in the long run.

Workplace health and wellbeing initiatives can reduce absence costs, alongside:

  • Sick leave and absence.
  • Performance issues.
  • Employee turnover.
  • Recruitment and training fees.
  • Health and wellbeing.
  • Liability and litigation risks.

If you establish these, you can easily display your business as a place of prosperity and growth. 

Also Read: Understanding Employee Wellbeing In 2021

Creating a healthy and safe work environment

Being able to spot and determine the mood of the workspace can prove beneficial for you. It’s easily done by using wellbeing trackers and charts. These can help outline your employees’ conditions – daily and in the future.

Having initial objectives that support your business can significantly improve:

  • Employee health and wellbeing.
  • Performance and engagement.
  • Individual and team efforts.
  • Productivity and motivation.
  • Brand-name and image.
  • Customer service.

We are living in a world where flexible working is fast becoming the norm. So, make sure remote workers are protected and safe as they work in isolation or off-location.

Promoting wellbeing

You and your management should openly encourage promoting wellbeing at work. It’s vital you present a clear message for the awareness of employee health and wellbeing.

This can be initiated through smaller gestures, like not answering emails after work hours, or taking lunch breaks daily.

Having open wellbeing conversations can show your employee who they should contact for help. This is crucial for those who are unconfident in raising issues, or those who are suffering alone.

Train your line managers to manage cases empathetically, especially for mental health issues. Keep promoting dialogue, feedback, and engagement – you’ll significantly boost morale and productivity alongside.

Wellbeing schemes and procedures

Supporting employee wellbeing through schemes and classes can significantly improve physical and mental health. Some great ways to do this is by providing:

  • Counseling and therapy sessions.
  • Physiotherapy and gym membership.
  • Paid leave for medical appointments.
  • Encouraging healthy lifestyle choices.
  • Sports and exercise classes.

Having these at discounted rates means more employees gain access to these schemes–all without breaking your bank.

Workplace health and safety

Under the Health and Safety at Work Act 1974, all employers have a duty of care for the safety of their employees–and this includes wellbeing.

By managing workplace health and safety, you can control and reduce potential injuries and accidents. And fewer illnesses means fewer absences. Some important H&S obligations your business needs to possess are:

  • Risk assessments.
  • Accident prevention.
  • Health protection.
  • Training and awareness.
  • Recording and reporting.

It’s also a good idea to reassess your workplace policies and risk assessments, and update them.

Also Read: 7 Ways To Curb Workplace Negativity

By preventing and reducing the risk of accidents, you can identify:

  • Which work tasks might cause injuries?
  • Who is likely to be subject to risks?
  • Any reasonable steps needed to reduce risks?

Identify and document these hazards and risks. It’ll help you manage repeat situations. Also, keep training up to date, utilise PPE if needed, and run assessments that are legally mandatory.

With thorough management, you’ll effectively comply with your legal duty of care, whilst reducing sick leave and absence. 

Take care of employee wellbeing

Assessing your absence rates can showcase a great evaluation for your employee’s wellbeing. 

Aspire to provide accessible and practical methods for improving health, wellbeing, and engagement at work.

Controlling levels accurately and timely can prove to be an effective wellbeing strategy. It’s the perfect way to record and manage absence and wellbeing together.

Author:

Kayleigh Frost Engagedly Guest Blogger

Kayleigh Frost works at Health Assured and has extensive knowledge of mental health and wellbeing, with a specific focus on the workplace. As a qualified Mental Health First Aider and a clinical department head, she strives for excellence and superior service delivery to all.

Want to know how Engagedly can help you improve employee experience? Request for a live demo.

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Do These 8 Things To Improve Employee Engagement

Employee engagement is about getting the best people, retaining them, nurturing a creative environment, and helping to find a way to innovate — Marissa Mayer, Co-founder of Lumi Labs, former CEO of Yahoo!

Employee engagement has been a constant topic of discussion for organizations, and they have been frantically trying to figure out how to improve it. Given the current scenario, it has become even more crucial. But very few organizations are successful in improving it. Engaged employees are more than just happy, they are motivated and satisfied, and find fulfillment at work. They are more committed than their disengaged counterparts. Not only this, they stay in the organization for a longer time and are highly productive.

Why is it so important to keep employees positively engaged?

As a manager, if you are able to engage your employees, it’s a huge opportunity to gain long-term commitment and discretionary effort from your team. This will lead to higher productivity.

What happens when you enhance employee engagement?

It can spike up company metrics across key areas, viz. productivity, customer satisfaction, profitability, innovation, health, safety, sick leaves, turnover, and wellbeing.

FAQ’s On Employee Engagement

Before we learn about the ways of improving employee engagement, here are some facts from a recent study by Gallup, which establishes the importance of employee engagement.

  • Their studies depict that 85% of employees are not actively engaged at work. These figures are a worldwide count
  • 70% of engaged employees understand better how to meet customer needs while only 17% of non-engaged employees feel the same
  • Almost 90% of employers think that employees leave for a better salary, but only 12% of employees actually do so

(Gallup is a global analytics and organization consulting firm providing solutions to problems of the organization)

Finally, here are the eight tips that will help you improve employee engagement in your organization.

Employee Engagement & Work Life Balance

Working from home since the past year has blurred the clear demarcation of work hours and personal hours for many of us. As employees we spend extra screen hours unknowingly. This lack of a work-life blend is often a major cause of employee burnout, decreased employee engagement, reduced productivity, and increased attrition. It Is necessary to balance both, especially now.

Employees can set up a schedule for themselves and identify their highly productive hours. It will help them achieve maximum productivity.

Managers must avoid contacting employees after their working hours unless it is absolutely necessary. If an employee is working extra hours for meeting deadlines, then they should be given a day off. A flexible work-from-home policy should be there for all employees, as it will be the norm for some years now. This will let the employee know that the organization cares for their well-being and not for their targets and goals only.

Also Read: Understanding Employee Well-Being In 2021

Involve Them In Planning

Connect with your employees as frequently as possible and let them know about the current issues faced by the organization. Also discuss the actions taken to overcome them. In doing so, you will have an engaged and active team that plans, assesses opportunities, and comes up with better ideas to improve the current business strategy.

By involving your employees in planning, your employees will be loyal to the organization and also develop leadership qualities by working on strategic issues of the organization. It improves employee engagement and the overall productivity of the organization.

Be Ready To Listen

Even before COVID-19 happened and employees started working from home, many employees struggled to be heard. Now that the world has gone virtual, most employees feel dissatisfied with their jobs because their opinions are often not valued. This behavior leads to disengagement of employees, eventually leading to dissatisfaction with work. Give your employees a chance to express what they feel and allow them to contribute their ideas at work. 

Using an employee engagement software allows employees to bring out their ideas and express their feelings on a common platform easily. This drives engagement and improves productivity in turn.

Also Read: Communication Is the Key Through Any Crisis

Celebrate The Wins

According to a study by Deloitte Group, employee engagement, productivity, and performance are 14 percent higher in organizations when compared with others without recognition.

As a manager, make it a point to recognize the efforts of your employees. Do it irrespective of whether it is for an individual or for the team. It not only makes them feel that organization recognizes their efforts, but will also motivate them to face any upcoming hurdle.

From public praise, a simple thank you note to a simple pat on the back; everything counts. Or even an email to the team mentioning everyone’s contributions will do a great job in boosting the team’s motivation and improving employee productivity. As a result, it improves employee engagement.

Engagedly’s public praise option allows employees to praise each other. It also allows managers and other leaders to award points to their employees for accomplishments. The praises and rewards are visible to everyone in the organization.

Promote Innovation

Employee innovation is a symbol that employee engagement still exists. Promote an open culture in your organization where employees are free to come up with process improvements and innovations. It makes them think outside the box and will elevate their productivity and thinking to a whole new level.

Assign A Buddy

Joining a new organization itself is overwhelming, and joining it remotely has added on to the stress and anxiety. Employees often feel a disconnect with the team and the organization, and it leads to disengagement. And fostering employee engagement is not a one-day activity, so you can start with it, right from the day your new employees join.

The best way to do so is to assign a mentor or a buddy to every new joiner. A preferable buddy would be one who has worked in the organization for a considerable amount of time. They should clearly understand the organization’s culture and values. The buddy will guide the new hire and answer their questions. In this way, the new hire will feel connected to the organization from the first day itself, and it will also help them build working relationships.

Continuous Learning Improves Employee Engagement

As per a recent report by LinkedIn 2020 Workforce Learning Report, 94% of employees would stay with a company if they invested in their training and development. 

Learning and continuous professional development should be a plan for every employee in your organization. As a manager or the HR of your organization, discuss with your employees about their professional development plans. It shows that the organization values their work and wants to see them grow professionally. Providing your employees with the opportunity for continuous professional development is highly engaging and motivating for them.

Organizations should use their internal LMS to provide training and knowledge sharing sessions to their employees so that they can hone their skills.

Engagedly has a dedicated Academy and Learning section that allows managers and HRs to create and assign relevant courses for their employee’s professional and self-development.

Team Building Sessions

Virtual or online team-building activities are a great way for everyone to connect, bond, and share experiences with each other. It helps create a sense of fun, togetherness, and enjoyment, even when everyone works remotely. It is necessary to conduct such activities to help your remote team bond and rejuvenate. Additionally, it has a positive impact on employee engagement and productivity.

Also Read: 5 Common Teamwork Challenges Every Team Encounters!

Online games, fact sharing sessions, book clubs, quizzes, etc., are some simple virtual team-building activities that can be conducted to engage your employees. Moreover, employees can give their suggestions about what kind of team-building activities they prefer.

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

Want to know how Engagedly can help you improve Employee Engagement? Then request for a live demo.

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