Tag: Engagedly

How to Fight Employee Burnout in Healthcare?

Healthcare is one of the most demanding industries to work in. Unfortunately, burnout among healthcare professionals has become increasingly common in recent years. How can we prevent this and keep employees energized and motivated?

According to Medscape National Physician Burnout, the reported burnout rate is around 43%, which is considerably high. 

Burnout affects a wide range of healthcare employees. All nurses, physicians, and support staff have felt some emotional exhaustion due to their increased workloads. It often leads to decreased job satisfaction and an inability to complete tasks proficiently, ultimately hampering the overall functionality of the workplace.

We need effective strategies that address the underlying causes of burnout among healthcare professionals. In this article, we will be discussing several ways in which organizations can help fight employee burnout in healthcare by promoting a better working environment through better decision-making processes, encouraging team-building initiatives, giving employees control over their schedules, and creating policies that promote work-life balance for their employees.

What is Employee Burnout? 

Employee burnout is a state of physical, mental, and emotional exhaustion caused by prolonged stress. It can be triggered by various factors, including long working hours, high workloads, lack of control over one’s work environment, and inadequate support from colleagues or supervisors. Burnout can lead to decreased job satisfaction and productivity and increased absenteeism and turnover rates.

Also read: How Engagedly Can Drive Your Performance Management Process Forward

The Present Condition of Healthcare Professionals

Burnout among healthcare workers is a growing concern, with approximately one in three physicians experiencing burnout at any given time. It can have a significant impact on the quality of care they provide as well as their well-being.

According to statistics, 15.6% of nurses were burned out, which is at an all-time high of 95% in just three years post-COVID. In 2021, around 30% of nurses quit their jobs. 

Feelings of exhaustion, depersonalization, and a reduced sense of accomplishment characterize burnout. Various factors, such as long hours, a lack of support from colleagues or supervisors, and an overwhelming workload, can cause it.

The diagnosis and treatment of burnout in healthcare workers require an understanding of its cause and symptoms. Diagnosis typically involves assessing signs and symptoms such as fatigue, irritability, difficulty concentrating, and decreased motivation.

Treatment strategies may include lifestyle changes such as increased exercise or relaxation techniques; cognitive-behavioural therapy; stress management training; or organizational interventions such as improved communication between staff members or better work-life balance policies.

Prevention strategies should focus on creating supportive environments that promote resilience and reduce stressors associated with the job. Ultimately, it is essential to remember that even the most muscular arms grow weary without proper rest and support.

Why are a Large Number of Healthcare Employees Suffering From Burnout? 

employee burnout in healthcare industryBurnout is a significant issue in the healthcare industry due to the high demands placed on employees. Healthcare workers are often expected to work long hours, handle complex tasks, and manage difficult patient cases. It can lead to feelings of exhaustion and frustration, resulting in burnout.

Additionally, many healthcare organizations need more adequate support systems for their staff members, which can further contribute to burnout. Furthermore, healthcare workers often feel their work is undervalued and needs to be adequately compensated for their efforts.

Also read: Benefits of Implementing an Employee Career Development Program

How do you Fight Employee burnout in Healthcare? 

Here are some of the great ways to fight employee burnout in the healthcare industry:

  1. Promote a healthier working environment: Organizations should strive to create an environment where employees feel supported and valued. It can be done by providing adequate resources, offering flexible scheduling options, and encouraging open communication between staff members.
  2. Encourage team building initiatives: Team- building activities can help foster a sense of camaraderie and collaboration amongst healthcare professionals. These activities can range from simple icebreakers to more complex problem-solving exercises.
  3. Give employees control over their schedules: According to studies, aAllowing employees to have some control over their work schedules can help reduce stress levels and prevent burnout. Organizations should consider implementing flexible scheduling options that allow employees to take breaks when needed and adjust their hours as needed.
  4. Create policies that promote work / life balance: Healthcare organizations should strive to create policies that promote a healthy work/life balance for their staff members. It can include offering paid time off, providing childcare services, and encouraging employees to take regular daily breaks.
  5. Provide adequate resources: Organizations should ensure that their staff members can access the resources they need to do their jobs effectively. This can include providing suitable training, offering support services, and ensuring employees have the necessary tools and equipment to do their jobs.
  6. Provide recognition and rewards: Organizations should recognize the hard work of their staff members and reward them for their efforts. It can include offering bonuses, providing additional vacation time, or identifying employees publicly for their achievements.
  7. Encourage self-care: Healthcare organizations should encourage their staff members to practice self-care to prevent burnout. It can include taking regular breaks throughout the day, engaging in physical activity, and getting enough sleep. Additionally, organizations should provide access to mental health services for employees who may be struggling with burnout.
  8. Implement stress-reduction techniques: Organizations should provide employees access to processes such as mindfulness, yoga, and meditation. These activities can help employees manage their stress levels and reduce the risk of burnout.
  9. Promote open communication: Organizations should create an environment where employees feel comfortable communicating their concerns and needs. It can include providing feedback mechanisms, offering mentorship programs, and encouraging employees to speak up when feeling overwhelmed.
  10. Encourage team-building: Healthcare organizations should promote team-building activities to help employees build relationships and foster a sense of camaraderie. It can include organizing social events, offering team-building exercises, and encouraging collaboration between departments.
  11. Monitor workloads: Organizations should monitor the workloads of their staff members to ensure that they are not taking on too much work. Organizations should provide additional resources or reassign tasks to other staff members if an employee feels overwhelmed.

By implementing these strategies, healthcare organizations can help reduce employee burnout and create a healthier working environment for their staff members. By addressing the underlying causes of burnout, organizations can ensure that their employees can perform at their best and remain motivated in the long term.

Also read: Start, Stop, Keep-Doing: 3 Words That Will Transform How Your Managers Deliver Feedback

What are the Major Symptoms of Burnout in the Healthcare Industry? 

The significant symptoms of burnout in the healthcare industry include exhaustion, frustration, and a lack of motivation. Other signs may be an increased sense of cynicism or detachment from work, difficulty concentrating, and decreased job satisfaction. Employees may also experience physical symptoms such as headaches, fatigue, and insomnia. If left unchecked, burnout can lead to more serious mental health issues, such as depression and anxiety.

Impact of Healthcare Employee Burnout  

Healthcare employeeburnout is a growing crisis that affects us all. It is a state of physical, emotional, and mental exhaustion caused by excessive and prolonged stress. Healthcare workers are at the forefront of providing care to those in need, and when they become overwhelmed with anxiety, it can have severe consequences for everyone.

We must address this issue now before it becomes an even bigger problem. We must take steps to reduce stress levels among health workers by providing better support systems and resources so that they can continue providing quality care without burning out.

Burnout can significantly impact the quality of care that healthcare workers provide. When health workers are burned out, they may be less likely to follow protocols and procedures, leading to errors in diagnosis and treatment. Additionally, burnout can lead to decreased job satisfaction and higher turnover rates, which can further strain an already overburdened healthcare system.

Organizations must take proactive steps to reduce stress levels and create a healthier working environment to combat burnout in the healthcare industry. 

Conclusion

Burnout in the healthcare industry is a growing crisis that affects us all. Organizations must take proactive steps to reduce stress levels and create a healthier working environment for their employees.

By providing adequate resources, monitoring workloads, and creating support systems such as counseling and stress management programs, organizations can help prevent burnout and ensure that their employees can provide quality care without burning out.

Frequently Asked Questions

Q1: What are the long-term effects of burnout? 

A: The long-term effects of burnout can include physical and mental health issues such as depression, anxiety, and insomnia. Additionally, burnout can lead to decreased job satisfaction and higher turnover rates.

Q2: What are some strategies to prevent burnout? 

A: Some strategies to prevent burnout include providing adequate resources, monitoring workloads, and creating a healthier work environment. Additionally, organizations should provide support systems such as counseling and stress management programs to help employees cope with the demands of their jobs. Organizations should also encourage employees to take breaks and practice self-care to reduce stress.

Q3: How can hospitals support employees who are experiencing burnout?

A: Hospitals can support employees who are experiencing burnout by providing resources such as counseling and stress management programs. Hospitals should also create an open communication culture where employees feel comfortable discussing their feelings and concerns. Finally, hospitals should encourage employees to take daily breaks to reduce stress levels.

Make Your People Care About Your Business: Insights from MBP Podcast with Srikant Chellappa

In today’s fast-paced corporate world, employee engagement is a crucial factor that can make or break a business. On the Management Blueprint Podcast, Sri Chellappa, President and co-founder of Engagedly, an innovative employee engagement and development software platform, shared his insights on how to truly engage employees and align them with the company’s goals.

Sri’s journey into entrepreneurship is a tale of serendipity and perseverance. After working for a company where he realized his true calling lay elsewhere, he joined forces with a startup founder. Together, they grew the company significantly, culminating in a successful exit. This experience laid the groundwork for Engagedly. The idea was born out of recognition of the need for improved employee engagement software.

Employee engagement, as Sri points out, is often narrowly defined. Many organizations focus on superficial measures such as rewards and recognition or employee surveys. However, true engagement encompasses every interaction an employee has with their organization. These are what Sri calls the “moments that matter.”

To address these critical touchpoints, Sri developed the E3 framework, which consists of three key components: Engagement, Enablement, and Execution.

Engagement

The first element, engagement, involves recognizing and rewarding employees. This includes measuring engagement levels and identifying issues. It’s not just about handing out rewards but also about understanding what motivates employees and acknowledging their contributions. Recognition is a simple yet powerful tool. Acknowledging an employee’s effort with a simple thank you or a public shout-out can significantly boost morale and engagement. This doesn’t cost anything but can have a tremendous impact on how valued employees feel.

Enablement

The second component, enablement, is about providing employees with the necessary tools, training, and development opportunities. Employees need to feel they are progressing in their careers. When they perceive a lack of growth, disengagement sets in. Organizations must invest in continuous learning and development programs that help employees build new skills and advance in their careers. By offering coaching, mentoring, and personalized development plans, companies can ensure that their employees remain motivated and invested in their roles.

Execution

The third element, execution, focuses on aligning employees with the organization’s goals and strategies. Transparency and communication are crucial here. Employees need to understand how their work contributes to the broader objectives of the company. When they see the bigger picture and understand the purpose behind their tasks, they are more likely to be motivated and engaged. Execution involves making organizational goals clear and ensuring that employees know their work matters. This alignment fosters a sense of purpose and belonging.

Addressing Common Weaknesses

One common area where companies often falter is in the execution of strategy. Especially in larger or remote organizations, employees can feel isolated and disconnected from the company’s goals. They may not understand how their work fits into the bigger picture, leading to disengagement. Sri emphasizes that managers must go beyond simply assigning tasks; they need to communicate the “why” behind the work. This involves sharing the organization’s goals and explaining how individual contributions are vital to achieving these objectives.

Recognition, as mentioned earlier, is a simple yet effective tool that many managers overlook. It requires a cultural shift where managers make it a habit to acknowledge and praise employees’ efforts regularly. This not only boosts individual morale but also fosters a positive and supportive work environment.

Real-World Applications

Sri’s insights are not just theoretical. Engagedly’s software is designed around the E3 framework, offering modules for recognition, rewards, employee engagement surveys, and learning and development. The platform also helps align employees with organizational goals through skill paths and transparent performance reviews. By making the review process continuous and objective, Engagedly reduces the stress associated with traditional performance evaluations and focuses on ongoing development and feedback.

Overcoming Cultural Barriers

Aligning an organization around its strategy is not always straightforward. It requires a shift in mindset from simply telling employees what to do to involving them in the process. Managers and leaders must articulate the company’s vision and goals clearly and frequently. This helps employees understand their role in a larger context and feel a part of the company’s success.

Sri shared a personal anecdote from his early career at KPMG. He was instructed to perform a task without being given any context or understanding of its importance. This experience was frustrating and demotivating, highlighting the importance of explaining the “why” behind tasks. Employees who understand the purpose of their work are more likely to be engaged and contribute their best ideas and efforts.

Conclusion

Sri Chellappa’s approach to employee engagement through the E3 framework—engagement, enablement, and execution—provides a comprehensive strategy for businesses looking to enhance their employee experience. By recognizing and rewarding employees, providing them with the tools and opportunities for growth, and aligning their efforts with the company’s goals, organizations can create a motivated and committed workforce.

Implementing these strategies requires a cultural shift and a commitment from both leaders and managers to prioritize engagement. However, the benefits are clear: a more engaged workforce leads to higher productivity, better retention rates, and ultimately, a more successful business.

Engagedly’s platform exemplifies these principles, offering tools that help organizations foster a culture of continuous engagement and development. As Sri’s journey shows, understanding and addressing the moments that matter in an employee’s journey can make all the difference in creating a thriving, motivated, and successful organization.

To dive deeper into these concepts and learn more about Sri Chellappa’s journey and strategies, listen to the complete podcast episode on the Management Blueprint Podcast.

Talent Management

How to Fight Employee Burnout in Healthcare?

Healthcare is one of the most demanding industries to work in. Unfortunately, burnout among healthcare professionals has become increasingly common in recent years. How can we prevent this and keep employees energized and motivated?

According to Medscape National Physician Burnout, the reported burnout rate is around 43%, which is considerably high. 

Burnout affects a wide range of healthcare employees. All nurses, physicians, and support staff have felt some emotional exhaustion due to their increased workloads. It often leads to decreased job satisfaction and an inability to complete tasks proficiently, ultimately hampering the overall functionality of the workplace.

We need effective strategies that address the underlying causes of burnout among healthcare professionals. In this article, we will be discussing several ways in which organizations can help fight employee burnout in healthcare by promoting a better working environment through better decision-making processes, encouraging team-building initiatives, giving employees control over their schedules, and creating policies that promote work-life balance for their employees.

What is Employee Burnout? 

Employee burnout is a state of physical, mental, and emotional exhaustion caused by prolonged stress. It can be triggered by various factors, including long working hours, high workloads, lack of control over one’s work environment, and inadequate support from colleagues or supervisors. Burnout can lead to decreased job satisfaction and productivity and increased absenteeism and turnover rates.

Also read: How Engagedly Can Drive Your Performance Management Process Forward

The Present Condition of Healthcare Professionals

Burnout among healthcare workers is a growing concern, with approximately one in three physicians experiencing burnout at any given time. It can have a significant impact on the quality of care they provide as well as their well-being.

According to statistics, 15.6% of nurses were burned out, which is at an all-time high of 95% in just three years post-COVID. In 2021, around 30% of nurses quit their jobs. 

Feelings of exhaustion, depersonalization, and a reduced sense of accomplishment characterize burnout. Various factors, such as long hours, a lack of support from colleagues or supervisors, and an overwhelming workload, can cause it.

The diagnosis and treatment of burnout in healthcare workers require an understanding of its cause and symptoms. Diagnosis typically involves assessing signs and symptoms such as fatigue, irritability, difficulty concentrating, and decreased motivation.

Treatment strategies may include lifestyle changes such as increased exercise or relaxation techniques; cognitive-behavioural therapy; stress management training; or organizational interventions such as improved communication between staff members or better work-life balance policies.

Prevention strategies should focus on creating supportive environments that promote resilience and reduce stressors associated with the job. Ultimately, it is essential to remember that even the most muscular arms grow weary without proper rest and support.

Why are a Large Number of Healthcare Employees Suffering From Burnout? 

employee burnout in healthcare industryBurnout is a significant issue in the healthcare industry due to the high demands placed on employees. Healthcare workers are often expected to work long hours, handle complex tasks, and manage difficult patient cases. It can lead to feelings of exhaustion and frustration, resulting in burnout.

Additionally, many healthcare organizations need more adequate support systems for their staff members, which can further contribute to burnout. Furthermore, healthcare workers often feel their work is undervalued and needs to be adequately compensated for their efforts.

Also read: Benefits of Implementing an Employee Career Development Program

How do you Fight Employee burnout in Healthcare? 

Here are some of the great ways to fight employee burnout in the healthcare industry:

  1. Promote a healthier working environment: Organizations should strive to create an environment where employees feel supported and valued. It can be done by providing adequate resources, offering flexible scheduling options, and encouraging open communication between staff members.
  2. Encourage team building initiatives: Team- building activities can help foster a sense of camaraderie and collaboration amongst healthcare professionals. These activities can range from simple icebreakers to more complex problem-solving exercises.
  3. Give employees control over their schedules: According to studies, aAllowing employees to have some control over their work schedules can help reduce stress levels and prevent burnout. Organizations should consider implementing flexible scheduling options that allow employees to take breaks when needed and adjust their hours as needed.
  4. Create policies that promote work / life balance: Healthcare organizations should strive to create policies that promote a healthy work/life balance for their staff members. It can include offering paid time off, providing childcare services, and encouraging employees to take regular daily breaks.
  5. Provide adequate resources: Organizations should ensure that their staff members can access the resources they need to do their jobs effectively. This can include providing suitable training, offering support services, and ensuring employees have the necessary tools and equipment to do their jobs.
  6. Provide recognition and rewards: Organizations should recognize the hard work of their staff members and reward them for their efforts. It can include offering bonuses, providing additional vacation time, or identifying employees publicly for their achievements.
  7. Encourage self-care: Healthcare organizations should encourage their staff members to practice self-care to prevent burnout. It can include taking regular breaks throughout the day, engaging in physical activity, and getting enough sleep. Additionally, organizations should provide access to mental health services for employees who may be struggling with burnout.
  8. Implement stress-reduction techniques: Organizations should provide employees access to processes such as mindfulness, yoga, and meditation. These activities can help employees manage their stress levels and reduce the risk of burnout.
  9. Promote open communication: Organizations should create an environment where employees feel comfortable communicating their concerns and needs. It can include providing feedback mechanisms, offering mentorship programs, and encouraging employees to speak up when feeling overwhelmed.
  10. Encourage team-building: Healthcare organizations should promote team-building activities to help employees build relationships and foster a sense of camaraderie. It can include organizing social events, offering team-building exercises, and encouraging collaboration between departments.
  11. Monitor workloads: Organizations should monitor the workloads of their staff members to ensure that they are not taking on too much work. Organizations should provide additional resources or reassign tasks to other staff members if an employee feels overwhelmed.

By implementing these strategies, healthcare organizations can help reduce employee burnout and create a healthier working environment for their staff members. By addressing the underlying causes of burnout, organizations can ensure that their employees can perform at their best and remain motivated in the long term.

Also read: Start, Stop, Keep-Doing: 3 Words That Will Transform How Your Managers Deliver Feedback

What are the Major Symptoms of Burnout in the Healthcare Industry? 

The significant symptoms of burnout in the healthcare industry include exhaustion, frustration, and a lack of motivation. Other signs may be an increased sense of cynicism or detachment from work, difficulty concentrating, and decreased job satisfaction. Employees may also experience physical symptoms such as headaches, fatigue, and insomnia. If left unchecked, burnout can lead to more serious mental health issues, such as depression and anxiety.

Impact of Healthcare Employee Burnout  

Healthcare employeeburnout is a growing crisis that affects us all. It is a state of physical, emotional, and mental exhaustion caused by excessive and prolonged stress. Healthcare workers are at the forefront of providing care to those in need, and when they become overwhelmed with anxiety, it can have severe consequences for everyone.

We must address this issue now before it becomes an even bigger problem. We must take steps to reduce stress levels among health workers by providing better support systems and resources so that they can continue providing quality care without burning out.

Burnout can significantly impact the quality of care that healthcare workers provide. When health workers are burned out, they may be less likely to follow protocols and procedures, leading to errors in diagnosis and treatment. Additionally, burnout can lead to decreased job satisfaction and higher turnover rates, which can further strain an already overburdened healthcare system.

Organizations must take proactive steps to reduce stress levels and create a healthier working environment to combat burnout in the healthcare industry. 

Conclusion

Burnout in the healthcare industry is a growing crisis that affects us all. Organizations must take proactive steps to reduce stress levels and create a healthier working environment for their employees.

By providing adequate resources, monitoring workloads, and creating support systems such as counseling and stress management programs, organizations can help prevent burnout and ensure that their employees can provide quality care without burning out.

Frequently Asked Questions

Q1: What are the long-term effects of burnout? 

A: The long-term effects of burnout can include physical and mental health issues such as depression, anxiety, and insomnia. Additionally, burnout can lead to decreased job satisfaction and higher turnover rates.

Q2: What are some strategies to prevent burnout? 

A: Some strategies to prevent burnout include providing adequate resources, monitoring workloads, and creating a healthier work environment. Additionally, organizations should provide support systems such as counseling and stress management programs to help employees cope with the demands of their jobs. Organizations should also encourage employees to take breaks and practice self-care to reduce stress.

Q3: How can hospitals support employees who are experiencing burnout?

A: Hospitals can support employees who are experiencing burnout by providing resources such as counseling and stress management programs. Hospitals should also create an open communication culture where employees feel comfortable discussing their feelings and concerns. Finally, hospitals should encourage employees to take daily breaks to reduce stress levels.

How Engagedly Can Drive Your Performance Management Process Forward

How Engagedly Can Drive Your Performance Management Process Forward

Performance management system measures the overall performance of the employees. It is used for setting goals, sharing feedback, rewards & recognition, and performance assessment. A powerful performance management system allows HR and managers to set clear performance expectations. It helps them anticipate what is expected from them at work. Most organizations or employees use performance management systems appropriate to their needs based on elements like industry, number of employees, etc. 

Performance management is the system of organizing a motivating work culture in an organization, in which employees and executives continuously evaluate themselves and work towards common organizational goals. Essentially, it consists of goal-setting, goal tracking, ongoing check-ins, real-time feedback, 360-degree feedback, rewards and recognition, learning and development, and skills analytics. 

All the primary parameters of organizational and personal achievement are connected to performance management in the following ways:

  • Helps in setting goals that can be inclined to organizational objectives
  • Provides feedback to group members
  • Acts as a medium of communication to talk about issues, opportunities, and development of projects
  • Offers learning and development opportunities, praise and recognition based on personal performance
  • Creates performance requirements for employees

It is significantly crucial to observe that performance management isn’t a one-size-fits-all method for every company. Even though it’s a corporate device that enables solving challenges related to productivity, performance, retention, and engagement, each organization desires to remodel or customize performance management according to their business needs to get results.

Why is Performance Management Important?

The rapidly changing environment, the evolving technical landscape, changing customer preferences,  and personnel expectancies requires employees to perform their best. Finding the proper skills and keeping capable employee spersonnel is getting harder each day. On top of that, organizations are nevertheless reeling from the financial strain of the pandemic. 

To stay aggressive in the modern enterprise environment, it’s imperative to recognize the need to construct a systematic, goal-oriented, and employee-centric performance management system.

Also Read: Top 8 Sales Communication Mistakes That Sales Teams Often Commit

Types of Performance Management Systems

A performance management system acts as a guiding light that facilitates businesses to stay dedicated to their vision by continuously tracking the performance of employees.

Some of the most commonly tools to manage performance of employee are

  • Balanced scorecard
  • Management through objectives
  • Objectives and key results
  • 360-degree feedback
  • The graphic score scales

Technology and performance management 

The developing need for innovation, creativity, problem-solving, and flexibility is remodeling workplaces. Employees’ expectations have modified over the years, and so has the way businesses operate.

Real-Time Performance Management Taking on Traditional Ones

They assist HR managers in:

  • Formulating strategies,
  • Offer greater visibility,
  • Innovate,
  • Customize,
  • Streamline processes, and
  • Provide a framework for collaboration among employee and management.

The Deloitte Global Human Capital Report offers high-quality insights about businesses that have redesigned their performance management systems:

  • 96% of businesses discovered improvements in employee engagement levels
  • 83% say that the best of conversations have progressed among managers and employees
  • 96% discovered the system to be less complicated than before

Google, Kelly Services, IBM, Cargill, Juniper, and many other organizations around the world have redefined their performance management systems. They have leveraged technology and innovation to establish a continuous performance management framework. Regular feedback and check-ins, enhanced job descriptions, constructive performance reviews, and a robust focus on fostering learning and growth have made performance management holistic. Focus has shifted towards nurturing employee development and engagement rather than focusing on past performance.

Employment Performance Tools 

Goal-setting tools – Setting proper goals for employees is one of the initial steps that result in employee and organizational growth and improve productivity.

It is essential to outline performance plans and goals clearly. Having plans that can be open-ended and unclear creates a lack of interest in employees. At the beginning of the quarter or year, managers should meet with their employees and set clear goals.  These goals need to be SMART and challenging, but at the same time making sure that it is attainable.

We suggest the usage of goal-setting tools that assist you in creating goals and key results (OKRs and KPIs) and align your individual goals to those of the organization.

Feedback tools – Frequent employee feedback is one of the first-rate practices for monitoring employee development and enhancing it from time to time. This helps individual employees, and the team, and helps in the organization’s growth and productivity.

Encourage your employees to share feedback with their managers. This will help you create an open culture and continuous development. Teams using Engagedly permits employees to share, receive, and request feedback from their managers, team members, and peers.

Employee appreciation tools – Most employers neglect to understand their employees, however, they particularly do not forget to criticize whilst something is going wrong. This creates disengagement and dissatisfaction in employees, that directly affects their productivity. So appreciating and recognizing your employee efforts is crucial.

Using an employee recognition tool may be a start to converting your organization’s culture to a tradition that promotes appreciation and acknowledges employees for even the smallest wins. Engagedly’s reward and recognition helps employers reward and recognize their employees for their efforts and contributions

HR management tools – HR is surely one of the most important functions in any organization. Managing employees physically is time-consuming and hard for an HR. Therefore, having automatic HR management software in your organization can automate HR activities and resolve many HR management issues.

When searching out an HR software program, there are numerous matters HR managers want to consider, which include ease of set-up, analytics, security, client support, effective performance management, etc. Besides the features, it’s also essential to discover a performance management tool that could evolve with your business needs.

Performance appraisal tools – Performance appraisal is one of the most important modules when it comes to performance management. It’s an effective tool that helps organizations align their goals to individual ones and track their development and performance over time. But ensure that the process is fair, optimistic, two-way communication between you and your employees. If you fail to create an environment in which your employees can communicate freely, they may get demotivated and will not stay with the organization for too long.

Personal development plans – Both managers and personnel benefit substantially from the PDP process, which allows for figuring out areas for growth, goal setting, and tracking, etc. Some key advantages of the tool include

  • Gives direction to attain goals
  • Measurable goals, development, and results
  • More specific alignment with organizational and team goals
  • Employee development and accountability

Engagedly’s LMS or Learning Management System helps in setting up personal development plans for employees.

Pulse survey tools – Pulse survey tools are a simple, powerful, and flexible manner of gathering employee feedback and analyzing employee temperament. The end result helps in strategizing for better employee engagement.

Also Read: Employee Management: Dealing With Awkward Situations At Office 

Performance Management Techniques 

Plan – The strategy planning stage comes first. Here, you define individual targets & strategies clearly and communicate them organization-wide so that your employee recognizes how their individual goals contribute to the organizational targets.

Coordinate and help them set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).

Monitor – After you define the goals for your employees, track them. Monitoring constantly, offering ongoing feedback, and consistently measuring employee performance will help improve productivity. It will help you understand whether the goals are on track and will your employees be able to achieve them.

Rate – The rating means evaluating employees based on their performance. Though this step is part of tracking and giving feedback, it is considered a formal way to assess employee performance. It additionally enables managers to recognize their top performers.

Additionally, it facilitates managers to examine and compare performance through the years or throughout a set of employees.

Reward – Effective managers are the ones who reward their employees for their hard work. Employees experience empowerment and motivation when their work is recognized and valued.

This results in improved productivity. So reward the employees who meet or exceed your expectations.

Conclusion

In conclusion, Engagedly has become a powerful tool for organizations of all sizes and industries to manage their performance management processes. With its extensive set of features, user-friendly interface, and detailed analytics, Engagedly not only streamlines performance management but also makes it more effective.

Engagedly’s continuous feedback, goal setting, rewards and recognition, public praise, and LMS modules ensure a holistic approach to the performance management process. It makes the process more transparent, efficient, and growth-oriented, which ultimately drives the success of the employees as well as the organization.

Frequently Asked Questions 

Q1. What are performance management tools? 

Ans: Performance management tools are real-time software programs that allow managers and leaders to track the productivity of their team members. 

Q2. What are the four stages of management? 

Ans: The following are the stages/cycle of performance management: Planning, Monitoring, Reviewing, and Rewarding.

Q3. What are some of the performance tools?

Ans: The following performance management tools are especially useful for businesses: Goal setting, Real-time feedback, Surveys, Learning and Development, and 360 performance reviews.

Engagedly Acquires theEMPLOYEEapp to Help Customers Communicate, Engage And Develop Their Deskless Workforce

Engagedly’s Commitment to Hybrid/Remote Workforces Strengthened by theEMPLOYEEapp Acquisition

ST. LOUIS, Nov. 9, 2023 /PRNewswire/ — Engagedly, the pioneering provider of AI-powered cloud-based talent management software for Performance, Learning and development, and Employee Engagement solutions, in its pursuit of improving employee engagement, performance, and experience, has acquired theEMPLOYEEapp, an employee communication platform for deskless employees.

As part of Engagedly’s commitment to improving talent management for the future of work, this strategic acquisition addresses the unique challenges of hybrid, remote, and deskless workforces. theEMPLOYEEapp offers an all-in-one employee app, company intranet, and unlimited employee texting solution, providing employees with quick and convenient access to critical information, documents, and tools essential for success.

theEMPLOYEEapp is equipped with a suite of internal communication tools that allow employees to stay informed with important and up-to-date information. It enhances and reinforces employee engagement through features like commenting, user mentions, and post likes, enabling the collection of valuable employee feedback. Furthermore, it improves employee performance by delivering vital HR communication, safety information, and compliance messages, thus empowering employees to excel in their roles.

Sri Chellappa, CEO and Co-Founder of Engagedly Inc. shared his enthusiasm, stating, “The acquisition of theEMPLOYEEapp further extends our commitment to ensuring a seamless employee experience in the context of hybrid workplaces and the future of work. It will facilitate enhanced communication, collaboration, and performance, ultimately contributing to the overall success of organizations.”

By incorporating theEMPLOYEEapp into its portfolio, Engagedly aims to provide organizations with the means to connect, activate, and engage their deskless workforce effectively. Leveraging Engagedly’s AI-powered platform, theEMPLOYEEapp will gain access to additional features and capabilities, further enhancing its offerings. This synergy enables organizations to build highly engaged and high-performing teams, ensuring their readiness for the evolving work landscape.

As part of the transaction, Westgard Capital, a leading investment and advisory firm specializing in growth-stage ventures, has partnered with the management team to foster this next stage of growth. Westgard’s Managing Principal Mr. Kenneth Chan will augment the board and offer strategic guidance on its expansion initiatives.

To learn more about theEMPLOYEEapp, visit https://www.theemployeeapp.com

About Engagedly

Built on best practices and decades of research, Engagedly’s AI-powered People+Strategy platform helps organizations build high-performance culture. With Engagedly’s Modular Platform, organizations can Execute their strategy with goals/OKRs, performance appraisals, and 360 reviews, Enable their people development with Growth Hub, 1-on-1 feedback, LMS, Mentoring/Coaching, and Engage their people with Recognition and Rewards, Employee Survey and Social Praise.

High Performance Culture

How to Calculate Employee Retention Rate in Your Organization

What is the Employee Retention Rate?

The employee retention rate is a crucial metric that provides insights into a company’s ability to retain its workforce over a specific period. This metric is valuable for assessing various aspects, including workplace culture, employee satisfaction, and the overall health of the organization. Understanding and calculating the retention rate is instrumental in evaluating the effectiveness of talent management strategies and employee engagement programs implemented by the company.

Having a lower retention rate could signify challenges in maintaining a stable and experienced workforce. This may result in increased recruitment costs, disruptions in workflow, and potential impacts on overall team morale. Additionally, it might indicate underlying issues with employee satisfaction, engagement, or organizational culture that warrant attention and improvement.

Also Read: 10 Ways to Make Your Employee Recognition Program a Success

Why Prioritize Employee Retention?

how to calculate employee retention?Understanding and enhancing an organization’s employee retention rate holds paramount importance for several compelling reasons:

  • Cost Savings: Low retention rates lead to additional expenses. Businesses incur costs in recruiting, hiring, and training new staff, which can be significantly reduced with effective retention strategies.
  • Productivity and Efficiency: A stable workforce with institutional experience and knowledge tends to boost efficiency and productivity. Maintaining an experienced team through high retention rates minimizes disruptions and enhances overall work output.
  • Organizational Stability: A consistent workforce contributes to a stable workplace environment, positively impacting employee morale and fostering a cohesive company culture.
  • Customer Satisfaction: Content and skilled employees are more likely to deliver superior customer service, directly influencing client satisfaction and loyalty.
  • Employee Engagement: Research consistently indicates a positive correlation between higher retention rates and increased employee engagement. This connection fosters motivation, innovation, and a deep commitment to the organization’s objectives.
  • Long-Term Growth: Employee retention plays a crucial role in promoting sustained organizational growth. Cultivating a dedicated staff over time contributes to the business’s success and resilience in the long run.

How to Calculate Employee Retention Rate

To learn how to calculate the employee retention rate, follow these steps:

  1. Choose the specific duration for which you wish to determine the retention rate. It can be a quarter, year, or any other specified timeframe.
  2. Note the employee count at the beginning and end of the period.
  3. Use the employee retention rate formula below:

Employee Retention Rate = (Number of employees at the end of the period/Number of employees at the start of the period) * 100

  1. The result will be a percentage, representing the proportion of employees who stayed with the company during the selected timeframe.

Employee Retention Rate Example:

  • Assume that you had 1,000 employees at the start of the year.
  • 100 employees left the organization during the chosen timeframe.
  • The remaining 900 indicate the employees who stayed with the company for the year. 
  • Divide 900 by 1000. Whatever the resulting value, multiply by 100.
  • Your Employee Retention Rate = (900/1000) x 100 = 90%

What is a Good Employee Retention Rate? 

A good employee retention rate is often considered higher than the industry average and indicative of a steady and contented workforce. In many businesses, a retention rate of about 90% is regarded as favorable. However, what qualifies as a good retention rate depends on the industry, operation scale, location, and labor market conditions.

A slightly lower retention rate might be viewed positively for certain industries or organizations with unique employee characteristics if it aligns with their specific goals and objectives. For example, if the average retention rate for the IT sector is 80%, a company with a 75% retention rate will be considered fairly well for employees.

In the long run, comparing an organization’s retention rate to industry benchmarks, historical data, and goals is the most useful method for identifying  the staff retention rate. A healthy work environment and long-term employee loyalty and commitment to the organization’s success are fostered by consistently tracking and improving the retention rate.

How to Improve Employee Retention Rate?

Here’s how to improve the employee retention rate:

  • Foster Employee Engagement

Provide professional growth and development possibilities, consult with employees during decision-making, and take their feedback seriously. When employees feel engaged, they connect more with the organization and become more committed to its success. A good manager knows how to spot disengaged employees, understand their issues, and overcome these issues to increase engagement.

Also Read: The Cost of Employee Disengagement

  • Build a Positive Company Culture

Create a helpful and welcoming workplace environment that strongly emphasizes collaboration, openness, and communication. Create an atmosphere where team members can voice concerns and ideas without fear of reprisal. A healthy culture improves job satisfaction and fortifies the connection between employees and employers.

  • Recognize and Reward

To recognize employees’ achievements, establish a strong employee reward and recognition program. Recognize exceptional efforts regularly, personally and collectively, through verbal appreciation, appreciative awards, or monetary or recreational benefits. Employee motivation and job satisfaction can rise when efforts are acknowledged and rewarded, fostering appreciation and loyalty.

  • Offer Opportunities for Career Growth

Establish career paths for employee development through training and mentoring programs. Employees are more inclined to stick around and form a long-term commitment to their roles when they perceive prospects for progress within the company.

  • Conduct Stay Interviews

Stay interviews provide valuable insights into the factors that contribute to employees staying with a company or considering leaving. Consistently inquire about their needs, concerns, and aspirations, using this information to proactively tackle issues and implement changes aimed at enhancing employee retention

  • Conduct Exit Interviews

Exit interviews are a useful technique that give insights into the factors behind high employee turnover. These honest conversations also identify areas where employee retention tactics must be improved. Organizations can identify underlying problems that might not have been obvious during their tenure by actively listening to departing employees and asking open-ended inquiries.

Exit interview input that is actively used to encourage beneficial change demonstrates the organization’s dedication to ongoing development. Thus, using these strategies, organizations can create a work environment where staff members feel valued, involved, and well-supported. 

Eventually, this will help you retain top talent and make your organization a preferred workplace, fostering a culture of continuous improvement and sustained success.

  • Promote Work-Life Balance 

Support work-life balance by offering flexible options like remote work or flexible hours. Encourage employees to take time-offs to avoid burnout and improve their overall well-being. Demonstrate respect for their personal lives and understand the value of juggling family and work obligations. Not doing so can and will result in a high turnover rate!

Summing Up 

In summary, the employee retention rate stands as a critical gauge of an organization’s ability to sustain its workforce. This metric, reflective of workplace satisfaction and stability, is computed by dividing the number of dedicated employees by the initial total count. An optimal retention rate, ideally around 90%, indicates a flourishing environment. The advantages of high retention are manifold, spanning cost savings, heightened productivity, enhanced customer satisfaction, robust staff engagement, and enduring organizational success. Therefore, it’s essential to recognize that investing in retaining top talent isn’t merely a wise choice—it’s the key to unlocking enduring prosperity!

Boost your bottom line with Engagedly, the ultimate employee retention solution! Automating and assisting in performance management and other key HR tasks, we bring the power of AI and digitization to speed things up!

Talent Management Software

Frequently Asked Questions

Q1. How frequently should businesses calculate their staff retention rates? 

Organizations can check the employee retention rate regularly, like every quarter, six months, or year, depending on their needs and goals. While annual calculations may be useful in identifying long-term patterns, quarterly estimates offer more recent insights.

Q2. How does a lower retention rate affect the bottom line of the organization? 

A lower retention rate can negatively impact the bottom line of an organization by increasing recruitment and training costs, reducing productivity due to constant turnover, and potentially affecting customer satisfaction and employee morale.

Q3. What is an acceptable turnover rate?

Depending on the industry, the size of the organization, and other elements, there are different acceptable turnover rates. For many organizations, a turnover rate of roughly 10% is deemed acceptable.

Engagedly Q3 Highlights: Product Enhancements to Power Your Workforce

We’ve relentlessly refined and enhanced our product suite with our commitment to empowering you as an HR leader and a strategic enabler of People Strategy within your organization. In this Q3 product recap, you’re in for a treat! 

We’ve harnessed the power of intuitive AI-driven features and seamlessly integrated solutions to elevate your team’s productivity and efficiency. We’re excited to share how these latest innovations can supercharge your People Strategy and drive success. Let’s dive in!

Unlock the power of Marissa™AI to streamline your People Strategy

Marissa AI offers solutions, including generative assistance, analysis and summarization, and HR support to assist People Leaders in addressing challenges. By providing quick insights, consolidating scattered resources, and offering platform guidance, it helps streamline employee experience. 

Ask Marissa: Your Ultimate HR Support Partner

Get access to information instantly with Ask Marissa – your ultimate resource for HR expertise and product documentation. Ask Marissa to listen to your unique questions, ensuring you receive a response that hits the bullseye and addresses your query. 

See it in Action

HR Resources Bot: Unleash your HR Resources Library

Utilize Ask Marissa’s capability to answer all queries by creating a library of HR resources. All you have to do is upload all relevant resources to Marissa’s “Training Resources” library. Once your resources are in place, you’ll be amazed at how Ask Marissa handles employee queries effortlessly. 

Explore the possibilities!

Survey Insights, Simplified with Marissa AI’s Summarization

Introducing Marissa AI’s latest superpower: Open-ended response summarization for surveys. No more guesswork or tiring analysis marathons. Just click on Marissa AI’s icon next to any survey question you want to summarize and watch the magic unfold. In an instant, those complicated open-ended responses are converted into concise summaries.

Give it a go

Generate Impactful Descriptions Effortlessly with Marissa AI

Get rid of writer’s block with Marissa AI. Marissa AI generates concise, impactful descriptions tailored to your content. You can now create impactful descriptions for IDPs, surveys, learning courses, and comprehensive job descriptions, including requirements and responsibilities, using Marissa AI. 

See it in Action

Leverage the Power of Marissa AI: Your Goal-Setting Companion 

Do you want to avoid the complexity of crafting impactful goals and key results? Marissa AI simplifies your goal-setting process, making it effortless. Now, Marissa AI assists you in generating goal titles and key results that are impactful and perfectly aligned with your overall objectives and expectations.

Get a sneak peek

Introducing Enhanced Integrations and Features to Streamline Goal Management

Supercharge Productivity and Performance with Salesforce, JIRA, and Google Sheets

Navigating through the complexities of goal management can be overwhelming. That’s why we’ve combined the power of Salesforce, JIRA, and Google Sheets with Engagedly’s Goals 2.0 to provide a streamlined experience, empowering you to increase productivity and achieve tangible results. Imagine having a bird’s-eye view of your team’s productivity and organizational progress, all in one place. Embrace a unified dashboard that puts you in total control and streamlines alignment.

Explore JIRA | Salesforce | Google Sheets

Streamline Goal Management in the Flow of Work  

Stay on top of your goals in the flow of work with MS Teams, Slack, G Suite email, and MS Outlook. You can quickly check on milestones or goals, respond to comments, and mark your contributing goals using Engagedly’s Goals 2.0.  Manage and update your progress while staying fully immersed in your work.

Explore the possibilities!

Turn your employees’ potential into reality with Growth Hub- 

Engagedly’s Growth Hub, powered by Marissa™ AI, enables organizations to foster a growth-oriented culture and empowers employees to take ownership of their careers with the help of tailored development plans.

Discover Your Workforce’s Potential with Career Aspirations 

Career Aspirations open the door to a profound understanding of your employees’ satisfaction levels in their current roles and career ambitions. It provides a panoramic view that reveals the alignment or misalignment between their present positions and future aspirations. 

See it in action

Reviews to Progress: Create IDPs directly from Performance Reviews!

Tired of struggling to bridge the gap between recognizing skill deficiencies and taking action? Now, create Individual Development Plans (IDPs) directly from performance reviews! This allows your employees to effortlessly craft the perfect IDP to address the gaps identified in performance reviews to excel in their roles and beyond.

Get a sneak peek

Introducing Easy Access to Your IDPs on Engagedly!

We’ve improved and enhanced your experience accessing your Individual Development Plans (IDPs) from multiple touch points within Engagedly. You can now navigate to your IDPs directly from the Homepage, Talent Profile, and Resource Center.

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Mobilize Engagement & Success with Engagedly’s Enhanced Mobile App!

Introducing Engagedly’s New Mobile App Homepage 

With Engagedly’s revamped mobile app homepage redesign, you’ll experience a fluid and more intuitive user experience. The new homepage features several easily accessible sections, giving you quick access to essential features. It has never been easier to find exactly what you’re looking for, saving you time and removing unnecessary hassles. 

Enhanced Social Module

Connect like never before with the new and enhanced Social Module on the Engagedly mobile app. Share ideas, show appreciation, and stay updated by accessing the Social Module from the homepage. Liking, commenting, and sharing has never been easier – always stay connected with colleagues and friends.

Streamlined Organizational Directory

Imagine having a digital Rolodex of your employees’ essential information in one place. The enhanced app provides easy access to the organizational directory from the homepage. Contact colleagues with a click, view crucial details, and have a comprehensive overview.

Access Team Pulse on the go

Managers, admins, and employees can effortlessly connect, share, and review Team Pulse check-ins. This can be done at their convenience, anytime, anywhere. No more worrying about missing deadlines or being tied to a desk. Stay connected and in the flow using a smartphone.

Introducing Automation and Recurrence For Survey Assignments! 

Tired of setting up and deploying surveys for recurring activities? Get rid of the time-consuming hassle of setting up and deploying surveys with workflow automation and Survey Recurrence features. Our automation and recurrence for Survey Assignments lets you easily automate the deployment of surveys regularly. By automating the survey process, you can spend your time more effectively and strategically. 

See it in action

At Engagedly, we share that same passion and dedication to equipping you with top-of-the-line modules, features, and integrations. We aim to empower you as an enabler of People Strategy within your organization. 

The Necessity of Crisis Management Training for Today’s and Future Leaders

Crisis management is a shared responsibility that extends from the boardroom to the field. A better understanding of crises can help an organization’s members prepare for any eventuality. Learning about crisis management training can help you understand its significance and determine whether you want to take such a course. This article discusses the definition of crisis management training, why it is important, what the best leaders do in times of crisis, how to adapt and lead in a crisis, and some frequently asked questions related to this field.

What Precisely is Crisis Management Training?

Crisis management training is preparing professionals to assist organizations during a crisis. The training can include a discussion of various scenarios, such as natural disasters and financial recessions, that may have a significant impact on the health of an organization. Crisis management training can include specific instructions on how to handle specific situations.

What is the Significance of Crisis Management Training?

crisis management in the workplaceCrisis management training is important because professionals’ ability to effectively handle business-related crises can have a significant impact on long-term organizational success. The overall goal of this training is for an organization to provide tools, knowledge, and practical skills to employees who are not experts in crisis management so that they can effectively manage crises if they occur. There are various approaches to crisis management training, which vary depending on organizational needs, company culture, and available resources.

Also read: How to Prepare for the Future of the Remote Workforce in 2023

7 Things Best Leaders Should Do in Times of Crisis

Because of the vast amount of change and the prevailing uncertainty, a static system will not work for leaders in the current state of affairs. Instead, leadership in crisis management requires a methodical approach that is agile, current, and accurate. They cannot rely on their previous leadership abilities to navigate these unprecedented times; they require a new compass. This results in the need of highly trained coaches who specialize in crisis and recovery leadership.

When there is a lot of uncertainty and ambiguity, people look to their leaders for answers. Here are seven strategies that effective leaders employ in these situations:

1. Provide a Specific Direction

Even when visibility is low during a crisis, leaders owe their people a clear sense of direction. Their focus can be on the short term, which, when combined with regular updates, allows them to respond to constant and rapid change.

2. Concentrate on People

Leaders must consider the human factor more than they have in the past. They must lead people as individuals. Leaders must offer proactive support, encouragement, and engagement to their employees because they are worried and uncertain.

3. Discover a Coach

Leaders must rediscover their humanity and bring it to the workplace — for many, this is the first time. They must discover in themselves the “soft areas” that allow them to connect with their team members beyond the crisis. This magnitude of change is nearly impossible to achieve without assistance or direction, which is where coaching can help.

4. Be Open and Honest

Leaders can inspire trust in times of crisis by providing transparent and frequent information about what they know and don’t know. Employees will develop the trust that is currently lacking in the world if the right information is provided at the right time.

In such times, leaders can also inspire hope, but it must be open-ended and without a deadline. No one knew in the beginning how long the pandemic will last, so offering a timeline (“it will be over by the summer”) would have been a mistake. If that timeline is incorrect, it could harm morale and psychological resilience.

5. Foster self-leadership

Leaders must set an example by pushing themselves beyond their concerns and uncertainties. Leading others in a crisis is difficult and almost unethical without self-leadership.

Self-leadership in turbulent waters is a process that begins with leaders deciding to stand up for their principles or values. They go beyond their limitations and difficulties to convey those principles and values, and they chart a clear course and vision for themselves. Only then can they provide that direction to those they lead.

6. Concern for Their Colleagues

Leaders must assist their team members in overcoming their fears so that they can return to being successful employees. They must legitimize people’s concerns rather than dismiss them. Great leaders such as Winston Churchill, Mahatma Gandhi, and Nelson Mandela are examples of this leadership trait.

7. Develop Your Leadership Skills

True leadership in crisis guides others from where they are to where they know they can go. Employees grow and develop with the right leaders, reaching new heights of achievement. Not everyone who is promoted to management is a true leader. Real leaders constantly learn and grow, and they recognize the greatness in themselves and others.

Going through a crisis is a rite of passage for any aspiring leader. After all, being a good manager is easy when everything is going well, but your ability as a leader is truly tested when there is a true crisis.

Also Read: 4 Stages of a Performance Management CycleThe Essential Guide To Employee Productivity In A Hybrid Setup

While leadership in crisis management is high on a manager’s priority list, it is also one of the most difficult areas to navigate. As a result, it’s not surprising that a company’s crisis preparation can range from $60,000 to $500,000. (depending on the industry and location). Unprepared companies in a crisis can spend millions of dollars on mitigation while losing hundreds of millions in reputation and shareholder value.

The real problem with crisis management is that it is so unpredictable. You never know when or how a crisis will occur. Think about the Covid-19 pandemic. We would have laughed if someone had told us in 2019 that the world would be in a two-year lockdown with a massive shift to remote work.

Meanwhile, according to a Spiceworks survey, while 95% of organizations have a crisis recovery plan in place, 23% never test the effectiveness of that plan. And, among those who do not test their plans, 61% blame a lack of time, while 53% blame insufficient resources.

As a result, it’s safe to say that most leaders are not only mentally unprepared to cope with a crisis, but they also don’t know how to manage their workforce in a high-risk situation.

How to Be an Effective Crisis Manager

leadership in times of crisisA leader is expected to play various roles depending on the stage of a crisis. For example, in the early stages of a crisis, when its nature is ambiguous, you will be expected to be a problem solver and propose various solutions. Later on, when the facts and figures become clearer, you will be expected to shift gears and make difficult decisions.

The elephant in the room is how to be a better leader all through the leadership in the crisis management process. That is, how can you be a leader who efficiently assists your team in addressing a crisis without them eventually despising you? To put everything in perspective, here are a few pointers on how to be a good crisis leader:

1. Recognize the issue

Leaders may refuse to acknowledge that they are in a crisis, refuse to inform their people about the reality of the situation, make poor decisions, and thus become ineffective crisis leaders. Don’t use your usual strategy of sweeping the problem under the rug. Nobody likes being kept in the dark, and your employees are no exception.

Respect your employees and communicate the situation as it is transparently. However, you should knowbe aware that transparency does not imply negativity. Even if you have bad news to give, don’t get too caught up in it. Inspire your team to consider the big picture rather than what will happen in the short term. Discuss the next steps with your team, the risks involved with the action plan (if any), and what can be done right away to combat the issue.

2. Remove the red tape and minimize friction points

During a crisis, there is no time or space for lengthy deliberations. Limiting the number of friction points should be one of a leader’s top priorities during a crisis. A friction point can be anything that slows down decision-making, from an unnecessary hierarchy in the approval to a lack of emergency funds.

Besides encouraging self-leadership, leadership in crisis management can decrease bureaucracy by appointing a small group of team leaders to speed up decision-making. As a leader, you don’t have the luxury of second-guessing yourself, so for effectively managing a crisis, it all boils down to:

  • Making a no-nonsense priority list- You don’t want your employees squandering their time and effort on the wrong activities. Record your priorities early in the crisis, get your whole team on the same page, and leave some wiggle room for future changes to the plan.
  • Allow your front-line decision-makers complete autonomy- While there will almost certainly be mistakes made, this is an unavoidable part of the process.
  • Prioritize the decisions with the least impact first- To be honest, making the wrong decision, especially under duress, is all too common. That’s why it’s a good idea, to begin with, the decisions that won’t have a big impact and then move on to the ones that will. This ensures that your employees understand what is at peril while also having trust in themselves.

3. Don’t lose sight of your empathy along the way

Your employees may require you now more than ever. Taking care of your people is one of the most crucial things you can do during a crisis.

Not only does leadership in crisis management necessitate empathy for those affected, but it also necessitates the ability to pin down the source of problems by asking the right questions to the right person at the right time. Empathy is the equivalent of saying to your employees, “I care about your happiness and well-being,” but making sure they don’t interpret it as a sign of weakness on your part.

Employees are more committed to their employers when they believe they are more than just a cog in the machine. Empathy allows you to respond to your team’s needs with openness rather than distrust. It’s all about finding a happy medium between compassion and the real world.

The true challenge, however, is to be empathetic while still ensuring that team goals are met. Here are a few pointers to help you balance your empathetic and managerial sides:

  • Create a strong recognition culture- Purposeful recognition, no matter how small, can have a huge impact on the morale of your employees. Even the simple act of saying a sincere “thank you” can give your employees the boost they need, especially during times of crisis. 
  • Hold informal check-ins once a week- Every week, set aside at least five minutes for one-on-one time with your employees. Make these meetings more unique by inviting employees to share their highs and lows from the previous week. Make certain that these conversations cover both the personal and professional elements of your employees’ lives so that you have a complete view of their mental health.
  •  Make sure you have a mental health plan in place to assist employees who may need assistance. 
  • Begin advocating for attainable goals and productivity standards- Dealing with a crisis not only jeopardizes your well-being but also that of your employees. In such circumstances, it is common to experience burnout, stress, and anxiety. It is your responsibility as a leader to foster a positive and uplifting environment in which employees believe they do not need to burn out to accomplish something. You can begin by using the SMART goals framework to help your team members understand what goals are achievable.

4. Develop a strong and adaptable communication strategy

A full-fledged crisis response will necessitate significant involvement and assistance from multiple internal organizational teams. As a result, whatever plan you ultimately implement will almost certainly be thorough, multilayered, and integrated throughout the organization.

However, for such a thorough plan to be successful, your internal teams must be conscious of what, when, and how their respective parts are expected to be carried out. Only if you have a solid communication plan in place to cope with such high-risk situations will you be able to do so.

This is where having an adaptive communication toolbox can assist leaders in cutting through the noise and assisting the team in collaborating effectively throughout all stages of the crisis. It also helps to have prior communication training for you and your team, in addition to having a clear communication strategy. While this may seem obvious, anyone who has been through an organizational crisis understands how different communication in a crisis is from communication during a project launch.

Also Read:  The Essential Guide To Employee Productivity In A Hybrid Setup

Frequently Asked Questions

Q1. What is the need for Crisis Management?

The need for crisis management in an organization arises from the imperative to effectively respond to unexpected disruptions and challenges. It provides a structured approach to handle crises, protect stakeholders, maintain business continuity, and safeguard the organization’s reputation. Crisis management helps mitigate the impact of unforeseen events, ensuring a coordinated and strategic response to navigate through uncertainties and recover swiftly.

Q2. What is the difference between crisis management and crisis leadership?

Crisis management encompasses the entire process of preparing for, responding to, and recovering from a crisis. It involves strategic planning and coordination. On the other hand, crisis leadership specifically focuses on the actions and decisions of leaders during a crisis, playing a crucial role within the broader scope of crisis management.

Q3. What are the most critical crisis-management abilities?

The most critical crisis-management abilities include effective communication, quick decision-making, strategic planning, adaptability, and the ability to coordinate and lead teams under pressure. These skills are essential for successfully navigating and mitigating the impact of unexpected challenges and disruptions.

Engagedly Inc. makes it to Inc. 5000’s Fastest-Growing Private Companies Second Time in a Row

St. Louis, MO, Aug 22, 2022: Engagedly, a leading provider of SaaS solution for People Strategy, has been named as one of the fastest-growing private companies in the United States, second time in a row.

The annual Inc. 5000 list represents a unique look at the most successful companies within the US economy’s most dynamic segment — independent businesses. Companies such as Dell, Pandora, GoPro, Facebook, LinkedIn, Yelp, Zillow, and many other well-known names gained their first national exposure as top 500 exclusive honorees on the Inc. 5000.

“We are thrilled to make it to the Inc. 5000 list of America’s fastest-growing private companies for the second time in a row,” says Sri Chellappa, President and Co-Founder of Engagedly.  ” We will continue to focus on providing value to our clients and help them align people processes and business strategy, to help people and organizations thrive in the future of work”.

Engagedly helps organizations create effective, engaged workforces by progressive performance management, employee development and improving employee engagement for the hybrid workforce. Engagedly’s cloud platform is built to engage, motivate, develop, and drive performance. They offer an easy-to-use, integrated, and comprehensive set of features to ensure employee performance and development is effective and easy, enabling teams to stay engaged and productive.

About Engagedly

Engagedly is a fast-paced growth provider and an award-winning talent management solution provider. Built upon best practices and decades of research, Engagedly’s People + Strategy platform is evolving performance management, development and engagement to drive successful organizational outcomes across the globe. 

To know more about Engagedly, visit https://engagedly.com/ or follow us on LinkedIn, Facebook, or Twitter.

More about Inc. and the Inc. 5000 process

Methodology

Companies on the 2022 Inc. 5000 are ranked according to percentage revenue growth from 2018 to 2021. As always, Inc. reserves the right to decline applicants for subjective reasons. Growth rates used to determine company rankings were calculated to four decimal places. The top 500 companies on the Inc. 5000 are featured in Inc. magazine’s September issue. The entire Inc. 5000 can be found at http://www.inc.com/inc5000.

About Inc. 

Founded in 1979 and acquired in 2005 by Mansueto Ventures LLC, Inc. is the only major brand dedicated exclusively to owners and managers of growing private companies, with the aim to deliver real solutions for todays’ innovative company builders. The total monthly audience reach for the brand has been growing significantly, from 2,000,000 in 2010 to more than 18,000,000 today. For more information, visit www.inc.com. In 1982, the Inc. 500 was started to highlight the fastest growing companies in the US. In 2007 the list was expanded to Inc. 5000 to help everyone get a deeper understanding of the entrepreneurial landscape.

Rewards and Recognition Module

Engagedly makes it to Inc. 5000

Engagedly Inc. ranks #843 on Inc. 5000’s Annual List of America’s Fastest-Growing Private Companies

St. Louis, MO, Aug 17, 2021: Engagedly, a leading provider of SaaS solutions for performance management, has been named one of the fastest-growing private companies in the United States, as recognized by its debut in the 2021 Inc. 5000. Ranked at #843, Engagedly is among the top .07% of companies in the country, in terms of growth.

The annual Inc. 5000 list represents a unique look at the most successful companies within the US economy’s most dynamic segment — independent businesses. Companies such as Dell, Pandora, GoPro, Facebook, LinkedIn, Yelp, Zillow, and many other well-known names gained their first national exposure as top 500 exclusive honorees on the Inc. 5000.

“Making the Inc. 5000 list is a rite of passage for successful companies and a huge milestone for Engagedly,” says Sri Chellappa, Engagedly’s co-founder and president. “It is a testament to the continued value we provide in aligning people processes to business strategy for our clients, and we are looking forward to another great year as organizations seek and implement technologies to help them adapt to the changing landscape of the hybrid workforce.”

Engagedly helps organizations create effective, engaged workforces by digitizing performance management and improving employee engagement. Engagedly’s cloud platform is built to engage, motivate, develop, and drive performance. Unlike disparate, disconnected approaches to business execution, Engagedly offers an easy-to-use, integrated, and comprehensive set of features to ensure employee performance and development is effective and easy, enabling teams to stay engaged and productive.

Methodology

The 2021 Inc. 5000 companies have been ranked according to revenue percentage growth over a three-year-period from 2017 to 2020. To qualify for the process, companies must have founded and generated revenue by March 31, 2017. Companies applying for the process must be U.S. based, profit generating and privately held, and should not be subsidiaries or divisions of other companies—as of December 31, 2020. The minimum revenue required for 2017 is $100,000; the minimum for 2020 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. 

View the complete list here: https://www.inc.com/inc5000/2021

About Engagedly

Engagedly is a fast-paced growth provider and an award-winning talent management solution provider. Built upon best practices and decades of research, Engagedly’s People + Strategy platform is evolving performance management, development and engagement to drive successful organizational outcomes across the globe. Engagedly’s E3 unified platform combines the power of business strategy execution, talent enablement, and employee engagement into one easy-to-use software solution. To learn more about Engagedly, visit: https://engagedly.com/ 

About Inc. 

Founded in 1979 and acquired in 2005 by Mansueto Ventures LLC, Inc. is the only major brand dedicated exclusively to owners and managers of growing private companies, with the aim to deliver real solutions for todays’ innovative company builders. The total monthly audience reach for the brand has been growing significantly, from 2,000,000 in 2010 to more than 18,000,000 today.  For more information, visit www.inc.com. In 1982 the Inc. 500 was started to highlight the fastest growing companies in the US. In 2007 the list was expanded to Inc. 5000 to help everyone get a deeper understanding of the entrepreneurial landscape.

Remote Workforce

On A High Note: With Our Wins In 2020

As 2020 comes to a close, we take this chance to reflect on all the things that have come to pass. We grieve the losses, but we are going to celebrate our wins and close this year counting our blessings. Let us take a look at some of the wins we had this year.

Engagedly Earns A Spot In The SaaSMag 2020 List

Engagedly SaaS Spotlight

Engagedly is honoured to have ranked 69 and was named one of the fastest-growing SaaS companies in the new SaaS Spotlight series released by SaaSMag in 2020.

Each year the SaaS 1000 highlights the top growing SaaS companies based on a proprietary algorithm that includes hiring trends, growth indicators and the number of employees. The seamless algorithm tracks a SaaS company’s 6-month employee-size growth, and overall employee size, to come up with the SaaS 1000 ranking, for large enterprises to smaller startups. In order to rank on the SaaS 1000 list, you must have between 30 and 5000 employees.

Also Read: Employee Performance Management During COVID-19

Engagedly Ranked 7 : Top 20 Software Solutions Of 2020

Engagedly Crozdesk

We ranked 7th in Crozdesk’s ‘Best 20 Software Solutions of 2020’ in the category of 360 degree feedback software. We were labeled as a ‘Product Leader’ on the list with a Crozscore of 90/100 and user satisfaction score of 84/100. This 360 Degree Feedback Software awards list was published by the software comparison portal Crozdesk.com.

The list features the best 20 products in 2020 as determined by the unbiased, category-specific Crozscore ranking methodology. It also features breakdowns of the user satisfaction scores of each product, the market presence scores of each vendor and the buzz score.

Mentoring Complete Won Virtual Mentoring Platform of The Year

Remote Tech Breakthrough

Engagedly’s Mentoring Complete was awarded ‘Virtual Mentoring Platform of The Year’ in the 2020 RemoteTech Breakthrough Awards conducted by RemoteTech Breakthrough.

They are  a leading independent market intelligence organization that evaluates and recognizes standout technology companies, products, and services empowering remote work and distributed teams around the globe. The Remote Tech Breakthrough Awards recognizes the top technology companies, solutions, and products in the remote technology industry today. Founded in 2014, Tech Breakthrough creates market intelligence and industry recognition programs for companies ranging from Fortune 500 to early-stage startups in today’s most competitive technology sectors.

Also Read: 4 Reasons Why Performance Reviews Are Useful

Engagedly Inc. Sweeps Three Awards At Brandon Hall Tech Awards

Engagedly AwardEngagedly AwardsBrandon Hall Bronze Award

Engagedly and Mentoring Complete won three Brandon Hall Tech Awards that were announced on 10th December 2020. We bagged Gold in Best Advance in Performance Management Technology and Silver in Best Advance in Social Talent Management Technology. Mentoring Complete won Bronze in Best Advance in Online Mentoring Tools.

Brandon Hall Technology Awards is conducted by Brandon Hall Group, a leading independent Human Capital Management Research and Analyst firm. Receiving Brandon Hall Tech Awards places us with the likes of giant MNCs such as Accenture and Tata Consultancy Services.

Also Read: Engagedly Inc. Wins Three Awards At Brandon Hall Tech Awards 2020

Some More Mentions

StartUpLift Recognized Us As The Best

StartUpLift

StartUpLift recognized us as the best performance management software from a list of 11. They are a crowdsourced customer outreach and feedback platform for startups. They help promote startups to their user-community and help receive insightful feedback.

Select Software Reviews 

We were named as one of the top 360 Degree Feedback Software by Select Software Reviews in their September 2020 Report. SelectSoftware is dedicated to helping HR and recruiting teams find and buy the best software through in-depth, expert research.

We extend our gratitude to our readers and to our Engagedly community from across the globe.

Talent Management Software

Engagedly Announces New Partnership

Engagedly is pleased to announce a new partnership with HR Cloud. Engagedly’s performance management software combined with HR Cloud’s onboarding solutions make for a groundbreaking experience between onboarding and performance management.

HR Cloud is a leader in the development of HR software and HRMS solutions, a perfect fit for small and medium size businesses that experience high turnover.

Its human resource information system provides the necessary tools for businesses to onboard new hires, manage employee data, have a social network and foster employee development. This combination of fast, automated onboarding with Engagedly’s high-powered performance management metrics is an exciting merger.

Engagedly is a simple but highly effective software platform that is fully customizable. The company offers a progressive approach to employee performance management and engagement by organizing feedback and focusing on development to build a domain where employees inside a business will flourish.

The company’s vast assortment of tools helps businesses propel employee motivation, keep an eye on skills expansion, and increase employee performance.

With this new partnership, Engagedly’s goal to improve employee engagement by making the workplace fun and motivating has never been more readily available. The company’s motto of providing real-time performance management that is refreshingly simple and engaging has never been truer.

About Engagedly

Engagedly is a performance review software for businesses looking to provide its employees the opportunity for feedback and engagement. The software is easy to use and powerful enough to work with businesses of all sizes. With the platform, businesses can bring their workforce together by providing features, such as 360 peer reviews, OKRs, manager feedback, peer praise and much more. Also included in the software are modules for collaboration, learning and rewards.

Talent Management Software

Engagedly launches Single Sign On integration services with Amazon Web Services to broaden cloud integration offerings

St. Louis, MO – July 18, 2018 – Engagedly is excited to announce that it now provides Single Sign-On (SSO) and automated account provisioning to Amazon Web Service (AWS). Engagedly and Amazon Web Services have partnered to give AWS users secure single sign-on and provide IT with centralized management and security using existing infrastructure.

AWS Single Sign-On (AWS SSO) is a cloud SSO service that makes it easy to centrally manage SSO access to multiple AWS accounts and business applications.

AWS SSO lets users access all of their assigned accounts and applications in one place. It allows you to centrally manage users’ permissions to AWS resources in your AWS accounts. You can create single sign-on (SSO) integrations to Security Assertion Markup Language (SAML) 2.0-enabled applications using the AWS SSO application configuration wizard.

The idea behind this integration is to give users a seamless single sign-on experience for AWS.

Engagedly is a simple but highly effective performance review software that is fully customizable. The company offers a progressive approach to employee performance management and engagement by organizing real-time feedback and focusing on individual development. It enables localization and easy language selection too!

About Engagedly

Engagedly is a performance management software for organizations looking to provide their employees with the opportunity for frequent and real-time feedback and accurate performance reviews. The software is easy to use and powerful enough to work with businesses of all sizes. Engagedly’s features like 360 feedback reviews, OKRs, manager feedback, peer praise, learning and rewards help engage the workforce and improve the overall productivity of an organization.

Employee Engagement

Engagedly Announces The Completion Of SOC 2 Type I Audit Certification

Engagedly Bolsters Security Protocols and Demonstrates Continued Commitment to Security and Privacy

LOUIS, Missouri – March 18, 2019 – Engagedly announces the successful completion of their Service Organization Control (SOC) 2 Type 1 Certification.

Developed by the American Institute of Certified Public Accountants (AICPA), SOC 2 certification is widely recognized as a gold standard for data security and requires companies to establish and follow strict information security policies and procedures

The report provides assurance to customers that Engagedly adheres to these stringent, internationally recognized security standards. Engagedly’s Type 1 certification demonstrates their commitment to data security through the practices and procedures it follows for protecting against unauthorized access, maintaining the availability of its service, and protecting the confidential information of its customers.

“The successful completion of our annual SOC 2 Review is indicative of our continued commitment to security and confidentiality”, said Engagedly’s Chief Technology Officer Pankaj Singh. “As companies increasingly leverage outside vendors to perform activities that are core to their business, trust and transparency into service providers’ operations, processes, and results is crucial”.

Engagedly’s SOC 2 report provides verification of internal controls which have been designed and implemented to meet the requirements for the security principles set forth in the Trust Services Principles and Criteria for Security. It provides a thorough review of how Engagedly’s internal controls affect the security, availability, and processing integrity of the systems it uses to process users’ data, and the confidentiality and privacy of the information processed by these systems.

This independent validation of security controls is crucial for customers in highly regulated industries.  SOC 2 engagements are based on the AICPA’s Trust Services Principles. SOC 2 service auditor reports focus on a Service Organization’s non-financial reporting controls as they relate to security, availability, processing integrity, confidentiality, and privacy of a system.

About Engagedly

Engagedly is a leading global provider of performance management and employee engagement software and services based in St. Louis, MO with offices in India, Australia and the UK. Engagedly’s platform contains many features, such as Goal Setting, Manager Feedback, Peer Praise, Idea Generation, Knowledge Sharing/eLearning, Rewards, Objectives Alignment (OKR) & Social Performance. The extremely customizable and user-friendly interface is perfect for any company looking to better engage employees and increase performance.

Talent Management Software

Engagedly Announces Integration With Paylocity, A Cloud-based Provider Of Payroll And HCM Software Solutions

The partnership aims on making it easier for Engagedly users to transfer data from Paylocity to Engagedly, without the hassle of additional data entry.

St. Louis, Dec 13, 2018 – Engagedly announces integration with Paylocity, a cloud-based provider of payroll and human capital management software solutions.

Paylocity is a provider of cloud-based payroll and human capital management, or HCM, software solutions. Paylocity’s comprehensive and easy-to-use solutions enable its clients to manage their workforces more effectively. Paylocity’s solutions help drive strategic human capital decision-making and improve employee engagement by enhancing the human resource, payroll and finance capabilities of its clients.

This Integration between Engagedly and Paylocity will ensure that employee demographic and compensation data will be transferred from Paylocity to Engagedly eliminating any duplicate data entry of employee information.

About Engagedly

Engagedly is a progressive performance management and employee engagement software company based in St. Louis, MO with offices in India, Australia and the UK. Engagedly’s platform contains many features, such as 360 Multirater review, continuous feedback, goal setting, and more. The extremely customizable and user-friendly interface is perfect for any company looking to better engage employees and increase performance.

Performance Management System

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Engagedly Announces Partnership with Purdue University Global

Engagedly, the St. Louis-based leader in performance management and employee engagement software, today announced a partnership agreement with Purdue University Global that provides a tuition benefit program for its own employees and those employed by its more than 250 client organizations.

St Louis, April 20 2019 – Engagedly is pleased to announce a partnership with Purdue University Global, as a part of Engagedly’s employee performance improvement program.

The partnership aligns with Engagedly’s mission to develop people and strengthen workforce skills training. While helping clients measure employee performance, the company also is supporting their business success by offering their employees tuition assistance toward educational advancement and a college degree. Among the firm’s clients are Experian, Signature Bank, Chick-fil-A, Meltwater and YWCA.

Purdue Global, a public, nonprofit online institution of higher education, specializes in serving the needs of working adult learners, offering associate’s, bachelor’s and master’s degree programs including business, information technology, cybersecurity, accounting and finance.

“Many organizations focus on recruiting new talent, but we want to help support the development of the resources they already have,” said Sri Chellappa, President of Engagedly. “We are  We believe this tuition benefit will support employees in the pursuit of expanding their skill set, earning their degrees and advancing in their careers. As their performance improves, our clients will improve along with them. Our partnership with Purdue Global fits with our thesis of employee development for the digital generation.”

Chellappa said Engagedly chose to partner with Purdue Global because of its demonstrated ability to help working adults acquire and apply knowledge, skills and abilities while earning their degrees conveniently, affordably and quickly.

Dr. Betty Vandenbosch, chancellor of Purdue University Global, said, “We’re proud to partner with an industry leader like Engagedly and help their clients with their performance goals by providing their employees with the skills they need to succeed. We’re confident in our ability to provide an excellent student experience and to support each employee in their journey to professional growth.” Vandenbosch said Purdue Global is well-positioned to help organizations of all sizes create education benefit programs to accommodate employees’ busy schedules, built on real-world requirements, enabling adult students to learn at their own pace and in many cases receive college credits for previous work experience.

About Engagedly

Engagedly is a leading global provider of performance management and employee engagement software and services based in St. Louis, MO with offices in India, Australia and the UK. Engagedly’s platform contains many features, such as Goal Setting, Manager Feedback, Peer Praise, Idea Generation, Knowledge Sharing/eLearning, Rewards, Objectives Alignment (OKR) & Social Performance. The extremely customizable and user-friendly interface is perfect for any company looking to better engage employees and increase performance.

About Purdue University Global

Purdue University Global is the extreme personalization online university, providing students the competitive edge to advance in their chosen careers. It offers a hyper-tailored path for students to earn an associate’s, bachelor’s, master’s or doctoral degree, based on their work experience, desired pace, military service, previous college credits, and other considerations – no matter where they are in their life journey.

Purdue Global serves approximately 29,000 students, most of whom earn their degree online. It also operates 14 locations in Indiana, Iowa, Nebraska, Maryland, Maine, Missouri and Wisconsin. Purdue Global is a nonprofit, public university accredited by The Higher Learning Commission. It is affiliated with Purdue University’s flagship institution, a highly ranked public research university located in West Lafayette, Indiana. Purdue University also operates two regional campuses in Fort Wayne and Northwest, Indiana, as well as serving close to 6,000 science, engineering and technology students at the Indiana University-Purdue University (IUPUI) Indianapolis campus.

Performance Management System

Engagedly To Provide Remote Work Toolkit For Free

Engagedly to provide Remote Work Toolkit for free to help organizations impacted by Coronavirus.

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Engagedly Named Top 25 Velocity HCM Brand By The Starr Conspiracy’s Brandscape™ 2020 Series

On the back of their explosive growth of employee engagement solutions and performance management methodology, Engagedly has been named a Brandscape™ 2020 Series’ Top 25 Velocity Brand by The Starr Conspiracy. 

Continue reading “Engagedly Named Top 25 Velocity HCM Brand By The Starr Conspiracy’s Brandscape™ 2020 Series”

Engagedly Announces Partnership With Kaizen Human Capital

St. Louis, MO. June 12, 2019 – Kaizen Human Capital and Engagedly announce a new partnership to provide fully automated progressive engagement, learning and performance management.

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Engagedly Acquires Management Mentors!

Engagedly announces the acquisition of Management Mentors, a SaaS-based mentoring company headquartered in Boston. The acquisition focuses on driving people development with new E-Mentoring program.

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Why is Engagedly A Great Alternative to PageUp HR Software

When looking for HR software, there are many things HR managers need to consider, such as ease of set-up, strong data security, good customer support, powerful performance management etc. In addition to those features it is also important to find software that can adapt to your needs and grow with you.

Continue reading “Why is Engagedly A Great Alternative to PageUp HR Software”