Performance Review Tips For 2024

Every organization has their own methods and approaches in place for the performance review process. They are intended to be unbiased and fair evaluation of employee performance.

With hybrid and remote work, performance review can be an effective tool to motivate employees and improve their productivity. But often employees dread them? For a few reasons like inaccuracy, being biased and contributing to the decrease of employee morale, employees tend not to like them.

Also Read: Employee Motivation Is Not About Perks Alone

Many companies today are reinventing their performance review processes in a way that they contribute to an increase in employee productivity and improvement of employee morale at the workplace. Do you want to reinvent performance reviews at your workplace too? Here are a few tips for you.

Conduct Weekly Check-Ins

The approach for performance reviews can be different for different organizations, but one of the most common issues that employees face with reviews in all organizations is that they do not get enough feedback. Frequent employee feedback helps employees gain a clear understanding of the expectation from them and gives them a proper direction. Managers also can utilize frequent employee check-ins and keep track of their employee progress from time to time.

Recognize and Reward Your Employees

This is one of the most underrated aspects of employee appreciation. When employees are good at their job, they need to know it from their managers. This motivates them to get better and contribute to organizational success. Recognizing and rewarding employee performance goes a long way. This not only motivates the employee being recognized but also the other employees to do their best to be recognized by their managers.

Also Read: Recognition At Work:The Virtual Edition

Encourage A Transparent Organizational Culture

It is important for employees to understand the workflow in their organizations. In most organizations, only the information enough to get the job done is shared with employees. This approach not only damages the work culture but also decreases employee engagement and morale. The first step to change this is to encourage open communication throughout the organization. The next is to allow employees to make their own decisions, this improves employee accountability throughout the organization. Not only this, according to Jobvite 46% employees consider organization culture important while applying to companies.

Make The Discussions Future Focussed

One of the most damaging mistakes that managers tend to make during performance reviews is basing the whole review on the employee’s past performance. Change this approach and focus more on the future. Take into account the organizational goals and understand the role of the employees in contributing to these goals. Analyze their pace and style of work based on past work but do not make the review entirely about it. Instead, talk to them about the plans you have for their future at your organization.

Allocate Budget and Resources

It is important for managers to understand the technological and budget requirements of their employees and provide them with necessary resources that contribute to their productivity. Though taking initiative as an employee is an important aspect of performance, you cannot expect employees to do everything by themselves. So, discuss this aspect with your employees and set a budget for their role and provide them with necessary resources.

Set Short-Term Goals

Like said before, it is important to frequently check and validate employee performance. In the same way, it is also important to change goals every quarter so that employees do not get stuck in a rut working for the same goals for one whole year. Quarterly performance goals give both the employees and managers a scope to experiment and implement new approaches to work.

Also Read: Here’s How To Set Effective Goals For Your Employees

Have A Two-Way Communication

This is one of the mistakes that managers do not even realize making. Some managers tend to make the whole review about what they feel about the employee’s performance and never make it easier for employees to participate in the discussion and give inputs. Always ask employees after review if they feel that the review was fair enough. This gives you a scope for starting a two-way discussion with employees.

Be Ready To Receive Feedback

Always remember to be open to feedback from employees. Performance review meeting isn’t just for managers to evaluate employee performance but also for employees to discuss what they expect from their managers. Being open to feedback from direct reports is one of the best approaches to improve yourself as a manager.

Want to know how Engagedly can help you with performance reviews? Request a demo today from our experts. 

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7 Essential Features of a 360 Degree Feedback Tool

Is your organization considering the implementation of a 360-degree feedback process? This transformative approach offers a shift from traditional one-on-one feedback, providing a holistic view of employee performance. However, selecting the right tool is paramount to ensure the process’s success.

Continue reading “7 Essential Features of a 360 Degree Feedback Tool”

7 Examples of People Operations OKRs/ HR OKRs

Human resources, also known as people operations, plays a vital role in every organization’s success. This dynamic department encompasses a wide array of functions, ranging from formulating and implementing effective workplace policies and procedures to fostering a strong company culture. Additionally, they handle essential tasks such as performance management, compensation and benefits management, compliance, and training. By aligning with People Operations OKRs (Objectives and Key Results), this strategic team ensures the organization stays on track, driving growth and achieving its goals with efficiency and effectiveness.

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9 Progressive HR Policies From HR Professionals

To help you identify the next best HR approach, we asked HR experts and people managers this question for their best insights. From automating repetitive functions to conducting “stay” interviews, there are several HR approaches your team should consider.

Here are 9 progressive HR approaches from experienced professionals: 

  • Prioritize Flexible Work Policies
  • Automate Repetitive HR Functions
  • Offer Minority Groups More Support
  • Keep Benefits Competitive
  • Think About CYA Squared
  • Continue Leveraging Social Media
  • Make Data-Driven HR Decisions
  • Conduct “Stay” Interviews
  • Cross-Train Team Members

Also Read: How important is feedback in today’s world

Prioritize Flexible Work Policies

Flexible work policies are both a progressive HR approach that we practice and see as a rising trend. Having run a fully remote company for the better part of a decade, we have long offered employees freedom and flexibility in terms of working hours and practices. 

With the mass shift to remote work and the uncertainty and upheaval caused by the pandemic, this approach has become more needed than ever. Many professionals have experienced massive lifestyle changes, such as having to take on supplementary work or an increase in caretaking responsibilities. 

It is important for HR professionals and leaders to be conscious and empathetic about these complications and compromise on scheduling needs rather than forcing employees to adhere to strict working hours solely for the sake of following traditions or asserting authority. Allowing employees to choose their working hours and environments is a best practice in supporting your staff.

– Michael Alexis, TeamBuilding

Automate Repetitive HR Functions

Technology is developing so rapidly that sometimes companies have no time to incorporate it into their work for maximum benefit. Still, more and more businesses are introducing partial or complete HR automation. 

The benefits are incredibly tempting, especially if the company is growing fast. First, it saves a lot of money and reduces the HR budget. It also allows employees to solve their HR issues and get their questions answered 24/7. It is crucial when companies work with flexible working hours. Additionally, it reduces the toll on the HR department and allows them to focus on the things that matter the most instead of doing manual tasks like reviewing sick leave requests and analyzing feedback forms from scratch. 

Also Read: Why do you need a Real Time Performance Management Software

HR automation allows for maximum accuracy, efficiency, and productivity and becomes a great assistant in day-to-day HR operations.

– Ewelina Melon, Tidio

Offer Minority Groups More Support

One progressive HR approach that we are seeing as a rising trend is providing more support for minorities within the organization. As we have seen in the news and through our lives, minorities face numerous challenges that often go overlooked. 

As HR, it is our responsibility to help support these individuals with everything they need to perform their job successfully and feel comfortable in their roles within the company. This is why adding additional support to individuals of color or ethnic differences is so important when growing an organization and promoting diversity and inclusion.

– Jeremy Gardner, MadeMan

Keep Benefits Competitive

Organizations are struggling to fill up vacant positions now! The power of negotiation has shifted to the hands of the employees. Before choosing an organization, they evaluate the culture and work environment to find the correct fit.

Previously, interviews were very one-sided. Companies grilled candidates to decide if they were a good fit. A lot of that has reversed; employees are interviewing companies. To stay competitive, employers need to find new ways to stand out beyond offering a “great company culture” or “excellent work-life balance,” especially because that’s what everyone is offering. 

At our company, we lead with empathy and offer personalized perks tailored to each person. People are looking to work for a company that actually cares about them and fulfills their needs. 

Also Read: Employee Rewards and Recognition for an engaged workforce

The one size fits all, Friday pizza party days are over now. People want to be able to choose what works best for them, whether that be a gym membership, daycare stipend or support for continuing education.

– Amy Spurling, Compt

Think About CYA Squared

A simple but progressive approach to HR is what I call “CYA Squared”: cover your a__ and care for your associates. HR, particularly in California, typically swings the pendulum too far to the first CYA due to fear of a lawsuit. This strategy backfires, and we have witnessed it with the “great resignation.”

Employees are demanding to be seen, heard, and cared for in the workplace. Let’s face it, don’t we all want that?

Moving forward, companies will need to be mindful to swing the pendulum too far to the second CYA, causing them to get burned. Too much of anything is not good and ping pong tables and policies aren’t going to cut it.

HR will need to play a significant role in helping businesses find a new balance, creating a psychologically safe and compliant workplace. We’ve already seen what happens without it.

Dawn Myers, Guided Leadership Solutions

Continue Leveraging Social Media

Recruiters reaching out to talent over social media platforms like LinkedIn will increase as “The Great Resignation” resumes, and many are pumping the brakes on applying for jobs. Now more than ever, recruiters are constantly seeing no-shows for job interviews or employees leaving the company after 20+ years — even some CEOs are taking a step down. 

The current job market is turning into not what a company can do for you, but what an employee can do for them. In today’s day, whichever business will respond to the fastest and offer the best benefits will retain top talent. Recruiters are utilizing their professional circles, such as LinkedIn, to successfully get more people into the office than walking out the door.

– Lance Herrington, UNICO Nutrition

Make Data-Driven HR Decisions

HR reps have to deal with a lot of data on a daily basis. This data can be streamlined to help HR process it more efficiently. HR analytics allows professionals to get deeper insights into the data they receive. 

With these metrics, professionals can find correlations such as voluntary turnover and promotion wait times. Having data-driven HR is a progressive approach that improves workflows. I expect this to be a rising trend.

Evan Zhao, Revela Health

Conduct “Stay” Interviews

As we continue to navigate our next, I continue to encourage managers to proactively host “stay” interviews with their individual teammates. The changes since 2020 have altered the work equation. It remains a critical time to discuss with your current teams what they would like as they move with you into 2022.  

Ask specific questions about what it will take to keep them on the team as valued members of your organization. Salary, flexibilities, professional development, vacation increases, and new incentive plans are a place to start. 

This will be hard work, but will serve as a foundation of deeper trust if you are genuine in these efforts. This is an important moment to be proactive and take action.

Diane Fennig, The Gallagher Group

Also Read: 6 step guide to conduct effective stay interviews 

Cross-Train Team Members

I think companies now need to offer more than just training programs for specific jobs. They need to train all people in all areas of business functions — marketing, graphic design, and human resources so they can be more effective at getting their jobs done. 

Too many companies are spending time hiring somebody new, but either never teach them or show them how things work before sending them off on their own. There should be a unified system where you’re not constantly managing your employees but helping them grow professionally and be more like business owners themselves.

Iryna Kutnyak, Quoleady

We created this article in association with Terkel. It is a community-driven knowledge platform that creates content based on expert insights.

Want to know how Engagedly can simplify your performance management process? Request a demo from our experts!

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Top Performance Review Phrases and Wordings

A performance review is a process of evaluating an employee’s performance on numerous parameters. It outlines various aspects of performance and provides in-depth feedback to employees so they can work productively.

While filling out a form about an employee’s performance is fairly easy, providing additional comments can be a considerable challenge for a manager. Performance review phrases are the words that a manager must use to provide open, actionable, and genuine feedback to an employee. Also known as “performance review comments,” they help in describing and identifying an employee’s behavior in a sensitive and careful way.

Continue reading “Top Performance Review Phrases and Wordings”

How Important is Feedback in Today’s World?

Feedback is a tricky module and we, at Engagedly, have been doing some in-depth research on it. While exploring various perspectives, we also came across The Feedback Fallacy. This research piece of Marcus Buckingham and Ashley Goodall got us thinking about how best we can refine and implement a feedback procedure that will take us one more step closer to our holistic approach of employee fulfillment and people enablement.

About corrective or constructive feedback, the authors state that,

Focusing people on their shortcomings doesn’t enable learning; it impairs it.

Furthermore, they believe that excellence comes easily when we focus only on the positives, and do not dwell on the negatives:

It’s that people contribute their own unique and growing talents to a common good, when that good is ever-evolving, when we are, for all the right reasons, making it up as we go along. Feedback has nothing to offer to that.

While we do not completely agree to this claim, we do believe that constructive feedback, when put forth with tact and wisdom, can help employees and coworkers more than when we do not share any corrective feedback. Though, we do agree with the Harvard Business Review authors that harping only on the negatives can have adverse effects, and it can hamper employee productivity and engagement.

Also read: Getting Started With Real Time Performance Management

So what’s the best way of providing feedback?

It’s a million dollar question! The humans of Engagedly believe in sharing feedback that is constructive and reformative, yet encouraging. Here are some pointers that we like to keep in mind while sharing feedback:

Don’t assume:

While providing feedback, don’t assume what motivation or intention the feedback receiver had behind their actions. Our job is not to build up any stories around anything. It is important to keep aside anything that is not tangible truth and concentrate on articulating what your feelings are around it. You need to approach it from a position of humility, from your own point of view and express your experience and subjective observations.

Express with clarity:

It’s not a happy job to point out flaws in tasks or people. We are not asking you to… because they are not flaws. They are just roadblocks, which once removed, can serve as an impetus for tremendous growth. So when you share feedback with your employees or coworkers, express it with clarity. Let them know that, from your perspective, a slight change can bring about positive outcomes.

Don’t generalize:

Feedback that’s shared with the intent of growth and motivation, cannot focus on general statements and judgements. Because of our subjective opinions and perspectives towards situations, we do not hold the capability to share generalisations or judgements. Target specific behaviours or lack of them, and how that is affecting the output. That’s all should be the content of your feedback. It’s a direct and clearcut way of sharing feedback, without beating around the bush.

Example 1:

Manager: “Robert, your presentation could’ve been more elaborate. I could not get a hang of what you wanted to convey.”

The above example expresses a manager’s concern at not getting a clear picture out of a presentation, but he fails to convey, in which area it lacks clarity. When the same feedback is expressed differently, it can have a very positive impact on Robert.

Example 2:

Manager, “Robert, in my opinion, your presentation was crisp and precise. I loved the insightful information about conversions. But in the sales section, it would have helped me if the information was represented in numbers as well.

In the above example, the manager is very clear that it’s a subjective feedback, where Robert’s presentation helped him in certain ways, but failed to keep him well-informed with certain other data. There are no generalizations or judgements involved here.

Also read: Why Healthcare Administrators Should Set SMART Goals

Intention matters:

Yes, last but the most important point that we believe in, is intention. Anything you do with the right intention, will always reap the right outcome. So when we share feedback, we keep the intention of positivity and growth in our minds. We always strive to deliver feedback that help individuals detect the roadblocks and turn them into propellers towards success. We let the feedback receivers know that we care for them and wish for them to correct themselves and move towards fulfillment.

Without feedback, we cannot always know or be aware of the little roadblocks that are holding us back from achieving greatness. So it’s important for them to keep coming our way. It’s not the concept of feedback that is wrong, it’s how we share it, that makes the difference.

Now that we have shared our thoughts with you on how to share constructive feedback and whether feedback is an important element for success, we would love to know your thoughts on this matter. Feel free to drop in your comments below!

Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Do you want to know how Engagedly can help you with seamless Performance Evaluation? Then request for a live demo.

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5 OKR Software Features To Look For

The key result has to be measurable. But in the end, you can look, and without any arguments: Did I do that or did I not do it? Yes? No? Simple. No judgments in it. 

Andy Grove

When it comes to setting goals and being successful, the one organization that comes to our mind is Google. Google’s OKRs are legendary and a lot of the company’s success can be attributed to their OKRs.

As a result, it’s no secret that everyone wants to emulate Google’s goal setting method and perhaps their meteoric success as well.

OKRs stand for ‘Objectives And Key Results’. OKRs are a popular approach for goal-setting which allows employees to execute individual as well as company objectives.

OBJECTIVES are something that you want to achieve, and KEY RESULTS are a measurable way to keep track of how close you are to achieve your goals.

OKR software helps employees with task management and to track the progress of their goal easily. But with too many options available in the market, it becomes a difficult job for an organization to select one.

OKR: goal setting guide

OKR Software Features To Look For

The section below highlights the best OKR software features to look for before you invest in a tool.

OKR software features1. Easy And Simple to Use By Everyone

“Simplicity is the ultimate sophistication.” — Leonardo da Vinci.

The OKR software should be user-friendly and easy to use. Users should be able to understand how the software works with little or no training. The user interface should be clean and not cluttered with useless information. The simpler the software, the easier it would be for everyone to use. Understanding and managing the software should not be a new project in itself for all the employees. Additionally, it should support easy integration with other tools or processes. The adoption rate of a software depends on its user friendliness and simplicity of use.

Also Read: Why OKRs Are Crucial When Onboarding New Employees

2. Flexible and Customizable

OKR software should be flexible and support easy customization. OKRs/Goals check-ins can be in the form of a percentage, quantity, or milestone. The software should give users the flexibility to check-in on their okrs/goals as per their needs. Flexible and customizable software will be useful for the organization in the long run.

3. Allows Comment

OKRs have a shelf-life and are generally set on a quarterly basis. The ability to comment on OKRs allows managers and employees to discuss it on a regular basis. OKR platform with comment functionality promotes two-way communication and helps in setting a culture of regular feedback and healthy work culture.

Also Read: Have You Set Effective OKRs For Your Customer Success Team?

4. Cascade and Align

OKR software should possess the basic functionality to align and cascade okrs/goals. OKRs and goals are often a shared responsibility. Cascading goals will allow sharing goals from one level of the organization to the next. For example, a manager can cascade his goals down to his direct reports.

Goal Alignment on the other hand helps everyone visualize the bigger picture. It allows individuals in goal alignment and goal management. For example, if one of the organization’s main goals is breaking into an as yet untapped market, the ability to align goals shows an employee how exactly they are contributing to this specific goal.

5. Dashboards and Insights

OKR software tools should present actionable dashboards and insights. It should be easy to understand and analyze so that it is actionable. Moreover, it should highlight the number of goals, the percentage of completion, goal alignment, and their status. It will help employees know whether any goal will be a bottleneck and needs attention. Moreover, an OKR software with an actionable dashboard and insights will help employees stay aligned and focussed.

OKR software features demo

Employee Recognition & Rewards In Hybrid Era

The COVID-19 crisis has changed how organisations operate. Most companies are now moving towards a hybrid setup and crafting strategies to manage their remote and hybrid teams.

In the last two years, employees’ morale and motivation have taken a major hit. Since the start of the crisis, employees have had to bear the brunt of the sudden transition to a remote setup that has impacted their productivity and engagement levels. Even now, when most organisations are adopting a hybrid setup, it is challenging for employees to maintain a higher level of motivation towards their work. The major impediments to employee morale are missing social cues and employee bonding.

Employees miss cheering on floors for each other, team outings and lunches, praising team members for their support and exemplary work, and most importantly, getting recognition for their contributions.

As organisations now prepare themselves to manage geographically dispersed teams, it is imperative for them to know how employee recognition and rewards work in this hybrid era.

This article will touch upon different aspects of employee recognition in a hybrid setup and provide some expert ways to keep your hybrid workforce motivated.

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Top Companies That Adopted Objectives And Key Results (OKRs)

There are many companies which have successfully adopted OKRs and modified them based on their organizational needs and industry trends. Here’s a list of few companies that adopted OKRs successfully.

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4 Must Do’s When Eliciting Employee Feedback

Getting feedback from employees is probably the most common way for managers to know what their teams think of them and how to improve themselves. But getting all employees to give honest feedback isn’t an easy job. Here are 4 must do’s to elicit honest employee feedback.

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10 Excellent Ways to Reward Remote Employees

Stop everything for a moment and think about the last time you were told that you were doing a great job. How did that make you feel? Good, right? All employees need that pat on the back to stay motivated and work at their optimal productivity levels.

Continue reading “10 Excellent Ways to Reward Remote Employees”

4 Creative Team Building Activities

Teams that score higher in engagement are much more productive, creative, and innovative than their counterparts. Building great teams can be a bit tricky as the current work environments do not allow to gauge the non-verbal cues to understand the team members. It is therefore important to focus on team building activities that bring people closer and help them understand each other. While there are a bunch of activities that help in boosting motivation, productivity, and learning, it is crucial to involve the team in fun and creative activities too.

This article will discuss four creative team building activities that will help your team members come out of the silos and unite to bring more fun to the table.

Creative Team Building Activities

Here are four unique and creative team building activities for your employees that are fun guaranteed.

creative team building activities

Team Building Activity 1- Two Truths And A Lie

This is one of the most engaging team-building activities for employees.

Recommended number of People: 10 to 15

Material required: None

Goal: To guess the true statement from other players’ set of statements and to make other players believe your false statements to be true.

How to play:

Step 1: Every player writes down three statements about himself (2 truths and one lie)

Step 2: Each player is asked to read those statements aloud to the group.

Step 3: Take a vote on which statement is a lie.

Step 4: The players who guess the false statement correctly get one point each. If no one is able to guess it correctly, then the player who wrote the statements wins the points.

Step 5: Continue steps (1 – 4) and the player with most points wins the game.

Team Building Activity 2- Back-to-back Drawing

creative team activities

Recommended number of players: Multiple teams of 2 people

Material required: Paper, pen and picture cards

Goal: To instruct your teammate verbally and help them draw the shape.

How to play:

Step 1: Divide your group into pairs, and have each pair sit on the floor back to back.

Step 2: Give one player from the pair a picture and the other, a pen and paper.

Step 3: The player who receives the picture, verbally explains the picture to his teammate and the teammate tries to draw the picture on the paper.

Step 4: On finishing, each pair compares their original shape to the drawing, and consider how they worked together, and where they could improve their communication.

Also Read: 5 Employee Engagement Activities On Budget

Team Building Activity 3- Acted Charades (Dumb Charades)

Another common, yet engaging team building activity for your employees

Note – The Engagedly team tried this out. It was a roaring success. 😉

Recommended number of players: 10-15 (two teams)

Material required: None

Goal: Convey the movie name given by the opposite team to your teammates by enacting and guessing the movie name correct when your teammate enacts.

How to play:

Step 1: A player from one team is chosen by the other team and given a movie name.

Step 2: The player enacts the movie name and tries to convey it to his teammates without talking or pointing out to any objects.

Step 3: If the team succeeds to find the movie name they win a point, if not the opposite team wins a point.

Step 4: Continue steps ( 1-3) The team with most points wins the game.

Team Building Activity 4- Winner/ Loser

Recommended number of players: Multiple teams of 2 players each

Material required: None

Goal: To change the negative perspective of your teammate to positive perspective

How to play:

Step 1: Both teammates write their bad experiences and share it with each other.

Step 2: Both partners, then tell the same story of their teammates, but relate the good things that came from the experience.

Just give these team-building activities a try. The goal is not to win, but rather to have fun and build team spirit!


Team building is critically important for organizations that are working in hybrid and remote working environments. As most employees are fixated to their systems throughout the day, it is important for them to be involved in activities that help them bring out their creative sides. The creative team building activities discussed in this article will surely help your team members have a great time. Share the activities that you enjoy the most with your teams in the comments sections below.

Want to know how Engagedly can help in managing and building highly productive and dynamic teams? Book a live demo to talk to our experts!

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How To Conduct Performance Appraisal For Remote Employees

There are many reasons why employees feel more comfortable to work from home than working from office. For some, it is about working without distraction or pressure, for some it is about avoiding traffic and the list goes on.

Continue reading “How To Conduct Performance Appraisal For Remote Employees”

9 Expert Tips To Give Constructive Feedback To Your Peers

In a recent report by SHRM/Globoforce, 89% of HR leaders agree that giving feedback to peers is the key to employee success.

Constructive feedback has always been crucial for employee growth. It helps increase employee engagement, decreases turnover, and also helps in professional development. Constructive feedback is observation-based and aims to identify weaknesses in individuals, and find a solution. It helps in providing actionable suggestions and reinforces positive behavior. Considering the pandemic-stricken times, it has become more important now more than ever.

Sometimes, giving constructive peer feedback to colleagues is challenging because it tends to discourage them. But, it gives you an opportunity to contribute to regular performance reviews without involving salary appraisals or other negotiations. More importantly, peer feedback helps build a positive culture in your team as well as the whole organisation. Constructive peer feedback, when done right, has a plethora of benefits.

How To Give Constructive Feedback To Peers

Constructive feedback is the process of providing feedback to employees through direct comments, advice, or suggestions to help them mould their behavior, traits, and attitudes to achieve higher output or efficiency in work. It identifies the strengths, weaknesses, and other aspects that give faster results to employees.

The purpose of peer review is to identify the hidden problems or causes behind lower output, productivity, or performance of employees. It further strengthens the growth of employees by making them aware of their weak areas and highlighting their strengths. It serves the dual purpose of both personal and professional growth of employees.

9 Expert Tips To Giving Feedback To Peers

Using the below tips while giving feedback to peers will help in making a better impression on the employee and will further help them in understanding the improvement areas. Feel free to customise these tips as per your business requirements.

Giving peer feedback expert tips

1. Plan Well In Advance

It is important to be prepared in advance to give feedback to your colleagues. Feedback meeting with peers is a difficult conversation to have; why not prepare ahead for it?

Preparing in advance for the feedback meeting allows you to put across your point with ease and more confidence. This allows you to help your colleagues improve themselves and achieve the team goals. Always remember to keep the objective of the meeting clear.

Also Read: Planning To Set OKRs For Your Sales Team?

2. Focus On Specific Peer Feedback

There are many articles that talk about the importance of giving both negative and positive feedback together so that the employees aren’t demotivated. But when you are giving it to your peers, it is important to be specific about what exactly you want to convey. You don’t need to add positive performance aspects just for the sake of having them.

Being specific allows your peers to focus on the right thing and improve themselves.

3. Make It A Conversation 

One of the most common problems with giving feedback to peers is that peers aren’t encouraged to participate in it. Phrase your comments properly to encourage your colleagues to participate. For example, if you want to talk about their negative performance and suggest solutions, ask them how they are planning on improving their skills and how it contributes to organisational success.

Also Read: 5 Benefits of Continuous Feedback

4. Be Supportive

When you have chosen to give feedback to your peer, first put yourself in their shoes and understand where they need to improve themselves. Give them suggestions on how they can improve themselves. This helps them understand what you’re expecting of them and how they can meet those expectations. Make a proper action plan for your peers.

5. Summarise Peer Feedback

Summarise the main points discussed in the meeting and emphasise on the action plan that you have created for your colleague. This practice helps you avoid misunderstandings and be clear about what you discussed. In short, state your expectations, the results of their performance, the problems with their performance, the practices they should stick to and your solutions to help them improve.

6. Follow Up Is A Must 

This is optional when you are just a peer. But following up on feedback is a good practice. Feedback is purposeless unless it has an effect on the employee performance. So, follow up and see if they need your help; this makes your peers stay motivated and productive.

7. Be Empathetic

Being empathic in feedback conversations results in better outcomes. It is not easy to take criticism, and employees may get embarrassed or uncomfortable while having feedback discussions. It is therefore important to point out that the intent behind the feedback is good and directed towards improvements in the employee’s performance. Another point to keep in mind is to avoid using personal statements, as they can demoralize the employees and make them reluctant to accept the feedback.

8. Show Respect

Feedback is supposed to help employees understand their strengths and weaknesses. And in such conversations, it is imperative to have respect for each other to fulfill the purpose of the feedback. Being disrespectful during conversations can make employees defensive and even challenge the feedback, or sometimes disregard the whole conversation.

9. Leverage Feedback Tools

The right feedback tools assist in taking notes, recording meetings, and providing real-time feedback to employees. They make it easier to establish the process and have a clear peer feedback loop in the organization.

Tools such as Engagedly allow employees to initiate the feedback process from their end and ask their peers to provide them feedback on their performance. The feedback recorded during the process can be directly fed into the learning and development module to assist employees in improving their performance.

Also Read: 10 Best Employee Feedback Tools To Track Performance

Important: How you give feedback to your peers mainly depends on the nature of your relationship with them. For example, you cannot make an action plan for the CEO of your company and then follow-up on it; while you can do it easily for a colleague who’s on the same level as you. This is something you must absolutely keep in mind when giving feedback to peers.

Peer feedback loop tips


Customer Success OKRs [Importance & Examples]

As per a report by Hubspot, growing companies are 21% more likely to give importance to customer success than their stagnant counterparts.

Customers are often referred to as the lifeline of every organization as they determine their failures or success. Organizations take a conscious effort to retain their existing customers and attract new ones. So it becomes crucial for all to have an efficient customer success team in place. They play an important role in all the stages of the customer life cycle and act as a direct connection between customers and your company.

Moreover, they help in creating and nurturing a strong relationship between the organization and its customers. In this article, we will guide you on how to set effective OKRs for your customer success team so that they provide amazing customer support continuously. But before we learn more about OKRs for a customer success team, let’s first understand what OKRs are and Why you should use them. 

Also Read: The Essential Guide To OKRs: Your Ultimate Tool To Setting Winning Goals

What Are OKRs?

OKRs or Objective and Key Results is a goal-setting framework that has been adopted by successful organizations such as Google, Amazon, Disney, LinkedIn, and more. The concept of OKRs was first introduced in the ’70s at Intel by Andy Grove. Later, it was popularized by John Doerr when he introduced it at Google in 1999. It became a central element to Google’s culture as a management methodology, which will help focus company efforts on the same important issue throughout the organization.

OKRs consists of two components, namely:

Objectives : a clearly defined goal to be achieved

Key Results : measurable steps to achieve the objectives

Each objective ideally should have 3-5 associated key results. An ideal OKR should answer two basic questions:  ‘What do you want to achieve?’ and ‘How will you achieve it?’.

Also Read: Goal Setting Processes: KPI VS OKR

Why Use Customer Success OKRs?

examples of customer success OKRsThe benefits associated with OKRs have made it a popular goal-setting tool among all organizations. Here are some of them:

Focussed : OKRs are limited in number and set for a quarter or any specific time interval. It helps the team and the team members to focus and prioritize their tasks, depending on what is important for the month and the quarter.

Aligned : OKRs make it easy to align every employee’s goal to the organizational goal and vision. 

Stretchable : OKRs allows organizations to push themselves a step ahead and set stretch goals for themselves. As John Doerr says, “Larry Page of Google is the high priest of 10x-ing everything, stretching further. He’ll say, ‘I’d rather have the objective be to go to Mars, and if we fall short, we’ll get to the moon. This is how you make moonshots.’” 

Accountability : Everyone is accountable for their own goals and knows how success will be measured and who is responsible

goal setting guide

Customer Success OKR Examples

Customers success OKRs are helpful at every stage of the customer success journey. Be it production, support, team performance, and customer experience, having well-defined OKRs for customer success leads to clarity and better output.

Check out the customer success OKR examples below to you get started with effective and measurable goal setting in your team.

Customer Experience OKR Examples 

Objective 1: Improve Customer Satisfaction Index in Q4 by 30%

Key Results:

Conduct 50 customer satisfaction surveys every month

Conduct monthly interviews with 10 recently churned customers

Achieve a Net Promoter Score (NPS) of 10.0

Team Performance OKR Examples 

Objective 2: Maximize Performance and Efficiency of the Support Team

Key Results: 

Ensure that the team attends at least three training sessions every month

Organize business communication programs for new joiners 

Conduct weekly team huddle meetings to discuss issues faced by team members

Objective 3: Increasing Customer Product Adoption Through Exemplary Customer Service

Key Results:

– Resolve customer onboarding issues within 2 hours

Provide product updates while resolving issues

– Inform every customer regarding upcoming services and updates that are relevant to them

Also Read: Wondering How To Set OKRs For The Engineering Team?

Also Read: OKRs For Healthcare Professionals

Customer Support OKR Examples 

Objective 4: Reduce The Turnaround Time and Provide Resolution within SLA (Service Level Agreement)

Key Results:

Critical issues response time should be one hour and resolved within a day

Each member of the customer support team resolves eight customer issues every day

Standardize or automate solutions for five similar issues every quarter

All customer complaints receive a response within 48 hours 

Production OKR Examples

Objective 5:  Help Customers get Maximum value from the product

Key Results:

Smooth onboarding and training of all new customers

Communicate issues and bugs on time to all existing customers

Schedule downtime and maintenance activities on weekends


OKRs are a time-tested tool that is being used by numerous Fortune 500 organizations to keep track of their most important organizational goals. We hope the OKRs for customer success discussed in this article will help you get started with goal setting in your organization.

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7 Steps To Setting Workplace Goals And Making Them Happen!

Often businesses have the time, resources, and money to be successful. Nevertheless, they fail miserably. Have you ever wondered the reason why? It is because they fail to understand the importance of workplace goals and effective goal setting in the workplace. Having clear goals provides motivation, clarity, purpose to employees, besides improving focus and engagement.

Setting effective workplace goals is the first step towards achieving success. The next step is to develop a plan to fulfill these goals. But the question is how to set effective workplace goals that motivate you to achieve them.

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How to Measure Employee Engagement in the Workplace?

Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability – Anne M. Mulcahy, former CEO of Xerox.

According to research, organizations with highly engaged employees have 17% higher productivity and 21% higher profitability.  Engaged employees thus work harder and stay for a longer period of time in the organization since they don’t have a reason to move out. 

Employee engagement not only measures the happiness level or quantity of work done by an employee, it does much more than that. In fact, it takes into account how connected and motivated an employee is with their role, work, and organization. 

But employee engagement does not remain constant and should be measured and nurtured from time to time, or it shall until it dissipates. Although there is no specific way to measure employee engagement, here are some of the tools that have made it easy to measure employee engagement. 


If you want quick and most effective methods to measure employee engagement, then your go to option should be to conduct surveys. It not only helps in measuring engagement, it also helps in employee motivation, and getting ideas from employees. This two-way communication is very important in having an engaged workforce. HRs and managers should frequently send simple, small, and actionable surveys to the employees of the organization asking them about work. It will help HRs, managers, and the organization to know how engaged their employees are and also help them understand the temperament of the organization. Be sure to focus your survey questionnaire on three basic metrics: Satisfaction, Alignment, and Future orientation.

Engagedly’s inbuilt survey feature helps you create and assign surveys without a hitch.

Stay / Exit Interviews

Employees leave the organization at different points of time, but as a manager or an HR, you need to know the actual cause behind it. Often employees cite that they didn’t feel engaged or excited with the work they do, as the reason behind leaving the organization. Conducting exit interviews and stay interviews help the managers and the HRs to know which areas they should work on to improve employee engagement. 

Exit interviews help in understanding what you could have done differently to improve engagement, whereas stay interviews let you know what you are already excelling at and what not.

Some common questions for both exit and stays interviews are:

  • What do you like most about your job?
  • What makes for a great day of work to you?
  • What do you look forward to everyday at your work?
  • What’s your relationship with your manager like?
  • What do you dislike most about your job?
  • If you could, what’s one thing you would change with your role?
  • What makes you want to stay with this organization?
  • What makes you want to leave this organization?

This helps in preventing another employee leaving the organization for the same reason.

Also Read: 7 Successful Strategies To Conduct  A Stay Interview

One-to-One Meetings

From time to time, HRs and managers should have one-to-one meetings with their employees. As one-to-one meetings are in person with the manager or the HR, the employee feels free to share information and express themselves. This should be done regularly, probably weekly once or every fortnight is advisable.

Also Read: Know How To Conduct One-On-One Meetings Effectively

Focus Groups

When organizations are very large it might be difficult for you to conduct a one-to-one meeting with your employees. In this case, focus groups could be formed. Often members of the same team or different teams can be grouped for this. As a manager or an HR, you should be well prepared with a set of 5 to 8 questions, based on asking the employees whether they feel that their work is important or whether they have all the tools to do their work. This will help organizations to know what they can do more to improve employee engagement and productivity.

Also Read: A Manager’s Guide To Review Remote Employees

Recognition Activity

According to a recent study, 69% of employees would work harder if they felt their efforts were better appreciated.

Employees recognition and rewards activities are a good way to identify engaged employees. It is already known that recognition and rewards have a direct impact on employee engagement. The reverse also stands true, identifying the number of employees receiving rewards and recognition helps managers and HRs to identify employee engagement in their organization.

Also Read: Things To Consider When Recognizing Remote Employees

Retention Rate and Productivity Metrics

Retention rate and productivity metrics of employees will help determine how engaged the employees are in the organization as employee engagement will have a direct effect on the retention rate and productivity metrics. 

Also Read: 6 Stay Interview Challenges To Be Aware Of

Thus it cannot be stressed enough how important employee engagement is and why it should be measured from time to time to keep your employees motivated and retain them in your organization. So if you have not been doing so, now is the time you should incorporate employee engagement measurement strategies and tools. If you wish to know hoe Engagedly can help you, just fill in the form below and reach out to us.


Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

Get in touch with us to know more about the free remote working tool-kit. 

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7 Secret Signs That You May Be Fired Soon!

It’s just another day at work and you have planned something for yourself after work. For you, nothing can possibly go wrong today. But what’s worse than getting fired unexpectedly?

Finding out that you are terminated can be shocking, but there are few signs through which you can predict your termination and be prepared, at least with an updated resume.

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8 New Year Resolutions For A Productive 2017!

The holiday season is almost over, and New Year’s Eve is just around the corner. Every year we make a long list of resolutions for ourselves hoping for better results. But that’s on the personal front. What about the professional side of things?

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