Through our research, we explored the current state of AI adoption in HRM, addressing the challenges faced by organizations and uncovering the potential opportunities that lie ahead.
Our findings highlight the profound influence of AI on crucial HRM areas such as Performance Management, Employee Engagement and Satisfaction, personalized learning, and much more.
A leader’s strategic guide to building a culture of diversity, equity, and inclusion. We created an eBook for global leaders highlighting pragmatic strategies to advance and accelerate DEI in their organizations.
3Sixty Insights interviewed three of Engagedly’s customers (Tallan, HIMSS, and CCM) to understand its impact on their employees and the organization as a whole.
A leader’s strategic guide to employee productivity in a hybrid workplace. We created an eBook for global leaders highlighting innovative and pragmatic strategies to elevate employee productivity in hybrid setups.
A high turnover rate can drastically impact the stability of an organization.
It leads to lower performance standards, financial losses, and decreased productivity.
The current global business environment is laden with challenges of extreme competition, economic instability, dwindling supply chain mechanics, and a mass exodus of employees.
In such tumultuous times, it is extremely difficult for small and medium enterprises (SMEs) to remain afloat without the support of their employees.
But with limited resources and a tight labor market, it can be challenging to hire and retain the best talent. With 95% of the workforce looking to change their jobs, what can SMEs do to retain their trusted and potential employees?
The grueling question is: can SME leaders turn the tide of employee turnover in their favor?
This paper takes an empirical approach to the various forces changing the global workplace
We surveyed 500+ leaders from 20 major industries to find the practices that work well for changing work setups. We identified five progressive management principles that managers use to meet their employees’ needs and how they impact key business processes.
If you wish to build a productive and successful team, it requires an understanding of employees’ needs.
Employees are the most important yet vulnerable asset of an organization. They are affected by the changes in the global business environment and how organizations cater to their needs during such times.
Companies that understand the importance of talent needs and invest in their employees outpace organizations that don’t.
Recruiting and retaining talent has become difficult. What can you do about it?
The great resignation continues to disrupt businesses, and millions of employees are still quitting their jobs. HR leaders throughout the world are in a frenzy to find solutions to the rampantly increasing talent crunch.
While the average organization acts on quick fixes, only a handful look deeper to find the root causes of upset and disgruntled employees.
Understanding the different forces at play, the concerns of employees who are leaving, and the expectations that they have, is the key factor that HR leaders need to ruminate over.
Without considering employees’ needs in the hiring and retaining policies and processes, organizations will keep having a hard time hiring and retaining top talent.
HR leaders can leverage their people strategies to innovate and excel in these difficult times. Taking a human-centric approach to marrying the needs of employees with the hiring and retaining policies can do all the magic.
This paper focuses on pragmatic strategies that global leaders can use to hire and retain talent in the wake of the great resignation.
The global workplace is changing. Are you ready for it?
The Great Resignation, fueled by the pandemic, is shaping the global workplace.
The mass exodus of employees is putting extreme pressure on employers to rethink their policies to contain the widening gap between the number of job vacancies and applicants to fill the positions.
The extreme scarcity of human resources and changing employee demands have shifted the power of command from employers to employees.
They are pushing employers to make adjustments to their current business setups to accommodate the changing needs of the workforce.
The grueling question now is how will business leaders respond to these sudden changes caused by the great resignation and what impact will it have on the global workplace?
This paper takes an empirical approach to the various forces changing the global workplace
Your employees are looking for greater workplace flexibility.
And the hybrid workplace can offer them just that.
But with that, comes increased complexity in people management, specifically performance management.
So where does that leave us?
In need of solutions specifically aimed at managing performance across hybrid work environments.
Enter progressive performance management software.
We created an eBook to help dissect why software for progressive performance management for hybrid teams is such an effective tool for so many businesses.
360-Degree Feedback Template
In order to carry out the feedback process effectively, it is imperative to have a well-defined, thoughtfully laid out, researched, and customizable template or 360-degree feedback questionnaire.
Engagedly’s 360-degree feedback form template encompasses multiple competencies that will enable you to find leaders in the organization and provide inputs for improvement plans. You can also customize the template by selecting the required competencies along with the behavioral indicators.
Is Your Business Ready For OKRs?
Goal setting. Let’s be honest, it’s a tough gig no matter which way you look at it. It sometimes feels like we do the yards of setting goals, but don’t always have the process in place to actually achieve those goals.
This is where the success of OKRs lies.
They help you to move beyond “what” the goal is rather than dive into the why and the how of your goals.
They’ve gained a lot of popularity in recent years because, in the way they’re designed, they’re able to provide a sense of clarity and strategic direction.
In fact, it’s one of many reasons why businesses like Amazon, Netflix, and Deloitte use OKRs to achieve their goals.
Employee engagement surveys are a strategic technique that helps in measuring the motivation, commitment, and purpose of employees toward their job responsibilities and, thereby, towards the organization. The survey reveals important information regarding employee perceptions of the organization. Such insights help leaders and managers make a shift in the workplace to enhance the overall employee experience.
Carefully designed surveys can help organizations understand how their employees feel about work, leadership, any barriers to engagement and higher productivity, the causes of low employee morale, and much more. Responsiveness of the organization towards employee feedback can help drive major changes in the organization. It leads to lower absenteeism, higher retention, better customer centricity, customer acquisition, higher revenue generation, and a satisfied workforce
Not all performance management software is created the same. Our 2022 Performance Management Software Selection Guide highlights the critical features to consider when choosing a performance management system for your organization.
The practice of conducting employee reviews is not new to organizations, but the latest development encompasses 30-60 90-day reviews. It involves checking in on employees to understand their concerns and providing them with enough support to get accustomed to the organizational culture and values. Because of the recent shift to hybrid work models and rapidly changing business practices, it has become more important that organizations create a strategy to conduct frequent reviews.
Having a structured 30-60 90-day review process helps in checking in on employees at a fixed interval and giving them feedback on their performance. Let us discuss why it is important for organizations to have a review process in place.
The pandemic has brought about many changes, and as a result, many new priorities. Employee experience is one among them. Before we move into the solution, let’s look at the situation we are catering to today.
The biggest reasons why organizations struggle to close skill gaps come down to two crucial factors.
Firstly, leaders fail to understand areas of improvement for the employees.
Secondly, they lack the willingness to do so.
Should we be surprised that these problems exist at such high degrees? Some might say yes, considering the amount of learning and development solutions available to an average worker these days. Secondly, organizations fail to enable their employees to execute reskilling strategies.
In this study, our President and Co-Founder Srikant Chellappa, shares why recognizing the essential components of reskilling is important and why they must be integrated.
For almost a year now, a large percentage of us have been working remotely. Remote work has created ripple effects in the ways we collaborate, engage, and manage people in our organizations.
To understand how the remote shift has affected performance management, we asked 250+ Top HR Executives:
Okr’s have many benefits to traditional goal-setting, including:
As digitization of the workplace continues to evolve, so should the solutions that connect and enable our employees.
In recent years, companies have begun moving away from traditional performance management systems — with good reason.
Not only are traditional performance management processes like annual reviews time-intensive, they are also often inefficient.
Over 50% of the people with a team reported an increase in their own personal level of engagement since transitioning to working from home.
Given the changes that all organizations are experiencing globally, Engagedly believes that it is important to gain insight into what employees are going through.
We believe that gathering information helps us understand the effects of COVID-19 on the workforce and support them better. We aim to look at the current situation from the perspective of both individual contributors and team leaders
Engagedly aims to partner with organizations and provide solutions to help them better engage with their people while improving overall organizational performance.
Know more about the key findings of the survey by filling the form on your right.
