Media: White Paper

In today’s business world, employee productivity is of prime essence. Leaders throughout the world are worried about the impact of hybrid work on the performance and productivity of their workforce. So far, multiple research studies have indicated that a hybrid setup is as productive as a traditional one. But the catch is, not every organization is able to make the most of the hybrid work culture.

Even though some companies are able to achieve the same or even higher levels of productivity in a hybrid model, most businesses are still facing the grunt of inefficient systems, processes, and technologies.

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.

A multidimensional feedback system provides invaluable insights into employee performance, expectations, and growth potential, shaping the modern workplace. In today’s dynamic business landscape, traditional approaches to performance evaluation no longer suffice.
Discover how progressive management practices like 360 degree feedback revolutionize employee development, fostering a culture of growth and empowerment.

Employee engagement isn’t a fad; it’s the cornerstone of a thriving organization. Engaged employees are demonstrably more innovative, collaborative, and successful in achieving your company’s goals. But how do you measure engagement, and more importantly, how can you cultivate it?

This definitive guide equips you with everything you need to understand and leverage the power of employee engagement surveys.

As remote work becomes increasingly prevalent, selecting the right performance management software is essential for maintaining productivity and engagement. Investing in the right tool can transform your remote workforce, fostering better communication, accountability, and development.

The right software can streamline performance reviews and goal setting, ensuring that employees remain aligned with company objectives. Additionally, it can provide valuable insights into workforce trends, helping managers make data-driven decisions to support their teams effectively.

In the fast-paced landscape of modern workplaces, the effectiveness of employee onboarding and development strategies is more critical than ever. Within this context, the implementation of structured performance reviews at 30, 60, and 90-day intervals emerges as a pivotal mechanism for organizational success.

These reviews provide invaluable insights into employee progress, facilitating timely adjustments and fostering alignment with company objectives.

In today’s competitive environment, fostering a positive employee experience is critical for success. Leading HR research firm 3Sixty Insights recognized this need and discovered Engagedly, a comprehensive employee experience platform.

This guide delves into the real-world experiences of companies that implemented Engagedly. Through their stories, we’ll explore the key benefits they discovered, including streamlined processes, improved efficiency, and a more engaged workforce.

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:

• How did performance reviews change?
• What tools are you using to develop employees?
• What part of your process will continue in a post-COVID world?

Okr’s have many benefits to traditional goal-setting, including:

• Connecting your goals and talent strategy
• Creating more transparency in the organization
• Empowering employees
• Clarifying expectations
• Promoting feedback

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.

Performance management has been experiencing a seismic shift in thinking and effectiveness over the last several years. The millennial workforce now is a majority of the US workforce with almost 54% of the employee population, and that has driven a lot of change in workplace behaviors. Once a year rigid ratings-based performance appraisals are slowing fading away to continuous bite-sized approaches to performance. While the once-a-year approach is still used in the majority of organizations, it is not necessarily popular or effective with a large majority of employees feeling that they provide very little value.

According to a research study by Deloitte, over 70% of organizations are evaluating their performance management processes or have recently implemented new processes and tools. Several organizations are transitioning to a developmental and active engagement-driven approach to performance pioneered by platforms such as Engagedly.

Your employees can be your biggest champions. But only if they are engaged and believe in the organization.

Employee engagement can help organizations tremendously. An engaged workforce reduces attrition, improves performance, and can help an organization thrive through rain or shine.

How can you improve engagement in your organization? And what are the best practices for improved employee engagement?

95% of managers aren’t satisfied with their performance management practices?
Are you among them?

The unfortunate truth about performance management is that many of its practices are still stuck in the past. What worked in the 1950s does not work now.

But you might wonder, why should we make the shift to a more progressive form of performance management. It’s because as times change and the landscape of work changes, the methods we use to measure performance should change as well.

When it comes to engagement, there’s a lot of hubbub over the end results. What organizations should really focus on is the factors that drive engagement, that is, the process through which organizations can reap the long-term benefits of employee engagement.

Many different things can drive organizations and they can vary from organization to organization. But the one thing that does not change is the fact that all organizations need engagement.

Employee engagement is proven to not only improve an organization’s overall productivity but also decrease rates of absenteeism. Engaged employees show up to work like clockwork and work well when they show up. No wonder engagement has such an impact on an organization’s bottom line!