Media: White Paper

Embark on a journey of HR transformation with Engagedly’s AI-powered talent management platform. In a rapidly evolving landscape, organizations need innovative solutions to excel. Engagedly is your strategic partner in this transformation, providing cutting-edge tools that support your journey toward HR excellence. Explore how our suite of modules empowers you to streamline processes, engage employees, and align your workforce with strategic objectives.

We created a comprehensive guide to demystify the world of HR technologies. This document offers practical insights and actionable strategies to secure executive buy-in for investing in cutting-edge HR solutions. 

Find clear pathways to align technology with human resources, enhance workforce productivity, and navigate the challenges of the digital age. Explore thoughtful analyses and expert recommendations tailored to empower your organization.

A comprehensive checklist enabling HR professionals to secure executive buy-in for seamless technology integration. Dive into strategic alignment, ROI analysis, data security, change management, and continuous improvement.

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 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

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