Recognize The Essential Components of Effective Reskilling

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.

Performance Management and Employee Development in the Covid Era

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?

How to Create a Sustainable OKR Approach

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

Right Performance Management Software for Remote Workplaces

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.

Employee Engagement and Productivity in Covid-19 Era

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.

Key Trends in Performance Management

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.

Improve Engagement At Your Organization With These Best Practices

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?

Rethinking Performance Management

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.

Drivers of Employee Engagement

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!