2022 Report - State of Hybrid Workplace Practices

2022 Report - State of Hybrid Workplace Practices

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.

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What’s Inside The Report

Employee needs are evolving

How Organizations need to keep up

What's Essential Today

Meet employees' needs for consistent business growth.

Progressive Management practices

to understand and meet your employees’ needs


Why This Research

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.


Research Background

Engagedly’s annual report on global workplace practices highlights the challenges of the changing global business environment and what organizations are doing to remain ahead and mitigate the risks.

The research provides pragmatic insights and practices that are used by global leaders to create a sustainable and productive workplace.


Participant Demographics


Our Key Findings

Hybrid Workplace Practices To Meet Employees’ Needs

Think Productivity! Think Recognition Managers who frequently recognize or praise their team members for doing good work see a boost in their team’s productivity.
Create Collaborative Goal Setting for Organizational Success Managers meeting employee needs tend to view employee goal setting as a collaborative process where managers and employees work together to define goals.
Make Employee Development an Ongoing Process Employees favor routine development

Planning. Setting up development plans annually (or as needed) with regular follow-up is a must for a productive workforce.

Engage Your Employees with Regular Performance Feedback Managers need to make performance feedback more holistic and center their conversations around performance, proficiency, and growth and development.
Coach Employees to Leverage Talent High rating managers are more likely to give coaching to all employees so that they could learn and develop new skills, as opposed to just those on management tracks or with performance issues.


strategies to Recruit and retain talent during the great resignation

How Does the Great Resignation Impact the Future of the Global Workplace?

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 and unpacks the following:

  • We take a look at the current situation of the global workplace
  • We discuss the different factors that are shaping the global business environment
  • We talk about the polarizing issues in the workplace that affect employees
  • Backed up with details and research, we deep-dive into the changing workplace models and take a futuristic look at the global workplace

This book sheds light on multiple factors that are reshaping businesses and discusses a futuristic view of the global workplace.

Simply fill out the form to get a copy delivered straight to your inbox.


strategies to Recruit and retain talent during the great resignation

How to Recruit and Retain Top Employees to Combat the Great Resignation

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.

Here’s a look at what’s inside:

  • We talk about the major impediments to hiring and retaining talent in the current business scenario
  • We unpack some distinguished strategies to hire the best talent in a tight labor market
  • Using an empirical approach, we discuss strategies to retain top talent
  • We take a research-backed look at every strategy to help organizations overcome their talent challenges

This book was created for HR leaders looking for practical strategies to deal with the challenges of hiring and retaining talent during the great resignation era.

Simply fill out the form to get a copy delivered straight to your inbox.


strategies to Recruit and retain talent during the great resignation

Why Your Hybrid Workforce Needs Progressive Performance Management Software

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.

Here’s a look at what’s inside:

  • We unpack some of the common performance management challenges businesses face
  • We unpack why traditional performance management doesn’t support hybrid teams
  • We unpack how technology can aid hybrid teams
  • We also include a nifty checklist to tell whether your team is ready for performance management software
  • We’ve even included a list of questions to help decide if your business is ready for progressive performance management software.

This book was created for teams looking to streamline and enhance performance management systems in the era of hybrid work.

Simply fill out the form to get a copy delivered straight to your inbox.


strategies to Recruit and retain talent during the great resignation

Your Comprehensive Guide To 360 Degree Feedback In The Modern Workplace [Template Included]

Key Takeaways
From The Guide

  • Learn about the role and importance of 360 degree feedback
  • Understand 360 degree feedback psychology in business
  • Understand the impact of 360 degree feedback on organization
  • Learn how to unleash the hidden potential and talent of your employees
  • Benefits of 360 degree feedback to employees and employers
  • Learn about the different characteristics of a 360 degree feedback system
  • How to get started with the 360 degree performance management feedback system
  • Learn how to implement a 360 degree feedback system in your organization
  • Know the 360 degree feedback best practice guidelines
  • Get access to 360 degree feedback questions sample
  • Understand how 360 degree feedback software can help
  • Engagedly 360 degree leadership assessment and consulting
  • Get access to a free 360 degree feedback template

More About This Guide

360-degree feedback, also known as multi-rater feedback, is the process of gathering, analyzing, and reporting feedback about an employee (ratee) from multiple stakeholders, both within and outside the organization, that is directly linked to the employee being rated.

The confidential and anonymous feedback is collected from multiple raters like managers, team members, supervisors, subordinates, clients, vendors, consultants, contractors, and even self-evaluation done by the ratee. It is important to note that all the raters involved in the feedback should have a working relationship with the employee, otherwise the process will lose its essence.

A 360 degree feedback is a structured approach that encompasses the feedback of different people that have worked together with the ratee. It is recommended to have at least 8 to 12 raters in the process to get the best output. The confidentiality and anonymity of the process help raters provide genuine and open feedback about the ratee.

Additionally, the output of 360 degree feedback is not to point out the weak areas of an employee but to empower them with a development plan targeting both their core competencies and weaknesses.

Benefits Of 360 Degree Feedback

To Employees

The impact of 360 degree feedback can be felt in different realms of the organization. Especially for employees, it is a powerful tool that can help them become self aware and more invested in their personal and professional growth.

  • Unleash Hidden Strengths And Potential
  • Overcoming Weaknesses
  • Unbiased And Balanced Feedback
  • Skill Development
  • Empowering Employees

To Employers

Employers can realize the following range of benefits by incorporating 360 degree feedback in their HR toolkit.

  • Creating A Positive Employer Brand Image
  • Increased Transparency In The Organization
  • Improve Work Relationships

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.


OKR guide

The Ultimate Guide to Setting (and Sticking to) Business OKRs for Greater Organizational Alignment

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 achieving those goals.

This is where the success of OKRs lie.

They help you to move beyond “what” the goal is, but rather 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.

So we decided to write an in-depth guide to help you navigate the world of OKRs holistically.

More About This Guide

In it we cover:

* What objectives and key results actually are (and aren’t)
* Understand the purpose of setting OKRs
* We take a look at the key business benefits of OKRs
* We dissect step-by-step how to get started with OKRs
* OKR Best Practices
* OKR examples
* We also include OKR templates that are great for goal setting, tracking, and scoring

This piece was written for every business looking to take a more holistic and streamlined approach to setting (and achieving) those BIG goals.

If you’re ready to get started fill in the form to get your copy now.


employee engagement guide

The Ultimate Guide To Employee Engagement Survey And Templates

Key Takeaways
From The Employee Engagement Guide

  • Learn about the technicalities of employee engagement surveys
  • Understand the purpose of conducting employee engagement surveys in organizations
  • Learn about the benefits of employee engagement surveys to both employees and employers
  • Learn the process of creating employee engagement surveys
  • Understand employee engagement surveys best practices
  • Actions to take with employee engagement survey results
  • Know the questions to ask in employee engagement surveys
  • Get access to E10: Engagedly Employee Engagement Survey Template

More About Employee Engagement Guide

Employee engagement surveys are a strategic technique that helps in measuring the motivation, commitment, and purpose of employees towards their job responsibilities and, thereby, towards the organization. The survey reveals important information regarding employee perceptions towards 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

Importance Of Employee Engagement Survey

It has been found in multiple studies that employees that actively respond to employee engagement surveys are enthusiastic about their jobs and want to share the feedback for the betterment of the organization. On the contrary, employees that do not respond to surveys are not engaged in their jobs.

An employee engagement survey serves multiple purposes for the organization in the following ways:

  • Drives behavioral changes in employees
  • A medium for employees to share their views
  • Predictor of employee behavior

Benefits Of Employee Engagement Survey

Employee engagement is critical to the success of an organization. By undertaking various engagement initiatives, organizations can improve their overall performance and create a dynamic workforce. Much research has shown that engagement is an indicator of progress, and companies with higher engagement indices do well, even in unprecedented situations.

  • Preventing revenue loss and catastrophic mistakes
  • Employee mental health and overall wellbeing
  • Connecting engagement initiatives to key business results

employee engagement guide

The Ultimate Guide To 30 60 90 Day Performance Review

Key Takeaways
From The Guide

  • Learn what 30 60 90 day reviews are
  • Learn the importance of conducting 30 60 90 day new employee review
  • Understand the benefits of 30 60 90 day reviews to employees and employers
  • Learn to create 30 60 and 90 day review plan for new hires
  • Process of conducting a 30 day review, 60 day review, and 90 day review
  • Measure the impact of a performance reviews
  • Questions to ask in a 30 60 90 day review
  • Get access to the 30 60 90 day employee performance review template

More About This Guide

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.

Importance of 30 60 90 Day 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.

  • Opportunity to Identify Gaps in the Onboarding Process
  • A Benchmark for Measuring Employee Performance
  • Building a Foundation for Employer-Employee Relationships

Benefits of 30 60 90 Day Reviews

By prudently implementing a 30-60-90 day review plan, organizations can transform their employees into a dynamic and self-driven workforce.
The benefits of conducting reviews extend to all the stakeholders involved in the organization.

  • Boosts Employee Morale and Motivation
  • Reducing Employee Turnover
  • Metrics for Performance Measurement

Anatomy of a decision

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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:

  • Inefficiencies in evaluating employee performance
  • Related difficulties in setting compensation plans and bonus incentives
  • Impediments to positive employee engagement
  • Hurdles to supporting a positive employee experience

In this report, 3Sixty Insights delves into three companies that each decided to implement a specialist performance management solution, how each made the choice, and the benefits they expect to realize—and, sometimes, already have.


HR News: Recognize The Essential Components of Effective Reskilling

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The biggest reasons why organizations struggle to close skill gaps come down to two crucial factors.

  • Firstly, leaders fail to understand areas of improvement of 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.

Originally published on: IPMA HR


Performance Management and Employee Development in the Covid Era

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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?

In this study, we’ll share the results of our most recent survey centred around performance management and people development processes in the COVID era.


How to Create a Sustainable OKR Approach

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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

Ready to align your talent and business goals? Dive into this guide and walk through the steps to build a Sustainable OKR approach in your organization.


Right Performance Management Software for Remote Workplaces

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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.

In this paper, we dive into the performance management processes and tools companies should adapt to align their teams and success in the ever-changing work environment.


How to Understand and Meet the Needs of Remote Workers

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Do you want to master the art of managing your remote workforce during these times of uncertainty?

Here’s Engagedly’s guide to help you through!


Employee Engagement and Productivity in Covid-19 Era

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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 the 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.

Claim your free whitepaper and start working towards improving employee engagement and productivity in the era of COVID-19!


Drivers of Employee Engagement

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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 it also decreases 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!

In this e-book, find out what drives engagement, how organizations can drive engagement and how they can harness its power to their advantage!


eBook- Rethinking Performance Management

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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 1950’s 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.

With this ebook you will learn:

  • What ails the performance management practices of today
  • The difference between traditional and progressive performance management
  • And how to choose the right performance review software for you!

Improve Engagement At Your Organization With These Best Practices

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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 your organization? And what are the best practices for improved employee engagement?

Here’s a glimpse at some of the practices that can help:

  • Frequent feedback
  • Goals aligned with organizational values
  • Increased communication between employees and managers

Key Trends in Performance Management

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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.

Here are some of the trends in performance management that have seen success and adoption among progressive organizations.