__Today we're excited to announce a complete reinvention of our PeopleGoal product architecture to meet growing HR demand for agility, flexibility and customization.__

PeopleGoal is an end-to-end global HR solution that helps growing businesses to engage and develop their people. Our version 2.0 platform is the first HR app store of its kind and offers a suite of 30+ best-in-class apps within five key HR themes: onboarding, engagement, performance management, culture and HRIS. 

## A flexible solution for agile HR

The antithesis of a ‘one-size-fits-all’ solution, PeopleGoal now offers complete customization so that HR teams can either modify or build tailor-made apps to better support their people and improve the employee experience. Key benefits include full visibility of team dynamics and real relationships, as well as the ability to build custom surveys in a matter of minutes.

Commenting on the launch, [PeopleGoal Founder & CEO, Nikolaos Lygkonis](https://www.linkedin.com/in/nikolaos-lygkonis-b38a1516), said:

> The reinvention of our platform has been two years in the making and we’re extremely proud of the result. We have a top quality product that is unrivalled in the SME space and we’re excited to take it to market at a time when the need for HR agility and customization is at an all-time high.

![peoplegoal dashboard](//images.ctfassets.net/6g4s9n00xmsl/2r3yr6VLuM79MpkSqf7dSB/939db2cbcf6cd833345052afd4404219/peoplegoal_dashboard.png)

## No code configuration

With no code configuration, PeopleGoal empowers HR leaders to do things when and how they want, supported by apps built on best practice templates. 

[James Strickland, Founder and CTO at PeopleGoal](https://www.linkedin.com/in/james-strickland-17992584), commented:

> We believe the customer knows best so we wanted to build a game-changing, customer-led product that would enable HR teams to do things their way. PeopleGoal requires no code configuration yet it unlocks all the opportunities that come with a highly agile and completely customisable solution. Our version 2.0 customers are already reporting significant time and cost savings and that’s great validation for the product we’ve created.

![peoplegoal workspaces](//images.ctfassets.net/6g4s9n00xmsl/017e1hNsORGAns0tOxqmuQ/11e2b53a8b94be4e3a028678d60740b8/peoplegoal_workspaces.png)

## HR, your way

Echoing this point, Nora Thomas, HR Manager at Palo Alto Veterans Institute for Research - one of the first customers to start using PeopleGoal 2.0, said:

> The new system has been built in direct response to customer feedback and that makes for a very relevant and nimble HR solution. The great thing about PeopleGoal is that it works for everyone - from the CEO right down to entry level positions, and can be customized to fit any organizational structure, which offers a great employee experience. 

Thomas continued:

> I’ve also been really impressed by the system’s ability to seamlessly link performance reviews with compensation. This is something I’d wanted to have the ability to do from the outset and PeopleGoal’s workflow engine not only enables me to achieve this, it also lets me configure it exactly as I want.

![peoplegoal apps](//images.ctfassets.net/6g4s9n00xmsl/7f0e5uPqcNBmyG1Az8Uh9e/09a54aa05a44750e298efe2feef9d3cc/peoplegoal_apps.png)

## Powerful integration

PeopleGoal’s new app engine also offers seamless integration with a number of leading global SaaS companies, including: BambooHR; Workday; ADP Workforce Now, UltiPro; Slack; Microsoft Azure; Microsoft Teams; and Jira. 

Our PeopleGoal v2.0 platform is already receiving strong industry acclaim having just been shortlisted for Best Business Application, Best Business Software Provider, and Best Software-as-a-Service Provider at the [2020 Computing Technology Product Awards](https://event.computing.co.uk/technologyproductawards/en/page/2020-finalists).

![peoplegoal teams](//images.ctfassets.net/6g4s9n00xmsl/6rLRsamMB83mJga7qOy1VH/402fed2662a04c87900f2f720c76e2d3/peoplegoal_teams.png)

---
Book your demo [here](https://www.peoplegoal.com/book-a-demo) to get a first look at the brand new PeopleGoal platform.


Custom HR processes built in minutes with no code configuration and with a first ‘build-as-you-go’ HR app store for SMEs.

PeopleGoal 2.0 is Live 🎉

PeopleGoal v2

*‘Change is inevitable. Growth is optional’*. But in today’s workforce, [employee growth](https://www.peoplegoal.com/blog/development-plans) is no longer an optional benefit. According to personneltoday.com, today’s work force [values development over and above salary](https://www.personneltoday.com/hr/employees-rate-learning-and-development-over-salary/#:~:text=Workers%20place%20more%20value%20on,and%20challenging%20themselves%20at%20work). 

In an increasingly competitive labour market, employers need to listen to this call for __learning and development__ if they hope to retain their best employees.
Development puts employees on a new path. Rather than working for a pay cheque, they seek to push themselves and upskill.

HR has a key role to play in __encouraging employee growth__. They can help employees take the next steps towards their goals, by providing structure and support. For example, [personal development plans](https://www.peoplegoal.com/blog/effective-employee-development-plans) help employees see what actions are required to realize their goals. Training staff to use [SMART goals](https://www.peoplegoal.com/blog/smart-goals-in-nursing-examples) also enables them to make progress.

[Employee development](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) is fast becoming a crucial job function for HR professionals. HR professionals may even kickstart a learning and development program, so that they can fire on all cylinders on employee growth. 

![The Value of Employee Growth](//images.ctfassets.net/6g4s9n00xmsl/4zbC39nAwnwUwKkSlQHH7I/b3613f62054aa5fa8a7ca7d879087064/The_Value_of_Employee_Growth.png)
Unfortunately, not all [development programs](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) were created equal. As employee growth costs __time and money__, it’s vital to ensure initiatives are __relevant__ to your company’s needs and objectives.

Make use of employee surveys and research groups to find out what inspires and [motivates your staff](https://www.peoplegoal.com/blog/how-to-motivate-employees). Be prepared to create a holistic strategy for growth – that takes account of multiple learning styles and skill sets. Take note of any [skill gaps](https://www.peoplegoal.com/glossary/skills-gap) or barriers to growth that your plan could address.

While development does not always seem like a priority, there is every reason to start putting employee growth first. For employees, opportunities to grow their skills makes work an exciting place to be. For companies, improved skillsets means better customer service, teamwork, business outcomes, and much more. 

Below are __10 ideas that inspire employee growth__.

![Benefits of Employee Development](//images.ctfassets.net/6g4s9n00xmsl/1IYhhDZhuSgGEsXAE32Yr6/acba9744c040f3565c76980892c63397/Benefits_of_Employee_Development.png)

---

## 1.	Make feedback ongoing

Many companies are approaching feedback the wrong way. [According to Gallup](https://www.gallup.com/workplace/257582/feedback-not-enough.aspx), only 26% of employees say feedback improved their work.

Why is [feedback](https://www.peoplegoal.com/faqs/how-do-i-give-employee-feedback) so important to development? Each of us has  a limited view of our own skills and performance. When we ask others for feedback, they can give us another perspective on how we could improve. 

Often, however, feedback __blindsides__ us. When we receive unsolicited feedback, we are often less open to critique. Chris Musser argues that the best kind of feedback is the [kind ‘you ask for’](https://www.gallup.com/workplace/271184/effective-feedback-kind-ask.aspx#:~:text=The%20Most%20Effective%20Feedback%20Is%20the%20Kind%20You%20Ask%20for&text=Culture%20Transformation%20Understand%20the%20culture,organizational%20identity%20a%20competitive%20advantage.)- which you actively seek out for some tips on a project. 

Too many of us will  *not* seek out criticism – we’d rather hide from it then develop our skills! Creating a culture of __ongoing feedback__ makes feedback less scary. In such cultures, managers and team members give out feedback, positive and [constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), openly. Criticisms are depersonalized, as any pointers are linked to getting the task done, not to someone’s intelligence or personality. 

This is the environment that teams should be striving for if they want to create employee growth.

![Ongoing Employee Feedback for development](//images.ctfassets.net/6g4s9n00xmsl/1p9aSx6UDHGTKuDJkxnNNK/be75d7c92eb232233b94dfedcfcf025d/Ongoing_Employee_Feedback_for_development.png)

---

## 2.	Use coaching and mentoring

Supporting every [employee’s development needs](https://www.peoplegoal.com/blog/employee-development) can be a challenge. But managers who don’t schedule time to discuss development with their teams will find it hard to retain staff. 

An external mentoring program can be a great way to ensure that all employees receive support on their professional development. Mentors help people set achievable goals and stick to them. They are role models – creating aspirational team members who will challenge themselves at work. 

As always, a formal program is not essential. Managers can be coaches everyday. Find out more about a coaching [management style](https://www.peoplegoal.com/blog/how-to-adapt-your-management-style-for-motivated-remote-teams). Know the goals of every team member, and help them create a strategy to reach them.

---

## 3.	Assign stretch roles and tasks

Sometimes we have to be thrown in at the deep end to move towards our goals! Assign __stretch assignments__ which go beyond an employee’s daily tasks or normal job functions. 

For example, ask them to act as a project manager. Employees find challenges like this rewarding. It’s also useful for succession planning to help staff develop those all-important [leadership skills](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style). 

![Benefits of Mentoring for Employee Growth](//images.ctfassets.net/6g4s9n00xmsl/44zs3FAxRmrU0BtSCRASSQ/74a28b86dd7c21262849b79ff5b6595e/Benefits_of_Mentoring_for_Employee_Growth.png)

---

## 4.	Don’t forget about soft skills

[Soft skills](https://www.peoplegoal.com/blog/employee-feedback) are often forgotten about in  an L&D program. This is a major oversight. According to SHRM, [89% of new hires](https://www.shrm.org/ResourcesAndTools/hr-topics/organizational-and-employee-development/Pages/The-Hard-Truth-About-Soft-Skills.aspx) who fail within 18 months did so because of a lack of __soft skills__. 

This is an area that needs some major upskilling. Conduct a survey to find out what areas managers and employees think needs improving. __Poor communication__ can really hold a team back – so consider [team building](https://www.peoplegoal.com/blog/the-difference-between-teamwork-and-team-building) exercises that address this in a fun, interactive way.

---

## 5.	Create professional development plans with staff

Never underestimate the value of a [one-on-one](https://www.peoplegoal.com/blog/one-on-one-meeting-questions). Yes, they take up a lot of time in the schedule, but they can be the most effective way to show employees and managers that they are __actively involved__ in their development.

![One on One meetings for Employee Growth](//images.ctfassets.net/6g4s9n00xmsl/2WBAVCY24rhhY3omLB1bJz/3025a7c41cb263cfe596465feefff1ce/One_on_One_meetings_for_Employee_Growth.png)

---

## 6.	Use cross-training to upskill employees

Sometimes employees find themselves in a rut – they work in their department every day, complete their tasks on time, but they feel like they work in a bubble. They aren’t fully aware of how the company operates. 

__Cross-departmental training__ is an excellent way to improve their awareness of what happens in the company more widely. It gives the employee an opportunity to see what working in another department is like – which can support their [career development planning](https://www.peoplegoal.com/blog/6-ways-career-coaches-can-ensure-better-career-experiences).

This can also be beneficial for the company as a whole. Employees from say, the marketing department will offer a different perspective for the customer services team. 

---

## 7.	Consider succession planning

Human resources play a central role in succession planning. Succession planning is the process of identifying future leaders in an organization.

Think about [succession planning](https://www.peoplegoal.com/blog/succession-planning-template) in relation to an employee growth program. Do your employees have the skills they need to advance in their careers? Is there a need for leadership training to prep employees for future roles?

Stretch roles, mentoring and leadership training all help to upskill staff – so that they can become the leaders your company needs!

---

## 8.	Create a company university 

Apple University. Hamburger University. Disney University. These are all examples of __corporate universities__. If you are looking to overhaul your learning and development strategy, starting a ‘university’ might not be as crazy as it sounds.

Be warned – a company university takes plenty of work. You’ll have to create a syllabus and learning program (together with logistical difficulties if you’re providing learning on site!).

However, the benefits are manifold. You can create __job specific__ courses which motivate employees to build their skills in a structured way. Courses are usually aligned with [business objectives](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management) – a great way to drive development towards company targets. 

![Corporate Universities for Learning and Development Program](//images.ctfassets.net/6g4s9n00xmsl/XxwjNKWBLWegrDuyi8ePx/a0bd69d8b984226b08b4ef7edc3fcd41/Corporate_Universities_for_Learning_and_Development_Program.png)

---

## 9.	Use online micro-courses

The move to [remote work](https://www.peoplegoal.com/blog/remote-workers-support) has shown that learning can happen online in an engaging, interactive way. 

There are free, ready-made micro-courses on a multitude of soft and technical skills.  If you want to motivate employees to complete courses, you could create a [recognition program](https://www.peoplegoal.com/blog/employee-recognition) where employees are rewarded with a voucher for successful completion!

---

## 10.	 Include fun and sociable learning activities 

Classrooms and textbooks aren’t for everyone. Making learning part of your culture. You could start a book club on an industry topic. Not only does this make research fun, you’re also helping employees to connect and __socialize__.

‘Lunch and learns’ offer bitesize learning in an informal setting. You could invite external speakers for a Q&A. Or, invite an employee to give a short presentation about something they're passionate about in your field. 

__All types of learning__ are potentially valuable. Starting a crafting session for team members might not seem relevant to employee growth. But events like this __build community__ and encourage employees to support each other. According to Gallup, having a __best friend at work__ can [greatly improve engagement](https://www.gallup.com/workplace/236213/why-need-best-friends-work.aspx)- so why not make time for fun at work.

![Employee Growth and Business Outcomes](//images.ctfassets.net/6g4s9n00xmsl/3USDrFqNSQolParGWZmH2F/7a0c233a857fdbdd9ab02128ccde7795/Employee_Growth_and_Business_Outcomes.png)

---

## Making employee growth a priority

In the most motivating and engaging companies, employee growth is tangible - you can see staff challenging themselves on a daily basis, creating better outcomes for themselves and the company. 

Employee growth requires truly understanding the needs of your company and its people. Use a variety of the techniques above and find out what works best for your organization.

To learn more about employee growth, why not read our blog post on the value of [360 Reviews for employee growth](https://www.peoplegoal.com/blog/360-feedback). Or to find out how PeopleGoal can help you with development, [book a demo](https://www.peoplegoal.com/book-a-demo) today. 


Employee growth is increasingly a priority for HR. Use these simple tips for your development strategy, to help staff shine and upskill.

10 Employee Growth Hacks to Support your Team

10 Employee Growth Hacks for Your Company

With these simple tips, you can help staff upskill and create the conditions for employee growth

Employee engagement survey questions help you to gauge how employees really feel about working for your organization. Below, we provide 30 questions that will get to the heart of what motivates and energizes your employees.

So, what is [employee engagement](https://www.peoplegoal.com/guides/employee-engagement)? It can be difficult to pinpoint an exact definition  - different people feel engaged in different ways. Broadly speaking, [employee engagement](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) is a __psychological state__ which aids positive mindsets and behaviors among staff.

According to occupational psychologists at the University of Utrecht, [three key areas define employee engagement](https://www.cipd.co.uk/knowledge/fundamentals/relations/engagement/factsheet#gref). These are :

__1.	Vigour__ (how energized we feel and the effort we put in)

__2.	Dedication__ (how enthusiastic or inspired we feel, our pride in our work)

__3.	Absorption__ (how absorbed we are in our work, how focused)

![Employee Engagement Surveys ](//images.ctfassets.net/6g4s9n00xmsl/67AzrHzjaC07Cw6eP2yENa/7fce9fb673a70337e8165de9851567d9/Employee_Engagement_Definition_for_employee_engagement_surveys.png)

Engagement is enthusiasm about work. It’s that feeling we get when we look forward to going into work and sharing our ideas. Of course, this can greatly improve our performance. 

In customer service, we sometimes call this __‘going the extra mile’__ – the actions of engaged employees surpass the transactional – as they feel intrinsically motivated to go that little bit further. 

All aspects of a company influence engagement – from how we give [feedback](https://www.peoplegoal.com/blog/employee-feedback) to how effectively our teams work together. It is HR’s responsibility to track changes in employee engagement. The best way to do this is through an [employee engagement survey](https://www.peoplegoal.com/blog/engagement-surveys-done-right). We’ll provide __4 quick tips__ – and then give you __30 examples__ to use straight out of the box. 

![Employee Engagement Survey Questions tips](//images.ctfassets.net/6g4s9n00xmsl/5jssWrB9YJ9ujybdfiKqmg/f54f4b88341da580387ba5147d7de084/Employee_Engagement_Survey_Questions_tips.png)

---

## 4 Quick Tips for Employee Engagement Survey Questions  

### 1.	Think about timing

Employee engagement surveys tend to be longer than the average [pulse surveys](https://www.peoplegoal.com/glossary/employee-pulse-survey). Many companies only conduct employee engagement surveys __once or twice a year__.

You don’t want to give employees __survey fatigue__ – so schedule them strategically. 

Would it be useful to have feedback on employee engagement before you roll out [performance reviews](https://www.peoplegoal.com/guides/performance-reviews)? Is there an especially busy time of the year where an EE survey might be the last straw for stressed staff? Time appropriately!

### 2.	Take a holistic view

So many areas influence engagement. Ask employees what they think about working with their teams, about working relationships and their views on [learning and development](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) in the company. 

If you’re worried the survey might run too long if you try to cover everything, don’t worry. Supplement your findings in later surveys. [Employee wellbeing surveys](https://www.peoplegoal.com/blog/employee-wellbeing-surveys) and diversity and inclusion surveys can tell you plenty about what might be going wrong with your engagement strategy. 

### 3.	Use a range of question types
Cast the net wide when it comes to question types. Include open-ended questions that give a space for the employee’s voice. Use Likert scales for speedier answers – these help HR benchmark broader organizational trends.

### 4.	Don’t take results at face value

Some organizations make the mistake of creating an average ‘employee engagement score’ – and modelling their strategy around this figure. 

In fact, employee engagement surveys lump together various aspects of your organization. It’s important to evaluate how __different areas__ – from communication to inclusion – are impacting on engagement. 

![Employee engagement survey questions timing](//images.ctfassets.net/6g4s9n00xmsl/4qSJrpHqY06QoHtcoArwHF/4a077f094a2435d39f45730faa279bb5/Employee_engagement_survey_questions_timing.png)

---

## Top 30 Employee Engagement Survey Questions

## Organizational commitment questions

### 1.	‘What three words would you use to describe working at our company?’

This is an opportunity for employees to respond personally. What does working at the company feel like to them?

If you get a lot of contrasting responses, this is a sign of an inconsistent [organizational culture](https://www.peoplegoal.com/blog/company-culture-survey). 

### 2.	‘I would recommend this company as a great place to work’ (Strongly Agree/Strongly Disagree)

Engaged employees love chatting about their work! It’s not just the field or industry that fascinates them- they speak positively about the organization and its values.

### 3.	How invested are you in the future of this company?

This is not only about career progression, but also about how invested an employee is in the [company’s objectives](https://www.peoplegoal.com/guides/okrs). 

![Measuring Organizational Commitment](//images.ctfassets.net/6g4s9n00xmsl/2L6ARXtRtBEMOyD5Hvaj8W/3b167b23faaf6fb3106737bb4df6599b/Measuring_Organizational_Commitment_for_Employee_engagement_Surveys.png)

### 4.	To what degree do you look forward to coming into work in the morning?

Remember that employee engagement is a feeling, and an attitude to work. There is nothing like getting ready for work in the morning with a feeling of purpose – and that each day is an exciting challenge. 

### 5.	Do you find time goes by fast or slow when working for us?

For __disengaged employees__, the hours tick by slowly. This is an indicator that employees can judge fairly objectively, giving HR a sense of motivation levels among their teams.

### 6.	To what extent do you feel energised by the work you are set to complete?

Motivation ebbs and flows, but for some employees, work is rarely energizing. Supplement this with questions about [recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) – staff may lack motivation because their efforts aren’t being valued. 

---

## Questions on leadership

### 7.	‘My manager is actively involved in my development and goal setting’

When we have opportunities to grow our skills, we are better engaged at work. The best managers know their employees’ goals inside out. 

If there is a low benchmark for this question, HR can create a strategy to address this. For example, [use software](https://www.peoplegoal.com/blog/employee-engagement-software) which makes it easier for managers to meet one on one with employees and discuss their goals. 

### 8.	Would you choose to continue working with your manager and why?

Some managers create tricky environments for their employees. It’s important to check in and see if managers are creating the conditions for engagement.

### 9.	‘My manager assigns a realistic workload’

Since the move to remote work, employees have reported feeling overwhelmed by their workloads. If some teams are more overworked than others, you might consider taking on some new hires. 

![Managers and Employee engagement survey question example](//images.ctfassets.net/6g4s9n00xmsl/4Lji4UNi3nB9AQDr657Kz0/0c9225c12e8366ae07c6ea6dd41075e9/Managers_and_Employee_engagement_survey_question_example.png)

### 10.	To what extent does your manager assign you stretch opportunities to help you develop your career?

Stretch goals can be a recipe for disaster – Elon Musk is famed for [setting and missing them](https://hbr.org/2017/01/the-stretch-goal-paradox#:~:text=And%20many%20executives%20set%20far,to%20the%20Wall%20Street%20Journal.). 

However, creating opportunities to __challenge employees__ shows trust – and gives them the chance to shine at something new.

### 11.	To what extent does your manager show that they value your opinions, even if they are different to their own?

---

## Self efficacy questions

Albert Bandura wrote about [self efficacy at work](https://www.simplypsychology.org/self-efficacy.html#:~:text=Self%2DEfficacy%20is%20a%20person's,succeed%20in%20a%20particular%20situation.). Self efficacy is a bit like self esteem, however it relates to how we feel about our ability to complete specific tasks.

Engaged employees will likely have a healthy sense of self-efficacy. They __motivate themselves__ with a positive view of their capabilities, but also know when to ask for help.

### 12.	‘I am proud of the work I do’

Feeling good about our work drives up our [engagement](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement). Pride in our achievements improves our confidence and self-efficacy.

### 13.	Do you feel that you are challenged at work?

### 14.	To what extent do you have the necessary tools to complete your work?

HR leaders and managers can create the work environment for self-efficacy. During [remote work](https://www.peoplegoal.com/blog/remote-work-best-practices), this might involve ensuring that employees have all the needed hardware and software to work from home. 

![Self Efficacy example engagement survey](//images.ctfassets.net/6g4s9n00xmsl/MzE2C9g90bhk0I1DNkRdG/83e0fc968ef606a781977cf434658d04/Self_Efficacy_example_employee_engagement.png)

### 15.	‘The company provides opportunities for learning and development’

A great learning and development program aids self-efficacy, by helping us recognize and expand our skillset. 

### 16.	How comfortable do you feel taking informed risks?

Employees who are confident in their abilities are more likely to take risks. While this isn’t always a good thing – __informed risk-taking__ shows an employee is engaged enough to think outside the box for big returns.

---

## Teamwork and community questions

Employee engagement is closely tied to our relationships with co-workers. According to Gallup, women who had a [best friend at work](https://www.gallup.com/workplace/236213/why-need-best-friends-work.aspx) were more than twice as likely to be engaged (63%). A friendly, supportive working community makes work less stressful – and makes going to work more fun! 

### 17.	‘There is a supportive community at the office’

### 18.	Do you have a best friend at work?
### 19.	To what extent do you feel comfortable asking others in your team for help?

The most engaged employees are usually not lone wolves- they learn from their peers and find satisfaction from [collaboration](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely). 

![Company culture for Employee Engagement Survey Questions](//images.ctfassets.net/6g4s9n00xmsl/7uQfKvn4YaEPkdYFsAQkEd/0fd2c0cbc542383eb78a961824044761/Company_culture_for_Employee_Engagement_Survey_Questions.png)

### 20.	How often does your team find information that leads to important changes?

When a team has its moment to shine, every team member experiences a win. Gauging team effectiveness  is a great way to evaluate what might be driving lower engagement. 

---

## Feedback questions

[Employee feedback](https://www.peoplegoal.com/blog/5-examples-of-employee-evaluation-forms-for-remote-work) is all important. We won’t feel engaged for long if we never know how to improve.

Gather information on your feedback or reviews processes to see how they impact employee engagement. 

### 21.	‘My manager provides me with informal feedback on a weekly basis’

Employee engagement relies on feedback from managers. According to Gallup, employees who receive [daily feedback from managers](https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx) are __three times__ more likely to be engaged than those who receive feedback annually. 

Even informal pointers can make employees feel supported. 

### 22.	Who has spoken to you about your progress in the last 6 months?
### 23.	Does your team provide constructive feedback effectively?
### 24.	‘There are opportunities for career progression at work that motivate me’

---

## Wellbeing and Support questions

Check in on [employee wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) in your survey. Are employee experiencing burnout? Your employees can’t pour from an empty cup – and engaged employees work need __support__ to work at their best. 

### 25.	To what extent has senior leadership showed genuine concern for their employees during this health crisis?

### 26.	Has your manager checked in on your wellbeing in the last 7 days?
### 27.	Does your manager enable you to create a healthy work-life balance?

![Employee wellbeing for EE survey](//images.ctfassets.net/6g4s9n00xmsl/5Rp77oe4BEWNoE2mf3laHb/0ab37cceb3026f3b7bbe887a4e2fec61/Employee_wellbeing_for_EE_survey.png)

---

## Open ended questions

Include some questions that let employees paint a picture of life at your company. You’ll find that some employees give useful suggestions that can inform a strategy – and open ended questions provide a space for more personal responses.

### 28.	What are we doing well at the moment?
### 29.	What could we do better to support you?
### 30.	What's something that we can do to make this company a more diverse and inclusive place?

![Open ended questions for employee survey](//images.ctfassets.net/6g4s9n00xmsl/7qqSTGquBcKHexqEGJUl3t/3885fbdffd15306913312f6acfa84430/Open_ended_questions_for_employee_survey.png)

---

## Asking the employee engagement survey questions that count

These employee engagement survey questions give you insights into the whole cross-section of employee engagement. For something as subjective as engagement, a survey provides super useful __tangible insights__. 

If you’d like to learn about what to do with your survey results, why not read our blog post [After the Employee Engagement Survey: 5 Steps to Create Real Change](https://www.peoplegoal.com/blog/after-employee-engagement-surveys-5-steps-to-create-real-change)? 

---

To find out about how PeopleGoal can transform your engagement strategy through fully-customizable surveys and much more, [book a demo](https://www.peoplegoal.com/book-a-demo) today.


We have found the 30 best employee engagement survey questions  to give you the lowdown on how engaged and motivated  employees really are.

These employee engagement survey questions reveal a truer picture of engagement

## What is Onboarding?

As any new hire embarks on the process of joining a company they will want to learn about the company culture, their colleagues and their own role in the organization. Onboarding provides the tools to cover all of these queries. __The employee onboarding process facilitates new hires in becoming emotionally, physically and professionally integrated into the established culture__ and operations of their new employer. 

Onboarding new employees needn't be a hassle. When done properly, __the employee onboarding process has significant benefits for employee engagement and performance__. An [employee's experience](https://www.peoplegoal.com/blog/employee-experience-journey-mapping) of work hinges on the proficiency of their onboarding process. Ensuring that an employee feels welcomed as a member of the team will significantly improve [retention rates](https://www.peoplegoal.com/blog/employee-retention). The importance of this is staunchly echoed by Harvard Business Review, which reports that [20% of staff turnover occurs in the first 45 days of employment](https://hbr.org/2018/12/to-retain-new-hires-spend-more-time-onboarding-them).

![Onboarding turnover statistic](//images.ctfassets.net/6g4s9n00xmsl/51nYFaG0dX6tTm9P2pDfZ9/a2229a865f75fa071072eba43f86b3a5/Onboarding_turnover_statistic.png)

An effective onboarding process is fundamental to the [continued development](https://www.peoplegoal.com/blog/development-plans) and commitment of any employee. In order to guarantee that a new hire will be with you after 12 months, they must feel welcomed and motivated by their work within the initial process of being [onboarded](https://www.peoplegoal.com/glossary/onboarding).

## The Onboarding Process

The sooner that an employee feels welcomed as a part of the team, the better. Once an employee is [recognized](https://www.peoplegoal.com/blog/employee-recognition-tool) as a fully onboarded member of the team, they will be able to take on more roles and responsibilities. HR professionals are responsible for consolidating an [effective onboarding process](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters). __This process must give a clear representation of the expectations of the employee__.

A precise and informative [employee orientation](https://www.peoplegoal.com/blog/how-to-set-up-employee-orientation-for-a-job) is vital to presenting an employee with the necessary guidance to approach their new role. Without preparing the new hire for their role, it is highly likely that they will become [disengaged](https://www.peoplegoal.com/blog/activities-to-increase-engagement). Promoting company culture and outlining the specifics of their role is crucial to encouraging the employee to better engage with their work.

![Onboarding definition](//images.ctfassets.net/6g4s9n00xmsl/4tJFkAjTqsWV365kZCpNYO/4df00b3f457f6b8f8212c686ae838e03/Onboarding_definition.png)

__The onboarding process will give purpose to the employee's work__. Without an understanding of the importance of their contribution, the employee may struggle to [remain motivated](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees) in their role in the long term.

Looking at the most effective approach to the employee onboarding process, the [optimal onboarding strategy](https://www.peoplegoal.com/blog/onboarding-a-new-employee) must entail a comprehensive breakdown of the employee's role within the organization. Additionally, a manager must be assigned to oversee and confirm that the employee has truly completed the various tasks for their onboarding. This '[onboarding manager](https://www.peoplegoal.com/blog/communication-skills)' will be __responsible for going through the employee's onboarding checklist and running routine check-ins to track their progress__.

It is important for __a manager to be proactively engaged in an employee's onboarding__. This is not only beneficial for the employee to have a reliable source for information, but it also distributes the responsibility of completing the onboarding process across the employee and the manager. With a consistent and reliable channel for [communication](https://www.peoplegoal.com/blog/workplace-communication-can-suffer-when-individuals), the employee can iron out any issues or difficulties that they are experiencing during the initial phases of being with the company.

## Great Onboarding Promotes Great Company Culture

Whilst a 'swim or sink' approach might appear to be a more [efficient onboarding](https://www.peoplegoal.com/blog/onboarding-for-new-hires-how-to-make-it-a-success-story) strategy, __in most cases this approach is in fact detrimental__. Leaving employees with the duty of defining and establishing their own roles and responsibilities is seen to take up less time than running an onboarding process but this simply isn't the case.

![Sink or Swim Approach - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/1KhtVnY1q12rh1JmxUxTwl/6d41dda9ab8224349722b801279594a6/Sink_or_Swim_Approach_-_Onboarding_Checklist.png)

An employee that lacks support when first joining a company is far more likely to become disengaged. This often stems from being overwhelmed by the uncertainty of their position within the organization.

Low levels of [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) lead to higher turnover rates and so effectively, __the onboarding process is set back to square one__.

In contrast, when an organization invests some time into the employee onboarding process they are far more likely to [become engaged with their work](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) as they have had opportunities to learn about the [company culture](https://www.peoplegoal.com/blog/what-is-company-culture) and their team members. Employee orientation is vital to providing the employee with a genuine opportunity to succeed with the company.

An effective onboarding process will lead to higher rates of employee performance. Increased productivity will also have better employee retention rates. When onboarding new employees, it is vital to make a great first impression. A study by the [Aberdeen Group](https://www.shrm.org/ResourcesAndTools/hr-topics/talent-acquisition/Pages/Onboarding-Key-Retaining-Engaging-Talent.aspx) found that 86% of employees decide if they will stay with a company long-term within the first 6 months of employment.

![Benefits of Onboarding](//images.ctfassets.net/6g4s9n00xmsl/1oB8zTcQeuSZuFWuAkIBVg/e194511fc6659a01934c550ec0aa17bc/Benefits_of_Onboarding.png)

Evidently, when an __employee feels that they make a good fit within the company culture they are far more likely to commit to the organization__. It is only through a successful onboarding program that an employee can quickly determine if their [values align](https://www.peoplegoal.com/blog/employee-engagement-company-values).

By skipping the onboarding process, a company risks lower levels of employee engagement and [retention rates](https://www.peoplegoal.com/blog/how-to-improve-employee-retention). Onboarding does not have to be a tedious procedure. It is a great opportunity for human resources management to promote better employee performance and [strong working relationships](https://www.peoplegoal.com/glossary/social-collaboration). 

### Benefits of Onboarding

- Improves Employee Performance
- Encourages Employee Engagement
- Facilitates Company Growth
- Attracts Top Talent
- Reduces Employee Turnover
- Stronger Company Culture

---

## How to Run Onboarding with PeopleGoal

As we embark on a journey with any new employee, we must be committed to ensuring that this [new hire feels welcomed](https://www.peoplegoal.com/blog/employee-onboarding) as part of the team. It is also important to support the new hire as they adopt a fuller understanding of what their role is within the organization. By [learning and aligning oneself](https://www.peoplegoal.com/blog/learn-at-work) with a company culture there is a greater chance that an employee will be motivated to stay with the team long-term.

In the steps below, we are following the 30/60/90 day onboarding approach. Through this approach, within 3 months, any new hire should be completely onboarded and prepared to work independently towards their individual professional goals.

![90-Day Onboarding Plan](//images.ctfassets.net/6g4s9n00xmsl/7vrzpXqUdrGFgabbTEiYIc/f48368ef93035893cb221907de43b0de/90-Day_Onboarding_Plan.png)

## How to use the Onboarding Checklist

### How does the app work?

The Onboarding Checklist provides managers with the necessary tools to track and record an employee's progression through the onboarding process. With milestones set every 30 days for the first 90 days after joining the company, this checklist will enable the manager to support an employee as they are learning the ropes in their new position.

At each of these milestones, the manager will be able to update the checklist to confirm that the requirements have been met. Moreover, at these milestones, [check-ins](https://www.peoplegoal.com/blog/check-ins) will also be scheduled for the manager and new hire to discuss the onboarding experience so far. Here the employee can give [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) on anything they need to. Likewise, the manager will be able to assist the employee with any queries, from how to improve their [performance](https://www.peoplegoal.com/glossary/performance-management) to where to find particular information.

## Overview of the 3-month timeline

### Day 1: New Hire gets to know the ropes

![Day 1 - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/3FTHixslgAqxyExVSkri5p/f13a80b38bee1857b7329b9b07068363/Day_1_-_Onboarding_Checklist.png)

Introductions and logins are given. The employee will start to be informed of their responsibilities and the organization's expectations. [First day nerves](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) are a very real thing. Consequently, as the new hire is first getting to know their colleagues and responsibilities, __take some time to put them at ease and help them through the work__.

It can be really helpful to provide the new hire with a [plan for the day](https://www.peoplegoal.com/blog/5-key-employee-onboarding-process-steps-to-master) so that they can better understand what to expect from their first day of work in the office (virtual or physical). 

### Week 1: New Hire will start to define their purpose

![Week 1 - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/1WzKjZijLwRIbFlwrEchcG/686622b96710e59970a10f607cd5d773/Week_1_-_Onboarding_Checklist.png)

By the end of Week 1, the employee should have a strong understanding of their role within the company and the culture of work. Learning and training programs will have begun and the employee should have had the opportunity to [meet all of the individuals ](https://www.peoplegoal.com/blog/connected-employees)that they will be directly collaborating with.

The upcoming milestones, objectives and [strategies](https://www.peoplegoal.com/glossary/strategic-planning) will have been communicated to the employee so that they are fully prepared to begin working towards fulfilling them.

In order to give the employee as much assistance as possible, the manager will schedule a time to have a check-in at the end of the first week. This meeting will provide the employee with the opportunity to air any of their concerns. Moreover, this meeting will be beneficial for the manager to set out a structure for the following months of onboarding. Through the check-in, the manager will be able to determine how happy the employee is to be working for the company.

![Check-In - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/3BIMI9FlMZrx6tqUdspj4U/c74eb2ac0c69d8f2dc560501da111c76/Check-In_-_Onboarding_Checklist.png)

A list of questions and discussion points are provided that will enable the manager to easily guide the conversation and establish just how well the employee is getting on in their new role.

### Month 1: Monitoring the New Hire's learning

![Month 1 - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/5SPqDD8YKjDdGxmFzbWLCB/019790ff1d07989772022a779bb3f627/Month_1_-_Onboarding_Checklist.png)

Within the first month, __the new hire should be getting more into the rhythm of their new role__. They will have hopefully conducted the majority, if not all, of their learning and initial training programs by now. It is on the manager to ensure that the employee is [well adapted to their new position](https://www.peoplegoal.com/blog/how-to-set-up-an-employee-onboarding-process).

__Any problems that have been flagged up can be addressed in the 30-day check-in__. Continued learning programs should be set out for the employee and depending on how well they have performed, update their set objectives.

### Month 2: Building on the New Hire's learning

![Month 2 - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/5HQ9KgW4W7KEaHMrL3G4ws/8fb860ea2ab9af409865c0bb7ddf97aa/Month_2_-_Onboarding_Checklist.png)

As the employee becomes more familiar with the organization, the second monthly check-in marks __the mid-point of the employee's onboarding process__. By this point in the onboarding process, the employee will be very familiar with their responsibilities and it is on the manager to [plug any knowledge gaps](https://www.peoplegoal.com/glossary/onboarding-definition) that may have been missed.

As they begin to enter their final chapter of the onboarding process, it is recommended that you arrange for the new hire to give a presentation to summarize their experience of the company so far. This presentation could reflect solely the [onboarding experience](https://www.peoplegoal.com/glossary/training-and-development) or it could be drafted much wider for the new hire to give their analysis of the company as it stands. With a fresh perspective, their is __potential to attain some great insights on how the company is performing__ which may reveal some areas for improvement.

### Month 3: New Hire transitions from learning to doing

![Month 3 - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/srVPAW66pfmheCPZysywp/e07be3fc3ca3d080500e3a31103f485d/Month_3_-_Onboarding_Checklist.png)

Just like that, we have reached the end of the onboarding process! In this final month of onboarding, the employee should have developed a complete understanding of their contribution to the organization whilst also establishing a clear path in terms of their [continued professional development](https://www.peoplegoal.com/blog/development-plans) beyond the onboarding process.

The new hire will have also given their presentation, reflecting on their experience of the company so far. This is a very useful process that can help both the employee and manager to understand and confirm everything that the new hire has learned since joining the company.

At the end of the onboarding process, it is important to gather feedback directly from the employee. For this reason, the Onboarding Checklist will be shared with the employee and they will be required to complete a self-evaluation form. The responses to this evaluation form will indicate any difficulties or concerns to the manager. It is important to gather feedback from the employees themselves as this will give the most veritable reflection of the efficacy of the onboarding process.

![Employee Self-Evaluation - Onboarding Checklist](//images.ctfassets.net/6g4s9n00xmsl/26YrFbBp8FGfN9tfZTrXy1/96a522d1345768c06ab9ae13a75b049c/Employee_Self-Evaluation_-_Onboarding_Checklist.png)

On top of the employee self-evaluation, the manager will also complete their own evaluation form about the employee. The responses from the two evaluation forms will then be used to inform the final onboarding check-in. It is important to understand that learning does not stop with the end of the onboarding process. Learning and development are a continuous endeavour that must be maintained throughout an employee's career to promote sustained growth.

The manager must check that the employee has completed all aspects of the 90-day onboarding plan and confirm or act to rectify this. With this confirmation, __the employee may continue in their position and work towards their established objectives as a fully onboarded part of the team__.

### All Onboard!

As the employee has reached the end of their onboarding process, it's important to ensure that they have successfully transitioned to the [continuous performance cycle](https://www.peoplegoal.com/blog/employee-performance-management).

In order to assist the employee, take some time to verify that they are prepared to step into the continuous performance processes. They may need to be incorporated into a [regular check-in cycle](https://www.peoplegoal.com/blog/employee-communication) or the next wave of [performance reviews](https://www.peoplegoal.com/blog/manager-comments-for-the-next-review-cycle). Whatever needs to be done, it the responsibility of the manager to __confirm that they have been transferred from the status of onboardeder to a fully fledged employee__.

A record of the employee's onboarding process should be stored and can even be used to improve the onboarding process for future new hires.

---

That's your lot! __Following this 30/60/90 day approach to onboarding will facilitate the new employee to develop a complete understanding of their roles and responsbilities__ within the organization. Additionally, it will present managers with further clarity as to how well employees have been trained and educated on the [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies) and their expectations for work.

Love it or hate it, the employee onboarding process is crucial to sustaining a high-performance company culture. From executive onboarding to running an employee orientation for interns, an effective onboarding process is fundamental to the success of any top-performing company. In this article, we explore the best strategy for onboarding new employees that will drive better employee engagement and productivity.

The employee onboarding process is crucial to sustaining a high-performance company culture. When employees feel welcomed they are better engaged & motivated.

Effective Employee Onboarding for a Stronger Company Culture

A 90-day onboarding process is the optimal strategy for any high-growth company. Set new hires on track to grow with the company culture. A great onboarding will also save time and effort as it facilitates much better employee retention rates.

## What is 360° feedback

[360° feedback](https://www.peoplegoal.com/glossary/360-feedback) (or multi-rater feedback) is a feedback method where a number of peers complete a questionnaire on an employee's performance. Evaluators should include different levels of seniority, including peers, direct reports or more senior colleagues. 

360° feedback gives employees a __broad picture__ of their skills, working style and team relationships. It encourages open and honest [communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication) between staff and ensures that [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) is not solely given by the manager. It also helps change employees' perception of their performance, as evaluators often have __additional insights__ that the manager may not have. In this way, it helps provide a more __complete and accurate__ picture of employee [performance](https://www.peoplegoal.com/solutions/performance).

> According to research by [Forbes](https://www.forbes.com/sites/jackzenger/2016/03/10/how-effective-are-your-360-degree-feedback-assessments/?sh=43451178a690), 85% of Fortune 500 companies use 360° feedback.

## 360° feedback process

The feedback process starts with the HR team who need to __plan and design the process__. Feedback should be given using a combination of __quantitative__ and __qualitative__ metrics, for example rating a series of specific behaviors or competencies, and open-ended questions to allow evaluators flexibility to comment on other relevant areas. This will allow the company to analyze the results and produce [progress reports](https://www.peoplegoal.com/#features-reports), whilst giving [specific feedback](https://www.peoplegoal.com/blog/employee-feedback) to the employees on an individual level.

The process typically starts with the employee defining a list of evaluators together with their manager. Next, the employee, evaluators and manager should complete the evaluation form. The manager can then collate all the feedback and [create a feedback profile](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples) for the employee. Finally, the employee reviewa the report individually, or with the help of their manager, to discuss the feedback and next steps.

![360 feedback process](//images.ctfassets.net/6g4s9n00xmsl/172MA7uEHay4R2R8vJP69I/bdef65176ae06f27c112fc5a0312d235/360_feedback_process.png)

___Find out more by reading our [Essential Guide to 360 Feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide)___

## 360° feedback for growth and development

Whilst all feedback is useful for performance, 360° feedback is most effective when used for __growth and development purposes__. 360° feedback is designed to give the employee an idea of how they are perceived by their colleagues, not judge them on specific performance metrics which usually requires interpretation from their manager. 

360 evaluations are meant to measure the perceptions of skills and behaviors that evolve and improve over time. The ideal situation is to collect [feedback from peers](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) throughout the year to measure how employees are developing their skills. This can of course be tied into the performance review, but it should not be used to assess employees on specific job related metrics.

## Benefits of 360° feedback

- Encourage open communication between team members
- Give employees many different perspectives on their skills, strengths and weaknesses
- Give supervisors a broader picture of their direct reports' working styles
- Easily highlight top talent and identify under-performers
- Receiving regular feedback boosts employee engagement and motivation
- Foster personal and professional development

![benefits of 360 feedback](//images.ctfassets.net/6g4s9n00xmsl/5tgv7p8H6aFyVAFWqkAl3o/a2c5d072e756ef24f8cdec01b5fe1577/benefits_of_360_feedback.png)

## How to run 360° feedback with PeopleGoal

### Step 1: Nominate Evaluators

First of all, click __'New 360° Feedback'__ from the app homepage, and then select __'New Draft 360° Feedback'__. Enter a short title (this can be edited later), and then nominate three peer evaluators by selecting the blank spaces in the workflow. You can also add an optional message for the evaluators.

If your manager has already approved your list of evaluators, select __'Yes'__ and then click __'Create 360° Feedback'__. If your manager has not yet approved it, select __'No'__ and then click __'Create 360° Feedback'__ to submit your nominations for approval.

![360 feedback nominate participants](//images.ctfassets.net/6g4s9n00xmsl/4Fy0qLVXJYeLzrYKA6Y4ue/107fd05097061fc385df698d03354d28/360_feedback_nominate_participants.png)
___NB: In this example we have 3 evaluators, but with PeopleGoal there is no limit to how many evaluators you include in the 360 process___ 

### Step 2: Manager Approval

The manager now has the opportunity to view the list of nominations, make any changes and approve the final evaluators. 

To change an evaluator, select any of the participants in the workflow and choose a different participant. When the list is finalized, click __'Submit to next state'__.

![360 feedback select new evaluator](//images.ctfassets.net/6g4s9n00xmsl/44YnloI8dAp6VWHfLHfiIL/f82b4a657e438ad98f8dadb6e1c89121/360_feedback_select_new_evaluator.png)

### Step 3: Evaluation

The employee must now complete a self assessment, give themself a rating on five key competencies and justify their response. Click __'Submit to next state'__ to send the form to the first peer evaluator.

![360 feedback self evaluation example](//images.ctfassets.net/6g4s9n00xmsl/iSmM9J4FnlPX2wIRn8c1K/ee7ae8f5a2f64315049e3b8e7dce793a/360_feedback_self_evaluation_example.png)

Each of the peers will now have to complete the evaluation form. They will also give a rating, justify their response and can add an optional comment. They also disclose at the end of the form if they are happy for their comments to be shared directly with the employee. The process happens in sequence, meaning that each peer will have to submit their evaluation before the next peer is notified. 

![360 feedback evaluator questionnaire](//images.ctfassets.net/6g4s9n00xmsl/5ePT2yqmxVEOwqXt4PzMhk/c5905837b30910d054982c19ee9f401d/360_feedback_evaluator_questionnaire.png)

Finally the manager will complete the evaluation form.

___NB: The questionnaire can be fully customized to capture the questions and rating scales in line with your requirements. Take a look at how account admins can edit app elements in PeopleGoal [here](https://www.peoplegoal.com/support/article/apps#edit).___

### Step 4: Feedback Summary

Once the evaluation is complete, all of the evaluation forms will be sent to the manager who will need to read through the feedback and write a summary for the employee.

![360 feedback manager overview](//images.ctfassets.net/6g4s9n00xmsl/7hKf5wgti2qdRs6H9JBV8A/c01293d20d49596f5fddac941b6b6776/360_feedback_manager_overview.png)

Click __'Save changes'__ to save your progress, and when you have finished and are ready to submit the feedback to the employee, click __'Submit to next state'__.

### Step 5: Feedback released to Employee

The final step in the process is to release the feedback profile to the employee.  As you can see, the employee will only see the average rating of each compentecy and the feedback summary written by the manager. We can also edit the process to release everything to the employee - __the choice is yours__.

![360 feedback summary employee](//images.ctfassets.net/6g4s9n00xmsl/2w9Z70s0mLGTeNUwnMj6RB/a3e6cfb31cdfd85f1071b95d425cfe21/360_feedback_summary_employee.png)

### Step 6: Track Progress

Finally, you can __create custom reports__ and analyze the app data from the 360 feedback process to draw the insights most needed for your business development. This can be accessed by navigating to the data tab. Below is a sample report which tracks feedback status, average scores per competency and a breakdown of scores by self/peer/manager. 

![360 feedback report](//images.ctfassets.net/6g4s9n00xmsl/7FyKhDcPiCwDVXGnYGzKLy/d72b851f1edeb776206a7762ab41489d/360_feedback_report.png)
___NB: This report can be customized to track the KPIs most relevant to your organization.___

## Next steps:

- Have a look at our article [How to Set Up 360° Feedback](https://www.peoplegoal.com/support/article/how-to-set-up-360-feedback) to gain a more in-depth understanding of how 360 evaluations can work in PeopleGoal.
- Need help setting up 360 feedback at your organization? [Book a demo](https://www.peoplegoal.com/book-a-demo) with one of our 360 experts.

360° feedback is one of the core pillars of continuous feedback, giving management a well-rounded view of individual performance whilst satisfying employees' desire for more regular feedback. In this article, we explore the best way to gather peer feedback that is most conducive to growth and development.

We show you how to conduct a 360° feedback cycle that will encourage growth and development, boost engagement and help build a culture of continuous feedback.

How to use 360° Feedback to Encourage Employee Growth

360 feedback encourage employee growth

360° feedback is a must-have for organizations looking to encourage growth and development, boost engagement and build a culture of continuous feedback.

How to Encourage Employee Growth with 360° Feedback


When working in any team, __the maintenance of a positive work environment is the key to success__. There are a variety of ways that one might set out to reinforce good relations between team members. A stand-out example, that we will be discussing in this post, is the use of [employee recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal).

The power of employee recognition programs is seen in their capacity to __bring colleagues closer and establish a collective understanding__ of what defines a top performance. With a designated space or tool to share such recognition, amongst other benefits, [the productivity of employees has been seen to significantly improve](https://www.business2community.com/human-resources/how-employee-recognition-systems-improve-productivity-02304926).

Oftentimes, it is simply through these small signs of [appreciation](https://www.peoplegoal.com/blog/how-to-create-employee-appreciation-culture-in-your-organization) that employees develop a stronger commitment and positive response to their work. Given that the act of recognition can be so effective, [PeopleGoal has created a process](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) that simplifies and streamlines the process of giving recognition.

## Why Recognition is Important

Imagine a world without recognition. Any effort that you ever put into something was simply a means to an end. No one would show appreciation for grand gestures, nor small. [The human bonding experience](https://www.peoplegoal.com/blog/positive-psychology-for-coaching) of achieving something together would be an empty accomplishment. Nothing would mean anything and we would live in an emotionless void. Without recognition, there is a significant lack of motivation.

Now snap back into reality and consider how a company rewards its employees for their efforts. Salaries are earned, bonuses are rewarded but amongst all of it, there is the emotional communication of a job well done. For any team to function well, there must be __a strong current of recognition and appreciation__ for any actions. Even simply a nod of approval will encourage an individual to continue doing good work. [Recognition provides guidance](https://www.peoplegoal.com/blog/examples-of-informal-communications), it will show employees how and why top performers are so regularly celebrated and it demonstrates to them how they can fulfill expectations. Recognized employees will best understand their responsibilities and how to achieve them.

## Giving Recognition with PeopleGoal

In tandem with our latest development to make the [new item creation and submission flow more accessible](https://www.peoplegoal.com/blog/feature-release-new-item-creation-flow), PeopleGoal has been able to create a new recognition app that is easy to use, whilst also facilitating powerful results.

The update to the item creation function essentially enables any employee to preview the item or form prior to creating it. This is significant for recognition as it will allow an employee to look through the type of response or recognition they would like to give before the recipient is notified of their inclusion within the item. On top of this, having the option to preview an item will also encourage the user to more regularly explore the [types of recognition that they can give](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges).

![peoplegoal recognition](//images.ctfassets.net/6g4s9n00xmsl/60ZDYUteyWX37VnnegVG4M/148e82da3f71640681b6089354e35ebb/peoplegoal_recognition.png)

## Recognition in the Workplace

The image above provides a representation of how the preview function works. When an employee creates a new item to give their recognition, they are able to select the recipient as well as [the message they would like to share with them](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips). Through using this new function, __an employee can give recognition in a matter of minutes__.

With such an accessible system for giving recognition, this process will promote much stronger feelings of sentiment among team members. [Collaboration](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) on tasks or great displays of teamwork can be recorded and celebrated through this tool for recognition. On a company-wide scale, the distribution of recognition will bring a positive working environment that will also facilitate a considerably more productive workforce. Praise for doing good work encourages more of the same.

As we see in this next image - the employee who has received recognition or praise will then be able to see who sent the recognition and some details as to why they sent it. Peer to peer recognition is a healthy and positive way to [promote a supportive company culture](https://www.peoplegoal.com/blog/employee-engagement-company-values). There is even a competitive advantage for companies that adopt this approach to employee recognition as it generates an internal source of inspiration to better perform.

In a team where employees work for each other, there will be [better teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely). Top performers will be highlighted and can in fact be useful for demonstrating to other employees how to get things done. Employee engagement will increase and a persistent channel of recognition will reinforce company culture.

![recognition given](//images.ctfassets.net/6g4s9n00xmsl/30njdhlJvuKtfQtpJeZOFw/aeb367b768ac43bdbcf8fc6c5b53f5e9/recognition_given.png)

## The Benefits of Recognition for Remote Work

In any team, sharing recognition or praise for an individuals efforts are great for building team morale and employee engagement. Of course, when working from a [remote setting](https://www.peoplegoal.com/guides/remote-work) - these opportunities for recognizing employees become harder to come by. Without the frequent informal social interactions that are exhibited in the office, there are significantly fewer opportunities to share compliments.

For this reason, a recognition tool can be an extremely effective way to [encourage a positive work environment](https://www.peoplegoal.com/blog/ideas-for-employee-recognition). Team members may not see each other face-to-face regularly and yet they will still be able to demonstrate their appreciation through such recognition tools. There numerous benefits to adopting a culture of giving recognition, below we have compiled a list of just some of these benefits:

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Recognition is just one part of [positive feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), and should be part of a larger, structural initiative to positively encourage employees. The importance of praising handwork and success of our team members will generate an environment where everyone wants to and can be their best selves.

There are a variety of ways that one might set out to reinforce good relations between team members. Employee recognition is a terrific approach to promote a positive workplace. With PeopleGoal's latest tool, you will have the power to bring out appreciation for your employees through our simple yet effective process for employee recognition.

The power of employee recognition is seen in its capacity to bring colleagues closer and establish a collective understanding of what defines a top performance.

Show your employee appreciation through employee recognition

employee recognition

The power of employee recognition programs is seen in their capacity to bring colleagues closer and establish a collective understanding of what defines a top performance.

Show your Employee Appreciation through Employee Recognition

[Performance reviews](https://www.peoplegoal.com/guides/performance-reviews) are often a dreaded mark on HR’s calendar. Employees often feel demotivated by traditional appraisals. Constructive feedback feels notably absent.

This is probably because giving genuinely __constructive feedback__ is tough. Many managers and leaders would rather avoid hard truths altogether than give honest, evidence-based reviews. Others give out [negative feedback](https://www.peoplegoal.com/faqs/what-are-examples-of-corrective-employee-feedback) carelessly – without thinking how it might impact on employee motivation. 

On top of this, performance reviews are often designed in less-than-constructive ways. A simplistic [rating on performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) does not give a clear picture of how we can improve. An annual performance review may assess employees based on work they completed *6 months ago*.

![Constructive Feedback quote](//images.ctfassets.net/6g4s9n00xmsl/6IdwM8fqlFmVc2punx425U/47c049bdb9e3afa40b5837d63960ee1d/Constructive_Feedback_quote.png)

This leads to a reviews process that does __more harm than good__. Either employees are __unaware__ of how to improve, or they are so conscious of their faults that they lose [motivation](https://www.peoplegoal.com/blog/10-ways-to-increase-motivation-for-a-team) altogether.

Luckily, it doesn’t have to be this way. It is possible to create a reviews process that is truly productive. Comments in appraisals should be __evidenced__ with events and behaviors, not personality traits. Managers should __follow up__ with employees on criticism, and help provide solutions to any problem areas. 

[Performance reviews](https://www.peoplegoal.com/blog/performance-review-comments-examples) aren’t the be all and end all. An ongoing feedback culture that combines regular reviews with one on one conversations is the best solution. 

However, you can word suggestions for improvement in ways that are more conducive to [employee development](https://www.peoplegoal.com/blog/employee-development).

__Benefits of constructive feedback in performance reviews__

- Clarifies expectations

- More beneficial for employees’ personal and [professional development](https://www.peoplegoal.com/blog/effective-employee-development-plans)

- Improves engagement with reviews

- Makes areas for improvement more specific and understandable

- Improve performance by offering actionable suggestions

![Benefits of Constructive Feedback](//images.ctfassets.net/6g4s9n00xmsl/1GtHH0GJT3PeLg2Y7vuqLA/2ab8e14f5777841b1f656985efcf2f34/Benefits_of_Constructive_Feedback.png)

---

## 5 Tips for Constructive feedback

Constructive criticism is a skill. Use these tips to master it.

### 1.	Start with a positive 

Forbes advises against a [‘compliment sandwich’](https://www.forbes.com/sites/forbescoachescouncil/2017/06/19/15-ways-to-offer-truly-constructive-feedback/?sh=49cf81816e9b) – where you put a criticism alongside two warm fuzzy compliments. While this can seem disingenuous, it is important to keep a __positive tone__.

Start with what is already working well. This helps prevent the employee from catastrophizing about their [performance](https://www.peoplegoal.com/blog/performance-management) – and makes it clear you are focusing on one area of performance.

For example, you might thank them for an excellent presentation they gave last week. Then, lead into the feedback from there, *‘While your presentation skills are really excellent, I think you could improve on your engagement during team meetings’*.

This places the feedback __into context__ – it’s not a personal attack. Instead, you’re offering something [__specific and actionable__](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips).

### 2.	Focus on behaviors and actions

Keep your feedback grounded in events, actions and behaviors  - not personality traits. This makes it clearer for the employee, and depersonalizes [negative criticism](https://www.peoplegoal.com/blog/negative-feedback).

### 3.	Don’t give feedback when frustrated or angry

So many problems arise when we give feedback in a fit of pique! If there is a situation that has upset you, give yourself some space from the individual until you cool off.

When you’re ready, you’ll be much better able to listen to the [employee’s perspective](https://www.peoplegoal.com/blog/work-stress-awareness-what-can-help-an-employee-and-employer-perspective) and offer helpful, if honest feedback.

### 4.	Pinpoint areas for improvement clearly

Note down the specific behaviors that need changing, and then think of some possible solutions. 

Making your __intentions__ clear in writing allows the employee to think more constructively about how they can meet your expectations. Think of some advice that would support your employee to improve.

### 5.	Write goals with employee that addresses their concerns

Following the review, meet with the employee. Give them an opportunity to present their side of the story. 

Giving them an opportunity to respond makes [feedback](https://www.peoplegoal.com/blog/what-feedback-questions-to-ask) less hierarchal. Take on board any misunderstandings. Ask them how they have achieved a goal in the past -  and how they might use those strengths to advance this goal.

![5 Tips for Constructive Feedback](//images.ctfassets.net/6g4s9n00xmsl/2HgCCZ8ZC4zqAMddPNO8rD/1e835eb3cb43ec82dbac259fda73d3cf/5_Tips_for_Constructive_Feedback.png)

---

## Examples of constructive feedback

### Situation #1: Aaron works effectively but caused interpersonal conflict with team members

An example of [constructive feedback](https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/narrativefeedback.aspx) would be:

*‘Your work recently has been excellent. When you work with others, you hold your team to high standards, and this is potentially a great quality in a team player.* 

*However, I’d like to make sure we can bring out the best in this quality. Someone on the team felt overwhelmed by the workload during the team project. They did not feel they could ask you for support, as on a previous instance, you dismissed another co-worker’s request for support.*

*It’s really important that we [ build a supportive team](https://www.peoplegoal.com/blog/teamwork-tips). I understand that you hoped to push your team to success, but in my view, the best way to do this is to offer a helping hand. I’m confident you can improve your collaboration skills. A good place to start would be to have an empathetic conversation with your co-workers.* 

---

### Situation #2: Joe is regularly late for work

An example of constructive feedback:

*‘You’ve done a great job recently and many of our customers have complimented your [positive attitude](https://www.peoplegoal.com/blog/positive-psychology-for-coaching).* 

*I’ve noticed that you regularly clocked-in late in May. Arriving on time supports the whole team as we open up for the day. It would also help you to achieve even more. Set a target to arrive on time every day next week.’*

![Example of Constructive Feedback for Employee development](//images.ctfassets.net/6g4s9n00xmsl/7HJ5aUkRBVPiDXzoQGtpiK/fbf9152b054c8465f190f4593e16b76b/Example_of_Constructive_Feedback_for_Employee_development.png)

---

### Situation #3: Sasha regularly misses deadlines

An example of [constructive feedback](https://www.peoplegoal.com/blog/feedback-remote-work):

*‘On the current project, you have informed me you are running behind schedule. Thank you for communicating this with me. It would be useful to review your time management strategies to see where you could free up some time’*

*‘You missed three deadlines this quarter. While I understand that this is a fast-paced environment, this has slowed down team members as we push out our marketing campaign. Your work is consistently excellent. However, might be useful to take a less perfectionist outlook to each task, and prioritize timeliness.’* 

![Constructive Feedback example for missed deadlines](//images.ctfassets.net/6g4s9n00xmsl/40HpaKmtF0cNTQTKcPlROP/6b2e300c7e1e50fd252583058c5792b7/Constructive_Feedback_example_for_missed_deadlines.png)

---

### Situation #4: Sebastian lacks attention to detail at times

*‘I appreciate your understanding of our [wider goals](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) and your grasp of the bigger picture. This helps us keep on track. However, in a recent report you overlooked some small but important details. This held us back from making an informed decision.* 

*To improve on this, I’d suggest we create a checklist of criteria to address in your report. Complete your work in advance so that you can ask me or a colleague to review it.’*

---

### Situation #5: Sandy recently missed a professional development goal

*‘You set some ambitious goals in the last quarter. While you didn’t meet all of them, I can clearly see the impact of setting stretch goals on your performance. If you’d like to achieve this goal in full, perhaps you could take on fewer tasks to prioritize this.’*

*‘You set some stretch goals in the last quarter. While it’s important to be ambitious, I can see how this might be demotivating. We should also meet to __review these targets__ and create more actionable goals’*

---

### Situation #6: Kiera performs well but lacks communication skills

*‘Your recent write up was well-researched and informative. I’ve noticed that you prefer working independently. During team meetings, you sometimes do not offer your point of view.* 

*We would always appreciate your perspective. I wanted to confirm that everything is okay between you and the team. If there are any concerns, you can come to me or HR about this.*

*In any case, please feel free to voice any thoughts. During team meetings, there are no ‘wrong answers’ – any brainstorming ideas are welcome. You could challenge yourself to make __one suggestion each meeting__, and go from there. Ensure you make frequent use of communication channels such as Slack, to make things clearer with your team’.* 

![Constructive Feedback Example for Professional Development](//images.ctfassets.net/6g4s9n00xmsl/23qZne8Du4VELzcR2bpCqw/49c1907da0ede684bee93ae53380196b/Constructive_Feedback_Example_for_Professional_Development.png)

---

## Next steps for constructive feedback

Constructive feedback transforms performance reviews. Gone are the days when employees felt blindsided by appraisals. Instead, constructive criticism equips them with __actionable suggestions__ on how to improve performance. 

If you’d like to learn more about constructive feedback, why not read our article [Constructive Feedback: 6 Tips to Success](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback). 


We provide 6 detailed constructive feedback examples for performance reviews that truly help employees to learn from mistakes and upskill

Here are 6 detailed constructive feedback examples for performance reviews that truly help employees to learn from mistakes and upskill

6 Constructive Feedback Examples for Performance Reviews

Constructive Feedback Examples for Better Performance Reviews

There is no failure, just constructive feedback. Below are 6 written feedback examples to adapt for your next performance review.

[Employee feedback](https://www.peoplegoal.com/blog/feedback-remote-work) often centres on technical skills. Do you complete tasks to the required standard? How are your presentation skills on a scale of 1-10? The focus here is on __*what*__ employees achieve, the *end result* – not __*how*__ employees get there. 

[Soft skills](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) can bridge this gap. They tell us what skills are equipping employees to perform at their best. 

For example, an excellent team project is usually the result of [great teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely). By offering __effective feedback__ on soft skills, HR can see the behaviors that create [high performance](https://www.peoplegoal.com/blog/5-steps-to-a-high-performance-culture). 

In addition, assessing soft skills uncovers the __underlying causes__ behind poor performance – for example, lack of motivation or failures of communication. 

In the past, soft skills were often __taken for granted__, and side-lined from the [performance review process](https://www.peoplegoal.com/blog/performance-review-comments-examples). Many employers assume that workers have these skills already – why invest time in developing communication skills when everyone knows how to behave on the job from day 1?

![Receive feedback on Soft Skills](//images.ctfassets.net/6g4s9n00xmsl/7HP4tDwTgLvDeNL3IkgSb0/e2d69bc770db9f91e6cfe3af2f6daf3f/Receive_feedback_on_Soft_Skills.png)

The reality is, this couldn’t be further from the case. Of new hires who fail within 18 months, 89% fail because of [a lack of soft skills](https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/humanity-into-hr/Pages/COVID-19-Soft-Skills-at-Work.aspx), such as the ability to get along with others. Competencies like emotional intelligence and teamwork require intentional, __long-term development__. 

By assessing soft skills in performance reviews, you emphasize their value to your company. You prompt __self-awareness__ among employees, which is the first step to improving areas such as communication.

Below, we provide some __phrases and examples__ that will help you give [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) on soft skills.

---

## Why are soft skills important for employee feedback?

To excel at our job, we need both __technical skills__ and __soft skills__. Technical skills are more obvious – if you’re an accountant, you’ll need to be certified. If you’re an electrician, you’ll need to know how to repair a range of machines. 

Soft skills are less tangible – but just as important. These are sometimes called __people skills__. They’re about how you motivate yourself and how you interact with others. A positive attitude results from some excellent soft skills – from time management, to delegating, to [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020) and teamwork. 

Provide feedback on soft skills, whether that’s in performance reviews or [one on one meetings](https://www.peoplegoal.com/blog/one-on-one-meeting-questions). This offers more holistic feedback. When we only assess technical skills, we aren’t observing the __underlying factors__ that drive employee performance. 

Feedback on areas such as communication, time-management and leadership provide greater context. Employees can link together soft skills with performance outcomes – for example, *“my communication was unclear in that instance, which slowed down team progress a bit”*.

It’s important to emphasize that soft skills are __*not*__ personality traits – they can be learnt and improved!

![Employee Feedback Benefits of Soft skills](//images.ctfassets.net/6g4s9n00xmsl/5A9fBAANJBJZFmIgZOwiRo/478cc777dd5244d3a620da2354cb9348/Employee_Feedback_Benefits_of_Soft_skills.png)

### Examples of soft skills

-	Communication

-	Teamwork

-	Leadership

-	Problem-Solving

-	Conflict management

-	Critical Thinking

-	Stress management

-	Flexibility

-	Openness to criticism

-	Persuasion

---

## How to give effective feedback on soft skills

### 1.	Make it measurable

Soft skills are often more difficult to assess than functional job skills. You must find ways to make soft skills __*measurable*___.

For example, you might measure dependability through attendance - does this person miss meetings with co-workers, or regularly turn up late?

### 2.	Depersonalize feedback

Many employees have misconceptions about soft skills. We tend to see skills like a positive attitude or teamwork as fixed traits. In fact, we are can all develop these skills – in ways that may surprise us! Refer to actions, not personality traits.

### 3.	Offer potential solutions

When we receive [negative feedback](https://www.peoplegoal.com/blog/negative-feedback), our motivation can plummet. Make it clear that the purpose of reviews is developmental. Propose __possible solutions__ in writing, and ask employees to meet in person/ virtually to discuss these.

### 4.	Describe the impact beyond the employee

Soft skills are beneficial for the individual employee, but they also benefit teams. Describe ways in which their positive behaviors __impact__ on their colleagues. Where there is room for improvement, carefully highlight areas that are negatively impacting other employees.

![Constructive Feedback on Soft Skills](//images.ctfassets.net/6g4s9n00xmsl/7e9HkUj4sCJevYtLobxsRb/d584c2e706c0ac3f42aeb218fae7b5ee/Constructive_Feedback_on_Soft_Skills.png)

--- 

## 24 Employee Feedback Examples for Soft Skills

Below, we provide phrases and [examples of feedback](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) on four key soft skills: communication, teamwork, problem-solving and time management.

You can use these in [one on one meetings](https://www.peoplegoal.com/blog/employee-manager-meeting) between employees and managers, or in annual performance reviews. 

---

## Communication employee feedback examples

Without communication, you’re not a team. Employees should communicate their ideas clearly, to ensure they have input in all projects. They should also listen actively to their co-workers. When employees receive feedback on this, they can create an __action plan__ to [improve communication](https://www.peoplegoal.com/blog/employee-communication).

During [remote work](https://www.peoplegoal.com/guides/remote-work), communication skills are more important than ever, as employees try to bridge the distance. 

### Positive feedback

- *You actively try to understand the ideas of others and incorporate them where appropriate*

- *You articulate ideas and suggestions clearly* 

- *You listen carefully to others and ask questions when needed*

- *Last week there was a miscommunication that created some stress on our team. You quickly clarified this and communicated one on one with those who were concerned. Well done!*

![Positive employee feedback example](//images.ctfassets.net/6g4s9n00xmsl/48MSkbbXobaZXuHQKYBTE1/562704513848241bff366421a77598ac/Positive_employee_feedback_example.png)

### Suggestions for improvement

- *I’m curious about the upcoming project. Make sure you keep me up to date daily, so that we can keep on track*

- *It’s great that you’re enthusiastic about this task, but sometimes this means you don’t make space for others. I noted yesterday that you spoke over Dan and Kate. In future, could you try to listen carefully to  your co-workers’ comments?*

- *Your comments in meetings are not always 100% clear. Try writing down suggestions before you make them, and invite questions to cover any miscommunications*

- *When working on X project, a colleague asks for your support but said you never replied. Unfortunately, this slowed down the team. Be available for co-workers during working hours, and keep them updated regularly.*

---

## Teamwork employee feedback examples

The value of [teamwork](https://www.peoplegoal.com/blog/teamwork-tips) should never be understated. Employees reach solutions quicker when there are more eyes on the ball. Success is usually the result of many individuals' skills and resources pooled together. These comments will help you give feedback for teamwork and collaboration skills.

### Positive feedback

- *You listen to the concerns of co-workers and find solutions*

- *You participate actively on the team, and make yourself available to support your peers*

- *You provide the organizational backbone of your team, ensuring that your teammates have manageable targets and delegating tasks*

- *Your positive outlook is infectious and helps motivate team members*

### Suggestions for Improvement

- *A co-worker mentioned that you were dismissive of your teammates’ suggestions. When working on a team, we need to create an inclusive, positive environment. Can we come up with a plan to address this?*

- *You contributed less time to this project than your peers. It’s crucial ensure everyone pulls their weight. Make taking responsibility for your work a priority in the upcoming presentation.*

- *You should find other ways to [communicate with your team](https://www.peoplegoal.com/blog/examples-of-informal-communications), as there have been some misunderstandings*

- *You should work on organizational skills when it comes to team projects*

---

## Problem-solving employee feedback examples

### Positive feedback

- *You gather and evaluate all the necessary information before making a decision*

- *You maintain focus under pressure and focus on the task at hand*

- *You raise problems as they arise and ask questions when you have concerns/doubts about the process*

- *You take on board the comments of others before coming to your own conclusion*

![Constructive Employee Feedback example for Soft skills](//images.ctfassets.net/6g4s9n00xmsl/2jm1IxDgUTE66it8GbhMpH/f0db03cc3aaae99461417fc54814c59d/Constructive_Feedback_example_for_Soft_skills.png)

### Suggestions for Improvement

- *You sometimes forget to consult co-workers on important decisions*

- *Last month, you left X big decision to others on your team. In future, try to contribute to problem-solving, your suggestions are valued*

- *You find it difficult to work under pressure and sometimes make rushed decisions. What techniques can you use to stay calm and review your options more carefully?*

- *You sometimes resist changes to our processes. How can you improve your adaptability?*

---

## Time management and work ethic feedback examples

We can all create strategies to improve our [motivation](https://www.peoplegoal.com/blog/five-employee-engagement-activities-to-boost-motivation) and manage our time better. This makes every day at work less of a challenge, and boosts [employee engagement](https://www.peoplegoal.com/guides/employee-engagement).

### Positive feedback

- *You always work to the best of your ability* 

- *You manage your time effectively* 

- *You manage stress in order to stay motivated* 

- *You maintain a good [work-life balance](https://www.peoplegoal.com/blog/work-life-integration) in order to prevent burnout*

### Suggestions for improvement

- *You could manage your time better by creating a list of priorities and focusing on the most important tasks*

- *You sometimes experience overwhelm at work. How can you delegate tasks and create better barriers between work and home to prevent this?*

- *You are regularly late for work. This makes it harder for us to serve customers. Can you set a goal to arrive early every day next week?*

- *I’ve noticed you haven’t been as motivated as usual recently. Can we meet to discuss this?*

![Constructive Feedback example on Dependability](//images.ctfassets.net/6g4s9n00xmsl/29ae81yP6ssHaa24ignRPv/d0e7beba68aa62abd8e977c55a28e1f7/Constructive_Feedback_example_on_Dependability.png)

---

## Employee Feedback for People Skills

Employee feedback is about more than just what employees achieve. It’s about how they can develop skills to go further in the future. Soft skills are crucial to this – and human resources teams who __prioritize soft skills__ empower their teams. 

To find out more about giving constructive feedback that helps employees grow, read our blog post [Constructive Feedback: 6 Tips to Success](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback).

PeopleGoal develops your teams through goal setting, reviews and more. To find out how we can help your company, [book a demo](https://www.peoplegoal.com/book-a-demo) today. 


Employee feedback on soft skills helps you see the areas underlying employees' strengths and weaknesses. We offer 25 phrases for reviews to get you started.

24 Employee Feedback Examples for Key Soft Skills

Employee Feedback for Soft Skills

Soft skills effect how we relate to other employees, how we motivate ourselves, and much more. Use these phrases to asses them in reviews and one on ones.

## Introduction to OKRs

[OKR](https://www.peoplegoal.com/glossary/objective-key-results) (Objectives and Key Results) is a goal setting methodology that creates team [alignment](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) and engagement around measurable goals. OKRs are used by a [range of disruptive tech companies](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) such as Google, Intel, Spotify and Airbnb to connect teams and individuals to the wider company mission. The process involves defining a broad objective and several measurable key results that track progress.

Simply put, an objective describes __what is to be achieved__. It should be concrete, concise and (ideally) inspirational. A key result describes the __measurable steps needed to accomplish the objective__. They are quantitative statements that measure the progress towards the objective.

As Marissa Mayer, former Google Vice President, said:

> It's not a key result unless it has a number

At the end of a given time period, typically every quarter, there is a [check-in](https://www.peoplegoal.com/blog/check-ins-performance-reviews) between the employee and manager to track whether the key results are fulfilled or not.

## OKR Philosophy

OKR can be distinguished from other goal setting methodologies by its [unique philosophy](https://www.peoplegoal.com/blog/objectives-and-key-results). OKRs are never tied to compensation, like salary or bonuses. They should be ambitious and aspirational, and push employees beyond the threshold of what seems possible.

- __Agile:__ OKRs are frequently set, tracked and re-evaluated. By using shorter goal cycles, companies can pivot quickly and respond to change.
- __Measurable__: Progress is measured by quantifiable key results.
- __Multi-directional alignment:__ OKRs align both top-down as managers set team objectives, and bottom-up as individuals align their goals directly to the company objectives.
- __Transparent:__ OKRs should be publicly available to the entire company. All employees should be able to see their colleagues's OKRs, even their CEO's.

___Find out more about OKRs by reading our [Essential Guide to OKRs](https://www.peoplegoal.com/guides/okrs)___

## Benefits of using OKRs

1. Everyone is working towards the same result
2. Teams are focused and aligned
3. Increase transparency
4. Empower your employees
5. Objectively measure progress
6. Accomplish the unexpected

![Objective Key Results Benefits](//images.ctfassets.net/6g4s9n00xmsl/1rAaL48EQGa3ym2iKWK2Mh/1ed8fd6f1079eee4d216fa379524f7da/benefits_of_using_OKRs.png)

## OKRs: The Google approach

Although this unique approach to goal setting was invented by Andy Grove whilst working at Intel, it was popularized by John Doerr when he brought OKRs to Google in 1999. It drove Google's growth from 40 employees to more than 60,000 today.

The process is as follows: at the end of every quarter, employees set their OKRs for the next quarter, and then after six weeks they meet with their managers and give a progress report using a traffic light grading system. Green light means good to go, yellow possible danger and red, I'm having serious issues. 

#### John Doerr recommends:

- Maximum 5 Objectives with 4 Key Results
- 60% + should be bottom up
- Mutual agreement between managers and employees
- Not used for performance evaluation
- 60-70% "grade" is good, less than 40% is bad
- Only continue to work on incomplete key results if they are still relevant

## Setting OKRs with PeopleGoal

Now we will show you how easy it is to set up OKR with PeopleGoal. In our OKR App we have simplified the process for teams, whilst enabling both bottom-up and top-down alignment in accordance with John Doerr's methodology. In our opinion, this is the __most efficient way__ to create team alignment and [engagement](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) through agile goal setting.

The OKR process starts with the leadership team, who set the company objectives for a given period of time, typically quarterly. Then, team leaders can align their team's objectives to the company objectives, whilst allowing individuals to set their own Key Results __(top-down approach)__. Alternatively, individuals can set their own OKRs with their manager and align them to the company OKRs __(bottom-up approach)__. Once alignment is complete, the tracking process begins and individual contributors share their progress towards their objectives and assess how likely they are to achieve their OKRs.

### OKRs at a glance

PeopleGoal gives employees, managers and admins a __high level of visibility__ over the OKR process. Depending on the access rights decided by the account admins, users will be able to see their individual, colleague's, team's, or even the entire company's OKRs. Account admins can decide what information is displayed on the app homepage, such as objective title, alignment, status and percentage completion.

![setting a new okr](//images.ctfassets.net/6g4s9n00xmsl/6BxtTBcZmTCbMrOme4KNP6/94cb3951c48902e8953dc0293fddb033/setting_a_new_okr.png)

We will now show you just how simple it is to set both top-down and bottom-up OKRs with PeopleGoal.

### Step 1: Create an OKR

First of all, click __'New OKR'__ from the app homepage, and then select __'New Draft OKR'__. Enter a short title for your objective (this can be edited later), and then select what type of OKR you want to create. 

- If you are a team leader and you want to create a new team OKR, select __Yes__ and then __Team OKR (Top-down)__
- If your team leader has already assigned a team objective, select __No__ and then __Team OKR (Top-down)__
- If you are an individual and you want to create a new individual OKR, select __Yes__ and then __Individual OKR (Bottom-up)__

Once you have selected the correct option, click __'Create OKR'__.

![welcome to okrs](//images.ctfassets.net/6g4s9n00xmsl/5TFK8mYhuJTPjQCvgLafIh/005108047c0a08b1ca61ad1840c2f334/welcome_to_okrs.png)

### Step 2: Define the Objective and/or Key Results

Depending on what type of OKR you are creating (top-down/bottom-up), you will have different options at this stage. 

- If you are an individual creating a bottom-up OKR, you will need to fill in all of the details.
- If you are a team leader creating a top-down OKR for a team, you will not need to set any Key Results as these will be set individually.
- If you have been assigned a top-down OKR by your team leader, you will only need to fill in the Key Results.

Once you have filled in the form, click __'Submit to next state'__.

![OKR details explained](//images.ctfassets.net/6g4s9n00xmsl/6RhjF2TwMEQ72RZ1E9A5ff/03180c38b309efba52040fdfc6f74ab6/OKR_details.png)

___NB: This form can be customized to capture further information in line with your requirements. Take a look at how account admins can edit app elements in PeopleGoal [here](https://www.peoplegoal.com/support/article/apps#edit).___

### Step 3: Track Individual progress

You can view and make updates to your progress at any point by selecting it from the app homepage. You will be able to see the OKR details, mark your percentage completion towards your objective and add a status update, 0-30% = red (off track), 40-60% = yellow (at risk) and 70-100% = green (on track). Make sure to click __'Save changes'__ to lock in your updates. Once the OKR cycle has ended, click __'Submit to next state'__ to close the objective.

![track new progress](//images.ctfassets.net/6g4s9n00xmsl/5MDqS83wKKJdSER0Gdn6Py/5121184680ed77aeeedfcf4bdbaafde5/track_new_progress.png)

### Step 4: Track Team progress

You can get a snapshot of your team or company's performance by going to the reports dashboard under the data tab. What you see here depends on your access rights and what dashboards have been created by the account admins. Below is a sample report showing information about the entire company, this can be filtered by department, team or even by individual.

![OKRs reporting](//images.ctfassets.net/6g4s9n00xmsl/3b0FIAT6ENlF6ZewsUHDfp/059066c4e43934a5ad86903f42a285ca/OKRs_reporting.png)

___NB: This report can be customized further to track the KPIs most relevant to your organization.___

---

## Next steps:

- If you would like to integrate the OKR app with regular performance check-ins, have a look at our [Check-ins app](https://www.peoplegoal.com/app-store/template/check-ins-1on1).
- Need help setting up OKR at your organization? [Book a demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today and chat to one of our OKR experts.

OKR (Objectives and Key Results) have been used by many disruptive tech companies over the years to create alignment, engagement and drive overall performance. We take a look at how Google uses the methodology and show you how to set and track OKRs in 2021.

We will show you how to create and track OKRs like Google to create alignment, boost engagement and drive performance.

How to Set and Track OKRs in 2021

how to set and track OKRs

Leverage the power of Objectives and Key Results (OKR) to create alignment, boost engagement and drive performance.

Managing a team is __never easy__. From motivating employees through difficulties, to coaching and mentoring, being a manager is more than just assigning tasks. __Self-assessment questions__ encourage managers to reflect on their role, so that they can develop their leadership skills.

It’s widely known that managers play a crucial role in [performance management](https://www.peoplegoal.com/blog/performance-management) and employee experience. According to Harvard Business Review, managers make up [70% of the variance](https://hbr.org/2015/04/what-great-managers-do-to-engage-employees#:~:text=Our%20research%20shows%20that%20managers,variance%20in%20employee%20engagement%20scores.&text=A%20Gallup%20study%20of%207%2C272,some%20point%20in%20their%20career.) in employee engagement scores. Line managers are the everyday communicators of a company’s values and HR policies. 

__Role of managers in a company__

-	Motivate teams to perform at their best

-	Influence [employee engagement](https://www.peoplegoal.com/blog/employee-engagement-best-practices-a-2019-perspective) 

-	Help employees set and stick to goals

-	Communicate HR policy and [company values](https://www.peoplegoal.com/blog/employee-engagement-company-values)

-	Tie employees’ work into wider [company objectives](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success)

-	Facilitate teamwork

Despite their impact, managers are __often overlooked__ when it comes to HR strategy. A simple manager self-evaluation is a great way to get managers thinking about their performance. 

Managers should be as honest as possible in self-evaluations. Are they [motivating their employees](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees), or letting them get burnt out? Have they adapted their communication style to [remote work](https://www.peoplegoal.com/blog/remote-workers-support)? __Self-reflection__ can be the starting point for developing those all-important leadership skills.

> Self reflection can be the starting point for developing those all-important leadership skills

A manager self-assessment helps HR to support managers. Are there any areas where HR could provide [training](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company)? Could HR consult managers on a goal setting strategy that sets staff on a path to success?  

__Benefits of Manager Self-Assessment__

-	Gives managers a growth mindset

-	Supports managers in their [career development](https://www.peoplegoal.com/blog/career-development)

-	Indicates to HR areas where managers and employees require support

-	A moment for managers to reflect on what is working and what needs improving

-	An opportunity for managers to note the successes of their teams

-	Sparks self-awareness for better management

![Benefits of Manager Self Assessment](//images.ctfassets.net/6g4s9n00xmsl/2oiawRdYizzSIklbLFpmi5/65a215aee127ca2f2a7187b58533076e/Benefits_of_Manager_Self_Assessment.png)

---

## Why is self-assessment important for managers?

Managers are often incredibly busy day to day. On top of following up on tasks for team members, they have their own work to complete. As __role models__ for the rest of the team, they are under pressure to be __‘always on’__! 

A [self-assessment](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) gives managers the chance to stop and think about their management style. Often if these moments of reflection aren’t organized externally, managers are swept up in every day tasks. Taking the time to reflect on their role in their teams’ performance can be productive. 

Managers sometimes find the process __daunting__ – and then they’re less likely to open up about how their team works. Human resources should emphasize that [self-assessments](https://www.peoplegoal.com/blog/10-annual-performance-review-employee-self-evaluation-examples) are largely __developmental__, and intended for the team’s benefit. 

![Managers need Self Evaluation](//images.ctfassets.net/6g4s9n00xmsl/HKLDclQtiKrFUV18mTtre/19d5902f46a1c9a29b0e0895b6a85db3/Managers_need_Self_Evaluation.png)

---

## What makes a great manager?

During a self-evaluation, managers should consider what they aspire to be as a team leader. Self-evaluations are __moments of reflection__ – and should prompt managers to think about what being a great manager means to them. 

So much has been written on this topic. In reality, there are *many* ways to motivate your team and bring out the best in them. 

In [Harvard Business Review](https://hbr.org/2005/03/what-great-managers-do),  Marcus Buckingham writes that ‘great managers know and __value__ the __unique abilities__ (of employees) and they learn how best to integrate them into a coordinated plan of attack’.

[Recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) then is key to excellent management –acknowledging the wins of your team members helps keep them motivated. It’s about knowing your team members really well – including their weaknesses – so that you can delegate tasks in an informed way.

Overall, most great managers have the following in common:

-	They know the strengths and weaknesses of each employee

-	They bring out the strengths of employees

-	They communicate effectively with their team

-	They encourage [teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely)

-	They recognize the achievements of their team

-	They have a clear strategy for performance management 

With this in mind, here are some __questions for manager self-assessment__ which cover all of the qualities above. 

> Great managers know and value the unique abilities of employees - Marcus Buckingham

![Self-Assessment for Better Leadership](//images.ctfassets.net/6g4s9n00xmsl/1Ixf6Vw0FyQP2yW8p08eOR/7ac730a77e2ae943a738b5bc45d94bc2/Self-Assessment_for_Better_Leadership.png)

---

## Top 27 Self-Assessment Questions for Managers

## Questions about knowing employees’ strengths and weaknesses

When we use our strengths at work, from teamwork to customer service excellence, we feel better engaged and motivated. Managers who know their employees well know how to ensure this happens every day. 

1.	*Describe a time when you harnessed an employee’s skill or a strength to improve team productivity.*

2.	*On a scale of 1-10, how well do you know your employees?*

3.	*Do you feel more aware of some employees’ strengths and weaknesses than others?*

4.	*‘When assigning team projects, I make sure that each team member can play to their strengths’.* True/False 

---

## Questions about communicating with your team

[Communication](https://www.peoplegoal.com/blog/employee-communication) is one of the building blocks of great management. Give managers the chance to take a moment to think about their communication style and strategy. 

5.	*I would describe my communication style in the following way:* 

6.	*'I [check-in](https://www.peoplegoal.com/blog/check-ins) daily with employees and ask questions of each employee.'* True/False

7.	*How regularly do you schedule one on ones with employees? How useful do you find these meetings?*

8.	*How have you adapted your communication style during remote work?*

![Communication for Managers Self-Appraisal](//images.ctfassets.net/6g4s9n00xmsl/2Tw8zqwCkH4PavotvSN4hG/90a75028c328f08cd7e6dc4528f62f57/Communication_for_Managers_Self-Appraisal.png)

---

## Questions about your ability to motivate

Managers are motivators! From [employee wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020), to team work, to recognition, so many factors influence motivation levels. These questions help managers reflect on how intentional they are about employee motivation.

9.	*‘I always thank employees for a job well done.’* True/False

10.	*‘I make time for team building exercises’* True/False

11.	*Describe how motivated your employees have been recently. Have you noticed any changes in motivation levels or productivity?*

12.	*‘I regularly check-in and offer employees support as they complete tasks’*

13.	*How do you cope with [employee burnout](https://www.peoplegoal.com/blog/work-burnout) on your team?*

---

## Questions about collaboration within your team

[Collaboration](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) comes naturally to some teams – but often, managers have to create the conditions for great teamwork. Ensure that tasks are delegated in a way that matches each employee’s strengths.

14.	*‘I regularly encourage team members to pool their skills and collaborate on projects’* True/False

15.	*‘Team members work effectively together and there is little or no interpersonal conflict’* True/False

16.	*‘I take on a coaching role when team members hit roadblocks on projects’* True/False

17.	*Describe the role of collaboration and teamwork on your team. Do employees work better independently / in a group?* 

18.	*How might you improve collaboration?*

> I regularly encourage team members to pool their skills and collaborate

![Benefits of Collaboration from Self-Assessments](//images.ctfassets.net/6g4s9n00xmsl/4bxY71oDUcGBu9Lleb6zMy/2bfc25dbfdc47034bb2fe148eff2a389/Benefits_of_Collaboration_from_Self-Assessments.png)

---

## Questions about performance management

Managers are responsible for keeping track of whether employees are working at their best. Performance management is a fine balance – managers should __trust employees__ whilst also setting __clear expectations__.

These questions think about the role of feedback (whether formal or informal) in [performance management](https://www.peoplegoal.com/blog/performance-management-software-for-small-business), as well as day to day task-setting.

19.	*How often do you give informal feedback to employees?* Never to Very Often

20.	*Reflect on the previous performance review cycle. Do you feel it motivated or demotivated employees?*

21.	*How would you change the [performance review](https://www.peoplegoal.com/blog/remote-performance-reviews) process to better engage employees?*

22.	*How do you hold employees accountable for completing tasks?*

> Performance management is a fine balance. Managers should trust employees while also setting clear expectations

---

## Questions about manager’s own career development

Self-evaluations are an opportunity for managers to reflect on their own  careers. This helps make the process __constructive__ and forward-looking. Managers are improving their skills not only for their teams, but also so they can equip themselves for their careers longer term. 

23.	*The thing I must enjoy about my job is:*

24.	*The thing I least enjoy about my job is:*

25.	*Where do you see yourself in five years time?*

26.	*How has being a manager challenged you?*

27.	*What skills would you most like to develop looking forwards?*

![Career development through Self Assessment](//images.ctfassets.net/6g4s9n00xmsl/qxq16AhY5d3DYRICgNKBn/4fdf8b66974e4ab6bf4c5f9091d7b48e/Career_development_through_Self_Assessment.png)

---

## Self-Assessment for Managers – Questions for Success

> It's not about money. It's about the people you have, and how you're led - Steve Jobs

Steve Jobs once said, ‘It's not about money. It's about the people you have, and __how you're led’__. Being a manager is about giving employees the autonomy to work at their best, whilst also coaching and supporting your team. It’s not an easy job – self-assessment questions can help to see where managers can adapt their strategy.

If you want to learn more about improving management skills, why not read our blog post [One on One Meeting Questions Format for Managers](https://www.peoplegoal.com/blog/one-on-one-meeting-questions-format).


Being a great manager takes self-awareness. These self-assessment questions will inspire managers to better communicate with and motivate their teams.

Manager Self Assessment Questions

These self-assessment questions provide a chance for managers to think deeply about the way they motivate employees and manage performance.

'Change is the only constant'. This was absolutely the case when the pandemic sent most companies to work from home. Organizations had to rapidly change how they deliver their service. For HR teams, the move to remote work was a crash course in [change management](https://www.peoplegoal.com/glossary/change-management). 

The pandemic taught us that external factors are out of our control. Companies face change every day – from changing customer behaviors, to new technologies, to new expectations about the modern workplace. However, the way companies __*respond*__ to change is within their control – and HR has a crucial role to play. 

Debra Cohen calls this role a ‘change agent': HR supports the company in times of change in consultation with executives.

HR professionals are aware that they work in a changing environment – and the best people leaders are always looking to the horizon for the next big change. Furthermore, HR teams who create [agile strategies](https://www.peoplegoal.com/blog/agile-hr) are more likely to steer their companies through the choppy seas of change.

![Successful Implementation of Changes](//images.ctfassets.net/6g4s9n00xmsl/2RqcZFjwJdpkmA1T0ShLI1/08108324a9197e3fbeaaee3ff13007f6/Successful_Implementation_of_Changes.png)

[Human Resources](https://www.peoplegoal.com/blog/8-human-resources-functions) leaders should take a __structured approach__ to change management. This should include the areas:

-	[Communication](https://www.peoplegoal.com/blog/employee-communication)

-	Involvement of __all company levels__ – a bottom-up approach

-	Manager training for new policy

-	Structured training programs to ease transitions

Changes may be big or small – from finding a new [training program](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) for your team, to moving your company to remote work. The challenge of change management is always this – that your business processes have to __keep moving forward__ even as you manage the change.

So, change management is a lot about reducing the distractions and time loss that results from change. With no communication plan, [employee productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment) may plummet.  A lack of training for a new policy will slow down a successful implementation.

Below, we will offer 5 ways Human Resources can contribute to smoother organizational changes – so that your company can face change in a sustainable way. 

---

## What are the 4 Principles of Change Management?

To successfully manage change, you have to create a change management plan. The [4 Principles of Change Management](https://www.mindtools.com/pages/article/newPPM_87.htm) provides a solid structure for this:

![4 Steps of Change Management for Human Resources](//images.ctfassets.net/6g4s9n00xmsl/3cHi4I2q6EvrFWqlEArCJl/ce7120a0b2bcbb85d92b8e95c81fc529/4_Steps_of_Change_Management_for_Human_Resources.png)

### 1.	Understand the Change

Understanding change – *why* it is needed and *impact* it will have – is crucial during times of transition.

*-	What are the main challenges this change will bring?*

*-	What opportunities/threats does this change present?*

*-	Why do we need to change?*

---

### 2.	Plan for Change

> Planning is bringing the future into the present so that you can do something about it now ― Alan Lakein

Instead of worrying what the future will bring, agile HR teams look ahead and create a plan for different scenarios.

*-	How can we ensure executive buy-in for this change?*

*-	How can we make the business case for this?*

*-	What will the impact of the change be?*

*-	How can we mitigate to reduce the effect of challenges on [employee engagement](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) and productivity?*

*-	Who will need training/resources to meet this change?*

---

### 3.	Implement Change

Ask these questions as you look to implement your plan. 

*-	What training is required to ease the transition?*

*-	Which employees/ managers will need the most support?*

*-	How can we measure the success of our changes – e.g. through [employee surveys?](https://www.peoplegoal.com/blog/employee-survey)*

*-	Who will be responsible for different aspects of implementation?*

---

### 4.	Communicate Change

The human side of change management is a lot about communication  - how you can get teams on board with the company’s future plans.

*-	How can we communicate the need for change in a compelling way?*

*-	How can we communicate the benefits to employees?*

*-	How can we be honest about the negative impacts and communicate efforts to mitigate them?*

*-	What communication methods can we use?*

---

## Examples of Organizational Change

Below are some examples of possible organizational changes. They vary in magnitude – but whatever the change, management and HR must consider the effects on all stakeholders and communicate openly with them.

-	A [flexible working](https://www.peoplegoal.com/blog/remote-work-best-practices) policy

-	Changes in customer needs or expectations

-	A new CEO or a structural changes from executive leadership

-	Changes to employment law that effect HR policy

-	Promotions or new managers

-	Onboarding new employees and adapting processes to larger teams

-	External factors that cause change – from recession to pandemics

-	Mergers and Acquisitions

![Types of Organizational Change quote](//images.ctfassets.net/6g4s9n00xmsl/6rwFwdxiZYiMJjFiMsIs7c/34a5533f7626cd8a9df753b6098b7424/Types_of_Organizational_Change_quote.png)

---

## 5 Contributions of HR to Change Management

---

## 1.	HR facilitates communication of the change

HR acts as a __point of contact__  during periods of transition. Employees who want to see the changes implemented in a different way, or who feel unrepresented by the strategy, can come to HR for support.

Often leaders assume the __reasons for change__ are self-evident. The benefits of a new software, they think, speak for themselves. This is rarely the case. HR can help to [communicate plans](https://www.peoplegoal.com/blog/improve-internal-communications-for-engaged-remote-employees) in a way that ties in changes to the __day to day work__ of employees. 

[Strategy+business.com](https://www.strategy-business.com/article/rr00006?gko=dab72) gives the example of the __IRS__, which went through intensive structural changes in the 1990s. Faced with change, IRS leadership created a __targeted internal communications campaign__, including training sessions, daily voicemails and townhall meetings. The change was a major success – an excellent example of how crucial communications are to change management.

### Questions to consider for a change management communications strategy

*-	Is the mode of communication appropriate for the change? E.g. if there are personal impacts for individual employees, [one on one meetings](https://www.peoplegoal.com/blog/one-on-one-meeting-templates) are preferable to town halls*

*-	How can we create a compelling message about the company’s vision for the future?*

*-	How can we ensure that communication channels are maintained in the future, for example, during remote work?*

![Communications for Effectively Managing Change quote](//images.ctfassets.net/6g4s9n00xmsl/7Kc7We8FoOhYBHHflvw6zR/9ac36860135fe4185857c3e3690ba8bf/Communications_for_Effectively_Managing_Change_quote.png)

---

## 2.	Develop training programs to build towards changes

Nothing will change in your company unless your people have the resources to enact that change. Training is crucial. Think about what __skills gaps__ will need to be filled in order for the organization to progress. For example, if an employee is taking on a leadership role for the first time, HR could equip them with manager training, via an external program. 

Managers may also benefit from a [change management program](https://www.prosci.com/solutions/enterprise-training/change-management-program-for-managers), such as that offered by Prosci.

---

## 3.	Track performance and engagement to review the effects of change

Leaders should check in on employee development following a change. Consider running a program in which all employees write down development plans, reviewed by their managers. Schedule one on one meetings with employees to see how the changes are impacting their professional development.

HR can also run employee surveys to check the temperature among staff during times of transition. [Employee wellbeing surveys](https://www.peoplegoal.com/blog/employee-wellbeing-surveys) have been popular during the move to remote work, as it’s more important than ever to check in on your teams.

![Ways to Track Engagement during Change](//images.ctfassets.net/6g4s9n00xmsl/1sUTHFtV54oL7KQwH2DVRd/1616f8130520ffb7d5b84a9a1c5852f9/Ways_to_Track_Engagement_during_Change.png)

---

## 4.	Ensure any new strategy or policy aligns with the company’s culture 

HR are responsible in part for the ways a company lives up to its values. People leaders can work together with managers and senior executives to consult on the impact of policy on people processes. Will a certain change compromise the company’s integrity? HR leaders have a __responsibility__ to speak up.

If the company is undergoing __transformational change__ – and organizational structures and culture is shifting – HR should adjust their strategies accordingly. For example, if a new CEO wants to create a __high-context culture__, HR could move from traditional [performance reviews](https://www.peoplegoal.com/guides/performance-reviews) to more ongoing forms of feedback. 

Remember, some of the best company cultures are those who step outside the status quo and find what works for their teams.

![4 Ways HR contributes to Change Management](//images.ctfassets.net/6g4s9n00xmsl/4PBBa6YwkFWBIPD227zTW1/079c43f2992512c15efa99555f1ed485/4_Ways_HR_contributes_to_Change_Management.png)

---

## Change management: Building a stronger future

Change doesn’t happen overnight. It takes __planning__ and skilled project management. HR has a role to play in ensuring that people in the organization are part of the changes. With training and [better communication](https://www.peoplegoal.com/blog/communication-skills), employees are empowered to grow with the company, creating long-lasting change.

Want to learn more about the central role HR teams play in organizations? Why not read our [Essential Guide to Human Resources Management](https://www.peoplegoal.com/guides/human-resources-management)?

---

PeopleGoal supports your teams as you scale – helping you organize development, onboarding and more. To talk to us about our apps, [book a demo](https://www.peoplegoal.com/book-a-demo) today.


Change management was crucial as we moved to remote work. But what is the role of HR in easing transitions? We explore how HR improves communication and more.

Change Management: What's the Role of HR?

Change Management What is the Role of Human Resources?

Change Management What is the Role of HR

Change management only works if you take your people along with you. We explore the role of HR in times of change.

The use of [360 performance reviews](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) has become widespread – with [90% of companies](https://www.personneltoday.com/pr/2012/02/90-of-companies-use-360-but-many-struggle-with-common-issue) using 360 Feedback in 2012. The process is a hit, with companies tired of typical [performance reviews](https://www.peoplegoal.com/guides/performance-reviews) - in which __top-down feedback__ was often bogged down by unconscious bias and a lack of a clear line of sight.

360 feedback was viewed as a possible cure. Human resources professionals could collate the perspectives of employees across a company on an individual’s performance – from their line manager, to their co-workers. This gave a kaleidoscope of different points of view – allowing HR to observe how teams worked together and what was standing in the way of [high performance](https://www.peoplegoal.com/blog/5-steps-to-a-high-performance-culture).

However, since then, a number of organizations have shied away from the 360 trend. The [U.S. Army warned](https://www.armyupress.army.mil/Portals/7/military-review/Archives/English/MilitaryReview_20150831_art013.pdf) about the ills of 360 Feedback, with unreliable and overly subjective reviews a cause for concern.

![360 Performance Reviews and Different Perspectives](//images.ctfassets.net/6g4s9n00xmsl/71eMuVNEe98VdMBoQK46Sv/a74824026cb779e6a59c3eb8b27327be/360_Performance_Reviews_and_Different_Perspectives.png)

So is [360-degree feedback](https://www.peoplegoal.com/glossary/360-feedback) the panacea we like to think it is? 360 reviews have the potential to greatly improve performance and [collaboration](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration). However, they are too often misused, even to the point of __alienating employees__. 

In this blog post, we’ll review the __pros and cons of 360 evaluations__, from their impact on [teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) to whether employees’ feedback translates to development. 

---

## What are 360 Performance Reviews? 

360 Feedback provides feedback to an employee on their performance – not only from their boss or manager, but also from __4-8 co-workers__, reporting staff or customers.

[360 performance reviews](https://www.peoplegoal.com/blog/360-review) should usually try to measure how an employee performs in relation to the [company’s values and objectives](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment).

Employees usually write a __self-evaluation__ after reading the appraisal. This engages an employee’s __self-awareness and accountability__.

## Pros of 360 performance reviews

In spite of their downsides, [85% of Fortune 500](https://www.forbes.com/sites/jackzenger/2016/03/10/how-effective-are-your-360-degree-feedback-assessments/?sh=72d05cbaa690) companies use 360 reviews. It provides a number of benefits to an organization, as we'll explore through these 4 'pros': 

-	A wider view of the company

-	A better tool for employee development

-	Improves teamwork

-	Helps to avoid unconscious bias

![360 Performance Reviews Advantages](//images.ctfassets.net/6g4s9n00xmsl/6Qv7AGDN0PGVKVZ38kLyD0/aaf6a0c3966a85c49c23d631a4facf3e/360_Performance_Reviews_Advantages.png)

---

## A wider view of the company 

When we only have the perspective of leaders and managers, we only see __half the story__. Co-workers highlight problems underlying  poor teamwork in the company. Maybe environmental factors, such as inadequate communication channels, are hampering collaboration?

360 reviews do more than tell us about an individual’s performance. They also reveal how employees *relate* to each other in the company. A lack of resources for one employee might be reducing the productivity of another employee. Hence, 360 reviews underscore the [developmental needs](https://www.peoplegoal.com/blog/development-plans) of a company. 

---

## A better tool for employee development 

Sometimes we forget the purpose of reviews – to help us *grow and improve*!  Conventional performance evaluations were often criticized for being unconstructive. A __one-sided perspective__ from your boss – who may not even see how you perform day to day.

360 performance reviews open the employee’s eyes to a __number of perspectives__ – including the co-workers they collaborate with every day. When co-workers and managers provide [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), employees are given a number of pointers. Often, these suggestions are more __specific__ and __actionable__ than if they came from more hierarchical reviews. 

Many companies are starting to focus more on __strengths__ in 360 Feedback. This is great for improving an [employee’s motivation](https://www.peoplegoal.com/blog/work-quotes-for-monday-morning) to develop their skills further, and to take on board constructive feedback.

![Peer Reviews for Performance Feedback disadvantages](//images.ctfassets.net/6g4s9n00xmsl/5ThgTJg8iUFzQ3MHGz6qkc/634eb929927d0aa9d105d1f648e020ca/Peer_Reviews_for_Performance_Feedback_disadvantages.png)

---

## Improves teamwork

Once we have honest feedback from our team mates, we start to __make changes__ that [improve teamwork](https://www.peoplegoal.com/blog/teamwork-tips). If a co-worker recommends that the employee communicate with them more regularly, this is a chance for employees to address shortfalls on a team.

This creates a culture of __ongoing feedback__ – where co-workers feel at ease making recommendations to one another – lifting each other up.

> Once we have honest feedback from our team mates, we start to make changes that improve teamwork

---

## Helps to avoid unconscious bias

The more perspectives you seek out – the less likely your reviews are to fall prey to [unconscious bias](https://www.peoplegoal.com/blog/performance-review-bias). Unfortunately, bias does creep into the review process – with men more likely to receive [evidenced feedback on technical skills](https://hbr.org/2019/01/why-most-performance-evaluations-are-biased-and-how-to-fix-them) than women.

__Confirmation bias__ is the tendency to privilege information that reaffirms our current beliefs. This can often be behind unfair performance reviews. By having more eyes on the ball – co-workers and teammates as well as managers, confirmation bias disappears. 

Avoiding [unconscious bias](https://www.peoplegoal.com/glossary/unconscious-bias) makes for performance reviews that inspire, not alienate, employees. 

> The more perspectives you seek out – the less likely your reviews are to fall prey to unconscious bias

---

## Cons of 360 reviews

However, 360 reviews have their downsides. These include:

-	Feedback from unreliable or inexperienced raters 

-	Process not relevant company wide

-	Anonymity means employees can’t ask for further information

-	Focus on weaknesses rather than strengths 

![Disadvantages of 360 Reviews](//images.ctfassets.net/6g4s9n00xmsl/hy4Yqp5WvPPo74UQ9F4Mu/204857e03f4bfe41119b00f669dd92c4/Disadvantages_of_360_Reviews.png)

---

## Feedback from unreliable or inexperienced raters 

One of the problems with 360 feedback is that ratings can be skewed. Co-workers may provide stellar ratings for their favourite team-mates. They may give negative ratings to others they __dislike personally__. 

All too often, employees have opened up their 360 reviews in the hope of some constructive feedback, only to be met with personal or irrelevant comments from their peers. Of course, this will turn the employee off 360 feedback all together. 

Raters need to be equipped with __training__ on how to give constructive feedback. Furthermore, 360 Feedback should never be used to determine promotions or renumeration – as petty disputes can get in the way of the reviews process.

The antiquated structure of [performance reviews](https://www.peoplegoal.com/blog/remote-performance-reviews) can hinder 360 reviews, too. [Rating scales (between 1-5)](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) are irregularly applied. Some never give out 5s, as that leaves no room for improvement, while some offer 5s with wild abandon.

The __unreliability__ of results can undermine your mission. It __lowers morale__, and can even harm relationships between employees if there is a culture of giving overly critical peer reviews. 

![Problems with peer review 360 performance reviews](//images.ctfassets.net/6g4s9n00xmsl/3yrFNHtpd3AyvRnfyzQtOD/0bebe08f892bdf157ec638320ead4da2/Problems_with_peer_review_process_360_performance_reviews.png)

---

## Focuses on weaknesses rather than strengths 

Some leaders are __unrealistic__ about what feedback can achieve. By focusing on strengths that employees already exhibit, you build on existing talents and skills. This [motivates the employee](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees), as they are encouraged to make more of something they already feel confident in.

As [Eric Jackson](https://www.forbes.com/sites/ericjackson/2012/08/17/the-7-reasons-why-360-degree-feedback-programs-fail/?sh=7e8f9d5d279d) puts it: ‘Your strengths are what got you to where you are in your career. Work on your weaknesses but never stop relying on your strengths.’. 360 Reviews are often __skewed towards weaknesses__ – we tend to look most at areas where employees are scoring low. 

However, often these weaknesses are less relevant to the employee’s job description than other skills. Further, emphasizing the negative is more likely to leave your employees __feeling undervalued__. 

> The reality is that your strengths are what got you to where you are in your career. Work on your weaknesses but never stop relying on your strengths. - Eric Jackson

---

## Process not relevant company wide

If questions are based on generic performance review topics, 360 reviews are unlikely to be impactful. Employees may be assessed on ‘customer service’ – when they interface very little with customers day to day. Clearly, this will leave employees feeling blindsided.

Furthermore, 360 feedback reviews often forget to look at the skills gaps or goals of an organization. Human resources leaders must tailor the 360 performance review to the company’s priorities. Look at both the competencies required on job descriptions, as well as [company-wide OKRs](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management), to see what skills need to be prioritized. 

![Benefits of 360 performance reviews and OKRs](//images.ctfassets.net/6g4s9n00xmsl/51H7HyvTYIZnQz8ZKRTNta/f0efd92aea7465e2407a3460cb78ed06/Benefits_of_360_performance_reviews_and_OKRs.png)

---

## Anonymity means employees can’t ask for further information

The problem with anonymous reviews is that employees can’t seek out further information from reviewers. Perhaps the most valuable part of the performance appraisal process is the conversations that follow it – the [one-on-ones](https://www.peoplegoal.com/blog/one-on-one-meeting-templates) with managers that help employees to set goals and boost their performance.

When peer reviews are anonymous however, employees can’t ask questions about why a certain rating was given. Reviews without context are less constructive and __lack clarity__. 

This may lead to a gap in understanding of the appraisal – for example, if an employee thinks that a ‘Room for Improvement’ rating on ‘Communication’ means they need to communicate more, when the colleague wanted them to schedule fewer meetings.

Anonymity means peer reviews are less likely to fray working relationships. However, it also means we compromise on transparency in reviews – making them less useful in our [development](https://www.peoplegoal.com/blog/personal-development-objectives).

![360 Performance Reviews and Transparency](//images.ctfassets.net/6g4s9n00xmsl/7xqEoZodi2NGwb0o8ajD7t/fc40e6107aa671cda856e30cf4586343/360_Reviews_and_Transparency.png)

---

## Should you use 360 Performance Reviews?

> 360s are most effective when they are used as a development tool, not a rating tool - Alicia Arenas

Overall, [360 reviews](https://www.thebalancecareers.com/360-degree-feedback-information-1917537) come with __myriad benefits__ for performance management. They provide the full picture on performance – and a more holistic set of pointers on how to improve. 

While multi-rater feedback comes with downsides, when it is relevant to company objectives and key competencies, it can be __invaluable__ for an organization. 

Leadership coach Alicia Arenas says that *"360s are most effective when they are used as a development tool, not a rating tool."* 360 feedback involves teams in their co-worker’s development. It has the potential to create a __supportive culture__ in which teams are honest about their peers’ strengths and weaknesses. 

However, results are often unreliable and lack transparency. It should not be used to assess employees’ readiness for promotion. By focusing on [employee recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) and teambuilding, 360 performance reviews can become an asset to your team.

---

Did you know that PeopleGoal’s [360 Feedback app](https://www.peoplegoal.com/app-store/template/360-feedback-9e96be19-e140-4c81-802f-56b49da36253) allows you to gather responses from all levels of your organization? To find out more, book a demo today.  

360 Performance Reviews are a must-have of a modern HR strategy- or are they? This post explores the pros and cons, and how to make 360 reviews work 

360 Performance Reviews : The Pros and Cons You Should Know

Pros and Cons of 360 Performance reviews

360 Performance Reviews bring with them the benefits of better teamwork and better engagement. However, they need to be done right, as we explore below.

___‘Fail to prepare or prepare to fail’.___ The interview process is your chance to find the best talent – and  __interview questions__ are all important. [Employers](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019) who plan questions in advance bring out the best in each candidate. 

This has never been more true than during [remote interviews](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/job-interviews-go-virtual-response-covid-19-coronavirus.aspx). Interviews have always been nail-biting experiences, but a video call interview is a whole other ball game. Whether it’s the terror that internet connection will fail mid-sentence or the difficulty reading non-verbal cues, the experience can be a *gruelling*. The best employers and hiring managers are tweaking their [recruitment](https://www.peoplegoal.com/glossary/recruitment) strategy.

On top of this - the [majority of workers](https://www.cnbc.com/2020/11/13/majority-of-workers-looking-for-new-jobs-during-covid-19-heres-why.html) reported looking for a new job in 2020. The pool of talent is nearly bottomless. As applications pile up, it can become harder and harder to look at interviewees’ skills and [competencies](https://www.peoplegoal.com/glossary/behavioral-competency) on an __individual__ basis. Star performers may fall through the net.

![Interview Process quote for interview questions](//images.ctfassets.net/6g4s9n00xmsl/3JVEU161Ni851i5UYHeu20/e8c04f1db69bf62ca3a3f5e711d49840/Interview_Process_quote_for_interview_questions.png)

By asking the right questions, you’ll gain more insight into candidates’ expectations and motivations. These are tailored to remote work to help you assess a potential [new hire’s](https://www.peoplegoal.com/blog/onboarding-for-new-hires-how-to-make-it-a-success-story) suitability for the [remote environment](https://www.peoplegoal.com/blog/remote-work-best-practices). You’ll also [communicate](https://www.peoplegoal.com/blog/improve-internal-communications-for-engaged-remote-employees) with them in a more reassuring way, so that each candidate feels they have an opportunity to make their case.

Below, we’ll explore how you can review the soft skills needed for [remote work](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) – from __communication to reliability__. We’ll also look at asking about relevant experience and their motivations for applying for the role.

__Benefits of preparing interview questions in advance__

- Cover a wide range of topics

- Consider how to assess [soft skills](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) for remote work

- Phrase questions clearly and concisely

- More productive meeting

- Provides structure

- Prepare [Behavioral Interview](https://www.peoplegoal.com/glossary/behavioral-based-interview) questions

- Clarifies candidate's expectations for [career development](https://www.peoplegoal.com/blog/personal-development-objectives)

---

## Interview Questions on Work History

These questions help you to gauge how the candidate’s experience matches [remote work environments](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers):

### 1.	*Have you ever worked remotely before?*

### 2.	*If you haven’t worked remotely before, can you provide an example of a time you had to adapt your routine?*

### 3.	 *What technology do you use to organize your work and communicate?*

### 4.	*What strengths would your previous team mates say you have?*

### 5.	*What were the main challenges you experienced working remotely in previous roles? How did you overcome them?*

![Ask about Previous Roles Interview Questions](//images.ctfassets.net/6g4s9n00xmsl/47Pl4wChPYW3qDfXG4lHiS/9cb8f331645f216fadf7793c613a4953/Ask_about_Previous_Roles_Interview_Questions.png)

---

## Questions about motivation and organizational skills

### 6.	*How do you prioritize tasks?*

Prioritizing is about knowing what comes first. It’s about doing some tasks less perfectly than others – so that you can shine at the tasks that count. 
If we don’t prioritize – we end up __feeling overwhelmed__, especially in a fast-paced workplace. 

Great candidates identify the most pressing matters and address them first. They acknowledge that smaller tasks may need to be put on hold. A balanced response to this question suggests that a candidate is less likely to fall into the perfectionism trap.

### 7.	*Can you give me an example of a time you were self-motivated?*

[Remote workers](https://www.peoplegoal.com/blog/remote-workers-support) are often their own cheerleaders. Remote managers can’t peep in on their work each hour anymore.

__Behavioral interview questions__  like this encourage interviewees to offer concrete examples. They might talk about a time they stuck to their own deadlines or pushed towards personal goals.

### 8.	*How do you organize your time during a typical working day?*

We all know how crucial routine is when working from home. Does the candidate block out their time into chunks? Do they take 10 minute breaks to stay motivated? 

![Behavioral interview question example](//images.ctfassets.net/6g4s9n00xmsl/5uEml6rsPMIZCs0J7hgA0J/d7b8fd97cf0fde2b0c49e122d68a42a3/Behavioral_interview_question_example.png)

---

## Questions on remote work communication 

Many of us live hundreds of miles away from our manager. We have co-workers in different time zones – not to mention choppy internet causing distance between teams. All of this makes [communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication) during remote work a __daily challenge__. 
A really important soft skill to gauge is communication, and these questions will get you started.

### 9.	*Can you tell me about a time that you communicated effectively in challenging circumstances?*

This question invites the interviewee to offer a __concrete example__ of a time they prioritized clear, [open communication](https://www.peoplegoal.com/blog/communication-skills). Don’t write off non-work related examples – ask yourself, has the interviewee shown ___empathy___ to others? Has the candidate shown ___initiative___ to clarify information concisely, and has the candidate ___listened actively___ to others to address communication failures? 

### 10.	*How would you try to communicate with a remote team?*

For those who haven’t worked remotely before, some [communication methods](https://www.peoplegoal.com/blog/employee-communication) may come as a surprise. This shouldn’t aim to trip interviewees up. For example, if an interviewee says they would communicate by email, but your team uses [instant messaging](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) or video call, ask them, ‘How would you find communicating in a more interactive way?’.

This will tell you if they’re flexible about modes of communication.  

### 11.	*How would you resolve a miscommunication with your team?*

__Miscommunications__ happen during remote work. Sometimes we misread the tone of a colleague’s message. Or a team mate confuses the schedule for an important meeting.

These little mistakes are bound to arise – but we still need to work as a team! A team player [interview](https://www.peoplegoal.com/blog/exit-interview-questions-that-you-should-ask) candidate responds calmly. They might drop a polite message to a co-worker, or organize a friendly call to clarify the situation.

![Job Interview Questions and Communication](//images.ctfassets.net/6g4s9n00xmsl/4jj3uSbzHgTCCgeumUkGiK/7a357f6e0089f3b73bee96b686545bb5/Job_Interview_Questions_and_Communication.png)

---

## Questions on team work

### 12.	*Do you prefer working independently or in a team?* 

It’s the paradox of remote work – you need stellar teamwork skills *and* must enjoy working independently. 

However, some employees feel burnt out working in a team constantly. And others can’t stand the alone-time of [remote work](https://www.peoplegoal.com/guides/remote-work). Neither of these is necessarily a problem – but consider the needs of this __specific role__. 

### 13.	*Tell me about a time you had to work in a team to complete a project?*

### 14.	*When working in a team, what role do you tend to play (e.g. organizer, leader, creative)?*

In the strongest teams, each team member brings unique skills to the table. Great leaders bring out the talents of their teams, and __provide direction__. Organizers keep the team on track. Think about *what you team is missing* and what team player type would be a good fit.

## Job interview questions on company culture

Is the employee a cultural fit? These questions could help you find out whether an employee matches your [company’s values](https://www.peoplegoal.com/blog/employee-engagement-company-values). 

![Interview Questions about Previous Roles](//images.ctfassets.net/6g4s9n00xmsl/S2o4cjRqb8bAp1qutZ5u1/aa5e8fac3a4906f5563a7e921cb4bae0/Interview_Questions_about_Previous_Roles.png)

### 15.	*Describe a manager / teacher who has motivated you to perform at your best? What was their management style?*

We are all motivated in __different ways__. Some find a more authoritative approach benefits them – and if your company thrives on a collaborative management style, perhaps this isn’t the team for them.

### 16.	*What makes work meaningful to you?*

Excellent [company cultures](https://www.peoplegoal.com/blog/company-culture-survey) emphasize a wider purpose to their daily tasks. Maybe it’s serving your community, or improving a service to make life easier. Learning what makes a candidate tick helps you foresee whether the role will fully engage them.

### 17.	*How could we do what we do better?*

Being a __‘cultural fit’__ doesn’t mean being a follower. The best employees challenge outdated cultural norms. They provide __new ways__ of approaching problems. Candidates who can provide an honest critique of a company strategy are telling you: ‘I can do things differently, I have actionable ideas to contribute’. 

>  Candidates who can provide an honest critique of a company strategy are telling you: ‘I can do things differently, I have actionable ideas to contribute’

### 18.	*How would you plan to avoid burnout during remote work?*

Make it clear to the candidate that [burnout](https://www.peoplegoal.com/blog/work-burnout) is __not a virtue___ – during remote work, __creating boundaries__ and knowing when to switch off from work has never been more important.

Great responses will be honest about this – but also highlight more sustainable ways to stay motivated.

Make sure this doesn’t come across as accusatory or overly personal – ask for __specific strategies__ for the remote workplace. 

![Company Culture and Interview Process](//images.ctfassets.net/6g4s9n00xmsl/3DsuzsJZEhGnOtF3cY0UwD/897045cdf2dca65ba3e969eed8643531/Company_Culture_and_Interview_Process.png)

---

## Career development questions for remote roles

Every candidate is on their own path. Asking them about what they are looking for in the future is a great way to understand your interviewee’s expectations of [career development](https://www.peoplegoal.com/blog/career-development).

### *19.	What are your salary expectations?*

### 20.	*Where do you see yourself in 5 years’ time?*

The __age old question__. But this tells you how your company aligns with the candidate’s longer term plans. Even during the uncertainty of the pandemic, [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) continues to be a concern. 

Job interview questions like this can help you to see if a potential hire is likely to stick around.

### 21.	 *Why did you choose this career path?*

The ___‘why’___ here is really – what gives you purpose? What excites you about this field? [Engaged employees](https://www.peoplegoal.com/guides/employee-engagement) are those who are committed to their jobs beyond the pay cheque. If the new hire is motivated by something bigger – they are more likely to overcome the challenges of remote work. 

![Career Path Quote for Interview Questions](//images.ctfassets.net/6g4s9n00xmsl/tIUkw1ASeVR9lRS3EKRmN/3d4984a2fb65e60f1674674020f8d546/Career_Path_Quote_for_Interview_Questions.png)

---

## Interview questions – For the best new hires, just ask

With these interview questions, you will get a multi-faceted perspective on each candidate – even over video call. 

Now you’ve chosen your new hires – you’ll need to onboard them. Why not read our blog post about [Remote Employee Onboarding](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips)?


Interview questions need tweaking during remote work. These questions focus on soft skills like communication that help new hires thrive during remote work

Interview Questions to Improve the Remote Interview Process

These interview questions will make the remote hiring process more productive - and ensure you find the most talented new hires

Being a working parent *before* the pandemic was a challenge. Today, faced with school closures and remote work, many parents are [burnt out](https://www.peoplegoal.com/blog/work-burnout). Many have tweaked their schedules – becoming night owls, burning the midnight oil while the kids are asleep. 

While every working parent deserves a trophy (and every employee who adjusted to [remote work](https://www.peoplegoal.com/blog/remote-workers-support)!), it’s important to recognize that __parents need ample support__ from their organization. Employees should not wear themselves thin juggling work and home life – leaders must create a strategy to address this.

Unfortunately, many companies have fallen short in their support for working parents. A [former executive at Hub International](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/accommodating-working-parents-during-the-covid-19-pandemic.aspx) filed a lawsuit which alleges she was fired as her children were noisy during conference calls. And in September 2020, a staggering [865,000 women left](https://www.nytimes.com/2020/06/03/business/economy/coronavirus-working-women.html) the U.S. workforce. 

As women report providing the bulk of childcare, this raises red flags about the level of support working parents receive from their employers.

Companies that want to retain great staff should create a __kinder work environment__. Ask employees what would help them to perform at their best. Your teams need empathetic leaders who are open to suggestions on how to make the remote-office a more [inclusive](https://www.peoplegoal.com/guides/diversity-and-inclusion-essential-guide) place. Below, we explore the role of __flexibility__, [communication](https://www.peoplegoal.com/blog/communication-skills) and benefits programs in taking the pressure off the parents in your team. 

![Working Parents Juggle Work and Home](//images.ctfassets.net/6g4s9n00xmsl/2VyJhAOkHqVebDfe4wpOzi/398b1f5a9ba915d0319af2ba925a5fd5/Working_Parents_Juggling_Work_and_Home.png)

---

## Be flexible on routines for working parents

Perhaps the most valuable resource you can give your staff right now is [flexibility](https://www.peoplegoal.com/blog/remote-work-best-practices). With the dual responsibility of childcare and work, many parents are looking mournfully at their schedules, and asking - *are there enough hours in the day?*

Flexible schedules are a way to recognize the changes employees are facing. It allows staff to manage their time in a way that __reduces their stress__ and improves their productivity.  

Ask employees how many meetings a week is useful for them. __Avoid overscheduling__ – a daily check in creates much needed routine. Beyond that, ask yourself, is this really necessary?

Employees might benefit from starting their workdays later or ending earlier. Offer the chance for blocks of time during the day devoted to home-schooling and childcare.

Don’t be afraid to mix things up - a typical 9-5 routine may no longer work for the parents on your team. Some may work better in the evenings, when there are fewer distractions. Your employees know how they work best – __ask for their input__.

![Flexibility and reduced hours Working Parents](//images.ctfassets.net/6g4s9n00xmsl/3tNQ1zjD9WTL69ATJM7KyC/d3b01c73e9e85ca13647d8f11d259a7f/Flexibility_and_reduced_hours_Working_Parents.png)

---

## Create a community of working parents

Sometimes just having someone to talk to can really help. Connect parents in your company through an employee resource group. 

Colleagues can share tips and tricks on  home-schooling – and a space to vent. Reminding employees that they are not alone is hugely reassuring.

Create a working parent [Slack channel](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) for small talk and funny memes – you’ll be amazed how a little humour goes a long way. 

## Speak to your employees one on one

The pandemic is effecting everyone in different ways. It’s important to schedule a [one on one meeting](https://www.peoplegoal.com/blog/one-on-one-meeting-questions-format). Talk to each employee on your team __individually__ to personalize your approach. 

Some employees are more productive than ever. Some working  parents have more support than others. The point is, there is __no one-size-fits-all solution__. Having an empathetic conversation with each employee will help highlight any problem areas. 

Ask employees how  they feel about their current routine. Would greater flexibility help them to avoid burnout? 

Switch on video for this call and start on a light-hearted note.  Often working parents feel anxious about their manager’s view of their performance. Make it clear from the outset that the one-on-one is for __their benefit__. 

Ask questions that engage the employee – this is an opportunity for employees to speak and for you to *listen*. Employ your __active listening skills__. To do this, paraphrase what the employee has said every now and then, for example, *‘What I’m hearing is that you feel overburdened with work at the moment’*, or *‘Sounds like you are saying that  a different routine would help’*.

From the employee’s perspective, you are taking a genuine interest in their concerns. Listening is a way into empathetic conversations  – something your teams are greatly in need of at the moment.

__Questions to ask  working parents during one-on-one meetings__

-	Would greater flexibility in your working hours help you to get tasks done?

-	Do you have the resources you need, both for your work here and home-schooling 
(e.g. an extra laptop to separate tasks)?

-	Would you like to connect with other working parents on our team for support?

-	What can I do to support you better?

-	Are you feeling overwhelmed by your workload?

![No One Size Fits All Working Parents](//images.ctfassets.net/6g4s9n00xmsl/6VW5fMNA9AkOfMIy6S3X88/54cf96ccb6aa65615d72f27ef61e60fe/No_One_Size_Fits_All_Working_Parents.png)

---

## Use your benefits program 

These are extraordinary times, and your employees are in need of extra support. Use [surveys](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement) to ask what your employees need – from technology, to healthcare benefits, to support for home-schooling.

__Online tutoring__ is a great resource to provide for your working parents. It helps ensure their kids’ education doesn’t suffer – and gives them __an hour’s respite__ to focus on work or take some time for themselves.

If  restrictions allow, you could also offer on-site childcare. Parents can drop their kids off and enjoy a quiet working space for an afternoon. You may be able to benefit from a tax credit for supporting your employees with childcare – the [Internal Revenue Service](https://www.irs.gov/pub/irs-prior/f8882--2005.pdf) lets companies claim back 25 percent of the cost.

Reassess your healthcare benefits and __Employee Assistance Program__. Does your program provide counselling and mental health support? According to Great Place to Work, 9.8 million working mothers are suffering from burnout. Sustained levels of [stress](https://www.peoplegoal.com/blog/work-stress-awareness-what-can-help-an-employee-and-employer-perspective) can cause longer-term problems such as anxiety or depression. 

Counselling gives parents the tools to manage their stress. Combined with __greater flexibility__ and an __empathetic culture__, this is an excellent way to support your employees. 

---

## Encourage employees to use their paid time off

The pandemic has postponed dream vacations – but that doesn’t mean we don’t need rest. Unfortunately, we have been __working harder__ and __taking less time off__ during Covid – with the majority of Americans cancelling or [postponing their time off](https://www.cnbc.com/2020/12/31/this-is-what-happens-to-all-those-vacation-days-that-never-got-used.html).

Managers should remind employees of the vacation policy, and ensure the process of applying for time off is user-friendly. 

Leaders can lead by example and take vacation days for themselves. Be vocal about why this is needed. Hearing a  manager say, *‘I’m taking a few days off to recharge’*, helps validate working parents who are in need of a break. 

So many companies mistake a [remote work](https://www.peoplegoal.com/blog/remote-work-best-practices) culture for an ‘always on’ culture. Working parents are juggling a constant mental load. Provide extra wellbeing days to support all your staff.

![Working Parents Paid Time Off](//images.ctfassets.net/6g4s9n00xmsl/5J5UuZ49b80tzQR3wIQ1YD/d3a2c3ec8620863fc5a59b6c44f6f549/Working_Parents_Paid_Time_Off.png)

---

## Be intentional about work-life balance

Work-life balance has never been more important. With bedrooms and living rooms turned into home offices, employees have no separation between work and home. 

For working parents, perfect [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020) is unrealistic – how can you juggle child care all day and perform at your best from 9-5? However, managers and HR can create an environment that makes this less painful to navigate.

Respect your employees’ working hours. Working parents, and all employees, need a chance to __switch off__ completely from work. With Slack notifications on our phones, it’s all too easy to forget this. 

Give your employees the space they need. Some managers have micromanaged staff during remote-work. This reveals a __lack of trust__ and compounds stress for your employees.

Instead, [check-in daily](https://www.peoplegoal.com/blog/check-ins). Remember, you never know what is happening behind the scenes. Give employees control over how they use their time.

![5 Tips to Support Working Parents](//images.ctfassets.net/6g4s9n00xmsl/1DGzVFKVV5w2hdq8Bm8be2/bb832437152141bf4c8a127da8091515/5_Tips_to_Support_Working_Parents.png)

---

## Make remote work working parent friendly 

Make sure you [recognize](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) the successes of the working parents on your team. With improved communication and flexibility, your teams will be better engaged and ready for the next challenge.

---

Want to learn more about how to adjust to remote work? Why not read our article [Create a Winning Work-From-Home Company Culture](https://www.peoplegoal.com/blog/create-a-winning-work-from-home-company-culture)?

PeopleGoal can support your teams during remote work. To find out more, [book a demo today](https://www.peoplegoal.com/book-a-demo). 


Working parents have reported high levels of stress and burnout. With these tips, you can create a more inclusive culture for your teams.

Working Parents: How to Support Them During Remote Work

Working Parents How To Support Them- balancing work and family

Working Parents How To Support Them

The working parents on your team are juggling home-schooling with sales meetings. Find out our tips for helping them perform at their best.

[Employee development](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) is a key HR priority. And no wonder, when Gallup research found that organizations who invest in employee development report [11% higher profits and are twice as likely to retain employees](https://www.gallup.com/workplace/269405/high-performance-workplaces-differently.aspx#:~:text=Organizations%20that%20have%20made%20a,grow%20your%20company). 

What’s more, learning new things makes us happier. As positive psychology expert [Vanessa King](https://www.psychologies.co.uk/want-be-happier-learn-something-new#:~:text=Learning%20can%20help%20us%20build,expert%20at%20Action%20for%20Happiness.&text='Learning%20also%20fuels%20our%20creativity,unrelated%20things%2C'%20says%20King.) writes: ‘As human beings, we have a natural desire to learn and progress. Psychologists call it __mastery__.’ When we feel challenged or stretched, we feel a sense of __satisfaction__. We realize our potential in a new way – creating the conditions for [employee engagement](https://www.peoplegoal.com/guides/employee-engagement).

HR teams try to manufacture this feeling with a [learning and development program](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company). The best initiatives align with the company’s [OKRs](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment), and skill gaps. Over [$164 billion dollars](https://hbr.org/2015/07/7-ways-to-improve-employee-development-programs) is spent on training and development programs every year, hoping for this result.

> As human beings, we have a natural desire to learn and progress. Psychologists call it mastery - Vanessa King

However, too many companies report that such programs are not creating the desired outcomes. All too often, employee development initiatives become a check-box. Employees are overloaded with information, initiatives do not work around their schedules. Uptake is low – so any learning never trickles down into the company’s culture.

What are the problems underlying this?  [Employee development initiatives](https://www.peoplegoal.com/blog/effective-employee-development-plans) need to be relevant to the business’ goals. They should be __tailored__ to the employee’s needs, learning style and interests. Learnings should be __actionable__. 

In this blog post, we’ll offer 5 tips to improve your employee development program. Rather than viewing development as a one and done, make learning and development an ongoing part of your culture. This will make your company an inspiring place to work.

![Employee Development to Improve Performance](//images.ctfassets.net/6g4s9n00xmsl/4pn6NOD6Mdelv8wko72CsC/d18efe7040f8470034c1664689858137/Employee_Development_for_better_performance.png)

---

## 1.	Support managers to be better motivators for employee development

Day to day communication has a huge impact on whether your employees develop or not. Remember - training isn’t just online courses or fancy micro-credentials. It’s also the learning that happens 9-5, Monday to Friday.

[L&D initiatives](https://www.peoplegoal.com/glossary/training-and-development) *always* fail if they forget this. __Managers are crucial__ to employee development. They are your employees’ coaches - and should be actively involved in their goals. 

The problem is – __managers get burnout__! Managers often lack bandwidth to communicate effectively with their employees. Even the best leaders forget to check-in with employees – or are impatient at times about their concerns.

How can Human Resources support managers to better communicate with employees? Start by providing questions to ask in [check-ins](https://www.peoplegoal.com/blog/check-ins) and one-on-one meetings. This takes a prep burden off managers – and immediately employees feel better valued. 

Make sure managers ask questions about how their employees’ goals are progressing. Managers should be familiar about their team's goals for career development. They should also check in on whether new skills learnt in L&D programs have been __implementable__ in any projects.

HR can also create an __L&D checklist for managers__ – which breaks down their role into smaller tasks.

### L&D Checklist for Managers

-	Approve an [employee development plan](https://www.peoplegoal.com/blog/personal-development-objectives) with employee and HR

-	Reference employee goals and company objectives in every daily check-in

-	Assign tasks relevant to development plans

-	Assign tasks that enable employees to implement learning from L&D initiatives

-	[One-on-ones](https://www.peoplegoal.com/blog/one-on-one-meeting-questions) with employees on L&D programs

-	Set targets with any employee taking an employee development initiative 

![Managers encourage employees in employee development](//images.ctfassets.net/6g4s9n00xmsl/L0nDNRVjjKfYZX12whnM7/bc5d57ab63d1fad7c0bc538cece0a341/Managers_encourage_employees_in_employee_development.png)

---

## 2.	Don’t underestimate the value of mentoring

__Mentoring__ is a simple way to encourage employee development. A more experienced employee offers guidance to lower level employees, helping to __build their confidence__. Mentors provide a role model for how to advance within the company. They provide insights into what [career goals](https://www.peoplegoal.com/blog/how-to-write-your-career-goals) employees should be setting as they take the next step.

Mentoring programs require __careful organization__. Match mentees with mentors who have similar skills and interests. Empower your mentors to give the best support possible by __providing resources__. You could offer a [SMART goals template](https://www.peoplegoal.com/blog/smart-goals-template-word) for mentees and mentors to use and review during the process.

### Ideas for mentoring sessions:

-	Make a vision board about career goals

-	Practice a presentation/ public speaking together

-	Set SMART targets for the sessions

-	Shadowing

-	Reverse mentoring – ask the mentee to swap a skill with a mentor

-	Attend a virtual networking event together

-	Work together on a project

---

## 3.	Include soft skills in your program

[Soft skills](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) are anything but soft. Workers with soft skill training are [12% more productive](https://elearningindustry.com/soft-skills-in-the-workplace-develop-train) than those without. 

Great employee development initiatives provide opportunities for employees to build skills such as [collaboration](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely), communication, stress management and leadership.

The best soft skills training is activity-based. To help employees develop the skill of positive thinking, you could ask them to write down a time when they felt satisfied at work – for example,  a positive interaction with a customer. Why did that feel good? How might they create that experience again?

Active listening is a key skill for improving communication. Your employees can try the __[3- minute vacation](https://positivepsychology.com/communication-exercises-for-work/)__. One employee describes their dream vacation in 3 minutes – and the other has to listen carefully and then retell the story to the rest of the group. This is a fun way to encourage better listening skills.

### Examples of Soft Skills

-	Teamwork

-	Leadership

-	Listening

-	Persuasion

-	Public speaking

-	Communication

-	Adaptability

-	Empathy

![Benefits of Soft Skills in Training Programs Employee Development](//images.ctfassets.net/6g4s9n00xmsl/5jiFcHR2r5gFt2wAUBplxE/e48d43c2cd6c40101341356a79af4e44/Benefits_of_Soft_Skills_in_Training_Programs_Employee_Development.png)

---

## 4.	Make your employee development initiatives personal

We tend to engage better with projects we __take ownership__ over. Too often, employee development programs are a one-size-fits-all – when in reality, the *opposite* is needed. Tailored, personal development initiatives [improve engagement](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers). Employees are more likely to complete an initiative that feels relevant to them.

The first step towards making your development program more personal is to have the __employees’ input__. Draft up personal development goals with employees – and ask them what kinds of development opportunities would match their goals. 

Also remember to __check-in with employees__ to see how useful the initiative has been for them. Did a module of an online course help them day to day at work? You could use an employee survey to check the temperature.

Not everyone learns in the same way – and initiatives should reflect this. Think about the [__different learning styles__](https://www.peoplegoal.com/glossary/learning-style) of your team. How can you better provide for them with this in mind. Using a range of media is key. 

### Development Ideas for Different Learning Styles

__Kinaesthetic (hands on) learners__ 

- Group activities where learners can apply their skills practically

__Auditory learners__ 

- Consider starting a podcast series on a particular skill – e.g. communication

__Visual learners__ 

- Create/find instructional videos on YouTube

__Read and write learners__ 

- Ask these learners to summarize their learnings, or write a personal reflection on the experience

![Employee Development plans make it personal](//images.ctfassets.net/6g4s9n00xmsl/2Md7RKHfiVxwqqfuSyiEMs/02799369238fc08911362645343c1b8d/Employee_Development_plans_make_it_personal.png)

---

## 5.	Make learning and development ongoing 

Employee development should be an __ongoing__ part of your company’s culture. Think of __every task set__ as an opportunity for employees to improve their skills.

To make L&D an __everyday part__ of your culture- it needs to work around employees’ busy schedules. Offer short courses that are accessible on smartphones – so that they can easily get involved with your initiatives. 

But employee development does not only happen through online courses and lunch and learns. Make ***everyday a development day*** by setting __stretch goals__.  This improves [employee engagement](https://www.peoplegoal.com/blog/employee-engagement-company-values) – as we feel challenged to achieve our potential. Stretch goals mean employees are always learning on the job: a sure-fire way to develop their skill sets.

![Employee Development Tips for Learning and Development](//images.ctfassets.net/6g4s9n00xmsl/6EusnmCTjzINcOKUifdGGK/ca069905fe4e3e2c9322e9105ae7b631/Employee_Development_Tips_for_L_D.png)

---

## Employee development – set your team on a path to success

Employee development initiatives encourage your team to aim high. Make sure learning and development programs are __guided by your employees__ – what skills would help them to shine in their role?

If you’d like to learn more about Learning and Development, why not read our article [Development Plans: 5 Steps to Employee Growth](https://www.peoplegoal.com/blog/development-plans). 

PeopleGoal helps companies create development strategies that work. Why not [book a demo](https://www.peoplegoal.com/book-a-demo) today to find out more?


Use these employee development tips for your L&D program to help your employees grow. Make your initiatives personal and tailored to employee skill gaps.

5 Employee Development Tips To Improve Your L&D Initiatives

Employee Development Create development opportunities that Work

Use these employee development tips to give your L&D program a much-needed boost.


This year, __employee recognition__ is more important than ever. In light of the pandemic, remote teams are struggling with a lack of connection. Frontline workers have been working long, stressful hours.

Employee Appreciation Day is the perfect moment for leaders to take a step back and __appreciate__ the work of every employee. Recognition can foster a positive outlook and cultivate a sociable, supportive [remote work](https://www.peoplegoal.com/blog/remote-work-best-practices) environment.

Below are some ideas to celebrate [Employee Appreciation Day](https://www.forbes.com/sites/davidhsturt/2021/03/01/4-ways-to-crush-employee-appreciation-day-2021/?sh=540c8ebc7883) in 2021.

---

## What is employee recognition?

[Employee recognition](https://www.peoplegoal.com/blog/employee-recognition-quotes) is about appreciating every success of your team members. Great managers do not let a win pass them by. They acknowledge the achievement – and celebrate it.

When our hard work goes unnoticed, __we feel unmotivated__ to go the extra mile.  We often need public recognition or a compliment from our peers to stay resilient. HR and managers should think about how best to __express gratitude__ for their employees.

__Peer to peer recognition__ is important too, and can help build a supportive community. Especially during [remote work](https://www.peoplegoal.com/blog/remote-workers-support), moments of connection are crucial for fostering teamwork.

![Employee recognition definition](//images.ctfassets.net/6g4s9n00xmsl/1lo2sMalJ9tEqKetaHvWg3/fa2aac99b228157f95235599dec90e28/Employee_recognition_definition.png)

---

## Examples of employee recognition 

The way you recognize employee achievements speaks volumes about your [company culture](https://www.peoplegoal.com/blog/company-culture-survey). 

Here are a few ways different companies [make their employees feel valued](https://www.hrtechnologist.com/articles/digital-transformation/employee-recognition-strategy-examples/):

- [Zappos](https://www.zapposinsights.com/blog/item/four-peertopeer-ways-zappos-employees-reward-each-other) uses peer-to-peer recognition to create a friendly community at work

- Apple offered its employees extended paid holiday as part of its recognition program

- DreamWorks Animation offers employees movie screenings, craft fairs and art classes

- [J.M. Smucker Company](https://money.cnn.com/magazines/fortune/bestcompanies/best_benefits/unusual.html) offers full tuition for degrees for its employees

## How to celebrate Employee Appreciation Day 2021

---

### Offer time off for employees to recharge

Your employees have worked incredibly hard this year. Perhaps even *too* hard! The lack of separation between work and home means many employees have struggled with [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020).

Employees are feeling burnout. According to IPX1031, 56% of workers in the US [did not use all of their paid time off](https://www.ipx1031.com/vacation-during-covid/) in 2020. Encourage your employees to take time to recharge. You could give them an extra vacation day, or send them home early to be with their loved ones.

Give them that little nudge to recover after an incredibly stressful year. They’ll come back fresher and ready for the next challenge.

![Employee Recognition motivate employees](//images.ctfassets.net/6g4s9n00xmsl/16hw8ogyUmVvqgs6AVvA9V/86a8b23ef81d12e9e87c2d75e42c303a/Employee_Recognition_motivate_employees.png)

---

## Write personal, handwritten notes

Sometimes, all it takes is a few, heartfelt words. Take the time to write handwritten cards (or e-cards if you don’t have time to post them!).
Avoid generic messages if possible. Remember a time when that team member excelled, and remind them of it.

You can think of a __theme__ – e.g. recognizing teamwork or their attitude to work. 

__Examples of motivating messages__

__To mark a positive outlook at work:__

> Thank you for the enthusiastic outlook you bring to the team each day. You have a positive impact on all of us!

__To mark a specific goal:__

> You set yourself the challenging goal of increasing sales by 10% - and you smashed it! Your skills and expertise bring so much value to our team – thank you!

__To mark a [work anniversary](https://www.peoplegoal.com/blog/20-employee-work-anniversary-celebration-and-gift-ideas), or to appreciate those with many years of service on your team:__

> Over the past 10 years, your skills and talents have helped our team to grow. We couldn’t imagine work without you. Thank you!

---

### Invite employees to recognize each other

Recognition shouldn’t not just come from the top down. __BigCommerce’s Pay It Forward__ project was an amazing way to connect co-workers. Teammates were asked to video call a colleague and tell them why they appreciated them.  

If you watch the video below, you’ll see the power of a few kind words to brighten someone’s day and leave employees feeling recognized. 

Invite employees to express their gratitude for one another. You can ask each employee to give 3 compliments to the person next to them in the Zoom meeting. Or, for a more personal touch, assign a recognition partner for each employee.

You could also use your internal social media or [employee recognition software](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges) for this. Employees could leave a few friendly notes on their co-workers’ profiles.

This not only motivates employees, it also strengthens friendships at work. Activities like this are the start of a friendlier, healthier company culture.

<a href="https://www.youtube.com/watch?v=8VXNVg54zGs" class="embedly-card" data-card-width="100%" data-card-controls="0">Embedded content: https://www.youtube.com/watch?v=8VXNVg54zGs</a> 

---

### Make a thoughtful Employee Appreciation Day video 

Some companies create __videos for Employee Appreciation Day__ to recognize the efforts of employees. You can include photos of key events from the year. A genuinely grateful message from the CEO also works well.

Include shoutouts to individual teams for any standout achievements – but don’t make it a [performance appraisal](https://www.peoplegoal.com/glossary/performance-appraisal)! Make it fun and ensure that everyone watching will feel recognized for their work.

---

### Eat lunch together or throw a virtual happy hour

Nothing says recognition like a tasty lunch. Reward your staff with  Post Mates or Uber Eats gift cards and invite them to eat together as a team.

You can also hold a virtual happy hour. Choose from a wealth of team building activities as sometimes virtual celebrations work better when participants have something to focus on. Teambuilding.com has a funny [Virtual Happy Hour Bingo template](https://teambuilding.com/blog/virtual-happy-hour#:~:text=Virtual%20happy%20hours%20are%20social,use%20to%20boost%20engagement%20further.) you can try out. 

With many teams working remotely this year, it’s easy for workers to feel distant from each other. Making time for socializing is both an opportunity for recognition and [team building](https://www.peoplegoal.com/blog/17-icebreakers-for-team-building).

![Benefits of Social Forms of Employee Recognition](//images.ctfassets.net/6g4s9n00xmsl/1nfiU26tSwPpfGCtYUuTim/48a08ea054a3ee9a6bce7cb20eb535f6/Benefits_of_Social_Forms_of_Employee_Recognition.png)

---

### Get crafting with a remote creative activity 

Another way to carve out social time is by __sparking creativity__. Ask your team to vote on a creative or craft activity they’d like to participate in as a reward for all their hard work.

You could try an online class with [The Vendry](https://www.thevendry.co/planning-guide/virtual-events) or [Airbnb Experiences](https://www.airbnb.co.uk/s/experiences?gclid=CjwKCAiAp4KCBhB6EiwAxRxbpOD7QC26uJRLn3kr-nxiAQocYnx9J8GVEm57jEWlK6maH0Z55KQwrBoCrgYQAvD_BwE&c=.pi0.pk113255333253_481546261611_c_303480525523&af=&_set_bev_on_new_domain=1612468838_NDZjOWQxNjYwMDE1). Or, DIY your creative activity by hosting a painting session over Zoom.

Make sure the activity is fun, and that it doesn’t cut too far into employees’ personal time.

---

### Send a gift bag or voucher

Why not send your employees something shiny and new for Employee Appreciation Day. A gift box through the post with some company merchandise and tasty treats will go along way. 

Vouchers are a great way to [boost morale](https://www.peoplegoal.com/blog/team-morale). You can ask employees to choose from a selection of vouchers : from café to bookshop vouchers.

![Ways to Celebrate Employee Appreciation Day through employee recognition](//images.ctfassets.net/6g4s9n00xmsl/468vnbQHNjTKC9McOoeEQD/68f0ca7a6b63b650950a62f06b31f516/Ways_to_Celebrate_Employee_Appreciation_Day_through_employee_recognition.png)

---

## Employee recognition is a must have

Happy Employee Appreciation Day! But remember - employee recognition acknowledges the positive impact staff have on your company __*every day*__. Make it personal and genuine to motivate your staff even in through challenging times.

To find out more about employee recognition, why not read our article [20 Amazing Ideas for Employee Recognition](https://www.peoplegoal.com/blog/ideas-for-employee-recognition)?


Employee recognition is about more than just gift cards. Find out how to celebrate even the small wins of your team.

Employee Recognition: Mark Employee Appreciation Day 2021

Employee recognition for Employee appreciation day - celebrate the good work of employees

Employee recognition for Employee appreciation day

Celebrate your employees this employee appreciation day with some well earned employee recognition

In the world of HR, [employee engagement](https://www.peoplegoal.com/blog/employee-engagement-definition) is the word on everyone’s lips. We are conscious of the link between [engagement](https://www.peoplegoal.com/blog/engagement-surveys-done-right) and company success - and most leaders create a strategy with this in mind.

However, the role of __company values__ in engagement is often overlooked. Think about it – [employee engagement](https://www.peoplegoal.com/blog/what-mistakes-are-you-making-with-employee-engagement) is about the level of commitment an employee has in the company they work for. [Engaged employees](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement) are emotionally invested in the success of a company. They show up for more than just  a pay cheque. 

A company with an __empty set of values__ will struggle to have this effect on employees. More than [75% of respondents said it was ‘very important’](https://www.peoplegoal.com/guides/employee-engagement) to work for a company with a clear set of core values. Unfortunately, companies that do not live up to their values are all to frequent.

In this blogpost, we’ll show you how clear, meaningful company values can drive up engagement. 

![Role of Company Values in Employee Engagement](//images.ctfassets.net/6g4s9n00xmsl/30bjDnEIHbNp8B9BpVmb4l/5692b8c08ee6feca60dab9eff0567201/Role_of_Company_Values_in_Employee_Engagement.png)

---

## What is employee engagement?

Engaged employees find work rewarding. They arrive at work in the morning buzzing with ideas. They are invested in company-wide goals – and feel purposeful about moving towards them. 

CIPD defines [three aspects of employee engagement](https://www.cipd.co.uk/knowledge/fundamentals/relations/engagement/factsheet#gref):

1.	__Vigour__ (energy, resilience and attention to detail)

2.	__Dedication__ (finding inspiration, motivation and feeling pride)

3.	__Absorption__ (focus and finding your flow at work)

Employee engagement is clearly linked to [motivation](https://www.peoplegoal.com/blog/work-quotes-for-monday-morning) – so HR needs to consider what drives employees at work. In order to feel absorbed by their work and dedicated to it, employees need to feel that smaller tasks build towards greater goals.

![Aspects of Employee Engagement](//images.ctfassets.net/6g4s9n00xmsl/KD3dZkww0jXNpIuqUNNPg/3fff9c68fa4a157dcedf12f04f44a09b/Aspects_of_Employee_Engagement.png)

---

## What are core company values and how do they effect employee engagement?

Company values are the building blocks of your [company culture](https://www.peoplegoal.com/blog/create-a-winning-work-from-home-company-culture). They are behind every transaction your company makes. Values should be consistent – so that through times of change, employees have some __guiding principles__ to hold onto.

Employee engagement is an __internal feeling or mindset__ – but it is also associated with how an individual feels within an organization. __Organizational identification__ is key to employee engagement -  a feeling that one’s own aims/ interests/strengths align with those of the company.

Employees who identify with the company’s vision are more likely to be engaged. Managers and HR must communicate values in a clear and inspiring way. For example, [Ben and Jerry’s Mission guides](https://www.benjerry.co.uk/values) provide a clear __personality__ for employees as they start at the company. It also provides an inspiring ‘mission statement’ for employees to rally around.   

--- 

## Benefits of improved employee engagement

Improving employee engagement is a worthwhile aim. Employees who are engaged experience [better wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) and find work more rewarding. The company itself benefits from __increased productivity__ and better outcomes.

-	Employees are better motivated 

-	Boosts productivity

-	Better collaboration

-	Improves business outcomes

With this in mind, we’ll explore how you can __align company values with your engagement strategy__. 

![Benefits of employee engagement](//images.ctfassets.net/6g4s9n00xmsl/5SmvTgMTYNcPOEXvDdHc5I/61bf6819bfc09532a9be46621f4114d7/Benefits_of_employee_engagement.png)

---

## How to align corporate values with employee engagement

### 1.	Involve all employee levels when writing company values

It is the CEO’s role to draft up the company’s values. However, if they create values that are irrelevant to frontline employees and managers, they will lack sticking power.

Consult __all company levels__ and tenures as you write your company’s values. Vivian Maza recommends asking employees [__“if your company was a person”__](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/26/the-importance-of-establishing-company-core-values-and-how-to-define-them/?sh=9ce8d5a49af9) type questions. For example, you might ask what personality traits they most associate with the company –  is it friendly, welcoming, hard-working, creative?

This provides an honest picture of how it feels to be part of your company. Company culture is difficult to grasp because it is the personality of the organization - only your employees can provide an accurate picture.

If responses are inconsistent – this should immediately ring alarm bells. This suggests that your core values are not reflected in the day to day experience of your employees. 

---

### 2.	Cultivate purpose among your employees

Simon Sinek’s book [Start With Why](https://simonsinek.com/product/start-with-why/) provides a great model for leaders. He writes that “People don’t buy WHAT you do; they buy WHY you do it.”

In other words, it is more meaningful for us to understand __purpose than process__. We are most motivated when we can grasp the __company’s mission__ – and when we feel like an integral part of that mission.

Purpose is so crucial to employee engagement. It’s that feeling when we arrive at work and are confident that we can make an impact towards the company’s goals that day. 

Compelling core values help build purpose, as employees are more aware of the driving values behind what the company does. Your core values may not fully explain the *'why'* you do something, but they definitely add meaning to your mission. 

For example, if your core values are customer service and integrity, your why might be to serve your community and improve convenience for your customers. 

If your company is true to its values in every interaction with employees – they are more likely to fully engage with your *‘why’*. Employees are more likely to go the extra mile.

> People don’t buy WHAT you do; they buy WHY you do it. Simon Sinek

![Purpose at work for employee engagement](//images.ctfassets.net/6g4s9n00xmsl/7woLponQYBRcLBbtzVk3dc/8e83f66fbd4a80ffb8429dac6eaf43ee/Purpose_at_work_for_employee_engagement.png)

---

This video provides some great tips on how to work by your values - from James Franklin, coach of Penn State's Football program. 

<a href="https://www.youtube.com/watch?v=EtLY7dYAOpo" class="embedly-card" data-card-width="100%" data-card-controls="0">Embedded content: https://www.youtube.com/watch?v=EtLY7dYAOpo</a> 

---

### 3.	Value relationships in your organization

Managers make up [70% of the variance in employee engagement](https://hbr.org/2015/04/what-great-managers-do-to-engage-employees). This tells us that [employee relations](https://www.peoplegoal.com/blog/employee-relations-in-the-remote-workplace) are key to engagement.

[High performance company cultures](https://www.peoplegoal.com/blog/5-steps-to-a-high-performance-culture) __value relationships__. This means they prioritize __community__. When employees feel connected to both their co-workers and managers, they are more likely to feel engaged by the company culture.

Find ways to build a community that reflects your core values. If one of your core values is integrity, you might prioritize open communication, honesty and empathy. Managers should action this when they communicate with their teams.

Managers could adopt a coaching [management style](https://www.peoplegoal.com/blog/how-to-adapt-your-management-style-for-motivated-remote-teams) to more actively engage employees. Coaching managers are invested in their employees’ personal development goals. This improves the [employee’s motivation](https://www.peoplegoal.com/blog/five-employee-engagement-activities-to-boost-motivation), as managers recognize their progress and cheer them on.

---

### 4.	Encourage collaboration based on a clear set of values

[Collaborative work](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) is also a great way to build employee engagement. __Teamwork__ requires a __common purpose__ – which should align clearly with your core values.

Core values are not just a PR move  - something for the outside world that doesn’t match your company’s internal workings. They are the __identity of your company__ – and all employees contribute to this identity.

A __team identity__ is needed for great collaboration. Relevant core values builds common purpose between team members and a desire to work together. By making values clearer and more central to the tasks at hand, team members are more likely to build more sustainable working relationships.

According to a [Deloitte Digital study](https://www2.deloitte.com/content/dam/Deloitte/se/Documents/technology-media-telecommunications/deloitte-digital-collaboration.pdf), employees’ working relationships with colleagues was the second most important aspect in employee satisfaction.  

Working with our dream team prevents [burnout](https://www.peoplegoal.com/blog/work-burnout), boosts morale and fosters creativity. 

By cultivating a clear __team identity__, every employee is aware of their role. When every employee brings something of value to the table – [employee engagement](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) skyrockets.

![Collaboration for highly engaged employees](//images.ctfassets.net/6g4s9n00xmsl/74GE8Nz1lKKcCBsA7ASLGu/b6a99bc3d77970dc68f5c8b0007227c2/Collaboration_for_highly_engaged_employees.png)

---

### 5.	Express how your core values relate to work ethic

We’ve all felt those Monday blues – that feeling that work is the last thing we want to do. These negative feelings reduce our productivity and wreak havoc with our wellbeing. 

Employees who feel this way regularly are disengaged – and managers and HR must create a strategy to improve [motivation](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist).

Your company values and culture should reflect the work ethic you seek in your employees.  Go further than a standard [code of conduct](https://www.peoplegoal.com/resources/policies/code-of-conduct). 

Instead, you could hold __lunch and learns__ with tips on staying motivated. Encourage employees to use fun apps to set goals during the day. Even better, your CEO could give an __inspirational speech__ about their work ethic – and how everyone in the company can aspire towards this.

Through these small steps, you create a company wide work ethic. Better motivated teams are also better engaged teams.

![Improve employee engagement with clear work ethic and values](//images.ctfassets.net/6g4s9n00xmsl/5k5iQXs1rkobOy1h6qmWlD/13e5a5d0e2c5153e8e413c0424dd770c/Improve_employee_engagement.png)

---

### 6.	Check in on your company values with an employee engagement survey

Living up to your company values will not happen overnight. An employee engagement survey can help HR to track how employee experience matches these values.

Create a company culture section in your engagement survey. Ask employees to write down what the company’s core values are  -- so you can measure awareness.
Adjust your strategy if your culture is falling short of your employee’s needs.

## Employee engagement requires clear values

Employee engagement is the secret ingredient to creative, collaborative organizational cultures. Do not underestimate the power of company values to create purpose and engage employees.

---

If you’d like to learn more about employee engagement, why not read our [Essential Guide to Employee Engagement](https://www.peoplegoal.com/guides/employee-engagement)?

PeopleGoal's surveys and tools can transform engagement in your company. To find out more, [book a demo](https://www.peoplegoal.com/book-a-demo) today. 

Employee engagement has myriad benefits – but making it last is a challenge. Find out how to keep your employees engaged and motivated with core company values.

Employee Engagement: How to Align EE with Company Values

Employee Engagement requires meaningful company values 

Employee Engagement and Company Values

Employee engagement isn't just about short term satisfaction. It goes to the heart of what your company values.

[Employee onboarding](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters) is an employee’s  first impression of your company. As the first step in an employee’s career at your company, it can determine how they work there in the long term. 

"Onboarding is a magic moment when new employees decide to stay engaged or become disengaged," says [Amy Hirsh Robinson in an SHRM article](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/dont-underestimate-the-importance-of-effective-onboarding.aspx). To make the most of this __“magic moment”__, create an onboarding plan that inspires your new hires.

The goal is to onboard a new hire into the community of your organization. This process is a social one. In the world of remote work, building meaningful and supportive working relationships from day one can be a challenge. 

Consequently, human resources must be creative in their approach to employee onboarding. Inspiring new hires and building community in the remote environment  is not impossible. We’ve put together some __ideas and activities__ that will get your new hires off to a flying start!

> Onboarding is a magic moment when new employees decide to stay engaged or become disengaged - Amy Hirsh Robinson

![How Remote Work Effects Employee Onboarding](//images.ctfassets.net/6g4s9n00xmsl/6R54B1IKGfI0DV2u5JfmPp/e66c8d0cb914d75d2e91650f88f6a6dc/How_Remote_Work_Effects_Employee_Onboarding.png)

--- 

## What is an employee onboarding process?

Employee onboarding is the process of welcoming a new employee into your [company’s culture](https://www.peoplegoal.com/blog/how-important-is-company-culture-if-we-want-to-develop-a-great-brand). New employees are looking with fresh eyes on every aspect of your company – what do you want them to see?

If new hires are met with a __disorganized, impersonal or lonely__ first week, they are unlikely to stick around for long. According to SHRM, employees who went through a structured onboarding system were __58 percent more likely to be with the organization after three years__. 

Unsurprisingly, HR leaders view onboarding as a priority. A structured program involves a comprehensive training schedule. All new hire paperwork is carefully organized, and new hires have all the information they need to start work. Below, we’ll offer some ways HR can go __beyond the transactional__ to create a fun and engaging [remote onboarding program](https://www.peoplegoal.com/blog/employee-onboarding).

![What is Employee Onboarding?](//images.ctfassets.net/6g4s9n00xmsl/cqmOgurYoCHyFcX1NMqxU/6302dd9180a53951a860a73147f9b6e5/Employee_Onboarding_Definition_1.png)

---

## What are the challenges of employee onboarding during remote work?

Loneliness is one of the great challenges of the remote workplace. In 2019, Gallup found that a minority of [remote workers (21%) experienced loneliness](https://www.gallup.com/workplace/268076/manage-loneliness-isolation-remote-workers.aspx). However, since the pandemic, work from home has become non-voluntary for many, and social interactions outside of work are greatly reduced. 

Remote new hires are in an unenviable situation. They have usually never met their co-workers in person. They are anxious to make a good first impression, but may find it difficult to express their personality over Zoom. The usual [icebreakers](https://www.peoplegoal.com/blog/17-icebreakers-for-team-building) of the office environment just available anymore.

Luckily, HR professionals have worked in inventive ways to __build community__ within the remote work environment. HR and managers must be intentional about creating opportunities for [teambuilding](https://www.peoplegoal.com/blog/the-difference-between-teamwork-and-team-building) – especially for new employees. Below, we have curated some of the best ideas for making your new hires feel extra welcome.

> The usual icebreakers of the office environment just aren't available for remote workers

--- 

## 1.	Use a buddy system for friendly employee onboarding

A __buddy system__ is the best way to tackle new hire isolation. Ask existing employees to act as ‘buddies’ for new hires, who are there to guide them through the onboarding process.

Hold a __training session__ for buddies, and ensure they are aware of your expectations. How much should they interact with their buddy, and what is the new hire’s schedule? Try to assign buddies before the arrival of new employees – this way they can be in touch prior to their first day. This creates a positive start for the employee, who has a port of call for any questions even before they begin.

On an employee’s first day, schedule in one-on-one time between buddies and new hires. These are a chance for the employee to have a coffee over video call and small talk their first impressions. 

Team building activities between buddies and new hires are a great way to set an informal, friendly tone and build a supportive relationship. HR can prepare an icebreaker questionnaire for buddies. 

The key is really to carve out time for employee-buddy interactions – the most important thing is for them to ‘be there’ for the ups and downs of the employee’s first week.

![Benefits of a buddy system for employee onboarding](//images.ctfassets.net/6g4s9n00xmsl/4XfyJOXfMfkOUelyFzhwIe/dcfa7d36416255ec39cc29893ccb03f1/Benefits_of_a_buddy_system_for_employee_onboarding.png)

---

## 2.	Send a new hire survival kit to your remote workers

New hire survival kits are one for the more creative in your HR team! They are a fun way to create a friendly first impression. A survival kit contains all the __resources__ that your new hire will need as they start work (plus a few exciting treats!).

Send them before the employee’s start date to get them excited about their new role. You can personalize them by including a handwritten note from their new manager, an HR member or their new team members. 

[Teambuilding.com](https://teambuilding.com/blog/virtual-onboarding) recommends the creative idea of inviting everyone in the team to suggest one item each. For example, a colleague might suggest a book on their industry that inspires them, or the brand of coffee that gets them through the day.

Not only is this a thoughtful activity, it’s a great icebreaker as everyone in the team can explain their choice. 

__Things to Include in New Employee Welcome Kit__

- Copy of Employee Handbook
- New hire paperwork (also digitized)
- Training Agenda
- Organizational chart with names of co-workers
- Snacks 
- Inspirational quote cards
- Calming teas
- Merchandise – mugs and jumpers
- Personalized business cards

![New Hire survival kits for employee onboarding](//images.ctfassets.net/6g4s9n00xmsl/Dpa2YgygR4XtTpbP7MS6R/9b028936aaa5866aad9145b112af181e/New_Hire_survival_kits_for_employee_onboarding.png)

---

## 3.	Introduce the new employee in a fun way

In the busy remote workplace, it’s easy for new arrivals to go under the radar. Make sure everyone knows when there is a new employee – an announcement on a [Slack channel](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) that everyone can see works well.

Create a profile for new hires on internal social media. Ask them for a photograph and a short bio that outlines their interests and hobbies. This means that even in a large organization, new hires become familiar faces for everyone.

Schedule an icebreaker meeting during the training week, where new hires can introduce themselves. You might organize a virtual group lunch, where employees are given vouchers to order tasty food together. 

There is a quicker __time-to-productivity__ when new hires start work in supportive communities. Building team relationships from the first week creates the environment for collaboration and group learning.  

> There is a quicker __time-to-productivity__ when new hires start work in supportive communities

---

## 4.	Use games to build teamwork and improve learning

New employees absorb large quantities of information. From the names of their colleagues, to getting to grips with new software, new hires have to act like sponges.

[Gamification](https://www.peoplegoal.com/glossary/gamification) can offer more interactive ways to present this learning. Online quizzes on company practices can add a bit of healthy competition between new hires. 

Games are the perfect way to break the ice. You could even invite an employee to an online game where they can make their own avatar and introduce themselves that way. Finding creative ways to [encourage teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) is crucial in the remote workplace.

__Virtual scavenger hunts__  are a great way to motivate new hires to collect information about the organization. Create a list of  questions, such as ‘What are our 3 core values?’ and invite employees to check off the answers as they go. This challenges the employees to gather details from their training week- and makes this process more fun!

> Gamification can offer more interactive ways to present onboarding learning

---

## 5.	Encourage new hires to socialize with each other

Sometimes the best support network for new hires is other new hires! They are going through the same challenges and working through the same learning curves. Create opportunities for new hires to socialize.

A __new member virtual break room__ provides a space for newbies get to know each other. Create a slack channel that includes only new hires, so they can ask each other questions about the process. The working relationships you build in the first week will help create collaborative employees in the long term. 

![5 ways to inspire new hires through onboarding program](//images.ctfassets.net/6g4s9n00xmsl/6JFhe2vQKIwHPgZHhql9FR/285596cfcd9ee9784cc1a8f35f8a60bc/5_ways_to_inspire_new_hires_through_onboarding_program.png)

---

## Employee onboarding: the first step to engaged remote workers

There are so many ways to engage your new hires – employee onboarding is an opportunity to get the best out of employees from Week 1. 

If you’d like to learn more about remote employee onboarding, why not read our blog post on [10 Hacks to Improve Remote Employee Onboarding](https://www.peoplegoal.com/blog/remote-employee-onboarding)? 

To find out how PeopleGoal can support your onboarding process, [book a demo](https://www.peoplegoal.com/book-a-demo) today.  


Employee onboarding in the remote workplace requires some creative thinking. These activities will leave your new hires inspired and engaged from day one

Employee onboarding in the remote workplace requires some creative thinking. These activities will leave your new hires inspired and engaged from day one.

Remote Employee Onboarding: 5 Ways to Inspire from Day 1

Employee Onboarding for Engaged Remote Workers- from new hires to team members

Employee Onboarding for Engaged Remote Workers

Find out how employee onboarding can go virtual – by building a supportive work community and inspiring collaboration

CEO Andy Grove came up with the [Objectives and Key Results](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) system. He said there were 2 questions to ask when designing shared company goals:

__1.	Where do I want to go?__ 

__2.	How will I pace myself to see if I am getting there?__

__Objectives__ are our __vision__ for the company – our desired destination. __Key results__ are how we get there, and track our progress along the way. 

![Objectives and Key results definition](//images.ctfassets.net/6g4s9n00xmsl/4drJaaf0Ime8CllpBo9KmB/694a063c981f130b74fa33508c849ccb/Objectives_and_Key_results_definition.png)

---

## What are Objectives and Key Results?

Objectives and Key Results allow businesses to align company-wide, team and individual targets. They break down broad company objectives into smaller, actionable key results. 

It is based on traditional [‘management by objectives’](https://www.investopedia.com/terms/m/management-by-objectives.asp) , but makes progress more quantifiable. Key Results must always be measurable. Google uses a scale of __0.0-1.0__ to track progress towards Key Results. 1.0 translates to a completed result, __and 0.6-0.7__ suggests excellent progress. 

Managers should not equate OKRs to [performance indicators](https://www.peoplegoal.com/blog/key-performance-indicators). Instead, OKRs support remote workers by highlighting their progress towards goals. Where a lower Key Result score is reached, more time or resources may be required.

---

## What are the benefits of Objectives and Key Results for remote teams?

Falon Fatemi, CEO of Node, writes that the [benefit of OKRs](https://www.forbes.com/sites/falonfatemi/2016/08/31/want-to-set-goals-like-google-use-okrs/?sh=bf18bd42b8e4) is their ability to boost morale:  ‘By making time to celebrate the milestones, we create the camaraderie needed to tackle ambitious goals.’

When we are [working from home](https://www.peoplegoal.com/blog/create-a-winning-work-from-home-company-culture), we often complete our tasks in a bubble. We may be unaware of how our work dovetails with important company targets.

Objectives and Key Results improve motivation because they highlight __steps forward__. They give teams the opportunity to __celebrate progress__ – however small – towards a goal. As remote employees struggle with work-life balance and productivity, it can be reassuring to mark these positive steps.

Objectives and Key Results also  bring much needed structure for remote teams. The OKR framework requires teams, managers and employees to __check in__ with each other regularly. Not only does this help teams work towards their goals, it [improves collaboration](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely), as employees work towards shared targets.

![Objectives and Key Results purpose for team members](//images.ctfassets.net/6g4s9n00xmsl/2h2YTNunW7c30FfhocAhuT/ecbd08524766ba428d4395a3dd587de0/Objectives_and_Key_Results_purpose_for_team_members.png)

---

OKRs also give the gift that keeps on giving – purpose. Organizational psychologist [Wendy Ulrich](https://www.forbes.com/sites/rodgerdeanduncan/2018/09/11/the-why-of-work-purpose-and-meaning-really-do-matter/?sh=de17fd968e18) says that ‘People find meaning when they see a clear connection between what they highly value and what they spend time doing.’ When managers make it clear that an employee’s efforts are translating into company results, they are more likely to  feel this connection.

CEOs who create __inspirational objectives__ for their company also create more meaningful work for their employees. __Stretch goals__ challenge us, and when we are challenged in a friendly environment, employee satisfaction often improves.

> By making time to celebrate the milestones, we create the camaraderie needed to tackle ambitious goals.

--- 

## How to write Objectives and Key Results

Start with your __Objectives__. This is your __final destination__ – your vision of where you want the company to be in the future. Usually these are planned before the start of the year or quarter by the CEO. 

Objectives should be __inspiring but realistic__. A [company-wide objective](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) provides the inspiration for all other objectives – so make sure it is relevant for every team and employee. 

Each company level (company-wide, team, employees) should set between __3 and 5 objectives__. Less is more – too many objectives will confuse employees and hinder goal alignment. 

Prioritize inspiring employees – with a broad vision that everyone can work towards. __Make it fresh__, and avoid phrases such as ‘Continue doing x’ – company-wide OKRs should be about challenging teams to go further.

For example, your company objective might be ‘Launch our new app by the next quarter’. 

Sometimes __statistics-free__  objectives  pay off. For example, you might have the objective ‘Make our customers love our product’. At a first glance, this seems vague. However, objectives are supposed to clarify a wider vision. Customer satisfaction is an area that all teams can work towards – and your key results can lay out the steps to get there.

__Objectives should:__

-	Be finite, e.g. ‘by the next quarter’, and specific, ‘expand our services to France’

-	3-5 objectives per organizational level

-	Inspiring and inclusive of all teams

-	Don’t be afraid to make it broad – if this will make it clear for your teams

### Key Results 

If your company-wide objectives are the final destination, your key results are the __stepping stones__ that take you there. Each key result should directly lead towards an objective.

Write about __3 results per objective__. Key Results should be more concrete and measurable than the objective. For example, ‘Launch a chat service on our website’ helps move towards the objective to improve customer satisfaction.

Key Results should be ambitious but not impossible. During remote work, many employees have reported [burnout](https://www.peoplegoal.com/blog/work-burnout). The lines between work and home are more blurred than ever. With realistic and actionable key results, you can support your staff. 

Break down Key Results if needed, and review them frequently - celebrating each win. Employees feel motivated as they make steps towards those big objectives.

![Objectives and Key results employee engagement](//images.ctfassets.net/6g4s9n00xmsl/5ZoCVVZ8xrlq7aAYK4M2I8/323ed9b9fc0c4a880d19c680074f0207/Objectives_and_Key_results_employee_engagement.png)

---

Below we look at some examples of OKRs during remote work that can help support your employees – and keep teams on track.

## OKR examples

__Objective:__ :‘Create a strong work-from-home company culture’

__Key Results:__ 

-	Virtual manager town halls scheduled once monthly

-	[Daily check-ins](https://www.peoplegoal.com/blog/check-ins) to improve communication

-	Achieve a Pulse score of 8+ in employee surveys

__Objective__: ‘Boost the number of qualified leads we interact with’

__Key Results:__

-	Launch email marketing campaign with 30 contact points a day

-	SEO optimize 100 pieces of content marketing

-	Improve website hits by 15% by next quarter

These examples support employees as they __link daily tasks to wider company goals__. Managers can assign tasks to ensure everyone buys in to team and company objectives.  

![Objectives and key results example](//images.ctfassets.net/6g4s9n00xmsl/5hRujI8SwHQcMVu6SxADnq/9053b190958148c284049eedd420f4fe/Objectives_and_key_results_example.png)

---

## The OKR process: how to get started during work from home

You may have used OKRs before – and are now wondering how to translate the process to remote work.

Communicating OKRs happens differently in the remote environment. HR leaders must be more intentional about carving out time for employees to arrive at individual and team goals. 

The key is to plan the process well in advance, and communicate your progress widely. 

---

### 1 ) Educate company-wide on what OKRs are and how they support company success

It is especially important to highlight the benefits of OKRs to managers. Managers will be responsible for tracking progress towards team OKRs. 

Organize a meeting where you explain how OKRs work, and why they will support company success.

Also ensure you have executive buy-in for an OKRs process. Objectives set by the CEO carry weight for managers and employees- and are more likely to drive long-term changes. 

---

## 2) Brainstorm company OKRs together with executives and managers

Make sure you provide guidance to executives and managers as they draft company and team OKRs. Are their objectives realistic, inspiring and finite? Are their key results measurable, time bound and actionable?

CEOs tend to announce company objectives in December, just before the new year, so ensure you set aside time to support this process. Employees  value having a clear focus as they move into a new year or quarter- they can start thinking about how to align their [professional development goals](https://www.peoplegoal.com/blog/personal-development-objectives) moving forwards.

![Objectives and key results manager training](//images.ctfassets.net/6g4s9n00xmsl/6UammcxYWQfVOTKKwD0D07/66c0e3352ce27d621be0d1d3e7cdaeb6/Objectives_and_key_results_manager_training.png)

---

### 3) Create a system for organizing the process 

In normal times, organizing OKRs across an organization is an unwieldy task. During remote work, it can be a headache! Consider [using software](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) to streamline the goal-setting process and schedule one-on-one meetings where necessary. 

Internal social media can also support OKRs during remote work. This can make your goal setting more visible for your teams. 

### 4) Schedule meetings with managers to arrive at team objectives

Team objectives are the building blocks towards achieving company objectives. Ensure team objectives and company objectives are closely aligned. 

You can also set deadlines for managers to complete their team’s goal setting to ensure they stay on track.

![Objectives and key results actionable objectives](//images.ctfassets.net/6g4s9n00xmsl/5Pukpieho2pc9Fs9jwxXgS/fd59dd9828661dad675abaaa0a24fc33/Objectives_and_key_results_actionable_objectives.png)

---

### 5) Virtual one-on-ones between employees, managers and HR professionals to draft personal development goals 

You cannot set OKRs without __consulting employees__. Ask them what is a realistic time frame within which to complete their goals. Ask managers what their priorities are for the next year/quarter.  

Individual goals or team goals do not always align perfectly with company-wide targets. These goals are instead __‘directionally aligned’__ to the company’s objectives. 

Try to think creatively about what will best motivate the team and action better results. This often works better than artificially aligning goals to company targets. 

---
### 6) Present finalized team and company OKRs in an all-hands meeting

You have carefully compiled OKRs from every team, individual employee and executives. Now you need to communicate these objectives and the plan to achieve them.

A virtual all-hands meeting raises awareness of [OKRs](https://hbr.org/2020/12/use-okrs-to-set-goals-for-teams-not-individuals) across the company. This is key to making OKRs stick – so that they inform employee development and company progress. 

Draft a presentation – highlighting company objectives first. Make it __inspiring and memorable__, so that employees working from home have a strong sense of what their __priorities__ are. 

Publicise OKRs somewhere that employees will see them regularly – whether that’s on an HR software dashboard or internal social media. Remind managers to set tasks relevant to the Key Results they are aiming for.	

![Objectives and key results communications](//images.ctfassets.net/6g4s9n00xmsl/6F9DLXVc9QnYqODOXqaNzO/8325f9bfcba06d9447312434a18f60f5/Objectives_and_key_results_communications.png)

---

### 7) Managers follow up on team and individual objectives and key results

OKRs only work if they are reviewed regularly. Make sure managers celebrate the __small wins__ – and especially whenever a Key Result is reached! 

---

## Objectives and Key Results help remote teams aim high

[Objectives and Key Results](https://www.peoplegoal.com/guides/okrs) provide a __roadmap__ for your remote workers. They enable us to visualize where we want the company to be in the future, and to visualize the role we can play in achieving that.

OKRs provide a cure for many [remote work](https://www.peoplegoal.com/guides/remote-work) roadblocks - improving employee motivation and collaboration, as goals are aligned across a company. PeopleGoal has a OKRs app in its App Store that allows you to automate the goal-setting process. Why not [book a demo](https://www.peoplegoal.com/book-a-demo) today to find out more? 


Objectives and Key Results support remote teams: they promote collaboration and productivity. Find out how to boost business outcomes with this goal framework.

Objectives and Key Results: The Key to Remote Work Success

Objectives and key results for remote teams

We provide the what, the why and the how to Objectives and Key Results. Find out how remote workers can benefit from goal alignment.

Objectives and Key Results: The Key to Remote Teams’ Success

We can all benefit from being stretched – by  [development plans](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) that encourage us to make our aspirations actionable. Many employees go to work, complete the same tasks every day and head home without feeling challenged. According to Gallup, [only 35% of the workforce are engaged](https://www.gallup.com/workplace/284180/factors-driving-record-high-employee-engagement.aspx) – this is unsurprising when we consider how many of us __lack learning or training opportunities__.

Development plans provide a possible cure. HR leaders and managers can draft plans that bring __stretch and challenge__ into employee’s work lives. However, when you’re working with someone who’s really struggling, or with unengaged employees, it can be difficult to know where to start. 

Below, we provide __5 steps__ to break down the process. You can adapt these to your company’s goals and the specific needs of your people – so that you can start improving employee experience and developing the skill sets necessary for growth.

![Development Plans for Better Engagement](//images.ctfassets.net/6g4s9n00xmsl/34FCBYJMKa12QKyg8BPscr/90565eb335f5dd3f24d1ee0971082ed1/Development_Plans_for_Better_Engagement.png)

---

## What are the benefits of a development plan?

Before we get down to the nitty gritty, it’s important to what remember the benefits of creating a development plan are. This way, if the process overwhelms, you can look back and remind yourself of why this is necessary! 

Development plans help employees move towards their goals in a way that aligns with [company-wide targets](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success).

### Benefits of a development plan:

- Improves [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) and performance

- Strengthens employee relations – as managers clarify employee’s expectations / plans

- Reduces employee turnover

- Identifies future leaders for succession planning

- Motivates your employees to develop their skills

- Tackles skill gaps

![Benefits of Development Plans](//images.ctfassets.net/6g4s9n00xmsl/4MRpc1wdSmRfsZLQPGtQv7/d8fb8ac94741c8bfa47608a65dcb7c74/Benefits_of_Development_Plans.png)

## How to create an employee development plan

## 1.	Consider the company’s long and short term goals

Managers and leaders must clarify __company-wide goals__ before they start this process. Starting from a zoomed-out perspective means that employee development plans will be more relevant to the needs of the company.

What are the __short-term priorities__ for your company? If it is, say, increasing sales by a certain percentage on the last quarter, do your employees have the adequate skills to meet this aim? Could you provide sales training or mentoring that could help them achieve or exceed this goal?

What are the company’s longer-term goals?  Perhaps you hope to take on more complex projects in the future. How can you stretch employees to move towards this goal?

Make sure you consider both __soft skills__ and technical or professional skills. Since the pandemic, [teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) has really shown its worth. Incorporate teambuilding into your development plan.

![Skillset for Development Plans](//images.ctfassets.net/6g4s9n00xmsl/2JpP7pKiS0L4jVAgciRQ02/47faaa67c924704590bd89a4ff509883/Skillset_for_Development_Plans.png)

---

## 2.	Meet with employees to discuss what their development goals are

Next, meet with your employees one-on-one to discuss their personal development goals. It’s important to develop an individual perspective. A __tailored approach__ is more likely to improve engagement, as employees feel listened to and their views are incorporated. 

[One-on-one meetings](https://www.peoplegoal.com/blog/one-on-one-meeting-questions) are an opportunity for leaders to check in with their people more broadly. 

Not every employee will have a ready-made set of goals, as they may not have had the opportunity to reflect on their career path. Managers can help develop goals with employees by reminding them of their achievements - this can build confidence needed to set stretch goals. 

Managers might point out areas for improvement – based on evidenced examples. Link this to a particular training opportunity – so that feedback is constructive.

Employees may be interested in training that does not fully align with company goals. Try to be open-minded where possible – are there more peripheral skills that the employee could develop from this course / learning? We are often most engaged at work when we are able to [self-actualize](https://positivepsychology.com/self-actualization-tests-tools-maslow/). Development may come from unexpected places.

---

## 3.	Research training opportunities or plan for training in-house

Now that you know your employees’ goals, you can start creating a [__development strategy__](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company). How do you want to carry out the development program? Through __online courses__ or a __mentoring program__? Will you carry out the training yourself, or delegate this to another manager or external provider?

If the training is for a technical skill, you could ask an expert for a training program. A [mentoring program](https://hbr.org/2020/04/social-distancing-doesnt-have-to-disrupt-mentorship) may work well if managers feel confident they can address the issue at hand. External mentoring programs are also known to be effective, and can help employees improve motivation and confidence.

![Ideas for Development Program for Development Plans](//images.ctfassets.net/6g4s9n00xmsl/5LGvxENlPZq76XnKFrUtOR/0be5b27a685141e726a88a2e9afb6abe/Ideas_for_Development_Program_for_Development_Plans.png)

---

## 4.	Create a development plan that incorporates company and employee goals

Now that you’ve gathered information on your team’s goals and possible training opportunities, you’ll need to arrive at a __clear action plan__. 

It’s important to review what __resources__ are needed – so that you can set aside a budget for training programs. Employees may need paid time off to attend conferences or university courses, and you may reimburse their fees. This information needs to be compiled for HR to review.

Create a timeline for each employee’s development plan. You do not want the process to last forever – is there a deadline after which this goal should be achieved? Also schedule [check-ins](https://www.peoplegoal.com/blog/check-ins) to follow up on their movement towards these goals.

LinkedIn provides a great [employee development plan template](https://www.indeed.com/hire/c/info/employee-development-plan). 

---

## 5.	Follow up on goals in development plans

Ensure you follow up with your employees regularly. Once they have completed the training program, check-in to review the program. Invite their __feedback__ on the learning and development process.

Have a discussion with your employees about how they can incorporate the skills learnt into the workplace. HR leaders could hold a lunch and learn in which you ask employees to talk about their experiences. This inspires others to sign up! 

Managers can set tasks immediately that allow employees to showcase their new-found skills and knowledge. Employees will immediately see their learning in action – and your L&D initiative will add value from day one.

![5 steps to a successful development plan](//images.ctfassets.net/6g4s9n00xmsl/7EgWsmr0M0861qereaaltU/12d29cf2b97cb5d493969ac786599448/5_steps_to_a_successful_development_plan.png)

---

## Development plans help your company grow

Employee development plans help the individual and the company as a whole. They empower us to move towards our goals, so that our work stretches us to the best of our ability. 

Make sure you tailor any development program to skill gaps. If you’d like to learn more about how to create a development plan, why not read our [How-To Guide on Employee Development Plans](https://www.peoplegoal.com/blog/effective-employee-development-plans)? 


Employee development plans are crucial for cultivating highly skilled and engaged teams. We break down the process into 5 steps: from employee goals to reality.

Development Plans: 5 Steps to Employee Growth

Professional development plans and development opportunities can engage your teams

Development Plans Engage your Teams

Creating development plans can be complex - but with these 5 steps you can improve your employees' confidence and skills.

The secret to an engaged, highly effective team is really no secret. Much of what inspires success in the workplace boils down to putting the right tools in place to enable [__communication__](https://www.gallup.com/workplace/311288/communicate-create-stability-despite-uncertainty.aspx) and __community__ among team members.

Team engagement is an often overlooked aspect of employee engagement – how do we create the conditions for teams to work together more effectively? We offer 5 simple tips below.

---

## What is team engagement?	

__Team engagement__ is an extension of [employee engagement](https://www.peoplegoal.com/guides/employee-engagement). Employee engagement measures the commitment an individual employee feels towards their company and their willingness to go __above and beyond__ to perform well.

Team engagement looks at how employees interact with each other in a way that is most conducive to reaching company goals. Engaged teams are __collaborative__: they communicate effectively and they motivate each other. 

![Team Engagement Definition](//images.ctfassets.net/6g4s9n00xmsl/7iMrzS2GK9hBgN8PauwECx/188fee7e69a4e218acfdb09792204d52/Team_Engagement_Definition.png)

### Qualities of an engaged team

- A psychological safety environment for creative thinking

- Improved [employee wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing) 

- A feeling of __community__

- Employees feel __purpose and meaning__ at work

- Better outcomes as skills are integrated

- Higher performance as team members motivate one another

According to Gallup, [85% of employees are not engaged or are actively disengaged](https://www.gallup.com/workplace/231668/dismal-employee-engagement-sign-global-mismanagement.aspx) at work. If we want our teams to perform at our best, we need to create the __environment__ for high performance. Below are 5 tips to improve team engagement.

---

## 1.	Use a coaching management style to communicate with your teams

Team engagement starts with great managers. Employees can tell when managers lack trust –  they overschedule meetings and have unrealistic expectations.

[Psychological safety](https://hbr.org/2017/08/high-performing-teams-need-psychological-safety-heres-how-to-create-it) is key to team engagement. When we feel we can voice concerns without negative consequences and that we can risk __small mistakes__, we are likely to work __more creatively__ and communicate more openly.

A coaching management style creates the environment for open communication. Coaching managers are actively involved in their employee’s development and are aware of their personal goals. Moreover, they allow employees the freedom to come up with their own ideas – and also encourage [collaboration](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) wherever possible.

A coaching management style means employees feel valued and better motivated. They will start to see challenges not as roadblocks, but as __opportunities__ to grow their skills.

![Engaged employees for team engagement](//images.ctfassets.net/6g4s9n00xmsl/2AiP54ZbVP17Mknh4fjAGL/70a2294ccaf65ede7c5cbd66740bbfde/Engaged_employees_for_team_engagement.png)

### Benefits of a coaching management style

- Improve working relationships

- Coaching managers relate their employees' work to company goals

- Employees take criticism more constructively

- Improves employee engagement by helping employees adopt a __growth mindset__

---

## 2.	Build a supportive community based on open communication

A lack of community at work is a barrier to engagement. As many companies transitioned to work from home, employees often felt disconnected from their colleagues, causing low-mood and communication failures.

Be conscious about fostering a sense of community every day at work. Carve out time for employees to take breaks together and get to know each other. You might organize a [fun virtual activity](https://www.peoplegoal.com/blog/activities-to-increase-engagement), or a free lunch voucher. 

It might be surprising to hear that small talk can be productive – but the social aspects of work can be the foundation for better working relationships and improved wellbeing. Social activites help to foster a __team identity__. This clarifies the roles of each member and builds loyalty between team members.

A supportive community requires open [communication](https://www.peoplegoal.com/blog/employee-communication). Ensure everyone is aware of all communication channels. Use morning or afternoon check-ins to ensure all employees are up to speed. 

Supportive communities value emotional awareness. When co-workers ask ‘how are you?’ they really mean it, and take care to offer help to their peers if needed. Managers can be role models for  emotional awareness every day - be compassionate with employees and listen actively. 

![Building Community for team engagement](//images.ctfassets.net/6g4s9n00xmsl/3knWSLhDR6hRE3Km1Axeda/ce20210e3ca035f3af85791c96fce56e/Building_Community_for_highly_engaged_teams.png)

---

## 3.	Recognize your employees' successes 

Engaged teams have their achievements recognized. Managers should praise employees in meetings and one-on-ones, and ensure no success goes uncelebrated.

Celebrate the small wins as a team. Have a few co-workers completed a lengthy project? Why not mark the occasion with a group lunch? Even smaller,  everyday ways to recognize steps forward are impactful – such as a short message.

Remember to __avoid favoritism__ and relate achievements to team goals – employees will see that any individual achievements are a __team win__. They’ll be more likely to build each other up with compliments and [recognition](https://www.peoplegoal.com/blog/employee-recognition-quotes).

![Recognition for High Team Engagement](//images.ctfassets.net/6g4s9n00xmsl/6b2wim7yxvOWXIfqfqKyN0/7a1561a8b8b3d70b50438cfd62baf9f8/Recognition_for_High_Performing_Teams.png)

---

## 4.	Development opportunities

Development is crucial to engagement. When we see opportunities on the horizon, we are more likely to be engaged.

To make a start, design __stretch goals__ with your employees in [one-on-one meetings](https://www.peoplegoal.com/blog/one-on-one-meeting-templates). Ask your employees where they see themselves in five years time. Managers should have an awareness of the hopes and aspirations of their team. 

A [learning and development program](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) is a great way to build towards these employee goals. Why not encourage teams to work together on micro-courses? Or give employees stretch-roles that showcase their skills and improve their confidence? 

You can factor in collaboration to your learning and development program. Consider the benefits of group-learning, such as discussion groups or team projects. 

Assign group project tasks that match an employee’s personal goals. Teamwork should be valued as a route to professional development - this gives employees extra motivation for great collaboration.

![Team building for team engagement](//images.ctfassets.net/6g4s9n00xmsl/4jv2M1ASaAxir18uA6NSJg/46c4fccb0516fa6ce5dc9d436e31a5f9/Team_building_for_team_engagement.png)

### Learning and Development Ideas for Team Engagement

- Fun or creative collaborative projects 

- Group activities, such as online discussions

- Link individual goals to [development planning](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works)

- Use group training periodically to improve team skills

- Micro-courses on teamwork

--- 
## 5.	Clarify employee roles in collaborative tasks

When a team is assigned a complex task, it’s important to have a clear sense of who is responsible for which aspects of the project.

Clarifying individual roles reduces the risk of disagreements. In addition, employees often feel reassured when they can work independently. Strike a balance between [fostering teamwork](https://www.peoplegoal.com/blog/teamwork-tips) and allowing employees the chance to develop their own ideas. 

![Collaboration tips for team engagement](//images.ctfassets.net/6g4s9n00xmsl/5XR27cLsprlpjCGr8Cw0KI/817642b5c95872380f52402ff8aca1e7/Collaboration_tips_for_highly_engaged_teams.png)

---

## Team engagement: the secret to improved performance

We often talk about employee engagement as if employees work in a vacuum. In fact, __our team__ is a key driver of employee engagement. You can boost team engagement by improving communication, recognizing excellent work and assigning group projects that play to your employees’ strengths.

If you’d like to learn more about how to improve team engagement, why not read our blog post [Teamwork: 10 Ways to Create a Collaborative Culture While Working Remotely](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely)?


Team engagement is key to motivating your teams. Engaged employees collaborate and communicate effectively. These 5 steps will help you boost team performance.

Team engagement is key to motivating your teams. Engaged teams collaborate and communicate effectively. These 5 steps will help you boost team performance.

7 Team Engagement Tips to Boost Teamwork and Performance

Team Engagement for Company Success

Team engagement is about how your teams collaborate and communicate. Find out how to engage your teams with these simple steps.


The employee net promoter score started as a customer survey. In 2003, Satmetrix Systems inc. and Fred Reichheld (a Bain & Company consultant), introduced the net promoter score. Since then companies use the Net Promoter Score to gauge customer’s enthusiasm about their product. They ask the million-dollar question:

> __Would you recommend this product to your family and friends?__

Through this, companies can see a snapshot of the popularity of their product. We only recommend products that are truly useful or meaningful to ourselves and others.

In recent years, HR leaders have adapted the NPS to create an eNPS – __employee net promoter score__.

This is a measure of [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) and employee experience – asking instead :

> __Would you recommend this company as a place of work?__

Employees who would recommend working at a company enjoy working there and believe the benefits outweigh its negatives. A high score is a positive reflection of HR's practices.

This provides a benchmark for __employee engagement__ across the company, and while not perfect, can be a useful __starting point__ for HR.

![Employee Net Promoter Score Definition](//images.ctfassets.net/6g4s9n00xmsl/3DnnO5TmY2ij4vTy06okWz/53192ac5ee65b5c734bd76fdfd8b5baf/Employee_Net_Promoter_Score_Definition.png)

---

## Why does employee engagement matter? 

Engagement is the level of __commitment__ an employee feels for their company. Rather than working for a pay cheque, engaged employees are committed to a company's goals.

Leaders are beginning to see that engagement is crucial to the success of a company – to business outcomes, employee wellbeing, productivity and so much more. 

Troublingly, according to Gallup,  [52% of workers were not engaged](https://www.gallup.com/workplace/284180/factors-driving-record-high-employee-engagement.aspx) at work in 2019. 

It’s really important for HR to employ a number of measures to check the temperature on employee engagement – an eNPS is a great way to do that. 

---

## What is an Employee Net Promoter Score?

Employee net promoter score is a scoring system by which employees rate their __satisfaction__ with an organization.

eNPS is a very __simple measure__ – which is perhaps one of its limitations! It asks employees how likely they are to __recommend the organization__ to someone looking for work. 

After this, include a __follow-up question__ which provides the employee a chance to put their rating into context.

Ratings are on a scale of __1-10__. The responses are divided into __‘Promoters’__, __‘Neutrals’__ and __‘Detractors’__.

![Employee Net Promoter Score Promoters and Detractors](//images.ctfassets.net/6g4s9n00xmsl/342HdHSQBuXqYYJgNPsDct/9587bd6dc336483d9db8e36d13bf0742/Employee_Net_Promoter_Score_Promoters_and_Detractors.png)

Below is a guide to each of the different promoter scores.

### Promoters

-	Scores __9 or 10__. Congratulations, these employees are very engaged!

-	Your work is not done – HR must use other survey types to investigate which strategies in particular are working, and what makes working at the organization so fulfilling.

### Neutrals

-	Scores __7 or 8__. This is an important group. They are somewhat engaged at work, but there is more that needs to be done to improve their experience.

-	Solutions are more actionable for those in the Neutral group – as they are overall satisfied, but may need attention in a particular area

-	Run [surveys](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement) and pay attention to any __environmental__ factors that can be remedied – e.g., a lack of resources, an interest in greater work flexibility. 

-	Often __small changes__ can turn Neutral employee responses into Promoters. 

### Detractors

-	Scores __0-6__. Unfortunately, these employees are unlikely to be adequately engaged. 

-	  Use further surveys to discover the underlying causes here. Ensure this group knows their voices are being heard.

---

## How to calculate eNPS?

Calculating eNPS is refreshingly easy - as usually surveys involve only one or two questions. 

Calculate the __percentage of detractors__ and __promoters__. __Subtract__ the percentage of detractors from the percentage of promoters.

This will give you your company's eNPS score.

![Employee Net Promoter Score Formula](//images.ctfassets.net/6g4s9n00xmsl/1iSSDsjlwIT427PqjhH7mM/7c3d58c8576cefd77d651d4cbf448752/Employee_Net_Promoter_Score_Formula.png)

---

## Limitations of eNPS

eNPS is not a perfect rating – beware that it can only provide a __ballpark figure__ of your company’s level of employee engagement.

Take eNPS ratings with a pinch of salt. Just because someone is willing to *recommend* the company to a friend does not mean that it necessarily works for them *personally*. 

Furthermore, a recommendation alone does not equate to full engagement. [Employee engagement](https://www.peoplegoal.com/blog/after-employee-engagement-surveys-5-steps-to-create-real-change) is multi- layered – feedback, purpose and community all effect it. HR needs a __multi-pronged attack__ to measure the drivers of engagement.

---

## Ways to use eNPS more effectively

However, eNPS when used correctly, can be an invaluable benchmark. 

Improve your findings by asking a __supplementary question__ after the first eNPS question. This clarifies which areas of engagement are lacking.

__For Promoters, ask:__

> What is it that makes you want to recommend the company?

__For Neutral responses, ask:__

> Are there specific changes that would improve your experience? If not, what areas could be improved more widely?

__For Detractors, ask:__

> What can we do to improve your experience?

If there are any factors that can be immediately changed – for example, scheduling more one-on-one meetings, action this first. 

Track any __trends__ in your data to uncover underlying problems.
Supplement your survey with further, more targeted surveys, for example an [Employee Engagement survey](https://www.peoplegoal.com/blog/benchmarking-engagement-survey-metrics).

![Employee Net Promoter Score quotation](//images.ctfassets.net/6g4s9n00xmsl/7HAoXFJzceWtZ5cuWFYnch/e5002c8a8037f46b1fc2894311daee90/Employee_Net_Promoter_Score_quotation.png)

---

## How often should you take this type of survey?

The reason employee net promoter score surveys are so widely used is that their __participation rate__ is an HR dream. They are __short and sweet__, unlike more detailed surveys which can be off-putting for busy employees. 

This means you can undertake them more regularly, for example every 3 months. Some companies only conduct an eNPS survey twice a year.

The more regularly you do them, the more data you will have at your fingertips to track changes in employee engagement __across time__. 

You’ll be able to see, for example, if a particular HR initiative in June was matched with higher engagement.

---

## Employee net promoter scores: a glimpse into engagement

Employee net promoter scores are great starting point for improving employee engagement. 

They can provide a wide angle view of [employee sentiment](https://www.peoplegoal.com/blog/conducting-sentiment-analysis-with-peoplegoal), helping you to measure the effectiveness of human resources strategies.

---

To learn more about analyzing survey results, read this blogpost on [Interpreting Employee Survey Data](https://www.peoplegoal.com/blog/employee-surveys-results). 

If you’d like to know how [PeopleGoal’s Survey apps](https://www.peoplegoal.com/app-store/template/weekly-pulse-survey-512002da-0826-45d2-9f97-9211296fe4bd) can improve your people processes, why not [book a demo](https://www.peoplegoal.com/book-a-demo) today?


Employee Net Promoter Score provides a simple way to track employee engagement. We give you the low-down on how HR can use eNPS to gauge employee sentiment. 

Employee net promoter scores provide a simple way to track employee engagement. We give you the low-down on how HR can use eNPS to gauge employee sentiment. 

Employee Net Promoter Score: Track Engagement the Easy Way

Employee Net Promoter Score to Measure Employee Engagement

What are Employee Net Promoter Scores? How do they support a robust employee engagement strategy? Read on to find out.

A high employee turnover can be a human resources nightmare. The cost of continually hiring and training new employees drains funds. Not to mention, you are most likely to lose your most talented employees! 

Unfortunately, high [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) is becoming the norm for many companies. According to the U.S. Bureau of Labor Statistics, annual employee turnover rates have increased steadily over the last decade. What’s more, __“quits” outweighed terminations and layoffs__ by __more than 80%__.

That is a gloomy statistic, especially when we know the importance of teamworking and [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) to company success. In this article, we'll review some ways that can prevent turnover – from onboarding to development.

![Employee Turnover definition](//images.ctfassets.net/6g4s9n00xmsl/7bKIxDe1KamiyjB8v2A4YS/fc01efbc011e57d68769d71a35c17ded/Employee_Turnover_defined.png)

---

## 1.	Start Things Right with Onboarding 

Give your new hires the best start possible. Many managers underestimate the role of __company culture__ in the onboarding process. 

Be true to your values and culture. Do you view open communication as a cornerstone of your company’s success? Then ensure that you provide an [open-door policy](https://www.peoplegoal.com/blog/what-is-an-open-door-policy) to your new recruits. 

Some managers assume that pay is the main reason for turnover. In fact, according to a Harvard Business Review study, more than __9 in 10 employees__ are willing to trade a proportion of their lifetime earnings for [meaning at work](https://hbr.org/2018/11/9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work).

Work environment can go a long way to creating more meaningful work. __Tell a story__ that encapsulates what is meaningful to you about work – and what opportunities make the job worthwhile for them.

__Building community__  is really crucial to effective onboarding. This won’t happen overnight, but a __buddy system__ can ease the transition. Buddies provide the ‘411’ for your new hires, introducing the company’s expectations and offering wider context on their role.

![Employee Turnover and Meaning at Work](//images.ctfassets.net/6g4s9n00xmsl/59vWFRqJ4uT2U3T1s1lwD6/b2cd3c9bdc8fe5db9dbb96906e50d5ee/Employee_Turnover_and_Meaning_at_Work.png)

### Tips for a great onboarding process

- Provide new hires with a chance to collaborate and get to know each other

- Start on a fun note – such as through [team building activities](https://www.peoplegoal.com/blog/17-icebreakers-for-team-building) 

- Managers devote time to the training week

- Introduce your company’s culture in a meaningful way

- Give new hires the opportunity to prove their skills and take risks – in a constructive setting

- One-on-ones with managers

---

## 2.	Set Clear Role Expectations 

Setting __clear expectations__ for all employees is crucial to retention. When we know what is expected of us,  a sense of __purpose__ drives our actions – and we try to exceed those expectations.

When duties are unclear, employee satisfaction can wane. This can lead to the blurring of roles – for example, when an employee works around the clock on tasks that do not match their job description. This can leave employees feeling __deflated__ and undervalued. 

Goal-setting and performance reviews play a crucial role here. Manager [one-on-ones](https://www.peoplegoal.com/blog/one-on-one-meeting-templates) should help employees to set relevant goals. __Be honest__ about your expectations -  if an employee is underperforming in one area, make this a focus of goal setting.  Most employees prefer [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) to living with uncertainty about their role.

Ensure you counterbalance this with recognition and praise however - these are also key to retention. Performance reviews are an opportunity to __recognize__ the hard work of your top performers. 

### Tips for setting clear role expectations

- Use an [employee handbook](https://www.peoplegoal.com/blog/employee-handbook-sample)

- Create holistic and constructive performance reviews

- Set goals with employees in one-on-ones

- HR training on goal setting for employees

- Ensure tasks set are consistent, and if there is a change in responsibilities, explain this to employee

![Setting expectations to reduce Employee Turnover](//images.ctfassets.net/6g4s9n00xmsl/5R18aQrTR0UmVYjkyQZS3h/dc43f32b1a2cc71b32bf344aa3865ff3/Setting_expectations_to_reduce_Employee_Turnover.png)

---

## 3.	Run Regular Feedback Loops

To improve employee retention, focus on __developmental feedback__. This means tying in performance indicators with an employee’s short and long-term goals. 

To do this, __rethink your feedback process__. Annual performance reviews are inadequate for truly constructive feedback. According to Gallup, __only 17% of millennials__ report [receiving meaningful feedback](https://www.gallup.com/workplace/284081/meaningful-feedback-means-millennials.aspx). 

In resopnse, Adam Hickman recommends, ‘talk __*with*__ them, not __*about*__ them’, i.e., don’t conduct the conversation like a parent-teacher meeting. This can make workers feel pessimistic about their career progression. They may bolt at the first sign of negative feedback.                                                          
Encourage employees to see feedback as a __conversation__. Create a culture of __ongoing feedback__, in which employees receive [recognition](https://www.peoplegoal.com/blog/ideas-for-employee-recognition) and feedback during daily check-ins. When feedback happens in __real-time__, you relate feedback to precise tasks, rather than vague value judgements.  

### Tips for better feedback to retain staff

- Have a sense of humor – feedback conversations shouldn’t be scary!

- Normalize real-time feedback through regular check-ins

- Relate feedback to actual tasks 

- Prioritize __developmental feedback__ linked to actionable goals

---

## 4.	Invest in Employee Development & Continuous Learning

LinkedIn’s 2018 Workforce Learning Report revealed that a [staggering 93% of employees](https://learning.linkedin.com/resources/workplace-learning-report-2018) would stay at a job longer if the company __invested in their careers__.

Creating a [__learning and development plan__](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) is a great way to invest in career development. But L&D needn’t be costly. __Manager-employee mentoring__ is an effective form of development that will cost you nothing but time! Also consider micro-learning – which fits easily around the working day and doesn’t cut into the employee’s personal life.

According to Gallup, [career advancement is the most common reason for leaving a job](https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx). Focus your [retention strategy](https://www.peoplegoal.com/blog/employee-retention) on how you can help employees advance in-house. What are the __skills required__ for employees to take the next steps? Target learning around these areas. Not only will this boost employee engagement, it creates a workforce with a wider and __more relevant skillset__.

### Tips for starting a learning and development program

-	Keep it relevant
-	Work around employee schedules
-	Use internal social media to raise awareness of program
-	Focus on the skills that aid career progression
-	Use mentoring to foster open communication about career goals

![Learning and Development Plan to Reduce Employee Turnover](//images.ctfassets.net/6g4s9n00xmsl/5XesrJGwrwZmdsCA6ETvKY/6226710e214e6c221d837f4c077eab41/Learning_and_Development_Plan_to_Reduce_Employee_Turnover.png)

---

## Make employee retention a priority

With these steps, you should encourage your employees to stick around for the long haul. Employee retention is fundamentally about __company culture__ – building a community with sticking power. 

To learn more about how to build a sustainable organizational culture, why not read our blog post on [company culture during remote-work](https://www.peoplegoal.com/blog/create-a-winning-work-from-home-company-culture)?


High employee turnover worsens engagement, productivity and business outcomes. Find out how you can retain your staff with these simple but effective changes.

Reduce Your Employee Turnover Rate in 4 Simple Steps

How To Reduce Employee Turnover

A forward-thinking company retains its best talent - and empowers its future leaders. Follow these steps to retain your employees.


Employee surveys are the bedrock of evidence-based HR. They allow HR leaders to measure how committed, engaged and satisfied employees are. 

However, HR teams accumulate an overwhelming amount of survey data. This information is meaningless if it is not properly analyzed and evaluated.  

This article will show you how to interpret data against your company's objectives so that actionable results are taken.

![Employee survey quotation](//images.ctfassets.net/6g4s9n00xmsl/3cuvhJCXK3VBeEjV9ylV43/6cd617dd39d9cb75d9378427bc44cd2d/Employee_surveys_quotation.png)

---

## Use relevant metrics to analyse your employ survey results

You can only make sense of the data you collate using the correct metrics. They are the lens you wear to __measure__ the success of your HR initiatives.

To __find your metrics__, HR teams should reflect on what their goals are. Jeff Bladt and Bob Filbin argue in Forbes that we need to differentiate between [‘vanity metrics’ and ‘meaningful metrics’](https://hbr.org/2013/03/know-the-difference-between-yo). Your team might be flattered by the popularity of an internal social media initiative. However, if job satisfaction and wellbeing are plummeting, consider the relevance of this success.

HR teams' ultimate goal is often to __improve employee engagement__. Focus on metrics associated with high engagement, for example, a long-term interest in working for the company, belief in the organization’s values, productivity and satisfaction. Collate data relevant to these indicators and start evaluating from there.

[Employee surveys](https://www.peoplegoal.com/blog/employee-survey) can measure a particular area of employee experience. For example, HR runs pulse surveys on employee engagement, wellbeing or diversity and inclusion. These areas speak volumes about how your organization aligns with its __culture and values__. 

Consider the data in terms of [company culture](https://www.peoplegoal.com/blog/how-important-is-company-culture-if-we-want-to-develop-a-great-brand). Group together the survey questions or sections that relate to __company trust__, work-life balance or employee satisfaction. Use a reporting system to visualize this data. 

---

### Questions to ask when choosing metrics

- What are the company’s objectives and key results?

- What are HR’s priorities for this year?

- How do the results tally with the organization’s values and culture?

![employee survey metrics](//images.ctfassets.net/6g4s9n00xmsl/3Rysuo0RoJl0y6nJJCSPt3/da2b48bb772e712aa42e099946d6465b/employee_survey_metrics.png)

---

## Check the employee participation rate 

Don’t forget to measure the employee participation rate of your survey. This helps you to see how effectively your internal communications are working. Maybe your survey was too long? Take notes to improve for the next survey.

---

## Uncover trends 

Collate your data using a survey reporting system. Make sure the results are easily visible for your team.

With your results grouped into __metrics__, trends will emerge. Maybe employee engagement decreased this year? 

Think about the different tenures and company levels represented by your survey. Do lower level employees experience burnout more regularly?

Instead of looking at KPIs or other indicators in isolation, e.g. through a ‘wellbeing' section and an ‘employee relations’ section, __compare and contrast__ these areas.

For example, __manager relationships__ have a domino effect on other aspects of employee experience. According to Gallup, [managers account for 70% of the variance](https://www.gallup.com/workplace/231593/why-great-managers-rare.aspx) in employee engagement. 

To cross compare, make sure you use HR software to translate your results into easy to interpret graphics. Our brains process images [60,000 times faster than text](https://www.t-sciences.com/news/humans-process-visual-data-better#:~:text=Visualization%20works%20from%20a%20human,to%20the%20brain%20is%20visual.). Organize your data into teams if you have this information, or company levels. Are there __overlaps__ in your data that reveal an underlying issue?

The video below, by the University of Minnesota's Leadership and Talent team, provides some great tips for this process.

<a href="https://www.youtube.com/watch?v=DawRdXgWYQg" class="embedly-card" data-card-width="100%" data-card-controls="0">Embedded content: https://www.youtube.com/watch?v=DawRdXgWYQg</a> 

---

## Watch out for discrepancies

Be critical of the results – can you question the __reliability__ of some results? Was a question worded in a misleading way? Is a broad cross section of your company represented in your survey data? If not, spread the word about your survey before starting the review process, as your results may be too few.

---

## Cross-compare results using benchmarks

Where possible, compare your survey results to those of previous years or quarters. __Tabulate__ this year’s data alongside the data from previous years for particular survey responses. This helps you track trends or improvements in your HR initiatives.

__Internal benchmarks__ measure HR strategy’s strengths and weaknesses. For example, you might have run an [employee engagement survey](https://www.peoplegoal.com/blog/after-employee-engagement-surveys-5-steps-to-create-real-change) in 2018 when employees were 12% more engaged than in 2019. 

Cross-comparisons also remind you to __contextualize__ the results. How did the move to [remote work in 2020](https://www.peoplegoal.com/guides/remote-work) impact on employee engagement and wellbeing?

Secondly, compare the results of different departments. This can pinpoint areas where managers need coaching.  

Finally, observe how the results compare to __industry or national norms__, if this information is available. By seeing where you ‘rank’ on [employee relations](https://www.peoplegoal.com/blog/employee-relations-in-the-remote-workplace), engagement and wellbeing tells you whether your company is a good place to work. This boosts your __employee retention__ efforts.

![Internal benchmarks for employee survey results](//images.ctfassets.net/6g4s9n00xmsl/1i915Zw9j9imyDJf08VwIU/8aa251fbb341a34deed540afc8e822b0/internal_benchmarks_for_employee_survey_results.png)

--- 

## Locate actionable insights for a survey plan

Be realistic about the changes you can implement. Focus on 
__work environment__ factors where possible, as these create the most immediate change.

Decide which teams or company levels to prioritize in your strategy. In the video above, [Leadership and Talent at the University of Minnesota](https://youtu.be/DawRdXgWYQg) recommends categorizing employees in engagement surveys as ‘Engaged, Disengaged, Detached or Frustrated’. They suggest you prioritize the ‘Frustrated’ employees - who are __highly motivated__ but who may __lack resources or support__ to [perform at their best](https://www.peoplegoal.com/product/performance-reviews-software). 

### Tips for locating actionable insights

- Find the __subgroups with lower engagement/wellbeing etc.__ Note down all their recommendations for improvement

- Create an __action plan__ for this subgroup. Can you change environmental factors, such as offering greater flexibility in working hours?

- Check your data on employee relations. How can managers be coached to improve motivation, engagement and drive better results?

- Are there [development opportunities](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) that would address evident problem areas?

---

## Stay visible with a sound plan of action

You have taken the time to collate information and analyse it to improve business outcomes. The last thing you want is for your efforts to be ignored!

First, __create__ a presentation that clearly outlines your evaluation of the results. Link these results to a __new strategy__ that will improve your people processes __based on the evidence__. 

Provide managers and your C-Suite with an opportunity to ask questions about your conclusions. Sometimes, your executive board do not fully consider the outcome of surveys. It’s essential to ensure their buy-in. Make sure you highlight the __strategic benefits__ of your new strategy.

Create a team to oversee the implementation of changes in light of survey results. [SHRM recommends](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeesurveys.aspx) that this team should be comprised of non-senior HR employees headed by a senior figure. Not only does this ensure that changes in light of survey results are implemented, __employees feel HR takes their perspective seriously__. 

![Implementing analysis employee surveys](//images.ctfassets.net/6g4s9n00xmsl/1wbgmkbovkGamGRdHLujdX/0f03709899afea6249c243e44dc7afb9/implementing_analysis_employee_surveys.png)

---

## Key takeaways for employee survey analysis

Your people deserve to have their voices heard. Employee surveys are transformative if results translate into an effective HR strategy. Put your analytical skills to work so that you can create real organizational change.

PeopleGoal’s [survey apps](https://www.peoplegoal.com/app-store/template/weekly-pulse-survey-512002da-0826-45d2-9f97-9211296fe4bd) provide an intuitive way to interpret survey data. Why not [book a demo](https://www.peoplegoal.com/book-a-demo) to find out more?


Employee survey results require careful analysis. With these tips, you can locate trends and benchmark results to build to a new and improved HR strategy. 

Employee Survey Data: How To Interpret Your Results

Employee Surveys How to Best Interpret them

Interpreting your employee survey data can be a challenge. With these tips, you can build your analysis to see what your results are telling you.

HR is one of the busiest teams in a company. They are responsible for a range of functions, like hiring, onboarding, employee performance, development, engagement, payroll, benefits, and much more.

On top of this, many HR leaders face endless paperwork. They have inventive plans for improving employee engagement, productivity and wellbeing. But due to the time drain of manual tasks, these are often put on the backburner.

Digitization of HR processes can have a major impact on your organisation. In this article, we review how you can smoothly transition to a paperless HR environment, streamline HR processes and reduce administrative burdens.

---

## Step 1 – Ensure buy-in for web-based HR across the company

It’s really important to ensure __executive and managerial buy-in__. Managers are often unsure about transitioning from the tried and tested paper method.

__Do your research__ into the chosen HRIS system. Create a presentation that clearly outlines the benefits of a web-based system over traditional methods.

Cloud-based software saves time. Outline what your HR team plans to do with your saved time. Maybe that’s rolling out a [learning and development plan](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) to improve employee engagement, or improving your employee onboarding process. Highlight the ways technology will add value to your team.

Emphasize the benefits to employees at all levels. Employees no longer have to endure lengthy processes to update personal details or apply for time off. HR can more easily initiate [recognition programmes](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) to help motivate employees. 

Furthermore, highlight the benefits to security and avoiding human error in data-entry. HR tech greatly reduces these risks. By working from a __cloud-based system__, cascading errors are also reduced. 

![Quotation on Paper based to web based HR](//images.ctfassets.net/6g4s9n00xmsl/4OO5voznji3gz3cBXZskxT/d50d44ae4c86144edf06b6d2513d5370/Quotation_on_Paper_based_to_web_based_HR.png)

---

## Step 2 - Leaders create a plan that motivates their team

[47% of employees](https://www.efilecabinet.com/paperless-hr-in-7-steps/) said they were not going paperless due to a lack of management initiatives. Employees are ready to go digital – as they know the benefits of a cloud-based system, especially in the world of [remote work](https://www.peoplegoal.com/guides/remote-work).

Management must take the first steps in web based human resources management. The process will __not happen overnight__ – but with the right plan HR leaders can motivate their team. 

Create a time-line during which the transition will happen. Break this large goal down into small, manageable tasks that work around other day to day duties, and ensure every HR team member is aware of their role.

__Use recognition__ – collating employee data from paper files is not the most exciting project in the world, so consider creating some rewards for tasks completed. Most importantly- remind your HR team that the process will save them time. Think of all the projects you’ll be able to set in motion for your people!

---

## Step 3 – Organize the paperwork

With a plan of action in place, it’s time to get to work. Transferring from paper-based HR to a web-based system isn’t just a question of scanning documents. You have to organise the documents you have before you start scanning.

Arrive at an organization system and make sure your team is aware of it. Usually this is organized by __employee name__. Divide up this work (for example, one employee takes names A-E, or one employee takes files concerning employee leave).

Efilecabinet.com recommends deciding an expiration date for documents- for example, if an employee has not worked at a company for many years. You can then shred outdated documents, if you have first checked compliance.

Don’t forget digital files – has your HR team frequently used Google Docs? Think about how the information here can be transferred onto a new system.
Follow up with your team to ensure everyone is on track! 

![Organizing files for paper based to web based hr](//images.ctfassets.net/6g4s9n00xmsl/4VbdOxQw3vnByz1LwglkoE/c1864ef3b1cc91006547083cc71908b8/Organizing_files_for_paper_based_to_web_based_hr.png)

---

## Step 4 – Consider integrations that will make the platform worthwhile

This process is a spring clean – a time to reflect on your organizational methods. Was a certain software particularly effective? You might want to consider an integration with your HRIS system.

Consult other departments. Perhaps accounting use Microsoft Teams and would find an integration with the HR system useful? Do your teams hope to use the HRIS system on mobile devices?

---

## Step 5 - Train up employees on the new system

Onboarding your employees onto the new [HMRS system](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) takes adequate training. Create a training plan to ensure that employees can make the most of the software. Remember - this is your opportunity to sell the new system to employees - so make it as enjoyable as possible!

Different employees learn in different ways – so make sure you provide a range of methods. The HR software you choose may have a support centre with articles or videos to help employees- make sure you know where to locate these.

Create an open-door policy during the initial onboarding period. Remember, the more confident employees are about using the system, the more integral a role it will play in your HR efforts.

---

__Paper-Based to Web-Based HR Training ideas__

-	Video calls, e.g. screen sharing on Zoom
-	Live streaming on internal social media to demonstrate key functions
-	Make use of HR system’s support center
-	Fun online quiz
-	DIY sessions, e.g. Make Your Own Survey

![Training Staff Paper based to web based hr](//images.ctfassets.net/6g4s9n00xmsl/4tv4TzwovFL9zlAgqsUSdH/8d331b1e0d8f93487c6a02d275913fb7/Training_Staff_Paper_based_to_web_based_hr.png)

---

## Step 6 - ask employees to check their information is correct

Mistakes happen during the switch from paper-based to web-based. Rather than trawling through each employee information file, ask employees to confirm their information is correct.

This saves time and ensures that HR can start on a clean slate, with accurate records.

---

## Step 7 - use surveys to ask about how the onboarding process is going 

Surveys are a great way to check the temperature among employees. Ask them how user-friendly they find the software’s interface. Check in on how the training process is going.

Here are some possible __survey questions__ to ask during the onboarding process:

-	What forms of training have proved the most useful during the onboarding process? (Multiple choice: Videos, Live streaming, Zoom training, Online support articles)

-	How often do you plan to use the new system?

-	Which integrations are most useful day to day ? (Multiple choice: e.g., Slack, Microsoft Teams, Okta)

Survey results help you improve the software onboarding process for new hires. They also indicate how employees plan to use the system.

![Surveys paper based to web based hr](//images.ctfassets.net/6g4s9n00xmsl/4kfV3kPUQOzlUg4vX9txwx/71f9d334e2d6c9be732298fb454533f5/Surveys_paper_based_to_web_based_hr.png)

---

## Make the move from Paper-Based to Web-based HR

Follow these steps for a successful transition from paper-based to web-based HR. Once you make the switch, you'll free up time for HR projects that really matter. 

Want to learn about how PeopleGoal can streamline your HR processes? Why not [book a demo](https://www.peoplegoal.com/book-a-demo) today?


The move from paper-based to web-based HR can seem an intimidating task. With these steps, HR leaders can make the switch and free up time for new projects.

Web-Based HR: How to Make the Switch from Paper-Based HR 

Paper based to Web Based HR

Making the switch from paper-based to web-based HR shouldn't be a headache. Follow these steps for a smooth transition.

[Company culture](https://www.peoplegoal.com/blog/what-is-company-culture) (or [organizational culture](https://www.peoplegoal.com/glossary/organizational-culture)) is defined differently for every business. It encompasses everything from a company's values and beliefs, to how it treats its employees. It is the personality of the organization that impacts its __strategic objectives__, __leadership style__ and __operational policies__. Having a high-performance culture is crucial to company success.

>[94% of executives and 88% of employees](https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-core-beliefs-and-culture.pdf) say organizational culture is crucial to the company's success.

![high performance culture](//images.ctfassets.net/6g4s9n00xmsl/3aX6cHK18T5RtMzpmOmWmh/a373f3de72f28e0e24506b96dfdba97a/high_performance_culture.png)

When a company culture is focused on performance, all areas of the organization will benefit. There will be better __engagement__, __retention__ and __higher productivity__. Moreover, [recent research](http://www.blanchard-bg.com/Materials/Blanchard_The_High_Cost_of_Doing_Nothing.pdf) has shown that companies who effectively manage performance produce much better financial results than those who do not. In this article, we outline the five steps you need to follow to create a high performance work culture.

## What is a high-performance culture?

A high-performance culture is a set of values, beliefs and behaviors that enable an organization to achieve excellent results and a high level of growth. 

High-performance cultures establish effective performance processes and prioritize them at all levels of the organization, creating a working environment most __conducive to growth__. By [expressing your company culture through your people processes](https://www.peoplegoal.com/blog/express-your-company-culture-through-your-people-processes), HR departments can consistently achieve excellent and support employees on their professional journeys.

![high-performance culture definition](//images.ctfassets.net/6g4s9n00xmsl/587y8hLF39HwtuAHbT55Fs/61b5a2acadc9ac467517718d44d2f445/high-performance_culture_definition.png)

## Why is high-performance culture important?

Having a high-performance culture __boosts overall organizational performance__ - and there are many factors that contribute to this. Firstly, a [performance culture](https://www.peoplegoal.com/product/performance-reviews-software) encourages employees to feel empowered and therefore achieve their best work. Employees working in this environment will be more productive, engaged and [motivated](https://www.peoplegoal.com/blog/how-to-motivate-employees).

A high-performance culture focuses on employee growth and [development](https://www.peoplegoal.com/blog/personal-development-objectives), as well as encouraging employees to experiment and innovate. This will improve overall organizational agility and accelerate the implementation of change.

What's more, employees that are engaged with their company's culture are far more likely to stay in their role for longer, improving [retention rates](https://www.peoplegoal.com/blog/employee-retention).

### Benefits of a high-performance culture

![benefits of a high performance culture](//images.ctfassets.net/6g4s9n00xmsl/2JjBRnApvG12VhAfzwmIMM/b2c47db42b3d62610fb780f35e193a9c/benefits_of_a_high_performance_culture.png)

- Increased engagement and productivity
- Encourage innovation and skills development
- High employee retention
- Improved overall performance

## How do you promote a high-performance culture?

![5 steps to a high performance culture](//images.ctfassets.net/6g4s9n00xmsl/6UBxAr0VdFoK0uY2xzbYK9/7a59701871138bc380de66a1ad8fe4dd/5_steps_to_a_high_performance_culture.png)

### 1. Communicate the "Big Picture"

The first step to establishing a high-performance culture is communicating the "big picture" to employees. It is important to __define the purpose__ of your organization (its mission and set of values) and then __connect the people to this purpose__. 

A [study on Corporate Purpose and Financial Performance](https://www.researchgate.net/publication/317997813_Corporate_Purpose_and_Financial_Performance) suggests that when purpose is communicated with clarity, individual and financial performance improve.

Employees need feel a sense of purpose in their tasks, and __see how their role and responsibilities feed into the overall business success__. Purpose-driven employees will be more engaged, and will be able to work more independently and effectively. 

It is also essential to communicate the benefits of a performance driven culture to staff. Through this, managers and employees can __internalize a new mindset focused on performance and growth__. Helping employees understand the relationship between a high-performance culture and their own personal growth will motivate them to achieve their goals. 

Another way to do this is to __involve employees in developing the organization's purpose__. This can be achieved through company culture surveys, town-hall meetings (in person or virtual) or establishing cross-functional advisory team.

### 2. Set inspiring and ongoing goals

To help build a high performance organization, it is important to set inspiring, ongoing goals that encourage high-performance behaviors. Senior teams should set goals that resonate with business continuity and remain relevant despite changing circumstances. The focus should be on output rather than input - results should be rewarded over hours worked.

Senior teams should set goals that resonate with business continuity and that remain relevant at all times despite changing circumstances. The focus should also be __on output rather than input__ - results should be rewarded over hours worked.

It is also vital to clearly define expectations at the individual, team, departmental and company level. Organizations should have a standardized approach to [goal setting](https://www.peoplegoal.com/blog/employee-retention), make company objectives visible, and [cascade](https://www.peoplegoal.com/blog/what-does-cascade-mean) them down through the organization. This will ensure that employees link their individual goals to the overarching business objectives and align with the organization.

Cascading goals in this way ensures that the company direction is transparent. This ensures a clear line of sight, encouraging employees to be more autonomous. Cascading goals promotes "big-picture" thinking and will empower employees with a broader sense of purpose.

![high performance culture set inspiring goals](//images.ctfassets.net/6g4s9n00xmsl/22fAEIziC1QpeXRdRpvjbk/e1d4aad0d8b6a2f798d73a3f188c17f4/high_performance_culture_set_inspiring_goals.png)

### 3. Encourage innovation and experimentation

To achieve a high-performance culture, leaders need to embrace __innovation__, __creativity__ and __experimentation__ at all levels. They need to create an environment where employees are encouraged to be curious and experiment, without fear of being penalized for failure. This helps people see mistakes as opportunities for learning, and then they are able to successfully innovate and perform better.

Tech giants like Google, Facebook, Amazon and Microsoft [encourage their employees to innovate and experiment](https://hbr.org/2020/03/building-a-culture-of-experimentation), and we can learn from their success. For example, Google has an "innovation policy" where all employees can spend up to 20% of their working hours on their own projects. Such freedom enabled the creation of Google Maps, Gmail and Google News.

Whilst some companies cannot provide such policies to their employees due to time and budget constraints, they can still encourage innovation by stretching employees outside of their comfort zone. For example, provide opportunities to make mistakes, train employees to communicate new ideas and establish online community forums to discuss new projects.

By providing employees with the opportunity to learn, innovate and experiment, you will allow them to independently improve their performance. 

### 4. Establish confidence with continuous feedback

There is a strong correlation between regular feedback and high performance. Effective [performance feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) will help employees grow and develop, learn new skills and achieve success on both a personal and company level. To achieve a high-performance culture, __leaders must embrace a feedback culture where positive__ and useful feedback conversations are encouraged throughout the organization. 

Both formal and informal feedback should be utilized, but informal, continuous feedback is the most effective. Feedback should be __spontaneous__, about a __specific incident__, and a __two-way interaction between the employee and manager__. Provide informal feedback training to managers to develop their coaching and mentoring techniques, and encourage them to give timely feedback (both [positive](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) and constructive) to their teams.

__Multi-directional feedback__ is also a key ingredient of a high-performance culture. Feedback should be given "top down" from managers to their direct reports, and "bottom up" from [employees back to their managers and the senior leadership team](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees).

It is important to embrace a wide range of feedback methods, and encourage employees and managers to give feedback regularly. This is encourage a growth mindset and create a high performance culture.

![high performance culture continuous feedback](//images.ctfassets.net/6g4s9n00xmsl/6rErGKMKTNQtXFE09qkhov/df81a2838791ea73782743a4c951a812/high_performance_culture_continuous_feedback.png)

___Learn more about continuous feedback by watching our webcast, [How to Enable a Feedback Culture](https://www.peoplegoal.com/resources/webcasts/feedback-culture)___

### 5. Set a common-place for tracking and measurement

The next step is to effectively __track and measure company culture__ with an [online system](https://www.peoplegoal.com/app-store/template/company-culture-survey). [Culture surveys](https://www.peoplegoal.com/blog/company-culture-survey) inform leaders about their employees' experiences, and help identify areas of cultural strength and weakness. They can also be used to evaluate the impact of strategic efforts on employee mindset and morale. 

Surveys are a great way to ensure that culture initiatives are __data-driven__ and that __improvements can be measured over time__. Once you have gathered feedback from the survey(s), use it to adapt and improve your initiatives, and introduce new ones. Culture surveys are the basis for __continuous improvement__ and will help you to build a truly high performing culture with a focus on excellence.

___Check out our [Top 10 Company Culture Survey questions](https://www.peoplegoal.com/blog/top-10-company-culture-survey-questions) to get you started___

---

## Key takeaways

Shifting the culture of any organization takes time, effort, and commitment - but it should start with a new strategic vision from senior leaders. By following the steps outlined above, you will be able to transform your business by creating a high performance culture.

---

Need help planning your __company culture survey__? Check out our page on surveys and tools to measure and manage employee engagement [here](https://www.peoplegoal.com/solutions/engagement).

Want to transform your company culture and achieve great results? [Book a demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today.

Establishing a high-performance culture will help create a positive employee experience and boost overall company performance. Follow these 5 steps to build a high-performance culture in your organization.

Follow these 5 steps to build a high-performance culture in your organization, boost employee engagement and overall company performance.

Build a High-Performance Culture in 5 simple steps

high performance company culture header

5 Steps to a High-Performance Culture

An [OKR](https://www.peoplegoal.com/glossary/objective-key-results) is a popular goal management framework that helps companies implement and execute strategy. It helps create alignment and engagement around measurable goals. Introduced and popularized in the 1970s by Andy Grove at Intel, it has since spread throughout companies as a way to help employees understand and be engaged with a company's strategic initiatives.

Objectives and Key Results include a number of steps that help employees prioritize, align, measure progress and [the outcome of their efforts](https://www.peoplegoal.com/glossary/goal-setting). OKRs help companies bridge the gap between strategy and execution and move from an output to an outcome-based approach to work.

In this article, we will review how you can [smoothly roll-out the OKR framework](https://www.peoplegoal.com/blog/effective-people-strategy-in-2020) in your company. 

---

## The Main Benefits of OKRs

When establishing a clear route to attaining long-term company objectives, set up an OKRs process that cascades from the biggest to the smallest scale. Through this, we can facilitate more clarity across your organization. Creating a structure that allows all team members to recognize how their efforts will contribute to achieving goals at company levels will lead to better [employee engagement](https://www.peoplegoal.com/glossary/employee-engagement) and more motivated employees.

In order to better understand the effectiveness of using the OKR methodology, we will break it down and discuss its three main benefits. Each of these aspects will illustrate the significance of incorporating OKRs into your [performance management process](https://www.peoplegoal.com/product/performance-reviews-software). Additionally, they will each portray how incorporating forward-thinking approaches in HR to goal setting can ensure the most inclusive and [collaborative team structures](https://www.peoplegoal.com/glossary/social-collaboration). 

### Agility

Our analysis of OKRs begins by looking at the importance of an agile approach to goal setting. [Agile HR](https://www.peoplegoal.com/blog/agile-hr) has quickly become a key player in determining how organizations coordinate their teams and team members. An agile approach comprises a dense structure of empowered teams that looks to maintain high standards of [alignment, accountability, transparency and collaboration](https://www.peoplegoal.com/blog/performance-management).

Incorporating an agile approach into your organization's goal-setting will enable more employees to recognize and understand their responsibilities. Setting good OKRs can become a [swift and efficient process](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team). As opposed to waiting for weeks or months for feedback on previous performance and goal fulfillment, keeping internal reports on daily activities and requirements will provide [comprehensive people analytics](https://www.peoplegoal.com/glossary/what-does-agility-mean-for-hr). Through implementing a better-informed approach, the OKR process can keep up with the sudden changes in the market.  

Agility is an ability to adapt and pertain to [flexible solutions](https://www.peoplegoal.com/blog/remote-work-best-practices). Since processes can regularly change, there is no absolute best practice. Consequently, by promoting regular reporting and feedback - OKRs can be informed to ensure that people are working towards relevant and ambitious goals. Teams and individuals are better aligned and as such, will be better engaged.

Additionally, with this more fast-paced and retrospective approach to performance, employees are encouraged to be more experimental. OKRs can provide the guidelines for performance, whilst also promoting the great potential for [learning and understanding](https://www.peoplegoal.com/glossary/learning-management-software-and-systems) from these results.

![Agility of OKRs](//images.ctfassets.net/6g4s9n00xmsl/4Mc7XhAz13IMTrSc1ZtLZj/9cd9f4cf202b46685b46c0e65119561f/Agility_of_OKRs.png)

### Transparency

Moving on to [transparency](https://www.peoplegoal.com/resources/policies/equal-employment-opportunity-policy) and the importance of establishing clear and effective means of communication. __Greater transparency leads to greater success__. By keeping all team members on the same page, organizations can promote better-informed communication and more regular collaboration.

Through creating openness between employees and managers, there is a greater propensity towards [more trusting relationships](https://www.peoplegoal.com/blog/team-leadership). With OKRs, this is seen through demonstrating recognition for the importance of each individual's quarterly objectives. It is the responsibility of leaders to demonstrate their consideration for others, leading by example and communicating in an open manner that they fully support this process.

After all, the OKRs process is unsustainable without some indication of the wider objectives of an organization. More effective communication is vital to the efficacy of [setting OKRs and KPIs](https://www.peoplegoal.com/glossary/key-performance-indicators-kpis) and resultantly, the success of any team. Promoting the expectations for communication will clarify how you intend for team members to collaborate in attaining their KPIs and key results.

Moreover, providing employees with a [regular channel for communication](https://www.peoplegoal.com/blog/workplace-communication-can-suffer-when-individuals) will make them feel more valued and therefore, encouraging a returned feeling of trust. For lack of a better phrase, honesty is the best policy.

### Employee Engagement

It is a well-known fact that __engaged employees are significantly harder working__ and more involved with their work than disengaged employees. Higher levels of employee engagement lead to an increase in [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist), the quality of work and the retention of top talent.

OKRs and engagement intertwine to [inspire great employees](https://www.peoplegoal.com/blog/great-employee-relations-in-the-remote-workplace). Through presenting goals in a clear and meaningful manner, the use of OKRs enables employees to better understand their purpose and recognize their contributions to the organization. With greater clarity as to the direction and intentions for your team members, this will inspire [more motivated and engaged employees](https://www.peoplegoal.com/blog/work-quotes-for-monday-morning).

Through the OKRs process, it becomes far easier to measure and inform performance reviews. With a system to track progress on the completion of defined goals, these time-bound measures will highlight an individual's performance. By ticking off key results, OKRs can be used to observe levels of employee engagement. [Aligning performance](https://www.peoplegoal.com/faqs/can-i-align-goals-to-company-objectives) with engagement is beneficial to inform future OKRs and setting goals that are attainable whilst also ambitious.

85% of HR executives consider employee experience and engagement as a valuable metric, but [only 24% are prioritizing the quality of experience](https://www.hrtechnologist.com/articles/employee-engagement/employee-engagement-statistics/) in the next couple of years. Evidently, this juxtaposition between the intentions and desires of HR executives is unsustainable. Setting some key results to boost employee engagement can go a long way.

[A top-down commitment](https://www.peoplegoal.com/blog/workforce-planning) to engagement as a culture will encourage a tremendous communal belief in the OKR system. When all team members approach their goals with a similar mindset, this promotes unity and a shared commitment. The purpose of employing OKRs is to better align your workforce.

This goes beyond performance objectives and encapsulates the essence of [stimulating employee engagement](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement). In this way, the OKRs process has the power to illustrate opportunities for collaboration and can highlight further routes to becoming an evermore productive organization.

![Gallup on Absenteeism](//images.ctfassets.net/6g4s9n00xmsl/1iAsAHfLW5h2Xp92KPoh9m/99b8ff6d048ebfcf506e52608e33feef/Gallup_on_Absenteeism.png)

---

## How to make OKRs work at your company

Now that we've covered the main benefits of OKRs, we can go on to explain how to implement the process with your organization. Important in any phase of [change management](https://www.peoplegoal.com/glossary/change-management), your approach to how you roll out a change in goal-setting methodology must be well planned. You must look to demonstrate the effectiveness and reasoning for the change in order to promote cooperation.

By following the steps we have listed here, you can develop a better appreciation for how to instigate the start of your OKRs process. It's not rocket science, all that is required is a clear plan that can facilitate easier implementation for your workforce.

### OKR your OKRs

The first step in your [OKR implementation plan](https://www.peoplegoal.com/blog/how-to-implement-better-employee-performance-evaluation-methods) should be setting an OKR for the plan itself. The process has to begin somewhere, so make the first step part of the process. Set out your objective for implementing the new approach and what your key results will be. 

![OKR your OKRs](//images.ctfassets.net/6g4s9n00xmsl/3Rkc7i2OdJUW2rCGKJZ7Cw/e1388c29c126f3723e25b600cd644c61/OKR_your_OKRs.png)

By following this approach from the beginning of your journey, it will become clear to all how the process should be executed. After all, this process is a matter of setting goals or objectives that are[ defined with the intention of reaching a particular end](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management).

This first OKR will become a great reference point for your employees as they begin to learn how to implement their individual OKRs process. Leading by example will also encourage a stronger appreciation for the effectiveness of changing to this approach. Until your whole team are on board, your OKR process will not be able to fully take off.

### Go Company-wide

[With your plan all put together](https://www.peoplegoal.com/glossary/performance-planning), you can start to initiate the process of explaining OKRs to your team members. Provide everyone with a clear and informative explanation for why you are using OKRs, along with their importance and purpose. This way you have the best chance of reassuring the whole team that you are making a positive change.

Provide plenty of opportunities for employees to ask questions. Encourage them to develop their own understanding of how and why OKRs will be implemented. Look to present your team members with examples of how setting OKRs will facilitate their own work. The message you communicate to employees must be consistent and demonstrate the value of implementing OKRs. 

Ensure that your employees can fully grasp what setting OKRs means for improving their own [performance](https://www.peoplegoal.com/glossary/performance-evaluation) and the performance of the organization. With suitable explanations, providing a better aligned and more consistent goal-setting process will become a desirable and mutually promoted approach for all of your workforce.

### Define Early Adopters/ Late Adopters

Establish a routine for staged implementations of the OKRs. Take a staggered approach to integrate employees into the OKR process. Beginning with leaders or managers, [look to break down the process](https://www.peoplegoal.com/blog/the-importance-of-workforce-reskilling).

Following a staggered approach will make it significantly easier for the HR department to [monitor all OKRs being set](https://www.peoplegoal.com/guides/okrs). Taking the time to gradually implement all OKRs will prevent any errors or issues in setting objectives. When the time comes for the next wave of setting OKRs, this process will be far more fluid, however, it is in this initial setup phase that there are some teething issues that must be observed.

As you bring more and more employees into the process, the alignment of OKRs should become clearer as the latter objectives can be informed and aligned with the wider-scale company objectives. The key results set out by employees can also be monitored to ensure that either they aren't too aspirational or are not aspirational enough. All goals set under the OKR framework can are easily aligned to long-term company goals.

This process of creating an order for the setting of goals is also valuable for instructing employees in their approach to defining their KPIs. Key Performance Indicators coalesce with OKRs to create a strong and precise outline for the key results that an employee will set out to fulfill.

### Set OKR Champions

With a staggered approach, you will be able to designate OKR Champions. They are essentially early adopters who can become internal trainers to facilitate greater ease in setting objectives. Your [OKR Champions](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) can take on the role of advisor for the remainder of your organization, as more and more employees begin setting their OKRs.

This system of [shared learning](https://www.peoplegoal.com/blog/learn-at-work) will not only facilitate a better informed and smoother uptake of OKRs for later adopters. It can also enable OKR Champions to develop a better understanding of the process for themselves. These internal trainers will become increasingly fluent and knowledgeable about the entire process. When it comes to informing best practices for the next phase of defining [KPIs and key results](https://www.peoplegoal.com/blog/key-performance-indicators), these employees will be best prepared to assist in updating OKRs.

As they are familiar with the rest of their team members, they will also be more effective and efficient in communicating instructions regarding how to set OKRs. Instead of relying on external advice, your employees can work collaboratively to produce more meaningful and relevant results.

![OKR Champion](//images.ctfassets.net/6g4s9n00xmsl/Mf1IEpC8w77uaMynK1UrC/14118762baf66e8ab14e8c7e872438f5/OKR_Champion.png)

### Instill "Servant Leadership"

When it comes to enlisting a new process for [setting objectives](https://www.peoplegoal.com/blog/smarter-goals-setting) and promoting better performance, it is up to the leadership to demonstrate their commitment to realizing their desired outcomes. In other words, in rolling out a new OKRs process, leaders should look to make themselves more available to assist in the transition.

Inviting employees to give [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), whilst also themselves giving back feedback will produce a healthier feedback cycle. The purpose of OKRs is to enable a safer and more autonomous experience of work. As a result, leaders need to promote this message to their workforce. Each employee is responsible for assessing and setting key results that are stretching goals but also attainable.

As a leader, one must look to demonstrate that __failure is an option__. Instilling a learn from failure mentality will encourage more risk-taking from employees. These risks may not always come off, however, the [potential for learning is invaluable](https://www.peoplegoal.com/blog/feedback-remote-work) and can more than make up for any short-term losses. Making this message clear to employees is crucial and will promote growth in terms of human capital.

### Iterate and Improve

As you come to the end of your implementation process, it is important to review and track the results of your initial OKR (OKR your OKRs). Depending on the success of your first OKR, you can look to make adjustments that may [improve the process](https://www.peoplegoal.com/glossary/performance-improvement) as it continues to roll out.

The OKR process is a [continuous cycle](https://www.peoplegoal.com/blog/employee-performance-management) and so there are always opportunities for learning and development. You should look to regularly assess and adjust your OKRs process as you progress towards your longer-term objectives. Even the most efficient and seamless OKRs process will present opportunities for improvement. Maintaining regular tracking of the process is necessary to [enhance the experience for your workforce](https://www.peoplegoal.com/blog/employee-experience-journey-mapping).

[Gathering feedback from your employees](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) and OKR Champions will produce a refined process that will lead to the construction of a goal-setting process that promotes maximum productivity and employee engagement. Learning from those working first-hand with the process is the most direct route to harness and determine best practices. Regular feedback will enable employees to achieve the objectives they have been set.

![Six Steps to OKR Success](//images.ctfassets.net/6g4s9n00xmsl/7pNDWlKbzU1Fnl7xhmve5F/ffabd3230669731f6c2df87b59b01a81/Six_Steps_to_OKR_Success.png)

---

## OKRs in Summary

The OKR framework can help you [achieve a transformation](https://www.peoplegoal.com/glossary/transformational-leadership) if you are struggling to deploy what you believe to be a solid strategy. On the other hand, if you are a first-starter or your current OKR process is not working as expected, follow these outlined steps to ensure it is successfully adopted.

Better employee engagement and ambitious goal setting will contribute to a more productive and profitable workforce. [Gallup](https://www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx) report that highly engaged employees exhibit behaviors that result in 21% greater profitability.

Introducing stretching goals or key results that will encourage a learn from failure mentality, you are preparing your employees to push themselves. Promoting a culture that inspires and values top performance is crucial for your organization to boost productivity. With clear guidance, employees can quickly adapt and align to new modes of performance. The most engaged organizations [emphasize the importance of communication](https://www.peoplegoal.com/blog/10-ways-to-increase-motivation-for-a-team), with transparency throughout the OKRs process, this can be readily achieved.

Finding a strategy that allows your organization to align its goals and collaborate to become more productive should be the focus of any team. Following the OKRs process, this can be promptly achieved - learn how you too can exceed your company goals here.

Ambitious goals that promote better employee engagement and overall performance will bring your team success. Learn how to achieve this with an OKRs process.

OKRs Process: The Key to Aligning Your Strategy and People

OKRs: Align Your Strategy with Your People the Right Way

Finding a strategy that allows your organization to align its goals and collaborate to become more productive should be the focus of any team. Following the OKRs process, this can be readily accomplished - learn how you too can exceed your company goals.

There is no a one-size fits all performance review structure. However, employees benefit from regular, ongoing feedback. Managers who save up all their feedback for an annual performance review are jeopardising employee engagement. According to Gallup research, employees who had had a performance conversation with their manager in the last six months were [almost 3 times as likely to be engaged](https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx).  

Formal performance reviews are crucial to ensure documentation and clear appraisals. But by supplementing them with [regular performance check-ins](https://www.peoplegoal.com/blog/check-ins), managers ensure reviews are put into context. Check-ins bridge the communication gap by giving employees an opportunity to ask questions and voice concerns.

![Performance check ins communication](//images.ctfassets.net/6g4s9n00xmsl/4UCAOSqnkF99tECpNFNEVW/536669298ad18f197cf0928389260c31/Check_ins_for_performance_reviews_communication.png)

---

## How to prepare for performance check-ins 

Make sure you prepare for your performance check-ins. This is your opportunity to support employees as they set goals- create an action plan so that you make the most of this!

First, schedule the check in meeting __in advance__, so that employees have an opportunity to prepare questions.

[Performance reviews](https://www.peoplegoal.com/guides/performance-reviews) should always be evidence-based. Managers and HR should compile examples of strengths and weaknesses for each employee. Grounding performance conversations in concrete events and examples makes the process much smoother - so ensure you have this information to hand.

Human resources can support managers in the preparation stage. Find goal setting templates that employees and managers can use during the meeting. Let managers rehearse the performance conversation to HR, and provide notes on how constructive, empathetic and facts-based their meeting style is.

Use the acronym __‘THINK’__ in your planning to ensure meetings are empathetic and useful:

- __T__ is it __true__?

- __H__ is it __helpful__?

- __I__ is it __inspiring__?

- __N__ is it __necessary__?

- __K__ is it __kind__?

![THINK for constructive feedback performance check ins](//images.ctfassets.net/6g4s9n00xmsl/5CYpcpLHS37J6pOa4a2e4q/5c0aa7f88384d96b97f2d371191fc696/THINK_for_constructive_feedback_performance_reviews.png)

---

## Conducting the performance review conversation

Managers should establish a friendly but professional tone. Remember, performance check-ins can be a high pressure scenario for employees, especially when they feel their livelihoods are at stake. A measly [14% of employees say performance reviews help them improve](https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx), so clearly these meetings need to be more constructive.

Friendly humor or small talk diffuses tension. A simple, genuine ‘how are you?’ goes a long way to open up communication. Provide feedback on a __positive__ note. Even for employees whose work requires improvement, shape the conversation to find the __root causes__ underlying low performance. 

Consider applying SMART goals to your feedback:

- __S__	Is is __specific__? Is your comment grounded in examples, not character traits?

- __M__ Is it __Measurable__? – Is there a time span within which this feedback applies?

- __A__ Is it __Actionable__? – are measures taken to ensure the employee can begin working towards this goal?

- __R__ Is it __Relevant__? – is the example/ advice you give relevant to a specific performance indicator/ the conversation?

- __T__ Is it __Timely__?– are you considering how the employee has been working recently, or 11 months ago?

Lisa Quast recommends using THINK and SMART in tandem – as she puts it, [‘think smart!’](https://www.forbes.com/sites/lisaquast/2017/01/09/nervous-about-providing-feedback-try-these-2-little-tricks/?sh=634868cf38da). This supports managers to be __reflective__ about their feedback.

Create a __two-way conversation__. Asking questions is a great way to invite comments and insights from the employee. Use these to build towards your goal-setting and to keep meetings constructive.

### Here are some questions to help you get started:

- Last week you missed an important deadline. Have you found work-life balance difficult recently?

- The presentation you gave was excellent. Would you like to use your presentation skills more in future?

- Are there any resources I can provide to help you improve?

- Your write-up could have done with more detailed analysis. Would more training help with this?

![Performance check ins question example](//images.ctfassets.net/6g4s9n00xmsl/2ZL8c5jNWxOTh5C7aBacNC/e51283a51d802d7711e2f41604026bf6/Performance_review_check_ins_question_example.png)

---

## Incorporate goal setting into the performance review check-in

Performance reviews work best when they are future oriented. Rather than rehashing past mistakes or shortcomings, performance goal setting helps employees to look forwards and adopt a positive, growth mindset. 

Start with __short term goal setting__. You can use our [SMART goal setting template](https://www.peoplegoal.com/blog/smart-goals-template-word) to prompt ideas. 

Write an [employee development plan](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) with the employee to ensure the goals discussed are documented. Schedule a future check-in there and then, so that employees know when action towards their goals will be reviewed. 

### Tips for effective goal setting

- Schedule a future check-in (weekly/monthly) so employee knows when action on goals will be reviewed

- Ensure goals confront areas for improvement

- Create a realistic timeframe in which to improve/reach goal

- Write goals with employee’s input

---

## Performance check-ins help you build your teams

The best performance check-ins leave employees more motivated and engaged. They are a two-way conversation including constructive and positive feedback. They help employees work towards short and long-term goals. 

To find out about how PeopleGoal can improve your performance reviews process, why not [book a demo](https://www.peoplegoal.com/book-a-demo) today?


Without ongoing feedback, conventional performance reviews can lack substance. Find out how performance check-ins help with goal setting.

Without ongoing feedback, conventional performance reviews can lack substance. Find out how check-ins reduce miscommunications and help with goal setting

How Performance Check-ins Boost your Performance Reviews

Performance check ins

Without ongoing feedback, conventional performance reviews can lack substance. Find out how regular check-ins reduce miscommunications and help with goal setting

Today’s world of work is fast-paced and continuously changing. Is your performance management process keeping up? High-performing companies leverage contemporary performance management processes towards creating a more productive, engaged and aligned workforce. Therefore, [the revolution of performance management](https://www.peoplegoal.com/blog/performance-management) is in full flight.  

Be sure to get on board or else you will end up missing out. __This movement will drive organizations to new feats__ and those that aren't quick enough to catch on run the risk of being left behind in the dust. Enlisting more [dynamic performance management processes](https://www.peoplegoal.com/blog/the-importance-of-workforce-reskilling) will contribute to establishing a more robust and adaptable workforce in the face of any adverse altercations.

There are many themes to be explored within the [reinvention of performance management](https://www.peoplegoal.com/product/performance-reviews-software). What was once a rigid and conforming methodology for behavior and practices in the workplace has evolved into an empowering tool. This tool is capable of inspiring innovative and collaborative accomplishments. We will discuss four attributes of the performance management cycle that demonstrate the efficacy of implementing such a tool.

## A different approach for different groups

Understanding the need for diversity in the workplace is crucial to the development and success of any organization. Managers that maintain the philosophy that one-size-fits-all are increasingly finding difficulties in maintaining [employee engagement](https://www.peoplegoal.com/glossary/employee-engagement) and motivation. An appreciation for the fact that different departments or teams respond better to contrasting approaches, will assist leaders when promoting improved employee engagement and motivation towards work.

Customizing the manner with which you enlist responsibilities will contribute to __higher levels of productivity from the workforce__. This approach is supported by a study from [Gallup](https://www.gallup.com/workplace/246080/leadership-style-companies-often-overlook.aspx). It reports that __only 2 in 10 employees strongly agree__ that their performance is managed in a way that motivates them to do outstanding work.

Taking the time to identify opportunities and respect the importance of [embodying different approaches](https://www.peoplegoal.com/guides/diversity-and-inclusion-essential-guide) when negotiating with different groups will facilitate __a more effective distribution of responsibilities__. With clear performance planning and by setting organizational goals, leaders can incite more effective performance management.

![Benefits of Diverse Management](//images.ctfassets.net/6g4s9n00xmsl/2r1n5O02Vk0Hp2O6gkMNob/b6ed35fcbd6e8be0dad6c89ba1386cc9/Benefits_of_Diverse_Management.png)

Coordinating and managing different teams requires an appreciation for the [varying systems and organizational approaches](https://www.peoplegoal.com/glossary/diversity) towards delegating responsibilities. In some circumstances, the tasks that employees must fulfill are repeated and resultantly, heavily structured. For these team members, their role is well-defined and therefore requires less direct guidance beyond overall defining objectives.

On the other hand, there are others who work in far more flexible and responsive positions. Delegating responsibilities for these employees requires closer attention and [more regular check-ins](https://www.peoplegoal.com/blog/check-ins).

For example, the role of a Sales Development Representative will be focused on converting leads. This is suitable when there are plenty of leads in the funnel, however, if the number of qualified leads falls, then the SDR must adapt. Their focus should turn from closing deals to prospecting leads. This is where performance discussions can promote truly effective and meaningful individual performance.

With a current and up-to-date performance management system, the direction of the workforce becomes more obvious. Delegating responsibilities to employees can be informed through the progression and completion of [team or company-wide objectives](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success). This better alignment facilitates more effective and more efficient task management, therefore improving the overall productivity of the organization.

## Reflection and goal-alignment throughout the year

In this vein of better informing the tasks and responsibilities of team members. The ability to align goals and reflect on their progression is an extremely valuable tool for any team. Promoting a greater awareness for [each individual's contribution](https://www.peoplegoal.com/blog/performance-based-rewards) to wider company objectives will simultaneously remind them of their personal and social responsibilities to perform well.

Updating goals throughout the year will motivate better employee performance. The planning stage of a truly effective performance management cycle is an ongoing process. By giving team members more opportunities to reflect and refocus on how their responsibilities align with wider objectives will facilitate more valuable work.

Through routine reflection, employees will [establish a reflective habit](https://www.peoplegoal.com/blog/great-process-for-setting-weekly-tasks). As such, individuals will become more aware of the results of their actions. You can encourage employees to apply their learning in performance improvement plans that will contribute to better employee development.

Team members that are more considerate of their actions and the results will develop a better understanding of how to work more efficiently. The significance of this is its capacity to inspire [more productive and engaged employees](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement).

Reflection and self-analysis is a fundamental habit of the best performing teams and individuals. Learning from reflection will reveal all sorts of work habits that were either unnecessary or inefficient. The result will inspire better performance and will dictate the purpose of your workforce.

Development planning is crucial for realizing strong improvement plans whilst also promoting and ensuring employee development. The performance appraisal can act as a form of tracking such improvements. Fundamentally, by encouraging your employees to set long-term goals, they will be better equipped to identify opportunities for their own growth whilst also considering wider organizational goals.

<video playsInline="true" muted="true" autoPlay="true" loop="true">
  <source src="//videos.ctfassets.net/6g4s9n00xmsl/40yokHAjjQgfOAJdTKmpXA/7603c414c9b479b8e3e781facba049d8/Significance_of_Goal_Alignment.mp4"/>
  </video>

Rather than maintaining a time-consuming process with annual performance reviews, consider more current check-ins and goal-setting processes. Through an annual process, the files and comments are often put away, never to be seen again.

You must look to [use a performance management process](https://www.peoplegoal.com/blog/performance-management-software-for-small-business) that promotes regular interaction and reflection. Through this, you can ensure that any comments made are performed. This also encourages the development of individuals.

## Promote well-rounded bias-free feedback

Feedback is essential to the growth of any individual, team or organization. Without feedback, we often miss important [learning opportunities](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) that prevent us from making the same mistakes.

Many organizations incorporate some processes for generating feedback, although, __oftentimes these methods can be one-dimensional__. The approaches used to collect responses are infrequent and may be restricted to prompting the same participants repeatedly. Gathering [feedback](https://www.peoplegoal.com/product/360-degree-feedback-software) in this way is unfruitful and disregards the value of harnessing a balanced and varied collection of opinions.

By promoting [well-rounded feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees), there are more opportunities for employees to share insightful and constructive responses in feedback forms. Moreover, through gathering a greater spread of perspectives, the feedback is less likely to be biased. By opening the conversation to a greater mix of individuals, it contributes to less prejudiced reception.

This prejudice can be subliminally implanted through group thinking, wherein all those involved in a project might perceive the management of tasks in the same manner. When we [open the conversation](https://www.peoplegoal.com/blog/difficult-conversations-with-employees) to allow for more individuals to share their opinions, this can reveal truths that may have been missed by the group directly involved.

Feedback, particularly the 360 approach, involves multiple parties. The effects it has on performance are undeniable, according to [Gartner](https://www.gartner.com/smarterwithgartner/motivate-employees-with-ongoing-forward-looking-feedback/), companies that provide ongoing feedback see performance improve by up to 12%. Evidently, ongoing feedback demonstrates that feedback is not simply a routine procedure of praising or condemning employees.

![Why 360 feedback](//images.ctfassets.net/6g4s9n00xmsl/1W43sUsWZGGztPOwTmdNdD/2dddde5f5e0f50bef1251ad89d144de6/why_360_feedback.png)

Incorporating feedback into a collaborative working environment offers clearer guidance and learning potential for employees. At the same time, it contributes to better management and relations between the ranks in the office. [Promote a collaborative and constructive workforce](https://www.peoplegoal.com/blog/why-employee-experience-matters) by giving everyone in the team a chance to take part in conversations.

## Migrate the Performance Management process online

Promoting involvement and collaboration from a remote working environment will be testing for all teams in 2021. Without as many opportunities for face-to-face interactions, there is a sense that cooperative efforts will be hindered. This paints a very pessimistic picture for the year ahead and __it really doesn't have to be this way__.

In response to the move to [working from home](https://www.peoplegoal.com/guides/remote-work), online performance management processes have brought the office online. Despite the barriers between us, these tools are capable of significantly improving performance. Through centralizing the distribution of responsibilities, companies will become far better adjusted. They will be better equipped to create and execute objectives that align with their long-term company goals.

![Benefits of Moving to the Cloud](//images.ctfassets.net/6g4s9n00xmsl/47tnnjr8UovabvNxgOsKdn/2c050494dd51c03735d76a796d47b8fd/Benefits_of_Moving_to_the_Cloud__.png)

Moving to an online performance management process will enable organizations to standardize and automate the delegation of managers and employees' responsibilities. With live tracking and regular updates, team members can ensure they are fulfilling tasks as they're expected to. Such a platform provides a space for all involved to record a [digital log](https://www.peoplegoal.com/glossary/employee-performance-log-template) of any conversations, objectives or feedback. Moreover, improving the tracking and regularity of communication within an organization will have significant benefits for improving employee-manager relationships..

The key to the success of any team is [good communication](https://www.peoplegoal.com/blog/workplace-communication-can-suffer-when-individuals). An online performance management process will ensure clear communication, therefore enabling better-informed decision-making. As such when setting goals, employees can better align their own goals. Informed by the current status of wider company objectives, it will be easier to determine supporting goals.

## Why Reinvent your Performance Management Process?

The evolution of human resource departments and their role in performance management is continuously adapting. Sudden changes in our experience of work have illustrated how the outdated annual performance process can actually hinder employee growth.  This older model can negatively impact business performance.

In contrast, modern performance management tools can [empower HR teams](https://www.peoplegoal.com/blog/why-invest-in-performance-management-software) to mediate for unexpected results and increased employee performance and productivity. Enlisting such a tool has been reported by Gallup to contribute to a workforce that is [3.2x more engaged and motivated](https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx). This is why you should reinvent your performance management cycle. Through them, employees are provided with many more opportunities to receive feedback or give valuable responses that inform better task management.

![Why invest in performance](//images.ctfassets.net/6g4s9n00xmsl/4hvVzK4oQNtCv52sMqkONV/a24416a869e1082feabc14f62cebc1dd/Why_invest_in_performance.png)

---

__We are now living and working in the future of HR tech__. With an online employee performance management process, there are no more drawn-out review processes. Goal setting is current. It is relevant to organizational goals. 

And last but by no means least, 360-degree feedback enables clear and effective communication between all members of the organization.

Adapting to an increasingly diverse and agile workforce is crucial to ensuring the development and growth of your organization. Digitizing your performance management processes is an important step to promoting well-engaged and highly productive employees. Find out how you can prevent getting left behind and step up to the next frontier of HR management.

Moving your performance management process online is a crucial step to promoting well-engaged and highly productive employees. Learn how to keep up here:

Performance Management Process for Future-Proof HR

Reinvent Your Performance Management Process

Adapting to an increasingly diverse and agile workforce is crucial to ensuring the development and growth of your organization. Digitizing your performance management processes is an important step to promoting well-engaged and highly productive employees.

Reinvent your Performance Management Process for the Future of Work

2020 has been a challenging year. HR teams have been called to deal with many unforeseeable workforce forces due to the [COVID-19 outbreak](https://www.peoplegoal.com/blog/covid-advice-on-how-to-protect-yourself). In this article, we will highlight the main areas to prioritize focus on in order to be better prepared for 2021. 

From reskilling your workforce to preparing for the automation of roles, there are a lot of changes coming in the new year that for some could present great challenges. Nevertheless, with the right strategy, any organization can prepare for these new forces and use them to exceed their potential and flourish as they grow into the future. We've summarized the three priorities for HR so that you can become a part of the great bounce back from the chaos and disruption of the past 12 months. 

## 1. Workforce skills

Critical skill-building is a top priority, it will be critical for HR leaders to understand critical skill gaps and to effectively incorporate learning opportunities into employee workflows. Not only is this fundamental to fostering employee growth, but it’s also an established business priority that can improve overall excellence, growing the business and innovating for success along the way. 

### The Need for Reskilling in 2021

![50% of all employees will need reskilling by 2025, as the adoption of technology increases](//images.ctfassets.net/6g4s9n00xmsl/FecCTok8lSWDHseTlq8B1/df1abc84443a9f4a6690655a3ff2d601/50-_of_all_employees_will_need_reskilling_by_2025__as_the_adoption_of_technology_increases.png)

COVID-19 has accelerated the departure from the office. A sudden and seismic shift to remote work has meant that in a very short space of time the employee experience has been significantly reimagined. This change presents HR departments with a unique and puzzling challenge to determine what needs to be done to ensure employees remain [engaged](https://www.peoplegoal.com/glossary/employee-engagement) with their work and continue to complete tasks in a [productive manner](https://www.peoplegoal.com/blog/effective-at-work-8-hours-a-day).

Technology has been fundamental to enabling organizations to continue working under the restrictions of national and local lockdowns. As the reliability of remote connectivity becomes exponentially more accessible, hurdles that would have previously hindered employees have been overcome.

As we witness these marvelous advances in technological development, the [digitization of the world of work](https://www.peoplegoal.com/blog/what-is-an-open-door-policy) presents further complexities.  Artificial intelligence is accelerating automation in a large proportion of jobs. Organizations must now prepare for the future and the longer-term roles of their employees. In adapting to these changes, there is a very apparent [need for employees to reskill](https://www.peoplegoal.com/blog/the-importance-of-workforce-reskilling) in order to take on new responsibilities in their roles.

![By 2025, an estimated 70% of the workforce will be working remotely at least five days a month](//images.ctfassets.net/6g4s9n00xmsl/J95v5p7qhl1vf7mc6RDBu/fd58fe7d9408730f50ff237583733f32/By_2025__an_estimated_70-_of_the_workforce_will_be_working_remotely_at_least_five_days_a_month.png)

### Value of Reskilling

#### Preparing people for the challenges of tomorrow

At the heart of reskilling, the focus of HR departments and leaders is to give employees the [best opportunities to be equipped in handling any unpredictable roles](https://www.peoplegoal.com/glossary/training-and-development) of the future. The future is uncertain. Therefore we must train employees with core skills will provide organizations with a better-prepared workforce.

A workforce that is resilient and can adapt to new situations is far better suited to an unpredictable work environment. In comparison, a team of specialized individuals often [lack the necessary skills](https://www.peoplegoal.com/glossary/skills-gap) to handle any issues that they have not previously dealt with.

#### Making people more flexible to deal with the current situation

The aftermath of 2020 will remain with us throughout this whole year. The old 'normal' is a distant memory and the new working day is almost unrecognizable from a year ago. For many the anguish of commuting has been forgotten, our channels of communication are far more formalized and for employees with children, childcare has become part of their daily routine.

It is important to bear all of this in mind when considering how you wish to see your organization grow. [Charting a course](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team) for your company that is considerate of the precarious position of your employees will be beneficial for issuing training programs that are mutually constructive. Distribute reskilling tasks based on the candidates who can gain the most from this [learning](https://www.peoplegoal.com/glossary/learning-management-software-and-systems).

#### Helping employees create new paths forward

In adapting to the new situation, your employees have already learned a lot. Use this moment to encourage their continued development and provide learning opportunities for a range of skills.

The value of reskilling employees is its capacity to fill a range of skill gaps in an organization. Training programs will [broaden the skills of your workforc](https://www.peoplegoal.com/glossary/blended-workforce)e as opposed to concentrating them in one specific area. Therefore, even when team members are uncertain about how they wish to develop, they can learn new abilities that will facilitate better handling of a wider range of responsibilities.

![Future Trends in the World of Work](//images.ctfassets.net/6g4s9n00xmsl/38KFJzwiJ9FgCT3BLsQlaP/bab7b0505d73617a7806c5e1307f924f/Future_Trends_of_the_World_of_Work.png)

## 2. Future of work

HR leaders are focused on the future, with 32% identifying it as a top priority for 2021. The COVID-19 pandemic has played a major role in shaping the future of work, leading to new questions about post-COVID trends, and how to plan for both immediate and long-term adjustments.

From more employees working remotely to the importance of crisis response, HR leaders will need to determine which future of work trends are most relevant to their business to inform the future of work planning.

### Wellbeing in the workplace

According to a global survey by [Forbes](https://www.forbes.com/sites/charlestowersclark/2020/12/17/what-will-the-future-of-work-look-like-in-2021/?sh=7a6e50a42159), it became evident over the past year that wellbeing has been put to the forefront of attention for many organizations. Maximizing productivity was put on the back burner. Increasingly leaders saw the value in ensuring the good health of their team members.

There is a greater appreciation for the mental health of employees and how this affects performance at work. Opening this dialogue in a work environment will lead to more transparency and a safer psychological space for employees. This is especially important as people maintain work from home policies. Remote working presents fewer opportunities for team members to informally interact with each other.

Going into the future, the dynamic of the workplace will adapt to more remote social interactions. HR takes on an ever more important role in ensuring that employees are coping with the different working arrangements. Coming up with new ways to encourage remote socializing is an important part of promoting team building and maintaining employee morale.

![78% employees negatively impacted by mental health](//images.ctfassets.net/6g4s9n00xmsl/7BrLIJXw72CLj6km23KbTu/9bd70459f7c48ac7c6f587ab3082ecb8/78-_employees_negatively_impacted_by_mental_health.png)

### Evolving responsibilities

Beyond changes to the way we access our work, the future of work presents new horizons in terms of the type of work we will be doing. Forces such as [automation and AI](https://www.peoplegoal.com/blog/automating-employee-performance-reviews) are contributing to the creation of a vast range of new jobs and roles.

The demand for software developers and other tech-orientated roles is growing exponentially. As individuals from Generation Z, the first wave of digital native-workers start to enter the world of work, they are going to significantly benefit from their [fluency and confidence with using tech](https://www.peoplegoal.com/blog/gen-z-vs-millennials).

It will be older and less tech-savvy employees that will be pressured to reskill. So senior executives watch out! Even today, only a very finite amount jobs are fulfilled without the need for a computer or other digital technology.

The responsibilities of team members will shift to work with their algorithms. A cooperative approach between man and machine is what lies ahead for many in the future of work.

[HR departments will have to find a solution](https://www.peoplegoal.com/blog/5-changes-in-organizational-culture-hr-departments-should-be-prepared-for) to ameliorate the interactions between team members and their tools.Finding a means to promote productivity and maintaining a socially enriched experience of work is a hurdle that lies ahead for future HR. Maintaining good levels of engagement is crucial to this.

## 3. Leadership capacity

Decision making in such an uncertain environment is beyond difficult. Even the leaders of nation-states have struggled to devise the most suitable solution in response to the pandemic. Therefore, communicate this commonality of uncertainty in order to [promote solidarity with your employees](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019).

2021 is expected to bring big changes to the way we work and the types of work we perform. Consequently, prepare your employees for this. Align your team with the company vision, adapting for the disruptions caused in the last year. Leaders can prepare employees for change by promoting the opportunities that lie ahead with plans for reskilling.

As teams remain distanced from each other, there will continue to be difficulties in promoting strong social relations on all sides. As [communication remains formalized](https://www.peoplegoal.com/blog/remote-employee-onboarding) with pre-arranged meetings and check-ins, the informal social aspect of work is deteriorating. This is not sustainable for any organization.

HR departments can attempt to improve engagement and [motivation](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees) through monitoring pulse surveys and other means of employee feedback. Nevertheless, it is up to leaders to inspire the organization as a whole to believe in the company objectives. [Rallying the troops](https://www.peoplegoal.com/blog/work-quotes-for-monday-morning) through the medium of a screen is not the most desirable platform to engage employees. Regardless, this may be the best approach to inspire your workforce's onwards development.

![Leadership](//images.ctfassets.net/6g4s9n00xmsl/5QAIKutRVpXUwHwC0jOGoU/611168a6df71e5d1fbf50dfe4cbaf17c/Leadership.png)

Making a greater effort to [recognize and reward individual efforts](https://www.peoplegoal.com/blog/performance-based-rewards) will be valuable for employee engagement. Providing a system that promotes the contributions of all in the workforce will be vital to preventing feelings of isolation.

It is up to leaders to better understand the needs of their workforce. They must be prepared to adapt with them as the year unfolds. 2021 and the future of work can be [a time of significant growth](https://www.peoplegoal.com/blog/10-growth-mindset-examples) through better teamwork, collaboration and innovation.

---

## HR Priorities in 2021

This year presents some great opportunities to [reinvent the wheel of HR](https://www.peoplegoal.com/blog/how-to-adapt-your-management-style-for-motivated-remote-teams). Employees and leaders alike must overcome very new challenges. In terms of dealing with these new hurdles, there is a lot to be gained from observing and calculating an approach that is considerate of the top priorities discussed above.

The future of work will always inevitably become a reality. Predictable or not, we must act and prepare for the changes that it may bring with it This is why an approach that can incorporate this uncertainty is a strength.

Promoting the reskilling of your workforce creates the best possibility to prepare employees. Taking a more [agile approach](https://www.peoplegoal.com/glossary/training-needs-analysis) to the future of work prevents organizations from unveiling significant skill gaps. By training and educating employees in competencies as opposed to specialized roles will generate much more resilient human capital.

[Competency-based roles](https://www.peoplegoal.com/blog/competencies-examples) are far more dynamic and can therefore fuse far more easily with algorithms and other technological advances that might come about in the workplace. At the same time, leaders that present genuinely beneficial training programs for their employees will receive considerable gains. Encouraging the development of employees on a personal level is great for the individual and equally productive for an organization.

The challenges of the last year have created the potential for some great success stories in 2021. This is the year HR can turn focus to the future and truly prepare team members for any occasion. Our top priorities reveal how this can be achieved in 3 ways.

HR departments must look ahead to the future of work to determine how to bring the workforce to new heights in 2021. Here are our top 3 priorities for the year.

Future of Work: 3 Top Priorities for HR

3 top HR priorities 2021

The challenges of the last year created the potential for some great success stories in 2021. This is the year HR can turn focus to the future and truly prepare team members for any occasion. Our top priorities reveal how this can be achieved in 3 ways.

Looking Ahead to 2021: 3 Top Priorities for HR

Looking forward to 2021, it has never been more crucial for HR leaders to develop strategies to look after the welfare of their staff, and introduce [employee well-being initiatives](https://www.peoplegoal.com/blog/employee-wellbeing). The pandemic has magnified well-being issues due to the increasingly blurred boundaries between work and home life, and has also highlighted the link between poor [mental health](https://www.peoplegoal.com/blog/mental-health-2020) and reduced productivity.

Workplace health and wellbeing has been placed front and centre as anxiety, depression and [burnout](https://www.peoplegoal.com/blog/work-burnout) have skyrocketed due to social isolation and the disruptive changes to the daily work routine. 

Businesses have come to realize the importance of prioritizing flexible work, remote corporate well-being programs and giving employees a voice within the organization. They responded to the new forces by introducing __company well-being initiatives for employees__. According to [Gartner](https://www.gartner.com/en/newsroom/press-releases/2020-06-16-gartner-says-two-thirds-of-organizations-have-introdu), by June 2020 over two-thirds of organizations had introduced new wellness benefits to support employees’ mental and emotional wellbeing. 

![employee wellbeing initiatives Gartner](//images.ctfassets.net/6g4s9n00xmsl/3FN3lR82AP7lUAexnUY9aW/bb8e601ada8b371833b27c5602bd4a9c/employee_wellbeing_initiatives_gartner.png)

At the same time, many employers who were ill-prepared and didn’t have the right benefits or culture in place to support well-being are now trying to find ways to pivot through this prolonged health crisis.

It is almost certain that [remote work](https://www.peoplegoal.com/guides/remote-work) is here to stay for many organizations, even when it is possible to return to the office environment, therefore it is crucial to have a __robust virtual well-being program in place__ that caters specifically to the remote workforce. The fundamental question HR teams needs to ask is what employee wellbeing initiatives should be instated in 2021?

## Well-being in the time of coronavirus

The COVID-19 pandemic has raised serious concerns about corporate health and well-being across the globe, and brought it to the top of the business agenda. Despite the fact that remote working has provided more flexibility in the way we work, it is linked to a higher rate of burnout since it has become increasingly difficult to disconnect.

__Longer working hours__, __reduced face-to-face communication__ and __increased feelings of isolation__ have also led to poor mental health within many businesses. According to CIPD's [health and well-being at work survey report](https://www.cipd.co.uk/knowledge/culture/well-being/health-well-being-work), three-fifths of organizations have seen an increase in mental health conditions such as anxiety and depression in 2020.

> 3/5 of organizations have seen an increase in mental health conditions such as anxiety and depression

In addition to the emotional stress caused by working remotely, many are facing additional stressors such as the worry of becoming ill, managing childcare and lack of physical activity. Combine this with financial insecurity, mass layoffs and furlough - it comes as no surprise that health and well-being rates have plummeted. 

HR teams must provide the resources that will help their teams maintain a better work-life balance and support a holistic approach to well-being which covers the following aspects - __emotional well-being, physical well-being, financial well-being and social well-being__.

![4 pillars of wellbeing initiatives](//images.ctfassets.net/6g4s9n00xmsl/4Iufe7us00uUXyGZ6EIzs5/50ef8a6f7388d921fceb46d183f40fc3/4_pillars_of_wellbeing_initiatives.png)

## Why is employee well-being important?

If employers place employee health and well-being at the center of their business model, the return on investment can be significant. [Research](https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/209547/hwwb-dwp-wellness-report-public.pdf) from PricewaterhouseCoopers suggests that there is a positive link between the introduction of well-being programs for employees and improved business key performance indicators. Reduced stress will also drive positive employee engagement. The top benefits of well-being in the workplace are:

![benefits of wellbeing initiatives ](//images.ctfassets.net/6g4s9n00xmsl/2VSN15poJFf4D6D2iyfwp0/128930801525243cf07ce5b35356fd69/benefits_of_wellbeing_initiatives.png)

- Improved employee engagement and morale (and therefore productivity)
- A more positive and inclusive company culture
- Lower employee turnover rates

## Top employee well-being initiatives for 2021

<video playsInline="true" muted="true" autoPlay="true" loop="true">
  <source src="http://videos.ctfassets.net/6g4s9n00xmsl/1qR9qOIaSy23zazsqZqPhV/3b18e445b65360b282f233c3f1e9ed20/Top_Employee_Well-being_Initiatives_for_2021__1_.mp4"/>
  </video>

### Employee Assistance Programs (EAPs)

Employee Assistance Progams or EAPs are employer funded benefits that offer employees confidential counselling and advice on a wide range of work-related and personal issues. EAPs are intended to __help employees deal with problems that might subsequently impact their work performance, health and well-being__ by giving employees access to a counsellor, free sessions with a mental health professional and referrals to therapists for example. 

Whilst most organizations already had EAPs in place prior to the pandemic, it remains important to __expand the range of EAP benefits__ that are available, and __increase communication about these benefits__ to all employees. This might include increasing access to medical and counselling services covered by EAP, adding virtual sessions and investing more resources in the program.

Given that [3/5 of business have seen an increase in mental health conditions](https://www.cipd.co.uk/knowledge/culture/well-being/health-well-being-work) like anxiety and depression, it has become paramount for businesses to __provide meaningful support to address mental health issues__ by ensuring that all employees have access to counselling services and health care professionals.

### Technology-led virtual meetings

It is critical to stay connected as remote working becomes the 'new normal', and organization's must work to __replicate meaningful social interactions through online tools and technology__. Virtual meetings and Zoom gatherings are a really helpful way to boost working relationships by imitating real-life office interactions and allowing teams catch up in an informal setting.

Businesses need to examine their ability to digitally collaborate and connect, ensuring they have a variety of __virtual team bonding initiatives__ to keep employees engaged. Social activities might include virtual coffee breaks, themed lunches, happy hour quizzes and drinks which will allow employees to have fun with their teammates in a more relaxed setting. It is also important to dedicate time to __remote team-building activities and exercises__ during the work day, as this will strengthen friendship bonds within the team and help improve remote communication.

That being said, be wary of 'Zoom fatigue' and plan your virtual timetable with care so as to not overwhelm employees with out-of-hours activities they feel obliged to attend. The best way to do this is to take a broad approach and run a variety of events that appeal to different people. In addition, consider __subsidising access to online classes__ like live fitness, meditation and healthy cooking which employees can join on an ad hoc basis.

### Visibility, pulse and well-being surveys

It has become increasingly important to leverage regular pulse surveys to identify areas of the business that are seeing high levels of stress, anxiety or burnout and better understand how employee needs have changed during the pandemic. __Visibility surveys__ will help leadership gather vital insights into the overall picture of engagement within the organizaion, __pulse surveys__ give organization's the freedom to measure engagement on a regular basis and __[well-being surveys](https://www.peoplegoal.com/blog/employee-wellbeing-surveys)__ will identify other areas that require the companies attention.

_Find out more about running employee experience surveys with PeopleGoal [here](https://www.peoplegoal.com/solutions/engagement)_

The data gathered will allow HR teams and senior leaders to make __targeted, data-driven interventions where they are needed most__, and provide them with a better understanding of their employees' experience and requirements. 

Running regular surveys, and more importantly acting on the results, is a great way for __businesses to show they care about their employees' well-being__ - that they are measuring it and using it to make decisions that will have a positive impact on the company as a whole. It is important to note that your efforts will fall flat if you do not communicate the findings back to employees and make a commitment to taking action on the results.

### Ongoing communication and support

Whilst implementing initiatives to ease the challenges onset by COVID-19, it is important to commit to improving employee health and well-being on a long-term scale. The best way to do this is build an __employee-centric culture__ that is based on ongoing communication and support. 

After measuring the overall level employee experience in your organization, create an action plan that will help foster an employee-centric working environment. The data collected will expose any common patterns or issues, allowing you to identify areas that need improvement and build this into your strategy. In addition, it is essential to create a [culture of continuous feedback](https://www.peoplegoal.com/resources/webcasts/feedback-culture) where multi-directional feedback (especially from employees to the senior leadership team) is actively encouraged.

Employee well-being initiatives should be __supported by the senior leadership team__, and sufficient resources allocated towards them. Improving employee well-being should also be incorporated into the overall business objectives, as well as be included in any strategic planning. Finally, employers should continuously encourage their employees to participate in workplace well-being initiatives and make suggestions for improvements. This will help facilitate a culture of well-being, with the employee at the center.

## Key takeaways

A change in mindset and shift of economic resources to initiatives that better support employee well-being and good mental and physical health is needed more than ever before. As we get accustomed to the 'new normal', we need to learn how to __leverage technology and resources to give employees the best support possible__, helping them to succeed in both their personal and professional life.

The future of employee health and well-being is very promising. It was a topic was was neglected before the pandemic, viewed as a "nice-to-have" rather than a "must-have" employer strategy. The pandemic subsequently revealed how flawed this approach was, and now it's up to businesses to take the necessary steps to reap the rewards of a happy and healthy workplace. 

A holistic well-being program will not only result in __better employee engagement and organizational performance__, but also help foster a __positive company culture__ where employees feel heard and understood.

---

Want to improve employee health and wellbeing in the workplace? Check out our article, [How to Create an Employee Wellbeing Survey](https://www.peoplegoal.com/support/article/how-to-create-an-employee-wellbeing-survey). 

PeopleGoal can help you create meaningful change in your organization. Why not [book a demo](https://www.peoplegoal.com/book-a-demo) today to find out how we can support your employee wellbeing efforts?

2020 taught us about the importance of looking after employee mental health and well-being, now as we settle into the new year, we take a look at the top employee well-being initiatives you need to make your business a better place to work.

HR leaders should consider these four employee well-being initiatives to support employees' holistic health and well-being during the pandemic and beyond.

Employee Well-being Initiatives for 2021

employee wellbeing initiatives 2021

Want to improve corporate health and well-being in your workplace but not sure how? Here are the top employee well-being initiatives you need to make your business a better place to work.

Feedback is essential to personal growth. Whether receiving [praise or criticism](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), these advisory comments will shape how an individual approaches their work. Without recognition, it can be difficult to interpret how well or poorly we are performing. Receiving positive recognition for our actions motivates employees and encourages further engagement.

It's innate for us to seek approval. Years of conditioning have resulted in this. Nevertheless, many managers still shy away from consistently giving any form of [recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) - good or bad. This can be equally detrimental to employees and organizations. 

> *The deepest principle in human nature is the craving to be appreciated* - William James

## Philosophy of Rewards

Employee recognition is not a one-size-fits-all practice. Different employees respond to different incentives and approaches to rewarding behavior. For example, whilst financial bonuses can be given annually to merit an employee's contributions, the length of time between payouts will not be enough to [motivate employee's on a daily basis](https://www.peoplegoal.com/blog/team-morale).

Recognition doesn't have to be manifested in a material or financial means. Simply telling an employee they've done a good job or sharing their accomplishments with other colleagues can motivate individuals. [The difference that a gesture can make goes a long way](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges). In fact, more regular and smaller instances of appreciation can outweigh the motivation from monetary rewards.

A study by [Gallup](https://www.hrmonline.com.au/section/strategic-hr/10-ways-improve-employee-recognition/) found that 65% of employees reported that they did not receive any recognition for their work over the last 12 months. In the same report, 89% of employers believe that employees leave their companies to earn more money. Yet in actual fact, most workers that leave their jobs state that a lack of employee recognition was a major concern.

![65% of workers did not receive recognition in last 12 months](//images.ctfassets.net/6g4s9n00xmsl/4U6C92o32NrWwwhd8zcq48/74139211c3a7eb4f78d4624e3bc6ab8f/65-_of_workers_did_not_receive_recognition_in_last_12_months.png)

Evidently, there is a growing understanding that organizations must strike a balance between the contributions of the employee to the organization and vice versa, a return contribution from the organization to each employee. In finding this balance, rewards and recognition of employees have become increasingly integrated.

In following a strategic approach to ensure this balance, organizations typically rely on three core components of a reward system. These are [compensation, benefits and recognition](https://www.peoplegoal.com/glossary/total-compensation). For many, it appears that the recognition component is often disregarded or forgotten. Yet as it happens this is a low-cost and high-return practice that can bring ultimate balance to any organization's reward system.

The power of recognition is its capacity to make employees feel appreciated and valued. [Employees that receive more recognition will tend to be more confident](https://www.peoplegoal.com/blog/employee-recognition-quotes), more willing to take on new challenges and more eager to be innovative.

## What Merits a Reward?

Deciding when to reward employees is a straightforward process. If an employee does something noteworthy, then give them the recognition they deserve. Equally, should an employee fall below expectation, inform them of this so that they can look to improve. At the end of the day, unless you say something, [your employees are likely to feel uncertain about their individual performance](https://www.peoplegoal.com/blog/ideas-for-employee-recognition) and fulfillment of tasks. 

When put like this, the process of rewarding employees sounds very simple. Nevertheless, a [Gallup report](https://www.gallup.com/workplace/236441/employee-recognition-low-cost-high-impact.aspx) found that just one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days. Across, many companies it's not uncommon for employees to feel that, time and again, their best efforts are ignored.

As already stated, employees that feel they are undervalued or do not receive adequate recognition are far more likely to leave a company. Consequently, a leader or manager must make an effort to recognize when employees are performing well and reward performance. After all, [communication is at the core of what makes a team](https://www.peoplegoal.com/blog/communication-skills).

![employees need adequate recognition](//images.ctfassets.net/6g4s9n00xmsl/fhmCHsnqKw1hL99HjX9Xv/4dcdaa0d4a017b27cf0170d9f5f688f1/employees_need_adequate_recognition.png)

Performance-based rewards are a great tool for ensuring good levels of employee engagement and a more motivated workforce. We have touched a lot upon recognition and verbal acclamation but there are of course other means of rewarding top-class performance. Whichever incentive systems you elect to show an [appreciation](https://www.peoplegoal.com/blog/5-sample-letters-of-appreciation-for-employees) for your team members is up to you.

Aligning the requirements for recognition with the purpose, brand and [culture](https://www.peoplegoal.com/glossary/organizational-culture) of the company gives clear and meaningful guidance to employees. Aspiring to the most suitable employee can be informed by this, thus promoting the development of a desirable workforce.

In this same current, when employees who are not top performers receive rewards this can have a [negative effect on the motivation of high-performing employees](https://www.peoplegoal.com/blog/psychological-safety). It should be clear for all to understand how you will measure and give rewards in accordance with the standards you set in alignment with your company culture.

![Types of Rewards](//images.ctfassets.net/6g4s9n00xmsl/6VpuOxclVAcB34XSeDXynk/6efdf8079784b84aee0e956bfe8390ac/Types_of_Rewards.png)

## Rewarding Top Performers

In an ideal world, your whole team is [fully cooperative](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) and together they are able to produce some tremendous accomplishments. This makes the process of choosing who to reward far easier as the whole team merits a pat on the back. Having said that, oftentimes there is one employee in particular whose individual efforts have significantly contributed to the success of a project or task.

Wanting to avoid showing any signs of [favoritism](https://www.peoplegoal.com/glossary/discrimination) is a natural phenomenon in the workplace.  Leaders regularly look to overcome this for fear of the effects it can have on other team members. Yet it is important to demonstrate to top performers that their efforts are recognized and valued.

Using your own judgment, if you have witnessed an outstanding performance from one individual, there is no harm in celebrating their tremendous contribution. Showing praise for this individual is [good for the motivation of other team members](https://www.peoplegoal.com/blog/effects-of-performance-appraisal-on-employees-the-empirical-evidence), a healthy level of competition is important for driving innovative and beneficial developments.

Apprehensions about praising a single employee are sensible, however, they should not be limiting. If your actions are justified, then you are acting appropriately. Performance-based rewards can be distributed among individuals or whole teams. If you find yourself regularly rewarding entire teams then this is a superb indication that your organization is performing well.

If you reward performance with an individual bonus, then those working at a higher level will demonstrate the value of exceeding performance expectations and contributing to company goals. HR professionals advocate pay for performance, as long as this individual bonus is performance-based.

![motivating top talent](//images.ctfassets.net/6g4s9n00xmsl/Jd1xwykFUL3XZo02Or85C/45478034852d82781af00db52722824d/motivating_top_talent.png)

Leaders need to reward behavior that advances the fulfillment of company goals. [Teamwork and collaboration](https://www.peoplegoal.com/glossary/social-collaboration) are great measures of a high-performing team. As such, leaders must look to recognize and promote these behaviors anytime they are witnessed in the workplace.

An approach whereby a leader can provide a combination of individual and collective rewards will promote a strong group identity. In addition, this will encourage individual members and motivate them to pursue the [team's goals](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team) and future success. There is a monetary incentive for this desired success, but it should also be socially driven. When all goals are aligned, any accomplishment - from an individual or the collective - can be celebrated as a meaningful step in the right direction.

---

## Summarizing Performance-Based Rewards

All in all, attributing rewards to employees based on their performance reviews is a proven method to [promote good levels of employee engagement](https://www.peoplegoal.com/glossary/employee-engagement). Most important to remember when deciding what an employee should receive as a performance-based reward is that there is no one-size-fits-all approach for incentive plans. Different employees receive and cherish contrasting forms of recognition.

Despite the general assumption that financial incentives will drive better performance, it is clear that many employees value social recognition as much, if not more. From a leader's perspective, this puts considerable significance on their engagement with employees. Consequently, the feedback given to team members must give clear guidance and [appreciation for good performance](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement).

![summary of performance-based rewards](//images.ctfassets.net/6g4s9n00xmsl/3q493JZwbTdvaIN5cbiRxj/2ebacb754d5386dfccf44dfde58054a3/summary_of_performance-based_rewards.png)

Such feedback doesn't need to be completely formal in any way. Although, for remote working teams there must be an additional effort to [recognize distant employees](https://www.peoplegoal.com/guides/remote-work) to avoid feelings of isolation. Whether in the form of kudos on a performance management tool or a quick but valuable mention in a stand-up meeting, these small actions have substantial effects.

Similarly, there is a need to celebrate outstanding performances. If an individual achieves an amazing feat, this must not go without recognition. Encouraging the top performers in any team to continue their amazing work is not only important to promote their onwards accomplishments. It also demonstrates to [other team members what they should be aspiring to](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely).

Performance-based rewards promote further great employee performance. Incorporating this form of recognition into your own management style could make all the difference in developing a better engaged and more productive workforce.

The importance of rewarding employees that are performing well can often be overlooked. Leaders regularly miss opportunities to recognize the efforts of their team members, however, it has come to light that this has adverse impacts on talent retention. Taking some time to demonstrate an appreciation for any employee is likely to significantly improve their levels of engagement and productivity.

Performance-based rewards are significantly constructive for employee engagement and productivity. Without them, leaders risk poor employee retention levels.

Performance-Based Rewards and Results: Breaking the News

performance-based rewards

The importance of rewarding employees that are performing well can often be overlooked. Leaders regularly miss opportunities to recognize the efforts of their team members, however, it has come to light that this has adverse effects for talent retention.

Breaking the News: Performance Results and Employee Rewards

## Remote performance management and the 'new normal'

The way we work and interact with our colleagues has __changed dramatically__ over the past year. With remote working here to stay for the foreseeable future - and perhaps forever - managers are finding that it often takes more time to coordinate work than to actually complete it, especially when it comes to remote performance reviews.

The rapid shift to remote work has forced HR departments to redefine almost all of their processes to accommodate the 'new normal', and it goes without saying that __performance management has taken the hardest hit__ due to the absence of in-person interactions.

Now, it is more important than ever to have sound evaluation processes in place to ensure that your [performance reviews](https://www.peoplegoal.com/glossary/performance-review) are fair-minded and take into account every employee's unique situation. But how can HR teams build a highly personal performance review when employees and managers are not able to get together? In this article, we will cover how the working environment impacts employee performance and discuss several approaches to remote performance management that will help you to __evaluate your remote employees accurately__, __deliver clear feedback__ and __build trust__. 

![5 tips to improve remote performance reviews quotation](//images.ctfassets.net/6g4s9n00xmsl/3gKSPNsyoKiJMdX3kIi7Yu/4eeb263a20e72b8668faeb5046623668/5_tips_to_improve_remote_performance_reviews_quotation.png)

## Are remote performance reviews necessary?

Whilst some organizations have put reviews on the back-burner while they respond to the challenges brought about by Covid-19, receiving [regular feedback](https://www.peoplegoal.com/product/360-degree-feedback-software) remains crucial to employee growth and development. Simply put, __you should not cancel performance reviews for remote workers__.

Unlike the office setting where managers are able to observe their teams on an informal basis, [working remotely](https://www.peoplegoal.com/guides/remote-work) makes it more difficult for track what employees are working on and what they are struggling with. Moreover, employees are more likely to [feel isolated](https://www.forbes.com/sites/ankurmodi/2019/12/26/the-untold-side-of-remote-working-isolation-and-lack-of-career-progression/) from the organization whilst working towards their goals. 

Having regular performance conversations and running remote performance reviews will allow your teams to feel seen and heard, resulting in [happier, more productive and engaged employees](https://www.thehrdirector.com/features/performance-management/chat-churn-performance/). Monitoring how employees are performing remotely and what sort of blockers they face will allow managers to gain overall insight into their remote teams performance, and respond to any problems that arise.

![5 tips to improve remote performance reviews importance](//images.ctfassets.net/6g4s9n00xmsl/7EB2grbnsTJrjh6vnlVsab/afddeded281389b91ea3416603cac22e/5_tips_to_improve_remote_performance_reviews_importance.png)

There is a common misconception that HR teams need to do a major overhaul of the performance review process to account for the remote environment, but this is not the case. __Great remote performance reviews follow similar principles to in-person reviews__, but you should take into consideration the following advice to ensure that you are running a the most effective process possible.

## 5 Top Tips to Master Remote Performance Reviews

![5 tips to improve remote performance reviews](//images.ctfassets.net/6g4s9n00xmsl/7vseC8pd6CGmkVWXUPqj7/eabc3c9543156bf478d480a83414c0b0/5_tips_to_improve_remote_performance_reviews.png)

### Measure what matters

Since the shift to the remote environment, it has become increasingly important to assess the quality and quantity of employees' work instead of their working hours. This can be done by setting __quantitative performance objectives__ and [KPIs](https://www.peoplegoal.com/glossary/key-performance-indicators-kpis) which are tied into the performance review. Making remote performance reviews goal-based will help create alignment throughout the organization, as well as remove any ambiguity from the process

First of all, you should decide on the measures that you will use to identify your high performers. __Data remains a key driver of performance management__, even whilst working remotely - and assessing quantifiable metrics will standardize performance conversations and ensure fairness across the board. Each employee should be assessed against a set of key KPIs which are have been well defined and clearly explained.

[Remote performance reviews](https://www.peoplegoal.com/product/performance-reviews-software) need to be more flexible and empathetic than ever before, and should also include a __narrative assessment of the employee's skills based on relevant behaviors__. Performance reviews need to start measuring the 'soft skills' that are essential in the remote environment, such as remote collaboration and communication, proactiveness, self-efficacy, time management and innovation.

### Align goal-setting

Working from home means that we no longer have the visibility with our teams and managers that we would normally have under office circumstances. We are not interacting with the wider organization as often as we used to, and this has had a direct impact on [morale](https://www.peoplegoal.com/blog/team-morale), [motivation](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees) and how we perceive our contribution to the overall organization.

If employees can see the company vision and what other teams are doing, it will give them the confidence that their work is contributing to the overall business objectives. In practice, this means that company objectives should be visible and [cascaded](https://www.peoplegoal.com/blog/what-does-cascade-mean) down through the organization, __allowing individuals to align their goals with the wider company objectives__.

In terms of remote performance reviews, this means that employees should be assessed on how their work is contributing to the overall organization's objectives, which is a great way to keep remote teams focused and aligned.

![5 tips to improve remote performance reviews align goal setting](//images.ctfassets.net/6g4s9n00xmsl/6QtOLRAn4qfSiv7sYCGmAS/49446be82a17eb1ecfe1eabd0d70984b/5_tips_to_improve_remote_performance_reviews_align_goal_setting.png)

### Track performance over time

We've said it before and we'll say it again: __performance management is an ongoing process__. It should happen throughout the year, and managers should not withhold feedback until the annual performance appraisal. After all, feedback is [much more effective](https://www.shrm.org/hr-today/news/all-things-work/pages/performance-management-evolves.aspx) when it is given frequently and in a timely manner. It is essential to continuously monitor employee progress, and consistently provide regular, real-time feedback because it helps employees to feel connected to the organization, even if they are not physically present in the office environment. 

Performance reviews should bring together __bite-size performance data which has been collected throughout the year__, including regular 1-on-1s, monthly [check-ins](https://www.peoplegoal.com/blog/check-ins), quarterly goal progress and peer feedback. Since [remote communication](https://www.peoplegoal.com/blog/employee-communication) is less flexible than it was in the office (informal coffee breaks and watercooler chats are a thing of the past), it is important to schedule conversations to ensure that they take place. 

Look for a system that supports employee recognition and allows managers to log check-in notes. What's more, incorporating [360-degree feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) into the review will help get a well-rounded perspective of your employees' performance at all company levels, offering a more holistic perspective of an employee's performance. 

More important still, when working remotely conducting frequent check-ins and performance conversations will __facilitate open channels of communication and help employees to build relationships virtually__. This will enable employees to get timely feedback, keep on track with their objectives and stay motivated which will benefit the business overall. 

![5 tips to improve remote performance reviews track performance over time](//images.ctfassets.net/6g4s9n00xmsl/5IxdGUaKzkO0v0d05vqdRI/cc240812f84e6de6465cea0476d0ccbe/5_tips_to_improve_remote_performance_reviews_track_performance_over_time.png)

### Receive and share feedback

According to [Forbes](https://www.forbes.com/sites/victorlipman/2016/08/08/65-of-employees-want-more-feedback-so-why-dont-they-get-it/), as many as 65% of employees want more feedback, and the performance review is the ideal time to give both positive and constructive comments to help your employee grow and develop. 

When conducting remote performance reviews, communicating feedback in an empathetic way is key. Use __performance based data examples__ to offer specific feedback so the employee has a clear understanding of how they can improve their performance. Organize conversations using online video conferencing platforms and explain the thought process behind the appraisal. Face-to-face interaction is key to establishing trust and reading body language, so ensure you switch video on!

Feedback should also be __multi-directional__. It should flow both from managers to employees, from employees to the leadership team and between colleagues. Offering employees the chance to weigh in on the review process by running a [pulse survey](https://www.peoplegoal.com/glossary/employee-pulse-survey) either before or after the review to gather their feedback is a great way to involve them in the process.

As remote working becomes the new normal, is is more important than ever to __establish a strong feedback culture__ which is compatible with both the home and office environment. In practice, this means establishing clear channels of communication at all levels, where feedback is given continuously across the organization and in a timely manner.

[![5 tips to improve remote performance reviews establish feedback culture](//images.ctfassets.net/6g4s9n00xmsl/6awxwelh0i269J8bq1xdBG/893c32c5a6a29c43404d78c36066362a/5_tips_to_improve_remote_performance_reviews_establish_feedback_culture.png)](https://www.peoplegoal.com/resources/webcasts/feedback-culture)

To find out more about feedback, check out our recent webcast: [How to Enable a Feedback Culture](https://www.youtube.com/watch?v=3e6PhAM23qo&ab_channel=PeopleGoalSupport)

### Leverage technology

Performance reviews can be anxiety inducing even under normal circumstances, and the remote working environment certainly doesn't help the situation. However, conducting performance reviews using an __online platform__ will help make the process more transparent and encourage employees to fully participate in the process. 

We recommend using a performance management system to help __define and track employee goals__, __establish productivity metrics__ and __tie performance with outcomes instead of output__. A [great HRMS](https://www.peoplegoal.com/solutions/performance) will allow you to incorporate in goals, check-in notes and peer feedback into the review process. This will help you see the bigger picture and provide well-rounded, data-proofed performance reviews that are bias free and will facilitate employee performance.

Using a performance management system will allow you to [automate the review cycles,](https://www.peoplegoal.com/blog/automating-employee-performance-reviews) reducing the workload for HR teams and People Ops, as well as build straightforward dashboards to gain invaluable insights on performance data.

## How to Kick Off Remote Performance Reviews

Keen to learn more about remote performance reviews? Check out our recent webcast to find out our best practices for running performance reviews remotely, and how to successfully kick off the process for your organization. 

<a href="https://www.youtube.com/embed/40Orm61wwBs" class="embedly-card" data-card-width="100%" data-card-controls="0">Embedded content: https://www.youtube.com/embed/40Orm61wwBs</a>

## Key takeaways

The new normal of working must be recognized and fed into performance conversations so that remote team members have a clear view of what is expected from them, what their objectives are, and how these are linked to wider organizational goals. __Frequent communication__, __progress tracking__ and the __ability to course correct__ will be fundamental to employee performance and overall organizational success. 

Finding new ways to stay on top of performance management in the remote environment has become crucial due to the global shift in working habits and business goals. It has become essential to introduce remote performance management processes that __create a strong feedback culture__, __build trust__ and __facilitate remote communication__.

---

Looking for a robust performance management software that can be __completely customized__ to fit your organization's unique culture and way of working? PeopleGoal has you covered, [book a demo](https://www.peoplegoal.com/book-a-demo) with our team today.

Remote performance reviews remain crucial to employee growth and development. Leaders needs to create effective processes that suit the remote environment in order to ensure continued business success.

Remote performance reviews can be a headache for HR, but follow these 5 simple tips to make it a straightforward and enjoyable process for all.

Remote Performance Reviews: 5 Tips to Success

improve remote performance reviews header

Follow these top tips to better manage the performance of remote employees

5 Tips to Improve Remote Performance Reviews

The world of work is in constant flux. In the past year, that flux has been exacerbated by the outbreak of COVID-19. Consequently, there has been a seismic shift in this sphere - for some, it has meant completely altering how they go about [performing their work](https://www.peoplegoal.com/guides/remote-work). Whilst unfortunately for the millions who now find themselves unemployed, it has resulted in a lack of it.

Even prior to the events of 2020, there has been a growing appreciation for the importance of [learning and development](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) in the workplace. According to [Gartner](https://www.gartner.com/en/newsroom/press-releases/2020-11-16-gartner-survey-reveals-hr-leaders-number-one-priority-in-2021), more than two-thirds (68%) of HR leaders in the United States feel that learning new skills would be the most pressing issue for the coming year, followed by organizational design and change management (46%), current and future leadership (44%), the future of work (32%) and employee experience (28%). Reskilling is one option that leaders and employers alike might consider as a means to change the skill sets of their teams.

## What is Reskilling?

In a nutshell, reskilling means training a current employee in skills required for the tasks of tomorrow. By ensuring that employees are equipped with the necessary knowledge and understanding required of them in the coming years, an organization can minimize [skill gaps](https://www.peoplegoal.com/glossary/skills-gap) moving into the future.

![reskilling definition](//images.ctfassets.net/6g4s9n00xmsl/16MS2nDrFxhRC82r9HL9Nc/8e9bc3781f9771045eab2175ac95d7f1/reskilling_definition.png)

Shifting the understanding of leaders from having individuals in particular jobs to identifying individuals with specific skills, they can better plan and execute organizational objectives. By adopting a [more agile approach](https://www.peoplegoal.com/glossary/what-does-agility-mean-for-hr) that highlights particular learning prgrams for skills required today and in the future, strong teams can develop and support each other more effectively. The digital transformation is at the forefront of all business leaders' minds, especially following the impact of the COVID-19 crisis.

Reskilling programs are learning in service of an outcome, whether in preparation for moving into a new job or becoming more capable to manage new responsibilities. Reskilling goes beyond learning job-specific technical skills and encourages the acquisition of core competencies including [creativity, communication and adaptability](https://www.peoplegoal.com/blog/teamwork-in-the-workplace). The ability to successfully promote business models that emphasize the importance of job training and learning experience beyond an individual's immediate responsibilities are vital for long-term success.

## Significance of Reskilling

There are many drivers that create the necessity for reskilling. From a pandemic to automation, jobs and the roles of employees are always evolving. To keep up with this dynamic environment, it is important for leaders to look ahead and construct a path to success. This success can be measured against the number of skill gaps that remain in an organization.

There is a pressing need to take a dynamic approach to reskilling and redeploying talent in which all stakeholders work together to shifting skill needs and finding new ways to [develop skills](https://www.peoplegoal.com/glossary/developmental-counselling) at the time of need.

[Gartner’s study](https://www.gartner.com/smarterwithgartner/gartner-top-3-priorities-for-hr-leaders-in-2021/) highlighted that currently, only 21% of HR leaders say peers share accountability or partner with HR to determine future skill needs. It added that a dynamic approach to reskilling enables faster identification of skills needs, and employees apply 75% of the new skills they learn.

![workers apply 75% of skills they learn](//images.ctfassets.net/6g4s9n00xmsl/MFwmf2LCMtf9wGIfiZ8Ri/61b45f8bee995848b75258a60c5f4c4f/75-_of_workers_apply_skills_learned_.png)

There are significant benefits to reskilling or upskilling your workforce. In fact, [one study](https://www.talentlms.com/blog/reskilling-upskilling-training-statistics/) found that 91% of companies and 81% of employees stated that upskilling your workforce boosts productivity at work.

Investing in your employees has multiple positive effects. An increase in [productivity](https://www.peoplegoal.com/blog/effective-at-work-8-hours-a-day) can be attributed to team members having greater capabilities to take on tasks. It can also be increased through higher levels of engagement - employees that feel valued are more committed to [performing well](https://www.peoplegoal.com/product/performance-reviews-software).

It goes without saying that a more productive workforce contributes to [more innovative and creative solutions](https://www.peoplegoal.com/blog/how-self-leadership-can-drive-innovation-in-your-organization) in realizing company objectives. Beyond the significance this has at a company-wide scale, there are 3 key outcomes that stand out for any organization:

![significance of reskilling](//images.ctfassets.net/6g4s9n00xmsl/h6hoc4zb1KGzq0oVtFf9M/b7c9f5e942bd1bfc60f4c8c178353b62/significance_of_reskilling.png)

#### 1. Draw Top Talent

Now more than ever, the quality of talent that you will attract to your organization is determined by the learning and development opportunities that you offer. In particular, [Gen Z workers](https://www.peoplegoal.com/blog/gen-z-in-the-workplace) coming into the professional world put a lot of emphasis on L&D as part of their work responsibilities.

If you build a reputation as a company that facilitates and encourages training programs, this will lead to a much better yield for [top talent](https://www.peoplegoal.com/glossary/talent-management). Employees want to build skills that they can incorporate at every level of their practices in work. Therefore, demonstrating that your organization offers reskilling opportunities as a part of an employee's role will have considerable advantages.

#### 2. Better Employee Retention

With your employees, new or old, the prospect of reskilling should be prevalent in your conversations. It should be considered as more than simply an end to meet in the future. [Training programs](https://www.peoplegoal.com/glossary/training-and-development) can be integrated as part of your employees' responsibilities in their day-to-day tasks.

By putting more time and focus on the development of each of your employees, you can expect to see better [employee engagement](https://www.peoplegoal.com/glossary/employee-engagement) and consequently employee retention. Putting some time aside to identify the skills that your employees would like to develop and then aligning these with your long term objectives is mutually beneficial for all involved.

Additionally, whilst this will boost [morale and motivation](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees), this provides a far more cost-effective solution compared to bringing in specialist talent.

#### 3. Integrate New Technologies

Amongst many other things, for several companies, 2020 brought to the forefront the need to ensure that all employees have adequate digital skills. A compulsory move to remote work tested the [digital literacy](https://www.peoplegoal.com/blog/what-is-an-open-door-policy) of many employees. This moment very clearly demonstrated that we must all better prepare for further digital advancements. Catering for this with digital upskilling programs enables better integration of new technologies for all members of your organization.

Technology is integral to the majority of our work activities and interactions with each other. In fact, [McKinsey](https://www.mckinsey.com/business-functions/mckinsey-digital/our-insights/the-covid-19-recovery-will-be-digital-a-plan-for-the-first-90-days) project that 75% of people using digital channels for the first time indicate that they will continue to use them when things return to “normal.” As a result, there is a need for considerably more training and preparation as these tools continue to become ever more advanced.

![mckinsey digital turn in post-pandemic world](//images.ctfassets.net/6g4s9n00xmsl/1EVQul1ZwDcOnGNotYcKJc/e066faeb053c8b465ac3fd7b39d4668b/mckinsey_digital_turn_in_post-pandemic_world.png)

## Reskilling: A Winning Strategy for 2021

How you go about instigating and realizing the reskilling and training of your workforce can make all the difference in how successful your efforts turn out. At the forefront of the push for a greater focus on reskilling in the workplace in the corporate world is PwC. They have made an [investment pledge of $3 billion](https://www.pwc.com/us/en/about-us/workforce-strategy.html) to help their workforce build new skills.

Advocating for:

> "A blend of thoughtful leadership, business and financial strategy, relevant tools and compelling incentives that tap into what people want and how they prefer to work" - PwC

It is clear that PwC strongly support the notion of ensuring that their entire global network of employees have proficient skills to excel in their roles.

Unlock the power of your people and create a strategy that is [sustainable](https://www.peoplegoal.com/blog/sustainability-in-the-workplace) and forward-thinking. As long as you have a clear and desirable target to strive for, this will make for much more traceable and attainable long term goals. 

Be sure to demonstrate to your employees the personal value and gains that can be made from training programs. Upskilling and reskilling the workforce leads to a better informed and more productive organization. Every time you are able to successfully reskill an employee, this will contribute to their own [professional development](https://www.peoplegoal.com/blog/effective-employee-development-plans) whilst also contributing to the depth in human capital for your organization.

![strategy for reskilling](//images.ctfassets.net/6g4s9n00xmsl/3iRxx4x5AQz3MGv7hktaww/12d5a1d1d4e5d4b2595505922a1373d4/strategy_for_reskilling.png)

---

## Key takeaways

HR leaders need to focus on future-forward work design that eliminates the work friction that frustrates employees today. By allowing employees to be responsive and anticipate changes they are able to adapt their approach and activities accordingly.

The future of the workplace can be planned for but as 2020 showed us, it is still often unpredictable. Consequently, the best approach is to expect the unexpected. Train and reskill employees before they find themselves drastically out of place and bewildered by unforeseen changes. If you are continually improving and educating your workforce, the skills they develop will make them more resilient and adaptive in times of adversity.

Leaders have an opportunity to develop a workforce that is agile and adaptable to change. Reskilling enables leaders to fill skill gaps and boost employee productivity, whilst also promoting the personal development of employees.

Workforce reskilling enables leaders to fill skill gaps & boost employee productivity. Achieve long-term company objectives with this agile & dynamic approach.

The Importance of Workforce Reskilling: Employee Development

workforce reskilling

Leaders have an opportunity to develop a workforce that is agile and adaptable to change. Reskilling enables leaders to fill skill gaps, boost employee productivity & promote employee personal growth.

The Importance of Workforce Reskilling: An Agile and Dynamic Approach to Development

Company culture can feel like an HR headache. While many leaders view it as the cornerstone of successful organizations, it can seem too abstract to create a strategy around. 

In fact, it is possible to create a company culture strategy to improve [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) and wellbeing and boost business outcomes.  

Company culture should be at the heart of your people processes. It’s important that HR highlights the business case for maintaining a resilient culture. 

According to a University of Warwick study, [happy workers are 12% more productive](http://wrap.warwick.ac.uk/63228/) and unhappy workers are 10% less productive on average. By ensuring employees work in a positive, supportive environment, HR will also create an environment more conducive to business success. 

HR steer the ship of organizational culture - ensuring that people processes reflect the company’s foundational values. They are also responsible for __change management__. 

During transitions such as mergers and acquisitions, company values can fall by the wayside. It’s up to HR leaders to secure a relevant, reassuring company culture. 

---

## What is company culture? 

The idea of [company culture](https://www.peoplegoal.com/blog/how-important-is-company-culture-if-we-want-to-develop-a-great-brand) emerged in the 1980s. In recent years it has been picked up as the favorite buzzword of CFOs and CEOs alike. 

A company’s __brand identity__ is tied strongly to its culture. Google is renowned for its ‘flat hierarchy’ that seeks to create a fun environment for creativity.  

In essence, company culture is the __‘personality’ of a company__, from an employee’s perspective.  

CEOs are responsible for directing the course of company culture. In times of transition, such as mergers, company culture becomes a crucial determinant of success of failure. 

As Margaret Keane, President and CEO of Synchrony Financial [wrote about the organization’s spinn off from General Electric](https://chiefexecutive.net/the-ceos-role-in-shaping-an-organizations-culture/), ‘it was very important that we quickly established our own culture and values—taking what was great from GE, and also becoming our own, bold, visionary company.’ 

If CEOs and founders define a company’s core values, HR are the __guardians of company culture__ – ensuring that day to day employee experience matches these principles. 

![Company culture definition](//images.ctfassets.net/6g4s9n00xmsl/5GucmpECw3bpi29au2DApc/ddbf6742960f284b7c565cdfc6da8141/Company_culture_definition.png)

---

## What are some of the key aspects of company culture? 

[SHRM](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx) lays out some useful ways of looking at a company’s culture. These are: 

- __Urgency__  - the degree of speed at which tasks are expected to be completed. Does the company value __quality and precision over speed__, or do market demands make speed a priority? 

- __Hierarchies__ - Is there a ‘bossless’ culture, or are there expected channels of communication, and an intricate organizational structure? 

- __Functions__ - what organizational functions, be it marketing, customer service, development, does your company emphasize most? For example, a holiday company may emphasize customer service. 

- __People or Task Oriented__ - while all organizations seek to work for their people first, the reality is that often industry expectations skew this. Does your company place more emphasis on supporting its people to drive productivity, or does the organization put tasks and processes first? 

- __Subcultures__ – Are there any subcultures that drive employee perceptions of the company? Does your company have a market, competitive culture that does not chime with certain teams – who may have created their own sub-culture with more of a learning or caring emphasis? 

HR can reflect on the above as a starting point. Culture summaries on company websites do not provide adequate insights into the __real drivers of culture__.  

Recognizing this helps HR stay grounded in the realities of employee experience and the company’s processes. 

![Company culture quotation](//images.ctfassets.net/6g4s9n00xmsl/P2FhnYJfJe4fFhpkz7uAn/1af7cfabb6c0059e538fee735a29b26a/Company_culture_quotation.png)

---

## Use pulse surveys to measure how your organization lives up to its values 

[Pulse surveys](https://www.peoplegoal.com/glossary/employee-pulse-survey) are the __first step__ towards aligning your people processes with your company’s values. 

Surveys are fact finding missions for HR, allowing leaders to gauge how [employee experience](https://www.peoplegoal.com/blog/employee-experience-journey-mapping) matches the supposed culture.  

Be sure to measure the parameters above. Ask your people to define the company culture as they experience it. Perhaps the marketing team has a very different point of view from the creative team? The idea is to take this into account so that you can create a __holistic strategy__ that incorporates these differences. 

An [inclusive work environment](https://www.peoplegoal.com/blog/practices-and-activities-to-promote-diversity-equity-and-inclusion-in-the-workplace) is essential to any healthy company culture. It’s important to measure your D&I efforts using [diversity and inclusion surveys](https://www.peoplegoal.com/blog/diversity-and-inclusion-questions). 

Companies with long-standing corporate practices might experience changes as the demographics of the workplace shift. Checking the temperature among staff allows you to maintain a __relevant company culture__. 

__Wellbeing surveys__ are also a way to measure employee experience. If your company’s culture is more task-oriented than people-oriented, it’s especially important to check-in. Do employees frequently experience burnout or suffer from poor work-life balance?  

You can use the results to create an employee wellbeing program targeted towards problem areas. 

### Benefits of surveys for aligning company culture and people processes 

- A concrete measure of how your company culture aligns with its values

- Diversity and Inclusion surveys highlight any differences in employee experience among diverse teams 

- [Wellbeing surveys](https://www.peoplegoal.com/blog/employee-wellbeing-surveys) to measure work-life balance and burnout 

- Use responses to create informed wellbeing or D&I strategies 

- Real time feedback from employees 

---

## Chart your strategy through the employee life-cycle 

Consider the ways your company culture is experienced during a typical __employee life-cycle__. 

Design an [onboarding program](https://www.peoplegoal.com/blog/onboarding-a-new-employee) in which you communicate the organization’s values to new hires. Managers usually give an __introduction to the company’s culture__, but HR also have a role to play. Ensure that whenever new employees interface with HR, you emphasize how your work aligns with this culture. 

__Development__ speaks volumes about the way a company treats its employees. How can HR empower employees to reach the results they seek? During [one-on-ones](https://www.peoplegoal.com/blog/one-on-one-meeting-templates), ensure employees have the tools they need to advance in their careers, and ask them what learning and development initiatives would benefit them. 

Company culture is present in every interaction an employee has with the organization - make sure these are positive experiences for your employees! 

![Company culture and development](//images.ctfassets.net/6g4s9n00xmsl/2WpKnviqkjjbvlBfuBbr24/8b5aac611325eea09122a845041f7537/Company_culture_and_development.png)

---

## Organize ongoing feedback 

Some think __ongoing feedback__ is only relevant in certain types of company culture. In fact, __all companies__ can benefit from this system. 

Ongoing feedback improves employee engagement. According to Gallup, [employees who had goal setting conversations with their manager](https://www.gallup.com/workplace/215390/gallup-performance-management-ongoing-conversations.aspx) in the past 6 months were almost __3 times more likely to be engaged__. 

Not only does feedback help employees grow, it also helps the company grow in the long term. It creates a culture of __open communication and transparency__. Employees are recognized when they exhibit the company’s values, reinforcing these expectations. 

Implementing ongoing feedback requires a cultural shift for many companies. However, it is a simple way to __build community__ and improve employee relations – key aspects of great company cultures.  

![Company culture of ongoing feedback](//images.ctfassets.net/6g4s9n00xmsl/1qwuyCr63Hcw0SRIJYFeTm/9521ba315190684cbadc12d142a0b721/Company_culture_of_ongoing_feedback.png)

---

## People processes: the employee perspective on your company’s culture 

Your people processes are crucial to company culture – as they make up employee experience. People processes reflect your culture, but they also have the power to __create and improve__ cultures, as your organization changes. 

The most successful HR teams are skeptics about whether a company lives up to its values. They adopt strategies that are grounded in evidence from __surveys__, rather than making assumptions about the day-to-day life of employees. 

HR leaders should be conscious of corporate culture into every stage of the employee life-cycle. To learn about how PeopleGoal can support your company culture, take a look at the [Culture workspace](https://www.peoplegoal.com/app-store/template/culture) on our AppStore. 

Company culture is more than just a PR move. It drives employee engagement, retention and performance. HR's strategy can transform culture for the better.

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