## A brief guide to the steps you can take to ensure your performance at work improves in the new year.

You may be considering how to start 2020 in the right way. Alongside vowing to watch less Netflix, and to actually use your gym membership, you may have considered the ways of improving your work performance. This is an area usually left to be discussed during your performance evaluation, however there is no harm in getting ahead of the game and getting it sorted right now. At the end of the day, no matter how well you perform any task, __you can always do better than you did yesterday__. So we’ve compiled a couple of tips to get you started...

![ways of improving work performance in 2020 peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/1xriXydZCVvgzl5lQdM4so/263b6730ca3ae479634ca57997b288d6/ways_of_improving_work_performance_in_2020_peoplegoal.png)

### Identify and remove distractions:

It’s easy to get distracted by notifications from all manner of apps you may have or your favourite websites. Distinguish which apps/websites/distractions are not part of your work and remove them from the situation. This can be done either by turning off notifications during working hours, or all together deleting the apps/blocking the websites. This way you will limit your waste time to minimum and manage interuptions. Another way how to become more focused is scheduling time for each of your responsibilities to develop healthy habits and routines.

### Set Milestones:

What do productive people have in common? Setting milestones. [Creating individual success metrics](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips) to analyze your goals is a useful way to keep track of your progress. By effective project management, breaking down big projects into smaller steps, whether these be personal or professional, you can enjoy the small gains whilst working towards the end goal. This will keep you motivated which a vital ways of improving work performance.

### Focus on one task at the time:

Multi-tasking can compromise the quality of your work. Work towards creating a habit of prioritizing your tasks and focusing on one task at the time. Which of your responsibilities are the important tasks? Working on one task at a time streamlines your work, leaving you less stressed and less likely to make mistakes.

### Utilize the right tools:

You may need specific [tools to improve your work](https://www.peoplegoal.com/product/performance-management-software), whether it be software or hardware. Such tools can streamline repetitive tasks and make them easier to complete. Are you using any management software? If not, have you considered using one?

### Communicate:

[Establish a consistent communication channel with your colleagues](https://www.peoplegoal.com/blog/how-to-improve-internal-communication) so that you are never in the dark about what you are working on. There is nothing worse than going into a project blind. Never fear away from asking for help or clarification. This was you won’t waste time working on something unnecessary.

### Make sure you take time out:

Utilize your lunch break to stretch, take a walk, eat, talk to people about subjects other than work. You need to give you brain a break in order to [avoid burnout](https://www.peoplegoal.com/blog/mental-health-2020), and you need to keep your body fuelled. Perhaps take this time to think of alternative ways of improving work performance.

### Ask for feedback:

[Ask your colleagues for feedback](https://www.peoplegoal.com/blog/how-to-ask-for-feedback) on the tasks that you are working on. The only way to improve is to learn. You will never know everything, so ask your team members what can be done to improve your performance at work and professional development, both in the short run and in the long term.


The chances are you just went through your annual performance review, and feel motivated to improve your performance even more in 2020. Luckily for you, here are some proven ways of improving work performance. 

Do you wish to improve your job performance in 2020. Here are some proven, easy to implement ways of improving work performance. 

Ways of improving work performance

ways of improving work performance

Ways of Improving Work Performance in 2020

360 reviews have become a popular part of the continuous performance management cycle because they allow us to __assess a broader picture of our behavior and skills__. These can be consequently discussed in our regular employee-manager meetings. We all have blindspots in our work life that impact our professional development. 360 reviews that are __focused on personal performance improvement__, not performance outcomes, can be an incredibly valuable tool for encouraging new perspectives and __developing skills__ in a long term.

___

## What is a 360 review?

A 360 review (also often called [360 degree feedback](https://www.peoplegoal.com/glossary/360-feedback)) asks for individual assessments across many different work relationships. 360 reviews provide an insightful, broad-picture assessment of an individual's behavior from multiple touchpoints. While most organizations are familiar with annual employee performance appraisals, __a 360 review is not a performance review__! 

360 reviews are personal and help employees to develop their business and interpersonal skills, and shouldn't focus on the delivery of targets and outcomes. Everybody can improve no matter what level they're at. 360 reviews are therefore useful for everyone from the CEO to middle management to entry level employees.

___

## Who participates in a 360 review?

There is no set formula for who should participate, but always keep in mind that the 360 review is about the individual. You want to gather 360 evaluations from __participants at multiple levels__ in the employee's working life. Also be aware that you want enough participants to give a broad performance feedback picture for the individual, but not too many that you overwhelm everyone with the number of feedback reports they need to write. Generally __4-7 reviewers per employee__ works well, and these should include:

- Supervisors (project-based or dotted line managers)
- Colleagues
- Subordinates
- Senior leaders
- Clients and external suppliers (if relevant to the employee's role)

![360 Review Participants](//images.ctfassets.net/6g4s9n00xmsl/5ZeTrwwm19yAv5H6TwEzsT/79446e7caab8810456232302c7b82a02/360_Review_Participants_PeopleGoal.png)

___

## Why are 360 reviews useful?

Flatter organizational structures can see managers and team leads supervising upwards of 20 individuals at a time, and that can create difficulties in assessment when you're relying on just a direct manager's feedback.

360 reviews provide a more __rounded view of an employee's behaviors and contributions__. Meeting one's targets is important. However, if they get there by undermining fellow employees and causing stress for others, both they and their manager need to be aware of that and implement steps to improve their interpersonal skills.

Your colleagues can also have areas of skills and expertise you're not aware of, and can provide really useful suggestions for your own professional development that are as important as a direct manager's plan.

____

## The 360 review process

- Administrators create a set of review questions to assess skills, competencies and development areas for all employees.
- Employees (in consultation with their line manager) nominate participants to provide feedback.
- Managers receive and collate all feedback.
- Managers deliver summary feedback to the employee and develop an action plan together.
- Development and progress from the last 360 review cycle is discussed.

___

## Questions to include in a 360 review

360 review questions should focus on __skills development, interpersonal relationships and an individual's demonstration of competencies and company values__. Keep your questions short, simple and focused on one core area at a time. Make sure that your 360 review doesn't take participants longer than 15-20 minutes to complete. Otherwise you will have people losing interest in the process, especially over multiple review cycles.

Some of the skills you can assess are:

- Teamwork
- Communication
- Organizational values
- Problem solving
- Leadership

You can also grab a few of our [general feedback questions](https://www.peoplegoal.com/blog/what-feedback-questions-to-ask) that will help you to design a 360 review form across a few different business areas.

---

### New to 360 reviews? Try our feedback phrases builder!


<div align="center">
  <iframe
    src="https://www.peoplegoal.com/feedback-templates"
    scrolling="yes" frameborder="0" marginheight="0px" marginwidth="0px"
    height="460px" width="800px" allowfullscreen>
  </iframe>
</div>

---

## Tips when creating 360 reviews

- __Keep it short__ (no long-form surveys).
- Consider __start, stop and continue feedback__. Ask reviewers to identify what an employee should start doing (where they can improve), what they should stop doing (critical areas hindering their work) and what they should continue doing (what's going well).
- __Train and coach__ individuals to give and receive constructive feedback well. People can be reluctant to participate when they've never done a 360 review before and don't have the right tools to help them. Some resources to help you with training include:

[Examples of positive feedback for colleagues](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) <br>
[How to ask for feedback for yourself](https://www.peoplegoal.com/blog/how-to-ask-for-feedback) <br>
[How to give feedback to a supervisor](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples) <br>

- Take the time to properly explain __why you're running a 360 review__, what the outcomes will be and what levels of confidentiality are enforced.
- Always follow up with __face to face meetings__. Receiving critical feedback can be tough, and it's a manager's job to summarize key themes and deliver these in an empathetic and encouraging way.
- __Don't feed 360 reviews in to compensation and bonus plans__. Doing so almost guarantees you'll stop getting honest feedback when people are aware that their bonus is on the line.
- Get __senior leadership buy-in__ to the 360 review process. When leadership is modelling the behavior they want to see in the organization, it's 10 times easier to get employees to understand the importance and benefits of 360 reviews.

---

When properly constructed you can deliver a great 360 review process that really helps individuals to develop their professional skills. Always remember that the feedback loop is continuous, and you can improve on every feedback cycle. If you'd like to learn more about the history of 360 degree feedback and why it has such a big impact on organizations, check out our [Essential Guide](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide).

A great 360 review encourages employees to develop their professional and interpersonal skills and highlights the blindspots we all miss in our own behavior.

How to Deliver a Successful 360 Review

360 Review

Workflows are the ways people get a task done, the vast majority of the time these can be illustrated as __a series of steps that need to be completed sequentially in a diagram or alternatively a checklist__. This helps individuals breakdown and visualize the steps that need to be taken to get a task done. You can execute a workflow as an individual, or if a task includes other people, they can also be incorporated into the process. Each workflow example starts by describing the overall goal of the process, which in turn summerizes what the workflow should achieve, and the context in which you may be able to automate this process.


This system can be hugely beneficial to the majority of human resources processes, as such we have put together 5 custom workflow examples for human resources processes. Each workflow example starts by describing the overall goal of the process, which in turn summarizes what the workflow should achieve, and the context in which you may be able to automate this process.


____

## Hiring an employee

There’s no right or wrong way to conduct your recruitment, so this system can be manipulated as a workflow constantly. This example changes focus from filling a vacancy to responding to a job application, which makes more sense when there are few applicants for positions that generally stay open. It gives you an overarching view of what needs to be done for an employee to be successfully recruited. Once you have advertised your job, and had applications sent in, the second step in the hiring process is evaluating the CV. This will primarily be completed by the talent manager, however those CV's that stand out will usually be put forward in front of the individual that will be managing the new hire. 

Once the CV's have been evaluated and a certain number of them approved, the next stage will be to plan the interview. Considering you will most likely need more than one person's opinion on hiring an individual, you will need to organize three calendars accordingly to find the best suitable time to conduct the interviews. Conducting the interviews in bulk can work better as you can set aside a whole morning for interviews and get them done in slots. Once you've find a time that works for both the interviewee and the interviewer, you'll need to interview the potential hire. During this stage, it would be useful to take notes to refer to in the future when you are making the decision. Once you have conducted all the interviews of the individual candidates, you will need to decide which candidates are succesful, and which are going to be rejected. Once this has been decided, you can draft up an offer of employment which will need to include information along the line of; a job title, job description, reporting structure, salary, starting date, benefits information and eligibility, acknowledgement of offer. 

![worflow1 peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/4iDXegqGXDueMBGPCK6VcZ/e33ac1b64c648f6f8eed8e7723a4a0ce/worflow1_peoplegoal.png)

____

## Approve Vacation Request:

Perhaps we should have started with this as it’s the most basic, but even approving a vacation request can have a workflow. The greater purpose of using such a system within workflow software is to be able to track the steps each individual took within the process for future reference. 

Here you can see the simple steps incorporated, starting with an employee submitting a vacation request. The employee's, manager with then be notified that the employee has submitted the vacation request and will have to analyze the request and decide if the employee has enough days holiday left, and if the vacation time requested will suit the running of the business. If if the vacation time requested is feasible, then the manager can approve the request, or deny the request if not. Either way the employee will then receive a notification dependant on the outcome. 

![workflow2 peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/4sZoGZXucqkKeCWrXoeamz/0eda45006e74e0035ff678feebd2d62e/workflow2_peoplegoal.png)

____

## Onboarding

The onboarding breaks down into a series of phases, each of which includes a number of parallel preparation tasks. The key milestones are signing a contract with a start date, the first day in the office, and the end of an initial trial period. Nonetheless, prior to the onboarding, an employer should gather the future employees details necessary for employment, this can range from national insurance numbers to proof of residency. The next step would be conducted by the hiring manager, and will incorporate the pre-employment checks, this can range from vetting a new hires social media, to a full Disclosure and Barring Service check (DBS). 

The next step - new joiner activities- will incorporate the more social side of onboarding, this can range from providing the assets necessary to do the job such as a laptop or a car, to introducing the individual to the team they will be working with, and then taking them out for lunch to go through some icebreakers. The confirmation stage is necessary for the employee to confirm that they have everything they need, both material and knowledgeable to complete the tasks they have been set. The last stage 'Post-employment review' is a highly important aspect of onboarding, it's dependant on the employer as to the time scale of when this is undertaken, but usually this happens at the end of ones probation. This is essentially a check in to make sure the employee has everything they need to complete their work, and is coping well with the work they have been given. This opens up the conversation of what the next steps are to improve the employees performance. 

![workflow3 peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/1upsXM8F3DLC7rTH5yI8E8/2fcbe288a5b2b852bcf2bc9d9ea77605/workflow3_peoplegoal.png)

____

## Reimbursement of expenses

Reimbursing expenses is a vital HR component of many big corporations, therefore having a process in place is key, and to control and approve all of this is a complex procedure, involving several departments. Creating a workflow process for this makes everything happen faster in additions to allowing cost control and cost analysis to check deviations or procedures that can lower costs. 

This begins with an employee submitting a reimbursement request for an expense they incurred to the whoever may be responsible, this is usually management. Management will then analyze the expense to judge whether or not the claim fulfils the necessary requirements, then approve or reject it. If approved, the necessary documentation will be needed to be sent to the individual(s) in charge of company finances who have the ability to reimburse an employee. Once the reimbursement has been paid, the employee will need to receive an email deposit receipt for their own reference. 

![workflow4 peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/qcqYXSAZ4te0DEDBCNDu9/f89b9f08fe759688fd4616379272c7d9/workflow4_peoplegoal.png)

____

## Employee offboarding

A perfect resignation procedure is quite significant for both employers and employees. As for the former, the staff are very important for company's long-term development and profit earning. So it's crucial for employers to retain talented workers and maintain image in exit procedure. A good resignation process not only ensures that relevant things concerning resignation are dealt with effectively but can also help to receive much useful feedback from resigning employees. Here is an example workflow for employee off-boarding. This has been broken down into phases, each of which incorporates specific details: 

__Phase 1__: The basic information to be submitted by the employee that is leaving the company such as name, team, manager, date of resignation, and an attachment of their letter of resignation. 

__Manager input__: A manager will need to acknowledge the change, and notify those who the change will affect, and start putting a plan into action for the handover. Furthermore they will need to analyze which documents (if any) the employee will need to fillout and send over before they leave. 

__Phase 2__: The employee will need to complete all the necessary documentation provided by management. This is dependant on your own organisational requirements, however it could include; NDA's, non compete agreements, benefits documents, and asset documentation. 

__Document & Asset Recovery__: This is an acknowledgement upon receiving the necessary documentation, and assets from the employee. 

__Phase 3__: Knowledge transfer. This is the process of the employee transferring any knowledge that they may need to such as client introductions, and research conducting, or project management if they are part of a project that is yet to be complete. 

__Knowledge transfer Acknowledgement__: The manager must acknowledge that all bases have been covered, and all necessary information passed over. 

__Final Stage__: Hold a farewell gathering for the employee, perhaps buy them a departing gift, or just say 'goodbye', its totally up to you. 

![workflow5 peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/6YcVDv2vGlZCdw9PmEiiGY/25e85ca3bbac3719c83164923cd7d8ee/workflow5_peoplegoal.png)



HR workflows are a great way to break down and visualize the steps that need to be taken to complete a task. They can be complex, so we have put together 5 workflow examples for you.

HR workflows are a great way to break down and visualize the steps that need to be taken to complete a task. 

5 Custom Workflow Examples for Human Resources Processes

HR workflows are a great way to break down and visualise the steps that need to be taken to complete a task. They can be complex, so we have put together 5 workflow examples for you.

## What is Employee Loyalty?

Employee loyalty is thought of as a generic term. But its actually a really important workplace concept, which organizations need to make sure they are doing the best they can to increase employee loyalty in the workplace. Employee loyalty can be defined as the extent to which employees are devoted to an organization. The extent to which they are devoted to an organization and believe that staying at the organization is in their best interest. 

Further, they are not actively seeking other employment. Employee loyalty is about reciprocity. Reciprocity between an employee and the employer. Wherein the employee feels wanted by the organization and in return continues to work to their best and is not seeking other work. Employee loyalty is a spectrum. From active disloyalty to active loyalty.

____

## Why is Employee Loyalty Important?

Maybe you are asking yourself why employee loyalty is important? Should you hope to boost loyalty organically? Or do you need to actively look at how you improve employee engagement? Employee loyalty is super important, here’s why?

![The benefits of employee loyalty](//images.ctfassets.net/6g4s9n00xmsl/3dDrCZfT3pD3t6k7CUtBgS/d61eb6348173d2c62fc2fb5b8f485143/The_benefits_of_employee_loyalty.png)

- Loyal employees contribute the most to your productivity levels.
- Value creation
- Improved customer satisfaction
- Organizational Success
- Customer Loyalty
- Greater Employee Retention
- More engaged employees

___

## 5 Steps to Improve Employee Loyalty

We know that making employee loyalty strategy work can be tough. So we’ve got some top tips to help you out;

![5 steps to improve employee loyalty](//images.ctfassets.net/6g4s9n00xmsl/1PSf0jQ1Lz72jLZW2aJk39/a4a3546f1b4648b74c095c568dd546fe/5_steps_to_improve_employee_loyalty.png)

### Invest in Progression, Education, and Training

One of the best ways to show employees you care about them is to invest in them. Invest in their progression by investing in education and training courses for them to enroll on. Provide education and training so that you show them you care about their development. Perhaps stagger your training so with greater experience you can do harder training courses. Or alternatively, make more challenging courses optional.

A little caveat, before investing in additional training, make sure you provide necessary training. A sure-fire way not to get loyal employees is to have no training at all. So, include the basics. What does the role mean? What equipment and systems training will be needed.

### Promote Internally

Hiring staff internally gives staff a clear message. You want them to progress and lead this company. Promoting internally will show your employees a clear career progression. It will show to them that you care and appreciate their work, and that you want them to succeed. Further, it shows that their hard work and loyalty is recognized and rewarded. This isn’t to say that external candidates shouldn’t be considered. Some positions will require external candidates. Consider having an unwritten policy of internal promotion in order to improve employee loyalty.

### Co-create your strategy

Your employee loyalty strategy shouldn’t be top-down. It shouldn’t be thought up and implemented purely by management and senior leaders. Your strategy should be vertically integrated. Using people from all around the organization and should have a heavy employee focus. Who knows what employees most want in order to become more loyal? The employees. 

Organizations that have a better understanding of what their employees want have the best chance of supporting them and making them feel wanted. Think about the things which will feed into loyalty. Goals, development, career progression, appreciation.

### Open communication and feedback channels

Create healthy communication and feedback channels with your employees. This is essential to the success of manager-employee relationships in the workplace. Try and make communication more open. Managers should meet with employees frequently to discuss development, satisfaction, goals, etc. 

As a manager, you will be able to identify key areas for development or issues that need addressing. Gallup research indicates that managers who invest time with their employees in order to build trust and positive relationships contribute 48% higher profits to companies.

### Control

So much to fit in this topic. What does control mean for loyalty? Let’s start with micro-management. Micro-management is the embodiment of overbearing control. The employee has no authority or scope for maneuverability in their work. Part of gaining employee loyalty is employee trust. Showing them that you trust them to do their work is necessary to gain loyalty. On the other end of the spectrum is [employee empowerment](https://www.peoplegoal.com/blog/employee-empowerment). 

Employee empowerment is a sure-fire way to gain employee loyalty. It means giving employees a degree of autonomy, responsibility, and freedom to do their work. It is essentially ‘handing over the reins’ to the employee.

_____

Employee loyalty is essential to the success of any organization. Consider implementing these steps into your strategy to make yours a success.

Find out what is employee loyalty, the importance of employee loyalty and how to implement an effective program in your company.

Improve Employee Loyalty with these 5 Easy Steps

Employee loyalty

__If you're looking for a new performance management system for employees it's likely you've uncovered problems with your current system, or you've reached a point in your growing business where you need to implement one for the first time. Remember that human resources processes are about developing people. Sounds obvious, but many performance management systems fail to deliver results if you don't focus on the key component: your employees.__ 

## How does a performance management system benefit employees?

Performance management is not simply the annual appraisal. It should be a continuous part of a productive work cycle that encompasses __target setting, tracking, reflection and development__. Don't just replace your annual review process with an online process. Performance reviews on their own generally focus on the past, and when done poorly [the negativity that can creep in is extremely demoralizing](https://www.peoplegoal.com/blog/effects-of-performance-appraisal-on-employees-the-empirical-evidence).

Performance management for employees should be __continuous__, focusing on what's happening right now, what can be improved and what skills you should develop to further your career. A performance management system that looks ahead is far more motivating and results in:

- __Engagement__: feeling responsible for your own professional development fosters genuine engagement with your work, your colleagues and the business.
- __Timely feedback__: [82% of employees appreciate receiving feedback, regardless if it’s positive or negative](https://officevibe.com/employee-engagement-solution/employee-feedback#statistics). Regular feedback aimed at encouraging growth is a powerful motivator, and one that most employees actively seek out from colleagues and supervisors.
- __Role clarity__: getting visibility of the company's direction and aligning measurable objectives to that strategy allows you to see how you contribute in to your team and are valued at the organization.
- __Structured development__: a great performance management system focuses on employee growth, and gives individuals a structured coaching plan to develop the skills they need to progress.

---

## Benchmark your performance management system with employees

In order to implement successful performance management you need to understand __where and how your employees do their best work__. The easiest way to start? Talk to people! Before you go searching for a new system, you need to benchmark the effectiveness of your current performance management processes.  Find out what the issues are with your existing system - is it too complex, inflexible, difficult to use? Do employees feel that performance management keeps them motivated to do their best work? [Take our benchmarking survey to get you started](https://docs.google.com/spreadsheets/d/1l10JFW-stX2zbn-vp8idydUWsMpubhR6y64tzW4MUEo/copy).

![Performance Management System for Employees](//images.ctfassets.net/6g4s9n00xmsl/GXTpSTPZn2bljqqfdmmpF/373fd7c1aa635b088070919181371d75/Performance_Management_Survey_PeopleGoal.png)

---

## Define with leadership what you want to achieve through performance management

Based on the results of your benchmarking, pull out the main areas you're doing poorly and __identify the problems you want to solve__. What are the business outcomes that a performance management system should support for your workplace? Some of these could be:

- Creating more accountability for deliverables
- Deepening [engagement with employees' work](https://www.peoplegoal.com/blog/why-employee-engagement-is-important)
- Giving more clarity in their roles and contribution to the organizational strategy
- Encouraging self development and [employee empowerment](https://www.peoplegoal.com/blog/employee-empowerment)
- It may even be to simply deliver more visibility to management about their team's priorities

Getting leadership involved is important to demonstrate the behaviors they want to see across the organization and to __motivate others to join in__. If you're struggling to sell the benefits of a new system, we've covered [four main areas that really make performance management software worth the investment](https://www.peoplegoal.com/blog/dont-think-performance-management-software-is-worth-it-think-again).

---

## Identify the components of a performance management system that are most important to employees

- __Ease of use__. A great performance management system shouldn't take too long to learn the ropes and should be easy to access.
- __Works where you work__. Are the majority of employees desk-bound, remote, travelling? Your performance management system should not only be available on multiple platforms to be easily accessible, it should link in to the other systems where work takes place. Bringing performance management into the flow of work, rather than leaving it as a standalone task in itself, is the number one way to boost adoption of a new system.
- __Provides structure and flexibility__. Performance management should focus on developing the individual and giving them the tools they need to do their best work. Having a solid framework to start with is important, but so is allowing flexibility to tailor processes to teams and individuals.
- __Actually improves productivity__. Measurable outcomes, ongoing feedback and coaching, identification of strengths and skills and being creative about how to bring those into your organization.
- __Brings clarity__. Everyone thrives when they feel like they have a purpose. Performance management should encourage open communication, clarity on the organizational strategy and accountability for individual development.

A performance management system doesn't have to be online, but it definitely helps to automate your processes. If you're deciding to implement performance management software, we've covered [nine features that every system should have to be effective](https://www.peoplegoal.com/blog/nine-features-an-employee-performance-review-software-must-have).

---

> Now that you're ready to revamp performance management for employees, [our whitepaper on modernizing performance management processes](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process) will help you to set a project plan, define your deliverables and successfully roll out a new system.

---

## A few more items to consider when selecting a performance management system for employees

- __Be accurate and fair__. Put in structures to be fair, transparent and accountable. Rating scales are extremely useful to measure overall results, but everybody needs to be on the same page about what they mean. Avoid manager bias by including multiple sources of feedback wherever possible.
- __Train employees and managers__. Recognize that the tool is not your culture, it's there to help you live that culture. Focus on formal coaching and skills development. Make sure managers understand the action steps they're expected to take.
- __Respect people's time__. Simplify your processes and allow for flexibility - it's about developing the individual, it's not a check-box exercise.
- __Maintain a record of performance discussions__. Not only is this important for employees and managers to be able to track improvements over time, it's a legal protection for your business.
- __Aim for overall improvement, not just meeting baseline minimums__. Personal development should elevate performance beyond the job requirements. Link performance management for employees to the overall strategy and communicate the big picture.

---

Selecting a performance management system for employees isn't an easy task, and the bottom line is you're going to want something that will be able to __adapt and grow with your organization and your workforce as their needs change__. You should be aiming to create a work environment that __allows individuals to perform at their best__, by the measures that work for your organization.

Performance management is about developing people. Talk to your employees, understand how they do their best work and build your performance management system into the flow of work.

Performance management is about developing people. Talk to your employees and understand how they do their best work.

How to Select a Performance Management System for Employees

Performance management system for employees PeopleGoal

Performance Management System for Employees

## What is Workforce Planning?

Workforce planning is __a core business process. Workforce planninng aims to align evolving organizational needs with people strategy__. It is a continual process due to the ever changing nature of organizational change. It may sound difficult, but it doesn’t have to be. Workforce planning can be changed and adapted in order to fit the maturity and size of your organization.

Workforce planning __can be adapted to fit the size and maturity of an organization__.

A bit more in-depth now. Workforce planning is __the process of analyzing the current workforce, the future workforce needs, identifying the gap between present and future needs and devising solutions so that organizational change occurs effectively__. It’s all about finding the perfect fit. It is about __getting the right amount of people with the necessary number of skills__. It is possible that bigger organizations will have dedivated workforce planning teams. Workforce planning is the systematic identification and analysis of organizational needs with respect to workforce size, experience, skills, knowledge. 

____

## Benefits of Workforce Planning

Why should you consider investing in workforce planning? Does it even help? Is it worth my time and the organization's resources? Well, yes. 

And here’s why:

### Benefits of Workforce Planning Processes

- Reduce labour costs.
- Identify changing and future customer needs.
- Devise appropriate strategies for people development.
- Identify and improve target improvement areas.
- Improve employee retention.
- Boost productivity.
- Improve work-life balance.

![Top Tips for Effective Workforce Planning](//images.ctfassets.net/6g4s9n00xmsl/2BGFWOvZFq6A9V2VVWAUEx/649cca970b87a96f47fb5aebc6963915/Effective_Workforce_Planning.png)


### This will follow into improve key HR practices:

- Organizational development
- Succession planning
- Improve employee engagement by improving employee work-life balance.
- Recruitment.
- Talent management
- Career planning
- Reward and recognition.

_____
 
## Top Tips for Effective Workforce Planning

Here are some of our top tips for effective workforce planning. Implement these into your workforce planning strategy and process.

![top tips for effective workforce planning](//images.ctfassets.net/6g4s9n00xmsl/SLf7v62WNcY3V2AoZcWvo/7f5ba55f2b345ee7f8ce3e8d86a23d81/top_tips_for_effective_workforce_planning.png)

### Building a Team

As mentioned previously, some big organizations will have dedicated workforce planning teams. But what do you do if you can’t accommodate this? Here’s how you start. Establish a team. Remould their duties so that they carry on their predefined role and can also join the workforce planning team. Build your team wisely. Link corporate, finance, HR, people, business and workforce strategy. Establish communication channels. Engage stakeholders. Segment specific roles within the strategy. Distinguish between strategic workforce planing and operational workforce planning. Review existing data, identify gaps, set your targets.

### Analysis of Current Position

What does your workforce currently look like? What are the capabilities, skills and size of your workforce? Determine the current profile of your workforce supply and demand both internally and externally. Get data on your workforce demographics.

### Environmental Scanning


Environmental scanning is a process which systematically gathers and interprets a range of information and data. Information covering events, strategies and internal and external oppurtunities and threats. Environmental scanning invesitgates the relationships between an organization internal and external environments. Environmental scanning's basic aim is to help management and senior leaders determine the future direction of an organization. Environmental scanning can be utilized to make workforce planning more effective by identifying information about events which influence workforces. In turn, you can implement this information into your strategy.

### Consider External Advice

This blog may boil down workforce planning and make it seem quite easy. But workforce planning is not easy. It is a big project and at times it is easy to forget certain ongoing elements, or see how you will reach you targets. Don’t be afraid to seek external help. Experts will provide you with valuable help and support to make the process more effective. They will be able to give you useful advice on any part of the process.

### Risk Assessment and Mitigation

The process should have inherent concern on risk. It is important to assess which risks may arise during the planning, implementation and future stages. It is also important to consider risk mitigation. Develop protocols of mitigation in order to ensure workforce planning success.

### Monitor, Evaluate, Revise and Re-adjust

You need to continuously monitor the progress of your workforce planning strategy to determine its effectiveness, strengths and weaknesses. The process needs to incorporate clear mechanisms of review learning, in order to feedback changes into the process. Evaluating and re-adjusting workforce planning strategy depends on this feedback. Workforce planning strategy is about trying to predict the future to inform decision making. Evaluation methods needs to relate to the process and for desired outcomes.


Workforce planning is not easy. But don't fear, we've got some top tips to help you with effective workforce planning.

Workforce planning is not an easy process. It's not a short one either. We've got a few top tips for you to ensure effective workforce planning.

Effective Workforce Planning: Top Tips

Workforce planning

What is workforce planning and some top tips to help you along the way!

6 Top Tips for Effective Workforce Planning

We have previously explored the art of writing a self-assessment review and how to structure it, providing some useful [examples for various industries and areas of work](https://www.peoplegoal.com/blog/10-annual-performance-review-employee-self-evaluation-examples). In this article, we provide sample __answers for assessing soft skills that are essential for each and every role__.

Remember that once you are writing your self-evaluation you should __always be critical and reflective__ but __shouldn’t put yourself and your achievements down__. Provide facts and figures to illustrate your achievements and make your statements stronger. Be specific and descriptive of both positive and negative attributes of your work.

For each of the areas, you should always consider the positive and negative attributes of your performance. Determine where did you exceed the expectations, where did you meet them and where and how you can continue to improve.  Additionally, you might want to connect your self-assessment to the core values of the company.


## 1. Collaboration and Teamwork
Think about how other team members see you, how effective are you at collaboration and what are your relationships at work like. You might also want to think about your ability to come up with creative solutions as a part of a team.


#### Positive Sample Answer

“ I believe that during the past quarter I have demonstrated strong teamwork skills. I have effectively collaborated with my department and team as well as I have shown my ability to work with external parties. During projects, I have shown confidence to express my creative ideas and opinions that added value to the team discussion. “


#### Negative Sample Answer

“ I am aware I can be overly controlling and take over a project, not allowing others for enough space to contribute and develop their skills. I need to work on my ability to work effectively as a team and give others space to express their opinions and ideas. I need to learn how to take a step back and follow others rather than attempt to take a lead in every project.” 

____

## 2. Self-motivation

Do you have a positive attitude towards your job and the company you work for? Do you meet the expectations of your role and maintain sufficient levels of productivity? Are you working to improve your knowledge and skills?


#### Positive Sample Answer

“ Throughout my time at XX I have demonstrated high levels of self-management and motivation. I continuously manage to meet deadlines and finish my responsibilities in a timely manner. 


#### Negative Sample Answer

“I feel sometimes I get too focused on a task and take much longer than is appropriate due to my perfectionism. I have to learn to effectively dedicate resources to not only get work done well but also efficiently” 

_____

## 3. Leadership

Are you able to effectively manage people and work with others? Can you provide direction to your reports and teammates? 


#### Positive Sample Answer

“I reckon I effectively lead by example and take actions and adopt behaviors I expect from my team. I feel I am defined by the actions I take at work rather than by what I say.  I dedicate time to spend with my reports to help them resolve their challenges and issues and encourage their personal and professional development.”


#### Negative  Sample Answer

“I think I should focus more on promoting the company culture and values around my team. Despite the fact I am effectively developing individual relationships across the team and support them through regular check-ins and one-to-ones, I should focus more on promoting team-spirit and collaboration across the team.”

![leadership negative sample answer](//images.ctfassets.net/6g4s9n00xmsl/4HqTKB78Gfhc3JNsiSMSRh/e7d95f9e03e807b73f6aa463189dadc5/leadership_negative_sample_answer.png)

_____

## 4. Problem Solving

Are you able to effectively solve problems? Do you come up with creative solutions when a challenge occurs? What methods to solve problems do you use?


#### Positive  Sample Answer

“ I strongly feel problem-solving skills are one of my strongest characteristics. I usually manage to solve complex problems effectively by taking into consideration different perspectives and breaking down the problem to analyze it. When solving problems as a team I apply active listening to understand the issue thoroughly through the experience and knowledge of others. I seek clarification if the problem is not well understood.”


#### Negative Sample Answer

“ I tend to get overwhelmed if an important decision needs to be made, and seek the support of others rather than looking at the facts myself. I need to work on how to prioritize and evaluate complex problems.”

_____

## 5. Decisiveness

Are you able to make effective and informed decisions that are beneficial for you, your team and the whole business?


#### Positive Sample Answer

“I effectively prioritize the most urgent tasks and decisions. When a difficult decision needs to be made, I evaluate the positives and negatives and possible outcomes to make an informed decision. When analyzing a problem, I research it and request evidence from those who are more familiar with the theme.” 

![decisiveness positive sample answer](//images.ctfassets.net/6g4s9n00xmsl/60cj0nwLbIMNqeKjVQNLYO/d8191dfead6eae1eee567ea037d27b91/decisiveness_positive_sample_answer.png)

#### Negative Sample Answer

“I tend to rely too much on my past experiences and assumptions rather than putting effort into doing my research before coming to difficult decisions. Additionally, I should dedicate more time to self-reflection when things go wrong to eliminate bad habits and prevent the issue from happening again.”

_____

## 6. Ability to work under pressure and Time Management

Are you able to work under pressure and manage your tasks? Do you manage your workload and avoid having unfinished commitments?


#### Positive Sample Answer

“ I always meet my deadlines and effectively manage my workload. I believe I have a strong ability to prioritize the most important tasks. I am also aware of my lack of experience and thus I leave en


#### Negative Sample Answer

“I tend to struggle with time management. I often leave tasks that I find too challenging or boring last minute and then I do not have enough time to finish them to a required quality. If I am under stress, my attention to detail worsens.”

_____

## 7. Communication

When evaluating your communication skills you should consider your written communication as well as verbal communication skills. Effective communication is key to a happy teamwork


#### Positive Sample Answer
“ I try to cultivate a culture of openness and sharing among the team. I appreciate critical conversations and positive confrontation over ignoring problems and challenges. I actively listen to my team and promote shared decision making. In my communication with clients I engage in professional manner and successfully build a positive rapport.”

#### Negative Sample Answer
“ I sometimes get involved in miscommunication. Hence, I often spend too much time clarifying problems and tasks. I need to work on my ability to manage my emotions and not let them affect my professional relationships.”

______

## 8. Flexibility

Being flexible and adaptable is a must-have in a modern workplace. You have to be able to respond to change quickly and be able to adjust.

#### Positive Sample Answer
“ I handle change with ease and often make improvements to make the transition easier. I also appreciate comments and criticism when adjusting to change to make it smooth. If things go wrong I remain calm and positive and aim to find a solution in a proactive manner.”

![Flexibility positive sample answer](//images.ctfassets.net/6g4s9n00xmsl/3K2ejuezqYBAYiMK5xEw58/973728279e7992ef9a4f854995fb38ef/Flexibility_positive_sample_answer.png)

#### Negative Sample Answer
“ I have to work on my ability to support others through change and avoid micromanagement. I also struggle to adopt new work assignments and tasks that I feel are outside of my job responsibilities.”

____

## 9. Negotiation and Conflict resolution

Do you have a sufficient ability to negotiate deals for yourself and your business? Are you able to effectively resolve conflict?


#### Positive Sample Answer

“ During my time at  xx I have effectively negotiated xx deals and brought xx to the business. I believe that my analytical character and strong people skills allow me to be in control during the meetings and direct the manner to achieve results.”

#### Negative Sample Answer

“ I think I have made great progress in my negotiation skills since I first stared at xx, yet I am aware of the areas of my improvement. I feel I approach the meetings in an appropriate manner and make the other part feel comfortable. However, I struggle to actively listen; I tend to interrupt the others, I also should, seek clarification when needed and thus I often jump into assumptions that are not 100% correct.”

---

## 10. Emotional intelligence 

To get more examples on your performance read our article on 70 performance reviews phrases examples that will help you evaluate different areas of your job. 


#### Positive Sample Answer

“ I feel I am very aware of my strengths and weaknesses and thus I am able to manage my emotions and frustrations as well as to recognise the value of my colleagues ideas, opinions and challenges. I am an effective listener and always try to understand and listen to colleagues' objections.”


#### Negative Sample Answer

“ I often get frustrated when other members of my team struggle to keep up. I get overly emotional and do not handle frustration, stress or anger well. I struggle to communicate and often engage in conversations that are off-putting to others and am too controlling. Therefore, I often get distracted and do not take others' points into account.”

_____

Writing a self-evaluation can be tricky. To some, it can be difficult to recognize the areas of improvement while others struggle not to be overly critical. The most fundamental thing is [be refelctive](https://www.peoplegoal.com/blog/how-self-leadership-can-drive-innovation-in-your-organization), and to take a step back. Be objective. Highlight your achievements without bribing or giving yourself too little credit and also identify areas of improvement and how they can be reached.


These self-evaluation sample answers will help you to keep the management informed of your work progress and to encourage your personal development.

Employee Self-evaluation Sample Answers for Key Soft Skills

self-evaluation-sample-answers-peoplegoal

Self-evaluation is often part of an annual performance appraisal, to keep the management informed of your work progress and to help your personal development.

## Dealing with Coronavirus in the Workplace

As concerns over coronavirus continue to grow, there are a few key issues for employers to consider when dealing with coronavirus in the workplace. Coronavirus originated in Wuhan, China and has since been confirmed to have spread to over 20 countries worldwide. It is of the SARS syndrome and is a viral, respiratory illness. Symptoms present themselves as a cough, high temperature and shortness of breath.

__Professional health guidelines__ recommend:

- Cover your mouth and nose with a tissue or sleeve when you cough or sneeze.
- Wash hands with soap and water, or use hand sanitizer if not available.
- Place used tissues immediately in the bin.
- Do not come into contact with your mouth, nose or eyes if your hands are not clean.
- If you have been to China, Thailand, Malaysia, Korea Republic, Singapore, Taiwan or Japan in the last 14 days, see the recommendations on this [page](https://www.nhs.uk/conditions/coronavirus-covid-19/).

---

## Recommendations

These recommendations are relatively general as you would expect. But what are the recommendations for dealing with coronavirus concerns in the workplace?

![how to deal with coronavirus in the workplace](//images.ctfassets.net/6g4s9n00xmsl/4dg49SlVtVcrfJJ07HX5vu/422c847e973021ffc421e8563705d9ee/how_to_deal_with_corona_virus_in_the_workplace.png)

1. A recommendation that is very easy to research and to implement is **educating employees** on the signs, symptoms, and precautions that can minimize the risk of the coronavirus. Recent updates suggest that symptoms appear within two days to two weeks.
 
2. Think about providing **hand sanitizer, facial tissues and handwashing stations**. Put posters up in bathrooms, informing employees of the need to wash hands in soap and water.
 
3. **Business travel restrictions - People going, people coming, people returning.** Let’s begin with people who are returning from China or surrounding danger areas. Employers could ask people who have recently returned to work from home or place them on paid leave to ensure the virus does not enter the workplace. This approach should take into account the recency of travel and specific areas traveled to. Employers should be sensitive to employee’s concerns and try and accommodate them. With respect to people who may be going to China, some employers have placed a ban on people traveling to China, or at the very least they need senior management approval. Employers should look at alternative ways of manae=ging work abroad, i.e. video conferencing. Employers should consider whether travel restrictions are appropriate and how to approach international business relationships. Employers may wish to insist that employees do not take personal travel to affected areas, but imposing restrictions should be carefully considered.

4. Allowing **sick employees** to work from home or take leave as appropriate. Similar to the point above, allowing employees who feel unwell, particularly if they are experiencing respiratory symptoms should be considered. Alternatively, employees could take sick leave.

6. **Employees refusing to attend work?** A situation which is odd, but may arise. What if an employee decides to refuse to come to work? Employers should assess a number of metrics, the current risk of the virus, staffing requirements and organizational needs. Employers may be able to accommodate for [remote working](https://www.peoplegoal.com/blog/work-life-balance-in-2020) or holiday release. However, employers should be wary of the fact that the employees may need to come into work, and that they withhold the right to require attendance. If you allow remote working, you should be allowed to reserve notice of remote work. Refusing to come to work should be handled carefully.

7. **Potential Discrimination**. A rather nasty and unfortunate trend that may arise in light of the coronavirus is potential discrimination. If this arises it needs to be dealt with swiftly and appropriately. Employers should be aware of indirect and direct racial discrimination. There have been recent reports of racial abuse aimed at British Chinese people in connection with the coronavirus outbreak. Employers must make sure to have clear [discriminatory and harassment policies](https://www.peoplegoal.com/resources/policies/diversity-and-inclusion-policy), they should have regular diversity workshops and their managers should be well trained to identify and prevent discrimination in the workplace

8. **Update control and hygiene policies**. Constantly review and update your control and hygiene processes and keep staff involved and in the know.

9. **Communication with employees.** An important part of dealing with coronavirus in the workplace is communication with employees. We have prepared some sample email templates that you can use to notify employees:

**Working From Home or Feeling Unwell Email**

To our employees,

In the wake of the recent coronavirus outbreak, we are trying to become particularly sensitive about workplace hygiene. Alongside inputting handwashing stations and placing educational posters out, we are recommending that employees that are feeling unwell choose to work remotely or take sick leave.

Many thanks,

(Employer)

_____

**Travel Ban Email**

To our employees,

In light of the recent coronavirus outbreak, we are in the process of reviewing our travel regulations. We have recommended that all professional work arrangements abroad to certain danger zones are to be restricted. We are currently working on ways to work with our partners abroad. We also recommend that any personal travel arrangements to danger areas be reviewed. If you are due to travel abroad soon, please let your manager know.

Many thanks,

(Employer)


---

With growing concerns over the coronavirus, it is important to implement some recommendations. Consider whether the recommedations are appropriate and if they are needed in your workplace.


With growing media concern around the coronavirus we ask, how can we deal with the coronavirus in the workplace?

What is the coronavirus? What are the symptoms and how do you deal with coronavirus in the workplace?

How to Deal with Coronavirus in the Workplace

coronavirus in the workplace

How to Respond to the Coronavirus in the Workplace

Dealing with Coronavirus in the Workplace

## What is an employee survey?

[Employee surveys](https://www.peoplegoal.com/blog/engagement-surveys-done-right) are tools used by organization leaders and senior staff to measure, gain feedback and discover areas for improvement on a range of organizational faculties. These include [employee engagement](https://www.peoplegoal.com/guides/employee-engagement), performance, morale and job satisfaction. Typically, the surveys are answered anonymously and collated to form meta-data. Surveys are considered effective due to their ease of use and easily analyzable data. If effectively administered that is.


---

## 15 Tips to Run an Effective Employee Survey

![tips to run an effective employee survey](//images.ctfassets.net/6g4s9n00xmsl/2ULaFfL6nwKJAna8AZrNoe/f77ec1271f7547b1adf49c3d1d403c73/tips_to_run_an_effective_employee_survey.png)


### 1. Measure your baseline

Find your baseline for what you are measuring. Where are you at the moment? By creating a baseline it makes is so much easier to track your progress. Finding your baseline will help you, to see which areas you have significantly developed, and areas that haven’t been improved as much as you would have hoped.

### 2. Spread the word

Communicate that you have a survey coming up and everyone should complete it. The classic approach is to send a few company-wide emails. If you don’t find that this is effective, maybe try posters, newsletters, table toppers, intranet, gif messages - or slightly more entertaining messages than your classic ones. Use internal communications as your friend to spread the word better.

### 3. Get leadership on-board

It’s rich to expect your employees to complete your survey if your senior leaders aren’t going to bother. What kind of message does that send out? In fact, go a step further. Get your leaders to promote the survey and explain to employees why it is important.

### 4. Communicate benefits

Why will it improve the life of your employees? Explain it to them. Show them how their responses will translate into real benefits for them and for the organization as a whole. Market the benefits of your survey to get more people to complete it.


### 5. Communicate employee confidentiality

Perhaps a somewhat overlooked tip. It is important that you convey a message of anonymity to your employees in order to achieve the level of honesty in responses which will help you to uncover areas for development.

### 6. Write questions in the correct tone and language

How do you normally speak to your employees? How do you normally speak to anyone? Use a tone and language which you would normally do. Don’t start using grandiose terms just because it’s written down. It makes it unnecessarily complex and will turn your employees off completing their surveys.

### 7. Use relevant questions

A similar point to the last one. Use questions that are worth asking and will actually lead to real benefits. Asking questions that are not relevant will just turn employees off AGAIN.

### 8. Avoid loaded questions

Do not use loaded questions. Yes, it is always tempting to try and sway your employee’s opinions to influence your results in your favor. But this is dangerous. Not only does this paper over cracks, but it can also be detrimental if a serious issue is being masked. You need to find out areas of improvement.

### 9. Accessibility

Use a method that is accessible to as many employees as possible. Paper, email, or online tools. I would suggest trying out a survey monkey to get the biggest scope, and it is super easy to use.

### 10. Consider the flow of questions

Here there is no perfect answer. It is up to you how you choose the flow of your questions. The two main methods are randomized question grouping, which will slow the response time of questions but will get your employee to read the question properly. However, it may begin to frustrate the employee and may end up in incomplete survey responses or untrue answers - as employees just try and get to the end of the survey. Alternatively, you could use grouping techniques, so that questions that are about the same topic are grouped together. Easier for employees to complete, but is more likely to lead to boredom.

### 11. Consider the different types of questions to use

As we have said before, don’t use loaded questions and consider the flow. Think about the scope of areas you want to look at, and how in-depth you want to look.

### 12. Each question should serve a purpose

Questions shouldn’t be aimless, and you should choose questions because you know they can give you the information which you need. If you want a bit of help choosing questions, we’ve got a few [tips](https://www.peoplegoal.com/blog/employee-engagement-survey-key-questions) for you.

### 13. Communicate results

Let employees know the results of their survey. Keep them involved in the process from start to finish. 

### 14. Have a post-survey process in place

Be systematic. Be strategic. Make sure you have processes in place so you can translate the results of your survey into real action. To increase effectiveness, create a timeline of when certain actions will take place. Develop the plan, and communicate it to your employees throughout the process.

### 15. Take action

Take action. Its all good and well doing the survey, but if you get your results and don’t do anything its pointless. Your employees know this and it will have detrimental effects.


---


## Conclusion

So there we have our tips for you to use. What do you think, and what tips did we miss? Surveys can be really easy to use and have real benefits when implemented effectively. Boost their effectiveness by using these simple tips.


Surveys can be really easy to use and have real benefits when implemented effectively. Boost their effectiveness by using these simple tips.

Surveys can be easy to use and have real benefits when used appropriately. Make your employee survey as effective as possible by implementing these simple tips.

Tips to make your employee survey as effective as possible

effective employee survey

What is an employee survey and how do I make the most effective one possible?

15 Tips to Run an Effective Employee Survey

## What is employee empowerment?

__Employee empowerment__ means __giving employees a degree of autonomy, responsibility, and freedom__. It is a management strategy that aims to ‘hand over the reins’ to employees, giving them authority over decision making and how they achieve their goals. It means giving them control and responsibility to manage their roles, set their objectives and be the decision-maker over their tasks, deadlines, and priorities. It is essentially, the opposite of [micro-management](https://www.peoplegoal.com/blog/5-employee-engagement-tactics-for-2018).

![9 ways to encourage employee empowerment](//images.ctfassets.net/6g4s9n00xmsl/asPErgu1EHvXCkJS1Tmlj/2f6b97d2ea1dfc6d9c54cb1158ebdc0d/9_ways_to_encourage_employee_empowerment.png)

____

## 9 Ways to Encourage Employee Empowerment


### 1. Provide Opportunities for Upward Mobility

Employees who see no opportunities to improve and go further in their career, won’t be your employees for very long. Providing opportunities for upward mobility and employee empowerment go hand in hand. Employee empowerment helps to develop a range of skills including leadership and management. While going further in your career demands such skills.

_____

### 2. Delegate More Than Just Work

Make sure to delegate work. How can employees develop and feel empowered without getting greater responsibilities? Delegate with the remit of growing, developing and empowering your employees.

_____

### 3. Constructive Feedback Along the Way

As we will get on too soon, mistakes will happen as you teeth into your employee empowerment process. What is important is that you offer good [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) during the process. This means when employees do something wrong, and when they can do improve in certain areas. Instead of bluntly telling someone where they went wrong, or praising them when they do something right, be specific about the actions which you base your reasoning on. Be specific about where they need to improve and how.

_____

### 4. Recognition for Success and Effort

There are a plethora of [reasons](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) why you should provide recognition and appreciation. Showing recognition to your employees for their hard work and for their successes. Your recognition provides motivation to them and will encourage them to take action, embrace decision making and engender creativity and persistence.

_____

### 5. Provide Time

This one can be tough at times, especially if you are managing a lot of people. You can’t always give your employees as much time as you would like or as they would like. You can give them time though. Don’t forget it. And they will need it, especially at the start of their employee empowerment journey.

Another important point with regard to time is that you need to give your employees time to make empowerment work. Time to figure it out, time to try out new methods and strategies.

____

### 6. Forgive Mistakes

Giving employees a greater degree of autonomy is bound to lead to mistakes. But then again, if you aren’t making mistakes, then you’re not challenging yourself, your team and your organization. However, make sure that everyone knows the differences between an unacceptable versus an acceptable mistake.

____

### 7. Encourage Communication

Do not make the mistake of assuming that employee empowerment means that communication is now the employee’s problem, and not yours. Instead, what it means is that communication is now more two-way than before. Establishing better [communication channels](https://www.peoplegoal.com/blog/how-to-improve-internal-communication) will make the empowerment process a lot easier.

_____

### 8. Keep Accountability Clear

Making sure that employees know that their decision making is their own. They are accountable. This may seem like a bit of a paradox, but it actually works. Hear me out. By giving accountability for their own work, it means that employees have genuine ownership over their work. Giving them autonomy and responsibility - key ingredients of employee empowerment.

Employee empowerment is a powerful tool to improve employees’ skill set, leadership and management abilities as well as decision-making. The increased scope of responsibility and autonomy means that employees will feel more motivated, more appreciated, more engaged and feel like they are developing.

____

### 9. Provide Opportunities to Teach Flexibility and Creative Thinking

Although employee empowerment will engender flexibility and creative thinking, it is important to provide employees with opportunities to develop these skills. It will make the process of empowerment easier and more effective. With regards to flexibility, allow the employee certain benefits, flexible working or remote working for example. With respect to creative thinking, although doing a task the same way is a sure-fire way of getting things done, encourage the employee to think of new and innovative ways or strategies to integrate into their work.


What is employee empowerment and how do you go about devising a great strategy for achieving it?

What is employee empowerment? Here are some top tips to help you develop a great employee engagement strategy.

What is employee empowerment and how you should go about achieving it?

Employee Empowerment

Top tips to achieve employee empowerment at your organization

Employee Empowerment: 9 Ways to Make it Happen

Have you thought about hiring a career or life coach? Perhaps you wonder if hiring a career counselor is worth the time and expense. You may wonder if someone who has never met you before can offer sound advice on how to advance your career. 

Here are some ways your life coach or career counselor can help you.

![benefits of having a life coach](//images.ctfassets.net/6g4s9n00xmsl/5dy7AIf99hrcHX1gW3tirg/20e0a3a68646654cd2517ab99b86128f/benefits_of_having_a_life_coach.png)

____

## Good Counselors See Right Through You

A career counselor may assist you in realizing that you have chosen the wrong job.

Perhaps you are in the wrong profession. Maybe you studied a particular subject in college for the wrong reasons. Perhaps you went into a job because of your family’s involvement in the industry. It could be that you went into a field, enjoyed it for many years, and now realize that your career needs have changed. A lot of people tend to feel this way, in fact, most people [change their careers 5-7 times](https://careers-advice-online.com/career-change-statistics.html). A counselor will help you determine this by taking in a number of factors like going into upper management positions, whether you take initiative in your job, and most importantly, whether you feel challenged. 

A good counselor will be able to ask the right questions to determine if your chosen field is right for you based on your reasons for entering the profession.

_____

## A career counselor can help you analyze your skills to find the right job

We are happiest when we are well-suited to our careers. Your career counselor should help you analyze your strengths and weaknesses to determine what job is the best for you.

A career counselor may have you take placement tests to determine what fields are right for you. The problem with career placement tests is that some people don’t have an accurate view of their strengths or weaknesses. Or they may take the tests desirous of a particular outcome and answer the questions dishonestly. 

_____

## A good career counselor looks at the whole picture

Besides looking at the results of placement tests, he or she should get to know you. A career counselor should ask you about your motives for your career choice. He or she may be able to determine whether your personality is conducive to particular fields or not. 

Keep in mind that the [career counselor](https://www.forbes.com/sites/nextavenue/2018/10/03/3-reasons-to-hire-a-career-coach/#67863ccc39d2) may give you the news that you don’t want to hear. He or she is not in the business of being a cheerleader or offering platitudes that “you can do anything.” If you struggled to pass basic math and science classes, you aren’t going to be an engineer.

_____

## A career counselor should be a resource to help you find training and educational opportunities in your chosen field

Once you have determined a field that you would like to explore, your career counselor should assist you with this part of your journey. That means that your counselor should be knowledgeable about local or online programs that offer training or education in particular careers. 

This professional should be resourceful. If you want to job shadow an occupational therapist, he or she should have resources to make that happen. If you want to know where you can receive training to become a motorcycle repair person, he or she should be able to direct you to training programs in your area. If you had a negative experience at your last job, your counselor should be able to direct you on [when you need to hire a worker’s compensation lawyers](https://www.krasnolaw.com/blog/when-to-hire-workers-comp-lawyer) or not. This person should be an expert on all aspects of “work.”

_____

## A good career counselor should help you with writing or editing your resume

Once you have chosen a career and been trained in your industry, your career counselor should help you in writing your [resume](https://www.indeed.com/career-advice/resumes-cover-letters/10-resume-writing-tips). Whether or not writing is your strong suit, it is imperative that you have several other qualified people look at your resume before submitting it to potential employers. Your career counselor should have the skills to offer valuable resume-writing advice.

_____

## A career counselor should be able to help you with your interview or presentation skills

Unfortunately, some of the best people don’t get the jobs that they applied for because they struggle with [interviewing](https://www.inc.com/suzanne-lucas/10-interview-skills-you-need-to-get-hired-and-how-to-improve-at-them.html). Some candidates get so stressed that they crumble when answering even the easiest questions.

Your counselor should assist you with this process. He or she should help you practice your answers to common interview questions.

If you need health advice, you consult with a doctor. When you need legal help, you find an attorney. Why would you leave such an important aspect of your life to chance? Why wouldn’t you spend a few bucks to get advice on how to have a productive, rewarding professional experience?

Consult with a life coach or career counselor today.

Explore five ways career coaches can empower their clients for a better career path. 

6 Ways Career Coaches Can Ensure Better Career Experiences 

career coach

Customer-centric businesses pride themselves on the care, attention, and satisfaction they provide their customers with, at every touchpoint and with every interaction. 

This is a noble goal for every single brand, and if you indeed manage to build a bond based on trust and meeting customer expectations, you’ve come a long way in your industry, whatever it may be. What makes a great brand different from a good one, however, is its role as an employer. This is where the relevance of company culture becomes pivotal in the process of developing your brand. __Without a strong culture among your employees, you risk losing the integrity of your entire organization__.

Yes, customer-centric is amazing, but __employee-centric should be a part of your identity__, too. In a way, how you build your brand from within will shape how your employees communicate your brand to your customers, if they are aligned with your values, and if you craft a stable business based on high retention rates. To achieve all of that, __your brand-building process should certainly focus on establishing the right <a href="https://www.techcrackblog.com/2019/02/diversity-training-is-essential-for-company.html" tarhet="blank"> company culture </a>__. Here’s why that matters so greatly, and what you can do to evolve your culture.

## Developing an Exeptional Employer Brand 
![developing an exceptional employer brand](//images.ctfassets.net/6g4s9n00xmsl/1D7M7BySPq7Dxfc12WVJFj/48881aeb74822d50a61380fb7b3186b0/developing_an_exceptional_employer_brand.png)
_____

### Start with your recruitment protocols

Understanding how you choose your employees can make all the difference in how your company culture evolves, and thus how your brand develops over the years. Your employees are your most powerful brand builders, and you need to start thinking of this as part of their roles from the moment you start <a href='https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/09/28/what-it-means-to-hire-for-culture-fit-and-how-to-do-it-right/#7d1dfbec7986' target='blank'>looking for new talent</a> to expand your company. So, naturally, your elimination system, your hiring criteria, and your interview all need to reflect your need for brand ambassadors first and foremost, not just workers to fill a role.

Talk to your potential employees about more than just their skills and experience. Get into what they expect from your office atmosphere, the relationships among employees, what kind of communication they enjoy, and ask them to share examples of successful collaboration or problem-solving in their previous position. This can give you a better insight into their personality in the workplace and how they handle their role in the process of building a culture. 

________

### Build your employer brand

While keeping your focus on the employee is vital, you should also take a closer look in the mirror – to see your brand in its role as an employer. This is that one <a href='https://pactapac.com/' target='blank'> key aspect of brand development </a> that can help you gain a stronger presence and a better foothold in your industry, since your capacity as an employer will define the kind of people you attract and the kind of people that will ultimately build that brand. 

To do just that, you need to define your values and look at your purpose from this new angle, see what you have to offer as an employer, and if that matches your promise as a customer-facing entity. If you can pinpoint the driving force of your business to make your customers happy, you should be able to recognize your purpose as an employer, too.

_____

### Empower collaboration over competition

Yes, there are certain people who thrive on healthy competition, but when your teams don’t know how to help one another, share ideas, and develop them together, you’ll always end up with a house divided – one that cannot stand. Building a positive workplace, one that uses collaboration as the key mindset is more likely to lead to happy employees. In turn, happy teams have the potential to <a href='https://www.fastcompany.com/3048751/happy-employees-are-12-more-productive-at-work' target='blank'> have a 12% increase in productivity</a>, which ultimately leads to a more powerful brand. 

This is certainly one of the key mindset-shifts modern companies need to make in order to reap the rewards of a more inclusive, supportive, transparent company culture. In such environment, where people feel their ideas are encouraged and respected, employees work better, and brands grow stronger.

____

### Strive for less stress for employees

Much like you’d never want or aim to [cause stress](https://fierceinc.com/blog/how-to-keep-stress-from-sabotaging-workplace-culture-and-productivity) in the lives of your customers through your offers, you should definitely do everything in your power to avoid the same in your employees’ lives. After all, they are the ones giving it their best every day for eight hours to expand your presence, sell your offers, and inspire loyalty in your customers. Your brand should do the same for them. Your company culture and your attitude towards your teams will greatly shape their own representation of your business.

How happily do they talk about their role? Do they feel valued and purposeful? Do they understand how they contribute to your business? Are they happy to recommend other people for your jobs? When they talk about your brand, do they truly know how to convey your essence and your purpose? The answer will be affirmative only when your company atmosphere isn’t a source of excessive stress for your teams. It’s time to show them how much they’re vital for your brand for them to truly feel compelled to build it together with you. 

_____

A company culture doesn’t sprout out of thin air, much like your brand reputation or your footprint in your community. To build it, you need to embed your brand with your values, hire based on those values, and build an atmosphere that appreciates people for their contribution every day. This is the only way for the true identity of your business to spread its wings and shine in your industry. Use these bits of advice to guide your own teams through the process of culture creation that will ultimately support and build your entire brand. 

_____

#### AUTHOR BIO

Jacob Wilson is a business consultant, and an organizational psychologist, based in Brisbane. Passionate about marketing, social networks, and business in general. In his spare time, he writes a lot about new business strategies and digital marketing for [Bizzmark](https://bizzmarkblog.com/) blog.



Employer brand is a vital aspect of the transparency and integrity of your business.

How Important Is Company Culture If We Want to Develop a Great Brand?

ladies having a discussion over a computer

Company Culture and Employer Brand

__Keeping your employees motivated is a vital__ aspect of any organization. It __increases productivity, performance, welfare, loyalty, and efficiency__, whilst at the same time __decreasing staff turnover rate__. One of the biggest challenges many leaders face is in motivating their team. Being able to spot a lack of motivation in the workplace can be a difficult task, unless you know what signs to look out for. 

____

## Key Signs of a Lack of Motivation

We’ve gone ahead and compiled a list of key indicators for you to look out for in your workspace:

![key signs of a lack of motivation](//images.ctfassets.net/6g4s9n00xmsl/1Xvp4HyhE86XGG0civJbgB/9af41516ea7ee06ea7d719558a577603/key_signs_of_a_lack_of_motivation.png)

### 1. Employees being reactive, not proactive

When people are unmotivated, they often feel like they lack control of the world around them, to them it may feel, as if no matter what they do, they struggle to make progress. Therefore, they tend to be reactive about situations, instead of being proactive, and taking preventative measures to avoid certain situations arising.

This can commonly occur in teams that are failing to work well together. Team members learn that it’s almost impossible to stop problems occurring, so they simply wait until thy happen before acting.

A solution to this issue is to clarify roles and responsibilities to your team members and delegate tasks, enabling them to focus on the objective in a proactive way.

### 2. An employee is not pitching in

Motivated people speak up when they have an idea, or a question. They are eager to pitch in or learn. They are willing to solve problems and own up when they are wrong. This is because they care about fulfilling their potential to the maximum and they want to contribute to the success of the team.

However, when there is low motivation, you’ll see a drop off in communication. Or the communication will just be one way, as in team members will follow orders instead of trying to have an influence on the task to have the optimum outcome. One solution to this is to ask your team for feedback, ask them directly for input into tasks, give them some decision-making powers so that they have to communicate and contribute.

### 3. Poor body language

Body language is a great indicator of an individuals state of mind, if you know how to read and judge it. However, you have to be careful here, just because someone has their arms crossed, this doesn’t guarantee that they are guarded, they may just be super chilly. None the less, people who are crossing their arms and legs may be subconsciously comforting themselves. This may be a sign of low motivation, couple this with being unwilling to pitch in, and you have an individual that needs some attention.

Furthermore, actions such as eye rolling, shoulder shrugging and producing big sighs are all signs of being demotivated. It’s better to confront these actions head on and to drill down on the problem when it arises instead of letting these feelings fester. Find out what is determining these body language signs of demotivation and take actionable steps to prevent them from reoccurring.

### 4. Clock watching

Team members that are consistently checking the time, clocking off at the earliest opportunity, and spending 30 minutes in the toilet may just be very demotivated. Whist it’s true that work never ends and there is always more to do, some tasks have more urgency than others. If people are dropping their work immediately at the end of the regular work day, it generally means they aren’t too invested in their work. Ideally team members will work harder or longer to finish an important task when it is needed. At the times when there is no impending deadline, this is when people can relax and potentially leave early to make up for the extra time they spent the week before. Nonetheless, one way to motivate individuals is to value their time, if they are working hard and hitting their daily goals with time to spare, perhaps let them leave early from time to time, or find an alternative way to reward them.

_____

With all this in mind, its obvious that the question of how to spot a lack of motivation in the workplace is a key aspect of leading a team. __Keeping your team motivated is vital to succeeding in reaching your goals and retaining staff__.

How to spot a lack of motivation in the workplace is a question all leaders should be asking themselves. And we've got the answers for you.

How to Spot a Lack of Motivation in the Workplace

lack of motivation

__Succession planning is all about future-proofing your business. You need to identify and develop your internal talent to fill both the existing critical roles in your company and the new roles that will be required as you grow. However, effective succession planning is one of those  areas that everybody knows is important but which very few organizations actually implement. Partly because as a growing business it's hard to engage committed and driven leaders to consider their replacements, and partly because the succession planning process can feel far more complicated than it really is.__

With a good succession planning template in place that simply assesses a few key development areas, you can easily run regular succession evaluations to ensure you're on track with developing your top talent and planning for the future of your business. Addressing this in a__ data-driven but empathetic__ way should include both the current position holder and the internal candidates for succession that will help to create an objective plan for the future of your business.

<a href='https://docs.google.com/spreadsheets/d/1IB3qDLci0GSXNPOSvnlGfOOG5-uYsJmPKL7w4QRL07M/copy'>Download the Succession Planning Template in Google Sheets and Excel here.</a>

![Succession Planning Template](//images.ctfassets.net/6g4s9n00xmsl/29T4Yz16VjhKEQ6fJYLQn4/d5f7ce4a9213f85781fb43c2a2201b80/succession_planning_template_peoplegoal.png)

*This template is designed to help you identify and assess high-potential employees in order to fill important leadership roles in the future. You'll need to find the key competencies required for each business-critical role, and analyze both the performance and potential of the nominated candidates for each role. Once you're done, you should create action plans for your internal talent to develop their skills.*

---

## Why should you create a succession planning template?

A detailed study by Deloitte found that ["while 86 percent of leaders believe leadership succession planning is an “urgent” or “important” priority, only 14 percent believe they do it well."](https://www2.deloitte.com/us/en/insights/topics/leadership/effective-leadership-succession-planning.html)

If a critical role in your company is vacated, you need to be prepared. __Keeping your business running in the face of unforeseen challenges__ is the most important reason, but succession planning is also about __identifying company-wide skills shortages__ that could be holding back overall organizational growth.

In preparing for the future of your company it's far more beneficial to __identify and develop your internal talent__ than to constantly bring in outside hires — which is an expensive process, not to mention the time it takes for a new starter to find their feet in a fast moving company. Succession planning is about finding employees with high potential who, with the right coaching, could be perfect for leadership roles in 1, 3 or 5 years.

---

## The benefits of succession planning

- __Talent retention__: engaging your top performers with a plan for their future at your organization, and offering the training and development they need to build their knowledge, experience and leadership skills, means they're less likely to get snapped up by other businesses who recognize their potential.
- __Future-proofed business__: ensuring that you're filling current and future vacancies with the right people in the right role, and that you're prepared for unexpected losses of leadership.
- __Skills gaps are filled__: developing your internal talent builds critical organizational skills and keeps that expertise in-house.
- __A more diverse leadership group__: being data-driven about your succession planning means you're likely to identify leadership candidates who you may not have considered by relying just on "gut feel" or those who've been with the company the longest.
- __Stronger company culture__: you've got more leverage to build a leadership team of engaged, motivated employees who know your ways of working and embody the company culture.
- __Greater organizational stability__: you're better prepared for an emergency situation which fosters confidence in your company's ability to weather unexpected changes.

![Benefits of succession planning](//images.ctfassets.net/6g4s9n00xmsl/3u4VChuxMoJmEwSsuRbq5z/bd7474e005bab4b0637da2a29cad3558/Benefits_of_succession_planning.png)

---

## The succession planning process

There are three stages to succession planning:

1. Identify the __business-critical roles__ that you'll need to replace in the future, or fill as your business grows.
2. Assess employees on their __competencies and skills__, their performance and their potential.
3. __Coach and develop__ high-potential employees to fill the business-critical roles in 1, 3 or 5 years.

### 1. Identify business-critical roles

Make a list of the key positions that are critical for your business to operate effectively. It's a good exercise to engage your senior leadership team in this process, and to tie succession planning into the overall strategic organizational planning. Define where you want your company to go in the future and what roles will drive this growth.

For each business-critical role, define the [skills and competencies required to thrive in this position](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020). This will become the basis for your talent assessment and the development areas to train individuals in to take over this role.


### 2. Assess employees' competencies and skills

As part of your continuous performance management process, you should be regularly assessing all employees' skills, demonstration of competencies and overall performance through __360-degree feedback, employee/manager one to one meetings and performance reviews__. For your succession planning process, you'll also need to __evaluate their potential__ in the key competency areas of your business-critical roles.

> "We found few organizations that were combining a disciplined, data-driven process with a user-friendly, people-centric approach that adequately engages stakeholders. Many organizations can still default to subjective or political succession decisions based on factors such as likability, sponsorship, or tenure." - Deloitte Insights
>

The easiest way to do this is by using ratings (typically 1-3, but 1-5 is also effective). For each competency, rate every employee on their performance of the competency as well as their future potential in this area. Feed these into an overall __performance vs. potential score__, and plot the full organization along a 9-box (or 25-box!) chart. You can create charts for each business-critical role, and use totals for one overall organizational chart. The 9-box assessment is typically done by senior leadership in partnership with Human Resources, but a powerful extra step is to build potential assessments in to your [360-degree feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback).

*PeopleGoal's 360 degree feedback grid gathers ratings for employees' performance and potential from a wide range of participants - colleagues, supervisors, leadership and clients - and automatically plots your employees on the chart to easily identify high potential candidates based on a holistic view of their performance.*

![peoplegoal feedback grid report](//images.ctfassets.net/6g4s9n00xmsl/4QJ14gUeTvAsIvJvGbvP9U/d059d8f46c66c1d2365a7cb2845e09df/peoplegoal_feedback_grid_report.png)

Asking for evaluations from not just line managers delivers a less biased, __more holistic evaluation__ of potential leadership candidates that takes into account their ability to collaborate across business areas. The outcome of the 9-box exercise is that employees in the top-right are your __high potential leadership candidates__. Map out how their current skills match up to the business-critical roles, and draw out the areas for development they need to be ready to fill a role. Indicate the time-frame for succession, and whether they'll be ready to move up - generally immediately, in 1-2 or 3-5 years' time.

### 3. Develop your high-potential talent

Each potential candidate should now create a [development plan](https://www.peoplegoal.com/blog/development-plan) to get the [training and coaching](https://www.peoplegoal.com/blog/positive-psychology-for-coaching) to build their skills and experience for progression. It's important to involve the employees themselves in this process, to discuss the future they see for themselves in your organization and to develop [innovative self-leaders](https://www.peoplegoal.com/blog/how-self-leadership-can-drive-innovation-in-your-organization).

For candidates on a longer development timeline, you should also __consider lateral moves__ within the business to broaden employees' skillset and give them more exposure to other areas of operation. This is especially important for employees who may be ready for promotion immediately, but no position is available. You need to recognise their leadership potential and keep them engaged to ensure they're not poached by other companies.

---

The process of succession planning can seem daunting at first, but really it's just taking a data-driven approach to employee assessment that feeds into many other areas of talent management: monitoring performance, boosting employee engagement and planning for the future. A simple succession planning template will give you a place to start with these evaluations and make sure you're prepared for any change to your organization when it happens.

Creating a succession planning template will help you to identify the business critical roles in your organization and train employees to fill those roles, future-proofing your company and driving employee engagement through professional development.

Creating a succession planning template will help you to identify the business critical roles in your organization and future proof your company.

How to Create a Succession Planning Template

How to create a succession planning template PeopleGoal

Succession Planning Template

## What is work-life integration? 

I hear you say; It’s the perspective of unifying your personal and work life in a way that complements both areas instead of desperately and ineffectively separating them. With our growing reliance on our digital devices, creating a strict division between your home and work life is becoming increasingly difficult. Therefore, one effective approach is to unify them instead of having them compete against one another.

One practice becoming increasingly common, is having the opportunity to bring your dog to work. This is a great example of contributing to a better work-life integration.

There are __multiple benefits__ to a __work-life integration__, for instance, your mood can be negatively affected if you are to separate your work and home time so savagely in some cases such as having to work overtime. Therefore, integrating the time is more realistic. Moreover, having this fresh outlook on your work can reduce the mundanity of your work, by creating a more flexible environment. And finally, it’s a great way to prioritise effectively. __By mixing up your personal and business duties, you’ll be able to manage your tasks in a way that suits your needs instead of being time restricted__.

_____

## Work-Life Integration Tips

If this sounds like something you would be interested in, there are a couple of things you can do to undertake a work-life integration:

![work life integration tips peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/44jYkZf15qdMt5jcfGUbPt/61da953338193ae9d2f99ebb73342d49/work_life_integration_tips_peoplegoal.png)


### Flexible working hours

You should check to see what flexi time policies your employer has in place. If they don’t, you can always put a case together and ask your manager to consider flexible working hours.

____

### Schedule your time

Making a schedule combining your work and home life duties in accordance to your body clock rather than your office hours will allow you to utilise the time that you feel more productive for the important tasks whatever they may be. And whenever you feel burnt out, you can allow yourself to recharge instead of feeling guilty for taking time out during office hours.

____

### Requirements

What are your requirements? This is something you’ll need to ask yourself before organising your time. Not everyone has the same routine, so choose what you need to prioritise and when you need to get tasks done by.

____

### Coordination

You’ll need to coordinate your plans with those they will involve, that may be both your colleagues and your family. You’ll beed to arrange your time in conjunction with theirs whether it be doing the school run, or spending afternoons with them if you are looking to work in the evening.

____

### Productivity over hours

If you are integrating your time, it may be easy to associate the time you spend on business related tasks with the measure of your contribution. However, this will not always be the case. Instead focus on the value you create, and if you manage to get a task done before the deadline you set, reward yourself with some personal time, or crack on with more work if you so wish. If you are a leader, you might want to look into introducing [4-day-work-week](https://www.peoplegoal.com/blog/work-4-days-a-week-the-advantages-and-disadvantages) to your company to create a unique culture.

____

### Boundaries

Although work-life integration is usually a great way to fulfil your personal and career goals simultaneously, there is room to go wrong. Therefore, you will need to set some boundaries. It is hard to merge both areas of your life fully so keep an eye on your welfare and the balance that you are taking control of. Do what is right for you, and what makes you the happiest.

The work-life integration is a progressive concept becoming an increasingly common concept used within SME's but what is it and how can you make it work?

Work-Life Integration and How to Make it Work

work life integration peoplegoal

Our __public roadmap is available here__:

[PeopleGoal Product Roadmap (Notion)](https://www.notion.so/evermind/94701324b0d1486396e5d266177e6665?v=3b7eb87e97264a62b878767cf83df1fb "PeopleGoal Product Roadmap (Notion)")

[![peoplegoal product roadmap](//images.ctfassets.net/6g4s9n00xmsl/cWFs7EiKVvspN3DNRtcYP/f6b448fc70fcc3f46875e8edbb7ff401/peoplegoal_product_roadmap.PNG)](https://www.notion.so/evermind/94701324b0d1486396e5d266177e6665?v=3b7eb87e97264a62b878767cf83df1fb "PeopleGoal Product Roadmap")

This is maintained on a monthly basis. Feature requests from customers and team members are reviewed in our product meetings. Approved feature requests are added to the product roadmap in the document above. If you have any questions please reach out to the team at contact@peoplegoal.com.


This is the public product roadmap for PeopleGoal v2. It contains the upcoming and completed features.

PeopleGoal Product Roadmap

Public product roadmap of PeopleGoal reviewed on a monthly basis


product roadmap peoplegoal

What's coming up next for PeopleGoal?

PeopleGoal Public Product Roadmap

## What is people strategy?

For a business to keep developing, growing and improving performance they need to optimize their workforce. This means creating and properly implementing an effective people strategy. Aligning your business goals, and outcomes with an effective people strategy is often overlooked. Organizations often think that their employees should automatically align themselves to business goals. Their needs to be structure and strategy in place, detailing how people help to achieve and deliver business objectives.

A people strategy and an HR strategy are different things. __HR strategy__ is an __organizational plan for human capital to align it to an organization’s activities__. Its sets direction for key HR areas including compensation and pay, development, performance, onboarding and recruitment. __A people strategy__ outlines the __company’s relationship with and approach to their employees__. It outlines how the organization plans to utilize its employees to achieve its objectives. People strategies need to be flexible in order to change as the business develops and challenges arise. An effective people strategy is an essential part of the strategic business planning process, allowing organizations to plan and meet their workforce needs as well as your HR strategy.

____

## Why do you want a people strategy?

There are a number of reasons why is it important to have an effective people strategy. It will best utilize your most important asset – your people and will get the most out of them. An effective people strategy will support business aims and objectives. It will also ensure that your internal capability fits with your overall business aims. Finally, it puts HR and more importantly people, at the centre of your business. Making them an integral part of the organizations vision.

____

## How to create an effective people strategy in 2020

![effective people strategy in 2020](//images.ctfassets.net/6g4s9n00xmsl/7u7Yvwz4PO2aPZtxZ0oMpV/b8b92f776b568ca77d7623889263049c/EFFECTIVE_PEOPLE_STRATEGY_IN_2020.png)

### Horizon Scanning
Horizon scanning is a future orientated methodology. It is the practice of monitoring and tracking changes in the business environment which may have an impact on the individual business. Understanding, monitoring and even predicting change in the business environment is imperative to managing risk.

### Recognize Key Components 
What do you believe is key to make an effective people strategy in your organization? It’s not a one size fits all policy. One organization’s people strategy won’t automatically translate to another. What is important to your organization when devising a people strategy for 2020?

### Establishing Priorities 
Establishing what the business objectives for the upcoming period and longer term is important. Establishing what your people strategy look s like is also very important. One does not supersede another, and both must be considered as highly important. It is helpful to consider and establish priorities alongside these metrics: objectives, resources and timeframe. What do we want to look like in X months/years? What do we need to get there? / Do we have the capabilities? How long do we have to achieve this? 

### Monitor Progress

It’s not going to be set the strategy and let fate take its course. Instead, devise your people strategy, set it in motion and keep checking the progress. Are things going as planned? If not, identify the issue and address it. Continuous monitoring, reviewing and if necessary, revising strategy is an important and necessary element.

### Create an Accessible Document for Reference

Present a final strategy document or policy in an accessible and employee-friendly manner.

What is an effective people strategy? Why is it important? Why is 2020 the year you implement one?

What is an effective people strategy? Why is it important? And how can we help you create an effective people strategy in 2020?

How can you create an effective people strategy in 2020?

How to create an effective people strategy in 2020?

What is a people strategy and what can you do to create an effective one?

How to create an effective people strategy in 2020

# **What is job enrichment?**

Job enrichment is a well-researched and effective method of motivating employees. The strategy is to motivate employees by giving them tasks which are interesting and challenging, and as such require more skill. Put simply, it is making someone’s role or job more interesting for them by enhancing the tasks which make up their role – ‘enriching the role’. It is thought that through enrichment, an individual will find their role more engaging, rewarding and interesting.

Job enrichment as a managerial strategy includes a three-step process. Let’s go through it.

### 1. Translate employee effort into improved performance.


- Aligning employees with the company’s vision. Ensure that objectives are understood and defined.
- Provide necessary resources and tools for employees to give them the best opportunity to perform.
- Open [communication](https://open.spotify.com/track/14vzYz2XfzubnSwG8B3lgu?si=sJOHNUI4Sni20BYRdOCS7A)
- Providing functional and technical skill improvement opportunities.
- Provide freedom in job roles.
- Provide [recognition](https://www.peoplegoal.com/blog/employee-recognition-quotes) and [appreciation](https://www.peoplegoal.com/blog/employee-appreciation-day-when-is-it).
- Provide job role variety.

<br>

### 2. Connect performance directly to reward.


- Define what ‘reward’ entails.
- Coherent information and explanation of how performance translates into a reward.
- Make sure reward is incremental with performance so that the better the performance, the greater the reward.
- If reward is not given, an explanation is needed.

<br>

### 3. Is the reward wanted?

- Ask the employee.
- Use surveys.


## **The history of job enrichment**

Job enrichment dates back to 1968 and the American psychologist, Frederick Herzberg. He released an article called ‘*[One more time: how do you motivate employees?](https://kyleshulfermba530.weebly.com/uploads/2/3/4/5/23454770/one_more_time_-_how_do_you_motivate_employees.pdf)’.* In it, he advocated enhancing individual jobs to make them more challenging and rewarding. This provided the basis for job enrichment research. Herzberg added to his theory, citing a number of important motivators to make a given job more exciting, challenging and rewarding, subsequently enhancing the job and improving performance. The motivators are:

1. Giving greater freedom.
2. Encouraging participation.
3. Allowing more wiggle room for employees to choose the pace at which they work.
4. Allowing workers to choose the tools they need to work.
5. Allowing employees to choose the method of their working.
6. Providing employees, the opportunity to decide the layout of the office.

<br>

As you can tell job enrichment gives a great deal of freedom to the employee. But with this increase of freedom, comes an increase in individual responsibility. For some workers this will be great, and for others, not so much.

## **Advantages of job enrichment**

Let’s go through some of the advantages of job enrichment. Here are some of the reasons why you might want to try out job enrichment:

**Learn new skills** – With a successful job enrichment strategy in place, the employee is likely to have greater opportunities to learn and develop new skills. The employee will also have a chance to increase knowledge in pre-existing areas of skill.

**Reduce boredom** – As has been discussed, job enrichment enhances the challenges and interest associated with a job role. It then follows that boredom will be negated as the job becomes more enriched.

**Creates a better, more positive workplace** – Job enrichment strategy has a good association with creating a positive work environment. A positive workplace has a bi-directional relationship with engagement and motivation. The more positive a workplace, the more engaged the workforce. The more engaged the workforce, the more positive the workplace.

**Reduces absenteeism** – Why would you not want to come to work if you actually enjoyed it? By making word more interesting and engaging, employees are more likely to come in.

**Boosts motivation and engagement** – By making tasks interesting and challenging, employees will become more engaged with their work. Further as a by-product of creating a more positive workplace, employees will not only enjoy their work, but enjoy being at work with their colleagues!

### **How can you utilise job enrichment to improve employee engagement?**

![How can you utilise job enrichment to improve employee engagement?](//images.ctfassets.net/6g4s9n00xmsl/6bbyVaq9e6xaiO0Q8xHs3e/e616e9ef024d107e6114a47bbc8f22ca/How_can_you_utilise_job_enrichment_to_improve_employee_engagement_.png)

So, we’ve given you the definition, the history and the advantages of job enrichment. When it comes to [employee engagement](https://www.peoplegoal.com/guides/employee-engagement), how can you utilise job enrichment to profit from more employee engagement. Here are some techniques which you might want to implement…

**Education, training and mentoring**

To really grasp all the benefits of job enrichment, you need to offer opportunities for education and training for the employee to take. Employees appreciate the opportunity to widen their skills and you continue training your workforce.

You could also assign a more senior employee to [mentor](https://www.peoplegoal.com/glossary/mentoring) the employee who is going through job enrichment.

**Responsibility and freedom**

It’s been a common theme in this blog, providing more responsibility and freedom via job enrichment. It’s easy to say, but it’s harder to do. Make sure that throughout the job enrichment process, you continue to provide your employees with greater freedom and responsibility. When an employee feels trusted by an organization they gain motivation and feel more engaged.

**Career Development**

Aligning career development with job enrichment is a strategy which will ensure improvements in employee engagement. Although job enrichment should lead to a broadening of skills, aligning career development will boost motivation, engagement and give the employee a sense of purpose at the organization. Have a look at our [employee development plan](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) to generate some ideas.

**Vertical Job Loading**

Vertical job loading is a term coined by Herzberg describing how to enrich a position. To enrich a given position, you have to first determine the changes that will be made. It is also important to determine the timeline of changes. Do not, I repeat do not, make all the changes to a position immediately, this is likely to cause too heavy a workload for an individual. Once you have determined the potential changes, it is recommended to follow these principles to select which changes you will make:

1. Increasing accountability of an individual
2. Giving additional authority to an individual
3. Giving greater transparency to an individual
4. Introducing new and more challenging tasks to an individual
5. Giving an individual specific task to increase skill areas

Is there a way to utilize job enrichment to improve employee engagement? YES. Find out how below...

Is there a way to utilize job enrichment to improve employee engagement? YES. Job enrichment is a great way to build an engaged workforce.

Can job enrichment improve employee engagement at your workplace?

How can you utilize job enrichment to improve employee engagement?

Find out how job enrichment can improve employee engagement below...

There are many human resources professionals that play an integral part in the success of some of the worlds most forthcoming organisations. These HR leaders have learned, developed, and experienced what it takes to nurture and manage employees, from the recruitment side, to employer branding, to employee satisfaction. The vast majority of them are active on social media, dispelling their wisdom to the masses, so we have compiled a list of those gifting us with the most illicit knowledge.

![top HR leaders 2020](//images.ctfassets.net/6g4s9n00xmsl/15w4btkd1mmuCCOPGqh3u8/eafc3a3278b62e1f361d52b0b2a4f76d/top_HR_leaders_2020.png)

____

## 1. [Rob Briner](https://twitter.com/Rob_Briner)

He has previously been listed as one of HR’s most influential thinkers in the United Kingdom. He is currently a professor at Queen Mary University of London, and he produces some informative and by in large alternative insights into People Management. Furthermore, he is renown for his brutally honest opinions, usually backed up by substantial research and evidence.

____

## 2. [Dave Millner (HR Curator)](https://twitter.com/HRCurator) 

His consistent content is hugely useful in keeping you up to date with the latest in human resource. He keeps us all in the loop by posting content that raises awareness around HR, and delivers knowledge that professionals can harness for their own workforce.

____

## 3. [Kris Dunn ](https://twitter.com/kris_dunn)

He is the founder of fistful of talent and HR Capitalist, and has led HR practices in Fortune 500s and venture capital held start-ups. His progressive approach to hiring and people management is highlighted in the content he shares. So if you are looking for alternative ways to improve the motivation and performance of your employee’s, Kris will provide you with some great inspiration.

_____

## 4. [Aliza Licht](https://twitter.com/AlizaLicht)

She is the founder and president of Leave Your Mark LLC and her book: “LEAVE YOUR MARK: Land your dream job. Kill it in your career. Rock Social Media. Has been ranked in the top 10 career development books of all time. Her content is not only extremely funny, but also offers a great insight into career and people management.

_____

## 5. [Lolly Daskal](https://twitter.com/LollyDaskal)

She is the founder of Lead from Within: A successful leadership firm that offers custom made programs in leadership and organizational development. She is dedicated to bringing heart-based leadership to everyone. In particular she provides advice that helps executives and leadership teams reach their full potential through knowledge surrounding cohesive organisational change, strategic planning, and process transformation.

____

## 6. [Laurie Ruettimann](https://twitter.com/lruettimann)

She is a cynical GenXer known for her commonsense style and straightforward approach to issues. Leaders turn to her for the truths that most of them cant say, won’t say, or are afraid to say and still stay employed in a fortune 500 company. If you are looking for the brutal truths of HR sprinkled with some satire, Laurie will provide.

_____

## 7. [Suzanne Lucas ](https://twitter.com/RealEvilHRLady)

Suzannes alterego online is the EvilHRLady. She’s funny and insightful, and offers cracking advice on how individuals can improve their careers, how managers can be better leaders and she also takes time to explain the little things like why your HR department is asking you to declare your race on that application form.

_____

## 8. [Jon Ingham](https://twitter.com/joningham) 

He has often been considered one of the leading individuals when it comes to innovation, technology, and talent management within the human resources space. He is a writer with several pieces of work to his credit. He is also well versed in the digital HR space as a blogger and contributor. He is also known for tips and advice on managing the employee lifecycle.

____

## 9. [Lou Adler](https://twitter.com/LouA)

When it comes to hiring, Lou Adler provides the knowledge you will need to perfect your process. Lou is the CEO and founder of The Adler Group – a consulting and training firm helping companies implement "Win-Win Hiring" programs using his Performance-based Hiring℠ system for finding and hiring exceptional talent. More than 40 thousand recruiters and hiring managers have attended his ground-breaking workshops over the past 20 years.

_____

## 10. [Jessica Merrell](https://twitter.com/jmillermerrell)

She is the founder of workology and the host of its informative podcast. Much of her work focuses on Generation Z and their impact on the workplace. She also Discusses future HR techonologies and diversity.

There are many human resources professionals that play an integral part in the success of some of the world's most forthcoming organizations, here's a list of some to follow online.

There are many HR leaders that play an integral part in the success of some of the world's most forthcoming organizations, here's a list of some to follow.

Top 10 HR Leaders to Follow in 2020

HR leaders to follow in 2020

There are many human resources professionals that play an integral part in the success of some of the worlds most forthcoming organisations, here's a list of some to follow online.

Why is technology now a necessity for HR in your organization? There is a plethora of reasons, but we’ve selected what we think are the __top 9 benefits of technology for your HR department__. Technology for HR must be __flexible and continuously evolving. It must support company-specific growth, but also industry trends__.

____

## 9 Benefits of Technology for your HR Department

![9 Benefits of Technology for your HR Department](//images.ctfassets.net/6g4s9n00xmsl/FycI1hbFoeulWgkXVxzhd/1933b81e1b220eb01cd07f04aea35a4c/9_Benefits_of_Technology_for_your_HR_Department.png)

### 1. Data-entry and duplication errors

If you’re still paper based, human errors are inevitable. Everyone makes them. With technology, these errors are eliminated. It also eliminates cascading errors from occurring, which makes small issues into much larger ones.

____

### 2. Streamlined onboarding

Onboarding can be a difficult task. There’s no getting around it. It is also the first step to a successful employee journey. A good onboarding period will help the employee and the company out no end. A bad one means the journey could end very quickly. Technology means that an onboarding can be completely paperless. Get rid of all that monotonous, time wasting, archaic method. Get the employee started straight away.

____

### 3. Security

In the age of [GDPR](https://www.peoplegoal.com/blog/peoplegoals-commitment-to-gdpr) and stricter regulation, securing employee records and other essential information is of the upmost importance. Whereas some security issues are more IT focused i.e. firewalls, HR issues concern keeping information secure and control accessibility of secure information. Technology will help HR control and secure accessibility of information. When you have documents secured on the cloud, it means that they are properly secure, and you are adhering to the law. You can also archive records when necessary.

____

### 4. Align software with strategy

You don’t need telling the amount of technology companies are out there, and they’re all vying for your attention. What you need to discover is the ’right’ technology for you. You need to find a technology that works with you and will solve your problems. A magical solution won’t appear in front of you, it will take time to find out what you really need. When you find the right fit, you’ll have aligned your technology with your management strategy, and you can expect to reap the benefits.

____

### 5. Real-time Data

Analyzing real-time data is made simple with technology. It makes it easy to analyze large quantities of data and break it down to form easily interpretable information. Long gone are the days on annual reviews based on occasional incidences, instead technology fits in with the continuous performance management narrative which is now essential in most industries.

____

### 6. Easily Accessible Information

With HR technology it is super easy to access essential information at the touch of a finger. All essential employee, policy or compliance information is readily available. So, wherever you are, whenever you need it, keeping all this information accessible and up to date is made easy with technology.

____

### 7. Technical Support

If you outsource certain tasks to technology companies, most of the time you do not need to worry about being left in the dark regarding how to use it. You won’t be left to deal with issues on your own. Good, trusted companies will help you with implantation and continuous support.

____

### 8. Ergonomics

Endless paper streams bugging you out? Frustrated by amassing filing cabinets? Integrating technology into your HR processes is a sure-fire way to improve your efficiency and can save time in multiple areas. Utilising technology reduces processing time, creates more effective communication channels and networks.

____

### 9. Customizable

Certain technologies and software platforms allow you to tailor your tech around your needs. Want a [360◦ feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) module? Need help with your performance reviews? Customizable tech can help you out. PeopleGoal is a modular, customizable platform, which allows you to tailor your performance management process and wider HR functions.

Benefits of technology for you HR include customization to your needs, real-time data, security, ergonomics and more.  Find out more in our latest article. 

How can technology help out your HR department?

Technology is now essential in HR. Aligning technology and software with strategy is a sure-fire way for success.

9 Benefits of Technology for your HR Department

How can technology improve HR?

## What is an exit interview?


An exit interview is a survey. A survey which is given to employees who are leaving the company. This is usually given to an employee in a workplace context, but they can extend to students, academia, associations and clubs.

An organization should know the information which they wish to garner from exit interviews to improve and adapt current or persisting frailties at the organization. It also helps the organization to recognize processes and areas which are working well and should not be altered. Perhaps one of the most important benefits of a successful exit interview is the reduction in employee turnover. With continuous improvement around areas which staff raise concerns, comes a downward trend in employee turnover. Other key benefits include:

- __Reducing Absenteeism__
- __Efficient Hiring Process__
- __Sustaining and/or Improving Performance__
- __Sustaining and/or Improving Innovation__
- __Addressing Potential Litigation or Grievance Issues__

---

## 31 Exit Interview Questions That You Should Ask

It is important for each organization to customize its own exit interview in order to maintain the highest levels of survey validity and reliability.

__Thus, adopt and adapt these questions where you feel necessary…__

---

#### 1. Why did you start to look for another job?
#### 2. What are your reasons for leaving?
#### 3. What led you to accept a new position somewhere else?
#### 4. What is in your new position which influenced your decision to leave?
#### 5. In your opinion were you well enough equipped to do your job well?
#### 6. What in particular, could we have done better?
#### 7. What could we have done to keep you at the company?
#### 8. Would you ever consider returning to this company?
#### 9. Would you ever consider returning to this company? In what function or area? What would need to change in order for you to remain here ?
#### 10. How would you describe your relationship with your manager?
#### 11. Did you receive [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) to help improve your performance? Was this feedback effective?
#### 12. What things could your manager have done better?
#### 13. What things could our senior leaders have done better?

![Exit Interview Question](//images.ctfassets.net/6g4s9n00xmsl/1krsBufoElo2OUc1ZQ7zqG/0ec4694a58fae0beec12275d2a2fa7a3/Exit_Interview_Questions.png)

#### 14. Did you feel your achievements were recognised whilst at this company?
#### 15. Please briefly describe the company culture here.
#### 16. Were you managed in a satisfactory manner?
#### 17. Did you feel the company offered a space to voice your concerns?
#### 18. Did you feel that you were valued by the company?

![Exit Interview Questions](//images.ctfassets.net/6g4s9n00xmsl/3GGJnsWoFj1z3wSVpPUayf/14a67cb565dfc54586d1b0d500991b05/Exit_Interview_Questions__1_.png)

#### 19. Did you feel that your job role and duties changed over the course of your employment? If So, How?
#### 20. Do you feel you had someone you could share your concerns with at the company?
#### 21. What was the best part of your job?
#### 22. What was the part of the job you least liked?
#### 23. Do you feel your goals and objectives clear?
#### 24. Was the feedback you received adequate?
#### 25. Do you feel the feedback you received helped you to improve?
#### 26. Would you recommend our company to a friend or family member?
#### 27. Do you think your job has changed since you were hired?
#### 28. Are there any individuals at the company you feel deserve more recognition, or made your working life more enjoyable?
#### 29. Do you feel we can improve our training and development? If so, how?
#### 30. Do you feel you and your colleagues got on well?
#### 31. Did you feel engaged while at our company?


Adopt and adapt these questions for your next exit interview to help optimize and improve your process.

Have a look at some of these exit interview questions. Adopt and adapt these questions to help improve your organization.

Think about using these exit interview questions next time

Exit Interview Questions

Exit Interview Questions That You Should Use 

31 Exit Interview Questions That You Should Ask

## What is instant gratification?

__Immediate gratification__ is __the experience of satisfaction upon receiving receipt of reward immediately after an action__. Essentially, instant gratification is __the desire to experience gratitude, fulfilment or pleasure well… ‘immediately’ or without delay__.

Immediate gratification is very closely linked to the pleasure principle. __The pleasure principle denotes the idea that humans are governed by the desire for pleasure and gratification__. A slightly more holistic view which describes the constant seek for gratification and pleasure, compared to immediate gratification, which describes the seeking out of reward after doing something.

Instant gratification permeates through all levels of life. From that chocolate bar that you want right now, to buying a car with a loan.

____

## Is it becoming a problem?

We are now living in a time of instantaneous gratification. Everything we want is within our grasp. You haven’t watched the new series of ‘Sex Education’ yet? No worries. Sit down, turn on the TV and voila. Ever been in a pub with friends and someone asked a completely off topic question? How long does a Komodo dragon live for? 30 years. But that doesn’t matter. What matters is that the answer can be provided in 0.68 seconds (according to Google). Social media allows us to post, upload videos and instantly contact people. Emails can be considered instantaneous with their real time functionality. We are living in an ever-growing connected world fuelled by modern devices and information exchange.

Instant gratification is now expected in a number of contexts, as highlighted above. Further, the increasing proportion of ‘Gen Z’ and millennials in the workplace means that instant gratification is becoming more ubiquitous. These generations are accustomed to immediate gratification.

It’s not becoming a problem per se. But the ease at which everything is immediately at our feet has the potential to cause harm if not. These changes are NOT a bad thing, but it is important for organizations to recognize and understand immediate gratifications growing influence in the workplace.

____

## How to harness the power of immediate gratification?

![the power of instant gratification peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/58pNTbwRnyUXbcNWSNUlbO/30067cd482a77634684304705cf8741a/the_power_of_instant_gratification_peoplegoal.png)
### More real-time feedback

Almost <a href='https://www.fastcompany.com/3052988/heres-what-millennials-want-from-their-performance-reviews' target='blank'> 70% of the millennial workforce </a> believe that annual performance reviews are a doomed process. Compared to instant gratification, annual [performance reviews](https://www.peoplegoal.com/guides/performance-reviews#approach-of-major-organizations) rely on the accumulation of positives and negatives throughout the year. Millennials don’t want to wait for the end of the year to hear what they are doing well and where they need to improve. During the 2010s, there has been a shift from these traditional performance management methods, to [continuous performance management](http://peoplegoal.com/blog/employee-performance-management).

### More facetime with managers

Similar to the previous point but more people focused, there is a growing demand from the younger workforce to want more [face-to-face time](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) with their managers. This ties in with more continuous methods of performance management, but also adheres to the principles of immediate gratification when completing a task.

### Information accessibility

An organization is guaranteed to have vast amounts of information and data. It is inevitable. Employee handbooks, policies, contacts, benefits, holidays, sick leave, it never ends. There is so much information out there which an employee at some point will want. Make this information easily accessible. Tell employees where to find them. They will have the information they need within seconds. For example, if they feel ill in the morning, find the sick leave policy and take the necessary measures.

### Coping with unwanted instant gratification

Receiving immediate gratification can hinder long term goals. They can mask what you really want to achieve and delay long term gratification.

### Long term goals: The vision

The first step in any goals is to [visualize](https://www.peoplegoal.com/blog/career-development) what you want to achieve by the end of the goals process.

### Break them down

Create yourself a timeline along which you create multiple short-term goals. Breaking down your long-term goals into shorter ones not only makes the success likelihood increase, but also keeps you motivated and rewarded along the way.

### Break short term goals into sprints

Up to you this one, but I believe splitting your shorter goals into sprints is a more exciting, time-shortening method. Break down a two-month goal, into four, two-week sprints.

### Track

Tracking your progress is important. It will enhance your motivation to achieve, indicate warning signs, reveal areas that need development and show you overall progression. Review your progress and [revise](https://www.peoplegoal.com/blog/smarter-goals-setting) if necessary.

Instant gratification is an experience of satisfaction without a delay after an action. Today, everything we want is within our grasp. How is it changing the workplace and how to use it to your advantage?

Instant gratification is an experience of satisfaction without a delay after an action. Today, everything we want is within our grasp. How to manage it at work?

Instant Gratification in the Workplace

Ladies smiling over a computer in an office.

instant gratification

How to turn instant gratification into an advantage for your employees in your organization.

More than half of the global workforce believes that we will have multiple jobs in the future. But with the labor market progressively characterised by short-term contracts, freelance work, flexible workforce and gig workers it will not come as a surprise.

____

## What does the gig economy stand for
The gig economy refers to the increased interest of organizations to hire independent contractors and short-term workers as well as the growing number of freelancers and workers looking for temporary ‘gigs’.

__Gig economy__ per se got its name from __“each piece of work being akin to an individual 'gig'”__. Some gig jobs are based around technology platforms such as Deliveroo or Task rabbit while others are connected to more traditional jobs in companies that changed their operational structures. Meijerink and Keegan suggest that __the gig economy can be defined as__;

> “An economic system that consists of intermediary platform firms that connect requesters (i.e. organizations or consumers) with on-demand gig workers in industries such as transportation (e.g. Uber), cleaning (e.g. Helpling), household do-it-yourself (e.g. TaskRabbit), and programming (e.g. Clickworker).”
> 

Platform enabled gig work is the most common form of gig work. This refers to performance or fixed-term activities by workers for another individual or a company without being employed by the organization. Yet, gig work can also occur without the intermediary being present.

____

## Gig workers rising
The term has emerged during the great recession to describe a growing number of individuals (regardless of the levels of their education), who held multiple part-time jobs, were employed by temporary agencies or freelanced. According to the Guardian Britain’s population of gig workers has reached 4.7 million workers in the UK, and 1 in 10 working-age adults work on gig platforms.

The main drivers behind the rose of this phenomenon included the great recession in 2008 as well as the millennials entering the job market. It brought a stream of young talent craving new experiences, willing to dispute one opportunity for another in a heart-beat. The gig economy provides young adults with a chance to experiment and experience various jobs in the form of part-time jobs and temporary gigs, resulting in higher turnover and lower loyalty.

Additionally, it meets the trends of desire for flexibility, independence and freedom of choice when it comes to collaborators, suppliers and other vendors.

On the contrary, the changing landscape of work pushes people to often accept gig work as it is their only chance for employment. In cases this less stable form of employment leads to insecurity and lack of stability.

With this in mind, it can be said that there are three main types of gig workers;

____

## Types of gig workers
### The Hobbyist
Harvard Business Review defines the hobbyist as a worker who is partially motivated by non-financial values and is commonly better prepared to take pay cuts. Such employees are for example drivers who choose to become taxi-drivers in retirement or in addition to their daily career for social reasons as well as the second salary and thus may contribute to income destabilization in an industry.

### The Side-Hustler
A side hustler is an individual who takes on an extra job in addition to their full-time employment. A side hustler typically falls for the trend of gig work due to the financial aspect of “gig economy” or as an attempt to purse and monetize their passion. For many, it is also a sufficient way to dab into entrepreneurial waters without much risk.

### The all-in player
An all-in player chooses the gig worker career as their main source of income. These workers enjoy the dynamic nature of gig economy and flexibility it brings to their life. Often these careers include IT sector, marketing or creative industries which are commonly known for freelancing.

___

## Gig economy pros and cons
In light of this, some of the main pros and cons of being a gig worker as well as for opting in for the services they offer include;

### Pros
- Flexibility for workers
- Reduced entry and operating costs for ‘gig’ providersA chance to find purpose at work 
- Work-life integration
- Faster hiring and onboarding
- Skill Based hiring

### Cons
- Workers lack protection
- Workers are treated as disposable labor
- Lack of benefits (paid sick leave, health insurance, retirement benefits) for gig workers
- No notice period for the workers- they can be simply deactivated from the platform
- Lack of income security and the benefit of being affiliated with an organization and social support from fellow employees

____

## HR and a gig economy
The concept of gig workers removes the traditional employment between an employee and an employer. The challenge to HR is that each of the workers will have different rights, duties, benefits.

### HRM activities to manage gig workers:

![gig workers hrm activities](//images.ctfassets.net/6g4s9n00xmsl/3cJZwQfCMCFM9lcuIKaeMT/c4771ef76fe8e438fd90b7179e90f594/gig_workers_hrm_activities.png)

#### Workforce planning
Unlike in traditional employment, in gig economy, the workforce planning largely relates to matching the demand and supply for labor. Therefore, intermediary platforms

#### Recruitment and selection
Careful selection of gig workers can be a guarantee to of multilateral value to all parties involved. This is a case of such ‘gig’ that require a certain qualification or knowledge to successfully carry out the job.

#### Training and development
According to research, freelancers do not share the same levels of involvement in training and development as traditional employees. This is often also the case due to the fact they have to fund it themselves. On the other hand, the gig platforms often provide valuable information or training on such areas as how to improve customer ratings.

#### Performance management
Most commonly, the gig workers are evaluated thorough ratings of the requestor. Depending on if a gig worker only interacts with the customers or also with regular employees, the performance management is provided in a form of customer ranking or based on the client’s perceptions of the performance of gig worker. This provides an opportunity to generate feedback at least two ways; the perception of the customer as well as the requestor.

#### Compensation and benefits
The compensation normally takes a form of short term economic inducements. This needs to be seen as beneficial and appropriate by both parties to keep them engaged.

#### Job design
The rise of gig economy also affected the design of the jobs, thus human resources departments have to rethink the job offerings and responsibilities of these short term arrangements. Moreover, the legal attributes and regulations of gig economy remain challenging and need to be further addressed by the departments.

____

## Gig workers management checklist
![gig workers management checklist](//images.ctfassets.net/6g4s9n00xmsl/12sFJjZ8wtiTiKvulPLlYc/1b5812b7e2bd012e3a3edcc90b4e7e44/gig_workers_management_checklist.png)

1. Hire the best talent available based on the skills they showcase
2. Facilitate the rating and reviews to ensure for quality of work
3. Provide a contract with clear expectations and compensation and benefits detail
4. Put in place effective performance and communication tools to maintain sufficient performance
5. Engage the talent, provide continuous feedback
6. Develop an open and trustworthy relationship
7. Provide your gig workers with tools and channels to voice their opinions and ideas
8. Integrate gig workers with traditional employees through team management tools
9. Ensure employee recognition and appreciation of their effort

Gig workers are freelancers, contract workers or temporary employees who are not hired by a company long-term but only for a specific "gig". 

Gig workers are freelancers, contract workers or temporary employees who are not hired by a company long-term but only for a specific 'gig'. 

The Rise of Gig Workers and How to Manage Them

a woman-gig worker sitting on a sofa and working on her laptop

gig workers

## What is work-life balance?

[Work-life balance](https://www.peoplegoal.com/glossary/work-life-balance) is the point along the continuum where the demands of your work life, personal and professional life meet. Put simply, it is the time allocated to your work, to enjoying yourself and spend with your family and friends.

A healthy __work-life balance is important__ for a number of reasons. Finding a balance helps __to prevent burnout__ and __reduces stress__ in the workplace. You become a __more efficient and productive worker__. A particularly pleasant benefit is that you’ll become more motivated, more engaged and enjoy work more. 

I think the best one for the person reading this, is that having a good work-life balance will make you think you have more personal time to spend however you want.

___

## Work-life balance in 2020

Results from a recent survey by the ISS called the ‘<a href='http://www.publications.issworld.com/ISS/External/issworld/White_papers/2020_New_Ways_of_Working/?page=4' target='blank'>2020 Vision </a>’ suggest that one of the most important shifts in the workplace this year will be helping employees manage their work and private life.

This shift is coupled with another big shift. Companies and employees will have to start thinking about the way they find their work-life balance. Why? Well, 2020’s and the following decades will have to accommodate for five different generations. With a range of different generations comes a range of different problems, therefore they require multiple solutions.

___

## Potential Trends in 2020

So, as we enter 2020, let’s have a look at some of the potential trends which will influence the work-life balance.


![Work Life Balance in 2020](//images.ctfassets.net/6g4s9n00xmsl/snbBJmaQtHgJY8ogYm7L6/00eb20cee631735c3b45ce2e0a1ff127/Work_Life_Balance_in_2020.png)


### 1. Remote Working and Flex-Time

It comes as no surprise, to say that remote working and flexi-work are going to become integral parts of the future of work. There is a continuously growing trend for companies to offer, and for employees to take up opportunities for remote work. It is expected that in __2020__, <a href='https://www.hso.co.uk/leased-lines/technology-news/homeworking-news/50-of-uk-workforce-to-work-remotely-by-2020' target='blank'>50% of the UK workforce</a> will have a remote working element integrated into their lifestyle. 

[Remote working](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) gives employees a greater sense of freedom, and thus the potential for greater ownership, control and relationship of their working life. Thus, benefitting the work-life balance. However, there are things to be wary of when up taking remote work. We’ve covered two separate issues: [anxiety](https://www.peoplegoal.com/blog/when-anxiety-attacks-in-the-remote-workplace) and [work management](https://www.peoplegoal.com/blog/work-from-home).

### 2. Strategic Leave Days

In 2018, research indicates that almost __<a href='https://www.personneltoday.com/hr/uk-employees-fail-to-use-holiday-entitlement/' target='blank'>40% of UK workers</a>__ used only half of their annual leave entitlement and perhaps more shockingly, 13% of UK workers used only 20% of their entitlement. If you’re worried about using your days off up, or you want to maximize your time off, there is a strategic way to go about it. Here’s our solution.

If you work around bank holidays you can get almost two weeks off for the price of at most nine. We’ve used the examples of April and December for this year. So, whether it’s because you want to spend more quality time with your family, or you just like relatively long holidays you can use your entitlement strategically. Think about this method if you’re not very good at taking all your holiday.

### 3. Introduction of New Amenities

Recently, Morgan Stanley introduced an <a href='https://employeebenefits.co.uk/issues/august-2018/morgan-stanley-workplace-nursery/' target='blank'>onsite nursery</a> for their employees to use. Now, whether you like this idea or not, amenities like this will be becoming more apparent throughout this decade. The <a href='http://www.publications.issworld.com/ISS/External/issworld/White_papers/2020_New_Ways_of_Working/?page=4' tarhet='blank'>ISS survey</a> findings corroborate this. Respondents report the following amenities as important for improving their work-life balance and wellbeing in the workplace: gyms, wellness centres, help with child day-care, healthcare amenities and quiet rooms.

### 4. Break Time

Lunch breaks aren’t just for lunch. Go to the gym, join lunchtime classes, read, go for a walk. Mix your lunches up. Alternatively, split up your lunch break to give yourself more, shorter breaks during the day.

### 5. Establishing Boundaries

A common theme in the modern professional work life is the blurring of lines between exactly that: work and life. It is important for you this year to set clear and realistic boundaries of where work stops, and your life starts. Set limits on what you will and won’t do at work and home. Communicate these boundaries at work.

### 6. Work Smarter, Not Harder

Using time more efficiently is an important skill which will help you find a healthy balance. The classic phrase is ‘work hard, play hard’ but is ‘[work smarter, play better](https://www.peoplegoal.com/blog/work-hard-play-hard-what-about-work-smarter-play-better)’ a healthier, more viable alternative? Adopting a combination of efficiency, time-management and creativity, can provide you with a better balance to your work-life.

As remote work becomes a more integrated part of working life, find out what may be happening with work-life balance in 2020.

A healthy work-life balance is important for a number of reasons. Find out the potential trends with work-life balance in 2020.

Work Life Balance in 2020

Anything new with work life balance in 2020? Find out...

Work-Life Balance in 2020

Teamwork is vital to the success of all businesses. There’s multiple ways of __defining teamwork__, with most definitions focusing on __a group of people working together efficiently and effectively towards a common goal__. Many jobs cannot be done without teamwork, and many organizations cannot perform without it. Therefore it is fair to say it is important. Let’s take a look at some of the benefits of stressing the importance of teamwork in the workplace:

## 10 Benefits of Teamwork:
![10 benefits of teamwork in the workplace](//images.ctfassets.net/6g4s9n00xmsl/27h7PsHzbvRNlxLR43sXoZ/d024dfa5f7372deb6e4321da8b68d35c/10_benefits_of_teamwork_in_the_workplace.png)

### Increased creativity:

Teamwork brings together individuals from a wide plethora of backgrounds, who have access to different experiences, which creates a very fertile ground for brainstorming and creative problem solving. Teamwork can allow employees to have a helping hand over hurdles and to produce creative solutions to problems.

### Complementary skills:

Working with each other’s [strengths](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses) makes your team more effective than when you work alone. Being able to access other employees’ skill sets is one of the great benefits of teamwork. You may shine in the area of conceptual thinking, while another co-worker may be the team’s planning guru, and another thrives when giving presentations.

### Support network:

A positive [team environment](https://www.peoplegoal.com/blog/what-makes-a-good-team) is essential to the success of any business, and employees should feel comfortable to rely on one another for support and guidance. This allows them to remain focused on the goal at hand and to complete goals more efficiently with the help of others.

### Conflict resolution:

The importance of teamwork in the workplace is also fostered in building healthy [conflict resolution skills](https://www.peoplegoal.com/blog/conflict-resolution-as-a-manager). Working as a team doesn’t mean never having a disagreement. A strong team however, can disagree respectfully, by listening to each other’s concerns and working together toward a mutually agreeable solution.

### Attracting talent:

Teams attract talent. Millennials and [Gen-Z employees](https://www.peoplegoal.com/blog/gen-z-in-the-workplace) are known to value collaboration over competition, they are attracted to companies that build teamwork into their corporate cultures.

### Improved service:

Improved teamwork also reflects on the service provided to customers. By in large, people tend to shy away from companies with unhappy employees and prefer doing business with organisations whose employees demonstrate a strong work ethic and team spirit.

### Career building:

The importance of teamwork in the workplace also reflects on individuals. By collaborating with others in your team, you can glean knowledge of their skill set, and you can further learn from the, to build your own skill set. This provides you with the prospect of building your professional network with alliances that can potentially lead to bigger and better opportunities.

### Risk taking:

Many businesses rely on risk taking, and employees who work alone are understandably concerned about risk taking, as if an idea implodes they alone have to take the blame. This in turn can prevent employees from sharing potentially ground-breaking ideas. Therefore, if you can provide the foundations for a team to work together when taking risks, praise and blame is also spread between the team. Furthermore this sense of shared success benefits internal communication.

### Improved communication:

For any team project to be a success, it is vital that each team member [communicates](https://www.peoplegoal.com/blog/how-to-improve-internal-communication) and consults with the rest of the group such that no one feels in the dark about any decision made and that everyone is in agreement. If this is manifested on a regular basis, general decision and communications within an organisation will be undertaken in a more concise manner.

### Division of work:

One of the greatest benefits of teamwork is that there is most often an equal division of labour so instead of having to look into all the aspects of a project individually, each person merely has to deal with one aspect of it. Smaller tasks require less time and effort to complete, so working in a team cuts down the workload significantly.

Teamwork in the workplace brings a multitude of benefits such as attracting the best talent, increasing creativity and internal communication and helps conflict resolution. Read on to find out more.

Teamwork in the workplace brings a multitude of benefits such as attracting the best talent, improving creativity, internal communication and more. Read on...

The Importance of Teamwork in the Workplace: 10 Benefits

teamwork in the workplace

## What is a fixed mindset?

An individual with a fixed believes that their qualities and skills are fixed, and therefore, cannot change. These individuals rest on their laurels rather than attempt to develop their talents. They are convinced that it is talent that gets you places, and not hard work.

Individuals with this mindset believe they are what they are. Intelligence, creativity, skills and the rest are fixed. They believe it is futile to try and develop these abilities.

_____

## What is a growth mindset?

Individuals with growth mindsets on the other hand are the other end of the spectrum. __People with a growth mindset believe that intelligence, skills, learning and creativity can all grow with time and experience__. They recognize that although individuals may be pre-disposed with certain talents and skills, anyone can learn to develop and grow in the same areas.

An individual with a growth mindset adheres to a mindset capable of substantial growth.

![Growth Mindset Examples](//images.ctfassets.net/6g4s9n00xmsl/3B1iC2Rz8qcwuQ1RyZ1Tc9/bfb2e4f7fa684e3af4eacd3dcc5e4f30/growth_mindset_examples.png)

___

## 10 fixed vs growth mindset examples

Let’s take a more in-depth look at these mindsets and provide you with clear examples of what we are talking about when we discuss fixed and growth mindsets (or how to change your fixed mindset to growth one).

### 1. ‘I already know all I need to know’ vs ‘I know that there is more than I can learn’

This is a very dangerous line to take. If we aren’t evolving, then we are de-evolving. Don’t for one second think you could possibly know everything there is to know. __Did Einstein stop learning about physics in his mid-thirties?__ That is right, no.

### 2. ‘Feedback is criticism vs feedback is an opportunity for me to learn about where I can improve’

This can be a slightly more difficult and varied occurrence. Sometimes when feedback is provided, it IS vitriolic or unfair. Other times it is [constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and positive. Often, feedback can be perceived as overly critical or unfair. It is natural to feel defensive about feedback, but it is important to take a step back and try and judge the feedback provided without internal bias. Feedback is there to try to help you develop and improve. Try and reflect on feedback with an open mind and it will help you to develop.

### 3. ‘What’s the point in trying if I’m going to fail’ vs ‘It’s always good to try, failure is a learning curve’

How does that old adage go…? ‘If at first you don’t succeed try, try and fail again?’. No, that’s not right. ‘Fail, try and fail again?’. Again, no. ‘try, try and try again’. There we go, got there. __Every failure is a learning experience__. Failure doesn’t mean you CAN’T do something; it just means you haven’t quite got it right yet.

### 4. ‘Why learn new things, there will always be someone who is better at it than me’ vs ‘It is always good to expand my skills repertoire’

With this mindset you might as well do nothing and lounge about all day. Now I bet this sounds nice, but we’ve all had that period of seemingly sitting on your couch watching TV for what feels like a week, and we feel awful by the end right? Learn new things and take on new opportunities, you’ll definitely learn something. Who knows, you might end up really enjoying new things.

### 5. ‘There is no more room for promotion, I might as well stick where I am’ vs ‘I know I can develop further, how do I do this to take my career to the next step’

This is a recipe for stagnation. You can always learn and it’s not always necessary to be striving for continuous promotions. Expand your skills repertoire, make yourself adaptable, relevant and even more useful. You never know where your abilities might take you.

![Growth mindset example](//images.ctfassets.net/6g4s9n00xmsl/4FJC0Qv7atyj5NLlzD5ksD/4dad1fd1688cfbed2f20e1c8b157124d/Growth_mindset_example.png)

### 6. ‘I can no longer improve in this area; people should expect no more of me here’ vs ‘There is always room for improvement’

Having a growth mindset means that there is always room to improve. It means that you’re always striving to further your potential. Don’t take this approach that you can no longer improve. You’ll fear dangerously close to stagnation, and perilously close to declining.

### 7. ‘I am intimidated by the success of others’ vs ‘Looking at others succeed makes me think that I too can succeed’

It is common to be jealous or intimated over others’ success. But more often than not, these people are normal people like yourself. If anything, this should be a prime example that you too can succeed. It shows that this potential and growth is within reach.

### 8. ‘I struggle with this area, I cannot help anymore’ vs ‘this isn’t my area of expertise, but I can always help, and I can always improve’

__Don’t be afraid to learn as you go__. In this world of online education and rapid learning, you can learn skills as you go along. With many tasks which may seem particularly difficult, you probably have many of the necessary skills needed already.

### 9. ‘I’m too old to learn’ vs ‘It’s never too late to learn’

‘It’s never too late to learn’ is a common phrase, and it is almost as common to think that it isn’t true. Here’s another cliché sounding line… ‘growth is a journey’. You never reach the apex of the growth curve. There are always opportunities to learn, you just have to find them.

### 10. ‘I’m good at something or I’m bad at something, nothing else’ vs ‘I know I’m good at somethings, and I know I can become better in some areas’

Einstein once said: 

‘No one is good at everything, but everyone is good at something.’ 

Now as much as this is true, I don’t think the great man went far enough. You could raise a point for the phrase, ‘everyone can be good at a lot of things. You can be good in multiple areas, and as much as fixed mindset thinkers would have you believe that people think that you are born with an innate ability for certain skills and that’s it… you can build your skills and abilities repertoire extensively. You just have to dedicate time and effort to the process.

*No clichés were hurt during the making of this blog.

Do you want some growth mindset examples? Or you would like to find out the differences between a fixed and a growth mindset? Don't worry we've got you!

Fixed vs Growth Mindset Examples

Do you want some growth mindset examples? You want to find out the differences between a fixed and a growth mindset? Don't worry we've got you!

10 Growth Mindset Examples

Struggling to get to grips with growth mindset? We've got some examples for you...

10 Fixed vs Growth Mindset Examples

The chances are that if you are an HR enthusiast, an aspiring entrepreneur or a devoted manager you already came across the HR 2020 trends. The main takeaway? Holistic HR and connected employees. How? Through an effective use of innovative technologies that focus on making businesses more ‘human’ and promote a culture of belonging.

____

## What are Connected Employees?

> <a href='https://www.employeeconnect.com/blog/the-connected-employee/' target='blank'>“Connection is an intuitive sense of belonging. Connection is the difference between I am and we are.”<a> - Ari Kopoulos

![what is connection](//images.ctfassets.net/6g4s9n00xmsl/72wbudK6I8NQpby9Y7toHS/8b1470b97e417485eb7ce32c73d1b0b9/what_is_connection.png)

It can be said that a connected employee is an engaged employee. An “engaged employee” is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization’s interests].

According to Gallup’s 2017 report, only 15% of employees are engaged in their work, and in the US alone, disengaged employees cost approximately $ 450-500 billion yearly. At the same time, companies with an engaged workforce are 21% more profitable and have four-times larger revenue growth. With this in mind, the importance of connecting with employees is un-questionable.

On the contrary, based on the latest ADP report, employees are increasingly showing a greater commitment to their current roles and more often intend to stay in their organization for the rest of their life. This can be the consequence of more businesses focusing on employee engagement and positive employee experience than in past. The connection between these companies, is often that their workforce describes their company with one common word; “family”.

Employee connection is more than just social engagement. It is a shared vision, mission, and values of a company. Employee connection creates a company culture that is not only inclusive but also provides a true sense of belonging and promotes progressive ideas, innovation, and thus business growth. Such company culture is infectious and develops employees that enjoy their work, approach it with urgency, enthusiasm, and in a proactive manner.

You might be asking, how do we create such a workforce? The first step is to assess the levels of connection of your employees to each other as well as your business. Luckily for you, there are some common characteristics of connected employees.

### Common characteristics of connected employees:
To evaluate if your employees are connected ask yourself these 5 questions:

- Do your employees go above and beyond and step up to help their coworkers? Do they have each other's backs?
- Do your employees have an uplifting and positive attitude in their conversations?
- Are your employees dedicated to the company and bear its best interest in mind?
- Do your employees strive to better themselves and improve their quality of work?
- Do your employees have opportunities to spend time together outside of the working hours, connect and get to know people from across the organization?
  
![charcteristics of connected employees](//images.ctfassets.net/6g4s9n00xmsl/tLtCE3Oz6Ny85tYLMISAL/3829af7506074c2854dfed63fefed806/charcteristics_of_connected_employees.png)
  
___
  
## Where did the connected employees come from?

The digital revolution and the constantly evolving landscape of the 21st century are behind the growth of the connected employees phenomenon. Humans are increasingly relying on technology and mobile devices with their day-to-day tasks and responsibilities. As a result, many companies aggressively invest in digital technologies to establish employee connection.

However, as Microsoft stated, one of the greatest misconceptions of digital transformation is that technology plays the main role. It does not. Technology is the tool but the people should be the focus of the innovation.

___

## Connected employee experience
  
As said before, an engaged employee is a connected employee. An engaged employee is connected to their company, role, and colleagues. They encounter positive experiences at their workplace and perceive it as a stimulating and fun environment.

According to <a href='https://www.employeeconnect.com/blog/the-connected-employee/' target='blank'>Ari Kopoulos</a> there are four main aspects to creating connected employee experience. These include;

####  Leadership 
  - Competent leadership that leads by example and embodies the organizational values is key to driving engagement across the organization.

#### Development
  - Effective development requires adoption of a growth mindset across the organization. This means providing sufficient opportunities to develop new skills. This should include training resources, coaching, mentoring and a proactive HR team managing and communicating these initiatives across the organization. initiatives across the organization.

#### Recognition 
  - Employee recognition is a necessity to motivating employees and keeping them engaged. Hence, it is vital to implement tools and processes to recognise and reward the efforts and achievements of the staff. Leadership, management and HR should facilitate and encourage the use of relevant tools to promote a culture of recognition across all levels of the business.

#### Culture
- Integrity, transparency, inclusion and a clear and shared vision are fundamentals to creating a company culture of belonging people crave these days. Do not underestimate the importance of developing an open and honest environment that promotes collaboration and cherishes growth and creative ideas.

____
  
## 10 ways how to make employees feel connected

  
In this section we discuss how can we make the workplace more connected, how to connect employees with each other, HR and management.
  
![10 ways to creating connected employees](//images.ctfassets.net/6g4s9n00xmsl/71HLpTCu7thlsRdizTymUJ/931d178ba40ed4e8541d5132d088ad4e/10_ways_to_creating_connected_employees.png)

### 1. Define, share and live by your company mission, vision and values

You cannot create a connected workforce unless your employees have a common purpose to share and follow. Hence, it is fundamental to promote the company vision across the organization. An effective way to do so is to share the vision, mission and values in an easily accessible platform. The next step is to share [organizational objectives](https://www.peoplegoal.com/guides/okrs) with your employees so they can align their individual goals to them.
  
Empower every person in the organization to achieve more. There is no one-size-fits-all tool or strategy for digital transformation. Therefore, it is important to dedicate time and effort into defining the main objectives for your ideal team management tool and the objectives it needs to meet.

### 2. Lead by example

Once you have defined and shared the purpose of your business, it is time to live by it day by day. Always behave with integrity, transparency and be an example to your workforce. Embody the behaviour and performance you want to see in your employees. Also, ensure your leadership and/or management does the same.

### 3. Give your employees a voice

According to Forbes, employees who feel they are listened to are 4.6 times more likely to be motivated to do their best at work. Make sure you encourage open and meaningful conversations across your organization. Provide your employees with accessible internal communications channels to voice their opinions and ideas about the performance of the business. 

### 4. Hear what your employees are actually saying and act on it

The most valuable piece of advice I got at my first job? __Never assume anything__. Especially now, when you can easily collect and measure data to help your decision making. Do you regularly conduct [employee engagement surveys](https://www.peoplegoal.com/blog/best-practices-in-employee-engagement-surveys)? Do you encourage regular check-ins and o[ne-on-one meetings](https://www.peoplegoal.com/blog/employee-manager-meeting)? Do you listen to, measure and most importantly act on what your employees have to say?

Pay attention to employee [feedback](https://www.peoplegoal.com/product/360-degree-feedback-software) (employee surveys, sentiment surveys, etc.) and consider the new trends and design solutions to enhance customer experience, and also to grow your business. Therefore, you should identify and focus on [the moments that matter](https://www.peoplegoal.com/blog/employee-experience-journey-mapping) to your employees, and implement tools that will help you evaluate their performance and create positive employee experiences.

### 5. Embrace random connections 

Create groups based on personal interests. This is an effective way how to connect with team members as well as people from different departments. The young generation entering the workforce wants a modern, inclusive environment. 
  
Technology can make new hires feel like instant team members. Make sure you put in place a platform where employees can join clubs/teams/communities and find like-minded individuals from outside their teams and departments. The best ideas have been proved to be born from a collaboration of individuals with different backgrounds.

### 6. Hire the best talent

I cannot stress enough that there is never one-size-fits-all solution to anything, which is also true when it comes to hiring the right employees. Each and every company needs something completely different. A star employee in one organization might not necessarily be equally as successful in another company or even a team. The individual experience, interests, personality and values of your potential best talent need to be in sync with the purpose of your company and what it stands for.

Another important factor is to acknowledge that you do not know everything. Always listen to your employees who might know better than you do. You simply cannot be an expert in everything. Thus, it is vital to surround yourself with people with different strengths, who are experts in what they do. Additionally, inspire your staff to learn, admit they might not always have the right answers and even fail.

### 7. Foster a culture of employee recognition

Foster a culture that invites experimentation, supports and [rewards employees](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) for trying out new ideas. In this kind of culture, employees are ready to reassess, adjust and try again.

Use [software](https://www.peoplegoal.com/product/employee-engagement-software) to encourage your employees to recognize each other’s achievements, celebrate, share and even award them.

### 8. Help every employee reach their goals

Inspiring your employees to set and attain individual goals is a great way to motivate them and help them develop. [Setting SMART goals](https://www.peoplegoal.com/guides/smart-goals) is a great way to set goals that are specific, measurable and relevant to your employees as well as the business. You can find some useful ideas to inspire you [here](https://www.peoplegoal.com/blog/smart-goals-examples). Regular check-ins and progression checks will help you evaluate the performance of your employees and ensure any potential challenges or areas of improvement are addressed in a timely manner.

### 9. Encourage personal and professional development

Similarly, ensure that your employees are aware of the various options on how to progress in their careers within your organization. Providing options for continuous learning and opportunities to develop new skills is equally as important.

### 10. Get involved in everyday business

Get involved. Interfere in the day-to-day actions of your business. Talk to your employees. Talk to employees from every level of your organization. Explore other topics than work. 
  
Try to get to know the people who work for you. What are they interested in? What do they do outside of work? Getting to know your employees will not only show that you care about the people who work for you but it also might expose you to skills and knowledge you did not even know you had in the business.

Your company began with a vision that brought together a collection of people to create something of value for your customers. Cherish that vision and continue to communicate it to your (hopefully) growing team. Showing a purpose, integrity and transparency is the easiest way to develop connected employees. Only it is not that easy at all.

___
  
## How do leaders connect with employees - 3 ways to success

According to [CMS WiRE](https://www.cmswire.com/digital-workplace/4-key-ways-leaders-can-connect-with-employees-and-send-engagement-soaring/) these are the proven ways to implement by leadership to connect with the employees.
  
### 1. Align employees around your vision

Culture is essential to engage employees and to attract and retain exceptional talent. Define key organizational objectives (OKRs), share and explain them to your staff.

### 2. Create a two-way connections

Do you have a global workforce? A high number of outsourced services or suppliers? Do you have an effective process in place to manage your employees and teams? Do your employees and partners have an effective way to keep track of your expectations and their performance? If not, you should put in place tools to manage these.

### 3. Spark innovation and ideas

One of the main challenges for today’s leaders is to keep conversations with their employees going. An effective way to do so is to provide your employees with a place where your employees can share and discuss ideas.
  
___

I hope you enjoyed this article and that these tips will help you develop connected employees in your company. However, remember you cannot trick connection. The route to success is transparency, integrity and actually caring for your employees.

Connected employees are a must-have for companies that want to be successful in 2020. Find out how to create a culture of belonging in your organization.

Connected Employees: 10 ways to connect with your team

connected employees

## What is career self-development?

__Training is an integral part to the success of an organization. But many managers and senior leaders don’t recognize the importance of getting an individual to care about their own career self-development.__

In many ways career self-development is a lot like [personal development](https://www.peoplegoal.com/glossary/personal-development). Personal development is any activity, habit or course that improves an individual’s awareness, identity, wellbeing, health, talents, skills, dreams or aspirations. __Career self-development shifts the focus from holistic wellbeing, to a more career-based focus.__

I like to think career self-development is the combination of these two quotes by well-regarded researchers;

> “The total constellation of psychological, sociological, educational, physical, economic, and chance factors that combine to shape the career of any given individual over the life span.” - __McDaniels and Gysbers__
<br>

> “An organized, planned effort comprised of structured activities or processes that result in a mutual career plotting effort between employees and the organization.” - __Gilley and Eggland__

## What are the benefits of career self-development?

### 1. Greater Satisfaction

We all dream about something we want to get or do in the future. Once we get it, we are satisfied. The same exists for one’s career self-development. Aspiring to something more has its challenges, but once you achieve them, you are sure to be satisfied!

### 2. More Motivation

Setting yourself goals and targets for your career development will increase your motivation to achieve them. Without any, you will trundle along as you have done before. With them, you will be motivated to achieve them.

### 3. Help you achieve career ambitions

By committing yourself to you career self-development, you are committing to improving your career prospects and achieving your ambitions.

### 4. Widens your skill range

Career self-development enables you to better learn different aspects and skills of your working life, both for your current job, but also for the places you want to go in your career. Career self-development helps you to identify the skills and experience needed to achieve what you seek.

### 5. Helps you to handle change better

Rapid change is inevitable in the modern professional workplace. Focusing on career self-development and as a by-product, widening your skills repertoire makes you more adaptable and malleable to change.

## Five ideas to help you with self-career development

The internet is inundated with ideas and strategies on how to boost your career self-development. Here are the top five we think are the most important (and with all the useless jargon taken out).

![TOP TIPS FOR CAREER SELF-DEVELOPMENT](//images.ctfassets.net/6g4s9n00xmsl/6ca4RTMMPEP25IysEhFbzA/88c8fc1fc5c5ee37b53ce977aa829c9b/TOP_TIPS_FOR_CAREER_SELF-DEVELOPMENT.png)

### 1. Visualization

Now this point may seem quite florid to begin with but bear with me. Visualization with respect to self-career development stems from Maslow’s theory on self-actualization. Maslow proposes that all individuals have an innate need for personal development. Wanting to improve and learn serves multiple purposes and it isn’t always going to be easy. The first step is to visualize where you want to be at the end of the development process. The next step is to begin thinking of goals you’ll need to achieve in order to reach the end of your career self-development journey.

### 2. A clear timeline

Once you’ve visualized your goals, it’s time to get it down on paper. Create an actionable timeline with goals along the way. Setting deadlines along the way will motivate you to achieve them but will also make them easier to achieve. Breaking up your overall target into smaller ones is bound to make them easier. Adding smaller goals to your timeline will give you overall, realistic context.

### 3. Developing technical and functional skills

Otherwise known as the ‘what’ element. The ‘what’ referring to what needs to be improved. Here, you may want to conduct a skills gap analysis, to ascertain what a person needs to improve, in order to achieve their stated ambitions. For example, one individual may want to enhance their knowledge of coding while one may want to improve their public speaking ability.

### 4. Ask for feedback

Feedback! Feedback! [Feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide)! Often talked about, often overlooked. Don’t be afraid to ask for feedback on your progress from your managers, mentors and leaders – it is likely these people have gone through something similar over the course of their career.

Researcher __Dr Warner Burke__ recommends this approach, stating:

> "Seeking feedback of how you’re doing regardless of how threatening the action might be to one’s self-esteem is vital to career development."

Seek out feedback, don’t worry if its positive or negative, often the best type of feedback is honest and [constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), as it offers you clarity on improvements and direction.

### 5. Recording, reviewing and revising

It is advisable to keep a record of your career self-development. It is important to keep track of key developments, breakthroughs, opportunities and challenges that come up along your journey. But recording your development is virtually useless without reviewing and revising how you are doing. Regularly reviewing your progress will not only enhance your motivation to achieve, but it will make sure that you are learning from your development, as opposed to glossing over it. Revising your development is important, but not always necessary. [Revise your goals](https://www.peoplegoal.com/blog/smarter-goals-setting) if they are unachievable. Don’t make them easier so you get an easy ride. You can revise your overall goal, or your goals along the timeline.

Are you interested in career self-development? We've got our top 5 tips for development in this blog! Check them out!

5 Ideas to Help You With Career Self-development

5 Ideas to help you with career self-development

A helping hand for career self-development!

## What is employee engagement?

Let’s give you an abridged definition of employee engagement, as it is more likely you are here for the juicy bits below, dissecting __why employee engagement is important__, as opposed to what it is. Nonetheless, if you are interested, we have produced an [in-depth definition](https://www.peoplegoal.com/blog/employee-engagement-definition) looking at the nuances and differences in definitions as well as how to find out what employee engagement means in your company.

![9 Reasons Why Employee Engagement is the Only Thing That Matters](//images.ctfassets.net/6g4s9n00xmsl/4mSg8yi6NpHCPAjqrWvjJV/792c8093eea02da7f1eb8fa7c3dbb5c5/9_Reasons_Why_Employee_Engagement_is_the_Only_Thing_That_Matters.png)

## Top 9 reasons why employee engagement is the only thing that matters!

So here we have it. The good stuff. The stuff you’re really here for. Why is employee engagement important? Well, here it is;

### 1. More Productive Workforce
Gallup have suggested that employee engagement can result in up to 22% more productive employees! This comes from a <a href='https://hbr.org/2013/07/employee-engagement-does-more#comment-section' target='blank'>meta-analysis</a> looking at 1.4 million employees.

### 2. Improved Employee Retention
It’s simple. More engaged employees are more likely to stay with you. Research backs this up, indicating higher levels of employee engagement correlate strongly with employee retention.

### 3. Happier Employees
 
 We spend the significant amount of our adult lives at work. Therefore, it follows that how we feel, and to what extent we feel engaged with our work, will have an effect on an individual’s wellbeing. <a href='https://news.gallup.com/businessjournal/14500/engagement-keeps-doctor-away.aspx' target='blank'>Differences</a> in ‘psychological’ happiness between engaged workers and actively disengaged employees is quite startling. Research also indicates higher levels of life satisfaction, lower emotional exhaustion and lower cynicism when individuals are engaged.
 
### 4. Healthier Employees
<a href='https://www.ncbi.nlm.nih.gov/books/NBK299335/' target='blank'>Research</a> indicates correlations between low levels of engagement and the increased likelihood of ill health, depression, mental health, stress and burnout.

### 5. Greater Profitability

<a href='https://www.forbes.com/sites/nazbeheshti/2019/01/16/10-timely-statistics-about-the-connection-between-employee-engagement-and-wellness/#1580b8b822a0' target='blank'>Forbes</a> have been conducting research into the link employee engagement and profitability. Here are the top statistics to come out of their report. Highly engaged teams report up to 21% greater profitability. According to Forbes, disengaged employees cos US companies upward of $550 billion every year.

### 6. Being an employer of choice 

Very engaging organizational cultures are attractive and highly sought after from the employee’s perspective. Being an employer of choice helps to attract and retain the top employees.

### 7. Reduced counter-productive behaviour

Counter-productive behaviour is, put simply, behaviour which damages the organization. Behaviour ranges from being resistant to change and criticizing organizational decisions, to acts of sabotage (theft for example). <a href='https://www.researchgate.net/publication/272659420_The_Relationship_between_Employee_Engagement_Organizational_Citizenship_Behavior_and_Counterproductive_Work_Behavior' target='blank'>Studies</a> have indicated a negative link between employee engagement and counter-productive behaviour. That is, the higher the levels of employee engagement in the organization, the less likely that counter-productive behaviour will occur. 

### 8. Reduced Absenteeism
Why would you refrain from coming into work if you were engaged with it? Employees are less likely to be absent if they enjoy work. However, if someone isn’t engaged, they will try and spend less time at the organization.

### 9. Customer Experience and Loyalty
Research indicates a strong link between employee engagement, customer loyalty and customer experience. Studies have indicated that organizations with high employee engagement scores can have up to twice the levels of customer loyalty. The reasons behind this may be a combination of these factors:
 
- *An engaged workforce provides better customer service.*
- *An engaged workforce provides better brand experience.*
- *An engaged workforce has a strong sense of customer focus.*



Does anyone know why employee engagement is important? Here's the answers to why employee engagement thing is the only thing that matters.

Why employee engagement is important!

Does anyone know why employee engagement is actually important? Here's the answers to why employee engagement thing is the only thing that matters.

9 Reasons Why Employee Engagement is the Only Thing That Matters

Here's why you need to make sure employee engagement is at the top of your list.

9 Reasons Why Employee Engagement is Important

How to improve internal communication in an organization? In these years of instant messaging and being able to receive emails on everything from a watch <a href='https://www.techradar.com/news/world-of-tech/smart-fridge-goes-rogue-helps-spam-750-000-email-accounts-1216164' target='blank'>to a fridge</a>, you'd hope communication would be more accessible.  When it comes to getting them to communicate, employees can be hard nuts to crack. 

Of course, this complicates the jobs of HR managers, as if the job isn't hard enough! Included below are some tricks and tips to help get those employees out of their shells and talking when you need them to.

## 1. Keep an ‘open door’ policy

Let your company’s __employees know that you’re there to listen__!  It may sound simple, but making it clear that you’re willing to hear everyone out is a quick way to get them to talk. Whether it’s changes they think could help with productivity, or nerves about the job that you can help settle down, they have to know you’re there to listen.  

If it helps, the tried and true suggestion box could work, in the form of an anonymous email or a literal box in a common area. Make sure that they have an outlet, even if they’re not yet comfortable enough to talk to you in person.

[When employees give you their ideas](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees), remember to take them seriously. Sometimes the best new ideas, like finding a new <a href="https://tipalti.com/mass-payments/" target="_blank">mass payment system</a>, or allowing sick-day employees to work from home, will be found in a suggestion box. The company has to open itself up to those ideas. Above all, by showing you're taking their notes, they'll be more open to communicating with you in the future.

## 2. Work from the Top-down

Employees can be worried about saying anything if they feel like they'll get quieted down regardless. Work with managers and supervisors to let them know to be open to employees bringing up concerns.  

Tell them if they're not comfortable, to be nonjudgemental, and send the employees your way. Ask that nobody mocks or shames employees for their opinions or ideas. If an employee feels listened to, they're more likely to be open to change and criticism of them as well.

Make it clear this isn’t optional, and that it’s now standard for the company that people are allowed to request help, or offer ideas (within reason).

## 3. Build teams, allow friendly competitions

An easy way to get employees to get more comfortable with communication is to allow some healthy competition. Nothing too dire, or intense, __consider some team-based games__. Whether it's which team gets their numbers up highest- or a real game like corn-hole- get them excited and competitive. 

Working together towards a more tangible and shared goal, rather than just for the company itself, can make them more comfortable.

![build teams how to improve internal communication](//images.ctfassets.net/6g4s9n00xmsl/2FOjMzrqm7GKCKufOYbPPR/cd3ac6db4a093005a79336d37ff3de0a/build_teams_how_to_improve_internal_communication.png)

## 4. Set goals on every level

Another great way to get people to start communicating is to set goals within the company. Regardless of what type of company you're in, there are endless metrics to measure success. Let employees and teams, set their own goals for what they want to see. Whether it's higher production or reaching more bonuses, be sure it's reachable to some degree. [Managers and supervisors](https://www.peoplegoal.com/blog/smart-goals-for-managers) can help set goals for themselves and [their teams](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team) as well. Employees will talk more with their supervisors because it'll help them reach their goals more manageable.

It all comes back to the team mindset, make sure they know that the business is one unit with dozens of pieces that have to work together.


## 5. Be clear on the mission of the whole company

What’s the <a href="https://blog.hubspot.com/marketing/inspiring-company-mission-statements" target="_blank">company’s mission statement</a>? Not only should it inspire growth and also let your employees know what the company expects of them. Communication is always a winding two-way street, and you have to make it clear what the company expects of them. By emphasizing a collective goal, you'll give employees a vision of what they're bringing to the team.

If the company doesn't have a published mission statement, which often happens in new or small companies, consider working with employes to create one. Let them be a part of defining what it means to be a part of the company. 

If you want, you could use it as a team-building contest and let employees enter for what they think it should be. This act, however small, shows that you have faith in how they view the company.
![clear mission how to improve internal communication](//images.ctfassets.net/6g4s9n00xmsl/6GmRIOGHevyPQoh51lHsGH/b20e0a1802386ab5fe3d4c4c20d2396e/clear_mission_how_to_improve_internal_communication.png)

## 6. Start from scratch with new employees

Taking all of these steps and moving forward with current employees can be a lot of work. The next and most essential step is to [make sure you're training new employees ](https://www.peoplegoal.com/blog/onboarding-for-new-hires-how-to-make-it-a-success-story)on these policies as you hire them.  Not only will it save you from extra work down the road- it will also make sure a precedent is known and set for all employees. Communication helps a company grow stronger. In return for the work you're putting in, employees will become more satisfied with their jobs. Multiple studies show that a happy employee is a hard-working employee, so give them a chance to prove themselves.

In the end, the paramount part of communication is listening. Whether it's a workplace miscommunication that's turned into an argument, or someone requesting a new snack machine- everything has to be heard and taken into account. As an HR manager, you're the acting mother duck to dozens (or hundreds!) of people who need some guidance.  Help them see that your company is the one they should stick with, and the inevitable return will be overwhelmingly positive.


How to improve internal communication in an organization? Use these simple but effective strategies that will help you manage your workforce.

How to Improve Internal Communication

how to improve internal communication peoplegoal

How to Improve Internal Communication 


New year. New decade. Ever-growing interconnected digital world defined by auto-reply systems, chatbots, atomisation, digitalisation, data and an increasing number of software, that companies use to manage their business and workforce. __The result?__ Brands are at the risk of losing personal touch, and thus not differentiating on service, drowning amongst the growing number of businesses worldwide. The same risk applies to employer brands, who increasingly struggle to retain their best talent and provide positive employee experience.

## The Importance of Employee Experience
And as the western culture became more individual over the past few decades, the disposable consumeristic culture has not only affected the shopping habits, values and personal relationships but also the employee loyalty. We all know that job-hopping is common these days and people are expected to <a href='https://careers-advice-online.com/career-change-statistics.html' target='blank'>change their career 5-7 times across their working life</a>.

Therefore, HR leaders and successful entrepreneurs are realising that __the future of work is bringing 'human' back to HR and providing positive employee experience.__ This year many experts have touched upon trends such as'<a href='https://www.forbes.com/sites/meghanbiro/2019/12/26/3-hr-trends-for-2020-whats-in-store/#146af8616f86' target='blank'>tending</a>', being kind and moving from people analytics to <a href='https://hrtrendinstitute.com/2019/11/26/12-hr-trends-for-2020' target='blank'>analytics for people</a>.

A post by Gil Cohen caught my attention, who highlighted that __companies should stop referring to their employees as ‘assets’, ‘resources’ and ‘capital’__. Very accurately, he states that __words do matter and;__

> "Language is key to how culture is reflected.” 
 

Similarly, when I started business school 5 years ago, I was advised to think of myself as a 'product' to successfully kick off my career and differentiate myself from the competition of young hungry job hunters. And following the idea of Cohen, today I am supposed to be (referred to as) an asset or a resource. Objectification at its best, isn't it?

Luckily, emotions are no longer seen as an unwanted aspect of human nature but a catalyst of creativity ideas, motivation and most importantly commitment.

## What does the young talent have to say?
Over the holidays I engaged in many inspiring conversations with my friends about their careers, future and what they want from their professional lives. Some of them were energised and empowered by old and new jobs with challenging tasks and progressive managers. Some were frustrated by lack of support, responsibility and most importantly lack of purpose. And most were on a search of added value, opportunities to learn and develop, as well as hoping to find a sense of belonging.

Therefore, I have decided to repurpose the wonderful article of Amy Czuchlewski “<a href='https://www.forbes.com/sites/forbestechcouncil/2019/11/04/how-to-have-a-personal-touch-in-a-digital-ecosystem/#43a43001e533' target='blank'>How to have a Personal Touch in a Digital Ecosystems</a>” from customer experience to modern workplace in 2020 with __5 essential tips for employers to retain their best talent and create culture of commitment and respect__:

![employee experience 2020](//images.ctfassets.net/6g4s9n00xmsl/4VxAjWRp1ZU0FySlN2NiWD/8dee0d07cd73d978b584e15cf9711fc6/employee_experience_2020.png)

### Digital experience may be your only direct connection to your employees

Contract and remote working has become a standard in the 21st century. Therefore, it is vital to implement sufficient digital channels to manage and engage your workers. Internal and external communication channels, HRIS software as well as [performance management software](https://www.peoplegoal.com/product/performance-management-software) are key to success. 

Make sure you clearly communicate your expectations to your employees, help them set clear goals and align them to the company objectives. Providing them with ongoing feedback, recognising and rewarding their efforts will keep them engaged and ongoing conversations will help you evaluate their productivity and achievements.

### Be transparent and put useful information in hands of your employees

It can be scary to share information with your staff. However, it is the only way you will enable them to reach their full potential and develop creative and innovative solutions. Furthermore, it is vital for success of a business to share the vision of your company with your workforce and getting everyone onboard with it. 

You should also regularly conduct (and evaluate!) [engagement surveys](https://www.peoplegoal.com/blog/best-practices-in-employee-engagement-surveys) and listen to your employees and implement their ideas. It will not only help your business grow but it will also help you to create collaborative and inclusive culture in your business.

### Take care of your employees every step of the way

[Effective onboarding process](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters) is a sufficient way to prevent negative engagement from the day one. Providing your potential hires with information and answering their queries between accepting the job and starting their new position will help you minimize the chances you will get ghosted. Providing support and training during the orientation period will help your employees settle to their new role quicker and regular check-ins will help you identify any potential issues in a timely manner. Therfore, [developing a onboarding process](https://www.peoplegoal.com/blog/onboarding-process-template) and getting your HR team as well as management onboard is vital.

### Go above and beyond

Help your employees to [integrate their work and personal life](https://www.peoplegoal.com/blog/employee-engagement-definition). It is unrealistic to expect your employees to leave the rest of their lives behind the door when they enter the office. What is it they really value? Provide your employees with opportunities to develop not only skills but also relationships in the office and get to know each other.

Encourage the management to have honest and open conversations with their reports and provide training to your employees to encourage their development. Additionally, ask yourself a question what extra activities and initiatives can you introduce to enhance the [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) in your organisation?

### Every personal interaction means more than ever before!

Coaching and mentoring is becoming increasingly important in a modern work environment. [One on one meetings](https://www.peoplegoal.com/blog/employee-manager-meeting), ongoing self-evaluation and [performance reviews](https://www.peoplegoal.com/guides/performance-reviews) are a key. In case your management, or you, have to reschedule a meeting or cancel it always communicate why to the employee and make sure to reschedule. Not providing your employees with feedback and not recognizing their needs and efforts is a quick way to lose your best talent.

To sum up, you should really focus on creating positive employee experience on a day to day basis. Improving the employees' experience should be marked as important or very important for you as an employer brand. As mentioned before, human resources, company culture and engagement and performance management are the areas to focus on. __Good luck!__

Employee experience becomes increasingly the focus of employees. What are employees  looking for in their employers and how to meet their needs to retain talent?

Employee experience becomes increasingly the focus of employees. What are employees  looking for, and how to meet their needs to retain talent?

Employee Experience: Why ‘Personal’ Matters More Than Ever Before in 2020

employee experience

Employee Experience: Why ‘Personal’ Matters More Than Ever in 2020

## 4 Powerful Motivators other than Achievement for Future Managers 

As the week slowly unravels, you notice that your employees, even the brightest and the most dedicated among them eagerly wait for Friday afternoon to clock out and not look at their office seat for the next two days. It’s perfectly __natural__ for us __to crave rest and diversity in our lives__, but __when your employees feel burdened, pressured, and bored at work__, every single workday will be __a Monday morning to them__. How on Earth are they supposed to even want to become managers some day if the prospect of coming to work feels like drudgery? The ambition to achieve? It’s often not enough. 

No matter how educated and talented your employees might be, __the will to advance in their career will heavily depend on the work environment in which they continue to develop their skills__. Alas, the prospect of professional achievements alone is often not enough to drive potential managers to succeed. 

Perhaps if you, as their supervisor and employer, could provide them with more motivation, they could respond with greater productivity and eagerness to progress. Here are a few __tried and tested methods you can use as strategies to motivate your potential managers and let them unleash their true potential__; 

![4 Powerful Motivators other than Achievement for Future Managers](//images.ctfassets.net/6g4s9n00xmsl/30FHSfp5FzhsBiGxoSvsaw/415a29dcf1bf671736e275461d7722c5/4_Powerful_Motivators_other_than_Achievement_for_Future_Managers.png)

## Offer regular training opportunities

Once again, education alone won’t cut it, but if your company is a place that empowers employees to continue improving their skills and doesn’t treat them as if they’re supposed to be perfection embodied from the day they walk into your office – they’ll be far more inclined to give back to your business with spectacular performance. Allow your HR experts to find regular conferences, seminars, and training programs that will enable each and every one of your future managers to continue improving their skills and knowledge. 

Depending on your industry and expertise, you can even host lectures in your own offices, invite notable professionals in your field, and continue creating relevant networking events where your employees can further expand their knowledge base. What’s wonderful about this form of active motivation is that it also further empowers their achievement motivation, so training works effectively on both fronts, as a unique source of inspiration, and as support for other sources of ambition. 

## Develop a strong company culture

Modern-day employees no longer want to work for just another retailer or yet another faceless corporation. They want to be a part of a movement, they want to know their work is meaningful and purposeful, and they need to align themselves with the values of the organization they are a part of, hence the need to create a culture where each of your team members can feel at home. This is especially true for your future managers – in order to run a part of an organization, even if it’s just one sector among dozens of them, they need to feel like they belong. 

Are you about to give a promotion to one of your most cherished employees to grant them that managerial position? Prepare a set of branded and personalized business cards with their new title on them, just in time for that new conference they’re about to attend as a representative of your brand. Let a brand-new mug with your logo wait for them at their new office, with a “thank you” note for all of their great work. By knowing that they belong and that they are indeed a valued [segment of your company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources), they will promote that culture to other employees, to your clients, and all other relevant parties they communicate with outside of the office.


Feeling that they have become a part of the brand itself will enable them to further strengthen their achievement motivation. Why? Because they will not work for personal and professional gain only, but they’ll perceive themselves as inextricable parts of your brand’s culture and they’ll do what’s in the interest of your business.

## Recognize their contribution

Grooming managers takes time, dedication, and creativity. No one becomes a manager overnight, and they certainly don’t become managers by force. Each employee with the potential to lead needs to want to become one. In order to develop and encourage that desire, you need to consistently let them know that they are appreciated for their achievements. Of course, that doesn’t involve menial tasks, but it does include major deals, milestones, creative solutions, the hours they put in, the personal touch they give their presentations, and the like. 

Use every opportunity to [foster achievement recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal). Send company-wide emails recognizing that particular employee with the potential to become a manager, thanking them for their impeccable work on a particular project. Give them a round of applause at a meeting, or send them a gift basket with their favorite muffins, or treat them and their spouse to weekend getaway after a long week of work. All of these gestures foster loyalty and trust, and they make your employees feel not just visible, but valued.

Let them see that you reward and incentivize achievements, and both their desire to achieve grander goals and the incentives themselves will grow their motivation to stay productive and develop your business. 

## Introduce regular feedback exchanges

A manager’s opinions matter. So naturally, every single employee’s opinions matter, too, if you want them to work for that managerial position and earn it one day at a time. In addition to [sharing your own thoughts on their work](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples), how they can improve, and how they’re doing well, you should be open to the idea of receiving that very same level of feedback. This lets them think about the role of the manager from a unique perspective and prepares them for it at the same time.

When the time comes for them to step into that role, they’ll know how to implement the same feedback loop with their teams. They’ll value the opinions of their team members, and they’ll learn the proper form of creative criticism. This not only fosters transparency in your culture, but also allows your teams to understand their future jobs better, and to feel better equipped to handle them. 

Each employee is different, and so is their potential to become a manager. Use these methods to motivate them every day, to build a bond with yourself and your business that will help them persevere and recognize their own potential, and you’ll slowly transform them into leaders that will help you grow your brand over time. 

### About the author 

Jacob Wilson is a business consultant, and an organizational psychologist, based in Brisbane. Passionate about marketing, social networks, and business in general. In his spare time, he writes a lot about new business strategies and digital marketing for Bizzmark blog.



Every manager has wondered at least once in their career how to motivate employees. It can be a tricky task. Here are some tips for you to keep your employees engaged and productive.

Every manager has wondered at least once in their career how to motivate employees. Here are some tips for you to keep your employees engaged and productive.

How to Motivate Employees in 2020

how to motivate employees

Motivating employees and maintaining sufficient levels of engagement is a well-known struggle for managers and companies. What to do to keep you workforce productive?

Running [one on one meetings](https://www.peoplegoal.com/glossary/one-on-one-discussion) with your employees is one of the most powerful secret weapons you have as a manager to __engage your team members__, develop important __coaching skills__ and __catch performance issues__ before they become critical. The one on one meeting questions format can be challenging to set up the first time, so we've got tips and templates for you to help you construct meaningful, actionable one to one meetings with your team.
____
## One on one meeting questions format templates

We have a few [downloadable one on one templates](https://www.peoplegoal.com/blog/one-on-one-meeting-templates) that cover different areas of the performance cycle, as well as ideas for thoughtful questions and development areas to cover.
___

## How (and when) should I conduct my one on one meetings?

Be flexible! One of the greatest benefits of a one on one meeting is that it allows you to really get to know your employee and understand what makes them tick. Every individual works in different ways and is motivated by a variety of factors, so trying to create a 'one size fits all' one on one meeting format isn't going to work for every member of your team.

Ask yourself:

- How often does my employee need my input on their work?
- Where does my employee do their best work? At home, in a quiet space in the office, in a shared team space?
- What are the coaching and development priorities my employee has brought up, and how can I support those?

### When should I have a one on one meeting?

As above, you'll have different frequencies for different employees. As a rule of thumb, you should be checking in at with each direct report for one hour at least once a month. There are also some key touchpoints when you should definitely be having a one to one discussion:

- __Onboarding new hires__: once a day for the first week, once a week for the first month, once every two weeks for the first three months.
- __New starters (less than a year)__: At least once a month, but preferably every two weeks while they still get settled into the team culture and their job role.
- __Veterans__: you might think that just because they've been at the organization for a long time that these employees need less frequent check-ins. That's not the case! There are always new developments to keep on top of, changes in company strategy and personal skills development. Veteran employees can run the risk of developing a fixed mindset and can stagnate in their role, so you need to make sure you're keeping them motivated and developing.

### How should I set up the one on one meeting format?

You as the manager need to be driving the one on one meeting. Reach out to your employees - show interest and proactivity. It's all well and good to announce that you have an open door policy, but if you're not reaching out first it can be hard for subordinates to take advantage of that. Not hearing from your employees isn't a sign that everybody's getting on with their work - it can be an indication that they're not able to honestly raise issues and feel uncomfortable asking for help.

To kick it off, especially with new teams, start with an email request for a meeting. An out-of-the-blue request for a meeting can be worrying to an employee, so make sure you're communicating the reasons for setting up a one to one and that they'll be a regular conversation going forward. Make sure you're also not singling out certain individuals, and make this a team-wide initiative.

We've got some [email examples and meeting format templates](https://www.peoplegoal.com/blog/how-to-write-a-one-on-one-email-request-6-examples-points) to to get you started.


### What should my one to one meeting questions format be?

Again, this depends on the employee you're mentoring and the relationship you have, but generally keep in mind that a one to one meeting is personal, not project or status focused. You are discussing work of course, but frame the meeting questions in the context of employee wellbeing, coaching and development. Checking in on objectives is important, and hone in one why an objective is going off track rather than just asking for a status report.

We've got more details on [how to run an effective one to one discussion here](https://www.peoplegoal.com/blog/one-on-one-discussion).

![11 tips for an effective one on one discussion](//images.ctfassets.net/6g4s9n00xmsl/6c2i1SVyXr3imV11ZpU9mv/6a7e4a5cdfcb01630c23accb64c297ec/11_tips_for_an_effective_one_on_one_discussion.png)
____
## Tips for effective one on one meetings

- __Be respectful of time__. Book enough time with your employee to cover deeper issues without distractions. Don't be checking your phone or email in your meeting - it's even better if you can go offsite and get out of the regular office environment.
- __Reschedule, don't cancel__. Try as much as possible to honour the original meeting time, but if urgent priorities do come up make sure to reschedule your one on one, not cancel. Besides the time an employee takes to prepare for the meeting, taking the meeting seriously shows that you prioritize your team members' wellbeing and care about their development.
- __Engage remote workers__. Regular check-ins are even more important for a remote workforce as you miss the small, day to day interactions that flag up to a good manager when something isn't right.
- __Assume positive intent__. In a busy, often stressful work environment, it's easy to feel overwhelmed and not quite understand why things aren't getting done. A helpful attitude to take is to always assume positive intent - very rarely is someone deliberately out to cause trouble or not fulfil their obligations. Oftentimes it's just a case of a message lost in translation, and if you assume a positive intent from your employee it's much easier to see the common ground.
- __Take notes__. It's easy to think you'll remember everything you need to complete, and you get to the next one to one meeting and realize you've forgotten an important action. Nothing is more demotivating to an employee than a manager who doesn't care about their progress. Make sure you're noting everything you both agree to, and proactively follow up on those actions.

---
The [one on one meeting](https://www.peoplegoal.com/blog/employee-manager-meeting)) is one of the most valuable tools you have as a manager. Be __flexible in your approach__ and get the one on one meeting questions format right for each individual, and you'll be well on your way to motivating a __productive, happy and engaged team__ around you.

Tips for setting up a new one on one meeting format for your team, which questions to ask and how to get the most out of your meeting time.

One on One Meeting Questions Format for Managers

one on one meeting questions format

Implementing performance management systems in your organization can __increase productivity, employee satisfaction, and communication__. But how do you select performance management software for your small business? 

Choosing the right software for your performance management process is vital. If you get it right, you can drastically __reduce the overhead__ of the whole process. There are a couple of rules you should follow when deciding upon the right performance management software for your organization.
 
One of the first steps is to __review your current system__, whether it be manual or automated. Note down what aspects it is lacking and draw solutions in the form of __requirements for the new system__ you are looking for. This is a great place to start:

![performance management software for small business](//images.ctfassets.net/6g4s9n00xmsl/53A5k54TdUgVwU6LlQFYqt/de8622787442d3f935b05f5b3767f8af/performance_management_software_for_small_business.png)
___

## Requirements
[What features](https://www.peoplegoal.com/blog/nine-features-an-employee-performance-review-software-must-have) do you require in your system? Are you looking for a platform to cover every aspect of the performance cycle such as [goal setting](https://www.peoplegoal.com/product/okrs-software), [360-degree feedback](https://www.peoplegoal.com/product/360-degree-feedback-software), 1:1s, performance appraisal and performance review process, development plans, training courses etc. Or are you looking to focus specifically on one area such as continuous feedback? 
 
A good performance management platform will offer all these areas with the ability to disable features if you are looking to build a system with more of a focus on a specific area such as goal setting. Therefore, you need to assess your requirements and draw that list up against the platforms feature lists that you are researching.
___
 
## User Interface: 
Considering all employees within your organization will be using the platform, and some have greater computer skills than others, it may be worth considering how user friendly the interface is. If this is the first digital system you are putting in place, perhaps start with something simple that has the option to build on the system as employees become more comfortable with the platform. Additionally, you will want to find a solution that is easily accessible to your worforce at any time they might need it, thus you are likely to be in a search for a cloub-based software solution. 
___

## Reporting Capabilities
At the end of the day, performance management software for small companies will need to include real-time reporting. This will enable managers to gauge where their employees stand, and who may need to be paid more attention with assistance or rewards.
___

## Integrations
Are you looking to integrate the software with any other systems? For instance, one integration that can streamline the performance management process is an [integration with Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration), where you can have the basic chat function alongside completing tasks. Thus you have performance management alongside communication, in the place where people do their work.
___

## Free Trial
Does the software provider offer a free trial of the product? This is a vital area, as sometimes having a demo does not give you enough information, or it can gloss over certain areas that you may need to pay more attention to. In reality, the only way to truly understand a platform is to have first hand experience and to take it for a test drive.
___

## Support
Does the hr software provider offer support, and is that support sufficient for you your needs? Depending on the size of the performance management platform provider's organization, there is a differing support available within the market, with some offering 24/7 support, and others more in line with their own timezones. Nonetheless, this is a question you should ask.
___

## Cost
Finally, one of the bigger players in your performance management platform decision is the cost. One of the first steps in your research should be to determine your budget. This will allow you to eliminate a fair few software providers that are outside of your budgetary constraints.

Choosing a performance management software for small businesses can be a daunting and overwhelming task. How do you set your priorities and make the right choice from the myriad of platforms available?

Choosing a performance management software for small businesses can be a daunting and overwhelming task. How do you make the right choice?

Performance management software for small business: How to select one

performance management software for small businesses

Performance Management Software for Small Business: How to Select One

People __dread receiving and [giving feedback](https://www.peoplegoal.com/faqs/how-do-i-give-employee-feedback)__, however there is no doubt that including feedback as part of your work process will fundamentally improve the way your employees work. Therefore, it is vital your __employees are in a position, where they can comfortably ask for feedback__, so as to develop a good organizational culture of performance improvement.

__There are a couple of ways you can ask for feedback that will help you improve:__

![How to ask for feedback](//images.ctfassets.net/6g4s9n00xmsl/HojF1ms1afHwW4JUMLmsk/a3f97df7350831f7bd288ca01140a55a/How_to_ask_for_feedback.png)
____
## Honest feedback 
Be direct that you are looking for honest feedback, no matter how brutal it may be, but [keep it constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and choose the words carefully depending on the personality of your employee. What is the best approach to communicate the feedback? This way you can get the most out of the conversation.
____
## Note taking
Take notes on everything that is said, offer silence as a response to garner further information. The notes that you take during the meeting can then be referred to in the future when taking on new tasks etc.
Look towards the future: You need to ask the questions on how you can improve in the future rather than focusing on what you did wrong in the past. This also proves to be more effective in ascertaining honest opinions that will be highly valuable.
____
## Listen 
Try to avoid making a judgement on the feedback you are being given, you are looking to attain as much information as possible. If you react negatively it may damage the authenticity and further usefulness of the feedback. Make sure you listen to your employees and try to [see things from their perspective](https://www.peoplegoal.com/blog/emotional-intelligence-in-the-workplace).
____
## Dig deep
Take the opportunity to push their answers, ask multiple times in different ways to give more opportunities for honest feedback.
____
Furthermore, in order to really develop your performance within a company, you need to receive feedback often. Therefore, its vital to turn it into a habit rather a dread. Take time, on a regular basis to have one-on-one conversations with colleagues about issues, challenges, opportunities and strategy. We would advise a to do this once weekly or once every two weeks at the least. This way you can improve the way you work, improve the employee-manager relationships, develop your employee engagement levels.

Asking for feedback is challenging at least. Is there a way how to ask for feedback? Find out about ways to make your workforce comfortable asking how to improve.

Asking for feedback is challenging. Is there a way how to ask for feedback? Find out about ways to make your workforce comfortable asking how to improve.

How to Ask for Feedback That Will Help You Improve

two ladies having a conversation in an office in an one to one meeting

how to ask for feedback

Everyone has their own perception of their character and personality traits that make us who we are. There is a myriad of ways how to measure one's personality such as <a href='https://www.livescience.com/41313-personality-traits.html' target='blank'>'The Big Five Personality Traits'</a> and even more adjectives in the world to describe one's character. In this article we explore what are the __traits the employers are looking for in 2020__.

![top personality traits for 2020](//images.ctfassets.net/6g4s9n00xmsl/2mf5tQ1p21532bfYaC3ZKC/8f6ec83d4bf520fd15e56a6caea7de48/top_personality_traits_for_2020.png)

## 1. Ambitious or driven 

Driven or ambitious employees are willing to go the extra mile in the pursuit of progressing their career. They will always put in 100% effort because they have high expectations for themselves. They have a go-getter attitude, they are extremely productive and innovative, which is great for the rest of the workplace. 
____

## 2. Humble

Too much ego in the workplace is toxic and counterproductive. Humble employees work with integrity instead of feeding their own selfish needs or narcist. The more preferred candidate for a future employee is someone who would prove their value through their hard and commendable work rather than through words, whether they are true or exaggerated.
____

## 3. Enthusiastic 

Having a positive mindset is a catalyst for productivity and creativity. It also reduces the risk of burnout. The great thing about enthusiastic employees is that their positivity is infectious - it encourages high morale, engagement and performance across the workplace. They help to build a working environment that triggers new ideas and is unique and enjoyable to their co-workers too.
____

## 4. Team-Orientated 

An employee that is team-orientated is more likely to be aligned with the company objectives and have them at heart. Without the team as a whole, there would be no business. So, you need to have employees that understand that they are a small cog in a big machine, and for that reason, they need to help elevate their colleagues in the same direction. 
_______

## 5. Upfront

Employees that are honest and upfront won’t spend hours formulating an excuse for why this didn’t get done or why they weren’t present for that. They will have the integrity and confidence to come straight to you and tell you the truth. This saves time and gives you a perspective of what policies you may have to put in place as a result. Upfront employees are also much more likely to ask for help, which is always far better than *not* asking for help and allowing the problem to get worse and worse, thereby affecting the quality of output. 
____

## 6. Eye for detail

The difference between a business crisis and business credibility is often due to those meticulous employees that notice errors before they become an issue. They check documents before they are sent and can step back, see the bigger picture and notice potential problems that are flying under the radar. The details matter and your reputation often hang on them, so make sure to employ people who handle their work with care and diligence. 
________

## 7. Autonomous

Although management and guidance are important, it is equally important to have employees that are independent and proactive. Autonomous employees will have the initiative, when left alone without tasks, to come up with productive tasks to do without having to be given them.
_______

## 8. Diligent 

Diligent employees take pride in their work. They have a strong sense of accomplishment and high standards for themselves in terms of quality and performance. As much as they should have pride in your company, they need to have pride in their own work otherwise they will be content with delivering sub-par work. Therefore, diligent employees are highly sought after, mainly because, even if they are not enjoying the workplace itself, they will always submit outstanding work - it would go against their morals not to.
______

## 9. Organized 

Organized employees keep their desk neat, diary legible and are generally more on top of things than disorganized employees. They tend to be more reliable, as they won’t forget important meetings or turn up to work late. A trait that many people struggle to cultivate, the employees who have a natural ability to compartmentalize, schedule, re-arrange and organise their lives easily are highly employable. 
______

## 10. Empathetic  

This may be a controversial one, but compassion and empathy are surprisingly important in the workplace. Especially in big companies, there will be a hugely diverse amount of people from different backgrounds, faiths and cultures. Therefore, emotional intelligence is important, to reduce conflict and facilitate engagement, for employees to be tolerant, respectful and understanding pf each other despite their differences.
______

These are the traits that employees like to see in their employees as they help to create effective collaborative teams, bring tangible results and help the company grow. And yes, not everybody is naturally good at all of these. Yet, luckily for you there are certain [ways that will help your personal development](https://www.peoplegoal.com/blog/how-self-leadership-can-drive-innovation-in-your-organization) and [goals you can set in 2020](https://www.peoplegoal.com/blog/top-10-employee-performance-goal-examples-for-2020) to enhance these traits in yourself!


Where should you put your personal development efforts to meet the character expectations of employers in 2020?

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Ways of Improving Work Performance in 2020

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