## 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

## 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 life 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 ‘you’ 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)


### 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).

### 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 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.

### 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.

### 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.

### 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.

### 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 organisation for the rest of their life. This can be the consequence of more businesses, focusing on employee engagement and positive employee experience. 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 that 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 and provide your employees with accessible 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 not only enhance customer experience but 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 a 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 so a star employee in one organization might not necessarily be equally as successful in another company or even 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. 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 also it 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

Accorfing 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?

Top 10 Personality Traits in The Workplace

A man holding a laptop and a notebook in an office

personality traits

Unfortunately, adults can be just as, if not more, confrontational than teenagers. For this reason, we have outlined some __key strategies for de-escalating conflict in your team__. 

___
## When Should HR Step In?

If employees are threatening to quit over the problem and it is affecting the overall morale, performance or atmosphere of the workplace, then it is worth investigating the problem, recruiting and training are expensive after all. 

![Conflict resolution as a manager strategies](//images.ctfassets.net/6g4s9n00xmsl/WAMkljEuIakHGl1E4S41e/090cd369aceeb950a12afd0264b72122/Conflict_resolution_as_a_manager_strategies.png)
____
## Preventative measures

It is far less time-consuming and expensive to set out procedures for preventing conflict in the first place than putting out the fires after they have happened. 

____
### Dynamic spaces  

A workplace layout that doesn’t consider the people in it (i.e. cramped, noisy, dark, hot) can lead to heightened levels of stress and quickly develop into a volatile atmosphere or could put people at risk (e.g. poorly-lit, isolated exits). Changing the way your workplace looks doesn’t have to be costly, just moving around some furniture can make a massive difference to employee’s wellbeing and thus, their interactions with each other. 

____
### Structural changes 

When it is clear that two individuals are stepping on each other’s toes, it may be helpful to move them to different teams, departments, projects, or even just a different desk. 

___
### Formal training  

[Diversity, equity and inclusivity programs](https://www.peoplegoal.com/blog/diversity-and-inclusion-in-the-workplace) can help employees understand how to treat each other respectfully. It can provide them with the social strategies and tools to work amicably with their peers, despite their differences. It also provides training in conflict management so they can handle confrontational behavior appropriately.

____
## Alternative dispute resolution

No matter how inclusive and respectful the workplace, certain individuals are simply prone to dispute and clashing with others. In these (albeit rare) situations, you can use ADR - alternative dispute resolution. 

___
### Informal discussions

These can be arranged by you or another superior, or even the people at conflict (although they generally need a push from management to face the problem). It involves sitting down and talking through issues, during which time the manager or supervisor should remain impartial. This gives people plenty of opportunities to voice concerns, agree on a solution, and clear the air.

____
### Mediation 

This involves a trained mediator having discussions with the people at conflict to address issues in a controlled environment. Mediators are skilled at encouraging people to calmly talk and listen to one another, and guide people to reach a conclusion that repairs relationships and gets work activities back on track. A mediator maybe someone in the business suitably trained or an external party.

____
### Conciliation 

This is very similar to mediation except that unlike a mediator, the conciliator is responsible for making the final decision on what people should do to settle their differences. The settlement isn’t legally-binding but it is encouraged that those who took part in the conciliation stick to it.

___
### Arbitration 

This is more formal than the previous methods. Evidence for each side of the conflict is submitted to an arbitrator, and lawyers may represent people’s cases. The arbitrator considers the evidence and imposes a legally-binding settlement that all parties will have pre-agreed to.

____
## 9 steps to resolution 

Here is how you should structure a conflict-resolution meeting: 

1. Get both employees to write down their point of view, from beginning to end, including every event or verbalization they believe contributed to the conflict, including desired changes. 
2. Get each employee, one by one, to read out what they have written to the other participant, ensuring there are no interruptions from either side
3. Summarize the conflict based on what you have heard and obtain agreement from participants.
4. Brainstorm solutions and write each idea down collaboratively.
5. Rule out any options that participants agree are unworkable.
6. Summarize all possible options for a solution.
7. Assign further analysis of each option to individual participants.
8. Make sure all parties agree on the next steps.
9. Close the meeting by asking participants to shake hands, apologize and thank each other for working to resolve the conflict.

![conflict resolution as a manager](//images.ctfassets.net/6g4s9n00xmsl/1F9eTrx9AFDYnQFXEc9qwj/a1d481ad15ccba4999402f266f09bd7f/conflict_resolution_as_a_manager.png)


As a manager, you may think conflict resolution is not part of your job description - otherwise, you would have applied to be high school teacher right?

Conflict resolution as a manager

team of three having a conversation in an office

Conflict resolution as a manager strategies

The modern-day manager needs a plethora of skills. We’ve previously talked about the [characteristics of a good manager](https://www.peoplegoal.com/blog/7-characteristics-of-a-good-manager), but today we are looking at the key skills a manager will need in 2020. As the decade comes to a close, have a look at these skills, think about whether you have these skills for managing people, or whether you need to build upon and improve these skills for managing in 2020. Anyway, let’s get into it. Here are the skills we think are important for managing people. Let us know if you think we missed something.

![TOP 10 SKILLS FOR MANAGING PEOPLE IN 2020](//images.ctfassets.net/6g4s9n00xmsl/3Eix8DrSH44CAAacFQXmkG/174a908a736078c500ad28a720c8dc56/TOP_10_SKILLS_FOR_MANAGING_PEOPLE_IN_2020_.png)

### 1. Integrity

Integrity is one of the most important skills for a manager. For a manager, it means being committed to the values, principles, methods and goals of the organization. It also denotes the principle of honesty.

### 2. Communication

[Communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication) is perhaps the greatest skill anyone can have in the workplace. A healthy work environment is one where communication is effective and open. As a manager, communication is also very important, but differs from the more encompassing definition of workplace communication. As a manager communication is important. It means your team are kept regularly up to date and you are kept informed of their actions – open communication. It is also important to communicate recognition, motivation and discipline to name a few.

### 3. Emotional Intelligence

Emotional intelligence is the ability to positively understand, use and manage your emotions for both your individual wellbeing and to empathize with others. <a href='https://www.managers.org.uk/insights/news/2019/june/how-to-manage-with-emotional-intelligence' target='blank'> Emotional intelligence</a> is an essential trait for managers, it is pivotal in a range of other skills, including self-awareness, self-regulation, motivation, empathy and in social situations. It may sound like if you don’t have it already, you won’t get it. But do not fret, like any skill, emotional intelligence can be developed.

### 4. Listening

For a manager, listening may not strike you as one of the most important skills for managing. But it is. Listening skills allow managers understand the current positions, intentions, motivations and feelings of their team. It allows their team to be more open and motivated, while providing the manager with essential information about how everyone is doing.

### 5. Decision Making

In the operations of business, it is inevitable that you will have to tackle problems. We’ve all seen how bad decisions can drastically alter the nature of work. Managers need to be able to make tough decisions, and fast. Decisiveness can be described as a sub-skill of decision making.

### 6. Pragmatic

Pragmatic managers are practical thinkers. They are quick to adapt to changing circumstances and they focus on the processes which allow the team to reach their goals.

### 7. Team Building

Good managers are good at building teams from the bottom. They are also good at maintaining team morale and motivation among others. A good manager will build a team which is [diverse and inclusive](https://www.peoplegoal.com/blog/diversity-and-inclusion-questions). A good manager will make sure their team are working towards a common goal.

### 8. Project Management

Being a good project manager is imperative for the success of the team. It involves monitoring, planning, controlling, overseeing and executing projects to a very good standard. Lead projects well, and your team begin to see patterns of success. They will learn from you and become better team members.

### 9. Leadership

Great leaders and great managers are behind the successes of a great business. There are various different types of [leadership styles](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019) a manager can be, from democratic to laissez faire. Different styles suit different people and different workplaces. There is no one size fits all policy. Leadership also has very important links with [employee engagement](https://www.peoplegoal.com/blog/team-leadership).

### 10. Strategic Thinking

Problem solving, innovation, creativity and the like are a perfect formula for the manager who wants to be a step ahead of the competition.

Start learning which skills you want to improve for next year with our handy list of 10 in-demand skills for managers in 2020 (and beyond).

What skills are going to be the most appropriate for managing people in 2020? Here are the one's we think, do you agree?

20 Skills for Managing People in 2020

skills for managing people

There’s never a bad time to brush up on your skills for managing people. But there is a great time - right now! Start learning which skills you want to improve for next year with our handy list of 20 in-demand skills for managers in 2020 (and beyond)

Top 10 Skills for Managing People in 2020

## What is an unconscious bias?

__Unconscious biases__ are __learned stereotypes, attitudes or categorizations__, which are automatic, unintentional, inbuilt and __often have an effect on our decision making__ and behaviour. Unconscious biases and their subsequent effect on our decision making and behaviour can __lead to inaccurate assessments__.

Unconscious biases are suggested to be an evolutionary adaptation for humans to process and assimilate multiple sources of information in an instant. They are basically __‘time saving techniques for the human brain’__. For example, our brains can consciously process <a href='https://www.forbes.com/sites/daviddisalvo/2013/06/22/your-brain-sees-even-when-you-dont/#1758702a116a' target='blank'>40 pieces of information per second</a>, but can process 11 million pieces unconsciously. But as with anything when someone tries to take corners or shortcuts, mistakes are inevitable. Unconscious biases are essentially automatic processes of information assimilation which effect behaviour and decision making but are prone to mistakes and faults.

Unless we are actually aware of these biases - which by definition means they become conscious biases (which are a completely different kettle of fish and have their own associated negative implications) - unconscious biases are outside of our awareness and can have a number of implications on a range of workplace faculties, from recruitment to diversity and productivity. Here are some of the most common unconscious biases found in the workplace.

![UNCONSCIOUS BIASES IN THE WORKPLACE](//images.ctfassets.net/6g4s9n00xmsl/6nktokhtCxgIbBBMWRnMEV/bb0538b741650b7dc1a111325cfd256c/UNCONSCIOUS_BIASES_IN_THE_WORKPLACE_.png)

### 1. Halo Effect

The [halo effect](https://www.peoplegoal.com/blog/the-psychology-of-performance-reviews), sometimes called the halo error, is __the tendency for positive impressions of a person to reflect positively or influence judgements and opinions in other areas__. Put simpler, the halo effect is when you see a halo on someone’s head because of one trait or instance, then see this halo in all tasks they do. Basically, you are __putting them on a pedestal__.

For example, when reading a prospective candidate CV, you may see that they went to a particular university and this may influence your opinions positively when looking at other areas, especially those that they may fall down on.

### 2. Horns Effect

The horns effect is essentially the opposite of the halo effect. It is an __unconscious bias which causes the perception of an individual to be unfairly influenced by a single negative trait__. For example, if an individual uses a particular phrase that we don’t like, we may subsequently begin disliking a lot of things they say as a result.

### 3. Confirmation Bias

The confirmation bias is one of the most studied unconscious bias. It is referred to commonly in Psychology and other social sciences and is a feature in a range of workplace scenarios. The confirmation bias is a type of cognitive bias which involves __favouring or choosing information which fits in with one’s pre-existing beliefs__. It leads to selective observation and may mean you begin overlooking or rejecting information which doesn’t fit in with your view.

The confirmation bias is commonly found in the hiring process where a recruiter may have built an opinion of someone and subsequently seek out information to confirm their original view.

### 4. Affinity Bias

The affinity bias is one that we’ve all definitely encountered before, but most likely outside the workplace. The affinity bias, also known as the similarity bias, is __the tendency for people to connect with others who share similar backgrounds, experiences and interests__. Affinity bias in the workplace may not seem like an issue at first glance, but at more toxic levels it may have serious implications for [diversity](https://www.peoplegoal.com/blog/diversity-and-inclusion-questions) in the workplace.

### 5. Attribution Bias

The attribution bias is another bias which is seen extensively both in and outside of the workplace. It is all about how we assess behaviour. When __something good happens to us__, we __believe that it is all our doing__. When __something bad happens__, we __blame it on external factors__. What about when we assess the behaviour of others? Well, it’s very much the opposite. When they do something good, we think it’s usually luck. When something bad happens, we assume it’s their fault.

### 6. Gender Bias

One of the most pervasive biases in society and can be regarded both as an unconscious and conscious bias. Gender bias is __the tendency to prefer one gender over another__. The gender pay gap and the difference in hiring rates are two of the most common instances of gender bias. Further as workplace research moves forward, investigation into LGBTQIA+ biases will become super important.

### 7. Contrast Bias

The contrast bias refers to when ranking things. Contrast bias is the __tendency to promote or demote an item after a single comparison with another item in the group__, as opposed to a ranking compared to the whole group. For example, when reviewing loads of candidates for a job, it is very easy to compare the candidate to the previous one in the pile, as opposed to the whole stack of CV’s.

### 8. Anchoring Bias

The anchoring bias is similar to both the halo and horn bias. Apart from the fact it has no valence associated with it. That is the tendency to unduly rely on positive or negative information. Instead, the anchoring bias is __the tendency to rely too heavily on one trait or a piece of information__.

### 9. Conformity Bias

Conformity bias is arguably the godfather of all the cognitive bias. Dating back to the 1930‘s and the work of researcher Solomon Asch. Conformity bias is __the tendency to behave similarly to other members in a group__, even if it contradicts your own opinion or judgement. It can often dissuade creativity, restrict opinions and reduce people challenging each other )healthily) .

### 10. Name Bias

A slightly odd one, but the name bias is exactly what it says on the tin. __A preference for someone based on their name__, which positively reflects on your decision making and judgements subsequently.

Alarmingly, one study found that White names receive <a href='https://www.nber.org/papers/w9873' target='blank'>50% more call backs</a> than African American names. A separate study found that Anglo last names are <a href='http://dailytrojan.com/2017/02/26/column-asian-names-still-carry-stigma-especially-workplace/' target='blank'>28% more likely</a> to receive a call back than Asian last names.

Have a read of some of theses unconscious biases? Have you seen any of these in your workplace?

Have you ever witnessed any unconscious bias in the workplace? Unconscious biases are a 'mental shortcut', but these are often faulty. 

Unconscious biases in the workplace

10 examples of unconscious bias

Have you ever witnessed any of these biases in the workplace?

10 Examples of Unconscious Bias

One of the __main problems__ with rating or evaluating anybody __is having the ability to disregard context and history and isolate the specific task or time period being measured__. Here are some of the __main biases found in performance appraisals__. 

___
## Employees’ contextual performance has a large positive effect on job performance ratings

Contextual performance, otherwise known as organizational citizenship behavior, extra-role performance or non-job-specific performance, as an additional dimension of performance referring to any behaviors in which employees go beyond their formal job requirements, such as taking on extra tasks, showing initiative or helping colleagues. Several controlled studies and meta-analyses have demonstrated that these behaviors influence the perception of employees’ overall job performance by their managers and, as a result, boosts performance ratings. Employees who voluntarily help others with work-related problems, make constructive suggestions to improve the efficiency of work processes or co-operate with others to serve the interests of the organization, therefore, tend to receive substantially higher performance ratings.  

___
## Managers’ implicit person theory regarding the malleability of personal attributes has a large effect on how they rate their employees

Implicit person theory (IPT) defines a person’s implicit beliefs about the malleability of personal attributes. It refers to the extent to which an individual believes that personal assets such as ability or talent are fixed or, rather, can change or develop over time. A <a href='http://www.centreforconfidence.co.uk/flourishing-lives.php?p=cGlkPTQ5OSZpZD0xNzA1' target='blank'>randomized study</a> finds that managers that believe the former, tend to give lower ratings for good performance when their employees have previously been given a negative performance rating. This suggests that such managers tend to pay less attention to the actual performance of an employee once they have already formed an impression. 

On the other end of the spectrum, managers who inherently believe that people can change and improve tend to give higher ratings for good performance when their employees have previously been given a negative performance rating, suggesting that they base the grading on a more conscientious consideration of the performance instead of their initial impression. 

___
## The more powerful the rater, the more critical 

<a href='https://hbr.org/1977/07/power-dependence-and-effective-management'>A meta-analysis of 46 studies</a> indicates that as a manager’s power level grows, their evaluation of others becomes increasingly negative, and their self-evaluation concurrently improves. This finding suggests that performance evaluations by supervisors should be considered in light of their hierarchical position and power level.

___
## Rater training has medium to large positive effects on rating accuracy 

The halo effect describes when a manager forms a favorable, unfavorable or average impression or a specific employee based on one aspect of them and allows that impression to determine any future judgements of that person. For example, a manager may assume that because an employee is physically attractive, they are also helpful. 

<a href='https://prezi.com/ojsvgbkixyf4/rater-training-for-performance-appraisal-a-quantitative-review/'>A meta-analysis of 29 studies</a> demonstrates that rater-error training and performance-dimension training both reduce halo error slightly but are less effective with respect to leniency (the tendency to evaluate all employees as outstanding and to give inflated ratings rather than true assessments of performance). Frame-of-reference training and behavioral-observation training on the other hand, seem to be the most effective. 

___
## Male employees who experience a conflict between family and work receive lower performance ratings 

<a href='https://www.unison.org.uk/get-help/knowledge/terminating-suspending-job/appraisal/' target='blank'>A randomized controlled study</a> demonstrated that men who have conflict at home in their family lives, that result in an absence from the workplace receive lower overall performance ratings and lower reward recommendations than men who do not, whereas ratings of women are unaffected. This was the case from both female and male raters. 

___
## The outcome of managers’ own performance appraisal has a large effect on the way in which they evaluate their employees 

![bias in performance appraisal](//images.ctfassets.net/6g4s9n00xmsl/6s3H5XwRJx6Rkk4tmSdOZg/281fc80b19a46840c688e0890665d512/bias_in_performance_appraisal.png)

A <a href='https://www.thebalancecareers.com/360-degree-feedback-information-1917537' target='blank'>combination of studies</a> demonstrated that managers who receive positive feedback about their performance subsequently rate their employees significantly higher than managers who receive negative feedback. This effect even occurred when managers knew their own evaluation was inaccurate.

___
## Introverted employees evaluate their extroverted and disagreeable colleagues’ performance substantially lower 

Research suggests that introverted employees [consistently evaluate extroverted and disagreeable colleagues’ performance as lower](https://www.peoplegoal.com/blog/introverts-in-the-workplace). Extroverts or employees that create conflict at work should be aware that their personality-related behavior may have a profoundly negative impact on how they are perceived by their introverted colleagues, which, as a result, may lead to a reduced rating of their performance or collective achievements.

___
## Research indicates that managers are more likely to rate an employee higher if they themselves hired or selected them

Personality traits such as agreeableness, extroversion, and emotional stability are associated with slightly higher ratings and highly agreeable managers especially, are known to be more lenient on poor performance, particularly when they anticipate working with them in the future. On the other side, highly conscientious individuals are more likely to give lower ratings for performance. Cumulatively, raters’ personality traits account for between 6% and 22% of the variance in performance ratings.

___
## Women are more likely to be rated negatively than men 

Kieran Snyder’s collected performance reviews from women and men working in the tech industry and found that women were significantly more likely to receive critical feedback. When analyzing the feedback further she found that women were more likely to receive feedback based on personality traits that were often contradictory to those received by men. For example, while men may be considered confident and assertive, the same behavior in a female peer may be considered abrasive.

___
## Verdict

Performance appraisals are far from impartial, but if you invest in formal leadership training, ideally, frame-of-reference training or behavioral-observation training, management will be fully equipped to give constructive feedback to your workforce.


Bias in performance appraisals can cause inadequate review of employee and negatively affect their motivation. Find out more about common biases to avoid them.

Bias in performance appraisal: An Employee and manager perspective

bias in performance appraisal

Bias in Performance Appraisal: An Employee and Manager Perspective

## Mental Health Day 2020

__Mental health day__ in 2019 was on Thursday the 10th October. Next year, it falls on a __Saturday, the 10th October 2020__. The goal is to raise awareness for mental health. We can all make a contribution to help ourselves and others with mental health issues. Now we aren’t going to tell you what works, what helps and the ins and outs of mental health as frankly it would be insensitive and wrong for us to talk about such a sensitive topic without any formal training. Let’s leave that to the experts. What we will discuss though, is why you need to keep a check on your mental health continuously throughout the year.

> Mental health and its surrounding implications aren’t particularly well understood, so it’s important to maintain focus on mental health and personal wellbeing continually throughout the year in your organization.

____

## What is mental health?

According to the <a href='https://www.who.int/mental_health/action_plan_2013/en/' target='blank'>World Health Organization</a>(WHO), mental health is defined as:
> "a state of well-being in which the individual realizes their own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to their community"

A leading researcher in the field has a slightly different definition. <a href='https://onlinelibrary.wiley.com/doi/pdf/10.1002/wps.20231'>Corey Keyes</a> identifies __three main components of mental health__: __social wellbeing__, __physical wellbeing__ and __emotional wellbeing__. Social wellbeing includes positive functioning, social contribution (contributing to society), social integration (feeling part of the community) and social actualization (the belief that society is becoming a better place for all). Psychological wellbeing includes having good relationships with others, being satisfied with one’s own life and liking most parts of one’s personality. Emotional wellbeing refers to an interest in life, satisfaction and happiness.

A separate but related definition comes in the form of the [mental health continuum](https://positivepsychology.com/mental-health-continuum-model/). The continuum projects mental health on to a continuous linear perspective and is helpful in recognizing patterns of behavior. Let’s give you a diagram to help you out…

### Optimal Mental Well-Being X Minimum Mental Illness
Ideal state of functioning where people experience happiness and satisfaction with no mental illness.

### Optimal Mental Well-Being X Maximum Mental Illness
Individuals have a high sense of subjective well-being despite suffering from

### Minimum Mental Illness X Minimal Mental Wellbeing
Subjective state of unhappiness or dissatisfaction with the absence of any noticeable mental health disorder.

### Maximum Mental Illness X Minimal Mental Wellbeing
Problematic. An individual has significant mental illness with a distinct unhappy and dissatisfied state of well-being.

![mental health day 2020](//images.ctfassets.net/6g4s9n00xmsl/2KINoq9pBfgVhfnvOGPlxe/e4f02485939c49284b8a818849630bdc/mental_health_day_2020.webp)

These are just a few of the many definitions people have of mental health, indicating the complexities and intricacies of mental health. It also shows you how different aspects impinge on your mental health.

_____
## Why is your mental health important?

As mental health awareness continues to gain traction it is important, we all jump on this traction and consider our own mental health. People may have the tendency to try and ‘suck it up’ but this is unlikely to help anyone. You might be fine, or you might not be fine, whatever the case, keep monitoring your mental health and act upon it if you are not fine or you are worried about it.

> “Mental illness is nothing to be ashamed of, but stigma and bias shame us all.”                                               - __*Bill Clinton*__

Research into mental health has revealed positive relationships with these facets in life:

![why is mental health important](//images.ctfassets.net/6g4s9n00xmsl/5LuwAzwLdlepF77MlL6FLE/a399a1681d4186cbcecd58abff81c4ac/why_is_mental_health_important.png)

 ### 1. Financial Stability

There is a correlation between mental health and employment. Moreover, mental health and absences from work and increased leave. The American Journal of Psychiatry report that individuals with serious mental health issues earn approximately 40% less than those with good mental health. Mind, the UK Mental Health charity suggest that financial instability and mental health have a bi-directional relationship. They argue worrying about money makes one’s mental health worse which affect your ability to manage money. And this relationship has an effect on each other in a vicious circle. Here are some of the <a href='https://www.mind.org.uk/information-support/tips-for-everyday-living/money-and-mental-health/#.XepodZP7TOQ' target='blank'>reasons</a> they give as to why money and mental health are very closely linked:

- If you can't work or have to take time off work, your income may be affected.
- You may spend excessively to make yourself feel better. Spending can give you a temporary high.
- You may lose the motivation to keep control of your finances.
- Dealing with the benefits system or being in debt may make you feel stressed, anxiousand worried about the future.
- You may not have enough money to spend on essentials.
- Money problems can affect relationships and your social life

  
### 2. Productivity

For those in employment, research indicates a link between mental health and reduced productivity. The WHO report that <a href='http://www.who.int/mental_health/media/en/712.pdf' target='blank'> 200 million workdays</a> are lost each year due to depression. A <a href='https://link.springer.com/article/10.1007/s10926-012-9363-3' target='blank'>2012 study</a> in Norway report that those struggling with depression and anxiety are more likely to take sick leave, and will take them for longer periods of time.

### 3. Better Physical Health

Both the body and the mind are temples. But they are not two separate ones, more that they are the two main structures in a single temple. Physical pain, especially long term or continuous physical pain may affect your ability to complete tasks and can lead to stress, depression and anxiety. Research in <a href='http://www.cfah.org/hbns/2012/physical-health-problems-bring-mental-health-problems-demand-for-services' target='blank'>2012</a> ratifies this link, arguing that those with physical health problems are more three times more likely to seek mental health care.

This relationship works the other way too. Mental health affecting daily physical routines like sleep and the immune system or may prevent people from getting the exercise they need.


### 4. Strain on Personal Relationships

A recent survey indicates that a high majority of mental health patients report that their condition impacts negatively on their relationships with their family and friends. Mental illness can be a painful time for these external people, and ca have an impact on financial and emotional component of relationships.

_____
Looking after an individual with a mental illness can be very stressful and may lead to somatic problems i.e. migraines, fatigue, loss of appetite, or even emotional and cognitive problems like depression, anxiety, fear, anger, guilt etc.. Therefore, it is essential to address this topic in your business and drive initiatives that promote a [diverse, inclusive](https://www.peoplegoal.com/blog/diversity-and-inclusion-questions) and healthy [company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources). 

Just a brief blog on some definitions surrounding mental health, and why it is important to keep yours healthy.

As awareness of mental health grows, have a quick look at mental health is important to keep it healthy to maintain the company performance.

Take care of your mental health in 2020

mental health 2020

Mental Health 2020

Engagement can be a fragile thing and fragile things can often be tricky to measure. When it comes to measuring employee engagement, you want to make sure that the processes you use themselves do not become a source of disengagement in your workforce. 

![measuring employee engagement](//images.ctfassets.net/6g4s9n00xmsl/5exagAIRlc5oWMDq15fxyr/fd3cac51352d15fcb2a31fd891a76466/measuring_employee_engagement.png)

## Don’t spam employees with reminders 

Getting people to complete the survey is important, but you’ll only have a negative impact on engagement and actually create resentment if you flood peoples’ inboxes with reminders. You don’t need every single employee to fill out the survey to have a representative set of data to work with, so tailor reminders sendouts to only those who haven’t opened the survey and reward those who have with silence!


## Don’t make it a drag 

Your employees have enough tasks to do, do not make your engagement survey one of them. It should be something they can do effortlessly and that doesn’t fatigue them so much that they bother to complete it or don’t consider answers fully. Start off by listing every question that you want to ask, then read over them and group similar ones under specific topics. The questions under the same topics can often be conflated into one concise question, perhaps with several options. 


## Don’t fail to investigate problems due to confidentiality

The data in surveys should always be kept anonymous to increase the probability of honest and transparent answers that can be translated into valuable data. However, this can also cause problems if there has been a violation of conduct or policy. Make sure to commit to anonymity but that information is not confidential if individuals need to be investigated. 


## Don’t make presumptions 

It’s far more reassuring to believe that you know everything that is happening in your company but this is wishful thinking. Your survey will become a self-fulfilling prophecy that only investigates the things you deem necessary, whilst the real problems go unnoticed. 

Start off with a broad spectrum of topics, and after a few of these, you can gather data on which are the high-focus areas. 


## Don’t conduct a survey unless leadership is committed to listening and acting on the feedback

Remember what we said about engagement being fragile? This is a great example of when your tactics for measuring engagement end up hindering it. Asking employees what their opinions are and then not acting on any of them will only foster cynicism, skepticism, decrease morale and make employees think twice before completing one properly again.


## Don’t let too much time pass between survey and action

You should have enough results within 2-3 weeks of sharing your engagement survey. After this time period, you should quickly disseminate reports and action planning guidance so departments can review their feedback and develop strategies to address it. Wait too long and you will lose the attention and focus of leadership and HR teams as they move on to the next urgent process or business need.


## Don’t leave it to HR to fix 

Employee engagement, organizational culture, career satisfaction are all issues that HR can certainly help with, but ultimately lie in the hands of leadership. As <a href='https://www.gallup.com/workplace/266822/engaged-employees-differently.aspx' target='blank'>Gallup</a> famously say;

> “The manager is either an engagement-creating coach or an engagement-destroying boss”

<a href='https://www.tlnt.com/10-mistakes-to-avoid-with-your-employee-engagement-surveys/' target='blank'>HR professionals have the most insight</a> on all people processes and data, so allow them to collect, analyse and report but, once you have the results, it is your responsibility to implement change. 


## Do use multiple survey methods

Every surveying technique, qualitative or quantitive has its pitfalls. Using varied methods to measure employee engagement is the best way to get optimal benefits and minimal anomalies. 

Many organizations survey their employees, usually once a year. Two problems arise from this practice: First, because the organization surveys only once, one can’t distinguish between flukes and trends. Only surveying multiple times a year, using a sample of employees, can an organization distinguish between special, one-time events and ongoing concerns.


## Do measure engagement frequently 

Only measuring engagement in your yearly or 6-month performance review makes it difficult to distinguish between flukes and trends in data and behaviour. If you schedule regular engagement surveys, the patterns in the results will become clear. 


## Do create a post-survey action plan

After your survey results have been collected it is important to follow up with action that will generate positive outcomes for your company. Management needs to act on the opportunities for improvement within the company. This will send the message that they are listening to your employee engagement survey feedback and believe it is valuable. One idea is for managers to include a “survey action plan” agenda item during their department meetings for a minimum of six months to provide a conduit for employee feedback.


## Do show employees the results 

Closing the loop with employees will boost engagement amongst your team by establishing transparency and honesty. Ideally, this is done via department managers (those leaders who are closest to the employees who took the survey).


## Do prepare managers to act on feedback 

Front line managers and supervisors are in the perfect position to directly impact employees. Trust them with the data and educate them on what it means so they can drive engagement, tend to necessary relationships and align your team. This distributed form of leadership will have a positive correlation with measuring engagement. 


## Do keep changing the way you measure engagement

When collecting data, you are not just receiving information on the targeted topic, you are also receiving valuable context on how your team prefer to be measured. With each survey you do, you will get different processes, that inform how you should proceed with the next one. Doing the same thing every time, will only lower engagement and staff will grow bored of completing them. Whilst standardisation is important in a lot of business, measuring engagement, has always got room for growth and change. 

Measuring employee engagement can be challenging. Luckily for you, there are multiple methods such as pulse and annual surveys or exit interviews to measure engagement levels across your business. Find out more about what to do and don’t do. 

Measuring employee engagement can be challenging. There are multiple methods such as pulse and annual surveys or exit interviews to measure engagement levels.

Measuring employee engagement: Do's and Dont's

measuring employee engagement peoplegoal

Measuring Employee Engagement: Do's and Dont's

## What is Agility? 

Agile has been used in the past to describe organizations and processes predominantly in the tech arena, specifically software development. It’s centered around iterative development, which refers to the process of breaking down the development of a large application it smaller chunks and then testing it in recycled cycles. Solutions evolve through collaboration between self-organizing inter-disciplinary teams. 

The main value of this process is it enables teams to deliver value faster, with greater quality, predictability, and aptitude to maneuver change. 

____

## So, what is an agile organization? 

An agile organization comprises a dense structure of empowered teams that maintain high standards of alignment, accountability, transparency and collaboration.

They often have a people-centered culture that implements rapid learning and fast decision cycles. Such speed is usually facilitated by technology and a strong common purpose. This model creates a foundation for efficient reconfigurations of strategy, structure, processes, people, and technology. 

____

## Why do we need it in HR? 

1. It enables you to __put out fires before they harm anything__ 
2. It __speeds up__ the __time__ it takes to develop and implement a response
3. It __improves predictability__ by establishing targeted programs 

![agile hr why it matters](//images.ctfassets.net/6g4s9n00xmsl/3Onaco0nAX1ZfJtA23A4JR/4a443836b33208a20ad7d01b88469eee/agile_hr_why_it_matters.png)

> “We must do a better job of presenting customized, individualized solutions to the employee in the way and with the information they need.”

___

## Employee engagement 

A well-managed agile HR model spurs employee engagement across the organization, enabling the allocation of resources to top business needs, generating these outcomes:

- __Talent initiatives__ are __completed faster__ with __better outcomes__
- HR teams can focus on a wider perspective, __developing a broader base of skills__ and __T-Shape approach to people processes__
- A more flexible pool of resources typically drives a smaller 
- A __centrally managed team establishes visibility__ and autonomy over initiative development and deployment eliminating the siloed approach typically found in traditional HR organizations.


<a href='https://www.mckinsey.com/business-functions/organization/our-insights/performance-management-in-agile-organizations' target='blank'>Research by McKinsey</a> found a 20% boost in employee engagement scores by using an agile model.

___

## Ways to implement agility to your processes:

![ways to implement agility to your processes](//images.ctfassets.net/6g4s9n00xmsl/1Q6x4n50rDcPf7pMA802lf/4be3e3f41155fca6e7d3e59a736ba304/ways_to_implement_agility_to_your_processes.png)


### 1. Responsiveness


Agile relates to speed to market (typically by creating a minimal, streamlined viable product) but if there isn’t a product involved, it’s the feedback that needs to be responsive. To do this, you can bring feedback processes in-house to maintain control and eradicate any lag time from third-party providers. Instead of waiting weeks or months for the data you need, keep the reports internal for your daily need and comprehensive people analytics. 


### 2. Experimentation

Agile means processes are always changing, so best practice is never absolute. As a result, feedback processes should facilitate timely pulse checks, gathering real-time, personal feedback on which practices are working well, and the ones that aren’t, on the ground. 


### 3. Validated learning

With regards to tech, agile businesses will usually formulate a ‘minimum viable product’ (MVP), minimum meaning that the product covers the necessities for basic customer requirements and satisfaction and is then, over time, modified and added to based on real-time feedback from the market. 

To apply this to human resources, the focus moves from customers to employees and your MVP would be your HR process - trialing it first, before collecting feedback through surveys and check-ins and then using the data you collect to alter it. 

### 4. Retrospective

A retrospective is a routinely cadenced meeting with a specific team or department to evaluate how a specific project, task or KPI is going. This can be done with the HR team to measure to, for example, review the language used in interviews for new talent.  

It makes sense, of all the departments, to start with HR when adopting an agile strategy - seen as it’s responsible for efficiency and cost savings.  

Start small, pick one team and experiment from there. Based off a small demographic, you can prove it’s worth to the wider organization. Once you have tested it out and demonstrated its benefits, the strategy needs to be applied to every function related to HR, consistency is key. 

____

## Verdict 

Any change within a business can be disruptive, and not in a good way. But if you dedicate time to creating timely interventions so that everybody is on board, you will be providing a seamless road to success, improving productivity, engagement and performance management with it. 


Agile HR embraces the principles of Agile and Lean methodologies. It enables to develop processes through collaborative efforts of cross-functional teams.

Agile HR: What Does it Mean?

agile hr

It's been a couple of years now since <a href='http://money.cnn.com/2013/02/25/technology/yahoo-work-from-home/' target='blank'>Yahoo scrapped their work from home policy</a>. It turns out that working from home had become decidedly unproductive for the company. But in the modern working environment it's becoming more and more common for employees to work from home (if not for the whole week, certainly an odd Friday here and there!). So how can you manage a workforce that is geographically dispersed and/or working from home?

Actually, <a href='https://www.forbes.com/sites/jrose/2019/01/22/work-from-home-jobs-from-remote/#4aa4b6ef28f4' target='blank'>a myriad of companies</a> provide the option to work from home. The options vary from part- or full-time work. An increasing number of businesses also opt for a home-based, self-employed way of working by facilitating online websites, forums and social media to land gig jobs and clients. The ways to earn money remotely across different time zones are endless.

## Tips for Work from Home Management

![work from home management](//images.ctfassets.net/6g4s9n00xmsl/5GyEHHobH7sCmnXHUSsTMX/94ae84c3d2c0b260e0ed0ce5642ca64a/work_from_home_management.png)
___
### Communication, communication, communication
Communication is key when people want to work from home. Regular phone calls, Skype calls, emails and texts are par for the course and should be encouraged. If you've not heard from your team member or colleague all day, chances are they've not done much other than catch up on their TV programs. If one of your team members or colleagues is working from home be sure to give him/her a call at random points in the day to check if they need any help and/or on the status of their deliverables. Don't treat home office like a holiday.

____

### Book-ending the day
This is a simple trick that works wonders: set up a meeting at 09:00 and at 16:30 (i.e. a short meeting at the start and end of the day for all remote employees and those having a home office). Use the morning meeting to set the agenda for the day and outline expectations for deliverables. Use the end of the day meeting to check back on what's been accomplished by your team. This gives employees no excuse to slack off and ensures that everyone is working towards the correct objectives. The meetings don't need to be longer than 10 minutes, but try to give everyone a chance to talk and commit to their tasks.

____

### Use Google Hangouts
Google Hangouts is a great tool for sharing and communicating amongst remote teams. Having people show up on camera is a good way to make sure they're not lazing around in their pajamas until 4 o'clock. It also engages employees and allows them to feel part of the team. Combine this step with the previous step and you're on to a winner!

____

### Compulsory office days
Even completely remote teams need to get together at some point. People by their very nature thrive on physical interaction and this just can't be replicated in a virtual environment. Maybe it's once a week, or once every two weeks, or even once a month - but set one day aside for the whole team to get together. This can even be a social occasion like weekly/monthly drinks or other social events. But for staff that work from home, it's critical to have one day where you all get together in the same location.
____

### Pair working
For employees who work from home, a good tactic can be to encourage pair working. This is where you and your partner review each other's work after it's completed and provide verbal feedback in a relaxed setting. When working from home this encourages people not to let their partner down and also promotes communication and teamwork. You can switch the pairs around periodically to get even more benefit.

Work from home or hardly working? Methods to apply to effectively manage your remote workforce and benefit both your business and your employees.

Work from Home: How to Make it Work

Is working from home an effective solution?

Work from Home: How to Make it Work?

Work from home or hardly working? What methods to apply to effectively manage your remote workforce and benefit both your business and your employees.


Your __employees need appreciation__, they will respond to appreciation, especially when its expressed through __recognition of their efforts__ because it __confirms their work is valued__. Recognition not only increases an individual’s sense of value, but it can benefit your organization in multiple ways such as:

### Increased Productivity:
Consistent recognition __improves employee engagement__ which in turn __boosts productivity__. For if one’s work is to be acknowledged, praised, and rewarded it will in turn drive the employee to work harder to receive further employee recognition.

### Increased employee well-being:
__A valued employee is a happy one__. Happy and fulfilled employees that are recognized by the organization they work for, feel __a greater sense of purpose__ to work with the company, not just for them. If an employer treats their employees well, then the employees will want to do a good job in return.

### Increased job satisfaction:
Being rewarded for hard work shows the employee the worth of their work, and how it adds value to a company. This in turn, gives the employee a sense of purpose in their day to day work.

### Benefiting your Team Culture:
Employee recognition whether it would be peer-to-peer, manager-to-peer or vice versa is fantastic for team spirit, as it encourages employees to see the positive attributes in one another. Furthermore, it empowers people to show that they value one another’s opinions and work.

![employee recognition benefits](//images.ctfassets.net/6g4s9n00xmsl/3UvZVpPm9XdhlNTIsNDZHn/d79f6545aa9773c0411e6fc3c8f374dc/employee_recognition_benefits.png)

But __how can you show appreciation__? One of the easiest ways is __through words__! Having __a bank of employee recognition quotes__ can be useful resource in improving your company in all the ways listed above. Therefore, I’ve gone ahead and listed 25 examples for you to run away with a manipulate to your liking:

## 24 Employee Engagement Quotes

> - “You always bring positivity to the office that inspires the colleagues you supervise, and your experience brings a fresh perspective to our business.”
> - “Your attention to detail and determination to see the company succeed and grow is a huge asset.”
> - “No matter what project you are tackling, you always bring invaluable insight and motivation to the task.”
> - “You have the perfect combination of a personality and an ability to provide the best client work.”
> - “We appreciate you for more than just your work. We also want to celebrate your character and the positive effect you have on others.”

![employee recognition quote 1](//images.ctfassets.net/6g4s9n00xmsl/3KpbA0p0tBmW22dNGOdvM5/27b0abbbc81282efb89d408b5ad96c77/employee_recognition_quote_1.png)

> - “You do great work; you deserve a huge thank you from the entire office!”
> - “If desks could talk, yours would say; “Ouch! Thanks for the hard work!”
> - “Employees like you can even make Mondays a joy. Thanks for the hard work and super attitude.
> - “You’re a Rockstar, thanks for bringing incredible energy into the office every day!”
> - “Thank you for making a difference in our company, it is the difference we needed!”

![employee recognition quotes 2](//images.ctfassets.net/6g4s9n00xmsl/3nWQJzuvsa6jM0fdZ3SHyY/86f95bca7fe278f26b1e4c7a8fa69929/employee_recognition_quotes_2.png)

> - “You radiate pure awesome!”
> - “We appreciate you for more than just your work. We also want to celebrate your character and positive effect you have on others. Congratulations!”
> - “__*(Insert name)*__ is such a joy to work with. Every interaction is a positive one and I know he/she has big things ahead of him/her.”
> - “__*(Instert name)*__ is probably the most positive person I know. Even when you’re not supposed to be positive, like a hurricane is about to hit or something, he/she somehow remains positive. This positivity adds so much value to our entire team. Thank you for what you do!”
> - "Thank you for being part of our company’s success over the years. We greatly appreciate and value your hard work and success.”

![employee engagement quote 3](//images.ctfassets.net/6g4s9n00xmsl/4CxDzQS2YcYrhzyhjRnWhT/0daa100ce56f3536fdf1ec61c5a35be6/employee_engagement_quote_3.png)

> - “An organization, no matter how well designed, is only as good as the people who live and work in it! Thanks for the hard work!”
> - “Congrats on the presentation, you absolutely smashed it!”
> - “Yet again you’ve gone beyond the call of duty, and your work is hugely appreciated!”
> - “Your contribution to our work proves what we already knew, that you are a strong team player and a connoisseur of excellence.”
> - “No matter how big a crowd may be, a person like you always stands out!”

![employee engagement quote 4](//images.ctfassets.net/6g4s9n00xmsl/2ZV0bWcRHIetnljZVepL0v/1e7e933b3fc53eef5b296f7dcb956843/employee_engagement_quote_4.png)

> - “People like you take the IM out of Impossible by becoming PRO at tackling PROblems. Thanks for tackling all the problems that have been thrown at you recently.”
> - “This message is to recognize your contribution to the team’s success. Your commitment has been exemplary, and your hard work is an inspiration to everyone around you.”
> - “You are one of the people who makes this business great!”
> - “This company’s future is sure to be bright with team members like you! Your hard work and creativity is an inspiration to all of your colleagues!”
> - “Thank you.”





These employee recognition quotes will help you to engage your workforce and boost their productivity through effective appreciation of their hard work.

24 Employee Recognition Quotes to Engage Employees

employee recognition quotes

__Diversity, equity and inclusion__, or DEI, __are the three pillars of corporate wellbeing__. I am not too fond of the abbreviation, as it makes it easier for organizations to conflate the three words and thus obfuscate their meanings, which, whilst contingent, are all distinct from each other. Diversity and inclusion in the workplace is something I will go on to define later. 

This conflating of meanings is dangerous and all too common practice. __Without fully understanding what each of these words mean, you cannot correctly implement them into your organization__. 

Yes, you would be right in thinking that the specific terminology, focus groups, values and reasonable adjustments around DEI are always changing and largely increasing, as we become more of a progressive society (some would say tolerant, however, I will expand on my dissatisfaction with this once commonly used watchword later on).

This element of volatility makes it even more prudent to have a good grasp of what diversity, equity and inclusion mean in the workplace. Having such will give you the necessary foundation to align your team members with agile strategies that are ingrained well into the culture of your company but malleable enough to maneuver your team around times of change and shifts in attitudes.

____

## What defines diversity? 

There is no such thing as a diverse individual.

Diversity is a relational and contextual concept; __a set of characteristics pertaining to a specific group of people, in a specific setting, measured based on a collective whole__. 


### So, what makes a group of people diverse? 

A diverse group may be comprised of individuals from various different socialized or visible races, ethnicities, nationalities, religion, body shape or size, ages, physical or psychological abilities/health, educational backgrounds, classes, sexual orientations or genders. 

But remember, diversity isn’t just relational, it’s also about context. 

This is the part that many organizations fail at. They look at diversity as a checklist, and once they have ticked off one of each of the above-mentioned identities, they believe their job is done. 

For example, there could be a team comprised of 50 people, all from different religions, educational backgrounds, and representing various body shapes, but if there is only one woman or one ethnic minority then that is a pretty undiverse group that so happens to have quite a few people of various faiths. 

Why? Because, unfortunately, within certain contexts, there are groups of people that are less dominant and, as a result, often have less privilege and can be disenfranchised within work settings. 

So, within the context of a North American standard workplace, an individual that identifies as an American, English speaking, white or light-skinned, heterosexual, cisgender, able-bodied, university educated, atheist, millennial or gen x, middle-class male of average weight (195.8 lb, for US) would be considered the most dominant, as their characteristics deviate the least from the norm of an average workplace in the US. Thus, a team consisting of a majority of individuals that identify with at least three of these characteristics would be considered an undiverse team.

On the other end of the spectrum, an individual that identifies as a non-native, having racialized or darker skin, queer, transgender, disabled, uneducated, religious (not Christian), under 23, over 65 , working-class or overweight deviates from the norm and thus are considered non-dominant, less privileged and often receive discrimination because of it. 

These characteristics will obviously differentiate from industry to industry and from area to area, depending on the norm within that demographic. 

____

## So, if they deviate from the norm, why can’t they be called diverse? 

Now that you know the difference between diverse and undiverse, majority and a minority, it may be tempting to label an employee that falls under the latter. 

But by describing or calling someone diverse, you are implying that them being ‘different’ is inherent to them, and is therefore absolute. This implies that there is a ‘default’ within your team that they are in direct conflict with, and in turn, reinforcing dominant identities as ‘normal or accepted’, positioning them as the ‘other’, abnormal or insignificant as a result.

And, just by saying one word, you have unintentionally reinforced prejudiced views within the workplace.

____

## Be an investor in people 

You should always be striving to make your workplace more diverse. 

The goal should be to get to the place where your team represents so many different cultures that there is no risk of falling into the trap mentioned above. Because the only ‘default’ or ‘norm’ of your business is diversity itself. 

Because, while a person is not ‘diverse’, having a diverse team will bring a diverse range of experiences, perspectives, languages, and knowledge to your business, which, in turn, connects you to leads, shareholders and client bases you would never have been able to otherwise. 

Nevertheless, this should not be the main reason you implement diversity initiatives. The main drive behind your diversity and inclusion efforts should be a commitment to investing in people and giving everybody a chance, no matter who they are. 

____

## What defines inclusivity? 

Inclusion doesn’t just happen; we have to design for it.

Much to the dismay of some, __inclusion isn’t a natural by-product of diversity__. An organization can be diverse without being inclusive. 

<a href="https://youtu.be/uYyvbgINZkQ" class="embedly-card" data-card-width="100%" data-card-controls="0">Embedded content: https://youtu.be/uYyvbgINZkQ</a>

[Verna Myers](https://learning.vernamyers.com/pages/blog) famously said in her in [TED Talk](https://www.ted.com/talks/verna_myers_how_to_overcome_our_biases_walk_boldly_toward_them?language=en).

> “Diversity is an invitation to a party, inclusion is being asked to dance.”

![diversity definition](//images.ctfassets.net/6g4s9n00xmsl/Zg5OBRreNQP0ATGGNSqH9/51c8a497077549dd56a7ae4ecc2ab55e/diversity_definition.png)

However, being asked to do something does not necessitate inclusion – inclusion is about respect and consideration. 

Diversity relates to the quality of life.  

A diverse workplace accepts that there may be people who practice their religion at work but an inclusive workplace will create a space for people to pray in private. By doing this, you are encouraging them to bring more of themselves to work instead of implying for them to leave that specific part of themselves at home (i.e. you can do it here, but you’ll have to do it with everybody’s eyes on you). 

To sum it up, diversity is only the first step in creating a welcoming environment, then you have to work and communicate directly with every individual that make your diverse team to gain an understanding of what kind of policies, processes, products, and environments would make them feel more included day-to-day, so when they wake up, they know that, at least within their place of work, they are entering an equitable safe-space. 

___

## Diversity Initiatives 

There are four areas that face issues with diversity: 

- Recruiting
- Retention
- Advancement
- Leadership commitment

![areas that face issues with diversity](//images.ctfassets.net/6g4s9n00xmsl/176AZDtX4jguUtM2LSkaYw/bd4f5a54ab0d3c3bf233a0053516d8fe/areas_that_face_issues_with_diversity.png)

Many leaders believe that the area proposing the most diversity obstacles is recruitment. This could not be furthr from the truth. It is much easier 

> “Hiring people from diverse groups is easier than successfully addressing the deep-rooted cultural and organizational issues that those groups face in their day-to-day work experience.”

![benefits of diversity and inclusion in the workplace](//images.ctfassets.net/6g4s9n00xmsl/119wp9QcYRpSioo2k3zOYn/9ef09a393ea78f0e806a823e7a2d3026/benefits_of_diversity_and_inclusion_in_the_workplace.png)
It’s not surprising then, that senior leaders- often older men- spend millions on diversity initiatives that don’t generate results. 

Boston Consulting Group (BCG) recently surveyed roughly 16,500 people worldwide to identify the most effective diversity and inclusion company measures.

___
## Back-to-Basics Measures 

BCG researchers named these measures so because they were ranked in the top ten by all employees, across all diversity groups including age, gender, race, ethnicity, sexual orientation. This means that, that this is unanimously agreed that these effectively reduce bias within the workplace and so, by the very least, you should be implementing them in your own organization. 

The first set of solutions includes back-to-basics measures. All were ranked in the top ten by all employees regardless of age, gender, race or ethnicity, or LGBTQ status, and all are aimed at reducing bias. These should be priorities for any organization that wants to improve diversity.

### ANTIDISCRIMINATION POLICIES

> “A well-crafted policy can effectively lay out the company’s values, and frequently and explicitly communicating such a policy to employees sends a signal that the company takes the issue of diversity seriously.” 

![diversity and inclusion in the workplace](//images.ctfassets.net/6g4s9n00xmsl/2afVABRMAIIrFbIlf4PmdL/ef622e77e441ca732b72d8f4220fad8f/diversity_and_inclusion_in_the_workplace.png)

If you need a starting point for writing an anti-discrimination policy to pair with your DEI statement, here’s our [comprehensive template](https://www.peoplegoal.com/resources/policies/diversity-and-inclusion-policy).


### REGULAR TRAINING FOR LEADERSHIP

Formal training to mitigate biases and increase cultural competency is key for any organization.  Most managers and people for that matter don’t think that they are biased, yet bias is wired into human nature. The first step is admitting that you have unconscious biases, and then we can work on ways to understand their harmful effects and implement ways of changing them with actionable strategies. 

> “Biases stem from the genetic shortcuts that help our brains recognize patterns.”

![diversity and inclusion in the workplace biases](//images.ctfassets.net/6g4s9n00xmsl/7AzBGgWjvYxXe20yG6GQ3w/54928e051b6578aa2564089658d88440/diversity_and_inclusion_in_the_workplace_biases.png)

To maintain the momentum created by effective training programs, companies should initiate informal discussion among employees for them to share any bias or cultural related issues they may be experiencing. These could come in the form of support, resource or forum groups, unstructured but led by a moderator that should provide an opportunity for employees to practice ad apply premises they learned during training to real-life situations. LGBTQ individuals rankled this very highly, deeming it efefctive at increasing awareness. Understanding an diclusion. 


### REMOVING BIAS FROM EVALUATION AND PROMOTION DECISIONS

Respondents in all categories valued the need for elimination bias around appraisals and promotions. Companies should meticulously track diversity metrics pertaining to promotions. This should highlight areas in which biases may exist—both who is (or is not) getting promoted across diverse populations and whether evaluations include questions or criteria that indicate systemic bias because certain groups consistently perform at different levels. 

Moreover,  feedback should be structured so that it corresponds more closely to the completion of projects and goals, as opposed to personality-based observations that may be subject to bias (see our blog on [the potential biases of performance appraisals](https://www.peoplegoal.com/blog/effects-of-performance-appraisal-on-employees-the-empirical-evidence)).

____

## Proven Measures 

Each diverse group has its own list of measures that directly benefits them whilst alleviating their individual obstacles, and management and employees in each group agree that these measures are effective.


### Women: Flexible working

Out of 31 diversity initiatives, women ranked this the second most effective measure (after anti-discrimination policies). Flexible work programs can mean a number of different things depending on the company including part-time positions, modified work hours or remote working. 


### People of Color: management and recruitment 

Employees of color see measures related to leadership and recruitment as the most crucial. For example, they ranked blind screening of résumés during recruitment third, after formal training and anti-discrimination policies. 


### LGBTQ: Equity 

Members of the LGBTQ group ranked participation in external events (e.g. Pride) second and appropriate health-care coverage third i.e. inequivalent-partner or spousal benefits as part of the employee’s health care plan, life insurance, relocation assistance, adoption assistance, and transgender-inclusive health care coverage. 

*According to BCG: *

As of 2018, nearly 60% of Fortune 500 companies were providing such benefits, and the number is growing—up from none in 2002 and 28% in 2012.

__There’s a lot of room for progress regarding diversity and inclusion in the workplace__, but being aware of the ones that the targeted individuals, as opposed to you or the majority, believe are the most effective, then you’re on the right track. 


Diversity and inclusion in the workplace should be a priority for every organization. Find out how to implement processes in place to develop an inclusive culture.

Diversity and inclusion in the workplace should be a priority for every company. Find out how to implement processes in place to develop an inclusive culture.

Diversity and Inclusion in the Workplace: An Insider's Guide

diversity and inclusion in the workplace

The Insider’s Guide to Diversity and Inclusion in the Workplace 

The Human Resources Information Systems (HRIS) are becoming __the face of HR departments across the globe__. The amount of hr software solutions differ dependant on organization, however large companies are using __on average 11 different systems to hand__, process and disseminate Human Resources information. This can range from payroll, benefit management, absence management, to [performance management](https://www.peoplegoal.com/employee-performance-management). One of the fundamental issues arising within this space is a general dissatisfaction with too many management systems being used within one organization. Therefore, there is __a need for more efficient and holistic management software to be available__. Here is a list of the top 10 HRIS systems which may be of use in streamlining your processes:

![top 10 hris systems list](//images.ctfassets.net/6g4s9n00xmsl/4MURiAa9u4eIQ20qiRnSRY/85ac2f68f36b2e49f17ed0fdf134f5a0/top_10_hris_systems_list.png)

## BambooHR
![bambooHR logo](//images.ctfassets.net/6g4s9n00xmsl/18NzzrgrGd3W75SyDPVaYQ/941ac3aab42c5aa97b75d8abbdd01961/bambooHR_logo.jpg)

<a href='https://www.bamboohr.com/' target='blank'>BambooHR’s software</a> is __ideal for small and medium size businesses__, it has __a smart and contemporary user interface__ which plays a vital role in managing the workforce. Furthermore it’s __user-friendly platform enables organizatoins to migrate data from basic spreadsheets to an advanced HRIS that fits their specific needs__, therefore allowing HR professional to focus their time on more important tasks.

### Main functions:

- Accurate Reporting
- Applicant Tracking System
- Centralized Employee Database
- Controlled Access
- Easy to use system
- Employee Onboarding
- HRIS Software
- HRMS Software
- Performance Management
- Report Generation
- SMART Reminders

## 2. SAP SuccessFactors
![SAP SuccessFactors logo](//images.ctfassets.net/6g4s9n00xmsl/bXvMkpbNFGmBR938icgZN/b55ea12fcd9bcc8961adfc0cc51b5024/SAP_SuccessFactors_logo.png)

<a href='https://www.successfactors.com/index.html'> SAP SuccessFactors </a> is __a complex cloud-based software__ for __enterprises__ as well as __small organizations__. The software enables users to access their account to view recruiting data, project updates and more in a mobile way. It offers a __user-friendly easy-to-navigate interface__ and __high functionality__.

### Main functions:
- Core HR
- Payroll
- Applicant Tracking
- Onboarding
- Learning Management
- Performance Reviews and Feedback
- Goal setting
- Compensation Management


## Natural HR
![natural hr logo](//images.ctfassets.net/6g4s9n00xmsl/5xJYVpA9wdMSDo8Pzr9dug/fc6d40049485e5cac404fa0924f69a17/natural_hr_logo.png)

<a href='https://www.naturalhr.com/' target='blank'> Natural HR software </a> is __built for the scaling business of all sizes__. It helps with a multitude of organizational aspects such as __managing expenses, assets, employee information and employee performance__. Furthermore, you have the ability to __track your data in realtime with access to over 70 pre built reports and charts__, which further allows business leaders to make more concise and analytically driven decisions. 

### Main functions:

- Core HR database,
- Self service
- Recruitment
- Performance management
- Time and attendance
- Expenses
- Payroll
- Reporting and analytics
- Customizable workflows

## Workday
![workday Logo](//images.ctfassets.net/6g4s9n00xmsl/65wsTFHjwyNwzISL5iU0sg/22eacb8b8861324e14e62a309eacf48d/workday_Logo.png)

<a href='https://www.workday.com/' target='blank'>Workday’s HRIS</a> is suitable for __organizations of all sizes and industries__. The platform itself delivers user and __administrative tools across financials, HR, planning, talent, payroll, analytics__, and student in one place.

### Main functions:
- Accounting and Finance
- Revenue Management
- Reporting and Analytics
- Consolidate and Close
- Financial Planning
- Expenses
- Procurement
- Audit Tools
- HRM
- Workforce management
- Recruitment
- Talent Management
- Compensation and Benefits
- Payroll
- Time and Attendance
- LMS

## Optimum HRIS
![optimum hris logo](//images.ctfassets.net/6g4s9n00xmsl/7SRoIB47khC4CDWdrjJUT/fa320c9f083a5b654202e903cc9a226c/optimum_hris_logo.jpeg)

<a href='https://optimumhris.com/' target='blank'>Optimum HRIS</a>has duel functionality in the sense is __can be used on-premise for Nicrosoft and IBM  users__, but also it __can be deployed on the cloud__. One of it's key functions is that __it enables managers to track applicants__, __manage time__ and __attendance__, as well us __running payroll without looping in a third-party software solution__. 

- 360 Degree Feedback
- Applicant tracking
- Attendance management
- Compensation Management
- Compliance management
- Employee Database
- Payroll Management
- Performance Management
- Self Service Portal
- Time & Attendance Management
- Time off management
- Timesheets

## Namely
![namely logo](//images.ctfassets.net/6g4s9n00xmsl/7wZBVLiz6Ad9n3N0I5aL8B/877c70b71ec9754f36c57cb5b8648126/namely_logo.png)

<a href='https://www.namely.com/' target='blank'> Namely's</a> __cloud base software__ enables companies to __manage compliance__ alongside streamlining both basic and complex HR processes including __benefits, payroll, and talent management__. The system comes with a __robust set of features, all designed to simplify aqnd accelerate HR processes and workflows__.

### Main features:

- Benefits Provision, Management & Administration
- Time-off & Attendance Tracking
- Social News Feed
- Employee Onboarding
- Goal Setting & Tracking
- Custom, Real-time Report Generation
- Employee Profiles
- Payroll Reporting
- 3rd party Integrations
- Employee Feedback Surveys

## Gusto:
![gusto logo](//images.ctfassets.net/6g4s9n00xmsl/ylUj5dIyN67phJT7eU175/8928e5337a9709f9359307606b73df2b/gusto_logo.png)

<a href='https://gusto.com/' target='blank'>Gusto's</a> __cloud based product__ covers multiple key human capital management factors such as __onboarding, employee engagement, pay,__ and __insurance__. It's __easy to use__ platform can be used to __benefit an organization's performance__ as well as __managing your bottom line such as compliance__. 

### Main features:

- Lifetime Accounts for Employees
- Digital Paystubs
- Easy Charitable Donations
- Employee Self-Enrollment
- Automated New Hire Reporting
- Automatic Payroll Tax Processing
- Payroll on Autopilot
- Contractor Payments
- Net-To-Gross Payments
- Unlimited Payroll
- Cancel Payroll
- Flexible Schedules
- Detailed Payroll Reports
- Multiple Pay Rates
- Multiple Pay Schedules
- Hourly and Salary-based Computations
- Collaboration
- Time-off Tracking
- Direct Deposit and Checks
- Software Integrations
- Pre-Tax Benefits
- Reimbursements
- Multiple PTO Options (tenure accrual, waiting periods, and standard or unlimited PTO)
- Filterable Payroll Reports (filter by employee(s), location, department)
- Custom Offer Letters
- Flexible Spending Accounts, Health Savings Accounts, and Commuter Benefits.
- Visual Org Charts
- Coworker Directories
- Mobile
- Digital Signature

## Eddy:
![EddyHR logo](//images.ctfassets.net/6g4s9n00xmsl/4aYqdQsji6ew1zbVIZyWw5/875db62f0aa96967b2b360fe5d4202d9/EddyHR_logo.png)

<a href='https://eddyhr.com/' target='blank'>Eddy's software</a> is __primarily aimed at start-ups and high growth teams__. The platform itself is built to keep your HR organized and your business growing. It's key features include __digital onboarding, employee profiles, company directory__  and __document storage__ all on a __safe and secure platform__. 

### Features:

- Employee Database
- Onboarding
- Self Service Portal
- Time off Management
- Applicant Tracking
- Employee Profiles
- Recruitment Management
- Candidate Tracing
- Internal HR
- Job Posting

## Zenefits:
![Zenefits logo](//images.ctfassets.net/6g4s9n00xmsl/23Db6V6SY6xiY3N2OREXRR/09aec4ff6355c9cb8a5a33fd19fe1df8/Zenefits_logo.jpeg)

<a href='https://www.zenefits.com/' target='blank'>Zenefits</a> is an __all encompassing HR SaaS platform__ designed specifically __for small and midsize businesses__. The Zenefits People Platform includes a __robust offering spanning HR, Benefits, Payroll, Wellbeing  Performance apps__ and combines with __advisory services__ and tightly integrated partner apps to __radically simplify HR administration__.

### Features:

- HR Management
- Hiring & Onboarding
- ACA Compliance
- PTO Tracking
- Business Intelligence
- Employee Directory
- Customer Support
- Mobile App
- Insurance Benefits (Medical, Dental, Vision)
- Life & Disability
- 401(k) Management
- Payroll Sync
- COBRA

## Rippling
![rippling logo](//images.ctfassets.net/6g4s9n00xmsl/4YGrJxjiRgsxuPXFKsDdgW/86b61592fc21450fdc18554574cb08b7/rippling_logo.jpg)

<a href='https://www.rippling.com/'>Rippling</a> is __a modern software__ with a __time efficient setup and onboarding__ suitable for __any size of business__. One of the key benefits of the platform is __making the payroll system simple__ and __automating admin responsibilities__. 

### Main Features

- Core HR
- Payroll
- Benefits
- Health Insurance
- 401(k)
- Third-party app integration

This HRIS systems list provides you with the ultimate software guide to improve your people processes through core HR, payroll, applicant tracking and more! 

Top 10 HRIS Systems List

top 10 hris systems list peoplegoal

__Western society__ as a whole tends to __celebrate extroversion__. This is true, and perhaps __more relevant in business, where communication, boldness__ and, indeed, in some cases, __arrogance are held up as the pillars of entrepreneurial success__. Such thinking leaves a massive group of untapped potential, introverts in the workplace.

However, as we discussed in our blog on identifying [employee strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses) because these values are widely held, it is easy for some employees to come off as more valuable, whilst others’ potential is overshadowed. Yet, it should not be the case in a progressive modern workplace.

One problem that they pose is that, as said previously, __there are competitive people and there are people who are not__ and sometimes this fact __can obscure the reality of your talent bank__. 

____
### Take the following employee example:

At work, John tends to slack off a bit when he knows he can get away with it. But, he’s “got the gift of the gab” and is hugely ambitious. Thus, he jumps at every chance to impress the boss and will sweet talk colleagues he has worked with to send him positive feedback. They are happy to do so, as he always smashes the pitch and lands a fair amount of leads and, most of all, he is a big part of the culture there. Always the life of the social events and a king of small talk, first to ask how your weekend was, he’s valued by his colleagues. Always first to sign up to contests, his eagerness to progress shines through to management and his name comes up frequently on the boss’ performance management software. __John is an extrovert__.

Emma is not hugely ambitious but does dream of someday working for herself. She keeps to herself and, when given the option, will work independently. She does not seek approval from senior management, she’s not massively bothered about progressing within the company or earning more money for that matter. Despite this, she has a strong internal work ethic a unique aptitude for problem-solving and, in terms of work output, she outrivals her counterparts greatly and is a good listener. As she rarely works with other people, she rarely gets feedback and thus has no idea of her potential, and neither do her seniors. __Emma is an introvert__. 

Both of these individuals have strengths and weaknesses however, only one of them is recognized. Because of his extroverted personality type, appetite for competition and motivation for career progression, John comes out on top from the perspective of management. Whereas Emma, who perhaps is a bit more humble, blends into the background whilst sitting on a secret - she has the skills needed to elevate the company. The point is, that __there could be untapped potential within your team__ because certain individuals are not incentivized to show them off or motivated to apply them.
____
### Fear not, there are solutions to this problem:

![Introverts in the workplace management tips](//images.ctfassets.net/6g4s9n00xmsl/4tXJwywBvODOgSQ426OCbY/12e4abf522faf5f33bdb4668f43017cc/Introverts_in_the_workplace_management_tips.png)

## 1. Tailored Incentives
Different people are incentivized by different things. When creating competitions, don’t think of what you would like as a reward or prize, dedicate time to paying attention to your employees, and think of what an introvert might want. For example, a computer game, or you could even offer certain privileges at work that may appeal to less social employees, such as the ability to work from home once a week. 

## 2. One-on-one Meetings 
Don’t make the mistake of thinking introverts don’t have ideas just because they contribute less in meetings. They may not feel confident enough to voice their ideas in a social setting, especially when they can’t get in a word edgeways,  having to compete with a number of other colleagues who are eager to be heard first. [Set up a face-to-face meeting](https://www.peoplegoal.com/blog/manager-one-on-one-meeting), in a place that isn’t too loud or busy, to give them an opportunity to share their ideas in a non-judgemental environment. 

## 3. Build writing time into meetings
Have you ever walked out of an argument or an interview and thought of something you could have said which would have made you look fantastic? Everybody has. And far more introverts have. That is why Amazon CEO Jeff Bezos, before every meeting, gives his employees 30 minutes to read over the agenda, to allow them some time to formulate valuable ideas and an opportunity jot them down before verbalizing them. 

This is extremely valuable for ay employee, as any communication is always far superior after some planning. As said, in the previous point, in the most competitive environments, meetings can often behave like a race - which idea is the loudest or heard first. This philosophy means that very little of the ideas you are hearing actually have value, as little time was put into formulating them. 

It especially benefits introverts, as they tend to struggle more with communicating. Giving them time, not only to plan how they will structure their point but also to emotionally prepare themselves to pitch it, will change the dynamic of your meeting into one which produces a diverse range of ideas that actually convert. 

## 4. Challenge introverts with detail-oriented problems
Studies show that introverts excel at problem-solving and strategizing, so delegate detailed, analysis-heavy assignments to your introverted team members. 

> “Extroverts are more likely to take a quick-and-dirty approach to problem solving, trading accuracy for speed, making increasing numbers of mistakes as they go, and abandoning ship altogether when the problem seems too difficult or frustrating. Introverts think before they act, digest information thoroughly, stay on task longer, give up less easily, and work more accurately.” - __<a href='http://inspiredtrack.com/books/power-introverts/' target='blank'>Susan Cain</a>__

__Often the most reserved people are the wisest__. Why? Not because they have the mind of a monk or cunning fox, but because when you stay quiet and are able to tune out the noise, you can see the bigger picture and notice the errors that are flying under the radar. For this reason, you may want to give your most competent introverted employees the responsibility of monitoring or overseeing how the overall project is going, whilst extroverts allocate most of their cognitive capacity to the goal at hand. 

Some of the __most renowned inventors are introverts__; Bill Gates, Larry Page, Albert Einstein...the list goes on. If you run a __creative or innovative industry__, make sure you are __creating an environment where your shyer employees have the time and freedom to test our their ideas__. 
____

## Give them space
It was <a href='https://nationaldaycalendar.com/national-personal-space-day-november-30/' target='blank'> National Personal Space Day last week </a>, and hopefully, by now, most managers understand that there is an appropriate and inappropriate way of behaving around employees, outgoing or not. But, respecting someone’s space does not just refer to body language. Whilst some employees will need constant monitoring, introverts perform best when left to their own devices - they prefer not to be interrupted unexpectedly. Instead, schedule intermittent check-ins at specific intervals throughout the projects, so they can prepare appropriately for feedback. This would also facilitate them to work from home as well, something introverts often opt for. 

> “They are the people who can help you think deeply, strategize, solve complex problems, and spot canaries in your coal mine.”

![introverts in the workplce](//images.ctfassets.net/6g4s9n00xmsl/sG8wnKr6OUZwqycOkaJyP/8217d90a1c4f8c372c5226494b936468/introverts_in_the_workplce.png)
_____

## Verdict

Remember that, although it may not seem that way, a large proportion, perhaps the majority of your workforce is introverted. Note that the employees your encounter most of the time, do not reflect the composition, values or work habits of your whole workforce. Think twice about how you design your organization’s office space. Don’t expect all personality types to get jazzed up about open office plans or, for that matter, lunchtime birthday parties or team-building retreats.  

Above all, talk to your introverted employees. Find out how they prefer to work and incorporate their ideas into your operations. Companies function best when their employees feel comfortable and motivated in their [work environments](https://www.peoplegoal.com/blog/company-culture-and-human-resources). By taking introverts’ unique strengths into account, you’ll benefit from their sharp, well-reasoned ideas and methods.

Introverts in the workplace are often overseen but if they are managed well they are likely to become one of the greatest assets of an organization. Wonder how?


Introverts in The Workplace: 5 Ways to Integrate, Communicate and Elevate  

introverts in the workplace

Introverts in the workplace are often overseen but if they are managed well, they are likely to become one of the greatest assets of an organization. Wonder how?

## **What is diversity?**

[Diversity](https://www.peoplegoal.com/glossary/diversity) refers to any __dimension__ which can be __used to differentiate groups from one another__. The diversity dimensions include but are not restricted to __gender, religion, sexual orientation, race, ethnicity, class, education__ and __disability__.

Diversity __in the workplace__ is about __allowing exploration of these dimensions in a positive, safe, welcoming__ and __nurturing workplace__. It is about __understanding different aspects of diversity__, the background behind them and __creating a conducive and cohesive environment for exploration and inclusivity__. As a whole, it is about __valuing and embracing differences between people__, and __celebrating heterogeneity__. Creating a workplace environment of diversity and culture provides rich levels of positivity.

Although diversity exists along different dimensions, you cannot simply categorize people into fixed dimensions. Each individual brings with them a rich, diverse set of perspectives, cultural experiences and values.

_____

## What is inclusion?

The terms ‘diversity’ and ‘inclusion’ are often used interchangeably. But if you want to get the most out of each of them, you need to know the differences between them. Whereas __diversity is focused on what makes people different__, __inclusion looks more at creating an environment where diversity can thrive__.

The diversity journal classifies <a href='https://www.diversityjournal.com/1471-moving-from-diversity-to-inclusion/' target='blank'>inclusion</a> as:

> “Inclusion involves bringing together and harnessing these diverse forces and resources in a way that is beneficial. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection—where the richness of ideas, backgrounds, and perspectives are harnessed to create business value.”

_____

## Why are diversity and inclusion important?


You __should be consciously aware of why diversity and inclusion are important__ at the interpersonal level already, but we will cover it briefly and also show you why diversity and inclusion are important in the workplace.

![Why is diversity and inclusion important](//images.ctfassets.net/6g4s9n00xmsl/60NnmTsC38IVQk8c8uM26d/89168f61e0b8ed448169aa6895a0fb98/Why_is_diversity_and_inclusion_important.png)

### Diversity as a pathway to improving interpersonal skills and relationships


Having a diverse and inclusive work environment makes people __more in tune with people’s cultural background__, __more appropriate in the workplace__, but also __more understanding in difficult circumstances__. Having a diverse workforce __breaks down barriers between different cultures and backgrounds__, __building a more tolerant and inclusive workforce__. Creating a workplace with limited diversity can create a toxic, almost xenophobic environment.

### Creativity and innovation
 

Companies with diverse and inclusive workforces are __more likely to generate a wider range of ideas and perspectives__.

### The millennial workforce


By 2025, [75% of the global workforce](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style) will be millennials and they are increasingly acquiring leadership roles. So, it’s __important__ for organizations to __recognize what millennials want from their employer__. Research has indicated that around <a href='https://www.thiswayglobal.com/blog/diversity/diversity-improves-business-performance-roi/' target='blank'>80% of the millennial generation</a> consider company policies on diversity, equality and inclusion during their job search.

### Correlation with financial performance


Research by the Global CEO survey indicates that <a href='http://pwc.blogs.com/ceoinsights/2015/06/five-reasons-why-diversity-and-inclusion-matter.html' target='blank'> 85% of companies </a> who have in place formal diversity and inclusion strategies __report improvements in their bottom line__.

### Conflict Reduction and Resolution


Conflict is an inevitability in the workplace. How you deal with it and how you resolve it though, is not. Diversity and inclusion can help! Colleagues who __acknowledge other people’s differences__ are more likely to __find solutions to conflicts quicker than others__, and respect for coworkers helps to __reduce the likelihood of conflicts__.

### Mutual Respect


Workplace diversity and inclusion can only be a positive thing for an organization. At the very least it __builds respect between employees__, and __promotes a cohesive and synergistic workforce__.

### Macroeconomics


Slightly off-kilter with respect to its importance in the workplace, but the macroeconomic importance in wider society of diversity and inclusion in the workplace should not and cannot be understated. __Those in marginalized groups__ are __more likely to face a wider range of discrimination__, and this includes economic discrimination. This means they are __less likely to find jobs appropriate to their skill level__ and wages consistent with that in less discriminated groups. This has reverberating effects for their and their family's wellbeing, but also for wider society. A workplace which does not discriminate is just one of many steps to a more socially balanced and pro-community society.

_____ 
## Top diversity and inclusion questions to use in your company survey

__On a scale of 1 to 10...__

1. This firm provides an environment for the free and open expression of ideas, opinions and beliefs.
2. Racial, ethnic, and gender-based jokes are not tolerated at this firm.
3. I am comfortable talking about my background and cultural experiences with my colleagues.
4. Management demonstrates a commitment to meeting the needs of employees with disabilities.
5. I can voice a contrary opinion without fear of negative consequences.
6. This organization vouches to take strict action against discrimination.
7. My manager handles diversity matters appropriately and demonstrates a commitment to diversity and inclusion.
8. My organisation publicly communicates information about its diversity goals.
9. Diversity & inclusion is one of my organisation’s stated values and/or priority areas.
10. My organisation regularly makes available to me information about how diverse our employees and leadership team are.



These diversity and inclusion questions will help you evaluate the company culture in and identify key areas of improvement to address in your organization. 


diversity and inclusion questions

 These diversity and inclusion questions will help you evaluate the company culture in and identify key areas of improvement to address in your organization. 

Setting personal development objectives

Setting personal development objectives can be a challenging task, but don't fret. We've got a few tips to help you out.

Personal Development Objectives

Do you need any help setting your personal development objectives in time for the new year?

A Guide To Creating Personal Development Objectives At Work

As we come closer to the end of the sporting year in 2019, we thought it would be apt to reflect on it through the guise of our HR spectacles. __What can we in the HR industry learn from the world of sport__ and what lessons can we take from the best sporting moments of the year: South Africa winning the Rugby World Cup, England winning the Cricket World Cup, Ben Stokes’ 135 not out for England in the Ashes, the USA winning the women’s Football World Cup, Andy Ruiz Jr out boxing Anthony Joshua, Tiger Woods showing that age is but a number with his return to the top of golf with victory in Medina, and my personal favourite, two Youtubers showing how not to box but earning a reported £35 million in the process!

So, with the proviso of always trying __to improve and move the HR industry forward__, we decided to __research what top-level sport can teach us__. This is what we found…

## High Performing Teams Lessons from Sport for HR

![high performing team lessons hr can learn from sports](//images.ctfassets.net/6g4s9n00xmsl/5j22POClqasJrxichu3obt/a1d1ef4a9297c8b2a0cd5d37fde8a95a/high_performing_team_lessons_hr_can_learn_from_sports.png)

____

### 1.Teamwork

An easy and obvious one to begin with: Teamwork. __An imperative facet of any and all successful high performing teams__ in the world of sport, and the world of work. Without erroneously drifting into popular culture, but the Mighty Ducks or the Average Joe’s didn’t have the best individual teams but they one through the teamwork and determination they imbued. I don’t need to tell you about the importance of teamwork, because everyone knows how integral it is to anything in life, but if you’re interested in characteristics of [high performing teams](https://www.peoplegoal.com/blog/what-makes-a-good-team) you can read about it here.

____

### 2. Performance Management

There is so much attention placed on performance in professional sport. Diagnostic tools, sports analysts and the like are all dissecting performance to the nth degree to try and achieve edges over their competition. [Performance management](https://www.peoplegoal.com/glossary/employee-performance-management-software) in HR should be similar. Analyze your employees, identify their strengths and uncover their weaknesses. [Performance management](https://www.peoplegoal.com/blog/performance-management) __in HR is a means-tested method to continuously improving your employees__.

___

### 3. Talent Acquisition

Acquiring the top talent at a club or organization is __one of the key reasons why sports teams stay at the top of their game__. Take the top clubs in Premier League for example, currently Liverpool, Manchester City and Chelsea are continuously investing in their squads when they transfer window. But I hear you ask, why do they keep investing in their squads and bringing in new players? The answer… to stay at the top! If they don’t acquire the best talent, they are stagnating, and if they are stagnating, the competition is catching up! So, what is the lesson for HR? Keep bringing in fresh blood, expand your team to keep developing, and by acquiring the best talent, you are keeping them away from your competition. The top clubs attract the best talent, __try and attract the best talent by showing prospective employees why they should join your organization__.

___

### 4. Talent Retention

The best team keeps their best talent, even if that means __paying them the top dollar__. If you look at the two best footballers in the world currently: Lionel Messi and Cristiano Ronaldo, they are consistently being paid some of the highest reported earnings in the game and they are __treated well at their respective clubs__. Money often isn’t the be all and end all at an organization. Take Ronaldo for example, he was paid very well at Real Madrid, but he felt his views and the decision making at the club wasn’t with him in mind. So, what did he do? He left for another club, who he felt valued his experience and quality better. What can HR learn from this? __Value your employees, treat them well and involve them with decision making__ at the organization. Make sure they continuously feel valued both in the monetary sense and in terms of engagement levels.

____

### 5. Youth Development

Some of the most successful sporting organizations in the world are those who are continuously looking into the future. This more than anything means investing in the youth. Building state of the art facilities, helping out with more pastoral concerns and most importantly, investing in their development. Take the Ajax academy and Clairefontaine who continuously produce some of the world’s best football players. What can HR learn from sport here? __It is important to have a generational mix at a company, invest in the youth and teach them important skills along the way__, to mould them into a model employee at your organization.

_____

### 6. Technology

With the growth in technology in sport comes the growth in performance levels. Wearable physical trackers, cameras capturing absolutely everything and sporting equipment being the most advanced it has ever been all add up to performance in sport reaching its peak level. __Teams continuously invest in the newest and most effective technology__ to keep their performance at peak levels, take the Golden State Warriors for example, in the recent years they’ve been the dominant team in the NBA. But this wasn’t always the case. When they brought in Kirk Lacob, he brought with him in-depth data analysis and statistics on every player to see their performance with respect to the team. And look where they are now… a top team in the NBA. From a different angle, technology has made sports more effective and accurate. Goal line technology, video assisted referee and hawk eye help to make decision making in sport more accurate. Not only does __HR use technology to track the effectiveness of employees using performance management software__, but HR also uses technology __to contact employees, store files and track performance__. Technology makes HR practices more efficient, so perhaps HR is more like sport technology which makes sport more accurate and efficient and tracks levels of individuals.

____

### 7. Recovery

What do Tom Brady, Barry Bonds, Floyd Mayweather and Martina Navratilova all have in common? They all played or are still playing top level sport in their 40’s. Now this isn’t some fluke or miracle, they are in peak condition because they look after their bodies, and this includes rest and recovery. What can HR learn from recovery in sport? Well, it is an integral part I keeping your workforce fit and healthy? __Without rest and recovery, employees become over-worked, stress and most likely to need time off__. Allowing your employees to switch off and carry on with their own private personal lives. For some it’s the ‘Work Hard, Play Hard’ mantra, for others it’s the ‘[Work Smarter, Play Better](https://www.peoplegoal.com/blog/work-hard-play-hard-what-about-work-smarter-play-better)’ for others it is the opportunity to [work 4 days a week](https://www.peoplegoal.com/blog/work-4-days-a-week-the-advantages-and-disadvantages).

High performing teams share some common ground across various industries. What can HR learn from sports to boost the performance of their teams?


High Performing Teams: 7 Lessons HR Can Learn from Sports

high performing teams

 High performing teams share some common ground across various industries. What can HR learn from sports to boost the performance of their teams?

Let’s begin the article by __defining__ the three key features: __team leaders__, __trust__ and __engagement__.

## What is a team leader?

A team leader is __someone who provides direction, instruction and guidance to a group of individuals in the pursuit of achieving their goals__. It is someone who provides leadership to this group. They provide details of quantitative and qualitative achievements to a manager. A team leader is very much involved with the operational aspects of the projects and often works within the team as a member. There are [various types of leaders](https://www.peoplegoal.com/blog/what-type-of-leader-should-you-be-in-2020) and [leadership styles](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019) one can adopt depending o the culture of the company.

## What is trust?

Trust is a __central part of all human relationships__. This extends into all types of relationships, whether they be family, romantic or even in the organizational environment. Building and maintaining trust is a difficult but essential part of any working life!

## What is employee engagement?

Employee engagement is such a massive topic. That’s why we’ve written an [essential](https://www.peoplegoal.com/guides/employee-engagement) guide on it. In Lehman’s terms, employee engagement is __the extent to which employees feel committed to an organization, the extent to which they recognize their contribution to the organization and how passionate they are about their jobs__.

[Research](https://blessingwhite.com/employee-engagement-research-report-update-jan-2013/) has indicated that one of the __key components__ of a highly __engaged workforce__ is the extent to which team members have __trust in their leaders__. Trust is a foundation for engagement. Without it, achieving high levels of engagement is near impossible. When trust is present, people want to __work and do their work__, both individually and as a team. Trust helps people to __align to a common purpose__ and helps the organization to progress productively. When trust is missing, the workplace is not a pleasant jungle, with people working ineffectively and often against each other. Trust is very hard to build in a workplace, but very easy to lose.

As previously said, the key link between trust and engagement, is __team leadership__. This isn’t the greatest surprise. Team leaders are with their employees every day, working with them, sharing in the wins and the losses. They are distinct from managers as they are __actually a team member__. Due to this occurrence, team leaders are in a great position to either __build or break trust__.

## What does a trustworthy team leader look like?

Effective leadership lays down the foundations for trust to be built on, and as a consequence employee engagement. Here are our top tips to help leaders build trust in the workplace.

![Traits of a trustworthy team leader](//images.ctfassets.net/6g4s9n00xmsl/5gSXlPU9GlMR8Y2GGNaT8P/231e82ae9bf0c6fdb0c4ee3e663a99b5/Traits_of_a_trustworthy_team_leader.png)

### 1. Understand that building trust is a process

As mentioned earlier trust isn’t immediately available. It must be built, and it can be very easy for that work to be destroyed. Recognizing that __building trust is a long process__ and __requires hard work__ is imperative. It is the first step in building trust.

### 2. Honesty

This isn’t simply telling people what they want to hear, it’s about being honest to your team, whether you like it or not. __Communicate facts__. Be aware of the sensitivity of others. Be open and honest in all areas of your attitude, behaviour and language.

### 3. Consistency

Doing what you say you do __consistently will help to build trust over time__. Doing it occasionally will send mixed messages to your employees and will create ambivalent trust in the workplace.

### 4. Accountability

__Acknowledging when you have made a mistake__ is a sure-fire way to build trust with your team. When your employees recognize you as credible and fair, they will view you as a trustworthy leader. It will help foster a culture of accountability and therefore trust.

### 5. Lead by example

When leaders __live and model__ by the way they want __their team to live by__, this not only influences your team’s behaviour, but also instils trust as you are transparent, honest and accountable. A culmination of drivers of trust.

### 6. Lead and Follow

According to psychologists Alex Haslam and Kim Peters, leaders can benefit by showing their team that they can get their hands dirty and be a real member of the team. They argue that ‘__leaders need to be seen as ‘one of us’__’.

### 7. Transparency

Being transparent is a continuous issue. It is easy to be transparent when the business is doing well, but this must extend into when the business is doing less well. Communicating with your employees will help to build trust and a culture of cohesion. __Transparency is key to building trust as it gives employees a bigger perspective.__

### 8. Share a bit about yourself

Humanizing your role as team leader will foster trust. __Revealing details about yourself__ in the workplace or personal capacity will develop a more tangible relationship between you and your team.

### 9. Provide recognition

Giving [recognition](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges) to your team is so important if you want to build trust. Not giving them any feedback on their work will lead them to become alienated with it and you. Indicating that the work that they do is good or needs improving shows to them that you __care about the quality of their work__.

### 10. Trust them

__Trust is bi-directional__, to gain it, you’ve got to __give it__. Showing your employees that you have trust in them, their abilities, their skills, their decision-making skills and so on. Making your employees the best they can be, means allowing them to operate in a workplace of freedom.

Being an effective team leader is a fairly challenging task. To do so, one has to find the sweet spot between being a teammate and a manager.

Team leadership: Trust in team leaders is the foundation of Engagement

team leadership

Being an effective team leader is a fairly challenging task. To do so, one has to find the sweet spot between being a teammate and a manager. 

Team Leadership: Trust in Team Leaders Is the Foundation of Engagement

Performance objectives, performance indicators. They sound the same, but most managers will know the difference. Whilst one refers to __goals made for individual staff and departments__, the other is a specific metric used to measure or evaluate the success of a particular area or function within an organization as a whole. Nevertheless, the two are inextricable in that you cannot set one without the other, __the goals you are setting your employees should always be aligned with the company's objectives__ and so using the two together will help you set, __track__, __modify__ and __evaluate__ your business strategies and efficacy. Nevertheless, as businesses grow and gain new departments with new disciplines and even industries, we have __created a comprehensive list of performance objectives and indicators__ for your inspiration; 

![key performance objectives objectives and indcators](//images.ctfassets.net/6g4s9n00xmsl/16lVXhoevfF87DnRNUkjpl/8fe29f7acc164a7506a724f05102b1f6/key_performance_objectives_objectives_and_indcators.png)

## Providing a service 
### 1. Net promoter score (NPS) 
How likely is it, after dealing with that member of staff, that they will recommend your business to a friend?

### 2. Customer profitability score 
How much profit do individual customers bring your business, after deducting the costs of attracting and keeping them happy with advertising, customer services etc.?

### 3. Customer retention (loyalty) rate 
How many of their customers come back for more, how long is their contract with you, do they use all of your services or outsource some of them? 

### 4. Conversion rate 
How many of your enquiries, calls, demos, subscribers and web page views convert into paying customers?

### 5. Relative market share 
How are you fairing in the market against your competitors?

## Measuring and standardizing internal processes

### 1. Capacity utilization rate (CUR) 
Are they meeting their potential in terms of productivity and work output, with the resources they have available?

### 2. Project schedule variance (PSV) 
Are their projects reaching completion on time?

### 3. Project cost variance (PCV) 
Are their projects coming in without going over budget?

### 4. Earned value (EV) metric 
What percentage of the budget did they use? 

### 5. Order fulfilment cycle time (OFCT) 
How long did it take between a customer placing an order, to the product or service being processed, dispatched or delivered?

### 6. Delivery in full, on time (DIFOT) rate 
What is the ratio of orders they completed to the overall order rate? 

### 7. Quality index 
Was the quality of their services as high as your customers are expecting?

### 8. Process downtime level 
How much time do they waste due to downtime, technical difficulties or absence?

### 9. Staff advocacy score
How many recruits have they referred to you?

### 10. Employee engagement level 
How do they contribute to the business's overall goals?


### 11. Human capital value added (HCVA) 
What financial value do they add to the business? 

### 12. 360-degree feedback score 
How well do other staff, at all levels, rate them? 

![performance objectives examples](//images.ctfassets.net/6g4s9n00xmsl/2MpKCuSh45r3RiC8JDC1LV/9c3611719e410fd6b588e60019a837e8/performance_objectives_examples.png)
Source: PWC https://www.pwc.co.uk/services/risk-assurance/insights/measuring-performance.html

_____

## Industry specifics
### The talkers: ASA 
How long are your customers waiting on hold before speaking with that member of staff? Whilst this wouldn’t be a metric that is necessarily measured or monitored in most businesses, call centers, customer support departments and many service industries would. Businesses that have a high call volume from people needing advice and quality customer service may want to use shape performance objectives around ASA (average speed of answer) to incentivize their employees to pick up phone calls faster which can have a massive impact on customer retention and satisfaction. Other examples of performance objectives for call centers include number of complaints or number of compliments put in by customers regarding that employee. 

### The fixers: MTTR
If you are problem-solver at work, or your main duties are to fix broken equipment or software you may use Mean Time to Repair (MTTR) as your performance objective. Depending on the specific product or service, organizations will measure MTTR in different metrics of time, from seconds to weeks. Programmers, mechanics and engineers will all be familiar with this example of performance objective.

### The makers: MTBF
Industries in charge of production and manufacturing know that all of their products will eventually fail, in fact, some even plan for it (cough cough Apple). Nevertheless, regardless of whether a business aims to delay or initiate malfunction, they can implement quality control measures in order to control the mean time before failure (MTBF) and can record this by monitoring the length of time individual products remained in service before facing a problem or failing altogether. Leadership are concerned that products from a specific member of staff, department or team are failing sooner or later than expected, they may want to use this data to set MTBF performance objectives for individual members of staff to realign it with the company objectives.


These performance objectives examples and indicators will help you develop an effective business strategy and help your employees and business grow.

Examples of Performance Objectives and Indicators for all Business Functions

performance objectives examples

First impressions count, and your __onboarding process__ is one of the most important parts of the __employee lifecycle__. Having a smooth and __well-organized start__ gives new hires a sense of purpose, and makes them feel welcome and supported. There are many people involved in the onboarding process who need to be aware of what's happening at every stage, and this can be a daunting task for the organizer (usually in HR). We've created an easy-to-customize __onboarding process template__ to get you started, with tips and guidance to make the full onboarding process as smooth as possible.

[Download the Onboarding Process Template for Google Sheets and Excel here](https://docs.google.com/spreadsheets/d/1Yq2VNTBYIshDnA9r4X8VMjLojjM62gsXafcpi6gMKLk/edit?usp=sharing).

![Onboarding process template](//images.ctfassets.net/6g4s9n00xmsl/5C4U0dsszWRBwbmLjhrX2d/cfb4f3dfcd79923aad82acda85d3194a/peoplegoal_onboarding_process_template.png)

## Why is the onboarding process important?

If you've ever had a bad experience joining a new company, you'll likely have known this from day one. A disorganized process leads to confusion, uncertainty and a general bad taste for a new hire. So what are the [benefits of getting onboarding right, and why does it matter?](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters)

- New hires gain a sense of belonging and purpose within the organization, leading to greater commitment and engagement.
- Knowing exactly what's expected of them means employees perform better, have lower stress levels and can focus on delivering their initial objectives.
- Both of the above leads to greater job satisfaction, which in turn leads to higher employee retention and reduced turnover rates. This makes a huge impact on talent planning in particular, as the costs of replacing a role are significant.

![Why is onboarding process important](//images.ctfassets.net/6g4s9n00xmsl/QArUnPbFlQSnMMSo3lJfa/a5a6b7e04e05824612dbe22dbc5f1690/Why_is_onboarding_process_important.png)

New hires can __take up to five months to settle in__ and achieve their full productivity, and that's a long time to invest in someone who may not be sticking around past their probation. The quicker and more widely you can integrate an employee into the company culture and ways of working, the easier they'll find their feet and get down to contributing to the team success. Creating a clear onboarding process template will help you to plan effectively and keep on top of regular check-ins with your new employees.

> Our post on [5 key employee onboarding process steps to master](https://www.peoplegoal.com/blog/5-key-employee-onboarding-process-steps-to-master) will help you to construct an onboarding timeline, and give you further tips and guidance in creating an outstanding onboarding experience.

## What should you include in your own onboarding process template?

An onboarding checklist will help you to plan for the tasks and activities common to every new hire, so that important milestones are not left up to the manager's discretion or forgotten entirely. While each job role will have its own unique requirements, all new hires will need to be up to speed in these core areas:

- Contracts, policies and procedures
- Company culture and ways of working
- Administration: workspace, equipment, office access
- Introduction to their job role, skills required and initial objectives
- Awareness of the wider team, joint projects and shared responsibilities

To help you achieve this for your new hire, there are a number of key people who'll need to be involved in the onboarding process right from the beginning:

- __Human Resources:__ responsible for contract negotiations, personnel management, payroll and employee wellness.
- __Line Manager:__ responsible for mentoring, guiding and supporting the new hire in their job role. The line manager should be the one to introduce the employee to the team, their projects and ways of working. The line manager should schedule weekly check-ins at least for the first few weeks of a new hire's contract.
- __Peer:__ appointing a colleague to be the new hire's friendly face and go-to guide is an easy way to make a new hire welcome, and give them a relaxed space to ask questions and figure out the company culture at their own pace.
- __Administration/IT:__ making sure an employee has all the equipment needed to perform their job effectively.
- __Senior management:__ depending on the size of the organization, a one-on-one meeting with a senior leader is a great motivator to a new hire, and a chance to ask more big-picture questions to get a sense of the organization's direction.

You can use our __Onboarding Process Template__ as a starting point to customize your own onboarding checklist. The template covers common key tasks and activities, and who's responsible for each. Use the drop-down selects to indicate an activity status and keep on top of all the small tasks needed to create an efficient and effective onboarding period for your new hire.

---

Want to learn more about how onboarding impacts employees and the wider business? Head over to our [Essential Guide to Employee Engagement](https://www.peoplegoal.com/guides/employee-engagement) to understand just what impact employee engagement has on wellness, productivity and profitability.

We've created an easy-to-customize onboarding process template to checklist your new hire's first few days, with tips and guidance to make the full onboarding process as smooth as possible.

We've created an easy-to-customize onboarding process template to checklist your new hire's first few days, with tips and guidance.

How to Create an Onboarding Process Template

Team developing an onboarding process template

onboarding process template

How to Create an Employee Onboarding Process Template

We have previously highlighted [what SMART goals are](https://www.peoplegoal.com/blog/a-guide-to-smart-goals), why are they important and where they came from. We have also covered SMART goals for [leaders](https://www.peoplegoal.com/guides/smart-goals#10-examples), [nursing](https://www.peoplegoal.com/blog/smart-goals-in-nursing-examples), [marketing](https://www.peoplegoal.com/blog/how-to-create-smart-goals-for-marketing-examples-and-tips) and what [skills you should address in your goals for 2020](https://www.peoplegoal.com/blog/top-10-employee-performance-goal-examples-for-2020) to succeed in your career.

__But we simply cannot get enough!__ In this article, we bring you the ultimate cheat sheet to SMART goals for employees. If you need a quick fix or inspiration, below you will find 20 SMART goals for employees, applicable to any industry to make your life easier in 2020.

Yes, this might be an easy escape for you to set SMART goals but remember that your efforts will only pay off if [you know why you are setting the SMART goals](https://www.peoplegoal.com/blog/how-to-write-smart-goals-using-5-whys) and __align them to the wider organizational goals of the company__ you work for.
_____

## Key steps to set SMART Goals:

### 1.	Align your SMART goals to organizational objectives

Before you set your goals, you should review the organizational objectives and justify what you can do to contribute to them. Your efforts will only pay of if you know why you are setting the SMART goals and you align them to the wider organizational goals of the company you work for.

### 2.	Set your goals

Use our template to set your goals. 
[Download the SMART goals template for Word here](https://assets.ctfassets.net/6g4s9n00xmsl/26m53yNOxavQkMMClaqKoE/9a9e29a2a299aee88947ab90dd09d92f/SMART_Goals_Template_-_PeopleGoal.docx "Download the SMART goals template for Word here").

### 3.	Ask yourself;
- Is this goal __specific__?
- What am I going to __measure__ whether or not it is achieved?
- Is this goal truly __achievable__?
- Is this goal __relevant__ to the organizational strategy and your job?
- Did you set a __clear deadline__ for your goal?

### 4.	Continually review and adjust your goals

Things change. Therefore, it is important you regularly revisit your goals and adjust them as you go. 

____
## Two types of goals for employees

There are two types of individual goals you can set; performance and professional development. Performance goals are expectations related to job responsibilities, focused around performance and task end results. 

Professional Development goals are focused on improving and increasing an individual’s capabilities and competencies to improve one’s skill set and knowledge.

You, as an employee, should set both of these types of goals in order to be successful in your career. Both types of goals should be aligned to the wider organizational objectives and relevant to your job, or career progression you are hoping to achieve. 

_____
## Examples of SMART Goals for Employees

### Performance Goals Examples
![examples of smart goals for employees performance](//images.ctfassets.net/6g4s9n00xmsl/5SfZQyxp1KYujWRCyh8P6Z/4992495ea7cc96bfa6064e814280791d/examples_of_smart_goals_for_employees_performance.png)


- Improve the performance of __XX__ by __XX__ % through utilizing a __XX__ in the next quarter.
- Gain 2/5/10 new __XX__ per month for the next 6 months.
- Read 3 industry news articles per week to improve the knowledge of the trends in the next 6 weeks.
- Take a lead on improving the team’s collaboration to improve overall team’s performance by 10% implementing __XX__ methodology/ __XX__ tool in the next 6 months.
- Test a __XX__ on a monthly basis to measure xx (customer satisfaction/performance/etc.)
- Decrease __XX__ rate by 20 % by the end of the year.
- Automate __XX__ in the next quarter.
- Achieve __XX__ through __XX__ in the next quarter.
- Support the organizational initiative to __XX__ through __XX__ and contribute to improving the performance by 10% in the next 6 months.
- Design a new process to __XX__ and improve xx in the next 6 months.

### Professional Development Examples

![Examples of SMART goals for employees professional development](//images.ctfassets.net/6g4s9n00xmsl/5tIcQ1u5TBL3v7AYp66NaO/fdb3f0f4f151d507f2314a245a780613/Examples_of_SMART_goals_for_employees_professional_development.png)



- Take a __XX__ course to improve the knowledge of __XX__ in the next quarter. 
- Attend 3 industry events per month focused on __XX__ to develop knowledge of __XX__ in 2020.
- Learn a new tool; __XX__, to improve the processes of __XX__ and improve productivity by __XX__ % by the end of 2020.
- Research a new competitor every 2 weeks to improve the knowledge of the market and identify areas of improvement in your company in the next quarter.
- Organize a biweekly/monthly coffee meeting with a colleague from another department to improve your company knowledge in the next quarter.
- Start mentoring another employee and dedicate a half-hour to it per week to develop your managerial skills and contribute to culture of sharing in your business in the next quarter.
- Pick up another project to improve __XX__ and develop skills in __XX__ in next 6 months.
- Get involved in and internal activity of your company to develop professional relationships in the next 3 months.
- Dedicate 30 minutes per week to [self-reflection](https://www.peoplegoal.com/blog/how-self-leadership-can-drive-innovation-in-your-organization) to evaluate your performance and proactively seek areas for improvement until the end of Q4.
- Seek feedback and arrange a monthly one to one catch up with your manager to discuss your performance and ideas for development in the next 6 months.


_____


Should you need any further support or more employee SMART goals examples access our [Essential Guide to SMART Goals](https://www.peoplegoal.com/guides/smart-goals) that will provide you with comprehensive understanding of the method.


Examples of SMART goals for employees can help you to effectively set goals that will not only help your professional development but also organizational growth.

Examples of SMART goals for employees can help to effectively set goals that will not only help your professional development but also organizational growth.

20 Examples of SMART Goals for Employees

a woman sitting at a table in a meeting room.

examples of smart goals for employees

One-on-one meetings are still an integral part of performance management. They are essentially a forum in which the managers and employees discuss everything work related. Performance, development, concerns, issues, queries and more are all included in an archetypal one-on-one meeting. Don’t get confused, this isn’t a manager to employee directed conversation, it’s more like [360°Feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), with conversation meant also to be employee to supervisor directed.

## Who do they benefit?

For managers, one-on-one meetings represent two positive opportunities. Firstly, they provide opportunity to gain valuable strategic insight into how the employee is performing and their opinions concerning the workplace. Secondly, they provide ample opportunity for a manager to help build upon their relationship with the employee, providing [recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) where it should be, demonstrating to them their value and trying to understand developmental needs they may have. All top correlates of [employee engagement](https://www.peoplegoal.com/guides/employee-engagement).

For employees, one-on-one meetings provide them with the opportunity to understand manager’s expectations, gain insights into operations, receive feedback and coaching, air out any concerns and ask for help in areas which need improvement or development. The one-on-one environment can seem daunting for employees, but done correctly they can make you stand out, enlighten you as to the manager’s current perspective and kickstart you into development gear. Gola alignment and completion as well as improvements insight are also important correlates of a good one-on-one meeting.

There are some important details to know about one-on-ones, aka what the [good and the bad ones](https://www.peoplegoal.com/blog/employee-manager-meeting) look like, what should be on the [agenda](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) for a great one on one and how a one-on-one meeting should [run](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) and also what questions to ask in a one-on-one meeting.

Let’s expand on this last one… what questions should you be asking in your next one-on-one? Well it depends if you’re the manager or the employee. Let’s start with the manager…

## Questions for the one-on-one for a manager

So, you’re prepping for the next one-on-one with an employee, you’ve got your agenda and you’ve got the topics you want to talk about, but you’re struggling on some questions that you want to use. Don’t worry, we’ve got you covered…
 
__1.__ ***What sort of progress have you made on the next steps we discussed last time?***
  
__2.__ ***What, if anything, would you have done differently?***

__3.__ ***What do you think has gone well? What do you think you could have done better?***

__4.__ ***What ideas can you bring in from past successes?***

__5.__ ***What additional resources from me would be helpful for you as you solve this problem?***

__6.__ ***Imagine it’s two years from now, and things have gone well: What has been your role in that? What does your role look like?***

__7.__ ***What actions will you take before our next 1-1 to make progress on X?***

__8.__ ***What development areas do you want to work on in the coming weeks?***

__9.__ ***What additional resources can I provide for you between now and the next time we meet?***

__10.__ ***Is there anything as management we could do to help improve the performance of your team?***

__11.__ ***If we had the budget for it, what would you like to help make the team more effective?***

__12.__ ***How much time would you say you are spending on ‘individual work’?***

__13.__ ***Are there any significant bottlenecks that affect the way you and the team operate?***

![manager one on one meeting questions](//images.ctfassets.net/6g4s9n00xmsl/26nMHYmXkDL1R1vrNNPB0x/3232e72caa7b4128b1bb7b90b364cc6c/manager_one_on_one_meeting_questions.png)

__14.__ ***What, if anything, would you like to do, but haven't been able to?***

__15.__ ***Would you want to meet more, less of the same with respect to these and other type meetings?***

__16.__ ***How might I make this project more challenging or interesting for you?***

__17.__ ***Going forward, how would you like to receive feedback from me?***

__18.__ ***What have you done exceptionally well since our last meeting?***

__19.__ ***How do you feel your career progression is going?***

  __20.__ ***If we could improve in any way as an organisation, how would we do it?***__

## Questions for the one-on-one for an employee

It’s that time of year again and you’re prepping for your one-on-one meeting with your manager, you’ve got some ideas about what you want to talk about, but you don’t know how to formulate it into questions. Maybe some of these will spark what you need. Adapt these questions to suit your needs!

  __1.__ **With respect to Project Y, how did you arrive at target outcomes?**

  __2.__ ***Who are the top performers on the team? How can I become more like them?***

  __3.__ ***As a manager, how best can I provide you with information?***

  __4.__ ***What are your expectations of me in the upcoming quarter?***

  __5.__***What do you think of our communication as a team? How, can we make improvements, if any?***

__6.__ ***Do you have any comments of how issue X was carried out?***

__7.__ ***What are your opinions on my career progression?***

__8.__ ***As a team, do we have lower priority items which can possibly be postponed or cancelled?***

__9.__ ***What is the highest priority for you?***

__10.__ ***Are there any areas which I need urgent improvement in?***

__11.__ ***Are there any areas with untapped potential in?***

__12.__ ***Where do you see the team or company a year from now, and what do you think my role is in achieving that vision?***

__13.__ ***In the forthcoming year, what do you envisage the biggest challenges to be for the company and for the team?***

__14.__ ***Is there anything that I am doing that needs change?***

__15.__ ***Can you please give me X responsibility, I believe this is something I can develop in/something that I feel I excel in?***

![Employee One on One Questions](//images.ctfassets.net/6g4s9n00xmsl/5N5z7pALabHKX3Sykmx2Ie/d4a5251add5318a5e5a2e381af2988a3/Employee_One_on_One_Questions.png)

__16.__ ***What skills should I develop to support my career progression?***

__17.__ ***Can you think of any people which would benefit my network? Would you be able to put us in contact together or even work with?***

__18.__ ***There are certain resources (X) that I need, is this something that would be possible?***

__19.__ ***Is there any way I can support you with your own boss?***

__20.__ ***Are there any deficits in my knowledge or skillset?*** >

It doesn't matter if you are a manager or an employee, we've got some great one-on-one questions to help get the conversation started!

Need a helping hand for your next one-on-one? We are reaching out! Here are some one-on-one questions for you. We've got managers and employees covered

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