## Introducing PeopleHeRoes by PeopleGoal

At [PeopleGoal](https://www.peoplegoal.com/) we talk to HR professionals every day and discuss their unique experiences and challenges that make them __“PeopleHeRoes”__ in our eyes. However, our conversations happen behind closed doors and we thought it would be a great idea to bring all the fascinating experiences and knowledge-sharing to one of you have in one place.

The PeopleHeRoes community was built to help HR and People Professionals across the world who deal with known and unknown grounds to share their experiences, practices and tactics around key HR topics and help each other adapt better to the new world of work that is fuelled by myriad challenges. Especially since the shift to [remote working](https://www.peoplegoal.com/guides/remote-work), People teams need to come together to help and support each other to create the most productive environments for their newly dispersed teams. We highly encourage creativity, participation and involvement that drives HR evolvement for all of our members!

👉 ___[Click here to join!](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea)___ 👈

---

## What you’ll find in PeopleHeRoes

- __Like-minded professionals__: a carefully curated community of HR and People Ops professionals
- __Resources__: all the information you need to support your teams
- __Best practices & tactics__: learn from your peers' experiences

![peopleheroes HR slack community what you find here](//images.ctfassets.net/6g4s9n00xmsl/7p1G8K1Fx7FdmDtgmguuW6/a4c3f331e12d81bcbf89d7d6dd3bd4bb/peopleheroes_HR_slack_community_what_you_find_here.png)

---

## Our Community Channels

We have a range of channels that you can join. You will be added into some automatically when you first join. If you have an idea for a new channel, reach out to one of the account admins.

![Peopleheroes HR slack community channels ](//images.ctfassets.net/6g4s9n00xmsl/3yJPB8KseR1MKNcnrZv4Mj/c7211f3bce447806fd13fcd3ebb1d206/peopleheroes_HR_slack_community_channels_3.png)

- __HR-watercooler__: A channel for introductions and everyday PeopleHeRoes' experiences
- __Deepdives__: A weekly deep dive on a specific HR topic
- __Development__: A channel for sharing how your organization promotes continuous learning and career growth
- __Engagement__: What triggers employee engagement? Share your experiences and best tactics
- __Help__: PeopleHeRoes' 911 line here! Ask for help around various HR topics and get ahead of any issues
- __HR-tech__: Discuss how HR technology drives success in your company
- __Onboarding__: Share your onboarding tactics and challenges for virtual and in office employees
- __Performance__: Discussion of latest trends, best practices and challenges in performance management
- __Talent-acquisition__: Attracting top talent is a tough job - your invaluable practices belong here

---

## Before you start...

__1. Fill out your Slack profile__: include where you work and what you do

__2. Add a profile picture__: we are building a real community, a picture is a must

__3. Introduce yourself on HR-watercooler__: so we can say hello

__4. Set up your Slack notifications__: so you never miss a conversation

---

## FAQs

### What is PeopleHeRoes?

PeopleHeRoes is a private [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) community for People Ops professionals powered by the team at PeopleGoal. It is a safe space where HR professionals can discuss HR challenges, ask questions, share ideas and best practices with others. The aim is to build a lively community of like-minded professionals who are willing to share their People strategy experience, knowledge and tactics with others. All members of the PeopleHeRoes community are expected to adhere to the [Community Guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view).

### Why is it called PeopleHeRoes?

People teams have an enormous responsibility when it comes to building, aligning, and enabling high-performing teams. This makes them HR Heroes in our eyes! This idea led to the creation of PeopleHeRoes, a community of HR professionals who can support each other to share their knowledge and experience to help build stronger teams.

### How do I join PeopleHeRoes?

We would love to have you join our community! Simply fill in [this short form](https://www.peoplegoal-v2.com/wf/yhXY4r), and leave your name & email. Your application will be reviewed by one of our admins and you will receive an invitation via email. 

### How long will it take for my request to get approved?

The community admins will review new joiner requests once per week.

### How to add PeopleHeRoes to your Slack Workspace?

Click on the “**+**” button in the left hand side of your Slack desktop workspace. Then, enter "peopleheroes" as the workspace name. Enter the email address you used when you submitted your PeopleHeRoes application and your password. PeopleHeRoes will now be added to your Slack workspace!

### Who moderates the group?

The PeopleHeRoes community is currently moderated by the PeopleGoal team, however please contact us if you would like to be a moderator. This community is not for technical support requests relating to the PeopleGoal platform. Please contact support@peoplegoal.com if you are a PeopleGoal customer looking for help.

---

## Community Guidelines

- __Respect Others__: Always be kind, supportive and helpful to your fellow community members. Treat others with respect, and help keep the community as accessible and inclusive as possible.

- __No Sales Outreach__: PeopleHeRoes is a space where like minded professionals can share their experience and advice. Do not contact community members to advertise a product without their express permission. Do not pitch your product on the shared channels.

- __Participate__: You get out what you put in. Be sure to ask and respond to questions from your fellow community members, engage in discussion and keep conversations in the right channel.

- __Community First__: What happens in the community stays in the community - it is a safe space. Don't post community discussions to the outside world.

👉 ___[Read the full community guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)___ 👈

[![peopleheroes HR slack community guidelines](//images.ctfassets.net/6g4s9n00xmsl/4gVW0rZMOOQL5ZnuPhDvjG/322eadb353d1aae69c003a4e4428f9e2/peopleheroes_HR_slack_community_guidelines.png)](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)

---

✏️ Join the PeopleHeRoes community by filling in this [short form](https://www.peoplegoal-v2.com/wf/yhXY4r). 


PeopleHeRoes is PeopleGoal's new Slack community for HR and People Ops professionals. Connect with like-minded professionals, share advice and resources.

Join PeopleHeRoes, PeopleGoal's private Slack community for HR & People Operations professionals to share knowledge, experience, tactics and best practices.

PeopleHeRoes - HR Slack Community by PeopleGoal

PeopleHeRoes Slack Community for HR Professionals

Join PeopleHeRoes, our new Slack community for HR and People Ops professionals!

## PeopleHeRoes: Join Our Slack Community!

We're excited to announce our new Slack Community for HR and People Operations professionals: __PeopleHeRoes__. It is a safe space where you can connect with other HR and People Ops experts, discuss challenges & best practices, ask questions and join relevant conversations that will help advance your business and career. In this article, we explain the initiative's core philosophy, explore some of the Slack channels and tell you how to [join our community](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea). We also answer some frequently asked questions and explain our community guidelines.


PeopleHeRoes: New Slack Community for HR Professionals


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

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

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

## Why Recognition is Important

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

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

## Giving Recognition with PeopleGoal

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

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

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

## Recognition in the Workplace

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

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

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

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

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

## The Benefits of Recognition for Remote Work

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

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

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

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

The power of employee recognition programs is seen in a capacity to bring colleagues closer & establish a collective understanding in defining top performance.

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

Show your employee appreciation through employee recognition

pg business 66

## The Benefits of Recognition for Remote Work

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

Show your Employee Appreciation through Employee Recognition

![item creation 16-9](//images.ctfassets.net/6g4s9n00xmsl/1Mv4cevQiL6brUuhQGQ04Y/6dc7165b50341142e253b16bbc8ae8ad/item_creation_16-9.png)

Secondly, we've made a small change to how items are handled upon submission. Previously, users were taken back to the app home screen after item submission. For apps with multiple states and the same participant, this was confusing as the user would have to re-open the item to continue working on it in the next state. This is now improved with the item submission redirecting users to the same item in the new state immediately after submission.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items, removing some of the anxiety associated with creating a new item by allowing users to 'preview' the form before it's created.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items.

New item creation & submission flow

Employee Development Create development opportunities that Work

Improvements to the way items are created and handled

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

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

## A flexible solution for agile HR

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

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

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

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

## No code configuration

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

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

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

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

## HR, your way

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

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

Thomas continued:

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

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

## Powerful integration

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

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

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

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


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

PeopleGoal 2.0 is Live 🎉

PeopleGoal v2

The [OKRs](https://www.peoplegoal.com/blog/okr-updates) system was promoted by John Doerr, an early Google investor, back in the [late 1990s](https://www.whatmatters.com/articles/the-origin-story/). In his Ted Talk, Doerr talks about the importance of setting ‘meaningful and audacious goals’. Andy Grove taught Doerr about [management by objectives](https://www.peoplegoal.com/glossary/management-by-objective-mbo) – which provides an __ambitious__ goal setting framework for organizations. 

Grove said you needed to be able to look at a goal and say __‘Did I do it? Yes, no, simple’__. Goals can often be vague and dreamy – ‘Improve our processes by 2022’ is one such example. Instead, [OKRs](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) provide a concrete goal framework. It's a quantitative approach to goal-setting, so that you can __objectively__ measure your progress to a goal.

![Objectives and Key Results](//images.ctfassets.net/6g4s9n00xmsl/1RgNlkBoz5VYv3JY828uyD/164dc42fb9de8316b2400ee5886d5aca/Objectives_and_Key_Results.png)

An __Objective__ is the target you want to achieve. It’s your final destination. A __Key Result__ is the practical bit – the __measurable steps__ you take to achieve your objective. 

OKRs are quantifiable. Google uses a scale of __0.0-1__ to track progress towards Key Result. 1.0 is a completed result, and __0.6-0.7__ suggests great progress. OKRs are a marathon, not a sprint. Making steady progress towards stretch goals is the aim here. That’s why a 0.6 rating is an achievement in itself. 

[OKRs](https://www.peoplegoal.com/blog/how-to-set-and-track-okrs) aren’t used to make decisions about compensation. They are not [performance indicators](https://www.peoplegoal.com/blog/key-performance-indicators) for individual employees. Instead, they aim to glue team members together with collective goals and provide a set of priorities for an organization.

Alignment is the word on everyone’s lips – and the purpose of OKRs is to connect the whole company around a shared vision.  OKRs are often set democratically, with the input of all employees.

So far, so good. However, as we’ll explore below, there are plenty of downsides to this goal framework. 

[See John Doerr explain his thoughts on goal setting in this Ted Talk](https://www.youtube.com/watch?v=L4N1q4RNi9I) 🎥👈 

![Objectives and Key Results definition OKR updates](//images.ctfassets.net/6g4s9n00xmsl/5kIzdb78ScPb2nhrxPfp95/5e881aaaaf12bc21c35f7c52024df072/Objectives_and_Key_Results_definition_OKR_updates.png)

---

## How do you set OKRs?

__[For an explanation of how to set and track OKRs, read this post](https://www.peoplegoal.com/blog/objectives-and-key-results)__ 👈 

The OKR framework is simpler than it sounds. Each company level will typically set around 3-5 objectives. You can set company-wide, team and employee objectives for the best results.

Make your [objectives](https://www.peoplegoal.com/blog/what-are-the-five-performance-objectives) finite. For example, you might set a goal to achieve ‘by the next quarter’. If your objectives are organization-wide, make sure they are relevant to everyone – create a shared vision. 

Write between __3 and 5 Key Results__ per objective. Each result should be a __building block__ towards your objective. Make them clear and actionable, such as ‘Achieve a Customer Satisfaction Rating of 5’.  

__Tips for Writing OKRs__

- Be ambitious

- Make it time-bound

- Consult all company levels

- Decide whether to set OKRs quarterly or annually

---

## Pros of OKRs 👍

### 1)	Set ambitious goals

OKRs can look big and scary- for example, ‘boost sales by 20%’. They are intended to be __ambitious but not impossible__. If an OKR is only partially achieved, it’s a win – because the initial objective is so audacious.

This also provides focus for a department. Prioritization becomes easy – you know what Key Results need to be achieved in the next quarter to keep your team on track. 

When we feel we are working towards something bigger than ourselves, we feel a stronger sense of purpose. This boosts [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) and satisfaction.  

![Ambitious Goals OKRs](//images.ctfassets.net/6g4s9n00xmsl/1PIR6ipYrrDHPn2PJfwVmF/b51bf0416d64286ff1f9e6511b10dc22/Ambitious_Goals_OKRs.png)

---

### 2)	Reviewed regularly – usually once a quarter or monthly

OKRs inject some self-reflection into the goal-setting process. They require you to review your progress regularly. 

With clear Key Results, it’s easy to quickly see where you stand. A monthly meeting with your team where you discuss progress towards OKRs gives everyone a shared purpose. Reviewing regularly can make OKRs truly motivating. 

---

### 3)	Quantitative

Key Results are objective: you know when they’ve been achieved. It’s easier to measure your progress when you can cross off milestones along the way.

---

### 4)	Aligns everyone to a shared objective

OKRs improve [goal](https://www.peoplegoal.com/blog/smart-goals-in-nursing-examples) awareness. Each team understands how their work fits into the bigger picture. OKRs are __public__, ensuring that everyone is on the same page. 

In the remote environment, where [communication](https://www.peoplegoal.com/blog/employee-communication) between teams is often difficult, this is invaluable. 

![Company Objectives and Goal Awareness OKRs](//images.ctfassets.net/6g4s9n00xmsl/1GbHqF1U0cmPIqNR11o9Iw/e0212093f069e12dfc6b9d8d78d64852/Company_Objectives_and_Goal_Awareness_OKRs.png)

---

## Cons of OKRs 👎

### 1)	True alignment is a challenge

OKRs are popular among start-ups – just the organizations who deal with plenty of change. The problem is, OKRs can be too rigid for such agile environments.

As you review [OKRs](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management) each month or each quarter, you might find that some are now out-dated. 

As Objectives and Key Results take a while to agree on and set, it doesn’t look great to change them too often. In this sense, OKRs can hamper [change-management](https://www.peoplegoal.com/blog/change-management) and a team’s responsiveness to new circumstances.

---

### 2)	Key results are prescriptive

Key Results are the stepping stones to your dream objective. But there are many possible routes to your goal. Your team might have out-of-the-box problem solving ideas, but if the brief is ‘Get a 4 Star rating for customer service’, they’re going to focus on that.

Experimental and [innovative teams](https://www.peoplegoal.com/blog/how-self-leadership-can-drive-innovation-in-your-organization) can often feel held back by Key Results. You could set OKRs more regularly, or consider making Key Results more adaptable. 

![OKR framework Key results](//images.ctfassets.net/6g4s9n00xmsl/4xYVSAxW55P3dhIxUcRjsT/dee55d9e50dade8d4382b33ffa29b685/OKR_framework_Key_results.png)

---

## 3)	Organizations set too many OKRs

When you have ambitious plans, the temptation is to set more goals. But problems start to arise – OKRs don’t align with each other. Employees don’t know what to prioritise.

It’s easy to say, ‘just set fewer OKRs, then’. But different [teams](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) may have very different priorities. OKRs don't always translate company wide. Your sales team might be revenue focused, but perhaps your product team have suggestions that compete with this – the need to invest more in product development, for instance. 

Objectives and Key Results expert Christina Wodtke argues that companies should focus on __just one Objective__ and its Key Results. This would certainly correct some alignment problems. But in a complex organization, this can look more like a vague vision than a clear target. 

If your organization is overwhelmed by goal *setting*, rather than *reaching* goals, it may be time for a re-think. 

![Goal management OKRs](//images.ctfassets.net/6g4s9n00xmsl/1YEYkDwu5xhYmwkJdWunbU/ee188621bd8f36aa9b12dc6245c2a513/Goal_management_OKRs.png)

---

## OKRs: Find what works for your team

OKRs have some downsides, but for most organizations, they are a net benefit. The alignment and transparency they offer is unmatched. If you want to connect your employees around a shared purpose, we would recommend this system. 

PeopleGoal supports growing teams as they set goals. To find out more, take a look at our [Performance](https://www.peoplegoal.com/solutions/performance) page. 


OKRs provide transparency and objectivity for the goal-setting process. However, they're far from perfect, as we'll explore.

OKRs: The Pros and Cons You Should Know

OKRs the Pros and Cons

OKRs are trendy, but are they the quick-fix they seem? We explore the pros and cons of this goal-setting framework

### Pros of OKRs 👍

1) Set ambitious goals

2)	Reviewed regularly – usually once a quarter, or monthly

3)	Quantitative

4)	Aligns everyone to a shared objective

### Cons of OKRs 👎

1) 	True Alignment is a challenge

2) 	Key results are prescriptive

3) 	Organizations set too many OKRs

# **Top 5 Ideas for Employee Development in your Remote Teams**

Employee Development is a strategic tool that helps your business continually grow by increasing your employee's [engagement and productivity](https://www.researchgate.net/profile/Nadeem-Bashir-3/publication/274704136_Training_and_Development_Program_and_Its_Benefits_to_Employee_and_Organization_An_Conceptual_Study/links/5704d82008ae74a08e247340/Training-and-Development-Program-and-Its-Benefits-to-Employee-and-Organization-An-Conceptual-Study.pdf). This is done through committing to support their [professional](https://www.peoplegoal.com/blog/personal-development-goals) development and [personal growth.](https://www.peoplegoal.com/blog/personal-development-objectives)

[Employee development plans](https://www.peoplegoal.com/blog/development-plans) provides a key method of success in developing your employees. This is where  a set route determining how an employee can achieve their goals is identified. There are other ways that correspond with employee development plans that can support and help grow your business.

Watch our Employee Development webcast for a more detailed explanation here
<iframe width="560" height="315" src="https://www.youtube.com/embed/-dX0PzM1uxs" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen></iframe>

## **What is Employee Development? ℹ️**

![Employee Development - DEFINITION](//images.ctfassets.net/6g4s9n00xmsl/1ag3yuwofVsF4pB4mxGVc6/e9f8651c1364de6361f879fc832cb975/Employee_Development_-_DEFINITION.png)

Employee development can also be referred to as, professional or career development. It is the use of training to improve an employees skills and grow their knowledge. It aims to nurture their [career path](https://www.peoplegoal.com/blog/career-growth-helping-employees).

While employee development is optional, it is recommended for employers to encourage the participation in both internal and external [learning opportunities](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company). This allows for a cooperative effort between both parties making employees feel supported.

Most companies use [employee development plans](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) which are a roadmap tailored and created for each employee by the Human Resources department. It will need to suit each employees needs, abilities and interests - keeping the plan as unique as its owner.

[Employee development programs](https://www.peoplegoal.com/blog/effective-employee-development-plans) need to update the training and development they offer regularly. This is due to new technology and strategies continuously being introduced into the work environment. This creates employees who are up to date with all the relevant skills necessary to perform well in their roles.

Need some help running an effective employee development plan? Read our support article [here](https://www.peoplegoal.com/support/article/how-to-run-effective-development-plans) 👈

## **Benefits of Employee Development ✅**

Employee development is a long-running initiative that can provide both short-term and long-term benefits. While it does require the investment into employees through time, money, and effort, these are usually returned through the following benefits amongst others.

![Employee development - BENEFITS](//images.ctfassets.net/6g4s9n00xmsl/mvNVlCSQR03SAxgw8xACx/cd92104ea9d8bb41bebe82d10d2f7e34/Employee_development_-_BENEFITS.png)

### **1. Unexpected situations handled better**

Today's working environment is constantly changing. Therefore, by keeping your team members prepared as possible through training, they can handle these unexpected situations more efficiently. This provides valuable benefits to your business by enabling quick and effective responses.

### **2. Better performance**

Employee development improves the [performance](https://www.peoplegoal.com/app-store/template/performance) of employees. This is through an increased job satisfaction, increased confidence, and the development of more skills through continuing education.

It helps to put resources into underperforming employees and they can be identified through [performance reviews](https://www.peoplegoal.com/guides/performance-reviews) and [feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide).

### **3. Improved employee engagement**

[Employee engagement](https://www.peoplegoal.com/guides/employee-engagement) is at the top of most business strategies as it helps promote loyalty, motivation, and productivity. When employees have the option to develop their career they tend to be much more optimistic which leads to improved engagement. This also leads to higher levels of job satisfaction, which increases employee retention.

[Gallup](https://www.gallup.com/workplace/311099/companies-getting-wrong-employee-development.aspx) found that there is an 11% increase in profitability in Organizations that have made a strategic investment in their employee development. These comapnies are also twice as likely to retain their employees.

Learn how to easily track employee engagement [here](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement) 👈

### **4.Train future leaders**

Employee development allows you to identify high performing employees you would like in your companies senior roles in the following years. It allows you to develop the right people for the job and saves you money on hiring and training new leaders. Another benefit is that these [effective leaders](https://www.forbes.com/sites/steveolenski/2015/07/20/8-key-tactics-for-developing-employees/) will be loyal to the company due to you committing resources into their future.

### **5. Retain employees**

By using employee development plans you are keeping your workforce strong and limiting the amount of employee turnover. This saves both money and resources for your business. Employee retention also helps stabilise your workforce by allowing teams to build trust between one another.

![Employee Development - case study](//images.ctfassets.net/6g4s9n00xmsl/6QrlBnljisVcUGQ5TEpX8q/e8f503dc629f6c54c921d5425b46bc7f/Employee_Development_-_case_study_.png)
- [Havard Business](https://hbr.org/2016/10/atts-talent-overhaul)

## **Top 5 Ideas for Employee Development 🔝**

![Employee devolopment - TOP 5](//images.ctfassets.net/6g4s9n00xmsl/4drcbJFQrPQYpk7Uvnxghd/70b806a6c85511aa7dbbd4fea2b11e10/Employee_devolopment_-_TOP_5.png)

### **1. [Employee Development plans](https://www.peoplegoal.com/blog/employee-development)**

Use individual [development plans](https://www.peoplegoal.com/blog/development-plans) (IDP) to document an employees learning and development outcomes. IDP's also are useful in providing [support](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeeperformance.aspx) and highlighting ways their goals will be met. Use a mixture of short-term and long-term goals to maintain a commitment to the plan throughout the year.

By establishing definitive goals the employee development plans are a blueprint in how to make your employees feel valued. Use [one-to-one meetings](https://www.peoplegoal.com/app-store/template/one-to-ones) to develop unique and suitable goals and plans for your employees.

### **2. Use of People Goals' [360 reviews](https://www.peoplegoal.com/blog/360-feedback-challenges)**

[360 reviews,](https://www.peoplegoal.com/blog/360-review) also called [360 feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), is the use of many individual assessments over different work relationships. This is to provide an insightful review of an individual.

360 reviews are different from a [performance review](https://www.peoplegoal.com/guides/performance-reviews) due to it not focusing on targets and outcomes. Instead it investigates ways to help employees develop their business and [interpersonal skills](https://www.peoplegoal.com/blog/employee-feedback). This is useful in employee development as it provides an assessment of where the employee is in their development plans and where they need extra support.

Check out our app that makes 360 feedback efficiently and insightful [here](https://www.peoplegoal.com/app-store/template/360-feedback) 👈

### **3. [Succession Plans](https://www.peoplegoal.com/glossary/succession-planning)**

A [succession planning template](https://www.peoplegoal.com/blog/succession-planning-template) allows your organization to identify long-range needs. These needs can be in terms of where you need to expand or hire in the future. It also helps to evaluate the companies talent pool and identify potential future leaders. They can then be selected for further employee development to prepare for these roles.

[Renz](https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/succession-planning-is-easier-than-you-think.aspx) who spoke at the  SHRM 2018 Annual Conference & Exposition found that [unexpected vacancies](https://www.peoplegoal.com/blog/employee-turnover-rate) cost companies about 50 percent more in lost revenue than the salary for the vacated job itself. She then went onto identify that...

"Succession planning protects the business from unexpected changes that could potentially hurt the business... It can also increase retention of top performers and drive deeper engagement of managers by "owning" talent development."

### **4. Business Goals**

By setting clear business goals you can effectively align employee and company goals to ensure they both correspond. Once business objectives are identified, this allows the strengthening of succession and employee development plans by giving them more direction and benefit for the company.

### **5. [Check-ins](https://www.peoplegoal.com/blog/check-ins)**

By your managers setting a [flexible weekly or monthly check-in](https://www.peoplegoal.com/blog/employee-manager-check-ins) with your employees, it maintains a strong line of communication. This promotes the identification of an employee's progress. Acknowledgement of successes in terms of completing goals and accomplishments should occur regularly to maintain motivation.

The discussion of difficulties faced should help with the continual adjustment of goals to make them more manageable. The setting of new goals as the employee develops, should also occur here.

## **Employee Development: Strengthen your business through your employees 🏢**

Employee development is a key way in making your business reach its goals as effectively as possible. By offering opportunities for an employee to learn and gain new skills you are doing the same for your business. This also improves the employee-employer relationship by them feeling supported and wanted through your use of resources. This in turn reduces [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) - saving you money in the long run.

Employee development offers a way to support both your business and employees goals. Improving both performance and job satisfaction.

Top 5 Ideas for Employee Development in your Remote Teams

How to create a diversified workplace

Employee development is a key way businesses can improve the performance and job satisfaction in their remote teams. This in turn will boost your businesses productivity and save you money in the long run by increasing employee retention. 

Top 5 ideas for Employee Development

1. [Employee Development plans](https://www.peoplegoal.com/blog/employee-development)

2. [360 Reviews](https://www.peoplegoal.com/blog/360-feedback-challenges)

3. [Succession Plans](https://www.peoplegoal.com/blog/succession-planning-template)

4. [Business Goals](https://www.peoplegoal.com/app-store/template/objectives-key-results-classic)

5. [Check-ins](https://www.peoplegoal.com/blog/check-ins)


Weekly reports are fundamental  for [performance management](https://www.peoplegoal.com/blog/performance-management). This has become more important with [COVID-19](https://www.peoplegoal.com/blog/covid-advice-on-how-to-protect-yourself) as [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid) have had to adapt to [remote working](https://www.peoplegoal.com/resources/whitepapers/remote-work-guide-hr). There is a huge variety of [task management software](https://www.peoplegoal.com/blog/top-10-task-management-software-tools-to-improve-remote-work) that can be useful to track team progress.

Weekly reports encourage employees to make a daily log of their achievements. This improves [performance and productivity](https://www.peoplegoal.com/blog/what-are-the-five-performance-objectives). It also helps employees identify how their work contributes to a [team's overall goals and objectives](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team). 

Weekly Reports help managers identify what progress has been made throughout the week and by whom. This informs the future delegation of tasks. It may also help identify [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses) within a team which is beneficial for future [development](https://www.peoplegoal.com/blog/development-plans) and training decisions. 

## What is a Weekly Status Report?

A Weekly Status Report is a team's summary of the tasks completed, in progress or upcoming during the week. It can also include updates alerting teams to changes in schedules or timelines, deliverables, resources or risks. It is is an [efficient](https://www.peoplegoal.com/blog/how-to-measure-performance-management-effectiveness-and-efficiency) and effective way of showing how individual tasks contribute to a team project.

![what is a weekly report](//images.ctfassets.net/6g4s9n00xmsl/3OEunbF58JnekIhDVPDxfX/519a9b92ac83ccdd56f858f9083b1ae2/what_is_a_weekly_report.png)

## Why is a Weekly Report useful?

A weekly report is useful both for employees and managers. It is important now more than ever as more people are working remotely following COVID-19. [Stanford University](https://news.stanford.edu/2020/06/29/snapshot-new-working-home-economy/) have revealed that 42% of the US workforce has transitioned into a fully [remote work](https://www.peoplegoal.com/blog/telecommuting-and-managing-telecommuters) environment.

![weekly report fact](//images.ctfassets.net/6g4s9n00xmsl/1uE4aASVAAZc4eQMnMwTSW/ca455d7c8232e231df7136532ec328b9/weekly_report_fact.png)

## How do Managers use Weekly Reports?

Weekly reports are useful for managers because they maximise [performance management](https://www.peoplegoal.com/blog/why-invest-in-performance-management-software). Employers are able to monitor individuals' progress and identify their employees strengths and weaknesses. This is helpful as it can inform decisions regarding [training and development](https://www.peoplegoal.com/glossary/training-and-development). 

Managers also use the reports to understand who to assign tasks to the following week and to provide better [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback). 

Finally, employee weekly reports help managers track [Key Performance Indicators (KPIs)](https://www.peoplegoal.com/blog/key-performance-indicators). The [New York Times](https://www.nytimes.com/2012/10/07/business/measure-results-not-hours-to-improve-work-efficiency.html) have emphasized how significant this is as they claim it is more important to measure  efficiency through key results, rather than the number of hours clocked by an employee. 

![why are weekly reports useful](//images.ctfassets.net/6g4s9n00xmsl/4fKNpr0sn3BiROLhcF0hoF/c0292d9b0d1ee21008484dff71f4e3df/why_are_weekly_reports_useful.png)

## What does a Weekly Report Include?

A weekly report includes:

- A summary of [objectives](https://www.peoplegoal.com/blog/objectives-and-key-results)
- Weekly task statuses - upcoming, in progress or complete
- Action Items for the following week
- New or unforeseen challenges

![what does a weekly report include](//images.ctfassets.net/6g4s9n00xmsl/1kJZMurcirB8uTOn9lOM5D/e1f1d0c04119e0a6f07a9dc5eb522c6f/what_does_a_weekly_report_include.png)

## 5 Simple Ways to Create Weekly Reports

We have identified 5 simple ways to create weekly reports:

1. Excel Spreadsheets
2. Google Sheets
3. Online Report Templates
4. Automated Emails and Forms 
5. PeopleGoal's Weekly Priorities App 

### 1. Excel Spreadsheet

It is possible to make a weekly report using Excel Spreadsheets. You can create functions that [group daily data](https://smallbusiness.chron.com/convert-daily-weekly-data-excel-48996.html) to convert it into weekly data. 

This requires employees to regularly update spreadsheets with their progress on tasks. Managers may need to remind people to do this at the end of every day.   

### 2. Google Sheets

Similar to Excel Spreadsheets, you can create weekly reports on Google Sheets. It is possible to create shared documents where employees have access to the data and can make edits for everyone to see.

### 3. Online Templates

There are numerous websites where you can find weekly status report templates. These are often customizable so your organization can change the colours to suit your branding. 

You can also add or remove sections to make the report relevant to your team and their objectives. 

### 4. Automated Emails and Forms

You can schedule a weekly email that sends a form out to your team. This will ask them to complete a series of questions that will indicate the progress made towards a project throughout the week. 

This is better suited to smaller teams or organizations. 

### 5. Try PeopleGoal's [Weekly Priorities App](https://www.peoplegoal.com/app-store/template/weekly-priorities)

We recommend trying PeopleGoal's Weekly Priorities App! Our workspaces maximise performance management as we create the perfect workflow for you and build [custom reports](https://www.peoplegoal.com/support/article/reports). 

This app documents the tasks you and your team set yourselves at the beginning of the week. This encourages everyone to be [accountable](https://www.peoplegoal.com/blog/goal-process-for-your-team) for their work and helps managers keep track of who has completed what.

At the beginning of the week, the app will ask what your tasks are and whether there is anything preventing you from achieving these.

At the end of the week you will be asked for every task's status. This will allow you to build a weekly report measuring task completion. These metrics can further be downloaded and converted into spreadsheets. 

![peoplegoal performance management screenshot](//images.ctfassets.net/6g4s9n00xmsl/DsyILl25ttEsjrRsioiLR/bc1d388692f5a35065f0efadfe02410e/peoplegoal_performance_management_screenshot.png)

[You can download the New Weekly Priorities App Here](https://www.peoplegoal.com/app-store/template/weekly-priorities) 👈

## Weekly Reports: Our Final Thoughts

Weekly reports are fundamental to the [performance management](https://www.peoplegoal.com/blog/what-is-performance-management) of your team. You can use weekly reports to track task status changes and progress, employee [productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment) and [Key Performance Indicators](https://www.peoplegoal.com/glossary/key-performance-indicators-kpis). This is more important now than ever before as more people work remotely to reduce the spread of [coronavirus](https://www.peoplegoal.com/blog/coranavirus-work-from-home-policy). 

⭐ [Sign up for a Demo with PeopleGoal Today](https://www.peoplegoal.com/book-a-demo)

Weekly Reports are integral to performance management. Weekly reports have numerous benefits for both employees and managers. Read on for 5 simple ways to create your own weekly report.

Weekly Reports are important to help employees and organizations track performance management. Here we list 5 simple ways to create your own weekly report.

5 Simple Ways to Create a Weekly Report on Tasks Completed

weekly report

Weekly reports are important to track the progress of your team. Read on to find out 5 simple ways to create your own weekly reports.

## How do I create a Weekly Report?

1. Excel Spreadsheet
2. Google Sheets
3. Online Templates 
4. Automated Emails and Forms
5. PeopleGoal Performance Management Apps

From the blog

OKRs: The Pros and Cons You Should Know

Top 5 Ideas for Employee Development in your Remote Teams

5 Simple Ways to Create a Weekly Report on Tasks Completed

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?
Start your free trial today.

Company

Solutions

Features

Learn

Subscribe to our newsletter

From the blog

OKRs: The Pros and Cons You Should Know

Top 5 Ideas for Employee Development in your Remote Teams

5 Simple Ways to Create a Weekly Report on Tasks Completed

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Features

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.