[Employee performance reviews](https://www.peoplegoal.com/glossary/performance-appraisal) are fundamental for your employees' engagement. It can significantly improve performance of your business as we discussed in [previous blogs](https://www.peoplegoal.com/blog/tips-for-effective-performance-reviews). It is important that performance reviews become an ongoing conversation between a manager and a direct report to be effective. And most importantly, reviews should be honest and personalized to every employee. This post discusses 70 performance review phrases that you can use for every function in your business. We produced a short video [discussing these performance review phrases](https://www.youtube.com/watch?v=Tja15-nXjPg&feature=youtu.be):

<div style="margin: 20px">
<iframe width="100%" height="400" src="https://www.youtube.com/embed/Tja15-nXjPg" frameborder="0" allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen></iframe>
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There are common areas to address when providing feedback to your employees in order to improve their performance. Especially for an inexperienced manager (or employee conducting a self-assessment), it can be difficult to conduct a meaningful performance review. Thus providing example phrases can be a good source of inspiration. We've created a useful list to keep in mind when conducting a performance review.

__But please remember__; you should use this list as an inspiration and always adjust these review phrases to a specific team member. You do not want your employees feel the performance reviews are generic. Generic reviews can give an impression you did not care enough to devote time to provide them with personalized constructive feedback, which could have a negative impact on their engagement. This is a list of useful performance review example phrases to help you conduct your review. Download a pdf version of this article with a list of all phrases [here](https://assets.ctfassets.net/6g4s9n00xmsl/7r8uywsrLsN0gGjQsVtM5a/a56f2f959fb021e2ec0c6485be81f2a8/70_useful_employee_performance_review_phrases_for_every_function.pdf).
## Areas to address in employee performance reviews

- Achievements
- Productivity
- Communication skills
- Teamwork
- Creativity and Innovation
- Flexibility and Problem-solving


![Areas to address in employee performance reviews with performance review phrases](//images.ctfassets.net/6g4s9n00xmsl/4sX0kjmfBJgvgxuIsoqOWu/dea33856ee98fb8c03faad3cfbf12dc5/Areas_to_address_in_employee_performance_reviews.png)

## Achievements review phrases

[Setting goals and objectives](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) is a key to maintaining performance of every employee. The performance review should address this area not only to improve their performance of your employees but also to __strengthen__ their __accountability__ to your business.

### Positive comments:

*   Sets well thought-out goals and continuously strives to achieve them
*   Works autonomously and uses own initiative to attain objectives and overcome challenges
*   Improved xx by xx%
*   Has a positive, results-driven attitude
*   Is able to make informed decisions based on considered research

### Areas of improvement:

*   Struggles to achieve set goals and reach objectives because of xx
*   Lacks understanding of xx and could benefit from xx
*   Makes uninformed decisions based on assumptions and needs to consider more data
*   Tends to blame others and needs to take responsibility for their own actions
*   Lacks focus in xx and can improve by xx
*   Productivity


![performance review phrases achievements example](//images.ctfassets.net/6g4s9n00xmsl/2vH0nQC4bV3v8p7VDwRI4S/b1d43dc5fff989fcfd38a711dfed80aa/performance_review_phrases_achievements_example_.png)
## Productivity review phrases

The success of your business depends on the productivity of your employees. Productivity is also a good indicator of their [engagement](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement) and __not addressing__ an issue could cause __difficulties__ with developing and __retaining talent__.

### Positive comments

*   Significantly improved on xx since last appraisal
*   Positively contributes to overall performance of the department/company through consistent and high-quality work
*   Continuously strives to improve profits, productivity and performance targets
*   Excels in identifying glitches, flaws or imperfections at the earliest possible chance
*   Shows strong organizational and time-management skills

### Areas of improvement

*   Has not improved xx since last performance review
*   Struggles to finish tasks and reach the team standards
*   Reluctant to up-skill and gain xx expertise
*   Shows lack of commitment in xx
*   Seldom takes initiative without being asked to


![performance review phrases productivity example](//images.ctfassets.net/6g4s9n00xmsl/1qryS3SpdbIcjvhnPxdYwh/362bbb3575fd4b3565b06a4c5d364496/performance_review_phrases_productivity_example_.png)

## Leadership review phrases

Employees care about career __progression__ and personal and professional __development__ and [leadership](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019) play an instrumental role in those areas. Moreover, developing leaders has been identified as one of major challenges for today’s businesses so why would you not make your best to help to close the leadership gap?

### Positive comments

*   Is a natural leader who creates inclusive culture in the company and enables other to grow alongside him/her
*   Motivates colleagues and direct reports to do their best
*   Successfully shows appreciation for individual achievements and builds an atmosphere of trust and positivity in the team
*   Proved themselves to be an asset to the organization
*   Embodies the company mission and strengthens company culture

### Areas of improvement

*   Does not show leadership qualities and can be more supportive
*   Tends to micromanage which can prevent others from expressing their ideas
*   Uses position to impose power and control over others
*   Fails to show appreciation and recognize achievements of team members and direct reports
*   Does not act as a source of inspiration to others

![performance review phrases leadership example](//images.ctfassets.net/6g4s9n00xmsl/2IKSHNrnH7KenDVilDPtQp/ae0e3623fc8ebbb4b4dba245161aa7f9/performance_review_phrases_leadership_example_.png)
## Communication review phrases

Communication skills are essential for any function and can have significant effects on overall performance of an individual and the business in general. As a manager you should ensure to provide [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) on this area as supporting your employees to develop these skills and feel __comfortable__ in __voicing their ideas and opinions__ can be a game changer for your team.

### Positive comments

*   Shows active listening skills
*   Effectively communicates with colleagues, supervisors, partners and customers
*   Clearly communicates ideas and thoughts in team meetings and conferences
*   Is a constructive communicator and is capable of discussing difficult issues effectively and to the point
*   Shows ability to build up on company culture through group facilitation and collaboration

### Areas of improvement

*   Needs to improve oral/written communication skills
*   Struggles to accept feedback and constructive criticism
*   Lacks ability to effectively communicate ideas and thoughts to team members
*   Refrains from asking questions even when issues need to be clarified
*   Uses unprofessional manner/language when communicating with colleagues

![performance review phrases communication example](//images.ctfassets.net/6g4s9n00xmsl/5uwVVVZjUcTmTULIivCKzo/04cd998d51c09fb5044e53d6daf60789/performance_review_phrases_communication_example_.png)
## Teamwork review phrases

__Effective collaboration__ and [team work](https://www.peoplegoal.com/blog/what-makes-a-good-team) proved to have positive effects on a business performance and developing innovative ideas.

### Positive comments

*   Effectively collaborates with people in (and outside of) the team to successfully reach targets
*   Efficiently delegates tasks across the team
*   Effectively shares knowledge and provides support to team members
*   Brings positivity and enthusiasm to the organization and creates an inclusive culture
*   Motivates colleagues to collaborate to reach common goals

### Areas of improvement

*   Could try to help and support team members more for the success of the project
*   Other members of the team feel they could behave in more approachable manner
*   Should work on developing and maintaining professional relationships
*   Fails to encourage a team-centered work environment
*   Is not willing to share information with the team

![performance review phrases team work example](//images.ctfassets.net/6g4s9n00xmsl/7tjkQ2DzihuwWH1yKz25bq/d80b4962ea3a559f9a4a9565917fdfe9/performance_review_phrases_team_work_example_.png)
## Creativity and Innovation review phrases

Creativity and Innovation did not become a buzz word for no reason. [Implementing change](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process) and developing new __creative and innovative processes__, services and products is a way to retain __success__ of your organization.

### Positive comments

*   Shows curiosity and initiative to find new ways of thinking to improve projects and company performance
*   Is able to come up with imaginative solutions to challenges faced by the team
*   Is continuously striving to innovate processes and improve task/project outcomes
*   Has a vision for a future of the company and applies creative thinking to implement it
*   Continuously suggests fresh ideas in meetings and on projects

### Areas of improvement

*   Lacks the initiative to take up more complex tasks and implement creative thinking
*   Struggles to think outside of the box and take creative risks
*   Struggles to develop unconventional paths to seek solutions
*   Does not encourage creative solutions in his/her team
*   Is afraid of making a wrong decision and implement change
![performance review phrases creativity and innnovation example](//images.ctfassets.net/6g4s9n00xmsl/6E1SWgoBxABOa08k0yInzR/c114e92b8351b934257935368993b6bd/performance_review_phrases_creativity_and_innnovation_example_.png)

## Flexibility and Problem-Solving review phrases

Flexible __autonomous__ workers are __a must-have to__ succeed in today’s dynamic society. Facing challenges, solving problems and an __ability to work independently__ deserves pride and a lack of it requires actions.

### Positive comments

*   Shows strong analytical thinking and an ability to improve processes when old ways are ineffective
*   Displays an ability to take on new challenges and up-skill
*   Is able to use constructive criticism to improve and grow
*   Displays the capability to independently solve complex problems
*   Is able to emphasize with the customers/users and deliver value to them

### Areas of improvement

*   Sticks to old methods and shows little effort to implement changes even if the results are poor
*   Struggles to come up with new possible solutions when expectations are not met
*   Tends to blame others and make excuses when problems occur
*   Does not strive to develop new skills, and does not manage to focus on their goals and responsibilities
*   Struggles to effectively overcome new challenges and find solutions to new issues

![performance review phrases flexibility and problem-solving example](//images.ctfassets.net/6g4s9n00xmsl/Ex0yu7YeT1ggut8LZfopd/20570124f30f71cbddfbcd3f0a987693/performance_review_phrases_flexibility_and_problem-solving_example_.png)

In addition to these general skills, individuals' technical and function-specific skills should be assessed in a performance review. Every performance review should be followed up by a one-to-one meeting to discuss any arising questions and discuss actions for career development and potential future training.

But again, make sure you only use these phrases as guidance for writing an effective review. Use concrete examples and data to make it truly meaningful and actionable for every employee.

**Download our free performance review phrases PDF and share it with your team members:**

[![70 useful employee performance review phrases pdf screenshot](//images.ctfassets.net/6g4s9n00xmsl/1DfPpvm6jSxNvcN7fZ2mMv/0c508d24fe2de5a4041a6f43fbedc837/70_useful_employee_performance_review_phrases_pdf_.png)](https://assets.ctfassets.net/6g4s9n00xmsl/7r8uywsrLsN0gGjQsVtM5a/a56f2f959fb021e2ec0c6485be81f2a8/70_useful_employee_performance_review_phrases_for_every_function.pdf)

These performance review phrases will help identify key areas to address and evaluate actions needed to deliver a useful and effective performance review.

Performance review phrases: 70 tips for your review

Performance review phrases image with manager and employee

Performance review phrases

A list of useful employee performance review phrases and overall areas to address in a employee performance review

## What is ‘work hard, play hard’?

'Work Hard, Play Hard' is a well-known and often well followed dictum proposing a lifestyle or culture which embraces long hours of work alongside or followed by a social and leisure activities. Which combined, leaves individuals with very little time for personal reflection or rest.

The ‘work hard, play hard’ mantra dates back to the work of William Newnham in 1827, albeit in a slightly more exhaustive and protracted manner:

*“Whatever is done, it should be habitually done with earnestness; in every pursuit, exertion should be employed; work hard and play hard; always recollecting that quiescence, the stillness of inactivity is destructive to the mental welfare, and approaches very nearly to the winter of the faculties, the torpor of a hibernating animal, the unprotected state of sleep, or the complete cessation of life.”*

Yes, a bit of a mouthful!

The internet is inundated with articles, blogs and reasons to follow the ‘work hard, play hard’ mantra, with Elon Musk being one of the biggest proponents of the idea (who works 80-hour weeks).

<a href="https://www.youtube.com/watch?v=GtaxU6DZvLs" class="embedly-card" data-card-width="1000px" data-card-controls="0">Embedded content: https://www.youtube.com/watch?v=GtaxU6DZvLs</a>

Although dating back to the early 17th century, it is only very recently that research has provided evidence for the existence of the idea. Many previous incarnations of the ‘work hard, play hard’ mantra appear to be centred around the cliché and not based on empirical research. However, [work](https://benthamopen.com/ABSTRACT/TOPSYJ-9-7) by Lonnie Aarssen in 2015 provides empirical support for the ‘work hard, play hard’ lifestyle, wherein there is a correlation between a desire to work hard and an attraction to leisure. 

## The potential dangers of ‘work hard, play hard’:

Unfortunately, the paper doesn’t expose some of the dangers of the ‘work hard, play hard’ lifestyle also known as ‘performative workaholism. So, what are some of the dangers to the lifestyle, and if so, is it as desirable as first thought? Here are the most cited negative effects of performative workaholism:

![work hard, play hard (1)](//images.ctfassets.net/6g4s9n00xmsl/6GU68W4vRTA7nd3JBUZd3v/afbde2c9152a3fdd87a36174d36e4b43/work_hard__play_hard__1_.png)

__•	Burnout__ – Burnout is a state of mental, emotional and physical exhaustion caused by excessive or prolonged stress. Burnout works bi-directionally with work. The ‘work hard, play hard’ lifestyle can cause burnout, but burnout also has a negative effect on your work (which may in turn lead to the mindset that you need to continuously work to get back up to speed).

__•	Risky levels of drinking__ – [Research](https://www.bmj.com/content/350/bmj.g7772) published in the British Medical Journal found that people who work more than 48 hours a week were more likely to drink at dangerous levels compared to those who work fewer hours. Interestingly, this result is consistent across the socioeconomic spectrum, meaning that dangerous levels of drinking remain across job type (bus driver vs corporate banker).

__•	Sleep Deprivation__ – A fairly obvious consequence of the lifestyle. Individuals leave themselves with very little time for rest. The magnitude of sleep deprivation builds up over time and has [consequential effects](https://www.medicalnewstoday.com/articles/307334.php) on a range of systems in the body. It can prevent the strengthening of the immune system, increase the likelihood of respiratory problems, body weight, blood pressure and hormone production.

The lifestyle can, and has worked for a number of people, but there are clear dangers associated with it. If not well structured, a ‘work hard, play hard’ lifestyle has the potential to lead to a range of self-destructive. With this in mind, is it time for a rethink on the mantra? Why don’t we consider *‘Work Smarter, Play Better’*?

## Work Smarter

This means not compromising on levels of productivity and efficiency of processes but working at levels which reduce the likelihood of burnout. This has potential. Unofficial overtime is, and has been, on the rise for a number of years in many countries. In the US it is estimated that around 550 million workdays are lost each year due to work-related stress and burnout. However, with a well-thought out, structured and employee focused approach to a culture of ‘working smarter’ there is potential to reduce this. Take Scandinavia for example, where employees work [312 hours less](https://stats.oecd.org/Index.aspx?DataSetCode=ANHRS) per year, than their American counterparts, but there is a culture of trust between employees and employers that productivity levels and quality of work will remain high.

Now, we are not suggesting that we can directly mirror the Scandinavian approach unilaterally. But it does provide valuable insight into how companies and employees alike can - ‘work smarter’.

## What next for ‘Work Smarter’?

Managers and senior leaders may wish to try and build a culture which does not instil the ideals of ‘work hard, play hard’. Instead, employees should be encouraged to leave on time, or at least not stupidly late! And continuous overtime shouldn’t be considered part and parcel of a working life. Creating an employee friendly culture where employees can have an open dialogue with colleagues and managers about their work stresses and how they can reduce and overcome said stressors can only be a good thing for an organisation. Without compromising on productivity and quality, while employees [avoid burnout](https://www.gallup.com/workplace/237059/employee-burnout-part-main-causes.aspx) and are likely to become more engaged. 

## What about ‘Play Better’?

The ‘work hard, play hard’ mantra is commonly associated with a lifestyle of alcohol misuse, appearing constantly in literature looking at university students, all the way through to professionals. There is a plethora of articles, blogs and research denoting how to live better, and you as the reader should be freely available to choose what you do to ‘play better’, perhaps looking beyond the past times associated with ‘play harder’.


It's time to re-consider the application of the 'Work Hard, Play Hard' mantra in the workplace, and instead think of potentially replacing it. Is 'Work Smarter, Play Better' a viable alternative?

The 'Work Hard, Play Hard' culture in the workplace does have it's drawbacks. Is it time for re-think?

Work Hard, Play Hard

We are due a re-think on the 'Work Hard, Play Hard' mantra.

'Work Hard, Play Hard'. What about 'Work Smarter, Play Better'?

Do you want to be the boss or do you want to be a leader? We’d wager that most people would choose the later, but the question itself is kind of loaded. What is the difference between a boss and a leader? Take a look at most blogs about the topic and the issue is laid out as very black and white but such a simplification is a quite disingenuous though.

__In fact most of the sources I found on the topic had one of the three takes on the topic:__

- You might use the words boss and leader interchangeably, but here’s 10 reasons why you’re wrong.
- Here’s a picture of someone who is giving orders and another picture of someone at the front of a tug-of-war contest.
- Bosses are selfish, pencil pushing, results driven micromanagers and leader are amazing, supportive, transformative father figures.

While such a spin makes this a partisan topic and makes it almost certain we’d all choose to be a leader and not a boss, these kind of views are really ignoring the true definition of the words. We can think of plenty of leaders from history that weren’t exactly of high moral character and (hopefully) we can think of at least one boss that we’ve had who we see in a positive light.

Simply put being a boss is a designation - an official position or office that appointed to someone.

A leader is someone, who may or may not hold an official position of power, that can motivate and influence people towards a common goal.

Put another way;
>  Being a boss is a title, being a [leader is an attitude.](https://www.steverrobbins.com/articles/the-leadership-attitude/)

Without arguing semantics further, the way we use the words differs in definition and also in how we use them in everyday speech. You probably wouldn’t say “I’m going out for drinks with my leader” because there’s a better word for that!

Bosses can surely be leaders and leaders often are, or soon become, people of assigned power. But the arguments above don’t describe the difference between a boss and a leader as much they describe someone who influences us that we like versus someone that influences us in ways we don’t like.

__So what we really want to know when we look for the difference between a boss and a leader is: what are the characteristics that we want ourselves and those in influence over us to demonstrate? Now that’s a question we can really delve into:__

### 1. Honesty and Transparency
Both of these qualities work on a sliding scale. We don’t have to brutally honest or share every minor detail of business operations to be viewed as transparent. We simply need to show that we’re willing to share information when it is relevant or requested, or at very least give a good reason why we can not.
  
### 2. Emotional intelligence or at least emotional awareness
By nature, we are emotional creatures and even if we somehow have a work environment devoid of human emotion, individually we will all face circumstances in our person life that will impact how we feel and interact with others. Being able to pick up on these cues and handle them appropriately is key understanding and treating others as individuals and helps build rapport and positive associations with others.
  
### 3. Ability to deliver and accept feedback
There are two areas for consideration here: 1) The negative stereotype of a superior who only pushes feedback down and 2) The delivery of feedback in a way that is constructive. Simply expressing that we want and are open to feedback can make it easier for others to accept our feedback and even if we consider ourselves experienced in giving constructive feedback, it’s always a good idea to step back and make sure it is [having the intended impact](https://www.themuse.com/advice/5-steps-to-giving-good-feedback).
  
### 4. Trustworthy and consistent character
Often the term “decisive” takes priority over consistency when discussing leaders, and we’d like to change that stereotype. Making quick decisions based on experience and available is often part of being a boss or leader, but sticking to your guns once a decision is made is not a magical key to success. In reality, although we don’t want to change direction too often, the logical response to getting information or feedback is to change course. Being consistent in our character and how we communicate changing priorities is some we can maintain, and doing so over time will build trust with others.
  
### 5. Ability to inspire and motivate
This is another area where certain, charismatic people may have a slight advantage. But what truly motivates or inspires people is often personal. So we don’t need a title or a particular personality to accomplish - just an understanding of the people we work with, what they need and value in their position and what strengths or skills they already have that can be built upon.
  
![5 differences between a boss and a leader (1)](//images.ctfassets.net/6g4s9n00xmsl/8GgDdBN8ySpD6oPvZdRWs/44ef822c0a19184f62935cbce254a926/5_differences_between_a_boss_and_a_leader__1_.png)
  
Ultimately, our day-to-day actions are what define how our colleagues view us. Working on these five areas will help us to create and inspire positive change in our workplace - not matter what title we hold. you might want to dive into effective [leadership styles](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019.) and how you can implement them.

What is the difference between a boss and a leader? No matter what your designation is, you can be a leader who makes impactive change in your organization.

What is the difference between a boss and a leader? 

A businessman sitting in an office explaining things

The difference between a boss and a leader

No matter what your designation is, you can be a leader who makes impactive change in your organization.

What is the difference between a boss and a leader?

It has been said that work ethic is not something you can teach and while that may be true it can definitely be infectious. __Managers and leaders have their own work ethic definition__ which they want to pass on to their team and company but it's not always easy.

__How can you deal with individuals who don’t seem to share the same level of work ethic as other employees? Or, if your organization is small but growing, how do you bring new members up to speed on how they should be performing?__

The key is to develop a culture of strong work ethic across the organization. But before we get into 6 ways to create this kind of culture, we need to clarify what work ethic actually is and how to identify it.

[Work ethic](https://en.wikipedia.org/wiki/Work_ethic) isn’t as much a characteristic of a person as it a belief system - specifically that hard work, perseverance and diligence are morally beneficial and inherently strengthen our character. It is a set of moral principles that we apply to our lives and jobs. The manifestation of following these principles is shown through a desire to seek out and find deep satisfaction or enjoyment from doing hard work. This leads to a cycle where the fulfilment obtained from completing high quality work motivates us to consistently do our work in this manner.

Someone without poor work ethic will likely look for the easiest way out or provide the least amount of effort required, while a strong work ethic will move someone to go above and beyond to complete tasks to the fullest.

While there are many factors, both individually and inherent in our work environment that weigh in to how motivated we are at work, there are things we can control via organisational culture that encourage everyone to display strong work ethic:

## 1. Start at the top

Like many aspects of company culture, this type of [mentality should start with leadership and management](https://www.peoplegoal.com/blog/building-a-culture-that-rewards-hard-work). Leading by example is the most direct - and critical - part of influencing culture. In this regard, it might be hard to compare the work of a CEO to an entry level employee, but demonstrating a commitment to the task at hand, the team and the over success of the organization shows the kind of work ethic we would like to be emulated. Practicing what you preach is the first step to encouraging others to follow.

## 2. Set expectations

You can’t upset when you get minimum effort if you define what kind of effort is required. [Expectations that are achievable](https://www.peoplegoal.com/guides/smart-goals), agreed upon and don’t change are the bare minimum we can provide as leaders or managers. Once we’ve set the expectations, we can encourage going above and beyond by incentiviing extra effort. In this regard, don’t do the bare minimum either! While financial rewards might be the first thing that comes to mind, [there are many other ways motivate people that work just as well](https://www.peoplegoal.com/blog/motivational-quotes).

## 3. Praise effort when due

Even though we are talking about intrinsic motivators for hard work, it’s still important to [show appreciation](https://www.peoplegoal.com/blog/70-useful-performance-review-phrases-for-every-function) when we put forth great effort towards goals. Sometimes even our best effort does not result in the outcome we desired, but it’s still worth calling out the individual efforts that are vital in moving closer towards it.
![performance review phrases creativity and innnovation example](//images.ctfassets.net/6g4s9n00xmsl/6E1SWgoBxABOa08k0yInzR/c114e92b8351b934257935368993b6bd/performance_review_phrases_creativity_and_innnovation_example_.png)

Incorporate [gamification](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges), if we don’t find motivation to complete the tasks assigned, gamification can be used to provide motivation, cues to what should be done and a sense of control. Even if we do have team members who have a strong work ethic, gamified tasks can give them a sense of completion that might not be present naturally in long or more complex work. Using gamification also requires the definition of discrete tasks, achievements or milestones which makes it a great use case for develop a structure for setting goals - another motivational tool.

## 4. Encourage creativity

Although there are some tasks that requires strict procedures, many times we can be flexible with the [“how” when assigning work](https://www.peoplegoal.com/blog/effective-at-work-8-hours-a-day). Offering this kind of flexibility can enable employees to find their own rhythm and working patterns that work best for them.
![effective work 8 hours a day](//images.ctfassets.net/6g4s9n00xmsl/1bvcfo7SLczWXmX3laaWTO/adf219f42035c6a19569c8755e3e6b42/effective_work_8_hours_a_day.PNG)

## 5. Build roles on strengths

At some point we’ll all have to do work that isn’t our first choice, but when we have roles that are designed around our strengths and interests, it can be easier to push ourselves through mundane tasks. The next time there is an ad-hoc project or opportunity for creative input, why not insource the talent instead of looking outside? Using HR tools that help highlight skills, strengths and interest ad foster communication can make the process easy.

Although you might not be able to teach work ethic individually, creating an environment that encourages, supports and incentivizes hard work is certainly a step in the right direction.

Every leader has their own work ethic definition which they want to share with their employees but it's not easy to teach work ethic.

How to communicate your work ethic definition to your employees

Work ethic is not something that you can teach. We have put together 6 ways to create a culture that encompasses your work ethic definition.

Work Ethic Definition

The majority of us are at work 8 hours a day, the 8 hour workday stems from the industrial revolution, and is argued by many to be an outdated and ineffective approach to work, which comes as no surprise as over a century has passed since Britain was taken over by factories and mass production. Despite alternate models being tried, tested, and proven, the 8 hour day is still the norm for the majority of workers. I personally believe this approach is both antiquated and unproductive, but that’s coming from a Gen Z, tech industry, humanities graduate, so I may hold some bias. Nonetheless, for many it’s undeniable that it requires great skill to be able to fully dedicate your concentration for 8 whole hours. So if you are locked into an 8 hour day system, I’ve got a couple of tips you could try out to improve your performance at work:
![effective work 8 hours a day](//images.ctfassets.net/6g4s9n00xmsl/1bvcfo7SLczWXmX3laaWTO/adf219f42035c6a19569c8755e3e6b42/effective_work_8_hours_a_day.PNG)

## 1. Plan your day

- At the end of the day, [spend a couple of minutes thinking about what tasks you need to complete tomorrow](https://www.peoplegoal.com/blog/work-smarter-not-harder), note them down, and put them into order in relation to priority.
- Most importantly, take the tasks, and schedule them into timeslots for the next day, with the hardest tasks set to be complete at the beginning of the day.
- Set an alarm for every hour so you can recalibrate and calculate if you have been productive in the last hour and what needs to change for the next hour.
- Take time off for lunch, your brain needs to cool down, factor that into your schedule.

## 2. How many breaks to have during the day

- This is subjective and reliant on the individual, but if you like to follow the generic human biology, the body works in spurts of high energy (roughly an hour) followed by spurts of low energy (15-20 minutes). So after every hour of hard graph you put in, reward yourself with a 15 minute break, ideally not looking at a screen.
- If you can, take an hours lunch break, get out and about, get the blood flowing through your muscles by undertaking some physical exercise. It’s a sure way to reinvigorate your mind and body.
- When you are taking any breaks, make sure they are breaks, take yourself into a different environment, away from a screen and connect with something other than work, such as music, or meditation.

## 3. Switching from one task to another whilst maintaining focus

- I would advise against multitasking unless you are a seasoned veteran. As my mother always says you’d rather complete 1 job properly, than 2 jobs half-arsed. Or as a [more reliable source states](https://www.apa.org/research/action/multitask), it’s rarely worth it.
- Champion [Monotasking](https://bigthink.com/laurie-vazquez/why-monotasking-needs-to-be-the-new-multitasking-according-to-science), or more commonly known as “single tasking” which is simply paying attention to, and completing one task at a time. One way to do this as previously mentioned, is to schedule tasks, another way to optimize the effectiveness of transitioning from one task to another is to change locations within the office when you’ve completed a task so you can start fresh with another.

## 4. Tasks to complete at the start of the day

- Your will power and decision making ability is at its peak in the morning and gets depleted throughout the day therefore, when you have decided on the most important task of the day, get it done first thing in the morning.

## 5. How to avoid distractions

- Block online distractions. If you find yourself routinely checking social media or various blogs, consider investing in a distraction-free app. These will block certain websites for a set period of time. Also, if you don’t need to use your phone for work, switch it off and lock it away.
- Work alongside productive people. Focus is contagious so surround yourself with the best of the best, and keep banter to the minimum whilst you are working.
- As stated before, schedule your tasks, and include time off to allow for distractions in order to avoid depleting energy.
- Adopt [Deep Work](https://medium.com/@nina.semczuk/5-practices-from-deep-work-by-cal-newport-thatll-change-your-life-303847ec5f3c) This is a proven method of working that vastly increased your productivity. A fair bit of training is required, but once you commit, you could revolutionize your work patterns.

## 6. How to close your workday

- Evaluate your task list, make sure you have accomplished as much as you possibly could have done during the time you have been given. Any outstanding tasks, you can include in your schedule for the next day.
- Review schedule for the next day so that you go in with all the knowledge needed. Set time aside for any tasks not completed today.
- Reflect on the work you have completed and how you could optimize any work that you have done for future reference. Take pride in the successes of the day.
- Leave on a positive note. Make an effort to say goodbye to others in the office, and if you can compliment someone before you leave.
- Don’t take your work home with you. Now it’s time for you to focus on you.

There you have it, ideas which you can implement on your workday to increase productivity.

Tips and advice on how to be effective at work 8 hours a day. Learn how to own your workday and workweek.

How to be effective at work 8 hours a day 

Learn how to be effective at work 8 hours a day

How to be effective at work 8 hours a day

Working 8 hours a day is still the norm for the majority of workers but how we can become more productive in our workday.

Job titles in business define a company's hierarchy. In this article you will find 101 common job titles and a high level description to better understand a company's structure.

101 Job titles in business and their descriptions

101 job titles in business and their description

Job titles in business

We have put together 101 definitions of job titles in business

__Management by wandering around or walking around refers to a style of business management which involves the manager well - ‘wandering around’ - in an unstructured manner__. Now this doesn’t mean, walking around merely observing almost like some sort of overlord. Instead management by wandering around means that a manager walks around in an unstructured manner, at random times, to check-in and become active with employees, the workplace and current work. This style of management stresses the importance of wandering as an unplanned management tactic as opposed to a more systematic and scheduled approach from a manager.

The technique emerged in the 1970’s from the information technology company Hewlett-Packard, and was then the term was conceptualised by management consultants Tom Peters and Robert Waterman, in their book ‘In Search of Excellence’. Some notable business gurus who have utilised management by wandering around include:

•	__Andy Pearson (President of PepsiCo)__ – who reportedly would have regular discussions with a random junior manager to discuss processes and issues from their perspective.

•	__Steve Jobs (Co-founder and CEO of Apple)__ – who would often get his hands dirty, often responding to customer emails and phone calls to deal with their problems personally.

•	__Howard Schultz (Founder and CEO of Starbucks)__ – who reportedly would visit 25 stores each week to discover what was going on at the heart of their operations. He would try and reinforce the values of the company whilst at each of the stores.

### What are the benefits of management by walking around?

The expected outcome of management by wandering around is that by this irregular, random and unscheduled technique, there is an increased likelihood that this will facilitate improvements a range of improvements. These include:

__•	Increases in morale and motivation!__

__•	Productivity boosts!__

__•	Increased levels of employee engagement!__

__•	Improvements in [total quality management](https://www.peoplegoal.com/blog/quality-management-techniques-to-drive-team-performance)!__

__•	Creating superior communication channels!__

__•	Improving the relationships between employees and management!__

__•	Improving organizational efficiency through instant feedback and problem resolution.__

### Are there any pitfalls to management by wandering around?

Like any other management theory, there are dangers to management by wandering around. Namely that it is:

__•	A time-consuming strategy.__ management by wandering around can take a lot of time out of the manager day. The act of walking around combined with actively engaging with the workforce takes time! This can seem like particularly wasted time if the manager gains very little from a conversation – which isn’t unlikely.

__•	Listening to everyone.__ One of the main focuses of the technique is to listen to a wide range of employees. With this focus on employees’ opinions, it is easy for management to overlook the opinion of other important groups, namely, customers and stakeholders.

### 6 tips to make management by wandering around work

We’ve done the research for you and found six top tips to help you implement or improve your management by wandering around strategy. Here they are: 

![management by wandering around](//images.ctfassets.net/6g4s9n00xmsl/1jr7aXXFfB1NdFfXHhKCdy/cb974207ab879475d5b34dbcf8079de5/management_by_wandering_around.png)

__1.	Find the Balance__

The management by wandering around method requires systematic use and needs to be integrated into a manager’s routine. management by wandering around doesn’t work if you decide you will do it when you feel you have time. Create an informal routine for management by wandering around. What does that mean? Well, the most effective method for management by wandering around is for you the manager, to get into an unscheduled routine of dropping in on the employee workspace. Don’t walk around every Tuesday and Thursday at 11:30am as this builds a systematic schedule for your walks, from which your employees can expect when you’ll be in their workspace. Instead say, I’m going to go down three times a week at a random time. 

A good idea is to conduct management by wandering around every other day, and mix up your routine! Choose two or three times a week and at different times of the day. Visit different areas of the workspace (conditional on the size of your workspace of course!).

__2.	Be an individual__

management by wandering around works best with one-on-one conversations. Don’t walk around with a crew of managers and assistants which may hinder the effectiveness of management by wandering around. Walking around with an entourage can often appear daunting for an employee who sees the group walking towards them. 

__3.	Enquire and Recognize__

Talk to employees about the issues they currently have and ask for suggestions as to where processes, products, services or sales can be improved. An employee may have a great idea which leads to a really positive outcome. Make sure that everyone knows that ‘any suggestion is a good suggestion’, and give make sure to give [recognition](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges) where it is due.

__4.	Inclusion__

Do not try and talk to everyone in one session! That would take you the whole day at the very least! Instead, talk to different people every time you engage in your management by wandering around routine until you have gone around the entire workplace. Spend enough time with each employee to make sure they feel included and valued.

Make sure you don’t keep going to the same employee because you like them more! Some employees will be more conversational, open and easier to talk to than others, but you can’t pick your favourites! Ensure that everyone’s voice is heard and recognize when a good point is proposed or when an issue is pointed out by an employee.

__5.	Don’t criticize__

If you are walking around and find that an employee isn’t performing up to the required standard. Don’t jump in immediately and try and fix their behaviour. This displays a lack of professionalism, outing somewhat in front of their colleagues. Instead take a note of it, then at a later stage bring them in for a meeting and offer them constructive criticism. Or something more severe if the observed behaviour warrants it.

__6.	Positive Recognition__

Instead of finding criticisms on the spot, try and find instances where you can give praise and positive recognition to an employee or employees. Provide positive or [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) where needed. Recognition strengthens a range of workplace ingredients including motivation, engagement and morale.


So there you have it, a condensed guide to management by wandering around. If you are interested in this blog, you may like ‘[7 Characteristics of a Good Manager](https://www.peoplegoal.com/blog/7-characteristics-of-a-good-manager)’. Alternatively, you can check out our other blogs [here](https://www.peoplegoal.com/blog).


Learn how management by wandering around can help you improve your management style. A technique was used by Steve Jobs and Howard Schultz.

Management by Wandering Around: A Business Management Technique

How can you improve the unscheduled, unstructured management routine which has been used by global business leaders? Read more about 'Management by Wandering Around' below...

Management by Walking Around: 6 Tips to Make it Work

Improve your management style with management by wandering around!

There are many different types of effective leadership styles that get results. [No matter what type of a manager you are](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019), you're responsible for motivating your team and improving your team's performance. You'll also need to refine your own leadership skills which should be SMART goals for managers themselves.

[Goal setting is all about defining a strategic plan and pulling together to achieve it](https://www.peoplegoal.com/employee-performance-management/goals-overview). This means that you'll be setting goals for your team, for individuals within your team and for yourself as a manager. Putting in the effort to clearly construct these goals before you launch into work will make sure your full team is strategically aligned and working efficiently on what really matters. 

## What are SMART goals?

The SMART attributes help you to create and develop clear, inspiring goals. SMART stands for:

__Specific:__ a concise target that focuses on just one area of achievement. Specific goals are written simply. They should be immediately understood by anyone reading the goal without any specialised knowledge of your field.

__Measurable:__ a clear metric for tracking progress and identifying when you'll have achieved your goal. Measurable attributes define exactly how much you need to attain or improve by.

__Achievable:__ the goal is realistic given your resources, time and tools. Stretch goals are fantastic and you should set challenges, but creating completely impossible targets will set you up for failure.

__Relevant:__ this goal is worthwhile and important to yourself, your team and your organization.

__Time-Bound:__ a clear target for achieving the goal. Time-boxing your goal is crucial for proper planning.

![smart goals for managers defined](//images.ctfassets.net/6g4s9n00xmsl/6kBXN2Oho4uJTrTkOdKCVs/d01b9ed2b74a2d3b6ce4ecdac00f49cc/smart_goals_for_managers_defined.png)

---

> Learn more about how SMART goals were developed and why they're an amazing driver of performance with our [Essential Guide to SMART Goals](https://www.peoplegoal.com/guides/smart-goals).

---


## What are the areas of focus of SMART goals for managers?

Studies have shown that [people who design goals that are both specific and challenging achieve higher performance 90% of the time](https://psycnet.apa.org/record/1981-27276-001). Some of the common goals that managers need to focus on are:

__Team targets.__ Everyone's job contributes to the overall company success. Defining these as clear targets aligned to broader team, department and company objectives ensures relevance and a clear link to business growth.

__Communication skills__ both for yourself and within the team. Developing clear communication that works for your team's style will take 90% of the stress out of your day. It might involve a weekly planning meeting to distribute the workload, or it might mean absolutely no meetings at all and rather a daily write-up from each individual of what's been done and what's outstanding.

__Autonomy and self-leadership.__ Develop autonomous team members who can trust their own judgement and run with an idea without being micromanaged.

__Training and support.__ Upskilling within your job is deeply motivating and keeps you engaged with your organization. Define where your direct reports want to go and how you can support them with your own knowledge and experience.

__Recognition.__ Small rewards and [genuinely constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) both [increases team engagement and keeps your team on track for success](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges).

---

## Examples of SMART goals for managers

[Download our SMART goals template to quickly and effectively set up your individual and team objectives.](https://www.peoplegoal.com/blog/smart-goals-template-word)

You'll start by writing down your initial goal, then expand on it using the SMART attributes. Below are two examples of great SMART goals for managers.

### Initial goal: "I want to improve team communication"

Specific: Introduce individual daily write-ups shared on Slack.

Measurable: Reduce the amount of time spent on clarification questions in the weekly team meeting by 50%.

Achievable: 5 focused minutes per individual per day is achievable within everyone's job scope.

Relevant: Improving team efficiency and communication increases motivation within the team and the business as a whole.

Time-bound: 50% reduction in meeting time wasted by the end of the quarter.

### SMART goal: Introduce individual daily write-ups to be shared on Slack to reduce by 50% the amount of time spent on questions in the weekly team meeting, by the end of this quarter.

---

### Initial goal: "I want to inspire and motivate my team"

Specific: Introduce a recognition programme to motivate the team to achieve their goals and improve team morale.

Measurable: 25% improvement in team sentiment between Q2 and Q4's pulse surveys.

Achievable: Encourage a culture of feedback and collaboration using a quick and easy recognition system.

Relevant: Motivated team members will be more productive and more willing to share constructive feedback going forward.

Time-bound: Improvement within the 6 months between the start of Q2 and the end of Q4.

### SMART goal: Introduce a recognition programme to motivate the team and improve morale by 25% by the end of Q4, as measured in the quarterly pulse surveys.

![smart goals template word](//images.ctfassets.net/6g4s9n00xmsl/3uTH7qi8QwCmNoFWQTw1hV/c5cb59d01be92e06084cfd26c7192726/smart_goals_template_word.png)

Approaching your leadership skills as SMART goals ensures that you are clear about your intentions and direct in how you want to achieve them. It sets a great precedent for your employees' own goals and will help you further to [set clear goals for your team](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team).

Setting SMART goals for managers and for your team is an easy exercise to promote strategic alignment and motivation.

SMART Goals for Managers

SMART Goals for Managers and Leaders

SMART goals set you up for success by defining objectives that are specific, measurable, achievable, relevant and actionable. As an employee, manager or leader [it's vital to have targets to strive towards](https://www.peoplegoal.com/employee-performance-management/goals-overview), but sometimes it's difficult to visualize those without clear 5 SMART goals examples for work.

Our [Essential Guide to SMART Goals](https://www.peoplegoal.com/guides/smart-goals) explains the key reasons why it's important to set SMART goals: goals provoke thoughtful behaviour; they help to guide your focus and sustain your momentum; goals align your actions to the bigger company strategy; and setting goals is essential for autonomous self-leadership. 

## 5 SMART Goals Examples
We've got five examples of vague ideas transformed into clear, achievable targets to get you motivated for success.

---

### Goal idea: Improve employee engagement

__Make this more specific:__

Employee engagement is a broad term, so you should pull out the one question in your [employee engagement survey](https://www.peoplegoal.com/blog/the-employment-engagement-survey-a-guide) that accurately reflects this sentiment. This could be the overall engagement score or the average answer to, "From 1-5, how engaged do you feel at work?"

__Is this measurable?__

Once you've defined exactly what you're targeting, establish the baseline and the desired target. In this case it would be the number of employees responding with 4 or 5 to the question, "How engaged do you feel at work?". You want to take this from 65% of the organization to 80%.

__Is this achievable?__

A challenging goal is a great motivator, but if the target needs to be realistic within the scope of your role, your responsibilities and resources. How are you going to increase engagement with the resources you have? For a big change you can introduce an employee wellness programme with support for mental health, remote working opportunities and a benefits scheme. A smaller action is to roll out a social recognition scheme.

__Is this relevant to the business?__

Goals aligned to the strategic objectives of the business are much more likely to be achieved. [Improving employee engagement directly impacts productivity](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement), helps retain your best talent and makes you a better business.

__When can I achieve this?__

Again, be realistic. If your employee engagement survey is run annually, then it's logical to frame this goal within the 12 months of the two surveys you're using to measure your achievement. You can also use regular pulse surveys to track your progress along the way.

![smart goals examples employee engagement peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/5Sz0UNmN3QbleUk8GlRq3o/052d84f20e41e1a54e0d941b1635608f/5_smart_goals_examples_employee_engagement_peoplegoal.png)

---

> TIP: Here's a list of inspiring [SMART goal action verbs](https://www.peoplegoal.com/glossary/smart-goals-verbs) to get you started.

---

### Goal idea: Make the recruitment process more efficient

__Make this more specific:__

What are the key blockers that make the current recruitment process inefficient? Narrow the target down to "Increasing the number of open positions filled".

__Is this measurable?__

Look at the stats for the last recruitment cycle - say you filled 6 out of 10 open positions within three months. That's your baseline, and you want to improve it to 9 out of 10.

__Is this achievable?__

Perhaps your recruitment takes ages because you need to consult with multiple managers and supervisors to get the job specs. However, your HR Exec is underway creating a comprehensive library of available job descriptions. Automating as much of the recruitment process through more efficient teamwork or candidate management software means you can realistically reduce the time needed to fill available positions.

__Is this relevant?__

Making the process more efficient reduces overhead, allows for better planning and ensures you're not left with skills gaps and work that has to be picked up by other employees.

__When can I achieve this?__

Giving yourself a 6-month deadline means you can divide up the work needed to automate the process effectively.

![smart goals examples recruitment](//images.ctfassets.net/6g4s9n00xmsl/31FRUqIpLKBopaaBooGU4Q/9b31e9f763960b5da708b7771ac1841c/5_smart_goals_examples_recruitment_peoplegoal.png)

---

### Goal idea: Get more sign-ups

__Make this more specific:__

Increase inbound leads through the newsletter sign-up by sharing more exciting, long-form content.

__Is this measurable?__

Define a trackable metric, for instance to increase the number of newsletter sign-ups by 20%.

__Is this achievable?__

Divide up the new content between your team members so that they have a manageable workload.

__Is this relevant?__

Definitely! New sign-ups means new sales leads for your team and an overall increased brand awareness.

__When can I achieve this?__

Define a timeframe for the urgency of this task - let's say over the next quarter.

![smart goals examples signups peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/5jTYHXIPWWInTxI3pUdJOL/6e5750046d92fa1acd0e259545306052/5_smart_goals_examples_signups_peoplegoal.png)

---

### Goal idea: Increase website traffic

__Make this more specific:__

Take it down from all traffic categories to increasing organic traffic only.

__How will this be measured?__

Increase your unique site visits by 10% by producing 10 new blog posts per week.

__Is this achievable?__

Make sure this is a realistic target for the wider team. Reduce the number of new blog posts if necessary.

__Is this relevant?__

Organic traffic is a key driver of new sales leads for your business.

__When can I achieve this?__

In the next two months.

![smart goals examples organic traffic peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/4h3al5mS5f8PWvjKEzSpzF/0de5badbf953f950906fb9df67224988/5_smart_goals_examples_organic_traffic_peoplegoal.png)

---

### Goal idea: Improve the campaign landing page

__Make this more specific:__

Increase the number of conversions on the campaign landing page.

__How will this be measured?__

Increase the conversions by 30% through page optimization.

__Is this achievable?__

Run A/B testing to narrow down which page drives more conversions, then implement.

__Is this relevant?__

Increased conversions leads to more sign ups and helps define the optimal content and on-page items to be focusing on.

__When can I achieve this?__

In 30 days. 

![smart goals examples conversions peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/3u7FjEZ7jnVyZbZugVkz6S/fb6e9835374165e5fe2ba620c973bf92/5_smart_goals_examples_conversion_peoplegoal.png)


---

Now that you're ready to set your own SMART goals, [use our SMART goal setting template to take your ambitions from vague ideas to clear, actionable targets](https://www.peoplegoal.com/blog/smart-goals-template-word). Remember to regularly track your own progress! You should create a structure for this by [setting regular employee-supervisor check-in meetings](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) where you talk openly about the achievements, obstacles and support needed to keep up the momentum. You can even throw in a few [motivational quotes](https://www.peoplegoal.com/blog/work-quotes-for-monday-morning) to get you inspired.

5 SMART goals examples that take a vague ambition and use the SMART methodology to transform that into awesome, actionable objectives.

5 SMART Goals Examples to Inspire You

smart goals examples peoplegoal

SMART goals examples that take a vague ambition and use the SMART methodology to transform that into awesome, actionable objectives.


Recently, we have come across a number of online [quizzes](https://www.weegy.com/?ConversationId=84U57CKP) with a question; ***Workplace communication can suffer when individuals…*** and it stroke our curiosity!

Effective workplace communication is essential for [employee experience](https://www.peoplegoal.com/blog/why-employee-experience-matters) and [company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources) and it can positively influence employee productivity and overall performance of a business.


**The online quizzes persistently provided same options:** 

1. consider cultural differences
2. attempt to engage the audience
3. use text lingo and emoticons

and d. tailor the message channel

Similarly, they also gave a straight forward answer: ["Workplace communication can suffer when individuals use text lingo and emoticons."](https://brainly.com/question/3361185)

In this blogpost we have decided to elaborate on this quiz question explain why lingo and emoticons are not the best way to go, expand on other examples of what you should avoid maintaining effective communication across your organization.

![Workplace communication can suffer when individuals use text lingo and emoticons.](//images.ctfassets.net/6g4s9n00xmsl/1TEZmkz1LuKOJh5LL8QUo2/6183bac6ff1a18f251609e23a4e555dc/_Workplace_communication_can_suffer_when_individuals_use_text_lingo_and_emoticons__.png)

## **Lingo and emoticons**

There is no excuse for lingo. Yes, it is great if you have this thing going with your colleague, you are on the same frequency and simply just get each other. Yet, most of the time, using lingo can lead to misunderstandings and confuse your employees. Especially the new ones. Or the ones from different culture. Your main objective as a leader should always be to maintain inclusive language for every single employee in your company. Similar thing applies on emoticons, they can be confusing. Moreover, emojis can be interpreted as unprofessional and impolite depending on the nature of the business you are working for.

On the other hand, emoticons can be a great source of motivation for your employees. We love a good use of an emoji every here and there. It is unbelievable how motivating a single unicorn reaction on “what did you work on today?” Basecamp post can be. As insignificant as it may sound, it provides you with a great sense of achievement once you finish your work and your manager [rewards](https://www.peoplegoal.com/blog/building-a-culture-that-rewards-hard-work) you with an applause, rocket or even a golden star! Plus, emojis can save a lot of time if used well. There is no need to write a whole sentence if you can just send thumbs up as an agreement with your colleague, manager or direct report.

## **Additional mistakes to avoid maintaining effective communication:**
![Mistakes to avoid maintaining effective communication](//images.ctfassets.net/6g4s9n00xmsl/7llJ4ZIa0NmDRkwUnm7u69/a9bf839fd38a075d6d29a1b71f94d5da/Mistakes_to_avoid_maintaining_effective_communication.png)

### Never assume anything

It is easy to take information for granted once you have been working for a company (or on a project) for a while. You get the impression, that it is natural and obvious, and everybody knows. However, in the society with a growing number of remote, contract and part-time employees making sure everyone is on the same page and updated with the most recent information is a key to run a successful business. Plus, we all know how painful it is when you feel left out, which can have a negative impact on your company culture and [motivation levels](https://www.peoplegoal.com/blog/motivational-quotes) of your employees. Therefore, you should never assume everyone knows as much as you do and share the information with the rest of your team.

### Under share (& Overshare)

Similarly, our previous point, if you want to make your employees feel valued and part of the organization, you need to share the information with them. Furthermore, collaboration and [team work](https://www.peoplegoal.com/blog/17-icebreakers-for-team-building) is vital for developing new ideas and innovation in your company. You will never utilize the potential of your workforce if you do not keep them in the loop of what is going on in the business, and to do so, you need to communicate the information. On the other hand, for communication to be effective you should avoid waffle and keep the message clear and to the point.

### Be afraid to ask questions

We have all been there, you join a new company, miss a meeting or come back from holidays and you are lost. Sometimes it can be difficult to put together courage to ask questions for various reasons. The important thing is that it is stupid not to ask questions, you are never going to manage to achieve your objectives unless you are clear on what is expected of you. If you do not want to confront the whole team, book in a [one-on-one meeting with your manager](https://www.peoplegoal.com/blog/employee-manager-meeting).

### Wait until the last minute

In line with being afraid to ask questions it is easy to postpone confronting your manager or team until the very last minute when you desperately need more information to progress. However, if you wait until the last minute it is not going to help anyone, and you are exposing yourself to more stress than you need to. Plus, what are the chances you are going to meet your deadline if you ask about what you need to do too late?

### Lack focus

Lacking focus is the other side of the coin of ineffective communication. If you do not clearly communicate the purpose and objective in your message it is likely your employees will not understand what they need to do and how to achieve company objective, they will lack focus themselves, have to ask more question and probably become less motivated and more stressed than they need to be.

### Channels

We cannot decide what is worse; too many communication channels or not enough. You should always ensure your employees are clear on the use of communication channels in the company and know where to find or seek all the information they may need. You should include a private messaging platform such as [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) , project management platform for planning, task management and project tracking, issue tracking software, calendar, and internal website or platform such as Dropbox with all the branding and other resources your team might need.

It is important to bear in mind the well-known; ***communication is key in any relationship***. In order to maintain effective communication and allow your employees to express themselves and share their opinions it is important they feel they can trust the business they are working for. Safe space and open communication culture should be an objective of every successful leader.

Recently, we have come across a number of online quizzes with a question; Workplace communication can suffer when individuals… and it stroke our curiosity!

Workplace communication can suffer when individuals…

workplace communication can suffer when individuals

You have probably heard the phrase __*“work smarter not harder*"__ before, and maybe even read a few lists of ideas on how to actually do it. But when you find yourself in a rut or overburdened with work it can be difficult to stay focused.

One reason we get overwhelmed at work or in personal endeavours is because we spend too much time performing and not enough time planning. Sometimes we may feel we don’t have enough time to plan, because we have so much to do and this leads to a visious cycle of frustration.

But no matter the task or environment you are working in, there is one simple fix we can all use to work smarter instead of harder: setting goals. But not just any goals - SMART goals. Before we delve into how to set SMART goals, it’s important to understand why they work.

Just a [quick search will show you how important it is to set goals](https://www.peoplegoal.com/guides/smart-goals). They help us focus on what is important and can motivate us to achieve to our full potential. But one of the biggest reasons goals help us work smarter and not harder happens before we even finalize them - they force us to reflect.

## Work smarter not harder by setting SMART goals
Good goals take time to create and that means we have to take a step back and really think about what are we doing and why are we doing it. We can’t expect to magically stumble upon a better way to do our work; we have to put the effort in upfront. But setting goals is our shortcut to finding better solutions because not only do set up our own roadmap to success, but when we return to our work we’re more focused and aligned to our priorities.

That said, not all goals are created equal and to truly tap into working smart, [we need to set SMART goals.](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) SMART is a [framework for setting quality goals](https://www.peoplegoal.com/blog/smart-goals-template-word), and while there are other methodologies out there the principles to SMART still apply:

**S - Specific**

- What is specific about our goal?
- What do you want achieve with this goal?
- What do you need to achieve this goal?
- Are you collaborating with other people to achieve this goal?

**M - Measurable**

- Can we measure it?
- How you can quantify this goal?
- What is the expected outcome?

**A - Achievable**

- Is the goal attainable given our constraints/skills?
- Does your goal make sense with the resources you have available?
- Does it require investment from the company?

**R - Relevant**

- Does the goal matter to me, my work, my project?
- Is it in line with you current duties and team duties?
- Why are you qualified to achieve this goal?

**T - Timely**

- Does the goal make sense now and can it be completed in a reasonable time?

<a href="https://www.youtube.com/watch?v=srG8KQeG1-Y&feature=youtu.be" class="embedly-card" data-card-width="1000px" data-card-controls="0">Embedded content: https://www.youtube.com/watch?v=srG8KQeG1-Y&feature=youtu.be</a>

## How to work smarter not harder: The framework
Thinking about our work - whatever it may be - in this framework helps us
![work smarter not harder the framework](//images.ctfassets.net/6g4s9n00xmsl/3e5Q9qiYOvcORDfJI26vau/5ce0ac1033e8ecb9d16dd56bfb053afb/work_smarter_not_harder_the_framework.PNG?w=600)

### Cut out what’s unnecessary/irrelevant
When we don't have clear direction on what needs to done and why, we are unlikely to perform at our best. Focusing on what's necessary and relevant to attain our targets helps us focus and put our effort where it counts. 
 

### Measure what we’re doing and know where we can improve
If you can't measure it, you can't improve it. Part of working smarter is learning from our mistakes and giving our goals structure is key to being able to see what we've done in the past and do it even better in the future. 


### Prioritize long lists of tasks
There's only 24 hours in the day (and hopefully we spend some of those sleeping). When we know what is most important we can work on what's most important first and not grind our gears spending all our effort on things that won't get us far.



### Know at a glance what we’re doing and why
Take a step back from our work can help us gain perspective, whether it's for a quick walk, a lunch break or a holiday. But when we log back in to tackle our to-dos, having a discrete, actionable, and meaningful goals will make us much more productive than having to switch between lists and emails.

### Communicate with others when we need help or complete something
No man is an island and we all need help at some point. When we know and can communicate concisely exactly what we're doing and why, it can be easier to get other on board and up to speed when we need assistance.


<br>

While we often think that working smarter means creating something entirely new - a process, a machine or tool - the truth is we can work smarter using our existing resources and time. The key is to take time to plan and reflect on what we’re doing and to translate our tasks into actionable, SMART chunks of work. The time we spend doing so more than makes up for itself in productivity down the line.



We all want to make the most of our time by working smarter not harder but most people end up overworked. Learn how to use smart goals to optimize your work output.

How to work smarter not harder using SMART goals

Work smarter not harder using the smart goals framewokr

how to work smarter not harder

We often spend a lot of time completing our tasks rather than planning resulting in working harder not smarter. There is a simple fix to working smarter instead of harder.

We have created a list of __positive feedback examples for colleugues__ as it's crucial in any organization to bolster behavioral change as well as reinforce positive behavior in the workplace. Although constructive and at times negative feedback may be valued more as a creator of change, however positive feedback is a sure way to ingrain positive actions within your workplace. This is due to its ability to make employees feel valued, and connected to the team as they are a contributor in an organizations' activities. Moreover, it provides meaning to a job which increases engagement and productivity. On the most extreme end of affairs, employees that feel valued and find meaning in their work are less likely to leave.

However, not everyone knows how to give [positive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), or to be more succinct; constructive positive feedback. So here is a couple of tips for giving constructive feedback, followed up with some examples you yourself could use in the office.

## A couple of tips on when and how to deliver positive feedback for colleugues:

- Always be specific in your comments, the more detail and actions noted in your feedback, the greater ease your employee will have in implementing change.
- Always provide feedback at the earliest convenience after the event in order for the information to have maximum relatability and effect.
- As a rule of thumb, positive feedback should outweigh constructive or negative feedback by a ratio of at least three positive comments to one. However, this may not always be possible, but try where you can.
- Link the positive feedback to real life business events if possible.
- Make sure the feedback is always noted down somewhere so it can be referred to.
- And finally do not hesitate to give positive feedback with other people around, it’s a great way to build team moral.

![positive feedback for colleagues examples](//images.ctfassets.net/6g4s9n00xmsl/5jUAn3Z6GF3TFwnZoJbhu8/cfe21d07e8320280adca5dd416a536ad/positive_feedback_for_colleagues_examples.PNG)

## 4 Examples of positive feedback for colleagues:

### 1. If an employee goes the extra mile:

*“ Last week I asked you to give me a helping hand on Project X as I was struggling to keep up with the workload. Not only did you help out, but you went out of your way to collect the most difficult information that would have been most time consuming for myself. The work you presented to me was clear and concise and hugely beneficial to what we are doing. Without your help I would have had to delay this project which was the last thing we needed to do as a team. The extra effort you put into this really made a big difference not only for me, but the team also. Thank you!”*

### 2. When a colleague overcomes and obstacle:

*“I just want to say that I know you have had distractions at home which you could have used as an excuse for not taking this meeting. However not only did you step up to the plate after taking a knock, but you encaptivated the audience with a clear, engaging, and well thought out presentation which I admire. I especially liked your use of audio ques. Keep up the. Good work!”*

### 3. When an employee models good behavior:

*“You did an excellent job yesterday by gathering all of your team members and asking them for an input regarding XY. This really helped everyone feel like they were part of the process. I also liked how you asked everyone a question related to their expertise. It was a great way to encourage participation. What you did yesterday with that meeting is a great example of a true teamwork we would like to encourage in our company. Nicely done!”*

### 4. When a colleague meets or exceeds goals:

*“ I’ve received your sales report from the last quarter. And you’ve exceeded your set goals by 25%! This is a massive contribution to the over all department goal and I would hugely appreciate if you could get together a small 1 minute presentation to give to the team at our next catch up. It would be great if everyone could take a leaf out of your book!”*

### 5. When giving an employee a confidence booster

“I’m really impressed with how you handled that last client. I understand how difficult it can be dealing with tough or difficult individuals but you were excellent at it. You were calm, collected and were able to quickly develop viable solutions for them. Keep it going!”

### 6. Illuminate the big picture

Enlighten the employee as to how their work, helps others and at a more abstract level, the company.

“I just wanted to let you know how the work you recently did with XXXX has helped with this month’s objective of XXXX…”

### 7. When helping an employee improve, don’t focus on the past

Feedback aimed at communicating unmet expectations should be forward looking. Focus on the future and be positive.

“There are some aspects of the project you just completed that I think we need to work on. I really liked what you did with XXXX, but I think we can improve on certain area. I think we can look at developing XXXX next time and we must make sure we tighter to deadlines next time.”

### 8. When talking to an employee avoid the ‘but…’

‘I really like how you dealt with the client. It was a tough situation but you handled it well. There is one thing which you might want to change next time you deal with a difficult client...”

### 9. When an employee is showing good development

“I can see real improvement in your work and professional skills as of late. I think you’ve come on leaps and bounds. I am particularly impressed with your ability to provide high attention to detail, without compromising on speed. Keep up the good work!”

So there we have it, 9 positive feedback examples for your colleagues to get your creative juices flowing. At times it’s a situation of testing out which feels right for the right person and moment, but fundamentally you must always give positive feedback when it is due, and make sure it’s always related to aspects of action.


Giving positive feedback to your peers is not easy. Our positive feedback for colleagues examples will help you improve the way you provide feedback.

9 Positive Feedback Examples For Colleagues 

Positive feedback for colleagues examples

Giving feedback to colleagues always help to reinforce positive behavior. We have created a list of positive feedback examples to encourage positive actions within a company.

Using motivational work quotes for Monday's team meeting are not for everyone according to some studies and that is understandable considering the gag rendering corniness of many floating round these days. However, those who do indulge in a bit of Martin Luther King, Mark Twain or Karen lamb in the morning, [they can prove to be a great way to send your week](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees) in the right direction.

So here is my collection of the least obnoxious, most insightful, and a couple of humorous quotes for you to rip off and replace your “Live, laugh, Love” poster with, as if you are anything like me, you are not fully alive, not laughing and without a doubt, not loving on a Monday morning.

Nonetheless, you’ll be happy to know that Monday motivation really is a thing, studies have shown that employees’ motivation is at its peak at the beginning of the week, and the phenomenon even have a name “the fresh start as effect”. According to the studies, were far more likely to start a new exercise regime, or diet on a Monday as we view the new week as a way to put the past behind us, and to leave any flaws in the weeks previous. So without further ado, I’m going to join the ranks of [the lesser intelligent](http://journal.sjdm.org/15/15923a/jdm15923a.pdf) and provide you with a list of motivational quotes to get you through your Monday in no particular order.
![work quotes for Monday](//images.ctfassets.net/6g4s9n00xmsl/1wML9XXyOZuc0pKXgGlBI5/69bf9b35618307737721d189a3194abe/work_quotes_for_Monday.PNG?w=600)
## 12 Motivational Work Quotes for Monday

> "The best time to plant a tree was 20 years ago. The second best time is now." - Chinese proverb.
<br>

> “Never put off till tomorrow what may be done day after tomorrow just as well.” – Mark Twain
<br>

> “Only put off until tomorrow what you are willing to die having left undone.” Pablo Picasso
<br>

> “A year from now, you may wish you had started today.”- Karen lamb
<br>

> “You cannot escape the responsibility of tomorrow by evading it today” – Abraham Lincoln
<br>

> “You are what you do, not what you say you’ll do.” - Carl Gustav Jung
“Winners focus on winning. Losers focus on winners.”-Unknown
<br>

> “The grass is greener where you water it.”- Unknown
<br>

> “I’ve missed more than 9000 shots in my career. I’ve lost almost 300 games. 26 times I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.” – Michael Jordan
<br>

> “If not us, who? If not now, when? – John F. Kennedy
<br>

> “Excellence is an art won by training and habituation. We do not act rightly because we have virtue or excellence, but we rather have those because we have acted rightly. We are what we repeatedly do. Excellence, then, is not an act but a habit.”- Aristotle.
<br>

> “Nothing is so fatiguing as the eternal hanging on of an uncompleted task.” ~ William James
<br>

> “Procrastination is opportunity’s assassin.” ~ Victor Kiam
<br>

> “Twenty years from now you will be more disappointed by the things that you didn’t do than by the ones you did do. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover.” – Mark Twain
<br>
![work quotes for Monday 2](//images.ctfassets.net/6g4s9n00xmsl/6ydvnBwdzELqxo92baZFpo/40869e6dd29721f2fd7f5d4e410f5f8d/work_quotes_for_Monday_2.PNG?w=600)

So there you have it, as good old Marky said, throw off the bowlines and sale away from the safe harbour. Whatever mammoth task you’ve got ahead of you today, I back you. You can do this. And the person inside of you fighting the desire to procrastinate believes in you too. Carpe Diem, YOLO, live, laugh, love.


We have created a list of work quotes for Monday to use in your team meeting. Used right it can kick off the week in the right spirit.

Work quotes for Monday morning to get your team going

Motivational work quotes for Monday morning

Work quotes for Monday

Using motivational work quotes for Monday's team meeting are not for everyone according to some studies and that is understandable considering the gag rendering corniness of many floating round these days.

Performance reviews often get a bad name these days, but [when run effectively](https://www.peoplegoal.com/blog/how-to-run-an-effective-performance-review-process-in-2019) the review is the best way to formalize the process of giving constructive feedback and opening up a dialogue between employees and managers. While you might see it as extra admin to write appraisals for yourself and your team, the growth of the company through its employees depends on your thoughtful and relevant performance review comments! This is especially true for improving poor performance. If you take the time to get your performance review comments right you'll see the benefits of increased employee engagement, more motivated team members and a better overall [employee experience](https://www.peoplegoal.com/blog/why-employee-experience-matters).

---

> Not sure where to start? We've got a [complete list of 70 performance review phrases for all functions](https://www.peoplegoal.com/blog/70-useful-performance-review-phrases-for-every-function) that you should use in your next review.

---

It's definitely worth it. Research shows that direct reports actively seek out feedback — even more so in the younger generations. [According to Inc.](https://www.inc.com/ryan-jenkins/the-2019-workplace-7-ways-generation-z-will-shape-it.html), __"Sixty percent of Generation Z want multiple check-ins from their manager during the week; of those, 40 percent want the interaction with their boss to be daily or several times each day."__

Most performance review structures will include a selection of competencies to evaluate. Even if your organization's appraisal form doesn't address these specifically, you should frame your review comments around these fundamentals:

- Communication skills
- Reliability and ability to achieve targets
- Collaboration and teamwork
- Quick thinking and problem-solving skills
- Quality of output

Or, take our examples and highlight several [key performance indicators that you want to track within your own team](https://www.peoplegoal.com/blog/key-performance-indicators) to build your performance review comments from this base.

But what should your appraisal comments look like?

![Performance Review Comments and Examples](//images.ctfassets.net/6g4s9n00xmsl/3DC9t8gs2a3ii8aygwGRpL/fa4cb046d7473a4731394f7cf8503991/Performance_Review_Comments_Examples.png)



---

## **Performance Review Comments Should Be**

__Honest and open__

Especially when it comes to underperformers, honesty in the review is absolutely critical. It doesn't mean you need to be unnecessarily harsh, but a frank and open discussion is far more useful for improving performance than papering over difficult areas.

*Example: "You haven't hit your targets this month. Why is that?"*

__About the employee__

Sounds obvious, doesn't it? However, with managers overseeing much larger teams these days it's easy to fall into the trap of using cut and paste answers for all of your appraisals. Avoid this by encouraging your direct reports to share their own thoughts freely, and listen to them more than you speak. We've got [tips for encouraging open feedback from employees](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) to help you with that.

*Example: "Since our last 1:1 you said you want to focus on improving your pitches. How do you think that's going?"*

__Encouraging and motivating__

Try out some [motivational quotes to boost engagement](https://www.peoplegoal.com/blog/motivational-quotes) to make sure you're encouraging progress just as much as you talk about mistakes.

*Example: "You've really taken on the feedback from our last review and you're excelling at bringing the team together."*

__Actionable__

Performance review comments need to direct employees to make actionable change in their work and behavior.

*Example: "You often get distracted by extra tasks as the day goes on. I'd like you to start priotizing your workload for the week and focusing on the most important tasks first."*

__Incorporating constructive feedback from peers__

Feedback from colleagues is just as important as the review comments from managers. Teach your team the [principles of constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) to get the most out of the 360 process.

*Example: "There's a theme in your 360 feedback that you can be inconsistent in communicating priorities to the wider team. Let's put steps in to address that."*

---

## **Performance Review Comments Should Not Be**

__Vague and impersonal__

There's nothing more demotivating than going in to your review and getting a vague, impersonal assessment. It sends the message that your manager doesn't care about your work or your progress. You're especially unlikely to motivate poor performers unless you take the time to hone in on the specifics of what they can be doing better.

__Biased__

We're only human, but [be aware of biases in your ratings and in your comments](https://www.peoplegoal.com/blog/the-psychology-of-performance-reviews). The company is relying on your fair assessment of yourself and your team.

__Evasive__

If the point of the review is to improve performance then you can't avoid the difficult topics for both poor and high performers. You need to focus on what's specific to the individual's needs. Don't be afraid to ask yourself and your direct reports what training and development needs they think they have, then build on those with your own suggestions.

__Removing responsibility__

This is linked to performance review comments needing to be actionable. Don't just write down notes and file it away, never to be looked at again. Encourage autonomy and let your direct reports develop their self-sufficiency by taking responsibility for their own growth, with your support. In the same Inc. article shared above, they found that forty-three percent of Generation Z learners prefer a fully self-directed and independent approach to learning — that's where they thrive.

---

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

Take a deeper look into performance appraisals with our [Essential Guide to Performance Reviews](https://www.peoplegoal.com/guides/performance-reviews). You'll learn about the history of performance reviews, how companies like Netflix and GE approach reviews in 2019, and how to create a truly effective performance review cycle — all with review tips for employees and managers.

Performance review comments are a great way to boost engagement. See what review comments should and shouldn't be, with examples to help you construct your own.

Performance Review Comments and Examples

Performance Review Comments and Examples PeopleGoal

Download our SMART goals template for Word and Google Docs to get you on track to construct meaningful goals within a defined framework. Each letter stands for an attribute that will help you refine your goal. These attributes are specific, measurable, achievable, relevant and time-bound. SMART goals don't just need to be work related; you can apply the same principles to set goals for anything you want to achieve in your life.

[Download the SMART goals template for Google Docs here](https://docs.google.com/document/d/1jwhYKmJCv1HgEtMojQheMq4-eGqx5gLHpBTgsyzlGlE/edit?usp=sharing "PeopleGoal SMART Goals Template Word and Pages")

[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")

## What are SMART goals?

Let's break it down by each of the five SMART goal attributes.

![PeopleGoal SMART Goals Template Word and Google docs](//images.ctfassets.net/6g4s9n00xmsl/23ICu4RxuAKTmZKofp3KPh/0b1778bed83978dd603dcb28add6d3c4/SMART_Goals_Template_Word.png)

### Specific
What exactly do you want to achieve? Keep it concise - the clearer and more well-defined your goal is, the more powerful it will be. Aim for an action statement to inspire yourself. The other attributes will expand on the in-depth details you need.

__Ask yourself: Is this goal too vague?__

### Measurable
This can be the most important attribute. Your goal needs to be quantifiable so that you can measure it and know if you've completed the goal or not. Don't just say you need to improve - define it by how much.

__Ask yourself: How will I know when I've reached my goal?__

> __Tip:__ Break down your measurable attributes into smaller milestones. When tracking your goal progress you can check off the milestones along the way.

### Achievable
Your goal should be challenging but still attainable. Don't set your sights too low, but be realistic about what you can actually achieve with the resources you have. Aim to stretch yourself so long as you think through clearly the obstacles you'll encounter along the way.

__Ask yourself: What support will I need to achieve my goal?__

### Relevant
Your goal needs to relate to your job role, the broader organizational needs, your other goals and your life priorities. For work goals, think about how your goal relates to and supports the team and department performance. Is this goal truly relevant to your job role or is it out of scope? Is it relevant to the progress you want to make in your life or is it unrealistic for where you currently are?

__Ask yourself: Is this goal worthwhile?__

### Time-bound
You absolutely need to set a deadline. Time-boxing means you have a clear window in which to work on your goal. Without a deadline your goal can drag on forever with plenty of excuses for not getting started yet. Once you hit the deadline, take time to reflect on the milestones you've achieved along the way and dig into where you might have gone off track and why.

__Ask yourself: Can I achieve this goal in the timeframe I've set?__

---
## SMART Goals Template in Google Docs

This SMART goals template in Google Docs will help you to refine your goal planning using the SMART methodology. You'll add action steps to achieve your goal and use the same template to track your goal progress as you develop. You can reuse this template for as many goals as you'd like.

<a href="https://docs.google.com/document/d/1jwhYKmJCv1HgEtMojQheMq4-eGqx5gLHpBTgsyzlGlE/edit?usp=sharing" class="embedly-card" data-card-width="100%" data-card-controls="1">Embedded content: https://docs.google.com/document/d/1jwhYKmJCv1HgEtMojQheMq4-eGqx5gLHpBTgsyzlGlE/edit?usp=sharing</a>

---

## SMART Goals Template in Word

We have also added the SMART goals template to Word in case you want to use it as an offline resource.

[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").

[![smart goals template word](//images.ctfassets.net/6g4s9n00xmsl/3uTH7qi8QwCmNoFWQTw1hV/c5cb59d01be92e06084cfd26c7192726/smart_goals_template_word.png?w=700)](https://assets.ctfassets.net/6g4s9n00xmsl/26m53yNOxavQkMMClaqKoE/9a9e29a2a299aee88947ab90dd09d92f/SMART_Goals_Template_-_PeopleGoal.docx)

---

## Write your goals using the SMART goals template

The process of constructing SMART goals is simple but powerful. Start by writing out the goal you have in mind, then refine it using the SMART attributes. You'll come out with a clear, concise goal that you can start working towards.

> __Tip:__ If you're setting goals for direct reports or team members, start with our [guide to setting clear goals for your team](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team).

Stick to working on just three goals in one cycle. If you have any more they're likely not as impactful as you think and they'll divide your focus. Make sure to prioritize! You can break your SMART goal metrics down into measurable milestones that act as sub-goals to keep you on track.

---

## Track your progress using the SMART goals template

Once your SMART goal is defined, plan out three key action steps you'll need to take to make the objective happen. Start now! Getting started is the hardest step and you want to keep the momentum going.

As you progress with your goal you'll probably encounter obstacles along the way. Write these down and identify the support you think you'll need to overcome them. This way they don't become such a blocker and you can become aware of obstacles to future goals as well.

When you hit your target date, mark off whether you achieved your goal or not. Reflect on your goal achievement and celebrate the wins! Note down where you went off track and use it to learn when setting new goals going forward.

---


Want to know more? Take a deep dive with our [Essential Guide to SMART goals](https://www.peoplegoal.com/guides/smart-goals). It's full of helpful knowledge including 5 reasons to set SMART goals, what the goals cycle should look like and what SMART goals mean for employees and managers.

This SMART goals template for Word and Google Docs will help you create, track and accomplish goals that are specific, measurable, achievable, relevant and timely.

SMART Goals Template for Word and Google Docs

SMART Goals Template Word


The [employee code of conduct](https://www.peoplegoal.com/glossary/employee-code-of-conduct) defines a acceptable behaviour and social norms individuals in an organization should adopt on a day-to-day basis. Code of conduct should reflect on company’s vision, core values and the overall culture of a company.

[Download the Employee Code of Conduct sample here](https://docs.google.com/document/d/17pDpewYhJNQg8AAlyasi8XA-Tasb9IIIpZUlBEDm22Q/edit?usp=sharing "Download Employee Code of Conduct Sample here")

## Employee code of conduct definition
An employee code of conduct is a legal document that outlines a set of correct behaviours towards colleagues, managers and organization as a whole, individuals need to follow. It is set of standard social norms, regulations and responsibilities of each individual in the company t. If companies require its employees to sign the code of conduct it becomes a legal agreement between the company and the employee. Commonly, code of conduct has to be accepted by new joiners upon recruitment as it helps companies to lay the foundation for the core values of the company and to maintain its standards.Code of conduct is an essential part of organization’s [employee handbook](https://www.peoplegoal.com/blog/employee-handbook-sample). The contents do differ from industry to industry, although generally code of conduct includes guidelines that align with company policies and reflect on companies positioning.

## Importance of code of conduct

The main purpose of a code of conduct is to set and maintain a standard for acceptable behaviour to the company and all of its stakeholders expected from an individual. It is a reminder to the employees of what is expected from them and it highlights that their actions should be aligned with the ethos of an organization. Additionally, it should provide understanding of consequences if the conduct is broken.

Code of conduct is often believed to be the same as code of ethics. However, the main difference between the two is that a code of conduct addresses one’s actions and provides guidelines about acceptable behaviour, while code of ethics is a set of principles about company’s judgement.

## Best practices in code of conduct

Once developing an employee code of conduct you should;

- Avoid technical jargon and write the document for the reader.
- Take time to think about all the details that should be covered in the code of conduct.
- Make it comprehensive and answer all the questions that might arise.
- Make it easily accessible by all the employees and other stakeholders.
- Design the document in line with the company branding and easy to follow.

![Employee code of conduct best practices](//images.ctfassets.net/6g4s9n00xmsl/1vwQH1e7kAPkmIkSvqGTSe/9892f1ee95fece79d3b949892a790533/Employee_code_of_conduct_best_practices.png)

## Sections to include

As previously mentioned, code of conduct is likely to differ across industries, although there are areas that are usually covered;

- Company core values and vision
- Bans on illegal activities
  - Activities including smoking, drinking, foul language,
- Internet usage
    - Cyber security
    - Corporate email
    - Social media
- Discrimination and harassment
- Confidentiality procedures
- Dress code
- Community involvement
- Gift and entertainment policies
- Meal and rest break policies
- Violation of the code of conduct
- Compliance resources
<br>

We have created a [sample employee code of conduct](https://www.peoplegoal.com/resources/policies/code-of-conduct) document which you can download and tailor it to your requirements. You can access it here:
<br>
<a href="https://docs.google.com/document/d/17pDpewYhJNQg8AAlyasi8XA-Tasb9IIIpZUlBEDm22Q/edit?usp=sharing" class="embedly-card" data-card-width="100%" data-card-controls="1">Embedded content: https://docs.google.com/document/d/17pDpewYhJNQg8AAlyasi8XA-Tasb9IIIpZUlBEDm22Q/edit?usp=sharing</a>

## Some great examples of employee code of conduct

Most of the companies have their code of conduct easily accessible providing access to employees as well as general public. Some of the best examples include:

### [Coca cola](https://www.coca-colacompany.com/content/dam/journey/us/en/private/fileassets/pdf/our-company/2016-COBC-US-Final.pdf)

Coca cola’s code of conduct stands out by its visual attractiveness, conciseness and outstanding situational examples. The document covers rules how to use company assets, and how to handle organizational information, conflict of interest and relationships with external partners. It also provides the reader with a clear outline of the company core values that helps to maintain the well-established integrity of the business.

### [Google](https://abc.xyz/investor/other/google-code-of-conduct/)

Similarly, Google highlights the core company values in its code of conduct. As stated in the document “ it’s built around the recognition that everything we do in connection with our work at Google will be, and should be, measured against the highest possible standards of ethical business conduct.” The document has a clear structure and is easy to follow. It distinctly outlines the expectations from each of the stakeholders in the company and what are the ground rules of the business ethos.

### [Facebook](https://investor.fb.com/corporate-governance/code-of-conduct/default.aspx)

Facebook’s latest version of the code of conduct is accessible to the public on its Investor Relations corporate governance webpage. It is very clearly structured and to the point adopting slightly more serious tone than the previous two examples.The document considers the key activities and behaviours that are expected of their employees and how they expect them to manage difficult situations.

All in all, code of conduct should be considered a necessity for each and every business. It showcases the core values and mission of the company through actionable rules. It provides company employees with clear guidelines for behaviour and should not leave any grey space for confusion to maintain the desired perception of a business.

An employee code of conduct is a legal document that provides gudinlines on acceptable behaviours of individuals in an organization.

Employee Code of Conduct; Best Practices and Examples

Employee code of conduct, colleagues reading

Employee code of conduct

Employee Code of Conduct: Best Practices and Examples

__What are employee engagement survey key questions? Employee engagement surveys are considered one of the most effective ways how to measure engagement. There are various forms and types of surveys you can perform from more complex employee engagement surveys addressing the overall performance of your business to shorter and more regular pulse surveys that only continuously measure a certain aspect of your organization such as employee satisfaction.__

In this article we bring to you a list of 15 key employee engagement survey questions to ask in order to evaluate the levels of engagement in your organization.

## Employee engagement drivers
According to a report by institute for employment studies, there are 4 main drivers of employee engagement:

Involvement in decision making
The extent to which feel appreciated and listened to by their managers
Clear career development opportunities
The extent to which companies care about employees’ health and wellbeing
These areas should be covered in the employee engagement survey questions you ask your workforce. 

## How to measure employee engagement 
An engagement survey will provide you with a chance to ask key engagement questions and evaluate the perceptions and attitudes of your company among your employees.

## Key employee engagement survey questions

Before you send out your employee engagement survey you should take time to plan your employee engagement survey communications, familiarise yourself with the industry best practices and answer the following questions first:

1. What is you want to find out from the survey?
2. Who is the survey for? (Teams, departments, whole organization)
3. Is the survey anonymous?
4. What for and how will the results be used? 

In addition to the main drivers of employee engagement, engagement surveys should address areas that directly influence employee engagement. These include factors such as; happiness, pride of working for a company and likeliness to recommend it (employee net promoter score), commitment and motivation.

Another thing to consider when developing an engagement survey is whether you are after qualitative or quantitative data. While qualitative surveys with open-ended questions such as what 3 words would you use to describe our company culture, enable you to explore the individual perceptions and opinions of your employees, quantitative data is more coherent and easier to analyse and measure. One of the best techniques to measure how your employees feel about something is Likert Scale. With that in mind, here are key areas and 15 essential questions to include in your employee engagement survey; 

### Individual perceptions
On a scale 1 to 10…

- __How happy are you at work?__
Simple and to the point. Employee happiness is one of the key contributors of employee engagement. Scoring low score on this question should motivate you to further explore why your employees are not satisfied at work and what actions should you take to improve it.

- __How likely are you to recommend the company to others?__
Your employees are your best ambassadors and if they feel proud and happy to work for your organization they are also likely to spread the good word and recommend your business to others. 

- __Most days I look forward to coming to work?__
This question will shed some light on the motivation levels of your workforce. Happy and highly engaged employees are likely to enjoy their jobs feel challenged by them and want to feel motivated to do their job well. 

![Employee enagement survey questions recommendation](//images.ctfassets.net/6g4s9n00xmsl/1991q57KM0fMdzD5UdMvXg/f08f842462f8594491187b7ebd4f2dbb/Employee_enagement_survey_questions_recommendation.png)
### Leadership
On a scale 1 to 10…

- __I understand the company vision__
Getting all of your employees on board with the company vision is a key to actually peruse it. This question will also enable you to evaluate how well you are communicating the organizational strategic goals and objectives.

- __I feel my job is aligned to the company goals__
Employees want to have a sense of purpose at work. They want to feel their work is contributing to overall success of the company, and indeed if they feel that way they are also likely to improve the performance of your business. 

- __I know what is expected of me__
This question will provide you with further understanding of whether or not your leadership and management does good job sharing the company objectives and aligning the individual efforts to them.

### Management
On a scale 1 to 10…

- __I feel valued by my manager__
This will provide you with understanding how effective your management is.

- __I feel my work is well recognized__
We all need a pad on a back from time to time. This question will enable you to evaluate the culture of recognition and development in your organization.

- __I enjoy working with my team__
Teamwork is a key to running a successful business. Collaboration is a key to innovative and creative workspace which proved to be fundamental to keeping up with the competition and implementing change in a company.

![Employee enagement survey questions appreciation](//images.ctfassets.net/6g4s9n00xmsl/5DU4rImzp6KQeT7SNFlhLe/7ec912c29f0b2cc1581c703ad8431c3c/Employee_enagement_survey_questions_appreciation.png)
### Career development
On a scale 1-10…

- __I can see the positive results based on my work__
Sense of achievement will motivate your employees to do their job well and continue to improve in order to improve the overall performance of your business.

- __I have access to resources and information I need to get my job done__
Your employees might feel they need more time, training or direction to perform well at their job. 

- __I can see myself working here in five years’ time__
This question will give you an overall idea of your employees’ perception of the company and whether or not they see a potential space for development and future with you. The question can help you develop strategies to lower the churn rates and low scores are a red flag on further exploring employee satisfaction in your organization.

### Areas to improve
In addition to the quantitative questions which will enable you to measure and evaluate the employee level of engagement in your company, you can include open ended questions that will provide you with understanding of what you should improve;

- __Theoretically, if you would be to leave the company what would be the reason behind it?__
Straight to the point. The answers of this questions will give you a list of areas of improvement you should tackle to improve employee retention.

- __If you could change one thing about your job what would it be?__
Opening up a discussion on what needs to be changed in the organization will give you valuable insights from different perspectives. Although, the key to this question is not only to ask but also implement some of the suggestions to improve the employee engagement. 

- __How would you describe the company culture in 3 words?__
This will not only make you understand how your workforce feels about the company but also how well do you communicate your vision and mission to your employees.

![Compnay culture in 3 words](//images.ctfassets.net/6g4s9n00xmsl/5Y55FbwjBAiFJAmJwVuR6r/6d5635c12d6d67ab3c44838bed91706d/Compnay_culture_in_3_words.png)

Based on your survey results, you might want to further explore specific areas such as employee motivation, job satisfaction, wellness or relationships at work. 

There are different options how to deliver your employee engagement survey to your employees; you can choose a free option such as Google Forms or invest in one of the many survey software providers on the market.

Employee engagement survey key questions can be difficult to come up with. We bring you a list of 15 questions to evaluate engagement levels in your company.    

Employee engagement survey key questions

Employee engagement survey key questions can be difficult to come up with. We bring you a list of 15 questions to evaluate engagement levels in your company.

15 Employee Engagement Survey Key Questions 


We have created a comprehensive list of motivational quotes for employees from a manager's perspective. A few wise words of wisdom have the potential to go a long way with your employees. Set the tone and try and get your employees motivated with a quote, perhaps even integrate employee motivational quotes into your company culture. 


## Why is employee motivation so important?

[Employee motivation](https://www.peoplegoal.com/blog/motivational-quotes) is an imperative component of a healthy and productive workplace and there are a number of activities you can focus on to boost employee motivation. But why is motivation so important? Well, there are several reasons why motivation is so important including:

•	__Improved employee commitment__ - when employees are motivated it is more than likely that this will be evidenced in the level of commitment they put in their work and subsequently, an increased level of quality.

•	__Increased employee satisfaction__ -  keeping worker’s happy helps to strengthen a company via lower turnover, higher productivity, increased productivity, higher profits and increases employee-employer loyalty.

•	__Employee Development and Goals__ - Motivation can help to facilitate an employee achieve their goals. Often motivation and goals work in tandem. With greater motivation the successful reaching of goals is more likely. With successful reaching of goals, it is more likely that a boost in motivation will be evidenced.

•	__Productivity__ – A motivated employee is likely to be an [efficient and productive employee](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement). A willingness to complete a task balanced out with a desire for quality, means that a motivated employee is more efficient and more productive.

## 101 Motivational quotes for employees from a manager's perspective

Have a read through some of the employee motivational quotes for employees from a manager's perspective that we have collated. It is important to consider which ones may be effective for your workforce or potential to a given individual.

> __1.__	*" A clay pot sitting in the sun will always be a clay pot. It has to go through the white heat of the furnace to become porcelain.”* – __Mildred Struven__

> __2.__	*“A successful man is one who can lay a firm foundation with the bricks others have thrown at him.”* – __David Brinkley__

> __3.__	“Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do it.” – __Lou Holtz__

![Motivational quotes for employees - Holtz](//images.ctfassets.net/6g4s9n00xmsl/1nt7sfujYYEfI8w6uJyz0a/4fe4ece115cf5de762daa0ef9d858acb/Motivating_quotes_for_employees_-_Holtz.PNG)

> __4.__	*“All growth depends upon activity. There is no development physically or intellectually without effort, and effort means work.”* – __Calvin Coolidge__

> __5.__	*“Always be a first-rate version of yourself, instead of a second-rate version of somebody else.”* - __Judy Garland__

> __6.__	*“Becoming is better than being.”* - __Carol Dweck__

> __7.__	*“Believe you can and you’re halfway there.”* – __Theodore Roosevelt__

> __8.__	*“Challenges are what make life interesting and overcoming them is what makes life meaningful.”* – __Joshua J. Marine__

> __9.__	*“Your attitude, not your aptitude, will determine your altitude”* – __Zig Ziglar__

> __10.__ *“Creativity is contagious. Pass it on.”* – __Albert Einstein__

> __11.__	*“You win by effort, by commitment, by ambition, by quality, by expressing yourself individually but in the team context.”* – __José Mourinho__

> __12.__	*“Do or do not. There is no try.”* - __Yoda__

> __13.__	*“Don't judge each day by the harvest you reap but by the seeds that you plant.”* - __Robert Louis Stevenson__

> __14.__	*“Don’t go around saying the world owes you a living. The world owes you nothing. It was here first.”* - __Mark Twain__

> __15.__	*“Don’t Let Yesterday Take Up Too Much of Today.”* – __Will Rogers__

> __16.__	*“Don’t wish it were easier. Wish you were better.”* – __Jim Rohn__

> __17.__	*“Either you run the day, or the day runs you.”* – __Jim Rohn__

> __18.__	*“Embrace the pain to inherit the gain.”* – __Habeeb Akande__

> __19.__	*“Even if you are on the right track, you’ll get run over if you just sit there.”* – __Will Rogers__

> __20.__	*“Everything you’ve ever wanted is on the other side of fear.”* - __George Addai__

> __21.__	*“Excellence is not a skill. It is an attitude.”* - __Ralph Marston__

> __22.__	*“Failure is the condiment that gives success its flavor.”* —__Truman Capote__

> __23.__	*“First principle: never to let one’s self be beaten down by persons or by events.”* – __Marie Curie__

> __24.__	*“Genius is born—not paid.”* -__ Oscar Wilde__ 

> __25.__	*“Goodness and hard work are rewarded with respect.”* – __Luther Campbell__
 

> __26.__	*“Happiness is the real sense of fulfilment that comes from hard work.”* – __Joseph Barbara__

> __27.__	*“Hard work keeps the wrinkles out of the mind and spirit.”* – __Helena Rubinstein__

> __28.__	*“Hard work without talent is a shame, but talent without hard work is a tragedy.”* – __Robert Hall__

> __29.__ *“I can't go back to yesterday because I was a different person then.”* - __Lewis Carroll__

> __30.__	*“I got lucky because I never gave up the search. Are you quitting too soon? Or are you willing to pursue luck with a vengeance?”* – __Jill Konrath__

> __31.__	*“I will prepare and someday my chance will come.”* – __Abraham Lincoln__

> __32.__	*“I’m a greater believer in luck, and I find the harder I work the more I have of it.”* – __Thomas Jefferson__
![Motivational quotes for employees - Jefferson](//images.ctfassets.net/6g4s9n00xmsl/2Q3NLuOZt7lMq8zuQJiJht/cc5f62072be00e8447c9aac5bdde4824/Motivating_quotes_for_employees_-_Jefferson.PNG)

> __33.__	*“If something is wrong, fix it now. But train yourself not to worry, worry fixes nothing.”* - __Ernest Hemingway__

> __34.__	*“If two men on the same job agree all the time, one is useless. If they disagree all the time, both are useless”* – __Darryl F. Zanuck__

> __35.__	*“If you aim at nothing, you will hit it every time.”* – __Zig Zigler__

> __36.__	*“If you hear a voice within you say you cannot paint, then by all means paint and that voice will be silenced.”*  - __Vincent Van Gogh__

> __37.__	*“If you hit the target every time, it’s too near or too big.”* - __Tom Hirshfield__

> __38.__	*“If you light a lamp for someone else, it will also brighten your path.”* - __Buddha__

> __39.__	*“If you’re alive, you’re a creative person.”* - __Elizabeth Gilbert__

> __40.__	*“Intelligence without ambition is a bird without wings.”* — __Salvador Dali__

> __41.__	*“It's not the load that breaks you down, it's the way you carry it.”* - __Lou Holtz__

> __42.__	*“It’s hard to beat a person who never gives up.”* – __Babe Ruth__

> __43.__	*“It’s life. You don’t figure it out. You just climb up on the beast and ride.”* - __Rebecca Wells__

> __44.__	*“Keep your face to the sun and you cannot see the shadows.”* - __Helen Keller__

> __45.__	*“Let me tell you the secret that has led me to my goals: my strength lies solely in my tenacity.”* – __Louis Pasteur__

> __46.__	*“Life is about making an impact, not making an income.”* – __Kevin Kruse__

> __47.__	*“Limitations live only in our minds. But if we use our imaginations, our possibilities become limitless.”* - __Jamie Paolinetti__

> __48.__	*“Luck is a matter of preparation meeting opportunity.”* - __Lucius Seneca__

> __49.__	“*Motivation is the art of getting people to do what you want them to do because they want to do it.”* - __Dwight D. Eisenhower__

> __50.__	*“Never ruin an apology with an excuse.”* - __Benjamin Franklin__

> __51.__	*“No great achiever – even those who made it seem easy – ever succeeded without hard work.”* – __Jonathan Sacks__

> __52.__	*“No one can whistle a symphony. It takes a whole orchestra to play it.”* – __H.E. Luccock__

> __53.__	*“Nobody’s a natural. You work hard to get good and then work to get better. It’s hard to stay on top.”* – __Paul Coffey__

> __54.__	*“Nothing is impossible, the word itself says, I’m possible!”* – __Audrey Hepburn__

> __55.__	*“Opportunity is missed by most people because it is dressed in overalls and looks like work.”* - __Thomas Edison__

> __56.__	*“Perfection is not attainable, but if we chase perfection we can catch excellence.”* - __Vince Lombardi__

> __57.__	*“Predicting rain doesn’t count. Building arks does.”* – __Warren Buffet__

> __58.__	*“Refuse failure. No matter how difficult the obstacles, find a way to around them.”* – __JJ Goldwag__

> __59.__	*“Some people want it to happen, some wish it would happen, others make it happen.”* - __Michael Jordan__
![Motivational quotes for employees - Jordan](//images.ctfassets.net/6g4s9n00xmsl/6yvOyT5UffU5sGVAJdRJ9E/06915d854b9d84625bfebab4be1cb469/Motivating_quotes_for_employees_-_Jordan.PNG)

> __60.__	*“Someone, at some point, came up with this very bad idea that an ordinary individual couldn't make a difference in the world. I think that's just a horrible thing.”* - __John Skoll__

> __61.__	*“Start where you are. Use what you have. Do what you can.”* – __Arthur Ashe__

> __62.__	*“Strength shows not only in the ability to persist, but in the ability to start over.”* - __F. Scott Fitzgerald__

> __63.__	*“Talent means nothing, while experience, acquired in humility and with hard work, means everything.”* - __Patrick Suskind__

> __64.__	*“Tell me and I forget. Teach me and I remember. Involve me and I learn.”* - __Benjamin Franklin__

> __65.__	*“The best things in life are often waiting for you at the exit ramp of your comfort zone.”* – __Karen Salmansohn__

> __66.__	*“The day is what you make it! So why not make it a great one?”* - __Steve Schulte__

> __67.__	*“The difference between ordinary and extraordinary is that little extra.”* – __Jimmy Johnson__

> __68.__	*“The expert in anything was once a beginner.”* – __Helen Hayes__

> __69.__	*“The man who has confidence in himself gains the confidence of others.”* - __Hasidic Proverb__

> __70.__	*“The most difficult thing is the decision to act, the rest is merely tenacity.”* - __Amelia Earhart__

> __71.__	*“The only thing that overcomes hard luck is hard work.”* – __Harry Golden__

> __72.__	*“The only way to achieve the impossible is to believe it is possible.”* - __Charles Kingsleigh__

> __73.__	*“The power of imagination makes us infinite.”* - __John Muir__ 

> __74.__	*“The question isn’t who’s going to let me; it’s who is going to stop me?”* - __Ayn Rand__

> __75.__	*“The secret of getting ahead, is getting started.”* - __Mark Twain__

> __76.__	*“The successful warrior is the average man, with laser-like focus.”* – __Bruce Lee__

> __77.__	*“The sun himself is weak when he first rises, and gathers strength and courage as the day gets on.”* - __Charles Dickens__

> __78.__	*“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.”* – __Colin Powell__

> __79.__	*“There are no two words in the English language more harmful than good job.”* - __Terence Fletcher__

> __80.__	*“There is only one way to avoid criticism. Do nothing. Be nothing. Say nothing.”* - __Aristotle__

> __81.__	*“There’s zero correlation between being the best talker and having the best ideas.”* – __Susan Cain__

> __82.__	*“Tough times never last, but tough people do.”* - __Dr. Robert Schuller__

> __83.__	*“Trouble is only opportunity in work clothes.”* – __Henry J. Kaiser__

> __84.__	*“Try not to become a man of success but rather try to become a man of value.”* – __Albert Einstein__

> __85.__	*“Very often, a change of self is needed more than a change of scene”* - __A.C. Benson__

> __86.__	*“We are what we repeatedly do. Excellence then is not an act, but a habit.”* – __Aristotle__

> __87.__	*“We can easily forgive a child who is afraid of the dark; the real tragedy of life is when men are afraid of the light”* - __Plato__

> __88.__	*“Well done, is better than well said”* - __Benjamin Franklin__
![Motivational quotes for employees - Franklin](//images.ctfassets.net/6g4s9n00xmsl/7k79XxbOTKgfwPA1t79qbu/57593fc9a3a5402f118eb5d26634d1f9/Motivating_quotes_for_employees_-_Franklin.PNG)

> __89.__	*“What good is an idea if it remains an idea? Try. Experiment. Iterate. Fail. Try again. Change the world.”* - __Simon Sinek__

> __90.__	*“When everything seems to be going against you, remember that the airplane takes off against the wind, not with it”* - __Henry Ford__

> __91.__	*“When I let go of what I am, I become what I might be”* - __Lao Tzu__

> __92.__	*“When we strive to become better than we are, everything around us becomes better too.”* - __Paulo Coelho__

> __93.__	*“When your work speaks for itself, don't interrupt.”* - __Henry J. Kaiser__

> __94.__	*“Winning isn’t everything, but wanting to win is”* – __Vince Lombardi__

> __95.__	*“You can worry about the competition…or you can focus on what’s ahead of you and drive fast.”* – __Jack Dorsey__

![Motivational quotes for employees - Dorsey](//images.ctfassets.net/6g4s9n00xmsl/94ZluLYWoEsW5RHdEhfzh/00746e9e7046bfb81c47d8489c267349/Motivating_quotes_for_employees_-_Dorsey.PNG)
> __96.__	*“You can't change how people treat you or what they say about you. All you can do is change how you react to it”* - __Mahatma Gandhi__

> __97.__	*“You can’t build a reputation on what you’re going to do”* – __Henry Ford__
![Motivational quotes for employees - Ford](//images.ctfassets.net/6g4s9n00xmsl/1OsuhYRXxiHvrGXREapRj0/086d64142320decde7c423c13b5c9b6c/Motivating_quotes_for_employees_-_Ford.PNG)

> __98.__	*“You can’t let your failures define you. You have to let your failures teach you.”* - __Barack Obama__

> __99.__	*“You can’t use up creativity. The more you use, the more you have.”* - __Maya Angelou__

> __100.__	*“You just have to keep driving down the road. It’s going to bend and curve and you’ll speed up and slow down, but the road keeps going.”* - __Ellen DeGeneres__

> __101.__	*“You were hired because you met expectations, you will be promoted if you can exceed them.”* – __Saji Ijiyemi__





A motivated team will perform better. We have put together a list of motivational quotes for employees from a manager’s perspective.

Motivational quotes for employees from a manager's perspective

Motivational quotes for employees

Motivational quotes for employees to keep the engagement levels high.

A lot of employees are afraid of having a one on one (1on1s) meeting with their manager, and instead try to avoide them. That is the wrong way to think about 1on1s.

Done right it can set you apart from the rest of the team and can give you greater visibility on your manager's view about the performance. You can walk away from your one on one meeting with your manager with ideas on how to complete your goals and key information on how to get promoted. Obviously there is another side to one on one meetings as they can go terribly wrong. That is the case primarily when managers don't dedicate any time to their employees resulting in showing up in the meeting not prepared. That is a common reason why employees try to avoid the meeting.

## How to call out a bad 1on1 meeting with your manager?
You can easily tell when the meeting with your manager is going bad, here are the most common indicators:

- They show up late and primarily talk about things you are doing wrong, without backing them up with examples.
- Your goals for the next 3, 6 and 12 months are not part of the conversation.
- There is no mention of career progression and how you are benchmarking alongside your peers.
- The focus is on small things rather than the bigger picture, for example easy tasks versus your key objectives.
- The meeting is unstructured and there is not set agenda. It is the responsibility of the employee to set the agenda so the blame is on both sides
- Meeting ends with no action to be taken ahead of the next one on one meeting.


## How a good 1on1 meeting with your manager looks like?
It is not hard for a 1on1 meeting to be great, but it requires effort from both sides. The observations below indicate what a good 1on1 should look like:

- Your manager is engaged and has prepared for the meeting. For example she read your latest goal updates.
- There is an agenda in place that covers goals, feedback, wellbeing and career progression.
- The agenda is followed and actions are established for each agenda item.
- Manager provides constructive feedback backed with examples that can help you develop.
- The manager is open to feedback and keen to understand where she can improve.
- Meeting ends with clear actions for both the employee and manager that should be completed ahead of the next one one meeting.


## What an 'ugly' 1on1 meeting looks like?
We have covered the good and bad 1on1s but there is another outcome that needs to be considered concrening one-on-one meetings, the 'ugly':

- Manager keeps rescheduling the meeting or reduces the duration of the meeting.
- The meeting gets derailed and you start talking about ongoing work issues, irrelevant to your goals.
- The manager is taking calls and reading emails during the meeting.
- The meeting ends prematurely.
- The manager asks to make the 1on1s less frequent.

If your meeting lands on this category you have to escalate the problems to your manager or your manager's manager right away.

Conducting a successful manager one on one meeting can set you apart from the rest of the team and put you on the right trajectory to achieve your goals.

Manager One on One meeting : The Good, The Bad and The Ugly

manager one on one meeting

Conducting a successful 1on1 meeting with your manager can set you apart from the rest of the team and put you on the right trajectory to achieve your goals.

## When is Employee Appreciation Day?

Employee Appreciation Day is an unofficial holiday celebrated every first Friday in March.

## Employee Appreciation Day: The next 5 years


---

> - Friday 6th March 2020

> - Friday 5th March 2021

> - Friday 4th March 2022

> - Friday 3rd March 2023

> - Friday 1st March 2024

---

![Employee Appreciation Day The Next Five Years](//images.ctfassets.net/6g4s9n00xmsl/2NAB0tPUm7sBnThbVuYGHU/759b95549446f2c117ccc75c0e4b4161/Employee_Appreciation_Day__The_Next_Five_Years.png)

## What’s the point of Employee Appreciation Day?

The day was devised as a way for employers to thank their employees for their hard work and effort that they have put in during the year. Essentially, Employee Appreciation Day is a way of strengthening the bond between company, manager and employee.

Employees (and to a lesser extent) deserve appreciation and recognition for the effort, work and time they put in their work.

## Why is appreciation and recognition important?

Recognition is important as it is an effective method for driving [employee engagement](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges). Despite being the [easiest and fastest](https://hbr.org/2016/05/recognizing-employees-is-the-simplest-way-to-improve-morale) way to improve engagement, it often goes underused in the modern workplace. In the search for new and innovative approach to boost engagement and retain the best employees they may be overlooking one of the easiest and executable strategies: recognition.

Workplace recognition and appreciation have the potential to motivate an employee. It also provides them with a sense of accomplishment and provides employees with a sense that they are valued. Recognition and appreciation do not solely act at the individual level for motivation and engagement, it also works to increase productivity and retention. Further, the act of appreciation conveys a message about what excellent work looks like to other employees. Therefore, recognition and appreciation not only represent a tool to boost engagement (among other workplace elements), but also represents what exceptional work looks like to other employees and acts to reinforce the [desired culture](https://www.peoplegoal.com/blog/building-a-culture-that-rewards-hard-work) of an organization.

## It’s time for a rethink on the Employee Appreciation Day!

The concept of a day for employee appreciation appears nice – and it is! But it does also provide an opportunity for organizations to get away with underappreciating their employees during the year and relying on that Friday in March to show their appreciation. 

Instead you should be cultivating a culture of appreciation and recognition throughout the year to reap their benefits continuously!

A Glassdoor ‘[Employee Appreciation Survey](https://www.forbes.com/sites/jacquelynsmith/2013/11/13/how-to-show-appreciation-and-get-better-results-from-your-employees-this-holiday-season/#80083ab36a36)’ indicates a range of benefits associated with appreciation. 53% of employees reported that they would stay in a company more if they were more appreciated by their manager. 81% say they are more motivated to work harder 
When their boss shows them a higher level of appreciation (as opposed to 31% who say they work harder over fears of losing their job, and 38% who report they work harder when their boss is more demanding). This evidences that appreciation is perhaps the best mechanism for promoting motivation to work.

![The benefits of employee appreciation](//images.ctfassets.net/6g4s9n00xmsl/4AZWVCKABgXbSlVc7A7J8y/1568732aaf0961c4a1132680df58d686/The_benefits_of_employee_appreciation.png)

Appreciation also has an effect on:

- Productivity
- Morale
- Employee Satisfaction
- Reduced Absenteeism
- Lower Stress
- Improved Customer Feedback

## So, how can you improve your employee appreciation strategy?

In their paper, ‘[Rising above a toxic workplace](https://www.slideshare.net/eustaquiow34768579/pdf-download-rising-above-a-toxic-workplace-taking-care-of-yourself-in-an-unhealthy-environment-ebook-100715719)’, Gary Chapman and Paul White outline a few conditions which help to make the employee feel more appreciated.  They are communication, genuine and authentic, individualized and personal and tailored. We expand upon these conditions and consider a few more extensions to help you boost employee appreciation in your organization in this [blog](https://www.peoplegoal.com/blog/how-to-create-employee-appreciation-culture-in-your-organization).

![4 TIPS TO SHOW EMPLOYEE APPRECIATION](//images.ctfassets.net/6g4s9n00xmsl/57XQfawEhbHv5hDF5msag9/37e0454a4f23f927b798afe0db7c5889/4_TIPS_TO_SHOW_EMPLOYEE_APPRECIATION.png)

__You should be building a culture of appreciation as opposed to resting on the once a year, Employee Appreciation Day, to exemplify your appreciation for the workforce!__


What is Employee Appreciation Day? When is Employee Appreciation Day? And is it still necessary? It's time for a change of thought behind the unofficial holiday!

Is it time for a re-think on Employee Appreciation Day? How can you improve your employee appreciation strategy?

When is Employee Appreciation Day?

Employee appreciation day

Do you know when employee appreciation day is? Read on to find out about everything employee appreciation...

Employee Appreciation Day: When is it?

We recently tried some quick team building icebreakers to help [boost motivation](https://www.peoplegoal.com/blog/how-to-boost-team-engagement) and the outcome was incredible. We’ve had a few new team members join recently and we thought this presented itself as an opportunity to get to know each other better. We were sitting outside in the sun having a few drinks after work when someone asked a question that made us all stop. 

![Icebreakers for team building 1](//images.ctfassets.net/6g4s9n00xmsl/5vSP7kU4bOZDdrclg4zpLz/4fa25c43f756d20e5b52a8448aec5095/Icebreakers_for_team_building_1.PNG)

> What animal would you choose to fuse together with your current human body? You must use one straight line to split your bodies.

We sat in bemusement for a few seconds before answers started flowing in. 

> Bottom half whale, maybe?

But then came the flood of questions in response to that answer:

> Where would you live, land or sea?
> Would you expect the local council to continuously douse you in water?
> Wouldn’t you look slightly odd having a massive bottom half and a tiny human top half?

Conversation flowed as everyone chimed in. We would end up returning to the conversation a few times during the night to discuss potential answers and shout down any ridiculous suggestions. 

The ease which which conversation flowed indicated that this question was a perfect icebreaker. So we began considering other wacky icebreaker questions to help team building. Read our suggestions below! And as a side note, read the rest of the blog to find out the correct answer to the original question.

---

## How can icebreakers help you connect with a team?

Quick team building icebreakers can help to break the ‘ice’ which usually forms when unfamiliar people first meet. Icebreakers help connect with a team and create a type of atmosphere which reduces potential anxieties in individuals as well as increase cohesion between two or more individuals. Icebreakers increase awareness of others which fosters communication. Icebreaker activities and questions help to engage everyone in the team and promotes communication and collaboration to achieve a given goal in a fun and easy manner.
![Quick team building icebreakers- Peoplegoal](//images.ctfassets.net/6g4s9n00xmsl/2UlgYFaC0vJUvi4efoiEET/9ffb127b26e3007d4582dd65e2fa663d/team-motivation-icebreakers-for-team-building.jpeg?w=1000)

## When should icebreakers be used?

Quick  icebreakers to help you connect with your team can be used at any time. They are really flexible and can be tailored to the needs of the team. For example, you can use introductory ice breakers and getting-to-know-you icebreakers are often used when a team gets new members or on collaboration tasks so that people can get to know one another quicker.

Alternatively, for a team that has worked with each other for a while, icebreakers may act to boost engagement and collaboration. Or team leaders may use an icebreaker to exemplify and integrate the superordinate goal (like boosting teamwork or appreciation).

---

## 17 Icebreaker questions

- __How many of you would it take to defeat a lion?__ By the way, you have clones that have groupthink.
 
- __How much money would you pay to see your favourite artist (dead or alive) play live?__
 
- __What political or historical figure would you like to sit with for a 3-course meal?__ Additionally, tell me your 3 course meal? 
 
- __If you had the opportunity to have a sixth toe would you and why?__ 
 
- __What kind of ------- are you?__ Insert a wide range of things here i.e. pizza, fruit, animal, national landmark, item of clothing, mythological being, inanimate object…
 
- __If you had the entire world’s attention for 30 seconds what would you say?__
 
- __Please rank different forms of potato from worst to first__ (i.e. baked, mash, fries, new potatoes etc.)
 
- __Discuss the world’s most unsolvable questions__ – Why is abbreviation such a long word? How fast is the speed of dark? Why do inflammable and flammable mean the same thing? How many fish constitute a school? What’s another word for synonym? Why is the word for fear of long words so long? (It's Hippopotomonstrosesquippedaliophobia...) Are eyebrows considered facial hair? How do sharks stay hydrated? 

- __What superhero power would you have and why?__ A classic.
 
- __Would you rather be stuck in a room with a tiger or a hippo?__ Additionally, would you rather be stuck in a room with one of these animals for five minutes or face a rhino running down a corridor.
 
- __Would you keep your current eyes or change them to have the acuity of that of an eagle, but they are also the same size as that of an eagle?__
 
- __How long would it take you to drink the amount of water in a swimming pool?__ You probably would need to say that in this scenario there are no health consequences and the water is not chlorinated. 
 
- __Which one of Henry VIII’s wives would you be?__
 
- __Yes or no?__ – a quick fire conversation to have with anyone or everyone team. Start firing questions at each other in which they should answer almost immediately. If you want to discuss or contend any answers do it! Questions you may want to fire at someone include: ‘Blue or red?’, ‘TV or film’, ‘chocolate or crisps’, ‘hot or cold’, ‘city or countryside’, ‘apple or orange, ‘beer or wine’, ‘Monet or Manet’, ‘plane or boat’ or ‘legs or arms’.
 
- __What is the order of Monopoly property colours that you buy?__
 
- __Which historical era would you like to live in?__ If you want a bit of a rogue extension to this question, ask people to detail their narrative from birth to death in that era.
 
- __If you run at the speed of sound would you still be able to hear the music playing from your headphones?__

![Quick team building icebreakers - PeopleGoal](//images.ctfassets.net/6g4s9n00xmsl/46DJvvwkIzIFTsXudkERFE/86877b41d8779f62dd83ca894a63708a/Icebreakers_for_team_building_2.PNG)

There are loads more weird and wacky icebreaker questions to help team building and you’ll be surprised how popular the topics turnout to be and how much debate they actually create.

Try them out for yourself at your next team building session… wherever that might be.

__And in case you were wondering what animal would you choose to fuse together , the correct answer is bottom half ostrich.__

Using quick team building icebreakers can help reduce anxiety and bring people together. We have put together some smart and funny examples.

17 Quick team building icebreakers

Using icebreakers helps to break the ‘ice’ which usually forms when unfamiliar people first meet. 

17 Quick Team Building Icebreakers

__You’ve tabulated the results of your performance review process, gotten all the signatures and approved the associated personal development plans - performance review cycle completed. But before you have too much time to relax and pat yourself on the back, it’s already time to plan for the next cycle. If that thought seems scary to you, maybe it’s time for a performance review of your performance review process.__

Whether you are a HR director, a manager, or an employee, there is probably something you’d like to change about the performance review process. Maybe you’re a small team and you’re just emerging into the realm of performance management. Or you’ve recently expanded and looking to scale the process to even more people. No matter the situation, what can you do to make the next review cycle the best one yet? Here’s where to start:

## 1. Include a self-assessment

The benefits of employee self-assessments are numerous: they increase buy-in and make reviews feel collaborative instead of punitive; they allow both parties to raise valid points and have a conversation instead of a lecture; they ensure that employees are prepared for the conversation and have information to back their performance. If you don’t currently have a method in place to include the employee themselves on their reviews, the only question is; __Why?__

## 2. Put it in the calendar and set expectations

Even the most well designed performance review processes can still be difficult at times. They require time, self-reflection and often answering hard question. An easy way to take away some of the worry employees may feel is make sure to provide structure and clear instructions. Start setting reminders well in advance and make sure new employees, who may not even know what a performance appraisal is, know exactly what the process will look like. Not only does this help avoid surprise and defensive attitudes during reviews, it can also help us remember things to include so we aren’t scrambling to complete the review the day before.
![performance review process timeline](//images.ctfassets.net/6g4s9n00xmsl/RT6w73CAFwYYMCCUiizkU/a4dc54ba99c95bed721350e822bdee95/performance_review_process_timeline.PNG)

## 3. Consider the whole picture

If you were asked right now to rate the healthiness of your diet over the past 12 months, how representative of the full year do you think your answer would be? You might remember what you had for lunch or that New Year’s resolution to eat more veggies, but chances are your answer will be skewed to account for only the most recent and the most noteworthy. If you are tracking individual goals, gathering 360 feedback or having timely manager check-ins, but not reviewing that information for each review cycle you are leaving precious data on the table. Even if you are just starting to gather that type of data, imagine if you could see a summary of all that information as you consider what you’ve done well and where you need to improve.

![performance review process](//images.ctfassets.net/6g4s9n00xmsl/4vHWFF6GplobuloR6CGFl3/fc678a9d2ef72b45c0616a6732a7608b/performance_review_process.png?w=1000)


After all, the performance appraisal is only one piece of an effective performance management process. Read more about what performance management is [here](https://www.peoplegoal.com/blog/employee-performance-management-just-what-is-it).

## 4. Stay positive!

A big reason we fear the performance review is a stigma that it is all doom and gloom. Anything we do to relieve this fears can make for a more comfortable and productive conversation. And don’t forget to cover [achievements, recognition and good feedback](https://www.peoplegoal.com/blog/70-useful-performance-review-phrases-for-every-function) in addition to areas for improvement and feedback. [Here are 70 questions and phrases](https://www.peoplegoal.com/blog/70-useful-performance-review-phrases-for-every-function) you will find useful when designing performance appraisals.

## 5. Make it timely

Does your review cycle allow set up employees to success? Just like our New Year’s resolution for eating healthy gets most attention during the end and beginning of the year, if you only measure performance annually, there’s a chance useful feedback on areas for improvement in not delivered in time to make an impact. Many organizations are moving away from the annual review in favor of bi-annual, quarterly or even bi-monthly reviews. Consider if the current cycle you are using gives enough time for reflection as well as being flexible enough to give time for improvement.



## 6. Make it all align

It can be easy to slip into a mentality that performance reviews are only overhead and red tape. “Can’t I just do my job?” While some employees may just see their job as paycheck and a good performance review as a way to keep collecting it, an engaged employee understands how their individuals efforts are crucial and appreciated in the organization at large. Then, aligning individual goals to larger company objectives can help give work a meaning.
![performance review process alignment](//images.ctfassets.net/6g4s9n00xmsl/5hz6f72DcHRAEBNiy8E7de/16255a81a24a6abc3fa2f1a6dc342011/performance_review_process_alignment.PNG)

## 7. Add another performance dimension

Traditionally when we think about performance we are thinking about the past. And while we can certainly learn from the past, a good manager also considers another dimension of their employees - potential. While we might keep a performance rating as the final yardstick, capturing potential also opens up the conversation and can highlight obstacles an employee may be facing that prevent them from performing to the fullest.
![performance review process ratings](//images.ctfassets.net/6g4s9n00xmsl/4HcBWqFhJ0eyZ0vb8QCyWX/c088a43be9b77fd8df4e7cc1fac3f793/performance_review_process_ratings.png)

## 8. Look to the experts

Google is often considering the poster child of performance management, but that doesn’t mean you have to follow their system step-by-step. Consider what competitors or similar sized businesses are doing. Are the industry standard measures employees can strive for? Or company level KPI’s that show where you are headed as an organization? Benchmarking can also help us gain perspective on what’s working and what is not.

## Software isn’t enough

Now at this point, you might start to wonder on what kind of site you’ve found yourself. Peoplegoal is an online employee experience platform and we truly believe that we can help you make your next performance review cycle low stress. You can request a consultation [here](https://www.peoplegoal.com/book-a-demo). But at the end of the day you’ll only get out of your software what you put in just like you can’t expect a broken process to deliver your ideal results.

There’s no shortcut to running an effective performance management process, but it is definitely worth the effort to design something that works for you and your direct reports. What’s the biggest pain point you have in your current process or while designing your process? We’d be happy to lend an ear whatever it may be; contact@peoplegoal.com

Employee performance reviews hold employees accountable for their work. Through self-assessment you engage them in the process and more importantly give them a valuable chance to reflect on their own work. 

The employee performance review process is a proven method to measure employee performance. We have put together 8 focus areas to help you manage the process.

How to run an effective performance review process in 2019

performance review process gives an opportunity to your employees to reflect on their work and identify areas of improvement to upskill. 

How to set up an effective performance review process

Whether you are a HR director, a manager, or an employee, there is probably something you’d like to change about the performance review process.

__Human Resources Functions can seem like a bit of a black box from an outsider's perspective. Depending on the size of your organization, there may be just one person in the role or a large team. Even if you’re a growing small business though, there is a demonstrable benefit of having a dedicated resource to organize and standardize the employment process. The Human Resources department is not there only for human resources management but also to ensure the long term success of the company by managing the needs of employees and allowing them to be effective in their roles. Let’s review some of the key functions of Human Resources to emphasize the importance of the role they play:__

![8 HUMAN RESOURCES FUNCTIONS](//images.ctfassets.net/6g4s9n00xmsl/6wsp5oGQVIWR3I1g547I4O/8aa5a372a97a3e0ea05b1c9a8f3efb83/8_HUMAN_RESOURCES_FUNCTIONS.png)
## Recruitment and selection

It takes time and planning to attract and recruit highly talented employees. In addition to scheduling interviews, screening and communicating with a large pool of candidates, the HR team must also make sure individuals are a good fit for the company and team. Not to be overlooked is the [onboarding process](https://www.peoplegoal.com/blog/5-key-employee-onboarding-process-steps-to-master); making a good first impression can pave the way for a productive and engaged employee long term.

## Training and Development

Once we’ve found the best talent, it’s time to provide training to enable them to complete their assignments. Whatever the training is, it needs to be customized to the organization so that we understand the “why” when we begin to perform our role. Even professional employees have room for growth, and proactive companies anticipate and offer development opportunities for employees to grow their skills in ways that benefit both the individual and the organization.

## Company Brand and Culture

Often overlooked is the role the [Human Resources](https://www.peoplegoal.com/blog/company-culture-and-human-resources) plays in creating and maintaining the company brand and culture. Just as on-the-job training prepares employees to complete tasks, introducing new employees to “how you do things here” is important to make sure they feel included and are aware of how to communicate and interact with others. This is also related to the brand or the “who we are” of a company. Promoting and reminding everyone of the vision and mission of the organization ensure we are living up to those principles in everything we do.

## Safety and Health

If you think of a workplace in terms of Maslow’s Hierarchy of needs, we first must make sure that everyone has their basic needs cover: comfortable working space, reasonable temperature and access to food/water, and feeling safe. In addition to supporting a comfortable work environment, HR should also have an open-door policy to hearing feedback and managing workplace misconduct that can lead to hostile work environments. Of course, physical safety is also of importance and HR may be involved in ensuring accessibility for employees in up to par. Many employers now offer no-cost healthy snacks for employees to incentivise healthy habits and increase productivity.

## Performance Management

Performance appraisals are important not only because they allow you to track performance over time, but they also can help identify areas for improvement and opportunities for growth. Although the review itself will likely be carried out by a manager and employee, the HR team is often responsible for tabulating and verify the results and taking or suggesting corrective action when required. The review process doesn’t have to be all doom and gloom: you can incorporate a second dimension of performance, like potential, to highlight where employees could set stretch goals to improve in the future.

## Succession Planning

Even the greatest companies to work for have turnover, but the best ones monitor and predict it both to intervene and keep talent but also to make sure vital roles are always filled. As a key player in choosing employees for advancement and management positions, Human Resources should take into account not just performance (being good at your job), but also reputation, feedback and leadership skills. This ongoing process links to recruitment as well, as the team should plan and be aware of current and future staff demand.

## Compensation and Benefits

While you might associate these two with the recruitment process, compensation and benefits should also be reviewed and update based on promotions, change in roles and other factors. Understanding what competitors and understanding the demand in the market is crucial to offering competitive incentives to maintain employees. Additionally, the HR department is often involved in evaluating and setting up perks programs that recognizse and reward employees for doing exemplary work. Sometimes small, intangible or personal gestures are as effective as monetary compensation.

## Compliance and Legal

Depending on your place of business, there are likely labor laws or other regulations that define the relationship between employer and employee. The HR team must understand these legal matters to ensure the company and the employee are protected. This may include, but is not limited to employee contracts, payroll legislation, regular leave calculations, and government and tax reporting.

In addition to these 8 areas, Human Resources frequently partner with other departments or functional areas to execute company objectives. For example, role definition may be handled in part by line manager and HR to ensure candidates are brought on board to fulfil specific needs. In conduction with the legal team they may also maintain and produce documents as required by law. And even not directly involved, HR works as a mediator between fellow employees, managers and executive leadership to settle disputes, disseminate information and provide advice.

As you can see, the role that HR plays is very important and can have measurable impacts on company performance. To manage this large workload, many organizations begin to use a Human Resource Information System, to track and document employee details. Contact us [here](https://www.peoplegoal.com/request-a-consultation) to find out more about how PeopleGoal is helping HR teams across the world maximize their productivity while engaging, motivating and developing their employees. Keep reading to find out more about [HR trends in 2019](https://www.peoplegoal.com/blog/hr-trends-to-watch-in-2019) and what you should be looking for in a [HR software](https://www.peoplegoal.com/blog/the-new-age-evolution-of-hr-software).

There are 8 key Human Resources Functions to focus on when creating your HR department. Having an HR department can have positive effects on company performance. 

Human Resources Functions: 8 areas to focus on

8 human resources functions

There are 8 key Human Resources Functions to focus on when creating your HR department.

__You may have heard the phrase “Leaders are born not made” and if you’re like me, that sentiment is a bit unsettling. While there are definitely inherent personality characteristics that might help us lead a team. Although, some are more likely to step up and take the reins than other, this idea ignores our ability to learn and grow as individuals. Moreover, leadership requires adjustments based on the situation, the team and the vision for the future. How do you think the greatest leaders of the past 100 years would fare running your organization in 2019?__

The question is unfortunately impossible to answer and since we don’t have the time to argue Nature vs. Nurture at length, let’s cut to the chase - whether or not you think of yourself as a “leader” or not, there are things you can do to be effective at leading when the time comes. This happens by understanding the types of leadership styles and your own strengths and applying them appropriately. While there are millions of dollars and research poured into understanding leadership that can point us in the right direction, at the end of the day the practical, observable behaviors of a leader are more art than science.

Firstly, let’s talk a little about leadership because it is often confused with management. While the two are related and leaders do need to be able to manage people and projects they are not one and the same. Consider what Dwight Eisenhower said about leadership: __“Leadership is the art of getting someone else to do something you want done because he wants to do it.__” Think of management as the day-to-day, getting things done skills and leadership as the inspirational and motivational aspects that help us understand why we’re doing what we doing and supports us in our efforts.

Now we can discuss the most common types of leadership styles and for that we will draw for Daniel Goleman who wrote about the [leadership styles that get results](https://hbr.org/2000/03/leadership-that-gets-results):

![Effective leadership styles for managers in 2019](//images.ctfassets.net/6g4s9n00xmsl/44YZeBqaEJ0CA2o14Y8tte/53ee386d4e93f5fb727d5c0662978e9b/effective_leadership_styles_for_managers_in_2019.png)


## Authoritarian

First we have authoritarian leadership, and as the name implies it focuses on control and chain of command to achieve results. While you don’t have to be a dictator to use this style, authoritarian leadership style certainly inv olves direct supervision, unwavering support of the message from leadership, and more one-sided feedback and communication than other styles.

## Paternalistic

Next is paternalistic leadership, which could rightly be renamed parentilistic (if that were a word), because the idea is centred around treating subordinates as a parent would. Proponents of this style would posit that creating a close-knit relationship based on trust will lead to higher loyalty and commitment rates because of a shared connection.

## Democratic

Democratic leadership builds upon the notion that a leader isn’t someone who necessarily knows everything about everything, but is someone who is willing to listen to others, able to synthesise opinions and concede to popular opinion within reason and when backed up by evidence. Using this leadership style can lead to more group buy-in as members feel they have a voice, but only works best when everyone has knowledge or skills to contribute and are willing to.

## Laissez-faire

Once again, borrowing from the political and/or economic behavioural science, laissez-faire leadership can be described as leaders who allow their followers to do work and make decisions as they see fit, with little direction or restraints from the leader. Although at times we do have groups who are mostly self-sufficient, laissez-faire can border upon not being a leader at all if we are not providing enough of a vision or incentive for team members to do their part.

## Transactional

Transactional or exchange leadership is built around rewards and punishments. Like a carrot and a whip, this binary style presumes that good outcomes and bad outcomes are influencing by either the fear of punishment or the anticipation of a reward. You can think of the relationship between leader and follower as process or transaction that has set rules and outcomes and doesn’t particularly concern itself with outside pressures or environmental factors.

## Transformational

Finally, transformational leadership is in some respects the opposite of transactional leadership. While the transactional leader is more concerned with keeping the status quo and only adjusting one or two factors to get results, the transformational leader is open to understanding what needs to be done to truly inspire followers and is willing to step outside their comfort zone and change how things are done to motivate others. This style is more focused on relationship building, charisma and inspiration to get other on board with the big picture and thus be convinced to complete their individual contribution.

Six is a nice, even number but the truth is these are just the tip of the iceberg when it comes to leadership styles. And while there is [a lot](https://www.mindtools.com/pages/article/newLDR_41.htm) [more reading](https://hrtechweekly.com/2019/05/06/what-do-steve-jobs-tim-kobe-dan-goman-and-the-like-have-in-common-disruptive-leadership/) [you can do](https://joshbersin.com/tag/leadership-development/) [](http://www.apple.com/uk)on them, you’ve come here for the most effective leadership style that you can start using right now. So what is it??

You may have seen this coming, but the right answer is there is no right answer. All of these styles can be effective, given the right context. The most effective style will definitely depend on your skills, the situation, and the people who will be looking to follow you. But that doesn’t mean we can’t learn something from these styles.

## You are a leader

You are. Really. It may not feel that way and you might think you’re not ready, but we all have the ability to lead. It really comes down to the “why.” After all, it’s pretty difficult to convince somebody else to do something if you can’t even explain why it should be done in the first place. You will see your style shine through when you’re really excited about doing something and it is easy to engage others into being a part of it.

Ready to learn more about how you can engage others at your organization? Get in touch to chat about how PeopleGoal can help at <jeshua.rains@peoplegoal.com> or [subscribe to our newsletter](https://peoplegoal.us3.list-manage.com/subscribe/post?u=431c78bd5c463e06d7d0aba34&id=150d783371) for more tips and ideas.

Great leaders are behind a success of great businesses. There are various types of leadership styles that can help you lead your business and team members as well as to develop leaders yourself. 

Great leaders are behind a success of great businesses. There are various types of leadership styles that can help you lead your business and team members to success as well as to develop leaders yourself. 

Effective leadership styles for managers in 2019

Leader leading the dream team from her desk

Effective leadership styles for managers

Various leadership styles have various outcomes. Find out what is the best way to reach your targets and lead your team to success.

An Employee Performance Improvement Plan (PIP) is a formal document expressing any continuous and/or recurring behavioural and performance issues as well as planning attainable goals for a given employee. The employee PIP usually outlines a specific timeline for the employee to regain a level of standing at the organization.  

<iframe width="560" height="315" src="https://www.youtube.com/embed/HRearjbCWt8" frameborder="0" allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen></iframe>

## How to use an Employee Performance Improvement Plan?


An Employee Performance Improvement Plan is used to help employees meet goals which may they be struggling to meet, as well as attempting to curb maladaptive behaviours. At a reduced level, an employee PIP can be viewed as a probationary period for employees – with many people regarding an employee PIP as the initial stages of dismissing an employee. This may be the case in some situations, but PIPs can be beneficial for both the employee and the company (in many cases a PIP signals that the company want to keep the employee). A Performance Improvement Plan is a structured approach targeting improvement through talent management strategy and formal documentation.  
![Performance Improvement Plan Definition](//images.ctfassets.net/6g4s9n00xmsl/65l1vp9uUil0xKi5Vr94LB/3da9cc7fa661198c3641e86dbcf5f047/Performance_Improvement_Plan_Definition.PNG)

Management will work with the employee to design an Employee Performance Improvement Plan, and is an attempt to facilitate discussion to discern the exact areas for improvement. In all cases, managers and HR representatives should continuously review the plan. This will help to ensure that employees are adhering to the outlined plan and that the treatment of employees who are on a PIP is fair. The manager should continuously monitor and [provide the employee with feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) regarding their performance, and if needed may take further disciplinary action.

The ultimate goal of a Employee Performance Improvement Plan should always be to find a satisfactory solution for both the employee and the organization. Clear communication between the manager and the employee allows for a more effective employee PIP.



## When should you implement an Employee Performance Improvement Plan?

Employee Employee Performance Improvement Plans are best implemented when an employee is struggling. Managers should be able to pick up on signs of an employee struggling.  Some of the signs that may suggest an employee is struggling are: decreased productivity; decreased engagement, those who are taking more time off or are becoming unpunctual. Beginning the Performance Improvement Plan process should happen when there is a clear trend of negative performance.

Other reasons why you may implement a Performance Improvement Plan include:

- During an employees’ probationary period with the company.
- If an employee has traditionally been a good employee but has been showing a recent anomalous trend in poor performance.
- If an employee is showing poor performance in a small number of areas, but shows good performance in most other areas.
- When your employee handbook does not have a proper strategy for performance improvement, the PIP offers a viable alternative.
- When an employee is experiencing personal problems which may have affected their performance recently.

## What are the benefits of an Employee Performance Improvement Plan?

There are a number of benefits associated with a Performance Improvement Plan, namely: engaging employees by providing them with the power to change their performance and behaviours; provides employees with detailed feedback and specific areas for improvement and shows the employee that the organization recognizes individuals’ current challenges. Further, having a PIP process in place, the potential risk of litigation is reduced if performance does not improve and dismissal occurs.

## How can you improve the effectiveness of an Employee Performance Improvement Plan?
![Performance Improvement Plan Effectiveness](//images.ctfassets.net/6g4s9n00xmsl/2rWDAkKqs631GXBLvDF8zk/7de6e2509babc5597f2a0e5714484f2a/Performance_Improvement_Plan_Effectiveness.PNG)

### 1. 	Set Clear Goals

Providing clarity achieves the employee to have total understanding of what their objectives and goals are. Conversely, not providing clarity will lead to the employee asking more and more questions as well as heightening their confusion. Employees need to understand what their specific objectives and [goals](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team) are. The more precise the goals are, the easier achieving them should be.

### 2.	Communication 

The employee Performance Improvement Plan is a collaborative process – employees and managers alike should be able to talk freely about their current difficulties as well as how they plan to achieve the superordinate goals. Employees may become disengaged and act with malevolence towards the Performance Improvement Plan. As a manager make sure you [provide clarity to the employee concerning your expectations](https://www.peoplegoal.com/blog/manager-one-on-one-meeting). As an employee keep in contact with manager in order to follow the PIP as effectively as possible.

### 3.	Regular check-ins	

Almost as an antecedent from the previous point, regular check-ins are particularly important in improving the effectiveness of a Performance Improvement Plan. Regular check-ins provide structure, but more importantly they provide a consistent direction, preventing employees from going off track.

### 4.	Root Causes

Perhaps there is an underlying root cause associated with the negative trend in their performance. Have they recently undergone a family bereavement or other personal issues? Is there something troubling them in their professional life – do they want greater challenges? Try and talk through any potential issues that the employee may have with honesty and respect. [Discuss](https://www.peoplegoal.com/blog/employee-manager-meeting) whether they feel it is getting in the way of their performance, and discuss how best to deal with it.

### 5.	Positivity

Although the employee is on an Employee Performance Improvement Plan due to areas which need improvement, there is almost always going to be positive aspects. Convey to the employee that they are a valuable member of the company. Emphasize the positive sides of their employment. No one wants to be told that they are bad at their job, and being placed on a PIP it is inevitable that this thought may cross their mind.

### 6.	Structure

We have talked about structure above and it is almost an overarching theme in Employee Performance Improvement Plans. Perhaps the most important element of structure is creating a timeline of what you (as the manager) expects from the process. Organise regular check-ins as well as formal meetings with the employee and track their performance. Provide employees with a pre-defined structure as to what you expected and within a given time frame.

### 7.	Provide extra support and/or training

Don’t let the employee struggle on their own! A good tactic to improve the effectiveness of your PIP is to provide extra[ support](https://www.peoplegoal.com/blog/talent-management-and-development). Harking back to point four: root causes – it is important to recognise that the result of poor performance may have been caused by a lack of training. If an employee has gone through a poor [onboarding process](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters) with minimal support, they may struggle when given tasks with real responsibility. Moreover, if an employee receives a promotion or greater workload without the pre-requisite training then they are often going to struggle which will reflect poorly on their performance. 

Once you have identified a skill gap decide how best to bridge it. Think about formal courses, job shadowing a colleague or assigning the employee a mentor.

### 8.	Clarity in consequences

The aforementioned elements to making an effective Employee Performance Improvement Plan take a relatively positive outlook – and this is important! But it is also important to make sure the employee knows that there are clear consequences if performance doesn’t improve. There needs to be pre-defined, clear and transparent consequences outlined at the beginning of the PIP process.

Hopefully following these guidelines, you will have a successful PIP. Following a successful Performance Improvement Plan, it is important for the manager to remain somewhat vigilant. To make sure that your plan is effective, you cannot let the employee slip back into their old bad habits after a couple of months. Make sure to have routine check-ins, track their performance and have regular discussions about where and how they think they have improved (providing an element of positive reinforcement to the overall Employee Performance Improvement Plan process).

## Employee Performance Improvement Plan Samples

We have created two Employee Performance Improvement Plans templates which you can download for your organization. 

There’s a number of key, underlying themes in a PIP and in the sample PIP’s provided. You may wish to include these topic areas:

### Sample 1
In this example we have included the following categories:

__Employee Information__ - Information outlining who the employee is, what their role is and who their manager is.

__Target Area__ - Outline behavioural and performance issues, detail specific examples of where and when standards have not been met.

__Expected Standard__ - Outline what is expected of the employee with regards to performance and behaviour.

__Improvement Actions__ - Detail what actions need to be taken in order to meet the required level of performance.

__Training and Support__ - agree upon what training and support the employee may need to improve their performance.

__Check-in and reviews__ – schedule periodic meetings to track performance and discuss potential barriers.

__Final Review__ - in specific detail, log any improvements made in the target area. Document any instances of unacceptable or exemplary behaviour, be as detailed as possible. Record quantifiably if the incident is re-occurring. Substantiate your evidence by attaching any physical documentation.

__Acknowledgement__ - an acknowledgement from the employee, recognising that they are being placed on a PIP. The employee acknowledges that failure to meet and sustain the required level may result in further disciplinary action.

You can access them here:

![Employee Performance Improvement Plan template 1](//images.ctfassets.net/6g4s9n00xmsl/6GEw5Ef9GlNAKJqnYv8SAb/954084e58c5b65c5f82dbab0a6d11c90/Employee_Performance_Improvement_Plan_version_1.PNG)


- [Google Docs download - Performance Improvement template - Version 1](https://docs.google.com/document/d/1BGU_c1vaeRZ4LavDXrhGULwh2NIaqU-KHHo9vAgrqLM/edit?usp=sharing "Performance Improvement Plan - Sample 1")

### Sample 2:

__Employee Information__ - Information outlining who the employee is, what their role is and who their manager is.

__Reason for PIP__ - give detailed reasoning, providing specific incidents and dates about where standards have not been met.

__Expected Behaviour/Performance Change__ - what is expected, the given timeframe, training and support requirements and any additional information.

__Check-ins__ - schedule regular dates to log and track any behaviour/ performance change

__Route for improvement__ - Recognise whether the employee needs support. This may come in the form of training, workshops or a dedicated mentor.

__Check-ins & Final Review__ - Schedule regular meetings to track positive or negative change. At the end of the scheduled plan, dedicate a meeting for an in-depth review of the employee’s performance.

__Acknowledgement__ - an acknowledgement –not an agreement- from the employee, recognising that they are being placed on a PIP and the reasons why. Further acknowledging that failure to meet and sustain the required level may result in further disciplinary action


![Employee Performance Improvement Plan template 2](//images.ctfassets.net/6g4s9n00xmsl/3i5GyvLDLL29AbpYKrmNTe/02918e6ebc323e1400aa1b8f8f3d5009/Employee_Performance_Improvement_Plan_version_2.PNG)
- [Google Docs download - Performance Improvement Plan template - Version 2](https://docs.google.com/document/d/1MLFP4QDmkItS1tInY6jdoJDUqIGMpnWi-H0ZSS5RQUM/edit?usp=sharing "Performance Improvement Plan - Sample 2")

An Employee Performance Improvement Plan is a formal document created to address performance issues with an employee.

Employee Performance Improvement Plan: 8 tips to make it work

Performance Improvement Plans for employees

Performance Improvement Plans

Learn how to make an Employee Performance improvement Plan (PIP).

__Employee experience journey mapping can help you create positive experiences for your employees and improve the employee retention in your organization.__

## What is an employee journey?

According to [digital HR tech](https://www.digitalhrtech.com/employee-journey-mapping/), an employee journey is “the time an employee spends at a company, starting when the employee applies to the organization and ending when the employee quits the organization.” And the time between those two moments is what creates the employee experience.

## What Is Employee Experience Journey Mapping?

Just like in a customer journey there are critical moments that have an impact on employee experience. These moments can significantly influence employee  performance . A technique increasingly used by many organizations is facilitating employee journey mapping to evaluate and improve employee experience in an organization.

## How to implement employee experience journey mapping?
![4 STEPS TO EMPLOYEE JOURNEY MAPPING](//images.ctfassets.net/6g4s9n00xmsl/37TedQFc2qEsWx97OmWmvy/3b8f015476078f48df11f3607bf00292/4_STEPS___TO_EMPLOYEE_JOURNEY_MAPPING.png)

### 1. Segment your workforce

Similarly, to the varying customer segments having different needs, your employees are likely to have different experiences based on their interactions with your company. If you have any front of house employees, they will have very different experiences to your staff in the office. Experiences of staff with more technical roles such as engineering and IT will differ to those from marketing and sales.

Creating personas can help you develop effective solutions to meet their needs and behaviours. Therefore, to build up effective personas you should take into account the typical behaviours, challenges and gains of each of the segment rather than their demographics. To do so, you might need to involve people from different teams to really capture the various journeys they go through.

Luckily for you, there are some amazing templates that can help you bring your personas to life. You can download [a workbook from UX Design Kit](https://uxdesignkit.com/) that will not only provide you with a template to build up your personas but also provide you with understanding of user centered design and other tools such as interview format to evaluate the experience of your users or user journey templates. Similarly, you can download [an eBook on The Basics of User Experience Design](https://www.interaction-design.org/literature/article/what-is-interaction-design) by Interaction Design Foundation, that will provide you with templates and guides how to use them.

Moreover, if you really want to get into the needs of your personas [empathy map canvas](https://gamestorming.com/empathy-map/) can provide you with deeper level of understanding of their needs. It can also help you identify the gaps in your understanding of your employees’ behaviours and needs. By identifying these gaps, you can see what needs to be further researched in order to provide positive employee experience to your employees.

### 2. Identify ‘Moments that matter’

Once you have segmented your workforce, the next step is to determine the ‘moments that matter’ for each of the personas. As we said before the experiences of each of the segment are likely differ and so the important moments are also likely to be different.

Yet, there are also moments that are significant to each of the employees such as the first day at work or first 1-on-1 meeting with the manager. The easiest way is to think back to your career and use your common sense. There are also various categorizations you can facilitate when mapping the employee experience. For example, Jacob Morgan in [The employee experience advantage](https://www.amazon.co.uk/Employee-Experience-Advantage-Employees-Workspaces/dp/111932162X) differentiates between specific moments (such as the first day at work), ongoing (communication between a manager and their employee) and created (such as a company mental health awareness week).

Tom Haak from HR Trend put together [a collection of moments that matter](https://hrtrendinstitute.com/2018/05/14/moments-that-matter-a-catalogue/) that can help you establish your own framework for each of the segments. You might also want to look at the employee experience from the perspective of employee engagement. That way you can divide an experience of every employee into 4 sections:

#### Establishing employee engagement


Establishing engagement includes the hiring process since their saw your job advertisement until their first day with you. Organizations often overlook that the way how they manage their hiring process, the efficiency of their communication and information provided before an employee start their new job can have a significant effect on their employee experience. Similarly, onboarding process can affect the performance of your employees as we discussed in one of our previous articles. Thus, you should carefully determine each of the [steps in an onboarding process](https://www.peoplegoal.com/blog/5-key-employee-onboarding-process-steps-to-master) to engage with your employees from the day one.

#### Engagement continuation

Once you have established engagement with your new employee and they feel comfortable in your organization and confident with their job you need to ensure to keep them engaged. Implement a performance management process including goal setting, ongoing feedback and regular reviews. This approach will allow you to keep your employees engaged and identify any potential challenges at their early stages.

#### Employee re-engagement

Sooner or later every employee starts to lose their interest if they do not feel their career is progressing. Make sure to communicate what career [development](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) is available to every employee. What are their opportunities for growth? Is there any training available to upskill? Maybe all they want is relocate? Are there any personal inflences affecting their work? Are they starting a family and need better life-work balance? Do they care for their wellbeing and need support?

#### Employee disengagement

Like it or not, there will always be employees leaving your company for various reasons whether it is retirement, desire to progress faster or even completely change career. The important thing for you, is to ensure collecting the data from these employees. Schedule an exit interview with all of them. Is there an opportunity for further collaboration? Could they potentially become advocates for your business after retiring?

### 3. Implement and align measuring strategy of different stages

What are the key metrics at each of these stages? Who is responsible for management of each of the stages? Your HR department is likely to be in charge of the hiring and leaving process while specific teams will be responsible for the others. Make sure everyone agrees on a consistent strategy. Lastly, do not make your life harder than it needs to be; collecting quantitative data will allow you for an effective analysis. Furthermore, make sure to implement the knowledge from feedback and data you already have. 

### 4. Visualize Employee experience map

There are various employee experience mapping tools. Alternatively, you can make one in a table or draw by hand. You can do anything that would meet the needs of your company the best. And if you need inspiration Tom Haak also wrote an [article covering the trends in employee journey mapping design](https://hrtrendinstitute.com/2018/10/29/trends-in-employee-journey-maps/).


Employee experience mapping can help you provide positive experience to your workforce and retain the best talent. It can also help you identify the areas of improvement and evaluate the efficiency of processes in your organization. However, if you really want to make the most of it you should integrate it with employee engagement surveys. That way you develop an in depth understanding of the needs of your workforce. If you are interested in reading more, have a look at our blog on [best practices in employee engagement surveys.](https://www.peoplegoal.com/blog/best-practices-in-employee-engagement-surveys)

Employee experience journey mapping is a method can help you create positive experiences for your employees and improve the employee retention in your organization.

Employee experience journey mapping is a method that can help you create positive experiences for your employees and improve employee retention.

Employee experience journey mapping

Employee Experience Journey Mapping

Employee experience journey mapping can help you create positive experiences for your employees and improve the employee retention in your organization.

## "Human Resourses"

__Wait, that's not right...__

If you found this blog, chances are you’re one of 500 people each month who search human resourses with a third “s.” Welcome to the club! Don’t worry - we don’t have a spelling lesson planned for you. But we do think it’s a good time to discuss what Human Resources really is (regardless of how you spell it) and also how this often overlooked department can be the key to achieving the business performance you are targeting.

The idea of treating workers as more than just a labor source was a novel idea before the early 20th century. But changes to the workforce as well as the type of work required led to labor management in the 1920’s. While it didn’t look exactly like a modern HR department, the purpose did revolve around similar tasks, like hiring, firing and settling disputes.

Fredrick Taylor’s scientific management approach and the ensuing research it inspired during this time began to look at improving efficiency of workers. This approach necessitates quantification and helped formed the idea of performance appraisals as we use today, but arguably relegated employees to being variables that could be tweaked as required.

Even more workforce changes following the second World War and government regulations regarding workers and union saw the rise of personnel management. While conditions for workers were improving, the focus continued to be on industry relations and the perception of the associated rules being “red tape” began to from among employees.

Advances in the social sciences during the 60’s and 70’s helped to bring a more humanistic approach to understanding what factors influencing performance, but it wasn’t until the 1980’s that the term “Human Resources” began to take off. The idea was simple - employees aren’t just an input to achieving results; they are resources that add value but also require and deserve nurturing.

This is a (very) abridged version of the history of Human Resources and you the [Charted Institute for Personnel Development](https://www.cipd.co.uk/about/who-we-are/history) gives much more detail, but the question is what is HR in 2019? Or rather what should it be?

For many people, a Human Resources department seems like a back office only operation: maintaining the paperwork, reacting to complaints and monitoring performance. But as companies begin to face increased pressure, from management, employees and customers, the Human Resources department and the impact it has on a culture has never been more important.

The department is likely charged with finding and hiring the best talent, overseeing onboarding and training, managing benefits administration from payroll and insurance to absence and holidays, administering and validating performance appraisals, offering or approving personal development initiatives, handling workplace disputes and grievances, ensuring legal compliance to employee centred legislation, identifying and developing managers, monitoring turnover and succession planning, and holding exit interview. Even with the plethora of HR tools designed to solve each of these issues, managing all this while being accountable to both executive leadership and individual employees can be a tall order. How can we accomplish everything while still keeping the employee’s interest t heart?

The key to treating humans as resources seems to be treating them as well, or better than your customers. Enter the employee experience platform: far beyond a series of siloed systems requiring too many passwords and clicks, Such a platform delivers an integrated experience that not only eliminates the annoyances of HR requests but also streamlines solutions that enhance the overall experience of the employee.

Industry experts like [Josh Bersin](https://joshbersin.com/2019/02/the-employee-experience-platform-a-new-category-arrives/) are confident that this new category of software will be the next big thing in Human Resources. Centralization of both employee and management tools will create better insights into the [experience of employees](https://www.peoplegoal.com/blog/employee-experience-journey-mapping) and opportunities to improve the experience quickly.

Just as the field has adapted to changes workplace factors in the past, modern HR departments must adjust to support employees that increasing want flexibility, challenging and fulfilling roles and access to technology to help them perform. And in many sectors where talent is in high demand, it’s most important to not only attract the best fit, but also [retain that talent](https://www.peoplegoal.com/blog/employee-retention) and help them perform to their full potential throughout their employee lifecycle.

While we might often look to compensation and perks to solve retention issues, but engagement is arguably more important. [An engaged employee is someone who “is](https://www.peoplegoal.com/blog/global-employee-engagement-trends) fully absorbed by and enthusiastic about their [work](https://en.wikipedia.org/wiki/Wage_labour) and so takes positive action to further the organization's reputation and interests.” Measuring and cultivate a culture of employees with this level of commitment and buy-in to company results requires careful consideration of all the factor that influence an employees’ experience.

Ready to learn more about employee experience platforms? Get in touch to see how PeopleGoal's highly configurable platform can help you take your first steps in improving your employee experience today.

If you found this blog, chances are you’re one of 500 people each month who search human “resourses” with a third “s.” Welcome to the club!

What's the deal with human resourses?

Human resourses

What's happening in Human Resourses?

What's the Deal With Human Resourses?

__Have you noticed the ever longer and warmer summers? How about the long-lasting cold winters? If you have not watched Our Planet, the effects of climate change are becoming more tangible every year. As stated in [a report](https://www.wcva.org.uk/about-us/news/2018/10/ipcc-new-report-%E2%80%93-impacts-of-global-warming-of-15%C2%B0c-above-pre-industrial-levels) by the Intergovernmental Panel of Climate Change: ” Human activities are estimated to have caused approximately 1.0°C of global warming above pre-industrial levels, with a likely range of 0.8°C to 1.2°C “ And [the experts warn](https://edition.cnn.com/2018/10/07/world/climate-change-new-ipcc-report-wxc/index.html) that if we do not make a radical change we could reach a 1,5°C difference by 2030 and face a risk of extreme drought, wildfires, floods and food shortages for hundreds of millions of people.__

## Sustainability at work and employee engagement


Similarly, people are increasingly looking for jobs that provide them with a meaningful purpose. Alignment of personal values and work can have a strong positive impact on employee engagement. In fact, according to [a study by](https://www.ey.com/Publication/vwLUAssets/ey-the-business-case-for-purpose/$FILE/ey-the-business-case-for-purpose.pdf) EY 89% of executives they surveyed said “strong sense of collective purpose drives employee satisfaction”.

The study further explains that leaders today face a challenge of revising the corporate-society contract with society and contribute to the societal wellbeing in a relevant way. In fact, companies that prioritize having a strong purpose tend to outperform those that do not. If you are still unsure [here](https://www.firstcarbonsolutions.com/resources/newsletters/august-2015-building-a-sustainable-workplace/building-a-sustainable-workplace/) are some further benefits of sustainable workplace.

Furthermore, talent retention and high employee turnover prove to be a challenge to organizations. As mentioned above, employees are increasingly driven by finding a higher purpose in their work rather than just financial stability and praise. Thus implementing sustainable initiative and finding ways how to lower greenhouse gas emissions and carbon footprint in your organization can have positive effects on employee engagement as well as the environment.

## Companies pioneering sustainable behaviour

As stated by [Bristol Green Capital](https://www.wcva.org.uk/about-us/news/2018/10/ipcc-new-report-%E2%80%93-impacts-of-global-warming-of-15%C2%B0c-above-pre-industrial-levels) just in Bristol over 900 companies pledged to work towards the shared vision of a sustainable city and [reach zero-net carbon footprint by 2050](https://www.bristolonecity.com/one-city-plan/). Increasingly more and more companies are linking their social responsibility with sustainability in the workplace to try to reverse the climate change and create purpose in their organizations. [Through taking care of the community and the planet businesses can also drive profitability and growth](https://www.forbes.com/sites/adp/2018/06/12/use-sustainability-to-attract-and-retain-millennial-employees/#46c44036d00c).

According to [an article](https://ssir.org/articles/entry/engaging_employees_to_create_a_sustainable_business) by a professor CB Bhattacharya and Paul Polman, the key to creating a sustainable company is to get all employees personally involved in day-to-day corporate sustainability efforts. As they explain companies such as IBM, Mark & Spencer or BASF are implementing sustainability into every employee’s job making a sustainable business model the new norm. Whole company cultures of businesses including [Patagonia](https://www.peoplegoal.com/blog/hr-lessons-from-patagonia) or [Everlane](https://www.everlane.com/about) are rooted in sustainability. These companies embrace radical transparency, source ethically and create products that are expected to last for years.

And on top of that, [academic research implies](https://www.researchgate.net/publication/325041932_Can_Corporate_Sustainability_Influence_Employee_Engagement) “that the more an employee perceive their organization to be involved in sustainability, the more likely they will feel a positive attitude towards the organization which may influence their behaviour.”

## How to develop an effective sustainability programme in your organization

To develop an effective sustainability programme in the workplace in your organization it should include these [3 types of programmes](https://www.greenbiz.com/article/4-reasons-fewer-employees-are-engaged-sustainability-and-what-do-about-it):

1. Role-based imperatives targeted to those employees that can drive direct change
2. Broader work-related initiatives that drive awareness and include entire organization
3. Personal initiatives that link professional and personal life

![3 STEPS TO DEVELOP AN EFFECTIVE SUSTAINABILITY PROGRAMME](//images.ctfassets.net/6g4s9n00xmsl/48KgRtigAMIcBE3iCAihIe/0636b58b6d1a5ad3a4d0b89a0558c426/3_STEPS_TO_DEVELOP_AN_EFFECTIVE_SUSTAINABILITY_PROGRAMME.png)

### 1. Role-based imperatives targeted to those employees that can drive direct change

Provide your employees with training on sustainability. Your sustainability programme will not work if the entire workforce is not onboard. Organize lunch and learn events, share digital resources, or encourage discussion among your employees. Cultivating Capital created [a list of useful videos](https://www.cultivatingcapital.com/sustainability-videos/) you can start with.

Empower your employees to take initiative and come up with new solutions to create a more sustainable business. Implement the solutions. It is likely they will have not only positive effect on the environment but also saves money for your business. You could also create a green team in your organization that will take the ownership of and manage work sustainability initiatives.

### 2. Broader work-related sustainability initiatives

In order to make the sustainability truly embedded in your company culture it is essential to promote it internally and externally. Firstly, ensure that your company mission reflects your values. Secondly, praise and recognize the efforts made across internal communication channels and provide proactive employees with rewards. Facilitate external channels such as social media and local TV or newspaper to share the efforts with the wider world. It will help you develop a reputation for caring for the right thing, attract talent as well as you might inspire other organizations to implement sustainability into their workplace.

Reducing impact of your organization can be a scary and longsome process. Fortunately, there is a myriad of [resources](https://www.bps.org.uk/sites/bps.org.uk/files/Member%20Networks/Divisions/DOP/DOP%20Going%20Green%20The%20Psychology%20of%20Sustainability%20in%20the%20Workplace.pdf) and companies that can help you make this happen. Large companies such as [Deloitte](https://www2.deloitte.com/ru/en/pages/risk/solutions/sustainability-and-csr.html) as well as smaller companies such as [Cultivating Capital](https://www.cultivatingcapital.com/), [Southwest Environmental Limited](http://www.southwest-environmental.co.uk/?gclid=EAIaIQobChMIvL6zyIqe4wIVipTtCh2x0QeqEAAYAiAAEgKEsPD_BwE) or [Eunomia](https://www.eunomia.co.uk/) in Bristol can help you develop a tailored strategy for your business.

### 3. Personal initiatives that link professional and personal life

Enable your employees to follow their personal values in their workspace. Enrich their experience with an opportunity to volunteer and participate in local causes and non-profit organizations and charities. However, you have to make sure they are aware of these opportunities and communicate them in an inclusive dialogue. If you want to get involved with local causes that fit your business vision but do not know where to start you can find an organization that will help you get involved with your community.

In Bristol, [Semple](https://semble.org/) partner local projects with businesses and volunteers to ensure they get the support they deserve.

Lastly, make sure to develop a matrix to measure the environmental effectiveness of your sustainability programme as well as its impact on employee engagement. An easy way to do so is to create an [employee engagement survey](https://www.peoplegoal.com/blog/best-practices-in-employee-engagement-surveys) targeted on your sustainable initiatives.

Environmental issues are everyone’s problem, although it is not enough for individuals to implement changes to their lives. Businesses should lead this change.

Employees are increasingly driven by finding a higher purpose in their work. Thus implementing sustainability to your workplace can have positive effects on employee engagement and the environment. 

Sustainability in the workplace can have positive effects on employee engagement as well as the environment. 

Sustainability in the Workplace

Sustainability in the workplace

Sustainability programmes are becoming a must have to organizations due to the growing environmental issues. They can also positively impact employee engagement and save enhance profitability of a business.

We’ve compiled a shortlist of things you could try to optimize performance. Before you delve into ways how to improve employee performance, it is vital you ascertain the reasons why your employees may be underperforming. The four most common reasons why employees may be underperforming are:

- Understanding: Do they understand the tasks they are being set?
- Capability: Do they have the aptitude and the training to do the job properly?
- Resources: Do they have the resources to do the job?
- Willingness: Do they have a willingness to do the work?

In order to understand where the poor performance stems from you must keep an open mind without jumping to conclusions. Vital to this is how you communicate with your employees, allow for an open discussion surrounding any issues that may be causing underperformance and how you address them directly.

![How-To-Increase-Employee-Productivity](//images.ctfassets.net/6g4s9n00xmsl/ZpWXozlpW3xAOEBScXzxl/26607eb1238ca3e12b38bc68a3ddfa24/How-To-Increase-Employee-Productivity.jpg)

For instance, you may find it is personal/domestic issues that are the cause for the decline in performance, therefore you may need to adjust regular standards for the employee whilst they work through the issue. If this is the case, you must make sure the rest of your team know without sharing personal details why you have made these adjustments for transparency, and to avoid any suspicions of favouritism which may have a negative effect on morale.

Once you have found which aspect, or aspects that the employee is underperforming in, there are a couple of steps you can take to address the issues in general:

## 1. Create an engaging workplace culture.

[Research suggests](https://blog.hubspot.com/marketing/11-employee-feedback-statistics?__hstc=108336221.8bdfcf84e539a1de2df3819d1e04cbaf.1534700358991.1534700358991.1534700358991.1&__hssc=108336221.1.1534700358992&__hsfp=541679824#sm.0000zms0qmo2hdbfror1ndhcdwatv) that employees are more engaged and motivated to work hard when they are recognized for their work, given regular feedback, kept in the loop and have the ability to collaborate between teams and employees. Moreover, your organization is a team, and just as in sport, each member must be invested in the end goal, or in other words, the company vision. Most of all employees want to feel appreciated, so take time to [create an employee appreciation culture](https://www.peoplegoal.com/blog/how-to-create-employee-appreciation-culture-in-your-organization) in your organization.

## 2. Communicate clear expectations.

Make sure employees know what is expected of them, keep communicating with them so that they stay on the right path, make sure that they can explain to you what they are doing so that you know they themselves understand.

## 3. Encourage wellbeing at work

Without stating the obvious, employee wellbeing is critically linked to performance. [Studies suggest](https://www.emeraldinsight.com/doi/abs/10.1108/SHR-01-2018-0009) that good employee wellbeing is vital to staff performance and productivity. So make sure you have steps in place to both monitor and take action to improve employee wellbeing. These can be via providing a gym membership, having mental health awareness days, having a cycle to work scheme or keeping your office a social place by hosting events after work hours. Either way, you should [strive to reduce stress](https://www.peoplegoal.com/blog/work-stress-awareness-what-can-help-an-employee-and-employer-perspective)!

## 4. Provide development opportunities

No one wants to be stuck in the cliché ‘dead end job’, so make sure your employees aren’t! Provide them with opportunities for lifelong learning, make sure they are constantly trained to use any new software or hardware implemented into the organization. Furthermore, make sure you have development plans organized for each employee, as this gives employees the ability to adapt their performance and achieve their objectives.

## 5. Motivate by performance

You need to work closely with your employees to create a motivating environment in which to work. Three ways in which you could increase motivation are by setting [performance goals](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team) whether they be OKR’s or [SMART](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) goals, providing performance assistance via resources and training and by providing performance feedback, [but make sure its constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback)!

All of these processes can of course be digitized. This will not only improve the experience for your employees, it will make the processes in your organization more efficient. Furthermore it will allow for a more streamlined way of communication for you and your team.

Employee performance is a key indicator for company success. However, understanding how to maximize employee potential can prove difficult and subjective.

How to Improve Employee Performance

How to improve employee performance

Making sure your business is performing well is a collective effort. It is highly dependent on the performance of your employees. Below are some effective ways how to boost performance of your workforce.

__Organizations are doing their best to increase employee engagement but [they are failing](https://www.peoplegoal.com/blog/why-employee-experience-matters) because they treat employee engagement as an one off activity rather than an ongoing process. To successfully increase employee engagement a company should set up recurring activities through out the year and measure responses rates. We came up with 30 activities you can introduce in your organization to increase employee engagement:__

![Tips to increase employee engagement](//images.ctfassets.net/6g4s9n00xmsl/6by0U3t2mtWwGEUlpOvYCB/ac1c7d2181c9ecbb54e958f6dd328d52/Tips_to_increase_employee_engagement.PNG?w=1000)

## 1. Show flexibility

Employees are increasingly expecting flexible benefits at work, but you don’t have to offer every possible option under the sun. Just proving that you’re willing to take responsible requests into consideration will build buy-in and rapport.

## 2. Ask for feedback

If you’re not already promoting a culture of [360° feedback](https://www.peoplegoal.com/glossary/360-feedback), it’s a great time to start! Remember to request feedback on how departments and management are doing to gain actionable insights. Making it easy to give feedback will increase participation.

## 3. Use feedback

[Getting feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and not using it is like leaving money on the table. Even if some good ideas for improvement aren’t immediately doable, acknowledge the issues and show the feedback has been received.

## 4. Share results

You don’t have to offer stock options to make employees feel like they have a stake in the company. Include them in the company performance, both good and bad, to show accountability and connectedness.

## 5. Be Social

Incentive internal networking. Hosting small events that encourage people to know who they are working with can help build lasting relationships. Make it easy to find and connect with others by using internal profiles that highlight both work and extracurricular interests.

## 6. Provide Essentials

It’s probably not surprising to you that [92% of workers say not having access to technology](https://www.peoplegoal.com/resources/whitepapers/human-resources-information-systems-in-2019) to do their jobs makes them dissatisfied with their work. Being able to do the work asked of them effectively is one of the first steps to getting engagement.

## 7. Provide non-essentials

Some employers go all out in providing office amenities, but it can be as simple as offering healthy snacks. Not only does this promote healthy employees, it takes away the minor inconvenience of running out to find something.

## 8. Recognise your employees

We all like to know our work is valued and integral, so find ways to give [recognition](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges) for doing a great job. Recognition badges are a great start and can be linked to perk programs, physical trophies and more.

## 9. Take away inconveniences

Minor annoyances add up over time. Take a pulse survey occasionally to see what minor issues are contributing to workplace unhappiness. Loud environments, parking issues, even the temperature in your building can make the day-to-day that much harder.

## 10. Offer perks that matter

Tying perks to performance or recognition is a great way to incentivize hard effort, but it’s important to make sure the perks you offer are actually desirable. Think beyond the gift card and include multiple choices that offer everyone a little something.

## 11. Focus on building teams

There are many types of teams that may be formed for work. And while sometimes they come from necessity, the teams that form organically around a common cause are likely to form long term relationship and foster a spirit of collaboration.

## 12. Make interactions easy

With the increase of de-centralized work spaces, it’s even more important to make communication easy. Tools like Slack or Microsoft Lync can make us more available but also consider conference rooms and capabilities.

## 13. Share goals

Do your employees know off-hand what your business objectives are for the quarter? Do your managers know what each direct report is working on? Make goals transparent across the organization can help motivate everyone to do their part.

## 14. Make reviews collaborative

One-sided review can be perceived as management being secretive or heavy handed. If you want engagement, why not ask the person who’s being reviewed how they feel about themselves?

## 15. Remind them of the why

Your mission, values and principles should be in the forefront of the work you do. Remind employees of how their individual efforts support the company objectives and how achieving those objectives benefit them and the community.

## 16. Help them set goals

[Setting goals](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) is important, but not always easy. Working together to make goals that combine both work skills and interest help make tasks have more purpose and feel less like “work.”

## 17. Make time for face time

It’s easier to send an email, but they will never replace the connection from in-person conversation. This small investment of time can reap big benefits.

## 18. Be responsible (socially and corporately)

At the end of the day, your business output might not be something that an individual can relate to. But that doesn’t mean they aren’t engaged if they feel the organization is doing what’s right. Support causes that matter to employees and consider what makes you proud to work where you do.

## 19. Consider the physical environment

Everyone wants work-life balance and if the work environment feels rigid and uncomfortable, we’re not doing our best work. Just like providing the technological essentials is key, having a space that supports employees will help them do what they need to do.

## 20. Consider the work environment

Before anyone can be fully engaged, they need to feel safe. Intimidating tactics, harassment and other inappropriate behaviour should have no place in the work environment and strict policies and enforcing will help create a safe space to work.

## 21. Encourage staying late

If you have an awesome work environment, why leave? Schedule events in the workspace that aren’t work related. If we associate the place we work positively with more than just doing our job, it can be easier to get up and come in in the morning.

## 22. Treat employees like customers

Measuring your NPS? Why not an employee NPS? Employees have as much, or more potential to promote your brand and business if they feel positively about their experience. Just like potential clients, employees need nurturing throughout the employee lifecycle.

## 23. Manage your managers

For many employees, their manager is their first line of interaction/intervention and the relationship they have with their manager heavily mirrors how they feel about the organization as whole. Good employees aren’t always good managers but you can help develop good managers via extra training and mentoring.

## 24. Be transparent

Engagement starts with trust - there’s no way around it. If you want someone to do their best, they need to know that you have their interests in mind. Your internal audience should be the first to know good news and bad.

## 25. Have fun

Work is work, but when there’s a chance for it, show everyone that it can be enjoyable too. Common experience and positive association when things are going well can carry through two crunch time as well. What’s something small you can do in 5 minutes time to make someone smile?

## 26. Encourage innovation

It’s easy to get wrapped in assigned tasks and end up overlapping efforts by doing our jobs inefficiently. Workplace innovation requires time to reflect, a supportive environments to new ideas, and a good understanding of the “why” behind work tasks.

## 27. Open up your roles

The corporate ladder is dead. Compensation and promotions are important considerations, but adding fulfilling work that may fall outside a typical role structure not only makes our jobs more interesting overall, it can match hidden talents you already have internally to key business requirements.

## 28. Communicate and then communicate some more

No one likes to be left out of the loop or look they missed an important memo. Use tools that share relevant news and deadlines to teams, departments and the whole organization effectively.

## 29. Promote learning

Educational opportunities rank high on prospective employees’ consideration list. Consider how investments in workshops or even just time-off to develop relevant skills can reap benefits longterm. If you have experts in-house, you can offer 'lunch and learns' and other internal opportunities to share knowledge.

## 30. Provide clarity

Ambiguous or contradicting work expectations lead to frustration and turn-over. Explaining work requirements clearly allows for input from both parties and when we agree over what must be done holding everyone accountable is much easier.


## How difficult is to implement them?

We have also assessed how difficult it is to implement these activities in your organization and also how often you should do it:

For the difficulty part we have used a rating of high, medium and low.

- __Low__ represents low effort and low resources (minimum investment)
- __Medium__ represents medium effort from management and some investment will be required to achieve successfully the activity
- __High__ represents activities that require significant investment in resources and time


The __frequency__ represents how frequently these activities should run within the company.


| Engagement Activity    | Difficulty     | Frequency     |
| ---------- | ---------- | ---------- |
| Show flexibility       | Easy       | Ongoing       |
| Ask for feedback       | Medium        | Monthly / Quarterly       |
| Use feedback       | Hard         | Quarterly       |
| Share results       | Easy       | Quarterly       |
| Be Social       | Easy         | Daily       |
| Provide Essentials       | Medium       | Monthly       |
| Provide non-essentials       | Easy       | Monthly       |
| Recognise your employees       | Easy        | Monthly       |
| Take away inconveniences       | Medium       | Monthly       |
| Offer perks that matter       | Medium       | Quarterly       |
| Focus on building teams       | Medium       | Monthly       |
| Make interactions easy       | Easy       | Monthly       |
| Share goals       | Medium       | Quarterly       |
| Make reviews collaborative       | Medium       | Quarterly       |
| Remind them of the why       | Easy       | Monthly       |
| Help them set goals       | Medium       | Quarterly       |
| Make time for face time       | Easy       | Monthly       |
| Be responsible (socially and corporately)       | Medium       | Monthly       |
| Consider the physical environment       | Medium       | Monthly       |
| Consider the work environment       | Medium       | Monthly       |
| Encourage staying late       | Hard       | Monthly       |
| Treat employees like customers       | Medium       | Daily       |
| Manage your managers       | Medium       | Daily       |
| Be transparent       | Medium       | Monthly       |
| Have fun       | Easy       | Daily       |
| Encourage innovation       | Medium       | Monthly       |
| Open up your roles       | Medium       | Quarterly       |
| Communicate and then communicate some more       | Easy       | Easy       |
| Promote learning       | Easy       | Daily       |
| Provide clarity       | Easy       | Weekly / Monthly       | 

Employee engagement continues to be a challenge for organizations in today's dynamic society. Luckily for you, there are some effective tips to increase employee engagement.

30 Tips to Increase Employee Engagement

30 tips to increase employee engagement

Employee engagement continues to be a challenge for organizations in today's dynamic society. Luckily for you, there are some effective tips on how to increase employee engagement

__Putting professional development in the employee's hands is a big factor in boosting employee engagement, self-motivation and giving someone a sense of purpose within the organization. Individuals should be building the skills to advance their own career and to adapt to a rapidly changing work environment. Getting company support is crucial to doing that successfully. Drive your self-development culture by helping your workforce to design an individual employee development plan.__

As Deloitte uncovered in their annual survey, ["leading organizations are shifting toward a model that empowers individuals to acquire valuable experiences, explore new roles, and continually reinvent themselves. However, 59 percent of our survey respondents rate their organizations as not effective or only somewhat effective at empowering people to manage their own careers."](https://www2.deloitte.com/content/dam/insights/us/articles/HCTrends2018/2018-HCtrends_Rise-of-the-social-enterprise.pdf)

As high employee turnover rates become an increasing problem for almost all businesses, management should take every opportunity to focus on internal skills development. It takes much longer - and is far more expensive - to hire externally than to promote from within. And amazingly, [94% of employees would stay at a company longer if it invested in their careers](https://learning.linkedin.com/resources/workplace-learning-report-2018).

The individual employee development plan is a great way to encourage self-development and to offer the support and resources needed to grow great leaders. Show employees that the company supports their development and you won't lose that talent to other organizations.

The same [LinkedIn report](https://learning.linkedin.com/resources/workplace-learning-report-2018) highlighted that 68% of employees prefer to learn at work. When the company supports employee efforts to develop themselves within work time, employees are engaged and feel valued, and they're far more likely to keep those skills within the organization.

These are the key steps employees should be looking at to take the lead on building their own individual development plan.

## 1. Establish the baseline

Document what your responsibilities are in your current role and where your priorities lie. An effective development plan is going to complement your existing work; it definitely shouldn't be seen as an "after-work" activity or you'll never be able to make the time to focus on it. Use your job description as a start, and collaborate with your manager to understand the business goals you're supporting and what the organization is planning for the future. This will help you to see where your own development fits in and where the company can offer support. Even if you're performing amazingly in your current responsibilities, everyone has unique skills and areas to improve that would push them to an outstanding level.

Identify your current strengths. It's a great way to map out your skills profile and get you thinking about where the gaps are. If you struggle with this, take look at the feedback you've received from your colleagues - they're often much better at describing our strengths objectively than we are.

## 2. Identify your development goals

Firstly, think about where you want to go in your own career. What are the burning issues that you want to tackle in order to jump confidently into a new role? Look at the job descriptions a few levels above you - what are the skills you'd need to develop to be great at that job? If you want to get really in-depth, set aside time with mentors and senior leaders. Uncover how they view their work and ask what helped them to get to where they are.

Then work with your manager to design 3-5 development goals. These should include a good mix of personal growth, skills development, relationship building and leadership opportunities. Remember to be realistic about the time you have and keep your goals focused internally as much as possible. The development plan is not separate from your day to day responsibilities.

Managers, make time to share your knowledge. According to LinkedIn's Workplace Learning report, [56% of employees would take a manager suggested course](https://learning.linkedin.com/resources/workplace-learning-report-2018). Your direct reports are looking to your experience to guide them in the right direction.

## 3. Break down development goals into action steps

The individual development plan is all about action. Breaking goals down into action steps lets you document the stepping stones to achievement, and helps you to be realistic about the time and effort each goal requires. Action steps are also good for identifying the internal resources the company can support you with, whether that's training courses, research tools or expert knowledge in other departments.

## 4. Track your progress

Don't fall into the trap of setting aside your development plan to focus only on your day to day work. You'll miss out on opportunities to stretch yourself and get ahead of the competition when a new position opens up. Schedule action step deadlines in your calendar, especially if they involve collaborating with colleagues or attending training courses.

Tracking your progress is where your manager can really step in to support and guide you. Schedule regular check-ins to discuss the development goals and ask, are you on the right track? Are you getting the support you need? Be proactive about this! Driving your own career progression is a rewarding activity in itself, but taking that responsibility also shows off your leadership capabilities to the wider organization.

---

## Sample Individual Development Plan

Amy is a junior salesperson looking to take the next step in her career within a year. She and her manager identified Amy's signature strengths: she's super organized in setting up the sales cycle and following it through. She's also great with her clients one-on-one. She has good feedback from her colleagues who've highlighted that she's a team player. Together, Amy and her manager documented these strengths and noted the key responsibilities of her current role.

![Employee development plan template](//images.ctfassets.net/6g4s9n00xmsl/DlBew1wwiLTh2rVxKnp2z/a46f40abdaeab5b059c683045c34ef8d/Employee_Development_Plan_PeopleGoal.png)

They decided on two development goals to start building her skills for a more senior role over the next six months, with relevant action steps for each goal. 

__Goal 1 -__ Amy needs to practise pitching to bigger organizations, so she'll take advantage of the internal presentation training courses the company offers. She'll also set up some low-pressure lunchtime presentations to her colleagues, then put those skills to use by delivering pitches to small groups at an industry conference.

__Goal 2 -__ Amy wants to learn more about the wider market. The company has an excellent marketing and analytics team who are happy to share their knowledge and research tools. After spending time with them she'll be able to ask deeper questions from her existing clients to really get to know their business. And finally, she'll create her own industry report identifying market gaps that she'd like to go after as a Sales Manager.

---

Want to get right to it? Create an individual development plan on PeopleGoal! You can [sign up for a free trial without adding a credit card](https://www.peoplegoal.com/sign-up) and take a look at our [FAQs guide to creating your first development plan](https://www.peoplegoal.com/faqs/how-do-i-create-a-development-plan).

Creating an effective employee development plan is all about the action steps. Collaborate with your manager, follow four straightforward steps and use the sample individual development plan to set it up.

Four key steps employees should be looking at to take the lead on building their own individual employee development plan.

Employee Development Plan: 4 Steps to Create a Plan that Works

Create an employee development plan in 4 straightforward steps

PeopleGoal employee development plan

A great employee individual development plan should be all about action. Learn how to create one and see a development plan sample.

Employee Development Plan: How to Create a Plan that Works

__We have calculated the average cost of [employee syrveys](https://www.peoplegoal.com/blog/boost-your-employee-engagement-survey-communications) in 2019 to give you an overview of the competitive marketplace. Employee engagement is a priority for most organizations today. Engaged employees are more productive, empowered and accountable, as asserted by a recent study which found that [highly engaged teams are 21% more productive than teams with low engagement](https://news.gallup.com/businessjournal/190352/managing-employee-risk-requires-culture-compliance.aspx "Gallup survey - culture compliance"). The most useful way to discover if your employees are engaged, and what actions need to be taken to increase engagement, is through an Employee Engagement Survey.__

Survey Software pricing plans vary greatly depending on your organizational needs. Generally the software tends to be sold in package plans for small, medium and large businesses per month, with free versions for freelancers or small projects. However, some vendors like Confirmit use a quoting system instead of a fixed plan, and Qualtrics' quote-based pricing is only available as an annual subscription. Nonetheless, here is a short list of the most popular employee engagement survey tools with their features, pros & cons, and most importantly costs.


---


![Typeform logo](//images.ctfassets.net/6g4s9n00xmsl/4dMb755mi46j0hSXZUBFc/d5da73abb7769da418d2b8173b7af16c/5caf959ddbcb6b1b2245d342.png)

## Typeform
[typeform.com](https://www.typeform.com/ "Typeform website")

Typeform attempts to work around the mundane aspects of filling out a survey and make it a fun activity by providing multiple interactive mediums instead of the standard ‘text and blank boxes’. Its simple user interface makes it easy and also flexible to create and edit your own unique survey. Typeform also offers integrations with over 500 apps - meaning you can send data to Mailchimp to build your list, Google Sheets for analysis, or [Salesforce](https://www.salesforce.com/crm/what-is-crm/ "Salesforce") to personalize your customer experience.


### Costs
Good value for money!

|**Basic (Free)**|**Pro ($35/month)**|**Pro+ ($70/month)**|
| ---------- | ---------- | ---------- |
|Unlimited number of mobile ready forms|Includes all Basic features|Includes all Pro features|
|Access to date API|Logic jump|Remove Typeform brand|
|Encryption|Customized 'thank you' screen|Prioritized support|
|Answer piping|Pricing and scoring calculators|File upload (4GB)|
|Data export|Respondent notifications|Team collaboration|
|Templates / own designs|File upload (2GB)|Webhooks|
|Notification through email|Pricing field||


### Features
- Unlimited forms and surveys can be created with the free account
- Free API
- Option to use own templates or design your own themes
- 128-bit SSL encryption
- Hidden fields
- Can be connected with over 200 services through Zapier
- Pricing calculator


### Pros and cons

|**Pros**|**Cons**|
| ---------- | ---------- |
|Easy to use|Complicated 'calculate' system|
|Customizable||
|Entertaining to use||
|Works well across multiple browsers||
|Mobile optimized||
|Email embedded||


---


![Qualtrics logo](//images.ctfassets.net/6g4s9n00xmsl/21YbNCjfYp0KCBfciFwEZr/9c7f2af3f2ffdfbf2b3dc5d47845fd18/qualtrics-customer-experience.jpg)

## Qualtrics Research Core
[qualtrics.com](https://www.qualtrics.com/uk/research-core/ "Qualtrics Research Core website")

Qualtrics Research Core enables you to create a bespoke survey for your organization. This can be in the form of a simple questionnaire or to surveys built for world reknowned brands using powerful logic, 100+ question types and prebuilt survey templates. Their cost is by annual subscription quote only, so the value will depend on your company size and use case.

### Features
- Custom survey URLs
- Data analysis tools
- Email marketing
- Mobile surveys
- Offline response collection
- Question branching
- Question library
- Site intercept survey
- Skip logic
- Supports audio, images and video
- Free trial

### Pros and cons
|**Pros**|**Cons**|
| ---------- | ---------- |
| 24/7 support team | Additional charges for adding question types |
| Shared library | No bounced email diagnostics |
| Scoring system ||
| Multiple survey options ||
| Mobile friendly ||
| Online training videos ||
| Regular product updates ||


---

![Feedier logo](//images.ctfassets.net/6g4s9n00xmsl/59pMLBzUQyP6ZpEmqIHimz/68a0fcd96d41e34598bbb3bec4b36dce/Feedier-Logo.png)

## Feedier
[feedier.com](https://feedier.com/ "Feedier website")

Feedier is ‘a feedback solution that fits your team’ that uses gamification in order to improve performance, team engagement and their happiness. Its interactive platform has proved popular among SaaS business for internal use as an employee engagement survey with increased response rates due to the ability to integrate your own rewards program.

### Costs
Good value on annual contracts for mid-sized teams.

|  **Free plan**  |  **Standard ($49.90/month or $548.90/year)**  |  **Enterprise ($139.90/month or $1,538.90/year)**  |  **Custom (request a quote)**  |
| ---------- | ---------- | ---------- | ---------- |
|200 feedback entries per month|Unlimited feedback entires|Unlimited feedback entries|All Enterprise features|
|1 feedback carrier|5 feedback carriers|Unlimited feedback carriers|Custom Question types|
|5 team members|20 team members|Unlimited team members|Custom rewards programme|
|1,000 emails per month|15,000 emails per month|150,000 emails per month|Unlimited emails|
|Reports and insights|500 SMS per month|1,500 SMS per month|Unlimited SMS|
|Zapier integration|Custom links|Custom domain|Custom API integration|
|5/7 ticket support| 7/7 ticket support|Phone support|Custom notifications|

### Features
All plans include:
- Simple survey builder
- Multiple question types
- Multiple reward types
- API and webhooks
- Email and Slack notifications
- Gather feedback by email, social media, SMS and widgets
- Customer grouping and segmentation
- Public board option
- Rewards program and management
- Real-time insights
- Slack and Zapier integration

### Pros and cons
|**Pros**|**Cons**|
| ---------- | ---------- |
|Rewards function|Arguarbly not particularly professional|
|Option to white-label the survey|Reporting lacks depth|
|Connect subdomain to your survey||
|User friendly||
|Good customer service||
|Option not to include gamification||
|Hugely customizable||
|Clean UI||
|Strong developer response to issues raised by customers||


---

![SurveyMonkey logo](//images.ctfassets.net/6g4s9n00xmsl/2rdpsffgIMajDk0bJeJBoF/889a10818ac0cdd35a2abb29a9fa5732/survey-monkey-png-1.png)

## SurveyMonkey
[surveymonkey.com](https://www.surveymonkey.com/ "SurveyMonkey website")

SurveyMonkey is one of the most popular survey making tools. This is primarily down to its smooth and user friendly interface. As a tool, it enables you to publish any kind of online survey project. This of course offers you a great deal of customizability to tailor your survey to your defined target audience.

### Costs
Survey Monkey offers two buckets of pricing for individuals and for teams.


__Individual Pricing Plans__

|**Basic (free)**|**Standard ($37/month)**|**Advantage ($384/year or $32/month)**|**Premier ($1,188/year or $99/month)**|
| ---------- | ---------- | ---------- | ---------- |
|Unlimited surveys|Umlimited surveys|Unlimited surveys|All Advantage plan features|
|10 questions per survey|Umlimited questions per survey|Unlimited questions per survey|Prioritized support|
|100 responses per survey|1,000 responses per month|Unlimited responses per survey|Advanced survey builder|
|3 collectors per survey|Unlimited collectors per survey|Unlimited collectors per survey||
|||Payments||
|||Recurring surveys||
|||Kiosk mode||



__Team Pricing Plans__

|**Team Advantage ($336/user annually)**|**Team Premier ($1,068/user annually)**|**Team Enterprise (custom)**|
| ---------- | ---------- | ---------- |
|Starts at 3 users|Starts at 3 users|Enterprise-grade features|
|Core features|Advantage features and advanced ||

### Features
- Survey templates
- Skip logic
- Real-time results
- SPSS integration
- Custom reporting
- Text analysis
- Consolidated account management
- Net Promoter Score
- Answer validation
- Customizable survey links and design themes
- Custom branding
- Filter and cross-tabbing
- Export results to Excel and PDF

### Pros and cons

|**Pros**|**Cons**|
| ------ | ------ |
|Survey templates|Very expensive|
|Easy to use|No option to rank answers|
|Professional looking|No scheduling survey option|
|Can place limits on survey|No option to add your own branding|
|Good data analysis||
|Open-ended responses||


---

![LimeSurvey logo](//images.ctfassets.net/6g4s9n00xmsl/Jkb3ieJF6jDqdaKc7sH7n/8a0916464e9a244cc573679e6ec26f85/Lime-survey-logo.png)

## LimeSurvey
[limesurvey.org](https://www.limesurvey.org/ "LimeSurvey website")

LimeSurvey is an open-source software that provides a limitless number of survey tools for both personal and business purposes. As the software's code is open to everyone, the user can modify the back-end basics on in order to tailor the surveys to their needs.

### Costs
All plans include an unlimited number of surveys and account administrators, and no feature restrictions.

|**Free**|**Basic ($24/month)**|**Expert ($289/year)**|**Enterprise ($899/year)**|
| ------ | ------------------- | -------------------- | ------------------------ |
|25 responses per month|1,000 responses per month|10,000 responses per year|100,000 responses per year|
|10MB upload storage|250MB upload storage|1GB upload storage|3GB upload storage|
|No white-labeling|White-label solution|White-label solution|White-label solution|
|Ads on end page|No ads|No ads|No ads|
|||1 alias domain|2 alias domains|

### Features
- SSL encryption
- Individual subdomain
- Domain aliasing
- Multiple languages
- Panel integration
- Multiple question types
- Diverse survey designs

### Pros and Cons

|**Pros**|**Cons**|
| ------ | ------ |
|Open source|No Google authentication|
|Regularly updated|Difficult to learn for a basic user|
|Easy analysis of real-time data|Design could be better|
|Customization||
|Powerful plugins||
|Extensive manual||
|Ability to run surveys offline||
|Multiple hosting options||


---

![SoGoSurvey logo](//images.ctfassets.net/6g4s9n00xmsl/3o24FiOu26RmRKBKgi5Cxd/e105cf31c3ecd1dc6a8dd5dd112b4c65/sogosurvey.png)

## SoGoSurvey
[sogosurvey.com](https://www.sogosurvey.com/ "SogoSurvey website")

SoGoSurvey is another cloud-based software that gives the customer the ability to configure their own survey, quizzes, polls and forms with both distribution and reporting tools. Similarly to many of the other platforms, it also has an all-in-one data collection and analysis platform. Its long list of features, easy-to-use interface  and reasonable price is perhaps the reason why it tops the Capterra list of best survey platforms.

### Costs
In addition to the plan pricing below, SoGoSurvey offers highly competitive pricing options for non-profits and educational organizations.

|**Free**|**Plus ($25/month)**|**Pro ($40/month)**|**Premium ($99/month)**|**Enterprise (by quote)**|
| ---- | ---- | ---- | ---- | ---- |
|Unlimited surveys|Add your own survey logo|Advanced question types: Matrix grid, image choice, etc.|Rule-based email alerts|3 additional sub-users|
|Unlimited questions|Customizable 'thank you' page|Advanced page and question skip logic|Trend analysis|Custom URL|
|200 responses per year|Export data to Excel|Customizable survey themes|Export to SPSS|Security audit|
|Embed multimedia to survey|Unlimited simple branching logic|12 advanced out-the-box reports|Dynamic data auto-population|All-in-one report and dashboard|
|Survey template bank|Embed survey in email invitation|Randomize question and answer options|Enhaced data security|Dedicated account manager|
||Mobile-ready surveys|Quiz with automatic scoring|Survey invitation by SMS|One on one phone-based onboarding|
||Built-in online poll application|Anonymous surveys|Group phone-based onboarding|Expert-led custom training|
|||Import survey data|Phone and priority 24/7 email support|Expert design, distribution, reporting consultation|
|||Response trend analysis|Team collaboration|Segmentation|

### Pros and cons

|**Pros**|**Cons**|
| ------ | ------ |
|24/7 customer support|The skip logic / branching interface can be difficult to use|
|Multi-language|Instructions need to be worked on|
|Print options|Poor mobile layout|
|Advanced reporting capabilities|Limited question display options|
|Good export options||


---


## To sum up...
The average cost of employee enagement survey platforms from the six above reflects the general overall market costs. Most platforms offer a free yet very restricted account, then a personal account with an average cost of __$34 per month__, to the enterprise accounts which range from __$70 per month to $130 per month__. The key difference in packages is the quantity of surveys you can build and send out, and the level of configuration. The variety of software options are vast, each with their own selling points.

We compare the top employee engagement survey providers to find out what is the average cost of employee engagement surveys.

What is the average cost of employee engagement surveys in 2019?

Average cost of employee engagement surveys in 2019

Average cost of employee engagement surveys

The most useful way to discover if your employees are engaged, and what actions need to be taken to increase engagement, is through an Employee Engagement Survey. But what is the average cost of employee engagement surveys in 2019?

What is the Average Cost of Employee Engagement Surveys in 2019?

__You've spent long hours designing the perfect set of feedback questions. You've done your research, built the feedback form and launched the system, yet employee participation is still way down. What now? There are a couple of changes you can back to start encouraging feedback from employees.__

Encouraging feedback from employees and building a feedback culture is a long journey, but the good news is that people want to participate! [According to PwC](https://business.linkedin.com/talent-solutions/blog/trends-and-research/2016/5-Employee-Feedback-Stats-That-You-Need-to-See), almost 60% of employees would like to get feedback at least every week. Often, the problem with encouraging employee participation lies in two key areas: communication and trust in the organization. Your first steps to tackle this are to assess the way you're promoting the feedback loop and to address the reasons people are afraid to give feedback.

## Communicate your feedback culture

### Market your feedback process

Sometimes the reason employees don't give regular feedback is just because they don't know that it's there! Promote your feedback process in the same way you would any other internal initiative - be that an email campaign, a landing page on your internal site or a dedicated Slack channel. Include a covering sheet explaining how and where to give feedback, how often it should happen and what the structure is. Most importantly, explain **why** you are encouraging feedback and what the outcomes will be.

You can also include what the benefits of regular feedback are for employees, managers and leaders. Getting leadership support can be as simple as reminding them that [43% of highly engaged employees receive feedback at least once a week](https://hrdailyadvisor.blr.com/2019/01/10/top-3-kpis-to-measure-your-performance-management-system-roi/). And finally, build in regular reminders and prompts to keep feedback top of mind across the organization.

### Give guidance and training

Giving feedback can be confusing when you're not sure of the best way to structure it. Head this off by creating training packs to [explain the principles of constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and to give guidance to both managers and employees on what's expected from them. This is especially important if you're going to be using ratings. Employees are more than just a number. What is that number used for? How is it combined with written feedback and what is the end outcome?

Employees will also need to understand not just how to give feedback but even more importantly how to **receive** it. Starting an honest conversation between colleagues is difficult when actions are taken personally, so encourage everyone to assume a positive intent.

### Take action

There's no point in giving feedback if nothing is done about it. Show managers how best to take action - whether that's with a structured one to one, a coaching session or a conflict resolution course. On the positive side, call out the great things employees are doing! Consider a recognition and rewards programme. A small public note to call out their achievements is hugely motivating and we've seen it encourage a feedback loop - for every recognition badge received by an employee they are likely to give out two of their own.

## Build trust in the feedback process

### Model the behaviour you want to see from the organization

Start with yourself and the leadership team. Seeing senior management buy in to the process automatically boosts the importance of feedback in everyone's minds. Make sure leaders are giving feedback to their team, but more importantly make sure they are asking for feedback just as regularly. One of the most common objections to giving feedback is "there's not enough time". If your C-Suite has time to give feedback, there's no excuse for others not to do the same.

### Encourage peer to peer feedback

Feedback is not just a two-way system between managers and direct reports. Let employees know that they should be giving feedback to their peers, too. Feedback from colleagues you work with closely can often be even more valuable than feedback from a fairly busy, hands-off manager. You build out a 360-view of your strengths and weak spots, and you become more comfortable with the feedback process overall when you're engaging with more than just the manager.

### Address the discomfort

["Address the reason/s why people don’t naturally give feedback: complacency can be a problem, but the more probable reason is the uncomfortable stress reaction people often experience when both giving and receiving feedback."](https://www.cognology.com.au/how-to-make-feedback-less-stressful/) - John Windust, Cognology.

Giving feedback can be stressful when the outcomes and intent are not made clear to the organization. Will we be punished for giving criticism? Will I be called out unfairly and who oversees that? Are feedback scores tied to compensation? Short answer - tell them! Explain exactly who has the final say, what the ratings really mean (if you're using them) and what interventions you have in place to make this a fair and balanced system.

### Reinforce confidentiality

Everyone is naturally afraid of being judged unfairly, but we can be just as nervous to give criticism when we're not sure who'll see it. Anonymous feedback can be a useful tool to work around this when you're just getting started with feedback. Consider also a "hidden" feedback option where reports are sent to an employee's manager rather than to the employee themselves. This is especially good in smaller teams where you can rely on the manager's discretion to address points of improvement in an encouraging and anonymized way. Whichever route you decide on, your priority is to explain clearly who can see feedback, when they can see it and what will be done with it. 

![Encouraging feedback from employees](//images.ctfassets.net/6g4s9n00xmsl/BPsPYaNpVv2o4d8F3nS23/3c7663922d3998a1f619f89952acfa53/Encouraging_feedback_from_employees.png)

---


__And after all of that, sometimes the issue with employee participation does come back to the way you've structured your feedback form. Take a step back and ask yourself a couple of troubleshooting questions.
__
## Feedback questionnaire tips

### Are the questions relevant?

Feedback needs to be specific to be effective. While the HR team might want to get feedback on every aspect of an employee's role, it's unlikely to make a difference to the employee's performance or to their effect on the wider team. Tying feedback questions to company core values is an amazing way to align everyone's performance in a unified direction, but remember to ask questions that indicate **action** they can take to model those core values.

### Is the form too long?

If giving feedback is taking 30-45 minutes per employee there's no way you're going to encourage more participation. Strip your questionnaire right back. Remember that 360 feedback should be one part of the continuous performance process, not the whole thing.


One of the ways to address both of these issues is to consider a really simple, straightforward feedback structure called Start, Stop, Continue.

## Start, Stop, Continue feedback

This short yet highly effective feedback method includes just three questions:

- What should I start doing?
- What should I stop doing?
- What should I continue doing?


Keeping feedback templates short and to-the point encourages all team members to give regular feedback. They know the feedback will be targeted and won’t take too much time to complete. The Start, Stop, Continue method also makes sure responses are actionable. See the difference between these two responses:

> "Adam is sometimes pulled in many directions and gets distracted from the tasks he needs to complete."

> “Adam should **start** prioritizing his workload so that he can focus on the most important tasks first and not become derailed by small distractions.”

Start, Stop, Continue also encourages that “negative” feedback that people often shy away from giving. As in the example above, it gives you an easy way to frame your criticism within clear action steps that take the sting out of a negative comment.

Lastly, before implementing any of these changes you should benchmark your progress. Get a rough idea of what percentage of employees participate in the feedback process so that you know your baseline from which to improve. Then you can track which changes have the biggest effect on your organization and double down on those to get even better results.

Often, the problem with encouraging employee participation lies in two key areas: communication and trust in the organization. Your first steps to tackle this are to assess the way you're promoting the feedback loop and to address the reasons people are afraid to give feedback.

Encouraging feedback from employees is tough! Start by assessing the way you're promoting your tool and address the reasons people are afraid to give feedback.

Encouraging Feedback from Employees

Encourage employee participation in feedback

Encourage participation from employees in the feedback process by addressing communication and trust in your organization.

### *__“It’s not what you know, it’s who you know…”__*

We all know the phrase, but does it continue to exist in the workplace today or has nepotism been curtailed? According to [research by HRZone](https://www.hrzone.com/community/blogs/cv-library/is-your-workplace-in-danger-of-nepotism), __81.4% of those hunting for jobs in the UK believe that nepotism continues to exist in the UK__. A further 61.3% disclosed that they have either seen nepotism occur in the workplace or have been the victim of nepotism.

## What is nepotism?

Nepotism is the practice among those with power and/or influence in favouring friends and relatives. This is particularly pertinent in the workplace where those in a position of influence will be more likely to choose others for jobs based on their relationship to them. It could also mean favouring particular staff as they are better friends or have better relationships with them.

Nepotism can manifest itself in the form of workers getting jobs for which they are unqualified for. It may also manifest in employees getting away with certain behaviours or misdemeanours, or managers bending the rules for some employees and not others.

## What are the disadvantages of nepotism and the issues which it causes?

Nepotism has the potential to produce a cascade of issues in your workplace. Favouritism conveys a likelihood of employing potentially weaker employees. It can cause great feelings of resentment or disdain among colleagues. If employees feel that someone is being disproportionately well treated, it can create a toxic or hostile environment. This in turn has an effect on staff morale, engagement and productivity.

Nepotism can also create toxicity in the employee at an individual level. Employees who feel their career development is being stunted as a result of nepotism will grow resentful and agitated in their current role. This in turn has repercussions for the organization. On the other hand, those who are benefiting from nepotism in the workplace may experience isolation from their colleagues. In this sense, nepotism can be viewed as a double-edged sword in damaging employee experience and morale.

## Dealing with nepotism in the workplace

The first and perhaps most important step is determining whether you are experiencing or seeing nepotism in your workplace. Is it that other individuals are experiencing an unfair level of favouritism or is that person genuinely qualified for that promotion?


If there are clear signs of nepotism make sure that you approach this problem carefully. A wrong approach - i.e. storming into your manager's office - is not advised. Make your strategy for dealing with it clearly documented and easy for employees and managers to work with. Here are a few advisable strategies:

### For Employees 

__1. Make sure to document specific incidents__

Take notes and document specific incidents of nepotism. Try to substantiate your claims by gaining other witnesses.
 
__2. Gather others’ experiences and opinions__
 
The advisable alternative to a coup-type approach!  Ask probing but not uncomfortable questions to your colleagues to gain further knowledge.

__3. Talk it through with a confidential individual at the organization__

Set up an appointment with a HR professional in the organization or identify a third-party individual who is higher up than you to help. Try to organize your meeting to raise as little suspicion as possible. Remember to be professional and concise during your meeting. Remember that you have the opportunity to have more than one more meeting with more than one person to help substantiate your claim. 
  
__4. Behave professionally__
 
Regardless of the strategy you choose to use, a key characteristic for dealing with nepotism is to behave with professionalism. Continue to work as you would normally and approach issues of nepotism with decorum. Behaving unprofessionally and without a certain level of dignity is likely to backfire and stop you from reaching your overall goal.

### For Employers

It may be difficult for employers to envisage how they can negate nepotism in the workplace, but it is possible.

__1. Anti-nepotism policies__

Anti-nepotism policies restrict related individuals from working in the same department or company. Employees who adopt these policies need to state the cases which concern nepotism. For example, policies may prohibit one relative from supervising another or from married couples from working together.

A thoughtful and well-defined anti-nepotism policy should allow for the employment of friends and relatives while avoiding the associated complex and operational issues.

__2. Create viable communication channels__

Organizations may be committing nepotism without even realising it! Provide employees with proper communication to discuss where nepotistic biases may lie in the company. This provides employees with greater confidence in expressing their unhappiness in a polite and diligent manner. 

__3.	Develop a viable internal promotional structure for relatives and friends__

When employing friends and relatives it is important to be objective about the grade of job they should be employed in. This will show to others that they haven’t received the job based on nepotism, but their pre-defined level of skill and experience. It also provides friend and family members with the opportunity to demonstrate their skills and as to why they may deserve a promotion in the future.

![DEALING WITH NEPOTISM IN THE WORKPLACE](//images.ctfassets.net/6g4s9n00xmsl/2t4YP3wHKtNqNH7jdZAkqy/cdf9484d2104edb6942b33bf14e1fbf3/DEALING_WITH_NEPOTISM_IN_THE_WORKPLACE.png)


Want to read more? Check out our other [blogs](https://www.peoplegoal.com/blog)! Interested in this topic? Maybe you’ll like [What makes a Good Team?](https://www.peoplegoal.com/blog/what-makes-a-good-team)

How can employees and employers alike deal with nepotism in the workplace? At first glance it may be an inevitability, but there are things which can be done to negate the drawbacks of nepotism.

How can you deal with nepotism in the workplace affecting your career?

How to deal with Nepotism

If there are clear signs of nepotism, make your strategy for dealing with it clearly documented and easy for employees and managers to work with. We have a few advisable strategies for you.

How to Deal with Nepotism in the Workplace

__It may seem like a bit of a Schrodinger’s cat situation: how can you observe your employee engagement while not disturbing it? Unfortunately we can't simply ask everyone, “Are you engaged?” but we can use a bit of the scientific method to develop engagement surveys that produce meaningful, actionable data. First we have to define what we really mean by “employee engagement” and why you should be concerned with measuring it.__

## What is employee engagement?

[Gallup](https://www.gallup.com), who has studied employee behaviour and engagement for over 35 years, defines an engaged employee as someone who is “involved in, enthusiastic about and committed to their work and workplace.” To take this idea further, [Mike Rickheim](https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf) of Newell Rubermaid reminds us that engagement is "more than just a warm, fuzzy thing. It’s about giving people the tools they need to succeed in their careers, which in turn drives the outcomes that we’re seeking in the marketplace.”

Having a workforce of engaged employees can make a real impact on business performance. We might naturally expect that engaged employees are more likely to stay with their organization and recommend the company to others, but Gallup also found that [companies with engaged employees outperform their competition in earning per share by 147%](http://www.gallup.com). Sadly they also found that on average [only about 15% of workers worldwide are engaged](https://www.gallup.com).

One more thing to keep in mind as you design a process and survey to measure employee engagement: [70% of the variance in how engaged employees are can be tied back to their managers](https://news.gallup.com). Regardless of what organizational efforts you put forth, it’s reasonable to assume that the way an employee sees their direct manager is a large part of how they feel about the whole company.

Now that we understand what employment engagement looks like and why its worth the effort to measure it and tie it to company performance, we can get down to brass tacks. Here’s some tips and advice to nail your engagement survey.

### Anonymous and they know it

It’s generally advisable to make the survey anonymous, but don’t forget to stress that fact with participants. If you’re using a vendor to run the survey (bonus points if they support [fully customisable and automated surveys](https://www.peoplegoal.com/engage#engagement-surveys)) you can reinforce that fact with employees before they begin. They'll feel comfortable knowing they can be totally honest and not singled out based on the results.

### Communicate, Communicate, Communicate

Just as you are likely eager to know the results of the results of your engagement survey, so is everyone else! It won't be possible to address every concern that is raised from your survey, but the first step is to acknowledge the issue. If the problem can’t be solved right away, it will be an easier pill to swallow if employees understand why and know that they are being heard. [Find more in-depth information about communicating results here](https://www.peoplegoal.com/blog/boost-your-employee-engagement-survey-communications).

### Make employees the customers

Customer experience or employee experience? NPS or eNPS? The real question is “why not both?” If you’re already set up to monitor how your customers feel about your company then you’re already at an advantage to bring those insights internally. Think of employees just like customers: more than just revenue or talent but a potential brand ambassador who willingly buys in to and promotes your brand.

### Keep it short

[Responses to surveys](https://doi.org/10.2501/IJMR-2017-039) trail off the longer they are, and to get a true pulse of engagement you’ll want to get as many responses as you can. Aim for the 10 minute/20 question range for online surveys and let your participants know up front what to expect so they can plan to complete it when they are comfortable and have time to reflect.

### Be inclusive

While there are certain cases for targeted surveys, at least one of your initiatives should include all employees. This isn’t just a suggestion to get your numbers up; it’s also a push to get representative data. Each employee experience is valuable and can give insights to larger, underlying concerns.

### Timing

There is no magic formula here, but the timing and quantity of your surveys is an important element. Think about the average turnover, your performance review process and other large milestones your employees are working towards throughout the year. Shorter pulse surveys can be sent more regularly, while your longer, comprehensive survey to all employee might be better timed every 6 months or so.

### Reverse engineer it

All the definitions of employee engagement can only go so far - your definition will be different because engagement is tied to your purpose. Start by thinking of what your organization does and how that's accomplished, then create a persona of what an engaged employee would look like in a perfect state. What real-world obstacles might be standing in the way of employees reaching their full potential? You don’t have to ask leading questions, but this strategy can help you include topics that you might not otherwise have thought of.

### Think cause and also effect

The highest performer in your company is not necessarily the most engaged. The team that needs the most improvement might not be the most likely to leave. Take the time to consider, and ask about, extenuating circumstances that make particular roles more difficult than others.

### Frame and phrase

While the long game might be to increase productivity, customer happiness and the like - don’t forget the immediate payoff: to have a genuine sense of how employees feel and what you can do to make them successful. Posit the survey and questions in such a way that it’s clear the interest of employees is considered and their feedback is appreciated. Basically, don’t be like [Dilbert’s boss](https://dilbert.com/strip/2009-11-25).

### Ask for feedback

You don’t necessarily need to make a survey to get feedback on the questions and the process. As you refine the timing and delivery of the survey, it's also good to update the questions based on what’s most relevant and which topics are generated the most responses.


Ready to look inside the box? We're here to help. [Schedule a demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo) this week to find how you can get a free survey to use with your company.

Tips and advice to nail your next engagement survey.

Unfortunately we can't simply ask everyone, “Are you engaged?” but we can use a bit of the scientific method to develop engagement surveys that produce meaningful, actionable data.

Nail your Employee Engagement Survey Questions

Engagement surveys done right

Employee Engagement Surveys Done Right

__Whether you like it or not, [onboarding does matter](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters). Employee onboarding process steps definitely matter to your new employees and they should matter to you. You don't want to lose a potentially great employee because their first impression of your company was poor or they didn't get the guidance and support they needed to understand their role and settle in in your company. If you aim to retain your best talent and create engaged employees you need to provide them with a satisfactory employee experience.__

It's been proved that an effective onboarding process is a must-have: one that will enable new employees to understand their new role and to learn how to do their job well. Research shows that employees who enjoy a longer onboarding experience gain proficiency 34% faster than employees who have been through shorter onboarding processes.

Sadly, onboarding is still not given enough focus by the majority of companies. We often miss the importance of details and the small things we deal with on a day-to-day basis. But try to think back to when you first started your job! The best way to get on top of a new job quickly is to understand the organizational structure of the company, and to do so someone needs to show you. With that in mind we have a handy list of the key steps to developing a successful onboarding strategy.

## 1. Before the first day

### Send new hire documents online

Send all the necessary documents prior to the first day. Take the pressure off of your back and give your new hire time to collect all the required information. The documents sent before the first day should include a personal welcome letter from the CEO or the manager, the contract, and an overview of the company values and its mission.

### Map out the first week

Having an agenda for the first week will allow you to think through the essential meetings, training and activities for your new hire to enable them to successfully start off their new job. Even if things do change a little bit, an agenda will make the process smoother and reduce the stress levels of your new employee by letting them know what is ahead of them.

### Set up the desk, tech and software

It leaves a bad first impression if a new hire shows up and there is no desk, no laptop, and very little infrastructure ready to support them. It will make your new joiner feel excluded from the company from the very start, and what effect is that going to have on their motivation? 

### Get the team onboard and ready for the new hire

Make sure the wider team is aware of the new person joining them. Let them know the new hire's job role, their background, their key responsibilities and who are they reporting to. 

### Schedule ahead

Scheduling regular check-ins before the new hire joins will allow you to stay on top of the process. Regular check-ins are essential at the start of a new job to provide support to the new employee and to assure their progress. It's also a great way for you to get feedback on the all-important first impression you're making.

## 2. On the first day

### Take an office tour

Show the new hire around and introduce them to their new colleagues. You might also want to discuss the usual lunch arrangements and other unwritten rules of the company to make settling in easier for them.

### Discuss the first week's schedule

Devote some time to go through the agenda of the week with the new hire. See if they are clear on it and whether they have any questions. A tricky part about onboarding is that it all seems straightforward and easy to you now, but try to remember what it was like when you joined the company. The little things that you consider so natural now are what makes the difference to the experience of the employee.

### Assign a mentor

Having a mentor is considered [one of the most effective tactics](https://hbr.org/2019/06/every-new-employee-needs-an-onboarding-buddy) to develop a successful onboarding process. It's beneficial to both parties and encourages conversations and developing relationships in the organization that support a strong company culture.

## 3. In the first week

### Walk them through important procedures and standards

As mentioned before; just because you take all the procedures and standards as clear and straightforward doesn't mean your new employee will too. They don't have to deal with them on a daily basis as you do, but if you explain them well they are likely to follow them to your standard. 

### Introduce the company culture

[Company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources) can be tricky to explain. It's worth taking the time to discuss the unwritten rules, common events and activities in as well as outside of the office. Introducing a company culture to your new employees will help them to integrate quicker and catch up with the pace of your organization.

### Offer training

Often after a new hire joins a company they are left to their own efforts to learn the job and find their way around. And yes, promoting independence is important, but do not let your new employees reinvent the wheel. Show them everything you already know so they can outsmart you on how to do it better. Provide the new employees with all necessary training - the time is going to be worth it.

## 4. After the first month

### Encourage open communication

Communication is key. Ensuring your new employee feels comfortable talking to you and asking questions can make their entire onboarding journey much faster. It's essential to make sure they do feel encouraged to ask questions and to speak up if anything needs more explanation. 

### Give feedback

After the first month you might feel like your new employee has integrated just fine, or they might need few more weeks to find their feet. The important thing is to let them know how they are doing. [Providing ongoing feedback is key](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) for professional and personal development of your employees. If feedback is given in an open and honest way, they will undoubtedly appreciate your words  - good and bad. Just remember to be encouraging and to provide them with any support they might need. 

### Offer support

Yes, support is important - more then you might think. Whether it is through feedback, training or personal and professional advice, make sure your new hires know where to go to get it. 

## 5. After the first 90 days

### Encourage independence

It is fundamental to provide your new joiners with support and guidance but it is equally as important to avoid micromanagement. Make sure your employees feel empowered and able to show their own initiative to improve the performance of your company.

### Build a career path

Humans are maximizing machines built to always strive for the next challenge. If you want to [retain your best talent](https://www.peoplegoal.com/blog/employee-retention) and grow your organization you need to provide your employees with space for development and a clear career path. Otherwise, they will go and look for it somewhere else.

### The first performance review

[Performance reviews](https://www.peoplegoal.com/blog/how-to-get-most-out-of-your-performance-reviews-an-employees-perspective) provide space for an employee and their supervisor to give praise and discuss improvement. With the shift towards ongoing performance management, a first "mini review" should happen within the first 90 days. Discuss the level of proficiency they've gained, what's gone well and where improvements need to be shown. 


These are the 5 essential steps for an effective employee onboarding process. They might sound like a lot of work but investing the time in oboarding a new hire will pay off in the long run. While these are the key moments in an employee's experience, you should ensure they get the required support even after their first 3 months with your organization.

![5 key employee onboarding process steps](//images.ctfassets.net/6g4s9n00xmsl/7zkfstZqFGwcT7ww5ZOmFk/0e4e1f359daa61bbd0ecae0e8bbe4519/Untitled_design__3_.png)

The best way to get on top of a new job quickly is to understand the organizational structure of the company, and to do so someone needs to show you. We have a handy list of the key employee onboarding process steps for your company.

Whether you like it or not, the employee onboarding process steps do matter. Getting onboarding right will help you to retain your best talent.

Employee Onboarding Process Steps

Find out about key employee onboarding process steps to master. Getting onboarding right will help you to retain your best talent and create an engaged employee ambassador for your company.

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