The workplace can be very stressful and a reported [67% of employees claim to have experienced a burnout](https://medium.com/the-helm/11-facts-about-burnout-leaders-need-to-understand-1042e5a067d#:~:text=A%20survey%20done%20by%20Gallup,experience%20burnout%20on%20the%20job.). In this blog we will consider what a burnout is and identify the symptoms and caused. We will then provide  6 tips to prevent a [burnout](https://www.peoplegoal.com/blog/employee-wellbeing-surveys). 

Now more than ever is the time for organizations and their managers to look after their employee's [wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) and [mental health](https://www.peoplegoal.com/blog/mental-health-2020). The addded pressures of [working from home](https://www.peoplegoal.com/blog/working-parents) need to be addressed and we must ensure that everyone is able to establish a healthy [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). 

## What is burnout?

[Burnout](https://www.peoplegoal.com/blog/working-parents) is the state of physical, emotional and mental exhaustion. This is caused by prolonged and excessive stress, often associated with work. Individuals most at risk of burning out are thos struggling to cope with [workplace stress](https://www.peoplegoal.com/blog/10-ways-to-reduce-workplace-stress). 

The symptoms of a burnout include:

- Exhaustion
- Extended fatigue 
- Lower concentration levels 
- Attention deficits 
- Reduced [performance](https://www.peoplegoal.com/blog/performance-review-comments-examples) levels

There are different interpretations of burnouts. We will briefly outline the 5-stage and the 12-stage model. 

![burnout - definition](//images.ctfassets.net/6g4s9n00xmsl/6g1crH2mdbvJor76MCYNYi/395893c8b2b32f4aca7ec4e499251596/burnout_-_definition.png)

---

## The 5 Stage Model

[Calmer](https://www.thisiscalmer.com/blog/5-stages-of-burnout) recently adapted the 5-stage model of burnout initially devised by Bob Veninga and Jim Spradley. 

The 5 stages are as follows: 

**1. Honeymoon Phase** - Employees begin their role with a high rate of job satisfaction, energy, commitment, and creativity. If employees have a positive and effective method to deal with stress they are unlikely to experience a burnout. 

**2. Stress Onset** - Employees begin to become aware of the stress that they are experiencing. This happens on several occasions. 

**3. Chronic stress** - Employees begin to experience stress on a daily basis. There is also a distinct change in their motivation levels.

**4. Burnout** - Employees find it very difficult to cope with the intense physical, mental and emotional challenges that they are facing. They may isolate themselves and have a very pessimistic outlook. 

**5. Habitual Burnout** - Employees experience a prolonged burnout. their symptoms permeate everyday life and this becomes an ongoing state of ill mental and physical health. Medical assistance will be required. 

![burnout - 5 stage model](//images.ctfassets.net/6g4s9n00xmsl/4M4RFKufwVUf65QB8HuEnO/dd6281f1d230b2f95ae45cdaab04c708/burnout_-_5_stage_model.png)

---

## The 12 Stage Model

[Inc](https://www.inc.com/jessica-stillman/the-12-stages-of-burnout-according-to-psychologist.html) recently outlined the 12-stage model of burnout that was formely developed by Herbert Freudenberger and Gail North. 

The 12 stages are as follows: 

**1. The Compulsion to Prove Oneself** - An individual obsessively tries to prove their worth.

**2. Working Harder** - An individual is unable to switch off and leave work at the office. 

**3. Neglecting Needs** - An individual begins to neglect their own needs e.g. disrupted sleep, failure to eat properly, lack of social interaction. 

**4. Displacement of Conflicts** - An individual dismisses the problems that they face. They may feel panicky or jittery. 

**5. Revision of Values** - Work becomes an individual's priority. Their values change as they no longer prioritize friends and family. 

**6. Denial of Emerging Problems** - An individual is intolerant of others and begins to treat their colleagues as incompetent. Problems are seen to be the cause of increased pressure at work rather than a lifestyle change. 

![burnout - 12 stage model part 1](//images.ctfassets.net/6g4s9n00xmsl/1hlHnw3hjDDvSvGIfwS2BU/810775de8d7483d9af0c933c924beadf/burnout_-_12_stage_model_part_1.png)

**7. Withdrawal** - An individual no longer has a social life. they may begin to rely on alcohol or drugs to feel stress relief. 

**8. Odd Behavioural Changes** - Friends and family may become conserned about an individual whose behaviour is distinctly changing.

**9. Depersonalization** - An individual sees themself and others as unimportant and no longers perceives their needs.

**10. Inner emptiness** - An individual feels empty inside and looks for unhealthy ways to overcome this e.g. drinking or overeating.

**11. Depression** - An individual may lack motivation and may have a bleak outlook on life and the future. 

**12. Burnout Syndrome** - An indiviudal may experience extreme mental, physical and emotional exhaustion. They are likely to require medical assistance. 

![burnout - 12 stage model part 2](//images.ctfassets.net/6g4s9n00xmsl/21ujo6IXCNkJmaKYSzepMS/5bf4021b4a8a67d2d73b1d74eedb7c97/burnout_-_12_stage_model_part_2.png)

---

## 6 Ideas to Prevent Burnout

Burnouts are dangerous and it is important for managers and their organizations to support their employees and to help them manage their stress. Below, we have identified 6 ways to manage [workplace stress](https://www.peoplegoal.com/blog/work-stress-awareness-what-can-help-an-employee-and-employer-perspective). This will maximize employee [wellbeing](https://www.peoplegoal.com/blog/when-anxiety-attacks-in-the-remote-workplace), protect their mental health ensure they foster a good [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). 

### __Perform a Job Analysis__

Conduct a [job analysis](https://www.peoplegoal.com/glossary/job-analysis). This will give you insight into the job role, your responsibilities, and what is expected from you. It will further explain the [attributes](https://www.peoplegoal.com/blog/next-gen-worker-for-hr-strategy) employees should be demonstrating, and explain the job requirements. The job content will give employees clarity on what is expected from them. Use this information to prioritize tasks and reduce your workload. This will reduce stress and help employees delegate work. 

### __Regular Exercise__

Exercise is proven to relieve stress. All forms of exercise improve [wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) and provide the perfect opportunity to take your mind off of work and to focus on yourself. Creating a regular sleep pattern and scheduling exercise into your routine will improve your health, in addition to increase your energy, [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist), and creativity. 

### __Stress Management Tactics__

Use stress management tactics to face your stress head on and prevent a burnout. Strategies include: 

- Be Active
- Take Control
- [Connect with People](https://www.peoplegoal.com/blog/connected-employees)
- Personal Downtime
- Challenge Yourself
- Avoid Unhealthy Habits
- Help Others
- Positive Mindset
- [Work Smarter, Not Harder](https://www.peoplegoal.com/blog/work-smarter-not-harder)
- Set [SMARTER goals](https://www.peoplegoal.com/blog/smarter-goals-setting)

### __Mindfulness__

Another way to avoid a burnout is to be mindful. This is a form of meditation that includes silent relaxation, listening to your thoughts, and focusing all your attention on yourself. This will give you clarity and allow you to remove yourself from work when you are outside of the office. There are many apps that can help with this, e.g. [Calm](https://www.calm.com/) and [Headspace](https://www.headspace.com/).

### __Support Workplace Recovery__

Employers can support employees who are currently experiencing or recovering from a burnout. They can use accomodation strategies to help an individual's mental health and improve their [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) and [productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment).

Strategies include: 

- Changing how instructions and [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) are given 
- Regular [Check-ins](https://www.peoplegoal.com/blog/check-ins-performance-reviews)
- Retraining or reorientation
- Training managers to adapt their [styles of management](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique)

👉 [Click here for more Accomodation Strategies](https://www.workplacestrategiesformentalhealth.com/resources/accommodation-strategies)

### __Keep to your Work Hours, and Schedule Breaks__

To avoid a burnout, it is important to make a [distinction between work and your personal life](https://www.peoplegoal.com/blog/work-life-integration). Ensure that you keep to your work hours and schedule breaks throughout the day. This ensures that you have a healthy [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020) and are able to send time with your family and friends. 

![burnout - tips](//images.ctfassets.net/6g4s9n00xmsl/4OQ6f6n2uXELGrskqTEjPi/83b228436bf375aa520d0c2192962e6c/burnout_-_tips.png)

---

Workplace burnouts are a real risk for all employees and can be very dangerous. The extreme physical, emotional and [mental problems](https://www.peoplegoal.com/blog/psychological-safety) that this can all be avoided. Managers and organizations should try to prevent burnouts and can use our suggestions to protect that worker's mental health. This prioritizes [employee wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-surveys) and their [work-life balance](https://www.peoplegoal.com/glossary/work-life-balance). 

PeopleGoal provide solutions in [Core HR and Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding), [Performance Management](https://www.peoplegoal.com/solutions/performance), [Development](https://www.peoplegoal.com/solutions/development) and [Employee Engagement](https://www.peoplegoal.com/solutions/engagement). Our customizable workflows can be adapted to suit your company culture and unique requirements. Browse our [app store](https://www.peoplegoal.com/app-store) to take the first step in improving your employee's wellbeing and engagement.

⭐ [Book a Demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo)


What is workplace burnout? Why is it dangerous? How does it manifest? And how can you prevent workplace burnout and manage stress effectively? Find out here. 

How to Prevent Work Burnout?

burnout

What is work burnout and how can you prevent its appearance?

6 Tips to Prevent Work Burnout

Defining your career goals is essential for [career development](https://www.peoplegoal.com/blog/career-development-essentials) and [development planning](https://www.peoplegoal.com/blog/development-planning). Managers should encouarge their employees to write these down so that there are records to keep referring back to. It may serve as motivation to track employee progress and re-define your ambitions. 

Some people also choose to write their [career goals](https://www.peoplegoal.com/blog/career-growth-helping-employees) on their CV. This supports their [reference letters](https://www.peoplegoal.com/blog/reference-letters) and shows to employers that they are ambitious and are making long-term plans. Organizations may appreciate this as they look to improve rates of [employee retention](https://www.peoplegoal.com/blog/employee-retention) and reduce their [turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff). 

![career goals - tips](//images.ctfassets.net/6g4s9n00xmsl/27yTQXc0CRUzLkOKW7hGww/b8bd14f181d1d893856bd0bb45e0083c/career_goals_-_tips.png)

In this blog we will give essential tips on how to set your career goals. 

## Step 1. Align your career goals to the job

When creating your career goals, it is important to think about the job that you're applying for, in addition to your [ideal job](https://www.peoplegoal.com/blog/job-titles-in-business). Identify how your [skills](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020), [attributes](https://www.peoplegoal.com/blog/next-gen-worker-for-hr-strategy), and [competencies](https://www.peoplegoal.com/blog/competencies-examples) are relevant to this job. Once you have established a few elements of the job that you are suited to, write a couple sentences describing what you would like to acheive, and how this partiular [job role](https://www.peoplegoal.com/glossary/job-description) will help you to do this.

![career goals- align career goals with job](//images.ctfassets.net/6g4s9n00xmsl/2fyFieAgobplcUEY57I6tv/d70f7894579849d82da1aefc0c4db89c/career_goals-_align__career_goals_with_job.png)

__For example__ - *"My communication skills lead me to feel ideally suited to a role in customer service. I'm ideally looking for a position with a vibrant, growing company which will allow me to learn new skills and offer opportunities for growth over time."*

👉 [Check out our guide to create a development plan](https://www.peoplegoal.com/blog/how-to-build-a-development-plan-template)

## Step 2. Quantify your trajectory

Use your [career goals](https://www.peoplegoal.com/blog/career-steps) to show your employer that you are a candidate who knows what they would like to do and how to get there. Think about your [goals and ambitions](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips), and determine the timeframe within which you would like to achieve this. Setting quantifiable goals shows that you are [motivated](https://www.peoplegoal.com/blog/how-to-motivate-employees). Ensure that you clarify how long you would like to stay in this role for. Employers are looking to reduce their [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) and therefore seek to invest in staff who will remain at an organization for several years. Affirm you intend to offer your employer loyal service in exchange for the opportunity to [progress your career](https://www.peoplegoal.com/blog/6-ways-career-coaches-can-ensure-better-career-experiences).

![career goals - quantify your trajectory](//images.ctfassets.net/6g4s9n00xmsl/5qPmj31QNYXJ6yAkHgXqtO/ccd0490527bd7683880bb041a417ac9a/career_goals_-_quantify_your_trajectory.png)

__For example__ - *"Seeking a customer service position with the hope within five years to attain the skills and experience necessary to reach the level of customer service manager. Any and all opportunities for professional development will be capitalised on to achieve this aim."*

👉 [Read our blog to prepare for common interview questions](https://www.peoplegoal.com/blog/hiring-manager-interview-questions)

## Step 3. Set specific objectives

In addition to career goals, think about more specific [objectives](https://www.peoplegoal.com/blog/objectives-and-key-results) that you are aiming to achieve. This demonstrates to an employer that you are detail-oriented and have thought about what you need to do to progress along your chosen [career path](https://www.peoplegoal.com/glossary/career-pathing). Employers will value that you are able to create solutions that enable a desired outcome. Consider using a [SMART Goal methodology](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) to show that your goals are specific, measurable, attainable, relevant and time-bound. 

![career goals - set specific objectives](//images.ctfassets.net/6g4s9n00xmsl/3oeOCcJC1NCEelkGmwEyhC/b5917ea23de6a736976e90fbab10155d/career_goals_-_set_specific_objectives.png)

__For example__ - *"Part-time daycare work is the ideal way for me to get hands-on experience, to supplement what I'm learning as a part of my childcare course at (Your University). It's my goal to begin teaching pre-school children on the completion of my degree."*

👉 [Try downloading our SMART Goals Template](https://www.peoplegoal.com/blog/how-to-build-a-development-plan-template)

---

Understanding how to efficiently write your career goals it an important step in starting your journey to achieve them. Keep your [goals](https://www.peoplegoal.com/guides/smart-goals) as simple as possible and reflect upon why they are an important step along your [career path](https://www.peoplegoal.com/blog/career-development). Stay focused and show employers you are motivated to [perform at your best](https://www.peoplegoal.com/blog/performance-management) and succeed. 

PeopleGoal offers solutions in [Core HR and Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding), [Development](https://www.peoplegoal.com/solutions/development), [Employee Engagement](https://www.peoplegoal.com/solutions/engagement), and [Performance Management](https://www.peoplegoal.com/solutions/performance). Our customizable workflows can be adapted to suit your company culture and unique requirements. Browse our [app store](https://www.peoplegoal.com/app-store) to kickstart your goal-setting processes and career development procedures. 

⭐ [Book a demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo)


Career goals are a great way to establish a foundation for what you want to achieve and stay on track with your progress.

How to write your career goals

career goals

How to Write Your Career Goals

## "Human Resourses"

__Wait, that's not right...__

If you found this blog, the chances are that you are one of 500 people who search human resourses with a third “s” every month. Welcome to the club! Now is the perfect opportunity to discuss what [Human Resources](https://www.peoplegoal.com/blog/human-resources-management-post-covid) with a "c" is, and how this often-overlooked department can be the key to optimizing your business' [performance](https://www.peoplegoal.com/blog/what-are-the-five-performance-objectives). 

[Human Resources](https://www.peoplegoal.com/blog/why-is-human-resources-important-an-employees-perspective) today is the department in an organization that deals with human capital, the most important asset of any business. Day-to-day roles include [recruiting](https://www.peoplegoal.com/resources/policies/recruitment-and-selection-policy) and hiring new staff, arranging [training and development](https://www.peoplegoal.com/glossary/training-and-development), maximizing [employee engagement](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement), and monitoring an individual and their team's performance.  

![human resourses - definition](//images.ctfassets.net/6g4s9n00xmsl/2RGfJacJmd59j9PUGEmCTt/fe04e344151f0cdf10981e48db4c9020/human_resourses_-_definition.png)

Today's concept of [Human Resources](https://www.peoplegoal.com/blog/what-is-the-importance-of-human-resources-management) has not always existed, and we will consider how it has changed through time. Before the early 20th century, workers were treated as merely the labor used in production. In the 1920's there were significant changes to [workforce](https://www.peoplegoal.com/blog/the-importance-of-workforce-reskilling) demographics and the type of work available. This led to the creation of labor management, and a newly-assigned group of people responsible for [hiring](https://www.peoplegoal.com/blog/onboarding-for-new-hires-how-to-make-it-a-success-story) and firing staff, and settling disputes. 

[Fredrick Taylor](https://www.britannica.com/biography/Frederick-W-Taylor) was a pioneer in researching business management. He used science to look for methods to improve the efficiency of workers. This approach relied on quantification and has since informed the processes we currently use for [performance appraisals](https://www.peoplegoal.com/glossary/performance-appraisal). However, his theories are criticised for treating employees as mere variables and downplaying their autonomy. 

![human resourses - evolution](//images.ctfassets.net/6g4s9n00xmsl/1vKtEL0CxTKsnPQYWjo0aq/512ea28aa9a771375aa3f0a8a3e51196/human_resourses_-_evolution.png)

[Workforce](https://www.peoplegoal.com/blog/strategic-workforce-planning) demographics changed again following the second World War. There was an increase in the number of people joining [unions](https://www.peoplegoal.com/glossary/union) and the subsequent regulations imposed by the government. Despite the consequential improvement in worker conditions, employees became unhappy with the new rules and began to perceive these as "red tape" constraining workers and their freedom. 

In the 1960's and 70's, advances in the social sciences brought a more humanistic approach to understanding the factors affecting [employee performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary). In the 1980's, the term "Human Resources" was coined. The principle being that employees are resources for a business that require nurturing and investment. 

![human resourses - evolution 2](//images.ctfassets.net/6g4s9n00xmsl/79qEXKQGeV2kXWexZGQeVH/ed744cece0464bb18b9681c178cb2d46/human_resourses_-_evolution_2.png)

👉 For a more in-depth history of Human resources, check out the [Chartered Institute for Personnel Development](https://www.cipd.co.uk/about/who-we-are/history)  

As we have seen, for many years [Human Resources](https://www.peoplegoal.com/guides/human-resources-management) was considered secondary to the functioning of business operations. Negative connotations associated with this department include maintaining admin and paperwork, dealing with complaints and monitoring [employee performance](https://www.peoplegoal.com/blog/performance-review-comments-examples). However, as companies begin to face increasing pressure from management, employees, and customers, organizations must find a way to build a [company culture](https://www.peoplegoal.com/blog/company-culture-survey) that values [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and [recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal), and keeps employees engaged. 

[HR functions](https://www.peoplegoal.com/blog/8-human-resources-functions) and responsibilities include:

- Finding and hiring the best talent 
- Overseeing [Onboarding](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters) and Training 
- Managing Benefits Administration, [Payroll](https://www.peoplegoal.com/blog/payroll-providers-for-small-businesses) and Insurance 
- Approving [Absence Requests](https://www.peoplegoal.com/app-store/template/absence-management) and Holidays
- Administering [Performance Appraisals](https://www.peoplegoal.com/blog/bias-in-performance-appraisal) 
- Building [Development Plans](https://www.peoplegoal.com/blog/development-planning)
- Resolving Workplace Disputes and [Grievances](https://www.peoplegoal.com/glossary/grievance) 
- Monitoring [Employee Turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) 
- Holding [Exit Interviews](https://www.peoplegoal.com/app-store/template/exit-interview-4a7a43e6-d151-499b-926b-43b7190b5806)

![human resourses - hr functions](//images.ctfassets.net/6g4s9n00xmsl/1jRBLKorUtSGJaMCZtE1kz/4aba0437386768174c2ae1f09e306db7/human_resourses_-_hr_functions.png)

The key to successfully managing each of these processes is to keep your employee's best interests at heart. Try [employee experience](https://www.peoplegoal.com/blog/employee-experience-explained) platforms like PeopleGoal to streamline your processes and ensure that you provide adequate [feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees), recognition and rewards. This enhances your employee's experience and is of vital importance to your organization's success. 

Industry experts like [Josh Bersin](https://joshbersin.com/2019/02/the-employee-experience-platform-a-new-category-arrives/) believe that this new type of software is the future of [Human Resources](https://www.peoplegoal.com/resources/whitepapers/human-resources-information-systems-in-2019). Efficiently centralizing your onboarding, training and development, employee engagement and performance management processes in one place will give invaluable insights into [employee experience](https://www.peoplegoal.com/blog/employee-experience-journey-mapping). This will optimize all business operations and improve your [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist). 

![human resourses - centralize hr processes](//images.ctfassets.net/6g4s9n00xmsl/4prL7Z9olvVLQuGsmcG7df/e571c65cc24c90af7f2a3bce7fc67934/human_resourses_-_centralize_hr_processes.png)

[Human Resources](https://www.peoplegoal.com/blog/human-resources-certificates) has not finished adapting to ever-changing markets and workforces. Modern [HR departments](https://www.peoplegoal.com/blog/hr-trends-to-watch-in-2019) must change to support employees seeking greater flexibility. Embrace technological solutions and aid your employees with [remote work](https://www.peoplegoal.com/guides/remote-work) to maximize their [wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-surveys) and enhance their [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). Equally, [HRM](https://www.peoplegoal.com/glossary/human-resources-management-or-hrm) must continue to find ways to retain top talent and reduce their organization's [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-rate). 

[Employee engagement](https://www.peoplegoal.com/guides/employee-engagement) is crucial for [employee retention](https://www.peoplegoal.com/blog/how-to-improve-employee-retention). An [engaged employee](https://www.peoplegoal.com/blog/global-employee-engagement-trends) is someone who is "fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests." Cultivate your [company culture](https://www.peoplegoal.com/blog/what-is-company-culture) to ensure employees have this level of commitment and are consistently striving to perform at their best for your company. 

![human resourses - engagement](//images.ctfassets.net/6g4s9n00xmsl/3KxcyIOX1YjOPxCL2KdxT9/d600e81f2908416997083dbb93f62755/human_resourses_-_engagement.png)

PeopleGoal provide solutions in [Core HR & Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding), [Performance Management](https://www.peoplegoal.com/solutions/performance), [Engagement](https://www.peoplegoal.com/solutions/engagement), and [Development](https://www.peoplegoal.com/solutions/development). Our customizable workflows can be adapted to suit your organization's culture and requirements. Browse our [app store](https://www.peoplegoal.com/app-store) to check out how we can help you enhance your employee's experience. 

⭐ [Book a Demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo) 


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!

The Story Behind Human Resourses

Human resourses

What's happening in Human Resourses?

The Story Behind "Human Resourses"

The [New York Times](https://www.nytimes.com/2017/02/15/us/remote-workers-work-from-home.html) has reported an increase in the number of people working remotely. A larger proportion of the workforce now work at home or outside of the office. In this blog, we will discuss the many benefits of [telecommuting](https://www.peoplegoal.com/blog/telecommuting-best-practices) and how managers can monitor the engagement of flexi-working employees. 

![Remote Employee Engagement - remote working definition](//images.ctfassets.net/6g4s9n00xmsl/6YMOdLjCs6O01njpq0X7K7/afb23b7859375cec858c12e84b21be32/Remote_Employee_Engagement_-_remote_working_definition.png)

👉 [Check out our guide on how to support your remote workforce](https://www.peoplegoal.com/guides/remote-work)

### __1. Improved Mental Health__

Research has showed that employees experience up to 25% less stress whilst working from home. [Connect Solutions](http://www.cosocloud.com/press-release/connectsolutions-survey-shows-working-remotely-benefits-employers-and-employees), the private cloud solutions provider for Adobe Connect, reported that over 50% of their employees disclosed less work-related stress. Furthermore, in 2014, [PGi](https://www.slideshare.net/PGi/state-of-telecommuting-2014-pgi-report/1) concluded that 80% of remote workers agreed that telecommuting reduced their stress levels. This reduces [burnouts](https://www.peoplegoal.com/blog/work-burnout) and improves employee [mental health](https://www.peoplegoal.com/blog/mental-health-2020). 

![Remote Employee Engagement - fact](//images.ctfassets.net/6g4s9n00xmsl/KrmuZMRZzTDEDCwYbSZ6A/6cac716a60e4d565957b8ab3c6a78c4c/Remote_Employee_Engagement_-_fact.png)

👉 [Click here for 10 ways to reduce workplace stress](https://www.peoplegoal.com/blog/10-ways-to-reduce-workplace-stress)

### __2. Enhanced Work-life balance__

Remote working employees enjoy a better [work-life balance](https://www.peoplegoal.com/glossary/work-life-balance) as their work hours become more [flexible](https://www.peoplegoal.com/blog/remote-work-best-practices). This further gives employees a greater sense of ownership, control, and responsibility in their working life. Some associate this with greater freedom and a move away from [micromanagement](https://www.peoplegoal.com/blog/micromanagement). 

![Remote Employee Engagement - enhanced work-life balance](//images.ctfassets.net/6g4s9n00xmsl/zJsfBrIRnCCcXf6htUMMI/a45badbefc8bbf047165c67f60693318/Remote_Employee_Engagement_-_enhanced_work-life_balance.png)

👉 [Read on for 10 ideas to Improve your Work-Life Balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020)

### __3. Reduced carbon footprint__

[Remote working](https://www.peoplegoal.com/blog/remote-workers-support) offers a simple, easy and cost-effective solution to help organizations reduce their carbon footprint. This is because there are fewer employees commuting to work and there are fewer devices running onsite. This subsequently reduces energy consumption and greenhouse gas emissions. in 2012, [Dell](https://i.dell.com/sites/doccontent/corporate/corp-comm/en/Documents/2020-plan.pdf) pledged to reduce their emissions by making 50% of their workforce remote by 2020. In 2014, it was reported that the program has reduced greenhouse gas emissions by 6,700 metric tonnes. Align your telecommuting practices with your [company mission](https://www.peoplegoal.com/glossary/mission-statement), values and culture. 

![Remote Employee Engagement - reduce carbon footprint](//images.ctfassets.net/6g4s9n00xmsl/2hITn5MAqO3GQkC7egf7pH/8732c03e452ed3389f95cd690e9cf621/Remote_Employee_Engagement_-_reduce_carbon_footprint.png)

👉 [Click here for more information on sustainability in the workplace](https://www.peoplegoal.com/blog/sustainability-in-the-workplace)

### __4. Multi-generational Benefits__

The benefits of remote working are both short-term and long-term. By 2025, around [75% of the workforce will be millenials](https://startupnation.com/manage-your-business/millennials-want-work-remotely/), many of whom have learned to value telecommuting through the [coronavirus pandemic](https://www.peoplegoal.com/blog/human-resources-management-post-covid). Equally, older generations can profit from remote working as life expectancy is on the rise and people face an increased cost of living. Working from home creates an [equal opportunity](https://www.peoplegoal.com/glossary/equal-opportunity) for all to obtain a regular income. 

![Remote Employee Engagement - benefits of remote work](//images.ctfassets.net/6g4s9n00xmsl/1nZzV6Ldifiq0azFpQjgPz/445f273503bd23087f4ae6a2a8e5cf25/Remote_Employee_Engagement_-_benefits_of_remote_work.png)

## How do you maximize remote employee engagement?

As [rates of remote working continue to increase year after year](https://www.followupboss.com/blog/the-ultimate-guide-to-remote-work-according-to-stats-studies-and-what-works-in-real-estate), it is important to sustain employee engagement levels amongst your telecommuting workforce. Managers are often concerned that owrking from home can isolate employees which can have consequences for an individual and their team's performance and productivity, and overall engagement. 

A recent study conducted by [Slack]((https://slackhq.com/trust-tools-and-teamwork-what-workers-want) found that 85% of workers would like to feel closer to their remote colleagues. It is therefore important to boost remote worker [engagement](https://www.peoplegoal.com/glossary/employee-engagement) and this can be done in the following ways: 

1. Prioritize Communication between all members of your team
2. Show Appreciation for all of your employees
3. Increase particpation 

![Remote Employee Engagement - maximize remote employee engagement](//images.ctfassets.net/6g4s9n00xmsl/27F0BnixxNOu8FZcUyyiVK/9da66e9907da90be64a564019e727abf/Remote_Employee_Engagement_-_maximize_remote_employee_engagement.png)

### Prioritize Communication

Good [communication](https://www.peoplegoal.com/blog/workplace-communication-can-suffer-when-individuals) is integral to [employee performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary). It is vital to keep in regular contact with remote employees to increase engagement. Below we suggest a couple of proven strategies:

- Virtual face-to-face meetings e.g. through Skype, Google Hangouts, Microsoft Teams, Zoom, Go-To-Meeting
- Invest in communication tools e.g. [Slack](https://www.peoplegoal.com/blog/peopleheroes), Yammer
- Build communication skills through [training](https://www.peoplegoal.com/glossary/training-and-development) and workshops
- Financial Assistance to help build a productive workspace from the home 
- Focus on [remote onboarding](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) 
- [Extracurricular activities](https://www.peoplegoal.com/blog/virtual-team-building-activities) 
- Offer real responsibility and accountability to all job roles

Communication is an essential skill in the workplace and plays a crucial role in employee engagement. A recent study conducted by [HBR](https://hbr.org/2017/11/a-study-of-1100-employees-found-that-remote-workers-feel-shunned-and-left-out) shows that remote workers hugely value regular communication with their colleagues and management. [The best managers](https://www.peoplegoal.com/blog/how-to-boost-team-engagement) are good listeners, fair in judgement, and communicate respect, trust and interest, both in-office and remotely. 

![Remote Employee Engagement - prioritize communication](//images.ctfassets.net/6g4s9n00xmsl/3WrfyafAnslyd0rC2NWL4F/ba4b3690e55246544d85e05217562ce0/Remote_Employee_Engagement_-_prioritize_communication.png)

👉 [Read here to learn more about the difference between formal and informal communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication)

### Show Appreciation

[Feedback and recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) are an important component of your [company culture](https://www.peoplegoal.com/blog/company-culture-survey) and have a significant effect on employee engagement. Virtual appreciation should be a priority for your team. Consider investing in a simple [feedback and recognition tool](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges) to encourage appreciation between colleagues.

One way to show appreciation for your [remote colleagues](https://www.peoplegoal.com/blog/how-to-develop-your-remote-workers-and-close-the-opportunity-gap) is to assist them in building a productive workspace from home. Adapt your rewards packages to gift a desk, a chair, a computer, office supplies or even a broadband subsidy.  This will demonstrate to your employees that you value their input into the organization.

Equally, when [remote employees](https://www.peoplegoal.com/resources/whitepapers/remote-work-guide-hr) visit the office, ensure that they feel welcome and appreciated. Organise team meetings or lunches to ensure that colleagues remain connected and engaged with each other. 

![Remote Employee Engagement - show appreciation](//images.ctfassets.net/6g4s9n00xmsl/0WBEO1zM3SSA3FpVYxhb7/2ea145ced484a05619d958e13e0acc17/Remote_Employee_Engagement_-_show_appreciation.png) 

### Increase Participation

In addition to improving communication and [showing appreciation](https://www.peoplegoal.com/blog/employee-appreciation-day-when-is-it), you can improve remote employee engagement by increasing participation. This can be done in 3 key areas:

- Onboarding 
- Out of Work Activities 
- Responsibility and Accountability 

Use the [onboarding](https://www.peoplegoal.com/blog/onboarding-a-new-employee) period of new hires to maximize [employee engagement](https://www.peoplegoal.com/blog/engagement-surveys-done-right). Throughout the first few days and weeks, ensure that new employees have met their colleagues and built a strong network. This ensures that employees have the means, tools, and desire to engage with their co-workers from the outset. 

[Managers](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique) can also boost engagement and [motivation](https://www.peoplegoal.com/blog/10-ways-to-increase-motivation-for-a-team) through extracurricular activities that include remote employees. Activities include creating fantasy leagues, online gaming, or even just creating a team group chat.

Finally, remote employees are more likely to feel engaged if they understand the importance of their roles. Ensure remote employees are assigned tasks with real responsibility, risk and accountability. Employees will feel valued and fulfilled from their job role, perhaps seeking further [career progression](https://www.peoplegoal.com/blog/career-development-essentials) with your organization. 

![Remote Employee Engagement - increase participation](//images.ctfassets.net/6g4s9n00xmsl/3eUFdZoknvvREC3SNhYwaN/d2f217689359f5c26b7876f5bf95fa67/Remote_Employee_Engagement_-_increase_participation.png)

👉 [Take a look at our guide on how to make remote onboarding successful](https://www.peoplegoal.com/blog/employee-onboarding)

## How can you measure remote employee engagement?

Measuring employee engagement is crucial to understand how well your organization is operating. It is possible to do this through eNPS or Pulse Surveys with PeopleGoal. 

### __1. eNPS__

[eNPS (Employee Net Promoter Score)](https://www.peoplegoal.com/blog/employee-net-promoter-score) is a two-question survey which asks employees how likely they would be to reccomend working at your organization. This provides employers with a [performance rating](https://www.peoplegoal.com/blog/reinvent-your-performance-management-process) that they can use to understand how employees feel about the company, whether this be positive or negative. 

### __2. Pulse Surveys__

[Pulse surveys](https://www.peoplegoal.com/app-store/template/weekly-pulse-survey-512002da-0826-45d2-9f97-9211296fe4bd) are short, multiple-choice questionnaires sent to employees to ask about their engagement. They are quick and easy to complete and helps [HR departments](https://www.peoplegoal.com/blog/hr-trends-to-watch-in-2019) identify in which areas the company is performing well, and where employees would appreciate more support. 

![Remote Employee Engagement - how to measure remote employee engagement](//images.ctfassets.net/6g4s9n00xmsl/6HUSPXmdHlsAd0OFzDIVFO/d5347415428b2917be553843a22e1b87/Remote_Employee_Engagement_-_how_to_measure_remote_employee_engagement.png)

## Our Concluding Thoughts 
Overall, [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) is crucial to an individual's performance and productivity. Organizations should focus on this particularly as [remote working](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) becomes the norm and more people are hired remotely. 

PeopleGoal can support your organization and boost your remote workers' engagement with our diverse array of [apps](https://www.peoplegoal.com/app-store). We offer [engagement solutions](https://www.peoplegoal.com/solutions/engagement) that can be customized to suit your workflows and company culture. 

⭐ [Book a demo with PeopleGoal today](https://www.peoplegoal.com/book-a-demo)

How do you achieve a satisfactory level of employee engagement in the remote workforce? Explore the benefits for remote workers and learn key tactics to keep them engaged. 

How do you achieve a satisfactory level of employee engagement in the remote workforce? Explore the key benefits for remote workers.

Employee Engagement for Remote Workers

Explore the benefits of remote workers and learn key tactics to keep them engaged

Employee engagement for remote workers

The [hiring process](https://www.peoplegoal.com/blog/interview-questions) is one of the most important aspects of [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid). It is essential to attract and recruit top talent for organizational growth. Hiring managers are always on the lookout for individuals whom they feel could bring value to the company and drive [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary). 

The interview process can be long and tedious which is why it is crucial to ask specific questions. [Only 20% of candidates are interviewed](https://www.forbes.com/sites/jacquelynsmith/2013/04/17/7-things-you-probably-didnt-know-about-your-job-search/?sh=37ade1823811) and it is critical to ask individuals useful questions that will inform your final hiring decision. 

PeopleGoal offers a series of [apps](https://www.peoplegoal.com/app-store) that help with a range of [HR functions](https://www.peoplegoal.com/blog/8-human-resources-functions), ranging from the initial interview, to [onboarding](https://www.peoplegoal.com/app-store/category/onboarding), [engagement](https://www.peoplegoal.com/app-store/category/engagement) and [performance management](https://www.peoplegoal.com/app-store/category/performance-management). Below we explain the importance of interviews for hiring managers and list the top 15 questions to ask.  

## The Importance of Interviews

As previously mentioned, not all job candidates receive an interview. It is important to meet candidates in-person (or remotely!) to gain an understanding of their prior job experience and [qualities](https://www.peoplegoal.com/blog/core-employment-competencies-explained). This helps determine if they will be a good fit for your role and [company culture](https://www.peoplegoal.com/blog/what-is-company-culture). 

Candidates may appear different in-person than from their CV and [reference letters](https://www.peoplegoal.com/blog/reference-letters). The way potential employees carry themselves is a crucial factor in hiring decisions. [Forbes](https://www.forbes.com/sites/ashleystahl/2020/12/10/how-to-answer-the-7-most-important-job-interview-questions/?sh=2bbd8fc6729a) conclude that 40% of hiring professionals believe that a candidate's overall confidence influences an individual's chances of being hired. 

Equally, it is important to explain to a candidate exactly what you are looking for. [Gallup](https://www.gallup.com/workplace/321638/recruit-top-talent-rethink-job-postings.aspx) found that just 5% of hiring managers strongly agreed that their company's job postings were an "accurate reflection" of the roles' actual job demands.

![Interview Questions - importance](//images.ctfassets.net/6g4s9n00xmsl/6YnOhnpaLFvOZiuTBloOC4/9de3c45f8bbbeff672cfc557991d8726/Interview_Questions_-_importance.png)

## The Best Questions

Below we will list the top 15 questions hiring managers should ask to gain invaluable insight into a candidate's experience, capabilities, and potential fit into your organization. 

### Job Experience

The first thing you should establish during the interview is a candidate's work history. Find out about what their current role entails, the responsibilities they have and what they consider both failures and achievements. Ask about their experience of [working from home](https://www.peoplegoal.com/guides/remote-work) and whether they feel comfortable leading a team or making decisions. 

1. What can you tell us about your current role?
2. Do you have experience in working remotely?
3. Do you have experience in [leading a team](https://www.peoplegoal.com/blog/ted-talks-about-leadership-how-to-speak-like-a-leader)?
4. What do you feel are your biggest career achievements?
5. What can you tell us about your biggest failure in your role and how you overcame it?

![Interview Questions - job experience](//images.ctfassets.net/6g4s9n00xmsl/4G0uVeLIDoiHJ2cpmLfuQl/ed48dc018172814da7f0d40a5a540309/Interview_Questions_-_job_experience.png)

### Skills and Qualities

Having learned about a candidate's job experience, it is essential to understand who they are as a person and the implications this has for their approach to work. Ask about their [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses), their preferred ways of working and how others would describe them. Consider their technical experience.

1. What skills and strengths can you bring to this position? 
2. Can you tell us about a time you have had a [disagreement at work](https://www.peoplegoal.com/blog/conflict-resolution-as-a-manager) and how you handled it?
3. Do you work best independently or as part of a team?
4. How would your colleagues and manager describe you?
5. What technical experience do you have (e.g. [software](https://www.peoplegoal.com/blog/performance-management-software-for-small-business), programs, technology)?

![Interview Questions - skills and qualities](//images.ctfassets.net/6g4s9n00xmsl/f0AZCpvZLCc8lKCb3D9R8/71ce0b52f830a4f6adcfd23622644ac4/Interview_Questions_-_skills_and_qualities.png)

### Company Culture

The final part of the interview should enable hiring managers to evaluate how candidates may fit into your [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies). Discuss what they look for in a company and why they are leaving their current role. Assess what motivates them and their vision of [career development](https://www.peoplegoal.com/blog/career-development-essentials). 

1. Why do you want to work at our company?
2. Why are you leaving your current role?
3. What [motivates](https://www.peoplegoal.com/blog/top-30-hard-work-quotes) you at work?
4. Where do you see yourself in five years' time?
5. Do you have any questions for us?

![Interview Questions - company culture](//images.ctfassets.net/6g4s9n00xmsl/2QmcehDVbcpQSo5KqJdCzF/f8c4d4cd89c923ea61bd43a8586dd9d7/Interview_Questions_-_company_culture.png)

👉 [Click here for 21 more questions to ask remote hires](https://www.peoplegoal.com/blog/interview-questions) 

## Conclusion

Hiring managers should prepare questions before the interview which are focused and target all the necessary information. Consider asking about past job experience, skills, qualities, and [company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources). Hiring the [top talent](https://www.peoplegoal.com/blog/gen-z-in-the-workplace) is essential for your organization!

PeopleGoal can help your organization with a range of HR functions. Our [customizable apps and workflows](https://www.peoplegoal.com/app-store) assist managers and employees with [performance](https://www.peoplegoal.com/solutions/performance), [engagement](https://www.peoplegoal.com/solutions/engagement), and [development](https://www.peoplegoal.com/solutions/development). 

⭐ [Book a demo with PeopleGoal today](https://www.peoplegoal.com/book-a-demo)

Interview questions make a difference! Read our 15 top questions hiring managers should ask to find the perfect candidates for their company culture.

15 Interview Questions to Ask as a Hiring Manager

interview questions

The questions asked in an interview can make a crucial difference to the decisions made in the hiring process. Find out our top 15 questions for hiring managers to ensure that you hire the top talent that will fit into your company culture. 

## What are the Best Interview Questions to ask as a Hiring Manager?
1. What can you tell us about your current role?
2. Do you have experience in working remotely?
3. Do you have experience in leading a team?
4. What do you feel are your biggest career achievements?
5. What can you tell us about your biggest failure in your role and how you overcame it?
6. What skills and strengths can you bring to this position? 
7. Can you tell us about a time you have had a disagreement at work and how you handled it?
8. Do you work best independently or as part of a team?
9. How would your colleagues and manager describe you?
10. What technical experience do you have (e.g. software, programs, technology)?
11. Why do you want to work at our company?
12. Why are you leaving your current role?
13. What motivates you at work?
14. Where do you see yourself in five years time?
15. Do you have any questions for us?


[Employee Engagement surveys](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement) are integral to [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid) to assess an employee's sentiment towards the organization that they work for.

Managers can boost employee engagement by communicating the [company mission and values](https://www.peoplegoal.com/blog/employee-engagement-company-values) to their employees. It is important to have a [leader](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style) who motivates employees to perform at their best and inspires productivity. 

[Forbes](https://www.forbes.com/sites/brentgleeson/2017/10/15/5-powerful-steps-to-improve-employee-engagement/?sh=2aa4abf7341d) report that only 15% of the workforce is engaged. To assess how engaged your employee's are, check out our downloadable engagement survey templates or PeopleGoal's [app store](https://www.peoplegoal.com/app-store/category/engagement) which offers a series of tools to manage your employee's engagement. 

## What are Employee Engagement Surveys?

Employee Engagement is more than simply [employee satisfaction](https://www.peoplegoal.com/blog/instant-gratification-in-the-workplace). Employee engagement is where employees are motivated to perform at their best at work every day. They are committed to reaching the company's goals and objectives.

Engaged employees enjoy their jobs, are able to motivate their peers, and work hard to reach targets. [Forbes](https://www.forbes.com/sites/nazbeheshti/2019/01/16/10-timely-statistics-about-the-connection-between-employee-engagement-and-wellness/?sh=6a63045222a0) have revealed that highly engaged teams of employees are 21% more profitable. 

Employers use employee engagement surveys to assess employee engagement. 

👉 [Download our anonymous Employee Engagement Survey Template](https://docs.google.com/spreadsheets/d/1VC_yAa8Pn5WrxFPVAxMFjPK0NRJ5NT2RMX135xhc_Fo/edit?usp=sharing)  

![Employee Engagement Survey Template - anonymous survey](//images.ctfassets.net/6g4s9n00xmsl/3bcqsHLOe37RJm5Fk8tRDP/5c3be7ef3bddd17e00e48e59a0522f32/Employee_Engagement_Survey_Template_-_anonymous_survey.png)

👉 [Try our Named Employee Engagement Survey Template](https://docs.google.com/spreadsheets/d/1m0M-bYJF8L3dgkSibuORaJy-5pZwBLwLjBFdTvoCzOc/edit?usp=sharing) 

![Employee Engagement Survey template - names survey](//images.ctfassets.net/6g4s9n00xmsl/3sHiQ52lrLBUFtTvoc5LYu/cf686d25d39e1ef474976c00648bcd1e/Employee_Engagement_Survey_template_-_names_survey.png)

## Why are Employee Engagement Surveys Important?

Employee engagement is important for a number of reasons:

- It increases [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist)
- It improves employee satisfaction
- It maximizes [employee retention](https://www.peoplegoal.com/blog/employee-retention)
- It leads to better customer service and satisfaction
- It increases profitability

![Employee Engagement Survey Template - why important](//images.ctfassets.net/6g4s9n00xmsl/1OzikwP7U2rI7KVisdFgrw/e1122d3d4bcd65706cc150b8a92f7124/Employee_Engagement_Survey_Template_-_why_important.png)

[Gallup](https://news.gallup.com/businessjournal/182792/managers-account-variance-employee-engagement.aspx) have discovered that 70% of variance in employee engagement comes from managers. For this reason, it is important to manage employee engagement by sending out frequent surveys and acting on feedback. 

## How to Build and Employee Engagement Survey?

To build your employee engagement survey, you should consider asking employees the following questions:

### Manager/ Supervisor Relationships

Do your employees feel like they have a good relationship with their manager? Do they receive [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and are they able to offer it back in return? Do employees give and receive feedback from their peers?

It is important to value [360 feedback](https://www.peoplegoal.com/blog/360-performance-reviews). Ensure that every employee feels valued and is recognized and rewarded for good performances. 

### Teamwork

Is your team collaborative? Do peers support and encourage each other to perform well?

A [collaborative company culture](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) enhances employee performance and increases employee engagement. 

### Growth Opportunities

Do employees envision career growth within your organization? Do they feel supported to find [learning and development](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company) opportunities? Have managers helped to build [development plans](https://www.peoplegoal.com/blog/how-to-build-a-development-plan-template) or [succession plans](https://www.peoplegoal.com/blog/succession-planning-template)?

It is important for managers to take an interest in employees personal and professional lives to offer the appropriate support and resources. 

### Work-Life Balance

Do employees feel that they have a good [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020)? How is the workload? 

As more people work remotely, it is more important than ever before to ensure that you support employee's [mental health](https://www.peoplegoal.com/blog/mental-health-2020) and wellbeing.

### Behavioural Fairness

Does your organization have an efficient system that [rewards and recognizes employees](https://www.peoplegoal.com/blog/performance-based-rewards) who perform well?

It is essential to monitor [diversity and inclusion](https://www.peoplegoal.com/guides/diversity-and-inclusion-essential-guide) within your organization. Is everyone treated fairly within the workplace? Have there been experiences of favouritism or [nepotism](https://www.peoplegoal.com/blog/how-to-deal-with-nepotism-in-the-workplace)? 

### Effective Communication

Do employees feel that they understand changes in the company mission or values? More importantly, is everyone aware of changes in policies or procedures?

It is critical for an organization to have [managers](https://www.peoplegoal.com/blog/first-time-managers) who lead effectively. They should communicate well with employees and be open to two-way and [continuous feedback](https://www.peoplegoal.com/blog/continuous-feedback). 

![Employee Engagement Survey Template - questions](//images.ctfassets.net/6g4s9n00xmsl/7HcfPULrN6aMYyFsrQwrv0/c07faba67a43b188879fbdab3005292b/Employee_Engagement_Survey_Template_-_questions.png)

## Engagement Survey Templates

👉 [Download our anonymous Employee Engagement Survey Template](https://docs.google.com/spreadsheets/d/1VC_yAa8Pn5WrxFPVAxMFjPK0NRJ5NT2RMX135xhc_Fo/edit?usp=sharing) which asks employees about manager relationships, teamwork, growth opportunities, work-life balance, behavioural fairness and workplace communication.

👉 [Try our Named Employee Engagement Survey Template](https://docs.google.com/spreadsheets/d/1m0M-bYJF8L3dgkSibuORaJy-5pZwBLwLjBFdTvoCzOc/edit?usp=sharing) which asks employees for their opinions on their working life, their team relationships and the company and can be used during manager check-ins.

Edit our templates to build an employee engagement survey today and help your employees identify the strengths and weaknesses of your current company culture!

## Engagement Surveys: Our Final Thoughts

[Employee Engagement Surveys](https://www.peoplegoal.com/blog/best-practices-in-employee-engagement-surveys) are important in HRM as they help managers identify which components of the company culture are effective at inspiring employees and what need to be changed to improve employee satisfaction and subsequent [productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment).  

PeopleGoal can help you automate employee engagement processes with our customizable apps. Explore our [app store](https://www.peoplegoal.com/app-store/category/engagement) to learn about how PeopleGoal gives employees a voice and valuable insight into your company culture. We provide the tools to schedule weekly, monthly or quarterly surveys that assess employee wellbeing and diversity and inclusion. We build custom reports that provide the information most useful for your organization to grow. 

👉 [Click here to have a look at how PeopleGoal runs an Employee Engagement Survey](https://www.peoplegoal.com/support/article/how-to-run-an-employee-engagement-survey)

⭐ [Book a Demo](https://www.peoplegoal.com/blog/human-resources-management-post-covid) with PeopleGoal today to see how we can help your organization automate your employee engagement monitoring processes

Employee Engagement Surveys are an essential part of HRM. Download our templates to assess your employee's wellbeing and sentiments towards your organization today!

Employee Engagement Surveys are an essential part of HRM. Download our templates to assess your employee's wellbeing and sentiments towards your organization!

How to Build an Employee Engagement Survey Template

employee engagement survey template

## What is included in this blog?

1. What is an employee engagement survey?
2. Why is employee engagement important?
3. How to build an employee engagement survey?
4. 2 Downloadable Employee Engagement Survey Templates

[Development Planning](https://www.peoplegoal.com/blog/development-plans) is an essential part of [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid). With more people now [working from home](https://www.peoplegoal.com/blog/work-from-home), it has become increasingly important for managers to stay in touch with their employees and help them plan for the future. 

[Development planning](https://www.peoplegoal.com/blog/effective-employee-development-plans) helps workers identify their [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses) and plan the next steps in their [career path](https://www.peoplegoal.com/blog/6-ways-career-coaches-can-ensure-better-career-experiences). It is a useful tool for recognizing where an employee needs to make improvements. 

[Gallup](https://www.gallup.com/workplace/311099/companies-getting-wrong-employee-development.aspx) found that organizations who invest in employee development are twice as likely to retain employees and are 11% more profitable. 

PeopleGoal provides a range of resources to help organizations build development plans. [Explore our app store here](https://www.peoplegoal.com/app-store/category/development). 👈

## What is a Development Plan?

A development plan is the creation of [achievable and measurable goals](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips) that an employee works towards to progress along their chosen [career path](https://www.peoplegoal.com/blog/career-growth-helping-employees). 

This involves [self-evaluation](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) whereby an employee must recognize their own [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses). They must create a plan of action to improve the relevant skills, knowledge and [personal traits](https://www.peoplegoal.com/blog/personality-traits) that will boost their careers.

Managers should be involved in [career development](https://www.peoplegoal.com/blog/career-development-essentials) as they can provide useful [training and development](https://www.peoplegoal.com/glossary/training-and-development) opportunities. Furthermore, regular [check-ins](https://www.peoplegoal.com/blog/check-ins-performance-reviews) and [feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) encourage employees to better work towards their goals. 

👉 [Try our Simple Development Plan Template which aligns your short, medium and long-term goals with a plan of action](https://docs.google.com/spreadsheets/d/1r0_Q4sR3lxhdwcEZRCuRsTtok2pejsoa09EQS4XirYg/edit?usp=sharing)

![PeopleGoal Development Plan Template 1](//images.ctfassets.net/6g4s9n00xmsl/5JMIBPIOpYOrn08OQxz1i1/48afc547c6b4c796e99be1b3cd7a0bef/PeopleGoal_Development_Plan_Template_1.png)

👉 [Download our more in-depth Development Plan Template which asks employees for their next steps concerning skills, knowledge and personal traits](https://docs.google.com/spreadsheets/d/1XOTxfMJtwn0FlUB26oolxuXBlgkzFQlT-dw0F8CCdZs/edit?usp=sharing).

![PeopleGoal Development Plan Template 2](//images.ctfassets.net/6g4s9n00xmsl/6yJYNQobbYVjxrr45ehIe6/b33bb31cbc1d2223eaa9006b3bf25de4/PeopleGoal_Development_Plan_Template_2.png)

## Why is a Development Plan Important?

Development Planning is important for your workplace because:

- It upskills your workforce
- It increases productivity
- It increases employee satisfaction
- It increases [employee retention](https://www.peoplegoal.com/blog/employee-retention)
- It enriches your [company culture](https://www.peoplegoal.com/blog/company-culture-survey)
- It strengthens your feedback culture.

It is important to foster a collaborative company culture as [Glassdoor](https://www.glassdoor.com/blog/mission-culture-survey/) records that 77% of workers consider company culture before applying for a job. Moreover, [94% of workers say they would stay at a company longer if they invested in their careers](https://learning.linkedin.com/resources/workplace-learning-report-2018).

![development Plan template - why is a development plan important](//images.ctfassets.net/6g4s9n00xmsl/3gnEd17b050ibaixNfWagC/9d61ed06bb586505524c9072af7dcbe8/development_Plan_template_-_why_is_a_development_plan_important.png)

## How to Create a Development Plan Template?

To create a development plan, you should follow our 4 simple steps.

### 1. Identify your career goals

The first step in career development is to choose a career path. Consider what type of company culture you perform best in, what [motivates](https://www.peoplegoal.com/blog/how-to-motivate-employees) you most, and what you enjoy doing. 

You should create [SMART goals](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) which are specific, measurable, attainable, relevant, and time bound. This will motivate you to make improvements and work towards your objectives. 

Consider the timeframe of your goals. They can range between quarterly and the next 5 years. 

### 2. Identify the Skills, Knowledge and Personal Traits You Need to Improve

Using your [career goals](https://www.peoplegoal.com/blog/how-to-write-your-career-goals), you should be able to identify various skills, knowledge and personal traits that you will need to be successful. This is your opportunity to list them all and identify ways in which you can build upon them and progress along your career path. 

Think about who will be involved in your [learning and development process](https://www.peoplegoal.com/blog/learning-organization). Who can you learn from or ask for help? 

### 3. Identify Potential Distractions and How You Will Avoid Them

Before planning your next steps, you should consider potential distractions that will prevent you from reaching your career goals or building upon the skills, knowledge and personal traits you need to improve. These may be in your personal or professional life. 

Find solutions to any problems that you do identify. Ask your manager for help. Good management will maximize your [work-life balance](https://www.peoplegoal.com/blog/work-life-integration) and support you to perform at your best. 

### 4. Create a Plan of Action

Having identified what skills, knowledge and personal traits you need to move up the career ladder, it is important to plan how you will build upon these. 

Draft a timeline with clear deadlines that will give you sufficient time to make improvements and work towards your goals. 

![Development Plan template - how to create a development plan](//images.ctfassets.net/6g4s9n00xmsl/5ZiUIqqZZYuY7cIssx3RwI/7ac38e138722f1f5b3480f49ced43a4b/Development_Plan_template_-_how_to_create_a_development_plan.png)

## Development Plan Templates

👉 [Try our Simple Development Plan Template which aligns your short, medium and long-term goals with a plan of action](https://docs.google.com/spreadsheets/d/1r0_Q4sR3lxhdwcEZRCuRsTtok2pejsoa09EQS4XirYg/edit?usp=sharing)

👉 [Download our more in-depth Development Plan Template which asks employees for their next steps concerning skills, knowledge and personal traits](https://docs.google.com/spreadsheets/d/1XOTxfMJtwn0FlUB26oolxuXBlgkzFQlT-dw0F8CCdZs/edit?usp=sharing).

Edit our templates to build a development plan today and help your employees identify their next steps to move up the career ladder!

## Development Plans: Our Concluding Thoughts

[Development plans](https://www.peoplegoal.com/blog/development-planning) are important in [HRM](https://www.peoplegoal.com/blog/human-resources-management-post-covid) as they help employees and managers evaluate their strengths and weaknesses. Using this information, workers are able to build [plans of action](https://www.peoplegoal.com/glossary/affirmative-action-plan-aap) to improve and work their way up the career ladder. 

PeopleGoal can help you automate your career and development planning processes with our customizable apps. Explore our [app store](https://www.peoplegoal.com/app-store/template/development-plans) to learn about how PeopleGoal helps employees map out their path to career progression. We automate development plans and make them interactive so you can support all your employees and track their progress.

👉 [Click here to have a look at how PeopleGoal runs Effective Development Plans](https://www.peoplegoal.com/support/article/how-to-run-effective-development-plans) 

⭐ [Book a Demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today to see how we can help your organization automate your development planning process

Development Plans are an essential part of the career development process for all employees. Download our 2 templates to begin planning your next steps!

How to Build a Development Plan Template 

Development Plan Template

## What is Included in this Blog?

1. What is a Development Plan?
2. Why are Development Plans Important?
3. How to Write a Development Plan
4. 2 Downloadable Development Plan Templates 

[Performance Management](https://www.peoplegoal.com/glossary/performance-management) is a key component of [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid) in any organization. It is crucial for managers to understand the [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses) of their employees and how this will impact their organization. 

Since the 1970s, many organizations have used a talent matrix to evaluate employee [performance](https://www.peoplegoal.com/blog/performance-review-comments-examples) and potential. This helps identify which employees require further [training and development](https://www.peoplegoal.com/glossary/training-and-development) and who is eligible for [promotion](https://www.peoplegoal.com/blog/what-is-talent-definition). 

The talent matrix varies across industries and occupations. It is important to define performance and potential within these contexts and state how you will measure these. We will provide 5 top tips to create your own talent matrix and two downloadable templates.

## What is a Talent Matrix?

A talent matrix is a [talent management](https://www.peoplegoal.com/blog/talent-management-and-development) tool used by organizations to assess performance and potential. They are conducted once a year and followed up with a [one-on-one](https://www.peoplegoal.com/blog/one-on-one-meeting-templates) with between every employee and their manager. 

A talent matrix is useful for identifying your organization's top talent. This can inform [rewards](https://www.peoplegoal.com/blog/performance-based-rewards) and [recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) and helps managers build [succession plans](https://www.peoplegoal.com/glossary/succession-planning) for their employees.

Equally, a talent matrix can be used to identify employees who need more training. Managers can help write development plans and arrange [coaching](https://www.peoplegoal.com/glossary/coaching) or mentoring schemes. 

![Talent Matrix - definition](//images.ctfassets.net/6g4s9n00xmsl/5yQfaKwnQSLvTcpxva84a5/b283a6efb603eea15e4cf58762a5d56e/Talent_Matrix_-_definition.png)

[Click here for a guide on how to build a successful development plan](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) 👈

## The Advantages of a Talent Matrix

The 9-box talent matrix was initially created by [McKinsey](https://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/enduring-ideas-the-ge-and-mckinsey-nine-box-matrix) in the 1970s. Many organizations opt to use it because it is a simple process that groups employees by their performance and potential. 

Research by CIPD shows that there is a bias in traditional performance ratings. The talent matrix reduces bias as employees are judged against the same pre-defined criteria. An average score is determined through multiple managers' contributions.

[Gallup](https://www.gallup.com/workplace/238064/re-engineering-performance-management.aspx) further identified that only 21% of employees believe that their performance metrics are within their control. A talent matrix can be shared with employees to ensure they understand how they are assessed and how they can improve. 

![Talent Matrix - fact](//images.ctfassets.net/6g4s9n00xmsl/1CUsNoZEbadEzFX5ZzYvAk/17a73e702da275525be6706b03128a02/Talent_Matrix_-_fact.png)

## How to Create a Talent Matrix for your Company

A talent matrix is integral to [Human Resources Management](https://www.peoplegoal.com/glossary/human-resources-management-or-hrm) to identify the strengths and weaknesses of your employees. We have identified 5 key steps to build a 9-box grid or a 16-box grid:

1. Define how your company understands performance and potential
2. Identify the metrics your company will use to measure performance and potential 
3. Create a two-way table to compare performance and potential assessments
4. Discuss with other managers each employee's performance and potential to place them into a single category
5. Arrange a [one-on-one](https://www.peoplegoal.com/blog/one-on-one-meeting-questions-format) with every employee to deliver feedback and make future arrangements (e.g. write a [development plan](https://www.peoplegoal.com/blog/development-planning) or a succession plan)

![Talent Matrix - how to create a talent matrix](//images.ctfassets.net/6g4s9n00xmsl/5toMElY6mAOTHG6ZJ6XtaK/0849b4315bdc55ae0a1ec78cf88ab823/Talent_Matrix_-_how_to_create_a_talent_matrix.png)

### 1. Define Performance and Potential

When assessing **performance** it is important to consider whether an employee is fulfilling their job requirements and meeting their targets. Ask yourself:

- Does an employee have the relevant [skills](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020), abilities, and subject matter knowledge for their role?
- Does an employee have the ability to develop and maintain working relationships?
- How does an employee perform in their yearly/quarterly performance reviews?

In terms of assessing **potential,** managers should reflect upon an employee's capacity to grow professionally and move into a managerial role. You should ask yourself: 

- Is an employee a good [leader](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style)?
- Is an employee [motivated](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees)?
- Does an employee have the capacity to direct others and guide them to success?

![Talent Matrix - questions to ask](//images.ctfassets.net/6g4s9n00xmsl/4F04jXbqw8Y6Dyu0YdJnIb/cdd530bdd66986f2999ede873446a5bf/Talent_Matrix_-_questions_to_ask.png)

### 2. Identify Performance and Potential Metrics

It is important to consider how you will measure performance and potential. This is often linked to [KPIs](https://www.peoplegoal.com/blog/key-performance-indicators) and is context dependent. It will vary between industries, departments, and job roles. 

💡 TIP: Remember that there is a difference between performance and potential. High performance does not always translate into success as a leader.

### 3. Create a Two-Way Table

Using your definitions of performance and potential, and the key indicators you have established, create a two-way table. 

![Talent Matrix - 9 box template](//images.ctfassets.net/6g4s9n00xmsl/6uv7xcAPKxECVodJxRQWZk/676d93e75d955ab3488e49c1f576237a/Talent_Matrix_-_9_box_template.png)

[Click here for a 9-box talent matrix template](https://docs.google.com/spreadsheets/d/1lyjofgIf8Ex7sz6ef2elhkTx98O1eFcjSlp_aYcSeCI/edit?usp=sharing)👈

### 4. Discuss with Managers to Categorize Employees

Arrange a meeting with other managers to discuss an employee's performance and potential. It is crucial to obtain various perspectives to reduce bias and find an average score. 

![Talent Matrix - 16 box template](//images.ctfassets.net/6g4s9n00xmsl/4Y6G9fHgBqKvXp3OO6TFv3/e21448da8dc83945b29951f7be61bfdf/Talent_Matrix_-_16_box_template.png)

[Click here for a 16-box talent matrix template](https://docs.google.com/spreadsheets/d/1el07Cmr4AWkMfRHoeJvSF_PmHkedwaB7YX4MbzF2tXg/edit?usp=sharing) 👈

### 5. Arrange a One-on-One

Arrange a one-on-one with every employee to deliver [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback). If an employee has high potential, it is important to build a succession plan and discuss upcoming possibilities for promotion. [Recognizing](https://www.peoplegoal.com/blog/ideas-for-employee-recognition) and rewarding an employee will result in greater [engagement](https://www.peoplegoal.com/app-store/template/engagement-686c325f-8bd3-41e0-90c0-dc4aec8cba8e).

On the other hand, if an employee receives [negative feedback](https://www.peoplegoal.com/blog/negative-feedback), it is essential to discuss a [development plan](https://www.peoplegoal.com/app-store/template/development-plans). Managers will need to find training and development opportunities to help employees build their skills. 

![Talent Matrix - arranging a one on one](//images.ctfassets.net/6g4s9n00xmsl/6wr4znlV3ooilEtdYeNQvf/63b7704f893f7a7350465d53befc46a4/Talent_Matrix_-_arranging_a_one_on_one.png)

[Click here for a guide on how to build a succession plan](https://www.peoplegoal.com/blog/succession-planning-template) 👈

## A Successful Talent Matrix: Our Concluding Thoughts

A talent matrix is an employee performance management technique which measures [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) and potential. This is useful for identifying who requires training development and who should be considered for promotions. 

We have provided two sample templates. Please feel free to download and edit them to identify your next steps!

⭐ [Book a Demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today or check out our [app store](https://www.peoplegoal.com/app-store/template/performance)

A talent matrix is useful to assess employees performance and potential. Download our two templates to help you identify your next steps in talent management. 

How to Create a Talent Matrix for your Company

talent matrix

A talent matrix helps you assess your employees performance and potential. Read on for our 5 top tips on how to build a talent matrix suitable for your company. 

## How do you create a talent matrix?

1. Define performance and potential in your company 
2. Identify how your company measures performance and potential
3. Create a two-way table to compare performance and potential
4. Work with other managers to assess employees
5. Check-in with employees to deliver feedback and make future plans

Career Development is an important part of [Human Resources](https://www.peoplegoal.com/blog/why-is-human-resources-important-an-employees-perspective) in any organization. It involves helping employees find the right [career path](https://www.peoplegoal.com/blog/6-ways-career-coaches-can-ensure-better-career-experiences) for them and supporting their [training and development](https://www.peoplegoal.com/glossary/training-and-development) to achieve their [goals](https://www.peoplegoal.com/blog/personal-development-goals). 

Career development is a lifelong process that requires employees to self-evaluate and identify their [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses). Organizations can then provide relevant training and [development](https://www.peoplegoal.com/blog/employee-development) opportunities, pay for employees to attend courses to earn new [certifications](https://www.peoplegoal.com/blog/human-resources-certificates), and promote mentoring schemes. 

It is beneficial for organizations to support career development because it upskills existing employees and maximizes [employee retention](https://www.peoplegoal.com/blog/employee-retention). Employees who feel supported are more [engaged](https://www.peoplegoal.com/glossary/employee-engagement) and perform better. 

## What is Career Development?

[Career Development](https://www.peoplegoal.com/blog/career-development) is the lifelong process of choosing a career, improving the relevant skills, and advancing along a [career path](https://www.peoplegoal.com/glossary/career-pathing). It is about learning and making decisions that will help you obtain your ideal job and lifestyle.

![Career Development - career development](//images.ctfassets.net/6g4s9n00xmsl/6lWBzJGnaqV8M1Q9wD0v83/7959fb370b0867fc8d0344a026d21ba3/Career_Development_-_career_development.png)

💡 TIP: It is important that you train for a career that suits your personality, skill set and interests.

## Factors Affecting Career Development

Whilst career development planning is hugely important for any employee, there are factors which both enhance the progress that you make or prevent you from reaching your full potential. 

We identified 4 factors that affect [career development](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company). It is vital that you consider these as you advance along your career path. 

![Career Development - factors affecting career development](//images.ctfassets.net/6g4s9n00xmsl/5ulFOg3WDHCnaVk0CVoGaV/4fca0fabe4ceeec5285eac667aace292/Career_Development_-_factors_affecting_career_development.png)

### Personality Type

Every employee is different, and it is crucial that you [self-assess](https://www.peoplegoal.com/blog/self-assessment) to identify your strengths and weaknesses. Some employees will have [soft skills](https://www.peoplegoal.com/blog/the-essential-soft-skills-you-need-on-your-resume) which are better suited to some jobs than others. 

It is also important to consider your interests, what [motivates](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees) you and which type of work environment you are most likely to succeed in.

![Career Development - personality type](//images.ctfassets.net/6g4s9n00xmsl/1g5hbNUPWpKrCpkDm2Mjt7/8cae44e4e0c14ac9c0e64839323101a2/Career_Development_-_personality_type.png)

### Age

Some people may be concerned that they are too old to be changing careers and feel that they are unable to take a [promotion](https://www.peoplegoal.com/blog/what-is-talent-definition) that will bring greater responsibility. 

Equallt, other employees may fear that they are too young to move into a [leadership](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style) role and lack the necessary experience. 

![Career Development - age](//images.ctfassets.net/6g4s9n00xmsl/4RAsn1gSHTHJYVMLLcJNcK/428edc78aaca921d6498439579b2d584/Career_Development_-_age.png)

### Family Obligations

It is not uncommon for employees to pause their career development as they seek a greater [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). This may be because they need to care for their children or the elderly.

Most organizations will support you with your career development regardless of your personal life. It is in their best interest to help you progress and upskill as they seek to improve [employee retention](https://www.peoplegoal.com/glossary/employee-retention). 

![Career Development - family obligations](//images.ctfassets.net/6g4s9n00xmsl/2Zp9dORQGKRYIu62jTFsCl/65e06d613f0d618b9bed89a67b1cfbc9/Career_Development_-_family_obligations.png)

### Company Culture

Many organizations provide support and assistance in writing a career [development plan](https://www.peoplegoal.com/blog/development-plans). These help you set short-term and long-term career goals and define the ways in which you will achieve these. [Gallup](https://www.gallup.com/workplace/311099/companies-getting-wrong-employee-development.aspx) found that organizations who invest in [employee development](https://www.peoplegoal.com/resources/webcasts/employee-development) experience 11% greater profitability. 

Managers can set up [coaching](https://www.peoplegoal.com/glossary/coaching) or mentoring schemes and provide the relevant resources and information to help you upskill. They appreciate employees who are proactive and request more responsibility. 

![Career Development - company culture](//images.ctfassets.net/6g4s9n00xmsl/6wZ3kVC9HAi3vB0wQzllC2/266f35f3701df09942332e08f9303a2a/Career_Development_-_company_culture.png)

[Check out our guide on how to write a development plan](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) 👈

## The 4 Essentials of Career Development

We have listed 4 key ways to start your career development. 

![Career Development - the 4 essentials of career development](//images.ctfassets.net/6g4s9n00xmsl/31WQPiY2Cy8oVRbuwIwirZ/5430d1f363333aab1668a4ba14a03d13/Career_Development_-_the_4_essentials_of_career_development.png)

### 1. Self-Assessment

It is essential that every employee recognizes their strengths and weaknesses. Ask yourself what you need to improve on and how to do this.  

Think about what motivates you, your preferred ways of working, what type of [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies) you thrive in, and the best role to utilize your skills in.

![Career Development - self-assessment](//images.ctfassets.net/6g4s9n00xmsl/2ywVIAn0eZfF4KF2WuVitv/541fdb350f4d449d8cb617130a29fdc7/Career_Development_-_self-assessment.png)

### 2. Research

Research what interests you and how to progress along your chosen career path. Investigate how your field or industry is changing. New jobs are constantly emerging. The [World Economic Forum](https://reports.weforum.org/future-of-jobs-2016/chapter-1-the-future-of-jobs-and-skills/) predict that 65% of children entering primary school today will work in job types that do not exist yet.

When writing your [development plan](https://www.peoplegoal.com/blog/effective-employee-development-plans), create a timeline and mark on key milestones. This will help you track and quantify your progress. It will also motivate you to achieve your goals.

![Career Development - research](//images.ctfassets.net/6g4s9n00xmsl/4MG2I4slKrK1eciXGH5SSi/155dbdb08abe4d1d62ecd91d9f88c046/Career_Development_-_research.png)

### 3. Speak to your Supervisors

Speak to your supervisor to assist you in planning your career development. [Gallup](https://www.gallup.com/cliftonstrengths/en/328991/right-track-career-fulfillment.aspx) shows that employees who speak to their managers about their goals and successes are 2.8 times more likely to be engaged. 

Managers can advise on professional qualifications and certifications you can apply for. They will have information regarding online training courses and can arrange for you to be [mentored](https://www.peoplegoal.com/glossary/mentoring) or coached.

![Career Development - speak to your supervisors](//images.ctfassets.net/6g4s9n00xmsl/5FacSFr9QyHWnHHU2nyBVL/41e0bcd1a537a34364dd27677a30856d/Career_Development_-_speak_to_your_supervisors.png)

### 4. Be Proactive

Join online communities and forums to build your [network](https://www.peoplegoal.com/glossary/social-networking) and find new opportunities for your skills development. 

Speak to your Human Resources Department as they can advise on how to set realistic and measurable [goals](https://www.peoplegoal.com/blog/how-to-write-your-career-goals). They can help identify how to improve your [soft skills](https://www.peoplegoal.com/blog/employee-feedback) and build your resume. 

![Career Development - be proactive](//images.ctfassets.net/6g4s9n00xmsl/3d0v3Z1jBFZiUtn3HUUOYl/c0fdcc5e52b4b1666b23ac8456117906/Career_Development_-_be_proactive.png)

## Career development: Our Concluding Thoughts

Career Development is a lifelong process whereby an employee chooses their [career path](https://www.peoplegoal.com/blog/career-growth-helping-employees) and takes the necessary steps to improve their [skills](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) and achieve their [goals](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips). 

This can be affected by a range of personal factors including age, family obligations and personality traits. However, organizations also play a crucial role as they can provide training and development opportunities in a specific area of expertise. They can fund online courses, arrange job shadow schemes, and can help employees write a [development plan](https://www.peoplegoal.com/blog/development-planning). 

It is crucial for organizations and employees to work together to help individuals with their career management.

⭐ [Book a Demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today to empower your employees with development and growth opportunities. Our [app store](https://www.peoplegoal.com/app-store/category/development) covers development plans, one-to-ones, and career plans.

Career Development is an important process for every employee. Here we discuss the 4 key essentials to consider when planning your career development!

Career Development: The 4 Key Essentials

career development

Career Development is important for employee growth and an organization's performance. Here we discuss the 4 key essentials every employee should consider when planning their career development!

## What is Career Development?

Career Development is the lifelong process of choosing a a career and improving the relevant skills to achieve your goals and progress along your career path.

[Development Planning](https://www.peoplegoal.com/blog/effective-employee-development-plans) increases [employee engagement](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) and improves overall business performance and [productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment). It is critical for employers to engage with their employees and help maximise their professional [growth](https://www.peoplegoal.com/blog/career-growth-helping-employees). 

It is important to help employees understand their own [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses) to define goals and areas for improvement. This plays an integral role in [company culture](https://www.peoplegoal.com/blog/company-culture-survey) and ensures that employees understand your dedication to their personal and professional success.

Development plans use [SMART goals](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips) to align employee objectives with overall organization aims. Regular feedback and check-ins maximise everybody's [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) and boost [morale](https://www.peoplegoal.com/blog/team-morale)!

## What is Development Planning?

Development Planning is the creation of [measurable goals](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) to support an employee's career. This includes defining how to achieve a goal and the time frame within which this should be done. 

Managers work with employees to document both their career goals and their personal goals. They then identify the [skills and competencies](https://www.peoplegoal.com/blog/the-essential-soft-skills-you-need-on-your-resume) required to achieve these. Regular check-ins are scheduled throughout the year to monitor progress and provide [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback). 

Development Planning includes making an [action plan](https://www.peoplegoal.com/glossary/affirmative-action-plan-aap) to achieve both short-term and long-term goals. 

![Development Planning - what is development planning](//images.ctfassets.net/6g4s9n00xmsl/3D99yGp7HRUyRDXqh8cS5X/a8a7c24e18d3b1d2caa1968b932438bd/Development_Planning_-_what_is_development_planning.png)

## How to Create a Professional Development Plan

Creating a development plan involves:

- **[Self-Assessment](https://www.peoplegoal.com/blog/self-assessment) -** Employees must identify their individual strengths and weaknesses. This will help them find areas of improvement and discover what [motivates](https://www.peoplegoal.com/blog/how-to-motivate-employees) them.
- **Setting Goals -** Employees set [SMART Goals](https://www.peoplegoal.com/blog/smart-goals-for-managers). These are Specific, Measurable, Achievable, Relevant and Time-Bound. They allow you to track progress and motivate employees to improve their work performance.
- **Identifying Strategies -** Employees should experiment between experiential learning on the job, learning from others through mentoring or shadowing subject experts and attending webinars or obtaining additional [certifications](https://www.peoplegoal.com/blog/human-resources-certificates).
- **Building Timelines -** It is important employees commit to making improvements by setting deadlines.

![Development Planning - how to create a development plan](//images.ctfassets.net/6g4s9n00xmsl/2kbMixth0PqXKTZ1IYIk7O/6d4b57cfad6fff054e32fbeaf47fe2f7/Development_Planning_-_how_to_create_a_development_plan.png)

[Check out our guide on how to build a successful Development Plan](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) 👈

## Why is Development Planning Important?

The Development Planning Process plays a crucial role for both staff members and the organizations they work for. We have identified the following 6 main benefits:

1. Upskills Workforce 
2. Increases Productivity
3. Improves [Employee Satisfaction](https://www.peoplegoal.com/blog/instant-gratification-in-the-workplace) 
4. Increases [Employee Retention](https://www.peoplegoal.com/blog/employee-retention) 
5. Enriches [Company Culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies) 
6. Strengthens [Feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) Culture 

![Development Planning - why is development planning important](//images.ctfassets.net/6g4s9n00xmsl/Cea0iaQxFaOG3SBmppWkh/7e6a714e023d893d478a02953c9b39b5/Development_Planning_-_why_is_development_planning_important.png)

## 1. Upskilling the Workforce

Development Planning helps upskill a workforce because it encourages employees to identify their strengths and build upon their weaknesses. This informs decisions concerning [training and development](https://www.peoplegoal.com/glossary/training-and-development) and can increase your employee's knowledge and improve their skill set. 

Supporting employee's [career development](https://www.peoplegoal.com/blog/career-development-essentials) will further improve your allocation of resources and help you manage the team budget. 

It has also been suggested that the greater skilled a workforce, the more productive they become. [McKinsey & Company](https://www.mckinsey.com/business-functions/organization/our-insights/attracting-and-retaining-the-right-talent) have found that in highly complex occupations, the high performers are 800% more productive than the average worker. 

![Development Planning - upskill the workforce](//images.ctfassets.net/6g4s9n00xmsl/XLVLxq8NUf5YLGS5oaVXH/a87d02c92066ff308889070003718ac6/Development_Planning_-_upskill_the_workforce.png)

## 2. Increases Productivity

Individual Development Planning upskills a workforce which further increases productivity. This is because employees are given new deadlines to adhere to and can better manage their time to achieve what is asked of them. 

Studies have found that [planning preserves 10 times more time in the future](http://cleenet.org/index.php/en/online-courses/modul-1/88-strategic-development-and-planning). This is beneficial to your organization and will maximise efficiency.  

![Development Planning - increase productivity](//images.ctfassets.net/6g4s9n00xmsl/7nXHMPh0gRbtfTdvxutLM1/78707d870545b2ab199adc4438da97c7/Development_Planning_-_increase_productivity.png)

## 3. Improves Employee Satisfaction

Employees are likely to feel better [supported](https://www.peoplegoal.com/blog/employee-growth-hacks) having made a development plan with their manager. There will be greater [motivation](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees) for an employee to succeed and reach their goals. This is especially crucial for employees who lack direction and are uncertain about their future careers. 

[Employee engagement](https://www.peoplegoal.com/blog/creative-names-of-employee-engagement-surveys) is important for your organization as a happy workforce will feel more compelled to work hard and achieve results. 

![Development Planning - increase employee satisfaction](//images.ctfassets.net/6g4s9n00xmsl/3EHvoCH7MuhaklaKkWM8Q1/e90d14600eddde1ee1ccb57065165814/Development_Planning_-_increase_employee_satisfaction.png)

## 4. Increases Employee Retention

When employees are more satisfied with their role, they are more likely to maintain their post within an organization. This is beneficial to [retain top talent](https://www.peoplegoal.com/blog/how-to-improve-employee-retention). 

Employee retention is important for an organization as it reduces the cost of recruiting and [onboarding](https://www.peoplegoal.com/blog/onboarding-a-new-employee) processes. It is an unnecessary expense to constantly be training new employees. It is more efficient to retain existing employees and upskill them throughout their time with your organization. 

![Development Planning - increase employee retention](//images.ctfassets.net/6g4s9n00xmsl/4VpJw2iHktpi6JLtj4yuxR/89129007d3490b473b828e81014a69ac/Development_Planning_-_increase_employee_retention.png)

## 5. Enrichens Company Culture

Personal Development Planning helps build a company culture which is [inclusive](https://www.peoplegoal.com/blog/diversity-and-inclusion-in-the-workplace) and collaborative. Building a strategic plan with employees helps them feel that they are supported. Employee engagement with a firm is crucial to drive an employee's self-confidence and motivation to succeed. 

[Company Culture](https://www.peoplegoal.com/blog/how-important-is-company-culture-if-we-want-to-develop-a-great-brand) is incredibly important. [Glassdoor](https://www.glassdoor.com/blog/mission-culture-survey/) conducted a study that revealed that 77% of workers will consider company culture before applying for a job. 

![Development Planning - enrich company culture](//images.ctfassets.net/6g4s9n00xmsl/60MgSFgF5jxrC7eiAvKGRp/61dbedc9394a6b6e0ff8813c86f92ec8/Development_Planning_-_enrich_company_culture.png)

## 6. Strengthens Feedback Culture

Organizations should embrace a [feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) culture. Employees benefit from managers commenting on their performance as their value to a team is recognized. It further helps them to improve in areas where they are under-performing. 

Managers benefit from [360 feedback](https://www.peoplegoal.com/blog/360-performance-reviews) as they learn where their [leadership styles](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style) have been effective and where people feel they could improve. This will boost project management and ensuing team performance and productivity. 

![Development Planning - strengthen the feedback culture](//images.ctfassets.net/6g4s9n00xmsl/1R2m36Pf9zUei9mM4tapZz/5ca9836699f44612d50a7cf01de50bbc/Development_Planning_-_strengthen_the_feedback_culture.png)

## Development Planning: Our Concluding Thoughts

Development Planning is important for all components of an organization, particularly Human Resources. [Self-assessments](https://www.peoplegoal.com/blog/10-annual-performance-review-employee-self-evaluation-examples) allow employees to recognise their individual strengths and weaknesses. Subsequent [goal setting](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team) ensures that they will improve, upskill and maximise their [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary). 

It is useful for employees to build development plans to understand their value within an organization. [SMART goals](https://www.peoplegoal.com/blog/smarter-goal-examples) help them position their work within the overall organization's goals and objectives. This improves employee's skills, satisfaction, retention and productivity. These have knock-on positive effects on [company culture](https://www.peoplegoal.com/app-store/template/company-culture-survey) and feedback. 

⭐ [Sign up for a Demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today as we help you build customizable development plans for every employee 

[Click here for more ideas on how to build a successful Development Plan](https://www.peoplegoal.com/blog/development-plans)👈

Development Planning is a widely-used approach in business to support employees and help them grow professionally. We explore the 6 main reasons why this is important. 

Development Planning is a HR process that supports employees and helps them grow professionally. We explore 6 reasons why this is important. 

6 Reasons Why Development Planning is Important 

development planning

Development Planning is used by many organizations to support employees and help them grow professionally. We explore 6 reasons why this is important.  

## Why is Development Planning Important?
1. Upskills Workforce 
2. Increases Productivity
3. Improves Employee Satisfaction
4. Increases Employee Retention
5. Enriches Company Culture
6. Strengthens Feedback Culture

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

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

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

## What is a Weekly Status Report?

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

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

## Why is a Weekly Report useful?

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

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

## How do Managers use Weekly Reports?

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

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

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

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

## What does a Weekly Report Include?

A weekly report includes:

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

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

## 5 Simple Ways to Create Weekly Reports

We have identified 5 simple ways to create weekly reports:

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

### 1. Excel Spreadsheet

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

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

### 2. Google Sheets

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

### 3. Online Templates

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

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

### 4. Automated Emails and Forms

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

This is better suited to smaller teams or organizations. 

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

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

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

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

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

![App Store](//images.contentful.com/6g4s9n00xmsl/6R3hDMAoFDCI5sbwiYwm9Z/bc26d62e839e0dfd5d46a59b2ce6cb3a/App_Store.png)

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

## Weekly Reports: Our Final Thoughts

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

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

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

5 Simple Ways to Create a Weekly Report on Tasks Completed

weekly report

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

## How do I create a Weekly Report?

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

Reference letters can make a crucial difference to a candidate's job search. There are a multitude of types that [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid) should be aware of. These are critical for [onboarding](https://www.peoplegoal.com/blog/onboarding-a-new-employee) and helping [hiring managers](https://www.peoplegoal.com/blog/interview-questions) to recruit the employees that will best fit into the [company culture](https://www.peoplegoal.com/blog/company-culture-survey). They can give valuable insight into a potential employee's [personality traits](https://www.peoplegoal.com/blog/personality-traits), [soft skills](https://www.peoplegoal.com/blog/the-essential-soft-skills-you-need-on-your-resume) and professional or academic achievements throughout the hiring process. 

## What is a Reference Letter?

A reference letter is a written and signed document that explains to a prospective employer why a candidate is suitable for a post. They highlight how a person is qualified for a role and why they should be hired. 

They are also known as letters of recommendation. 

### Why is a reference letter needed?

They are often required when applying for a job. They may also be required when applying for internships, volunteering posts, college, or graduate schools. 

The aim is to positively endorse a person's [skills](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020) and attributes. This affirms their character and achievements to a potential employer. 

![what is a reference letter](//images.ctfassets.net/6g4s9n00xmsl/3HtTqIBEGs6ivHHqvRTGIQ/19bfc7868cf073cf0b0556f10d7df1e4/what_is_a_reference_letter.png)

## How to Write a Reference Letter

The aim of a reference letter is to testify for a candidate's [competencies](https://www.peoplegoal.com/blog/competencies-examples). The best examples begin by explaining the relationship to the candidate and why you are qualified to be writing the recommendation. 

You must then explain why the candidate is suitable for a role. Provide specific examples where they have applied the relevant [skills](https://www.peoplegoal.com/blog/core-employment-competencies-explained) to the post they are applying to. Highlight the positive character traits that they display. It is important to write formally throughout and refer to the candidate's resume or CV in addition to the job posting they are applying for. 

An effective letter concludes with a statement of recommendation. Provide your contact information if a recruiter seeks to further get in touch. 

💡 TIP: Do not include sensitive information (race, age, religion, disability, marital/parental status)

![how to write reference letter](//images.ctfassets.net/6g4s9n00xmsl/3kavkGU69Iw5zD9YpZHVUN/980530f0ac7e43bf3ff76fde0b8c902b/how_to_write_reference_letter.png)

## Good Skills to Write About

Letters of reccomendation aim to sell a candidate and promote their skills and qualities. These depend upon the job description but good examples to include when you write the letter are:

- Honesty
- Diligence
- [Motivation](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees)
- [Loyalty](https://www.peoplegoal.com/blog/employee-loyalty)
- Discipline
- Good Team Player
- Positive Attitude
- [Soft Skills](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) (Time-Management, Communication Skills, Leadership)

## Different Types of Reference Letters

There are five main types. We will discuss the purpose of each one and provide examples: 

1. Professional  
2. Character/Personal  
3. Academic  
4. Business  
5. Email 

![types of reference letter](//images.ctfassets.net/6g4s9n00xmsl/6Yl4wiPWe0dx3FZhi83l5u/a1eaa0b9477b5b6429a0c2791f563968/types_of_reference_letter.png)

## 1. Professional Reference Letter

### What is it?

A Professional Reference Letter is also referred to as an Employee Reference Letter. 

It describes a candidate's current or past employment. This includes their job title, job description, responsibilities, salary and duration of employment.  

It further explains their qualities, [professional qualifications](https://www.peoplegoal.com/blog/human-resources-certificates) and key contributions to an organization. 

### Who is it written by?

It is written by someone from a candidate's work-environment. This can be a supervisor, colleague, client, teacher or professor. 

### Sample Professional Reference Letter

![sample professional reference letter](//images.ctfassets.net/6g4s9n00xmsl/38LB9IX8RugtDulW5gKms4/9ffaa3ff4e6a79ae39f31b9714dff480/sample_professional_reference_letter.png)

## 2. Character/Personal Reference Letter

### What is it?

This form of reference attests to the personality traits that make a candidate suitable for a post. They are often used by people seeking their first job and who have little formal work experience. 

It is different from a Professional Reference Letter because it provides a broader overview of a candidate's [personality traits](https://www.peoplegoal.com/blog/personality-traits) and abilities without specific references to the position requirements. This helps the organization decide whether they would be a good fit into the [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies). 

Mentioning a candidate's [work ethic](https://www.peoplegoal.com/blog/work-ethic-definition) may be worthwhile. 

### Who is it Written by?

A character or personal reference is often written by a family friend, mentor or neighbour. 

### Sample Character Reference Letter

![sample character reference letter](//images.ctfassets.net/6g4s9n00xmsl/2Q5oQFzNLUJqXl7p3JaHNh/da88986e20bb4c96435460af2cba9cdf/sample_character_reference_letter.png)

## 3. Academic Reference Letter

### What is it?

This form of reference letter is used to discuss a candidate's academic background. This highlights a person's academic achievements and provides an overall picture of their performance, [strengths](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses), experiences and personal attributes.  

It may also be used to explain or justify any issues or weaknesses in a person's academic records. 

### Who is it Written by?

This is written by someone from the candidate's educational background. It can be a high school teacher, professor, or advisor. 

### Academic Reference Letter Template

![sample academic reference letter](//images.ctfassets.net/6g4s9n00xmsl/3nx1cQx4tdM8HV0IO4HIWx/f66510bae231a6c0623eaec3e738be04/sample_academic_reference_letter.png)

## 4. Business Reference Letter

### What is it?

A business reference letter is used to recommend a business or professional service. This attests to the quality of work provided by a contractor and helps a business increase its clientele. 

### Who is it Written by?

These are mostly written by professional contacts. These may be business associates, vendors, or clients. 

### Sample Business Reference Letter

![sample business reference letter](//images.ctfassets.net/6g4s9n00xmsl/2gsoc9N4ZpBkGHWhda97BK/2056a6eed99317f32636eaf8fcde9bfe/sample_business_reference_letter.png)

## 5. Email Reference Letter

### What is it?

In the past, all reference letters were sent by mail or delivered in person. With the digitalization of the workplace and the more recent impact of [COVID-19](https://www.peoplegoal.com/blog/covid-advice-on-how-to-protect-yourself), it has become commonplace to provide professional, character/personal, academic and business recommendations by email. 

The content of these remains the same. However, the letter format will change.

### Who is it Written by?

These can be written by the same people who write professional, character, academic or business reference letters.

### Sample Reference Letter for Email

![sample email reference letter](//images.ctfassets.net/6g4s9n00xmsl/2OPg0Lb3VgcbVFXj8zGzUx/a44afbe100a5f565264be7ef54cb8962/sample_email_reference_letter.png)

## To Sum Up

Letters of recommendation can make a crucial difference in deciding who to hire out of two candidates with the same credentials. It is important for [HR](https://www.peoplegoal.com/blog/agile-hr) to be aware of the best written reference letters to identify who is best suited to a particular role. They can give valuable insight into a person's personality, preferred [ways of working](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style), and suitability for an organization's [company culture](https://www.peoplegoal.com/blog/what-is-company-culture).

Reference Letters are one of the most important components in the hiring process for prospective employers. 

Top 5 Examples of Reference Letters HR Should Be Aware of

reference letter

Reference Letters can make a critical difference in the hiring process. Here are 5 Examples of Reference Letters that HR should be aware of. 

## What are the different types of Reference Letters?

- Professional
- Character/Personal
- Academic
- Business
- Email

Micromanagement is often perceived as a disruptive practice used by employers to [track performance](https://www.peoplegoal.com/blog/performance-management) and maintain control within an organization. There are cases where such practices threaten [mental health](https://www.peoplegoal.com/blog/mental-health-2020) and trigger [burnouts](https://www.peoplegoal.com/blog/work-burnout). However, there are components of micromanagement that can boost employee [performance](https://www.peoplegoal.com/blog/performance-management-software-for-small-business) and [productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment). [Company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies) and a healthy work environment are integral to an organization and managers should adapt their [leadership](https://www.peoplegoal.com/blog/leaders-are-born-not-made) styles to enhance this. 

## What is Micromanagement?

Micromanagement is a management style where a [manager](https://www.peoplegoal.com/blog/management-tools) closely observes and controls the work of their employees. Micro-managers often focus on the small details of projects rather than look at the big picture. They struggle to delegate work involving decision-making.

Micromanaging is very common. [Harry Chambers](https://www.bkconnection.com/static/My_Way_or_the_Highway_EXCERPT.pdf), the owner of Trinity Solutions, found that 79% of people have experienced micromanagement at some point in their careers. This can happen both in-office or whilst [remote working](https://www.peoplegoal.com/resources/whitepapers/remote-work-guide-hr).

Often, micromanagers rely on inducing fear into their employees which can create a toxic [company culture](https://www.peoplegoal.com/blog/what-is-company-culture) and work environment. However, this is not always the case. Micro-managers can also provide guidance and [support](https://www.peoplegoal.com/blog/employee-wellbeing-surveys).

![micromanagement fact](//images.ctfassets.net/6g4s9n00xmsl/4UNuFKhRujwaA2PtkIhxGc/ad36851213a7192bfd2d7f66b5cad2c7/micromanagement_fact.png)

### What are the Signs of Micromanagement?

The micromanager style of leadership affects productivity, [employee retention](https://www.peoplegoal.com/blog/employee-retention), [morale](https://www.peoplegoal.com/blog/team-morale), performance, and health. The following are signs of a micro-manager boss:

- Needs to be copied into every email
- Only offers One-way Feedback
- Feedback is only negative (not [constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback))
- Only the manager can make decisions
- Suggests unrealistic deadlines
- Never satisfied with deliverables
- Quick [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff)
- More time is spent overseeing tasks than completing them

![signs of micromanager](//images.ctfassets.net/6g4s9n00xmsl/7L7ljPLlIuVD06bGx6JoPO/9c007dd8e98d4eb4853344c1748c604e/signs_of_micromanager.png)

### Why do People Micro-Manage?

Often, micro-managers have good intentions and consider their [management style](https://www.peoplegoal.com/blog/what-is-management) to be structured, organized or perfectionistic. Such people may be detail-orientated, under severe time and performance pressure, or genuinely concerned about an employee’s competence.

Other managers feel that this form of management enables them to feel close to their team as they are all regularly in contact. [Gallup](https://www.gallup.com/workplace/315530/ultimate-guide-micromanagers-signs-causes-solutions.aspx) found that although employees value receiving feedback, 19% of employees receive this from their managers once a year or less. Micromanagement can improve this.

[Forbes](https://www.forbes.com/sites/markmurphy/2017/03/12/the-secret-fear-that-causes-bosses-to-micromanage/?sh=2f7f1cbb1b95) report that 41% of leaders have a strong desire for power. Some micro-managers fear that employees will tarnish their reputation and destabilize their position of power.

![micromanagement stat](//images.ctfassets.net/6g4s9n00xmsl/38QpdVuaNt83Fm7qogHSYE/fb82d6d01622953576bbdc9d1f17d132/micromanagement_stat.png)

## Why does Micromanagement have Negative Connotations?

Micromanagement often has negative connotations in [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid). Many employees feel this form of business management is annoying as they cannot work independently and there is a lack of trust within an organization. It can be counter intuitive as the desire to control everything creates long term issues as employees must navigate dealing with a micromanaging boss. 

### Effects on Employees

Employees dislike micromanagement because it stifles their creativity. People feel they can no longer share their opinions nor work autonomously.

When managers believe that no one is capable of a task, employees begin to doubt themselves and distrust those around them. This resentment results in a hostile work environment and can cause [workplace bullying](https://www.peoplegoal.com/glossary/bullying-workplace-bullying).

Micromanagement negatively affects employees' self-esteem and mental health. By ignoring employees experience and opinions, employees lose self-confidence. This may further cause anxiety, depression or even a burnout. [Harry Chambers](https://www.bkconnection.com/static/My_Way_or_the_Highway_EXCERPT.pdf) discovered that 32% of people have changed jobs following micromanagement in the workplace.

![effect of micromanagement on employee](//images.ctfassets.net/6g4s9n00xmsl/5mmk15ZoJjYZY7trSv74v6/d9179c2b0008e7693b730b8bc25e3bb3/effect_of_micromanagement_on_employee.png)

### Effects on Organizations

The increased [stress](https://www.peoplegoal.com/blog/work-stress-awareness-what-can-help-an-employee-and-employer-perspective) on employees increases rates of employee turnover which eventually becomes a cost for organizations. There are lost opportunities where highly skilled employees leave and move to work for competitors. They may speak about why they left and damage a company’s reputation.

Micromanagement reduces [communication](https://www.peoplegoal.com/blog/improve-internal-communications-for-engaged-remote-employees) between employees. This delays decisions and clouds overall goals and objectives.

Overall, micromanagement can create an environment that threatens employee engagement and lower team morale. 

## What are the Advantages of Micromanagement?

Managers are highly involved and engaged with all employees. This ensures they can get the best out of their team by allocating tasks to those with the most relevant skillsets. 

Managers are aware of what everyone is doing and can obtain more accurate [metrics](https://www.peoplegoal.com/blog/benchmarking-engagement-survey-metrics). It is easier to build a stronger sense of a team’s [efficiency](https://www.peoplegoal.com/blog/how-to-measure-performance-management-effectiveness-and-efficiency) and performance.

Micromanagement can be adapted to assist an employee working from home. It ensures everybody is connected within a team and on track to meet  collective goals and objectives.

![advantages of micromanagement](//images.ctfassets.net/6g4s9n00xmsl/655PquhbpWK6oqzr8xtkRY/2afa75a11bce2b2bc1cb767856aa738e/advantages_of_micromanagement.png)

## When can Micromanagement be Effective?

Micromanagement can be effective when applied appropriately throughout onboarding, in smaller teams, and throughout complex projects.

### Onboarding

Micromanagement can help [onboard employees](https://www.peoplegoal.com/blog/remote-employee-onboarding) and help new hires get up to speed. Regular communication with new employees ensures that they understand their role within the team and the wider organization. Employers can track their progress and train them to complete procedures in the required manner.

[Check Out our Onboarding Apps to strengthen your HR](https://www.peoplegoal.com/app-store/template/employee-onboarding) 👈

### Smaller Teams

Within a smaller team or organization, micromanagement can be key. Managers are aware of every team member's strengths and weaknesses. This is integral to allocating the appropriate tasks to each member and delegating efficiently.

Furthermore, there is regular [communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication) between employees and the company culture becomes collaborative and more inclusive.

### Complex Projects

Complex projects may have numerous components. It is useful for a project manager to know who is doing what and when this will be completed. Micromanagement on such projects ensures that deadlines are met on time and that all aspects of a project are delivered to a high standard.

Micromanagers ensure that everyone is contributing within a high performing team. 

![effective micromanagement](//images.ctfassets.net/6g4s9n00xmsl/5TkijOnbaG9t8uCOLBZpf1/8a1088f69a5bb668e5231e3b6174e3c6/effective_micromanagement.png)

## How to Make Micromanaging Positive for Everyone

Evidently, excessive micromanagement is detrimental to both employee health and organization productivity. However, micromanaging practices can be adapted to maximize performance and create a healthy [company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources) which promotes communication and [performance management](https://www.peoplegoal.com/blog/employee-performance-management). 

To improve micromanagement, managers should first delegate more tasks. When assigning these, they should not give detailed instructions to allow an employee to complete the work as they see fit. 

Having said this, employees should have clearly defined goals and objectives so that they are aware of what they need to achieve and can perform accordingly.

There are tools that reduce admin, improve productivity and efficiency. [Task management software](https://www.peoplegoal.com/blog/top-10-task-management-software-tools-to-improve-remote-work) can allocate tasks and help managers track employee progress. It is more important to focus on key results rather than the amount of time people clock in.

💡 If you have identified a micromanager, speak to them and approach the topic respectfully. [360 feedback](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples) is always beneficial. 

![positive micromanagement](//images.ctfassets.net/6g4s9n00xmsl/4MoBvyrzs9RbQOOsj9fu7I/f0365f0f84a99a1e3b0623a8c9d90e59/positive_micromanagement.png)

## To Sum Up

Micromanagement is where managers closely supervise and control an employee's work. Although this is often perceived negatively, there are elements of this [management](https://www.peoplegoal.com/blog/nine-features-an-employee-performance-review-software-must-have) technique that can greatly benefit organizations and their employees, if not used excessively. Managers should delegate tasks, track employee performance, and promote a healthy work environment. 

Micromanagement is especially helpful when [onboarding](https://www.peoplegoal.com/blog/onboarding-a-new-employee) new employees, working in small teams, and when conducting a complex project. There are numerous ways to adapt micromanagement practices to maximize employee performance and support their [wellbeing](https://www.peoplegoal.com/blog/employee-well-being-initiatives).

Micromanagement often has negative connotations. Here we discuss in which contexts this style of business management can be successful.

Micromanagement is an often-criticized form of business management. Find out in which scenarios it can be appropriate and drive success.

Can Micromanagement Ever Be Effective?

micromanagement

Most employees have experienced micromanagement at some point in their careers. Read on to find out when this style of business management can be successful.

Micromanagement often has negative connotations. However, managers who adapt micro-managing practices can see benefits in the following areas:

- Onboarding
- Working in Small teams
- Conducting Complex Projects

[Human Resources Management](https://www.peoplegoal.com/blog/what-is-the-importance-of-human-resources-management) were forced to adapt quickly to [COVID-19](https://www.peoplegoal.com/blog/covid-advice-on-how-to-protect-yourself) as many organizations was unprepared for the scale of the pandemic. The aim was to change their practices to maximise [employee performance](https://www.peoplegoal.com/blog/employee-performance-management-just-what-is-it) and [productivity](https://www.peoplegoal.com/blog/effective-at-work-8-hours-a-day) as everyone [worked from home](https://www.peoplegoal.com/blog/remote-workers-support). As we explore how this occurred, it is important to consider how HR will now adapt to [flexi-working](https://www.peoplegoal.com/blog/remote-work-best-practices) as employees return to the office and we transition into a new normality. 

## What is Human Resources Management?

[Human Resources Management (HRM)](https://www.peoplegoal.com/glossary/human-resources-management-or-hrm) is an umbrella term that describes managing the people belonging to an organization alongside its company culture. 

Human Resources Departments manage [human capital](https://www.peoplegoal.com/blog/what-is-human-capital-management). This includes people, their skills, and their abilities. This is an organization's most valuable asset and HR Professionals must find a balance between employee satisfaction and business profitability

![Human Resources Management 3](//images.ctfassets.net/6g4s9n00xmsl/2oy6lCtPkCkNbMI37qtabr/34740d7b4bae28e4c51ee90bcc8e2376/Human_resources_Management_3.png)

### Who Works in Human Resources Management?

HRM employees often have a Bachelor Degree or Master of Science, and prior experience or knowledge in business administration. 

### Why is Human Resources Management Important?

It is important for organizations to have good HRM for the full life cycle of an employee to maximize long-term [employee retention](https://www.peoplegoal.com/blog/employee-retention). This begins with staffing (recruitment and selection) and continues through to training and development. It is a form of [talent management](https://www.peoplegoal.com/blog/talent-management-and-development) that boosts employee commitment and company loyalty.

HRM aims to lower employee turnover to reduce training and hiring costs. This involves motivating employees through compensation and benefits administration. HR Departments improve employee [performance](https://www.peoplegoal.com/blog/performance-management) and productivity with employee benefits. Much work is focused upon recognizing an individual's achievements and ensuring that employees know their value and worth within an organization. 

HR is also responsible for addressing any human resource challenges that an employee may face. In the past year, adapting to COVID-19 has been a priority.

![Human resources Management 8](//images.ctfassets.net/6g4s9n00xmsl/5aRtCsyfr0JCw3dvXKtyV5/00db65c9cb11256ecdbb8d835236f404/Human_resources_Management_8.png)

## The Impact of COVID-19 on Human Resources Management

COVID-19 has had a huge impact on Human Resources Management. The pandemic came as a surprise and organizations were forced to adapt quickly. The biggest change has been the large-scale transition to remote working. 

[Click here for an in-depth guide for adapting to remote work](https://www.peoplegoal.com/resources/whitepapers/remote-work-guide-hr) 👈 

### What is Remote Working?

[Remote working](https://www.peoplegoal.com/blog/work-from-home) refers to employees completing their work from outside of the office. This became necessary as governments enforced lockdowns to reduce the spread of coronavirus. As a result, organizations were forced to create new Work from Home policies. This was important as it demonstrates to employees a commitment to their wellbeing and promotes a good [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). 

### What are the Advantages and Disadvantages of Remote Working?

There are many [benefits](https://www.peoplegoal.com/blog/work-from-home-benefits) to working from home as employees are more engaged and perform better. Employees further feel that they are more productive, flexible and independent. 

However, adapting to remote work has been difficult for many. [The Society for Human Resource Management (SHRM)](https://www.shrm.org/hr-today/news/hr-magazine/summer2020/pages/how-the-coronavirus-pandemic-will-change-the-way-we-work.aspx) found that 71% of employers say that adapting to remote work has been a challenge. Many employees have seen increased micro-management as employers fear that remote work will negatively affect performance.

![Human Resources Management](//images.ctfassets.net/6g4s9n00xmsl/17xNNqTw10IwEPqq9MFTUp/59173479cee8bb08e551bd673604fb20/Human_Resources_Management.png)

[Click here to view our Work from Home Policy Sample](https://docs.google.com/document/d/1Tduu1khactMRYm80zwA8j-hlbAIAnGIrMEwir9JIdlQ/edit#heading=h.eg0whgtpa614) 👈 

## HRM Changes to Onboarding

Throughout the pandemic, it became critical for HR Departments to find suitable candidates to join their organization and to make the [onboarding process](https://www.peoplegoal.com/blog/5-key-employee-onboarding-process-steps-to-master) as easy as possible. All interviews and training programs had to be conducted online. 

It is advantageous to recruit for remote positions as employees can be hired from new locations. More recruitment sites are using online job descriptions to attract prospective candidates. 

For larger organizations, training occurs through live and recorded videos, virtual and augmented reality and other high-tech distance-learning methods. 

[HR Managers](https://shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/onboarding-new-employees.pdf) adapted to digitalisation by further using software to efficiently [manage absence](https://www.peoplegoal.com/app-store/template/absence-management) and leave requests. 

![Human Resources Management 4](//images.ctfassets.net/6g4s9n00xmsl/4Is52AnNMiWEPEareN1LDe/2f1422512900a00888d3aa70f9373c39/Human_Resources_Management_4.png)

## HRM Changes in Performance Management

Human Resources Management adapted their performance management strategies to track employee productivity using [task management software](https://www.peoplegoal.com/blog/top-10-task-management-software-tools-to-improve-remote-work). This determined what needed to be done and by whom and assigned tasks accordingly. Managers could receive task status updates to track employee performance. 

It became even more important to regularly [check-in](https://www.peoplegoal.com/blog/check-ins-performance-reviews) with employees to discuss their felt performance and productivity. HR Departments greater valued [communication](https://www.peoplegoal.com/blog/employee-communication) with all members of an organization. Some teams started pair-wise working to allow for greater contact with people whilst working from home. This also increased the informal feedback given to employees by their peers. 

Following COVID-19, HRM have encouraged the rethinking of [KPIs](https://www.peoplegoal.com/blog/key-performance-indicators) which match the new reality of remote working.

![Human Resources Management 7](//images.ctfassets.net/6g4s9n00xmsl/42B4gqc6iGyJv04VZ5D44T/0829d8567fb54bcc686044fe3203e434/Human_Resources_Management_7.png)

## HRM Changes to Maximize Engagement 

HR Departments keep employees motivated and [engaged](https://www.peoplegoal.com/blog/engagement-surveys-done-right) with the company. They measure how people feel about their peers, their managers and the general work environment. It became more important to have regular virtual check-ins to [ask employees about their work-life balance](https://www.gartner.com/en/human-resources/insights/employee-experience) and how they feel their organization supports them. Many companies sent their employees tips to [support parents](https://www.peoplegoal.com/blog/working-parents) and advice on how to manage their [mental health](https://www.peoplegoal.com/blog/mental-health-2020). It is vital to show employees that the organization values their [wellbeing](https://www.peoplegoal.com/blog/employee-well-being-initiatives). 

All meetings should also be conducted virtually with cameras turned on. This allows all members of a team to interact with one another and feel productive.

![human resources management 9](//images.ctfassets.net/6g4s9n00xmsl/4H4m7iD39i0Nr5CVk9SXUJ/72e67f7d6ee67d818757dcbe32c8b9ba/human_resources_management_9.png)

### Diversity and Inclusion

[D&I is integral to every company](https://hbr.org/2021/05/5-strategies-to-infuse-di-into-your-organization), so it has been critical for HR Departments to combat and prevent discrimination. Initially, the coronavirus pandemic started in South East Asia and HR Professionals have worked to prevent associated racial discrimination and harassment.

[Gallup](https://www.shrm.org/hr-today/news/hr-magazine/summer2021/pages/the-new-world-of-work.aspx) found that between February 2020 and February 2021, 2.3 million women had left the workforce compared with 1.8 million men. Whilst working from home, women felt more pressured to do domestic tasks and considered promotions to be less likely. HR Departments must therefore continue to promote gender equality within the workforce. 

![Human Resources Management 5](//images.ctfassets.net/6g4s9n00xmsl/4SqclNsjYlgVD07PDxGo8E/8bb72f6010e5ce6c434f9195b78034d5/Human_Resources_Management_5.png)

[Check out our Guide on Diversity and Inclusion](https://www.peoplegoal.com/guides/diversity-and-inclusion-essential-guide) 👈 

## HRM Changes in Development and Training

It is important for HRM to consider training and development because their role is to motivate employees and maximise their performance. As people work remotely, it has been particularly important to train employees to use relevant business software and IT systems.

However, [PwC](https://www.pwc.com/m1/en/publications/how-the-new-normal-shaping-future-hr.html) found that only 23% of workers are learning new skills from their employers regarding technology. HR Departments will improve on this as they promote [reskilling](https://www.peoplegoal.com/blog/the-importance-of-workforce-reskilling) and upskilling. Employees can learn new transferable skills that are required for other positions and make them more resilient to change. 

![Human Resources management 6](//images.ctfassets.net/6g4s9n00xmsl/7mSHRPaw8IrRvN0ye5kPu/f1a12a39e4626b9197d5d5d415309550/Human_Resources_management_6.png)

## Practical Considerations for HRM Before Returning to the Office

COVID-19 has created the opportunity for [HRM to change ways of working](https://www.cipd.co.uk/knowledge/fundamentals/emp-law/employees/workplace-guide-returning-after-coronavirus). As it becomes possible for employees to return to the workplace, it is vital that HRM consider:

- How to clean and disinfect touched surfaces?
- Will employees have to wear masks within the office?
- Will organizations require employees to be vaccinated?
- Will hand sanitizer be provided?
- How will business travel be affected?
- How will hot desking arrangements be made?

It is likely that many employees will choose to adopt a flexi-time approach where some days they will work from home and others they will go into the office. [Gartner](https://www.gartner.com/en/newsroom/press-releases/2020-07-14-gartner-survey-reveals-82-percent-of-company-leaders-plan-to-allow-employees-to-work-remotely-some-of-the-time) found that 82% of company leaders plan to allow their employees to work remotely some of the time.

![Human Resources Management 2](//images.ctfassets.net/6g4s9n00xmsl/65ESqvRx9rl3r156d1pSor/8bc93646c6dacf28ffbc968c0abf42b7/Human_Resources_Management_2.png)

[Click here for more information on how to deal with coronavirus in the workplace](https://www.peoplegoal.com/blog/coronavirus-in-the-workplace) 👈 

## To Sum Up

[COVID-19](https://www.peoplegoal.com/blog/covid-advice-on-how-to-protect-yourself) has affected Human Resources Management practices as remote working became the norm. As we transition out of lockdowns, more people will start hybrid working.

HR Departments have adapted to this by digitalizing many of their processes:

- **Onboarding** has been made easier with virtual interviews and training 
- **Performance Management** uses more quantitative and qualitative data and task management software
- **Engagement** is maximised through regular check-ins with a renewed focus on D&I
- **Development and Training** is conducted virtually

As people move back to the office, HR managers will need to consider: 

- The use of face masks
- Vaccination policies
- cleaning and sanitization processes

Human Resources Management were forced to adapt to COVID rapidly. Read on to find out about changes in HR practices and functions.

Human Resources Management was forced to adapt to COVID rapidly. Read on to find out about changes in HR practices and functions.

HRM Post-COVID: The Evolution of Human Resources Management

human resources management photo 1

Human Resources Management has been forced to adapt quickly to the COVID-19 pandemic. Read on to find out how HR Departments have changed their practices to maximise productivity whilst remote working and align their processes with new company goals. 

## How Human Resources Management has evolved with COVID-19

- Large-scale transition to remote working
- **Core HR and Onboarding**- Digitalized hiring processes and online onboarding
- **Performance Management**- HRM functions manage employee performance using quantitative and qualitative data and task management software
- **Engagement**- D&I is central to HRM Work as employers maximise employee wellbeing virtually and promote a healthy work-life balance
- **Development and Training**- HR Professionals provide online tools and training to ensure employees have relevant skills for remote work
- Post-lockdown, HR will adapt to flexi and hybrid working

Laura Evans

Posts

6 Tips to Prevent Work Burnout

How to Write Your Career Goals

The Story Behind "Human Resourses"

Employee Engagement for Remote Workers

15 Interview Questions to Ask as a Hiring Manager

How to Build an Employee Engagement Survey Template

How to Build a Development Plan Template

How to Create a Talent Matrix for your Company

Career Development: The 4 Key Essentials

6 Reasons Why Development Planning is Important

5 Simple Ways to Create a Weekly Report on Tasks Completed

Top 5 Examples of Reference Letters HR Should Be Aware of

Can Micromanagement Ever Be Effective?

HRM Post-COVID: The Evolution of Human Resources Management

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Product

Learn

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Laura Evans

Posts

6 Tips to Prevent Work Burnout

How to Write Your Career Goals

The Story Behind "Human Resourses"

Employee Engagement for Remote Workers

15 Interview Questions to Ask as a Hiring Manager

How to Build an Employee Engagement Survey Template

How to Build a Development Plan Template

How to Create a Talent Matrix for your Company

Career Development: The 4 Key Essentials

6 Reasons Why Development Planning is Important

5 Simple Ways to Create a Weekly Report on Tasks Completed

Top 5 Examples of Reference Letters HR Should Be Aware of

Can Micromanagement Ever Be Effective?

HRM Post-COVID: The Evolution of Human Resources Management

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

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Learn

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Start your free trial today.