When done __correctly__ the [performance appraisal](https://www.peoplegoal.com/glossary/performance-appraisal) is an __amazing tool__ for employees and managers __to reflect on goal outcomes, track professional development__, __measure job performance__ and __get down to planning__ for the next performance cycle. Reviews have come a long way over the years, and you can learn more about their history and how today's leading companies approach the appraisal in our [Essential Guide to Performance Reviews](https://www.peoplegoal.com/guides/performance-reviews). There are __many types__ of reviews to suit every stage of your performance management process, but every review needs to have one thing in common: __an open and honest discussion between an employee and their reviewer__. Here are five templates for [performance reviews](https://www.peoplegoal.com/glossary/performance-review) covering different areas of assessment.

![5 templates for performance reviews](//images.ctfassets.net/6g4s9n00xmsl/4Gg3jT4kYPM9T24e6L38Rc/18c04a8b7e587b7da12335c9aba42567/5_templates_for_performance_reviews.png)

## Objectives & Outcomes Template for Performance Review

This performance review form includes __an employee self-assessment__ and __a reviewer's assessment side by side__. The annual review template focuses on the achievement of goals and objectives over the last year, as well as an employee's demonstration of your company values. While most of the questions need a written response, an overall performance rating gives an indication of the employee's performance as a whole.

<a href='https://docs.google.com/spreadsheets/d/1RZ_j3MCR9hjVhlW51DGTnM62j_obsvopZb3J4pJnjNc/edit?usp=sharing'>Download the Objectives & Outcomes template for performance reviews in Google Sheets and Excel here.</a>

![peoplegoal objectives outcomes performance review template](//images.ctfassets.net/6g4s9n00xmsl/3LG1pNmMOM9uNhAeW6ZlaH/c34189fc46c1123299b62e715bfdaa3e/peoplegoal_objectives_outcomes_performance_review_template.png)

---

> Looking for inspiration on what goals will be important in the next year? [Check out our research on the top 10 employee goal examples for 2020](https://www.peoplegoal.com/blog/top-10-employee-performance-goal-examples-for-2020).

---

## Competency Template for Performance Review

This one-way __employee evaluation__ form assesses employees on their __demonstration of core competencies__ according to their seniority in the organization. This is a great annual performance review template for hierarchical organizations (like consulting firms) where the job roles and criteria for advancement are very clearly defined. You can customize the weightings per competency to adjust for what really matters in each area, for every job role.

<a href='https://docs.google.com/spreadsheets/d/1MqZC1kzua1j7BNdXnLGQQhuuLDAm12aB2-sqnraI9co/edit?usp=sharing' target='blank'> Download the Competency template for performance reviews in Google Sheets and Excel here.</a>

![peoplegoal competency performance review template](//images.ctfassets.net/6g4s9n00xmsl/3ixCub92rRDH36J62Rb5gf/3c3f34509d6012d454ac4a753c21e17e/peoplegoal_competency_performance_review_template.png)

## Professional Development Template for Performance Review

A great employee performance review hones in on an employee's professional development within your organization. Encouraging employees to be __autonomous__ and to practice __self development__ is a huge factor in __boosting employee engagement__ and ensuring __long-term retention__. This appraisal template evaluates the core skills that are needed at your organization, and identifies the training and support needed to help employees develop in these key areas.

<a href='https://docs.google.com/spreadsheets/d/19v00Qvs51hNeJDqAAD287k84mksrIZVQrqvU4lNLTSI/edit?usp=sharing' target='blank'> Download the Professional Development template for performance reviews in Google Sheets and Excel here. </a>

![peoplegoal professional development performance review template](//images.ctfassets.net/6g4s9n00xmsl/oaN85NPjKsbqpUYkL40mR/eb07f5af45081086f578ca587336ae23/peoplegoal_professional_development_performance_review_template.png)

---

> When completing your performance review it helps to have the right vocabulary to properly assess your progress. We've got [70 performance review phrases for you to copy and customize for every function](https://www.peoplegoal.com/blog/70-useful-performance-review-phrases-for-every-function).

---

## Mid-Year Template for Performance Review

Reviews __shouldn't__ just be a __once a year process__! In addition to [regular 1-1 meetings and check-ins](https://www.peoplegoal.com/blog/manager-one-on-one-meeting), __a mid-year review__ is a chance to reflect on progress and course correct on any objectives heading off track. A really quick and easy section called Start, Stop, Continue asks employees and managers to list what the employee should start doing, stop doing and continue doing. You can easily tie this to your 360-degree feedback process to gather input from colleagues and clients and get a holistic view of an employee's ongoing performance.

[Download the Mid-Year template for performance reviews in Google Sheets and Excel here](https://docs.google.com/spreadsheets/d/1w1i1axJvVxytVszhLglamjF6-l_SCeR6VGsDEwdYOFU/edit?usp=sharing)

![peoplegoal midyear performance review template](//images.ctfassets.net/6g4s9n00xmsl/4ahye8MU6Vv9gCE71gEuDU/005baf958fd5db45b34676a6d30ca6d4/peoplegoal_midyear_performance_review_template.png)

---

## End of Probation Template for Performance Review

One important time to have a review is often missed off when planning the performance cycle - __an end of probation appraisal__. It's a core __part of the onboarding cycle__ and a chance for a new employee (generally those who joined you around three months ago) to document their time spent settling in and plan for their next phase as a permanent team member. It'll also provide you in HR with some valuable feedback on the gaps in your onboarding process and where you can make this clearer for new starters in future.

<a href='https://docs.google.com/spreadsheets/d/1wHkVvnvhcx0vJW7f4TiJQwFBBllWdmzyt8Bc5-9CgI4/edit?usp=sharing' target='blank'>Download the End of Probation template for performance reviews in Google Sheets and Excel here</a>.

![peoplegoal probation performance review template](//images.ctfassets.net/6g4s9n00xmsl/3oKcxEn7kuZMyudoXcsujL/5d5d5bc408ad00e009a705c80035a133/peoplegoal_probation_performance_review_template.png)

---

Of course, a great template is __only effective__ if you've spent time [setting up an outstanding performance appraisal process](https://www.peoplegoal.com/blog/how-to-set-up-an-outstanding-performance-appraisal-process). Once your reviews are underway, we've got helpful [tried and tested tips for leaders and managers to get the most out of your performance reviews](https://www.peoplegoal.com/blog/tips-for-effective-performance-reviews), however often they're taking place.

Want to use these templates and more in your own PeopleGoal account? [Check out our App store!](https://www.peoplegoal.com/app-store/category/performance-management)

Make your next performance review stress-free! We've got 5 templates for performance reviews at every stage of your performance cycle.

5 Amazing Templates for Every Performance Review

template for performance review meeting

[Company culture](https://www.peoplegoal.com/blog/what-is-company-culture) (or [organizational culture](https://www.peoplegoal.com/glossary/organizational-culture)) is defined differently for every business. It encompasses everything from a company's values and beliefs, to how it treats its employees. It is the personality of the organization that impacts its __strategic objectives__, __leadership style__ and __operational policies__. Having a high-performance culture is crucial to company success.

>[94% of executives and 88% of employees](https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-core-beliefs-and-culture.pdf) say organizational culture is crucial to the company's success.

![high performance culture](//images.ctfassets.net/6g4s9n00xmsl/3aX6cHK18T5RtMzpmOmWmh/a373f3de72f28e0e24506b96dfdba97a/high_performance_culture.png)

When a company culture is focused on performance, all areas of the organization will benefit. There will be better __engagement__, __retention__ and __higher productivity__. Moreover, [recent research](http://www.blanchard-bg.com/Materials/Blanchard_The_High_Cost_of_Doing_Nothing.pdf) has shown that companies who effectively manage performance produce much better financial results than those who do not. In this article, we outline the five steps you need to follow to create a high performance work culture.

## What is a high-performance culture?

A high-performance culture is a set of values, beliefs and behaviors that enable an organization to achieve excellent results and a high level of growth. 

High-performance cultures establish effective performance processes and prioritize them at all levels of the organization, creating a working environment most __conducive to growth__. By [expressing your company culture through your people processes](https://www.peoplegoal.com/blog/express-your-company-culture-through-your-people-processes), HR departments can consistently achieve excellent and support employees on their professional journeys.

![high-performance culture definition](//images.ctfassets.net/6g4s9n00xmsl/587y8hLF39HwtuAHbT55Fs/61b5a2acadc9ac467517718d44d2f445/high-performance_culture_definition.png)

## Why is high-performance culture important?

Having a high-performance culture __boosts overall organizational performance__ - and there are many factors that contribute to this. Firstly, a [performance culture](https://www.peoplegoal.com/product/performance-reviews-software) encourages employees to feel empowered and therefore achieve their best work. Employees working in this environment will be more productive, engaged and [motivated](https://www.peoplegoal.com/blog/how-to-motivate-employees).

A high-performance culture focuses on employee growth and [development](https://www.peoplegoal.com/blog/personal-development-objectives), as well as encouraging employees to experiment and innovate. This will improve overall organizational agility and accelerate the implementation of change.

What's more, employees that are engaged with their company's culture are far more likely to stay in their role for longer, improving [retention rates](https://www.peoplegoal.com/blog/employee-retention).

### Benefits of a high-performance culture

![benefits of a high performance culture](//images.ctfassets.net/6g4s9n00xmsl/2JjBRnApvG12VhAfzwmIMM/b2c47db42b3d62610fb780f35e193a9c/benefits_of_a_high_performance_culture.png)

- Increased engagement and productivity
- Encourage innovation and skills development
- High employee retention
- Improved overall performance

## How do you promote a high-performance culture?

![5 steps to a high performance culture](//images.ctfassets.net/6g4s9n00xmsl/6UBxAr0VdFoK0uY2xzbYK9/7a59701871138bc380de66a1ad8fe4dd/5_steps_to_a_high_performance_culture.png)

### 1. Communicate the "Big Picture"

The first step to establishing a high-performance culture is communicating the "big picture" to employees. It is important to __define the purpose__ of your organization (its mission and set of values) and then __connect the people to this purpose__. 

A [study on Corporate Purpose and Financial Performance](https://www.researchgate.net/publication/317997813_Corporate_Purpose_and_Financial_Performance) suggests that when purpose is communicated with clarity, individual and financial performance improve.

Employees need feel a sense of purpose in their tasks, and __see how their role and responsibilities feed into the overall business success__. Purpose-driven employees will be more engaged, and will be able to work more independently and effectively. 

It is also essential to communicate the benefits of a performance driven culture to staff. Through this, managers and employees can __internalize a new mindset focused on performance and growth__. Helping employees understand the relationship between a high-performance culture and their own personal growth will motivate them to achieve their goals. 

Another way to do this is to __involve employees in developing the organization's purpose__. This can be achieved through company culture surveys, town-hall meetings (in person or virtual) or establishing cross-functional advisory team.

### 2. Set inspiring and ongoing goals

To help build a high performance organization, it is important to set inspiring, ongoing goals that encourage high-performance behaviors. Senior teams should set goals that resonate with business continuity and remain relevant despite changing circumstances. The focus should be on output rather than input - results should be rewarded over hours worked.

Senior teams should set goals that resonate with business continuity and that remain relevant at all times despite changing circumstances. The focus should also be __on output rather than input__ - results should be rewarded over hours worked.

It is also vital to clearly define expectations at the individual, team, departmental and company level. Organizations should have a standardized approach to [goal setting](https://www.peoplegoal.com/blog/employee-retention), make company objectives visible, and [cascade](https://www.peoplegoal.com/blog/what-does-cascade-mean) them down through the organization. This will ensure that employees link their individual goals to the overarching business objectives and align with the organization.

Cascading goals in this way ensures that the company direction is transparent. This ensures a clear line of sight, encouraging employees to be more autonomous. Cascading goals promotes "big-picture" thinking and will empower employees with a broader sense of purpose.

![high performance culture set inspiring goals](//images.ctfassets.net/6g4s9n00xmsl/22fAEIziC1QpeXRdRpvjbk/e1d4aad0d8b6a2f798d73a3f188c17f4/high_performance_culture_set_inspiring_goals.png)

### 3. Encourage innovation and experimentation

To achieve a high-performance culture, leaders need to embrace __innovation__, __creativity__ and __experimentation__ at all levels. They need to create an environment where employees are encouraged to be curious and experiment, without fear of being penalized for failure. This helps people see mistakes as opportunities for learning, and then they are able to successfully innovate and perform better.

Tech giants like Google, Facebook, Amazon and Microsoft [encourage their employees to innovate and experiment](https://hbr.org/2020/03/building-a-culture-of-experimentation), and we can learn from their success. For example, Google has an "innovation policy" where all employees can spend up to 20% of their working hours on their own projects. Such freedom enabled the creation of Google Maps, Gmail and Google News.

Whilst some companies cannot provide such policies to their employees due to time and budget constraints, they can still encourage innovation by stretching employees outside of their comfort zone. For example, provide opportunities to make mistakes, train employees to communicate new ideas and establish online community forums to discuss new projects.

By providing employees with the opportunity to learn, innovate and experiment, you will allow them to independently improve their performance. 

### 4. Establish confidence with continuous feedback

There is a strong correlation between regular feedback and high performance. Effective [performance feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) will help employees grow and develop, learn new skills and achieve success on both a personal and company level. To achieve a high-performance culture, __leaders must embrace a feedback culture where positive__ and useful feedback conversations are encouraged throughout the organization. 

Both formal and informal feedback should be utilized, but informal, continuous feedback is the most effective. Feedback should be __spontaneous__, about a __specific incident__, and a __two-way interaction between the employee and manager__. Provide informal feedback training to managers to develop their coaching and mentoring techniques, and encourage them to give timely feedback (both [positive](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) and constructive) to their teams.

__Multi-directional feedback__ is also a key ingredient of a high-performance culture. Feedback should be given "top down" from managers to their direct reports, and "bottom up" from [employees back to their managers and the senior leadership team](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees).

It is important to embrace a wide range of feedback methods, and encourage employees and managers to give feedback regularly. This is encourage a growth mindset and create a high performance culture.

![high performance culture continuous feedback](//images.ctfassets.net/6g4s9n00xmsl/6rErGKMKTNQtXFE09qkhov/df81a2838791ea73782743a4c951a812/high_performance_culture_continuous_feedback.png)

___Learn more about continuous feedback by watching our webcast, [How to Enable a Feedback Culture](https://www.peoplegoal.com/resources/webcasts/feedback-culture)___

### 5. Set a common-place for tracking and measurement

The next step is to effectively __track and measure company culture__ with an [online system](https://www.peoplegoal.com/app-store/template/company-culture-survey). [Culture surveys](https://www.peoplegoal.com/blog/company-culture-survey) inform leaders about their employees' experiences, and help identify areas of cultural strength and weakness. They can also be used to evaluate the impact of strategic efforts on employee mindset and morale. 

Surveys are a great way to ensure that culture initiatives are __data-driven__ and that __improvements can be measured over time__. Once you have gathered feedback from the survey(s), use it to adapt and improve your initiatives, and introduce new ones. Culture surveys are the basis for __continuous improvement__ and will help you to build a truly high performing culture with a focus on excellence.

___Check out our [Top 10 Company Culture Survey questions](https://www.peoplegoal.com/blog/top-10-company-culture-survey-questions) to get you started___

---

## Key takeaways

Shifting the culture of any organization takes time, effort, and commitment - but it should start with a new strategic vision from senior leaders. By following the steps outlined above, you will be able to transform your business by creating a high performance culture.

---

Need help planning your __company culture survey__? Check out our page on surveys and tools to measure and manage employee engagement [here](https://www.peoplegoal.com/solutions/engagement).

Want to transform your company culture and achieve great results? [Book a demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today.

A high-performance culture will help boost employee experience and company performance. Follow these 5 steps to build a high-performance culture.

Follow these 5 steps to build a high-performance culture in your organization, boost employee engagement and overall company performance.

Build a High-Performance Culture in 5 simple steps

high performance company culture header

Establishing a high-performance culture will help create a positive employee experience and boost overall company performance. Follow these 5 steps to build a high-performance culture in your organization.

5 Steps to a High-Performance Culture

Kidding around and making jokes in the workplace is regularly disapproved of. Perhaps you stress that you won't be paid attention to enough in case you're viewed as amusing, and there's a hazard factor to utilizing humor which a significant number of us need to stay away from. Consider the possibility that our joke is taken litrally. Imagine a scenario in which we insult someone over a conference call. Overwhelming it might be, however there are a few convincing reasons why using the right humour can enable your remote working environment to [become more joyful and increasingly beneficial](https://www.peoplegoal.com/product/employee-engagement-software) – and we'll talk about how to stay away from the traps too.

__Silliness can boost morale__

As you'd expect, a work environment which feels fun and well disposed to be in is one that will energize employees. Morale is Directly connected with motivation, so it's to each chief's advantage to empower high morale.

__Humour is good for your health__

'[Laughing is the best medication](https://hbr.org/2018/11/the-benefits-of-laughing-in-the-office)', they say, and it is surely obvious that laughing has been connected with both short and long haul medical advantages. Giggling invigorates the heart and lungs, builds blood stream around the body and expands feel-great endorphins discharged from the mind. It can likewise build your capacity to adapt to troublesome circumstances or break the ice to forestall a potential clash.

__Jokes can be used as icebreakers__

It's maybe not a shock that the [majority of us feel progressively good](https://www.peoplegoal.com/blog/17-icebreakers-for-team-building) imparting a joke to a collaborator than our chief; the danger of an unrivaled misinterpreting your funniness is more prominent than somebody with no control over you. Be that as it may, a mutual joke really sets up shared conviction and diminishes the view of contrast between individuals. Research shows that where somebody is recounting to a convincing story, the storyteller and their audience members are reflecting each other's cerebrum examples and encouraging associations that fortify their bond.

## The correct method to make appropriate workplace jokes and incorporate humour in your teams work day.

There are a few rules and regulations to using [humour in the work environment](https://hbr.org/2014/05/leading-with-humor). Jokes surrounding somebody's age, ethnicity, religion or appearance are constantly forbidden – recall the humorist's saying: punch up and not down. Never forward messages or recordings containing 'amusing' images – it's too risky that a beneficiary will be insulted or that the email will be sent on to another person accidentally. Keep your jokes eye to eye where conceivable. Keep jokes short; a cast off joke is continually going to be preferable gotten over a long 'shaggy dog tale'. Nonetheless, we’ve put together a list of our favourite jokes to get you started:

__1. My dad used to say "when one door closes another one opens"__

He's a great man... Rubbish cabinet maker though.

__2. A cop stops a miner for speeding on the highway and asks, "Whose car is this? Where are you headed? What do you do?"__

On which the miner replies, "mine".

__3. I recently swapped all the labels on my wife's spice rack, she hasn't noticed yet__

But the thyme is cumin.

__4. I mixed up the words "Jacuzzi" with "Yakuza"...__

...Now I'm in hot water with the Japanese Mafia.

__5. I used to get irrationally angry at ice cubes and throw them onto the floor.__

But now it's just water under the fridge.

__6. What's green, fuzzy and if it falls out of a tree would kill you?__

a pool table

__7. I told my wife she was drawing her eyebrows too high...__

She looked surprised.

__8. I’m not going to bungee jump.__

I was born because of broken rubber and i’m not gonna die the same way.

__9. Two silk worms had a race.__

They ended up in a tie.

__10. I once told a man 10 puns, trying to make him laugh.__

Unfortunately no pun in ten did.

We've compiled 10 jokes for the workplace to inspire you. Using humor in the workplace can be hugely beneficial for your employees. 

10 Appropriate Workplace Jokes

Media

Using humor in the workplace can be hugely beneficial for your employees

Even before the pandemic transformed the way we work, an increasing number of companies brought in policies to allow employees to work from home. Thanks to technology like Zoom, [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration), Google Hangouts, it is no longer essential to work in an office 5 days a week to be a productive team member. In fact, recent studies have shown that many types of work can be done just as well, if not better, from home.

## Why remote working is appealing?

[Remote working](https://www.peoplegoal.com/blog/remote-workers-support) is appealing to both employees and employers. Whilst employees are granted greater flexibility and work-life balance, companies with work-from-anywhere policies find that employee productivity and [retention](https://www.peoplegoal.com/blog/employee-retention) increase, and operational costs are reduced. 

HR and People Ops teams have a vital role to play when it comes to ensuring [positive employee experience](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) in a home-based role. [Telecommuting](https://www.peoplegoal.com/blog/telecommuting-best-practices) is a trend that is here to stay, so what do you need to know to support remote teams to do their best work? Read on to find out.

👉 ___Download a PDF copy of our [Remote Work Guide](https://www.peoplegoal.com/guides/remote-work)___ 👈

---

## Benefits of Remote Working

![work from home benefits](//images.ctfassets.net/6g4s9n00xmsl/36UfKJt1gdBzyVK0Il0oVq/faa77589a7c4b2f7fa43db13fa256c1a/work_from_home_benefits.png)

Here are our top 10 [work from home benefits](https://www.peoplegoal.com/blog/work-from-home-benefits):

1. No commute for employees
2. Reduced stress
3. Better work-life balance
4. Save money
5. More time to focus
6. Increased productivity 
7. Better communication skills
8. Independent working
9. Access to more working opportunities
10. Fewer work absences

[Global Workplace Analytics](https://globalworkplaceanalytics.com/resources/costs-benefits) have found that:

> Remote workers are as much as 40% more productive when they're working from home

---

## Create a Work from Home Policy

The first thing to do when allowing employees to work remotely is put together a [work from home policy](https://www.peoplegoal.com/blog/coranavirus-work-from-home-policy). This will ensure there is clear communication between the company and employees. For example, there are certain jobs where working from home is not possible. Therefore, your policy will need to specify who is able to work from home. 

You will also need to consider the needs of staff who work from home. They will usually need __access to a laptop or computer__, __a good internet connection__ and __a suitable working environment__. If you allow employees to use their personal devices, you need to have a policy in place to keep important data safe and private.

We have created a sample work from home policy for you to use. It covers telecommuting arrangements for employees. We advise you to customize it to your organization's needs.

[![work from home policy sample](//images.ctfassets.net/6g4s9n00xmsl/5iWNfRDBXNfGltffl2mJ1L/6927227cf81726111340bcdfdef81498/work_from_home_policy_sample.png)](https://docs.google.com/document/d/1Tduu1khactMRYm80zwA8j-hlbAIAnGIrMEwir9JIdlQ/view)

---

## Build a Work from Home Company Culture

Once you have communicated your organization's work from home policy, the next step is to create a [work from home company culture](https://www.peoplegoal.com/blog/create-a-winning-work-from-home-company-culture). Simply put, culture is the working environment at your company. It's how employees relate to one another and the long-term values and intentions of your business. 

![work from home company culture](//images.ctfassets.net/6g4s9n00xmsl/4w5Cbg52aZqKlXh9h8g84M/509c2404db04fd957a5e7fcd162430f1/work_from_home_company_culture.png)

Whilst your organization might already permit remote work in some circumstances, it's better to foster a culture where employees feel they are able to work from home __whenever they need to__. These are the four key pillars of a strong WFH company culture:

- __Inclusivity__: Flexible working values the quality of work over hours worked. This helps create a more equitable work environment, especially those with children, caring responsibilities, disabilities, mental illness etc.

- __Trust__: '[Management by walking around](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique)' isn't going to work, so managers need to trust their employees to carry out their job duties. Companies with a strong culture of trust find that their employees are less stressed and more productive.

- __Communication__: Ensure teams have access to virtual communication channels and provide the appropriate training. As much as possible, try to simulate face-to-face interaction with [virtual 1:1s](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) and encourage employees to switch video on. Use [pulse surveys](https://www.peoplegoal.com/glossary/employee-pulse-survey), wellbeing and mood surveys to check-in with employee sentiment and pinpoint any problem areas.

- __Recognition & Feedback__: Continue to recognize excellent work across remote teams. Establish regular feedback through informal check-ins. This will help create an open and responsive environment and a growth mindset.

---

## Best Work from Home Jobs

Since the covid-19 pandemic, having the option to work from home has become a "must-have" rather than "nice to have" for employees. Job sites have seen a huge increase in the amount of searches for work from home opportunities. Coupled with improved technology and the need to cut costs, companies of all sizes and industries have decided to create more work from home opportunities. 

There are a growing number of types of jobs that allow remote working, from customer service and customer support, to call centers. They can be full time or part time, entry level or senior - and both small businesses and large companies accept people working remotely.

Here are the top 10 industries for remote working:

1. Information Technology
2. Marketing
3. Business Administration and Management
4. Mobile App Development
5. Shopping
6. Education and Training
7. Arts
8. Human Services
9. Correction and Security
10. Accounting and Finance

---

## 5 Tips to Support Teams to Work from Home Effectively

It is important to [effectively manage your remote workforce](https://www.peoplegoal.com/blog/work-from-home) to make it work for both your business and employees. Providing the __correct support__ ensures that teams are happy and as productive as possible when working from home.

![how to support teams to work from home effectively](//images.ctfassets.net/6g4s9n00xmsl/U05wXIsVRLdyDgBIFNfS7/f3f8e86d6a450c356505ae20cb299936/how_to_support_teams_to_work_effectively_form_home.png)

### 1. Book-end the day

Set up a daily check-in at 09:00 and again at 16:30 for all remote employees. Use the morning meeting to discuss the agenda for the day and outline expectations for deliverables. Use the end of day meeting to check over what's been accomplished by the team. This gives everyone a chance to catch up on their tasks, discuss any roadblocks and ask for help. These meetings can be short, around 10 minutes, but try to give everyone a chance to talk.

### 2. Turn camera on

Using video software like __Zoom__, __Microsoft Teams__ or __Google Hangouts__ is a great way for remote teams to collaborate. Having people show up on camera is a good way to engage employees and makes them feel part of the team.

### 3. Compulsory office days

Even fully remote teams need to get together at some point. People thrive on physical interaction, and that just can't be replicated in a virtual environment. Set aside one day every once in a while to get the team together. This could be in the office, or an offsite social occasion. 

### 4. Pair working

Another good tactic for employees who work from home is pair working. This is where two employees buddy up and review each other's work and provide informal, verbal feedback. This promotes team collaboration, communication and teamwork, helping to restore the lost channels of communication. You can switch the pairs around periodically to see even more benefits.

### 5. Set clear tasks for your team

Planning ahead for the week is always helpful, but it is __essential__ in the remote environment. It helps everyone understand what is expected from them. You don't have to stick rigidly to this plan as other urgent tasks might come up during the week, but it is a good place to start.

---

## How to Build Great Employee Relations in the Remote Workplace

Establishing [positive employee relations in the remote workplace](https://www.peoplegoal.com/blog/employee-relations-in-the-remote-workplace) is essential to WHF success. [Employee relations](https://www.peoplegoal.com/blog/employee-relations) are the way managers maintain great relationships with their employees. This affects every aspect of work - from daily communication between employees to how grievances are handled.

Managers and employees face a new set of challenges due to the overnight shift to remote working. Zero in-person contact and lack of clear communication can cause staff to lose direction and purpose. Businesses need to take time to encourage strong relationships in the remote workplace to create responsive and fulfilled teams.

![how to build great employee relations work from home](//images.ctfassets.net/6g4s9n00xmsl/3Pen83B4MwODxqsakYJHXw/cf766604bcd23c62725eca77146abcc1/how_to_build_great_employee_relations_work_from_home.png)

### Set clear expectations

Clearly communicating expectations is the key to great employee relations. Encourage managers to take initiative and regularly communicate tasks to their teams. Employees should know what is expected of them each quarter, month, week and day. Structure makes a huge difference when it comes to bridging the gap between office and home working.

### Active listening

All managers should brush up on their [communication skills](https://www.peoplegoal.com/blog/examples-of-informal-communications). Provide clear training on how to communicate with direct reports, ask lots of questions and be curious about their responses. This is known as [active listening](https://www.entrepreneur.com/article/354104), and is a great way to ensure employees feel heard.

### Prioritize feedback

Even while working from home, employees want more feedback. Even though some employees might not perform to the best of their ability, they should still be given regular feedback on their performance and help on how to improve. Formal performance reviews might not be as welcome, so instead use the principles of [continuous feedback](https://www.peoplegoal.com/resources/webcasts/feedback-culture). Be clear you are looking to develop employees' leadership skills - this will improve engagement and build trust.

### Use positive reinforcement

Employee relations fray if they feel that their hard work is not recognized. All staff need positive reinforcement. Set actionable targets (like [SMART goals](https://www.peoplegoal.com/blog/examples-of-smart-goals-for-employees)) regularly, and celebrate the wins. Recognize achievements with verbal praise, with a handwritten note, a shout out on social media or a gift card. A positive outlook motivates employees.

### Practice empathy

Empathy makes workplaces more inclusive, supportive and a better place to work. If an empathetic mindset is adopted, employee relations will improve. SHRM recommends instating [mentoring processes](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/why-empathetic-hr-leaders-are-more-effective.aspx#:~:text=Empathy%20is%20a%20critical%20HR,collaboration%2C%20and%20facilitate%20conflict%20management.) to better understand staff. Open up communication channels and take time to listen to your employees.

### Be inclusive

Inclusive workplaces are happy workplaces - and have a low employee turnover. Ensure all staff have a voice and are able to express their views, regardless of who they are. Try diving large teams into subgroups to allow everyone to weigh in on a project. Consider instating listening circles to discuss the experience of minority groups in your workplace. Encouraging employees to share their views will help improve employee relations.

---

## How to Manage Remote Teams

It is a well-known saying, people leave managers not companies. 

According to [Gallup](https://www.gallup.com/workplace/232955/no-employee-benefit-no-one-talking.aspx):

> Mangers make up 70% of the variance in employee engagement score

Managers need to [adapt their management style when leading remote teams](https://www.peoplegoal.com/blog/how-to-adapt-your-management-style-for-motivated-remote-teams) to make sure their employees have a positive experience. Here are some different management styles you can use to [manage remote teams](https://www.peoplegoal.com/blog/telecommuting-and-managing-telecommuters):

![work from home management styles](//images.ctfassets.net/6g4s9n00xmsl/5cYujNJDljOR9a2P0IXZsT/6fe7c1b21a2f8cce672fa60a4b428cc8/work_from_home_management_styles.png)

- __Authoritative__: Inspire teams with shared goals that align with the organization's strategic direction. This management style provides a clear direction of travel, which helps create a culture of stability amidst uncertainty.

- __Collaborative__: Decisions are made by the majority, including employees. Have a virtual [open-door policy](https://www.peoplegoal.com/blog/what-is-an-open-door-policy) and ensure decision-making is transparent, giving teams the opportunity to give feedback or make suggestions.

- __Affiliative__: Prioritize creating a positive outlook for teams. Create a safe environment where employees can perform to the best of their ability, without pressure from their line manager. Be flexible, and show trust in your employees' ability.

- __Laissez-faire__: Encourage employees to take full responsibility for their work. Having the freedom to work independently without interruption from management could cultivate creativity and innovation.

---

## Feedback Tips for the Remote Workplace

Once you have got into the flow of remote work, you need to start looking at long term strategies to engage remote employees. The best way to do this is through regular [feedback](https://www.peoplegoal.com/blog/feedback-remote-work).

According to Slack's [Future Forum Research](https://slack.com/intl/en-gb/blog/collaboration/workplace-transformation-in-the-wake-of-covid-19):

> Just 12% of employees want to return permanently to the office

![work from home feedback](//images.ctfassets.net/6g4s9n00xmsl/WtNwUyPcxYGR7h70lsJ0M/d56544aa0f17e6d5df0c8012d56931da/work_from_home_feedback.png)

### Encourage ongoing feedback

Annual performance reviews are no longer the main source of feedback. Performance evaluation in this way is less precise and actionable than regular, informal feedback. Especially for dispersed teams, it is really important to give positive and [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) regularly. You should also provide structured touch points where employees and managers can sit down to discuss performance - [weekly or monthly check-ins](https://www.peoplegoal.com/resources/webcasts/check-ins-done-right) is a good way to do this. 

### Provide feedback training

Giving feedback is tricky at the best of times, and this can be exacerbated by the lack of face-to-face communication. Provide feedback training to managers so they can learn how to give useful and [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) to their employees.

### Be timely

Ongoing feedback requires managers to identify and address issues as they arise. Consider using [software to schedule and record regular check-ins and 1:1s](https://www.peoplegoal.com/product/performance-management-software). You cannot compromise on communication during remote work.

### Ensure feedback is actionable and specific

Ensure goals are realistic, and break them down into smaller steps. Create an [employee development](https://www.peoplegoal.com/resources/webcasts/employee-development) [plan](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) to encourage growth and learning.

👉 [Click here for a guide to writing an effective development plan](https://www.peoplegoal.com/blog/effective-employee-development-plans)

### Create a feedback loop

Great leaders are open to criticism. It is important to gather feedback from employees. The best way to do this is ask during 1:1 meetings. Another great way is to send out weekly pulse surveys using an online tool, as many employees prefer to give feedback anonymously.

---

## Remote Performance Management

Whilst employees are at home, you should still assess performance - however you need to think outside the box in order to not overwhelm your teams. As previously mentioned, __feedback should be continuous__. We suggest incorporating regular goal-setting, frequent check-ins & 1:1s, peer feedback and reviews to create an environment where teams can perform to their maximum potential.

### Remote Goal-setting

Setting clear goals will unify and motivate dispersed individuals, teams and organizations. They provide a clear metric for success, encourage alignment and provide ample opportunity to receive feedback. Watch our webcast below for more on this topic, and learn [how to migrate goal setting to the remote environment](https://www.peoplegoal.com/resources/webcasts/migrate-goal-setting-to-the-remote-environment).

<iframe width="375" height="212" src="https://www.youtube.com/embed/HmsKjZEgWDg" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen></iframe>

### Objectives and Key Results for Remote Teams

Objectives and Key Results - otherwise known as OKRs - is a process of management by objectives used by many disruptive tech companies. [OKRs can help set remote teams up for success](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success), as they increase alignment, engagement and motivation. They are also a great way to track progress and encourage employee growth.

---

## The Bottom Line

Navigating the post-pandemic world and managing a hybrid workforce come with their unique challenges. HR teams around the world have had to sit in the driver's seat and steer their teams towards success. However, equipped with these tips, you are on your way to ensuring a positive work from home experience for all employees.

---

## Next steps

Liked what you just read? Download our eBook: [Remote work: How People Operations can adjust to the new ways of working](https://www.peoplegoal.com/resources/whitepapers/remote-work-guide-hr)


Find out the top work from home initiatives People and HR leaders need to do to support their remote teams.

Everything HR & People leaders need to do to help remote teams work from home - including company policy, culture, support and feedback.

The Ultimate Work From Home Guide for HR and People Ops

ultimate work from home guide for hr and people ops header

Work from home is the new normal, but how can you effectively support remote teams to do their best work? 

## Key takeaways

- Employees like to have the option to work from home as they enjoy the increased flexibility and better work-life balance, while employers note improved productivity, higher retention and lower costs.
- Create a clear work from home policy which clearly outlines telecommuting arrangements.
- Foster a company culture of inclusivity, trust, communication and feedback that allows employees to work from home when they need to.
- Provide the appropriate support for remote teams so that they can work effectively from home.
- Establish positive employee relations by setting clear expectations, active listening, prioritizing feedback, using positive reinforcement and practicing empathy.
- Implement continuous feedback to engage remote employees.
- Continue to use robust goal methodologies to manage remote employee performance.

In order to complete any hiring process, new joiners must be onboarded. Approaches to onboarding vary across companies but at its core - the [onboarding process](https://www.peoplegoal.com/blog/effective-employee-onboarding) will prepare an individual to become a fully-fledged employee within an organization.

A study by [Glassdoor](https://b2b-assets.glassdoor.com/the-true-cost-of-a-bad-hire.pdf) found that an effective onboarding process improved retention rates by 82% whilst [productivity](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) of new hires was found to be 70% higher. It has been deduced that the strongest way to onboard employees is through following the 30 60 90 Day Plan. A [strong onboarding process](https://www.peoplegoal.com/blog/onboarding-for-new-hires-how-to-make-it-a-success-story) that uses this structure will certainly facilitate new employees to better grasp what is required of them in terms of their roles and responsibilities.

## What is the 30 60 90 Day Onboarding Process?

### Overview of the 90 Day Plan

#### Day 1

On your [new hire's](https://www.peoplegoal.com/blog/new-hire-survey-templates) first day, you want to give them the best opportunity to settle in easily with their new colleagues and work settings. Depending on whether they are working remotely or not, prepare a clear itinerary for them to follow on the day.

Introductions to new peers and guidance on how to find their way around the office are important. Using the plan you have prepared, the hiring manager can ensure that the [new joiner](https://www.peoplegoal.com/blog/how-to-write-a-new-hire-checklist) has successfully completed all of the necessary activities on their first day with the company.

![Day 1 Onboarding Checklist Preview](//images.ctfassets.net/6g4s9n00xmsl/AaazBnZJp3w4TaAr3AT3J/b1aeddc5bce944540d59cd400cc6c0c0/Day_1_Onboarding_Checklist_Preview.png)

#### Week 1

By the end of the employee's first week within the [onboarding process](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters), they should be much more familiar with their peers and the office space. Moreover, briefings on their specific responsibilities and the [company's values](https://www.peoplegoal.com/blog/employee-engagement-company-values) and ethos should equip the employee with a fuller understanding of how they are expected to engage with work at your organization.

As and when the employee completes the different aspects of the [onboarding checklist](https://www.peoplegoal.com/blog/employee-onboarding) for the first week, the manager can tick them off from the list. In addition, at the end of the first week, the manager should conduct the first [check-in](https://www.peoplegoal.com/blog/check-ins) with the employee. Within this [one-on-one meeting](https://www.peoplegoal.com/blog/one-on-one-meeting-questions-format), the employee can voice any concerns or gain further clarity on any aspects of work they have struggled to understand.

These [check-ins](https://www.peoplegoal.com/blog/employee-manager-check-ins) also provide a great means for the manager to gather [employee feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) and determine how happy the new joiner is to be working for the company.

#### Month 1

Within the first month, __the new hire should be getting more into the rhythm of their new role__. They will have hopefully conducted the majority, if not all, of their learning and initial training programs by now. It is on the manager to ensure that the employee is __[well adapted to their new position](https://www.peoplegoal.com/blog/how-to-set-up-an-employee-onboarding-process)__.

**Any problems that have been flagged up can be addressed in the 30-day check-in**. Continued learning programs should be set out for the employee and depending on how well they have performed, update their set objectives.

![90 day onboarding process](//images.ctfassets.net/6g4s9n00xmsl/6Q29U4hhOQRdXGkM2iUzYH/1f08a3a549cf7fccf9f86c93cd08d271/90_day_onboarding_process.png)

#### Month 2

Transitioning from [learning](https://www.peoplegoal.com/glossary/learning-management-software-and-systems) to building, in the second month the focus for the employee should be looking to finalize all aspects of the employee's learning. The employee is halfway through the 90-day [onboarding process](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) and so they should be much more comfortable and aware of their role within the organization.

Managers should look to encourage a greater sense of independence in their employees. Of course, they will also provide opportunities for counsel and the 60-day [check-in](https://www.peoplegoal.com/blog/employee-manager-meeting) will be important to cement everything that the new hires' have learned so far.

#### Month 3

For this third and final month of the [onboarding process](https://www.peoplegoal.com/blog/onboarding-process-template), the focus will be on encouraging the new joiners to act upon all of their training and apply themselves to be completely independent employees. [Communication](https://www.peoplegoal.com/blog/employee-communication) and confidence in working in a team will enable the employee to maintain a positive employee experience within the organization.

To wrap up the onboarding process, the employee will go through an evaluation process followed by a final check-in. A [successful onboarding process](https://www.peoplegoal.com/blog/remote-employee-onboarding) will have produced a confident and competent employee that will be capable of working well without frequent check-ins and monitoring. 

## Why is Onboarding so important?

There are many reasons that demonstrate just how important it is for companyies to run an effective onboarding process. In fact, [SHRM](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/dont-underestimate-the-importance-of-effective-onboarding.aspx) states that 69 percent of employees are more likely to stay with a company for three years if they experienced great onboarding. In addition to the findings by SHRM, we have also collated a list of benefits from establishing a strong onboarding process.

- Increases employee engagement
- Reduces employee turnover
- Strengthens company culture
- Cost-Effective
- More motivated employees
- Encourages long-term career development
- Attracts top talent
- Facilitates company growth

![Why is onboarding so important](//images.ctfassets.net/6g4s9n00xmsl/5e5eExDv4TX0OjfGWSpH2B/6118f3a7ef21bb78fdca596d31dc9c53/Why_is_onboarding_so_important.png)

## How to create a 30 60 90 Day Onboarding Process?

A [30 60 90 Day](https://www.peoplegoal.com/blog/30-60-90-day-plan) Onboarding Checklist provides managers with the necessary tools to monitor the progress made by their employee's throughout the onboarding process. At each 30 day milestone, the checklist provides the manager with the essential tools to [support employees](https://www.peoplegoal.com/blog/top-30-hard-work-quotes) as they are learning the ropes for the first 90 days of working in their new position.

Following each 30-day milestone, the manager will update the checklist to confirm that the requirements have been met. Moreover, at these milestones, __[check-ins](https://www.peoplegoal.com/blog/check-ins)__ will also be arranged. These check-ins are invaluable as they provide both the employee and manager with the opportunity to discuss concerns or any other points for improving the [onboarding experience](https://www.peoplegoal.com/blog/employee-experience-explained).

The employee can use these one-on-one check-ins to give __[feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback)__ about any aspect of their experience. Ensuring that __managers maintain a [proactive role](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019)__ in the onboarding process presents a continuous channel of communication with new hires. Advice or guidance for how to improve __[performance](https://www.peoplegoal.com/glossary/performance-management)__ to arranging additional training sessions can be easily coordinated through these regular check-ins.

## 30 60 90 Day Onboarding Checklist Template

👉 [Download our 30 60 90 Day Onboarding Checklist Template!](https://docs.google.com/spreadsheets/d/1suNnJDuqFIBTKKc7di6EYlKlQwthXTU4gHc7FdxUozw/copy?usp=sharing)

This document provides managers with a complete onboarding checklist that they can adapt to their own onboarding process. Included in this template are evaluation forms to assess the overall onboarding experience - this is particularly useful for determining if the employee feels prepared by the end of the 90-day onboarding period.

---

👉 __[Click here to try out PeopleGoal's Onboarding Checklist for Managers App](https://www.peoplegoal.com/app-store/template/onboarding-checklist-for-managers)__

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


Effective onboarding is essential for stronger company culture, better employee engagement & productivity. Download our 30 60 90 Day Onboarding Checklist here.

30 60 90 Day Onboarding Process (Downloadable) Template

pg business 58

A 30 60 90 Day Onboarding Checklist provides managers with the necessary tools to monitor the progress of onboarding employees. For the employee, this checklist ensures that they receive the support they need, as they need it, whilst learning the ropes.

## What is included in this blog?

1. What is the 30 60 90 Day Onboarding Process
2. Why is Onboarding so important?
3. How to create a 30 60 90 Onboarding Process
4. Downloadable 30 60 90 Onboarding Process Template

Build Your Own 30 60 90 Day Onboarding Process Template

HR teams that can develop an effective onboarding plan are extremely valuable. Our 10 steps outline the importance of onboarding for employee engagement & more.

Top 10 Steps to Successfully Onboarding New Employees

pg business 55

## Top 10 steps to a successful employee onboarding process:

1. Map out the Onboarding Process
2. Create an Orientation Program
3. Assign a Peer Mentor
4. Proactive Manager
5. Routine Check-Ins
6. Onboarding feedback Opportunities
7. Easing Remote Onboarding
8. Distribute the Employee Handbook
9. Promote Personal Development
10. Onboard in cohorts (if applicable)

[Weekly Priorities](https://www.peoplegoal.com/app-store/template/weekly-priorities) are monitored by every organization as a form of [Performance Management](https://www.peoplegoal.com/glossary/performance-management). [HRIS](https://www.peoplegoal.com/blog/hris-systems-list) is important to track what employees are doing and the completion rate of their tasks. It is also beneficial to identify the potential challenges that employees may face that can prevent the completion of tasks. 

It is common for organizations to use [weekly reports](https://www.peoplegoal.com/blog/weekly-report) to track task statuses and compare what employees have achieved across departments. A collaborative environment can boost performance and [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist), and build a healthy [company culture](https://www.peoplegoal.com/blog/company-culture-survey). 

PeopleGoal helps automate [performance management](https://www.peoplegoal.com/blog/performance-management) processes and general [HRIS](https://www.peoplegoal.com/glossary/human-resource-information-system-hris). We inspire employees to work towards [goals](https://www.peoplegoal.com/blog/smart-goals-in-nursing-examples) they set themselves. Managers can track progress and our series of [apps](https://www.peoplegoal.com/app-store) promote two-way and [continuous feedback](https://www.peoplegoal.com/blog/continuous-feedback). 

## What are Weekly Priorities?

Weekly Priorities are a method used by managers to track employee [performance management](https://www.peoplegoal.com/blog/performance-management-software-for-small-business). Employee's state what they aim to achieve at the beginning of the week using HRIS. They update this at the end of the week to reflect upon what they have achieved and explain the [challenges](https://www.peoplegoal.com/blog/okr-updates) they have  overcome. 

It is important to align weekly tasks with your company vision and overall objectives. [Gallup](https://www.gallup.com/workplace/350060/people-best-performance-start-purpose.aspx) have revealed that just a 10% increase in connection to company purpose leads to a 4.4% increase in profitability. 

![Weekly Priorities Template - PeopleGoal template](//images.ctfassets.net/6g4s9n00xmsl/3hrvo2mnCktpyIoc5CuPkv/ee4d69d1327ec02adb4b37071d824987/Weekly_Priorities_Template_-_PeopleGoal_template.png)

👉 **[Download our Weekly Priorities Template](https://docs.google.com/spreadsheets/d/1PTqzouli8JeYD-MS2wsg2a2fo3qc0kf7uUO2S17f8_c/edit?usp=sharing)** which asks employees to list their weekly tasks and reflect upon their progress and task completion. Managers can review this and offer invaluable feedback. 

## Why are Weekly Priorities Important?

Weekly Priorities are important for the following reasons:

- It enhances performance management
- It links different departments together
- It improves [continuous feedback](https://www.peoplegoal.com/blog/performance-reviews)
- It help managers [reward and recognize](https://www.peoplegoal.com/blog/employee-recognition) the best performing employees
- It aligns personal goals with business objectives
- It helps plan and assign tasks for the following weeks

It is essential that managers recognize and reward their top talent to maximize [employee retention](https://www.peoplegoal.com/blog/employee-retention). There is plenty of scope to improve this as currently [only 6% of CEOs think that their organization's performance appraisal system is useful](https://www.forbes.com/sites/davidcarry/2021/01/11/looking-forward-to-a-new-kind-of-appraisal/?sh=67ba6a21c844). 

![Weekly Priorities Template - why important](//images.ctfassets.net/6g4s9n00xmsl/9yXoh7xHPDNIwYkezH8dt/9053aed448af3f736f747f4d727994cf/Weekly_Priorities_Template_-_why_important.png)

## How to Build a Weekly Priorities Template

Identifying weekly priorities is a fundamental task for employees to manage their time and resources. Take the following steps to build your weekly priorities with the correct information: 

### 1. Identify Your Weekly Tasks

At the beginning of the week, every employee should list what tasks they need to complete. It may be useful to list them in chronological order or in order of importance.

### 2. Consider Who will be Involved and Potential Challenges you could Face

Employees should then consider who will be involved in every task and the challenges that may delay the completion of these. 

Prepare for potential roadblocks and strategize ways to overcome any difficulties that you may face. 

### 3. Reflect upon what you have Achieved at the End of the Week

At the end of the week, it is important to [self-evaluate](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) your performance. Think about what tasks you completed and the progress that you have made. If applicable, consider the challenges that you have overcome. 

### 4. Managers Offer Feedback

A healthy [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies) values [communication](https://www.peoplegoal.com/blog/workplace-communication-can-suffer-when-individuals) and continuous feedback. Managers should give you [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) on your performance for the week. It is important to recognize employee achievements and make everyone feel valued.

[SHRM](https://www.shrm.org/hr-today/news/all-things-work/pages/performance-management-evolves.aspx) conclude that only 27% of employees receive feedback a few times a month. 

![Weekly Priorities template - steps](//images.ctfassets.net/6g4s9n00xmsl/5HXvDsPahwtZgBa9ez5kHm/ec75bfd602076c506dcf08125daea918/Weekly_Priorities_template_-_steps.png)

## Downloadable Weekly Priorities Template

👉 **[Download our Weekly Priorities Template](https://docs.google.com/spreadsheets/d/1PTqzouli8JeYD-MS2wsg2a2fo3qc0kf7uUO2S17f8_c/edit?usp=sharing)** which asks employees to list their weekly tasks and reflect upon their progress and task completion. [Managers](https://www.peoplegoal.com/blog/first-time-managers) can review this and offer invaluable feedback. 

Edit our template to document your weekly priorities today and help your employees manage their performance and progress towards [goals](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips)!

## Weekly Priorities: Our Concluding Thoughts

Identifying your weekly priorities helps employees to manage their time and resources. It also helps managers track their team's progress and provide [continuous feedback](https://www.peoplegoal.com/blog/employee-performance-management). Self-reflecting upon your achievements and evaluating the reasons why some tasks were delayed gives valuable insight into assigning tasks for the following week. 

PeopleGoal can help you automate performance management processes with our customizable apps. Explore our **[app store](https://www.peoplegoal.com/app-store/category/human-resource-systems)** to learn about how PeopleGoal keeps employees on track with the company's bigger-picture objectives. We provide the tools to document weekly priorities, track their progress and share 360 degree feedback. 

👉 [Click here to try out PeopleGoal's Weekly Priorities App](https://www.peoplegoal.com/app-store/template/weekly-priorities)

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

Weekly Priorities are a crucial component of HRIS. Download our weekly priorities template to document your team's performance and feedback all in one place!

How to Build a Weekly Priorities Template for your Team 

weekly priorities template 2

## What is Included in this Blog?

1. What are Weekly Priorities?
2. Why are Weekly Priorities Important?
3. How to Build a Weekly Priorities Template 
4. PeopleGoal's Downloadable Weekly Priorities Template 

How to Build a Weekly Priorities Template for your Team

Teamwork is the foundation for the success of any organization. When individuals are brought together for a collective purpose they can more easily achieve organizational objectives. Pursuing better overall team engagement will benefit the entire company. In turn, the success of the team also facilitates the strengthening of the company culture.

Sometimes [team engagement](https://www.peoplegoal.com/blog/what-mistakes-are-you-making-with-employee-engagement) is low. Employees feel unmotivated, mentally tired and not engaged. There are certain things you can discuss with your team to change that. These are:

## Open to change
Ask your employees to be open to change! [People see change as a threat](https://www.peoplegoal.com/blog/change-management), but this is not the case. Change is a chance for everyone to learn new things and embrace the future. The sooner you embrace change the better you will handle it.
- Employees should stop wasting time on things they can't control! Employees spend time thinking about promotions rather than focusing on delivering on their goals. Focusing on performance will get them promoted. Tell them that when they have done everything in their power for a promotion and waiting for the results to stop thinking about it, they have done everything in their power and now someone else has to decide.

## Worrying about pleasing other people is waste of time
[They should stop worrying about what other people think about them](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process) (as long as you stay professional). Worrying about pleasing others its waste of time. Their first priority should be to create an environment where they enjoy working

## Stop regretting about past events
[They should stop regretting events that occurred in the past](https://www.peoplegoal.com/blog/whats-the-deal-with-human-resourses). Most employees look in the past and regret for things they said or they have done. What is done is done. Just ask them to focus in the future and where they want to be next year and in the next five years.

## Embrace learning from failure
[Employees should embrace the learning from failure](https://www.peoplegoal.com/blog/topic/remote-work). They should treat failure as a learning experience, no one can get everything right at the first time.
- Tell them to stop focusing on the short term and start looking at the long term. Always, they should look at the bigger picture and align company long term plans with theirs that way as the company grows they will grow professionally as well.

To sum up see below six things you can discuss with your team to change that:

![Team Engagement - team engagement tips for managers](//images.ctfassets.net/6g4s9n00xmsl/5HqU3bNHrV9DNzpQNkboZm/2452294ccbce8449d9eff2955cad1eb5/Team_Engagement_-_team_engagement_tips_for_managers.png)

All the above will motivate and improve [team engagement](https://www.peoplegoal.com/blog/topic/employee-engagement). Strong team engagement leads to better performance and results. To help you further with boosting team engagement we have put together [30 Tips to Increase Employee Engagement](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement "30 Tips to Increase Employee Engagement").


Managers often enough face low team engagement resulting decreased employee productivity. We have put together some teams on how to improve team morale.

How to Boost Team Engagement: Tips for managers

Boost Team Engagement

Tips for improving team engagement and employee motivation

With summer just around the corner and the first signs of strict Covid-19 restrictions lifting, the arrival of Pride Month couldn't be much better. This movement against hate crimes and the freedom of sexual orientation and gender has grown in recognition and influence since the very first protests with the Stonewall riots in New York City, 1969.

The LGBTQ+ community, that being lesbian, gay, bisexual, transgender, queer and gender non-conformers, celebrate Pride month in order to raise awareness of the continued oppression whilst also demonstrating in a way that is fun and positive.

In the spirit of this positive and fun approach to celebrating [diversity](https://www.peoplegoal.com/glossary/diversity), we will take a look at 10 ideas that you can adopt in your [workplace](https://www.peoplegoal.com/blog/practices-and-activities-to-promote-diversity-equity-and-inclusion-in-the-workplace) to celebrate Pride month.

First, we will look at how gay pride came to be, before then discussing the importance of celebrating [diversity and inclusion in the workplace](https://www.peoplegoal.com/blog/diversity-and-inclusion-in-the-workplace). Following this, we will then run through the 10 ideas that you may consider when coordinating your own celebrations during this fabulous month.

___Check out our [Essential Guide to Diversity and Inclusion here](https://www.peoplegoal.com/guides/diversity-and-inclusion-essential-guide) 👈___

## What is Pride Month?

The history of gay pride originates from the initial protests that took place in New York City. The catalyst for these protests was the response to a police raid of the Stonewall Inn found in Greenwich Village on June 28, 1969. Each subsequent Pride march or event is dedicated to celebrating those that retaliated against the police in pursuit of gay rights, in what was know as the Stonewall riots.

Pride parades now take place all over the world, however, they originated in the United States. Known as 'The Mother of Pride', a key coordinator of these initial Pride marches from 1970 onwards was Brenda Howard. The role of Brenda Howard and other LGBT rights activists has contributed to the actualization of millions of people's civil rights.

![what is pride month?](//images.ctfassets.net/6g4s9n00xmsl/5bfAjXRpTJ01hwOgmqDqW8/afe25dedf94154c71f9fd31a048d5f7b/what_is_pride_month._png.png)

Without gay pride events, it is very likely that anyone in the LGBTQ+ community would continue to be oppressed by government and society even today. Prior to the push for the liberation of gay rights, all lesbian, gay, bisexual and transgender people were discriminated against and disregarded by the rest of the world.

The influence of LGBTQ+ activism has grown and within the past ten years, there has been significant legal progress worldwide. Changes have taken affect very gradually, however, in the United States, there are finally federal laws that protect and prohibit [employment discrimination](https://www.peoplegoal.com/resources/policies/equal-employment-opportunity-policy) against gay and transgender employees. Meanwhile in the UK, the Equality Act 2010 gave LGBT employees protection from discrimination, harassment and victimization at work.

This global celebration has brought LGBTQ+ rights into the limelight and all Pride parades will continue to run in memory of historical victims of an unjust system whilst also celebrating their success in establishing recognition and ending their oppression.

## Why is it important to celebrate Pride at work?

Nobody should be [discriminated against](https://www.peoplegoal.com/blog/discrimination-definition) at work for their sexual orientation or gender identity. Despite anti-discrimination laws and the mainstream acceptance of the Pride movement, there are still places in the world where employees feel pressured to keep their identities secret to avoid facing consequences at work. It is therefore important to celebrate Pride month in the workplace because we need to show all employees that they are welcomed and accepted, regardless of their identity. 

The Covid-19 pandemic has been especially difficult for members of the LGBTQ+ community, so it is even more important to celebrate their resilience by uniting virtually this year. [HR leaders have the power and responsibility](https://www.peoplegoal.com/blog/disparate-impact-and-disparate-treatment) to celebrate their people, showcase their unique stories and amplify diverse voices. We need to come together to show support for the LGBTQ+ community and fight for equality.

![why is it important to celebrate pride month at work](//images.ctfassets.net/6g4s9n00xmsl/65434bKK96EKWKrIHwUwxU/40216d4b91c731c868144bc1d7a52033/why_is_it_important_to_celebrate_pride_month_at_work.png)

## Top 10 ideas for celebrating Pride month at the workplace

### 1. Host an inclusion workshop

Creating educational opportunities is the best way to promote inclusion at work. A hands on [diversity training](https://www.peoplegoal.com/glossary/diversity-training) session, which should be led by an external professional, will empower and educate employees. Educational workshops will help employees learn when to use the correct terms and pronouns, whilst ensuring that gay, lesbian, bisexual, queer and transgender employees are understood at work. 

![the benefits of hosting an inclusion workshop in pride month](//images.ctfassets.net/6g4s9n00xmsl/3IGL3lgYRHwV3KoBjxIsVx/3f25b98b02d0965d3c0713e49f11a698/the_benefits_of_hosting_an_inclusion_workshop_in_pride_month.png)

### 2. Hire at LGBTQ+ speaker

Booking an external speaker to discuss LGBTQ+ issues and their experiences will teach employees the importance of inclusivity at work. They will inspire employees to be more inclusive, and to be great allies to the LGBT community. To find the perfect speaker, contact a reputable booking agent.

### 3. Donate to a LGBTQ+ charity

One of the most meaningful and actionable things a company can do to mark Pride is to make a company donation to an LGBTQ+ charity. You can either donate a lump sum to your organization of choice, or offer to match employee contributions. Another great way to encourage donations is to run a company wide fundraiser, and split the proceeds between several different organizations. Here are some suggested charities to get you started:

__UK__

- [Stonewall](https://www.stonewall.org.uk/)
- [Galop](http://www.galop.org.uk/)
- [Rainbow Noir](https://rainbownoirmcr.com/)
- [MindOut](https://mindout.org.uk/)
- [Sparkle](https://www.sparkle.org.uk/)

__US__

- [Center for Black Equity](https://centerforblackequity.org/)
- [Trans Lifeline](https://www.translifeline.org/)
- [The Trevor Project](https://www.thetrevorproject.org/)
- [The Marsha P. Johnson Institute](https://marshap.org/)
- [LGBTQ Freedom Fund](https://www.lgbtqfund.org/)

If you are not in a position to invest financially, encourage staff to pursue volunteering opportunities and raise awareness of various causes.

### 4. Evaluate your discrimination & diversity policies

With the right [diversity and inclusion strategy](https://www.peoplegoal.com/blog/diversity-and-inclusion-strategy) in place, your organization can develop a workplace culture where each and every employee is valued. Regardless of identity, everyone deserves to work in a safe, supportive and inclusive environment and have their voice heard.

A well-crafted policy will effectively outline the company's values, and explicitly communicating such policies to employees shows that the company takes these issues seriously. Moreover, a sound diversity policy will reduce implicit bias in your hiring process and help you make improvement to your diversity initiatives when necessary. 

___Download our sample [Anti-Discrimination Policy here](https://www.peoplegoal.com/resources/policies/diversity-and-inclusion-policy)👈___

### 5. LGBTQ+ lunch and learn

Lunch and learn sessions are a great way to discuss important topics as a team in a fun and engaging way. Employees can either stream a live webinar or join a virtual meeting with their colleagues whilst taking a break from their daily tasks. Topics could range from how to be a great ally, mental health in the LGBTQ+ community or gay rights across the world. These sessions should be led by a dedicated speaker, or you can ask queer or transgender employees to share their experiences if they feel comfortable doing so.

### 6. Virtual Pride Parade

At the heart of any Pride celebration is the Pride parade. Whilst restrictions on meeting people may be limited due to measures against the spread of Covid-19, this doesn't mean that the party can't go on. Organizing a fun activity such as this virtual Pride parade will enable employees to [become more engaged](https://www.peoplegoal.com/blog/measuring-employee-engagement) with each other and the promotion of the LGBTQ+ community.

In order to recreate the Pride parade itself, ask employees to record themselves either walking on their road or through their kitchen. You can encourage the use of costumes, accessories or any other decorations to make the most of the spectacle. To commemorate the event, these recordings can be stitched together so that [your whole team can have a giggle](https://www.peoplegoal.com/blog/17-icebreakers-for-team-building) and relive their Pride moment when they look back on their spectacular virtual Pride parade.

It may not be quite the same as partying in San Francisco but this Pride day is sure to be jam-packed with fun!

### 7. Online book club celebrating LGBTQ+ authors

If your company already runs an established book club then reading LGBTQ+ authors is a great way to celebrate Pride month. Even for teams that do not have a regular book club, hosting an online book club will facilitate better [team engagement](https://www.peoplegoal.com/blog/activities-to-increase-engagement) as employees share the experience.

The discussions that come from arranging this book club will also encourage a [more open conversation for colleagues](https://www.peoplegoal.com/blog/improve-internal-communications-for-engaged-remote-employees) to talk about the LGBTQ+ community and their wider experiences. A well-organized online book club will facilitate a more inclusive and inviting discussion space for all employees.

Here is a list of some of our top reading suggestions:

- [On Earth We're Briefly Gorgeous by Ocean Vuong](https://www.goodreads.com/book/show/41880609-on-earth-we-re-briefly-gorgeous)
- [Fairest by Meredith Talusan](https://www.goodreads.com/book/show/48635850-fairest)
- [Leaving Isn't the Hardest Thing by Lauren Hough](https://www.goodreads.com/en/book/show/54831125-leaving-isn-t-the-hardest-thing)
- [Giovanni's Room by James Baldwin](https://www.goodreads.com/book/show/38462.Giovanni_s_Room)
- [Rubyfruit Jungle by Rita Mae Brown](https://www.goodreads.com/book/show/165395.Rubyfruit_Jungle)
- [The Color Purple by Alice Walker](https://www.goodreads.com/book/show/52892857-the-color-purple)

### 8. Decorate the office (or for the virtual office change your Zoom background)

The simple act of hanging some rainbow flags and banners will not only celebrate Pride month, but it will also act to increase employee morale. By bringing some color into the office, employees will recognize that the company supports the LGBTQ+ community. Moreover, the act of showing recognition will demonstrate that [the office is a safe place](https://www.peoplegoal.com/blog/employee-communication) for employees to be open about their identity.

For those still unable to return to the office, another [simple yet impactful gesture](https://www.peoplegoal.com/glossary/social-collaboration) would be to celebrate Pride month with your background on Zoom. You can find a whole range of options online, making this switch will have the same effect as decorating the office, only from a virtual setting.

![celebrate pride month with color](//images.ctfassets.net/6g4s9n00xmsl/4qDWB2vEk93hFD756gw7T2/a0680f8d0c858ff8a628d9446e34f055/celebrate_pride_month_with_color.png)

### 9. Social Media Recognition

Nearly every company is present on social media, in these modern times it is almost counterproductive to not have an account on Twitter or LinkedIn. Through the use of [social media](https://www.peoplegoal.com/glossary/social-media), any individual can make their voice heard or support a cause.

Take some time to update your social media accounts to commemorate LGBT Pride month. From using the frames made available by the various social media platforms to share posts with information on Pride events, the act of [publicly demonstrating your company's support](https://www.peoplegoal.com/blog/employee-recognition-tool) for the LGBTQ+ community will fill any gay, queer or transgender employee with confidence.

Even simply attaching a relevant hashtag to every tweet or post during Gay Pride Month will highlight your solidarity with the movement. Commitment to the cause all month long will also communicate to LGBT people that you company supports their freedoms.

### 10. Pride Month Quiz

Depending on how well you know your Pride, you may elect to create your own quiz or find a Pride month quiz online. Much like any other quiz, you can encourage employees to break up into teams for this Pride event. By arranging a Pride month quiz, employees will develop a stronger understanding of the history of Pride whilst also [openly communicating](https://www.peoplegoal.com/blog/teamwork-in-the-workplace) with colleagues on the subject.

From testing how well your employees know LGBT activists such as Brenda Howard to the current population of transgender women in the United States, this activity will be fun for all participants. Running a Pride-themed quiz at some point in this month will be well-received by any LGBTQ+ people in your team whilst also [improving the education](https://www.peoplegoal.com/blog/practices-and-activities-to-promote-diversity-equity-and-inclusion-in-the-workplace) of those less aware of the history of Pride.

![top 10 ideas for celebrating pride month in the workplace](//images.ctfassets.net/6g4s9n00xmsl/1HVC478HgI2chxFHBWHEjE/220fb722f7e9733a112502f31588de86/top_10_ideas_for_celebrating_pride_month_in_the_workplace.png)

---

## Inclusion is for life, not just for Pride

As you can see, there are lots of ways you can celebrate Pride month and promote diversity, equity and inclusion at work. Remember that these initiatives are not simply corporate box-ticking exercises, but aim to promote more inclusive workplaces all year round. Use this month to learn, educate and celebrate your diverse teams, after all, diversity makes us stronger.

![pride month at work quote](//images.ctfassets.net/6g4s9n00xmsl/23yM2FYSAPU58qxa19Nxd8/cf4cce5d7837759ac398625fc71c8d24/pride_month_at_work_quote.png)

---

### Next steps

- Download our [Essential Guide to Diversity and Inclusion here](https://www.peoplegoal.com/guides/diversity-and-inclusion-essential-guide)


In this blog, we run you through the top 10 ideas to promote inclusion and appreciation for the LGBTQ+ community at the workplace during Pride month.

Promote a greater sense of inclusion for the LGPTQ+ community in the office. Find out how you can celebrate Pride month in a variety of fun and engaging ways.

10 Ideas to Celebrate Pride Month at the Workplace

top 10 ways to celebrate pride month at work header

Recognizing Pride month in the office is an important and impactful way to ensure that employees feel safe in the workplace. Here we will run you through a number of ways that you can promote this inclusion and appreciation of the LGBTQ+ community.

## Top 10 ideas for celebrating pride month at the workplace

1. Host an Inclusion Workshop
2. Hire at LGBTQ+ speaker
3. Donate to a LGBTQ+ charity
4. Evaluate your discrimination & diversity policies 
5. LGBTQ+ lunch and learn
6. Virtual Pride Parade
7. Online book club celebrating LGBTQ+ authors
8. Decorate the office (or change your Zoom background)
9. Social Media Recognition
10. Pride Month Quiz

What kind of music do you like? What __kind of music__ makes you __productive__? Are the two mutually exclusive? Tastes in music can be esoteric, wacky and individualistic. Maybe you like tunes that get you __in the zone for concentration__ with hypnotic rhythms or repetitive minimalism. Maybe you prefer slower music, which helps your mind relax as you get through the working day. Or maybe you can work listening to white noise or natural sounds to improve your reading comrehension. Some might prefervbaroque music as background music while at work. The fact is, that __music affects your performance__, can improve your mood, reduces stress and boosts productivity.

## What's the research on music for productivity say?

__Research indicates__ that music can have various benefits for one's work productivity: 

- 61% of employees listen to music at work to make them happier and more productive.

- 88% of workers doing data-entry, solving mathematics problems and proofreading often work faster and more accurately while listening to music. 

- It has been suggested that listening to music for only 15-30 minutes can help someone regain their concentration.

- 77% of SME business owners believe music increases employee morale, while 65% believe music makes their employees more productive.

- 40% of business owners believe playing music increases sales.

![Music for focus](//images.ctfassets.net/6g4s9n00xmsl/4M2JmiGFUuHlh8rLFCXPE4/058d76dbb891519eaee8e84d34d16065/Music_for_focus.png)

## What about different types of music?

### Lyrics

Is music without lyrics the best? Do lyrics engage your brain and distract you from the task at hand? One study reports that lyrics were a big distraction for employees, who report that 48% were bothered by speech, and claims that employees waste 21.5 minutes a day consequently. So when you’re trying to get your work done and block out the world outside of your headphones, maybe try and avoid music with lyrics. 

### Enjoyment

It has also been suggested that listening to music that you enjoy makes your tasks more and means you often complete tasks quicker. It also has links with creativity.

### Tempo

Tempo and effects on your arousal are inexplicably linked. Research has suggested that music with a tempo of 60 beats per minute can result in a reduction in stress and an increased sense of physical relaxation. While other research has reported better performance on IQ test when listening to up-beat music.

### Volume

We are not just worried about work performance here; we’re also worried about your otology. Moderate and high levels have been found to be more conducive for abstract thinking. But while high noise levels hinder the brains ability to process information, medium noise levels are far more effective. 

There is a [myriad of productivity playlists](https://www.youtube.com/results?search_query=music+for+focus) of various genres available online and on Spotify as you probably already know. 

But with all of this research behind us, we decided to ask some of our team members here in the PeopleGoal office, the type of music and few of their favourite tunes they like to listen to while they work. As a result we composed a (fairly eclectic) [PeopleGoal productivity playlist](https://open.spotify.com/playlist/2RkUTzjCOFKJQdd0UYuCzM?si=QVXC4xmtQQqoiL5j3O8zrQ) for you. Moreover, we have gathered some tips from some our team members on how to find good music.

## PeopleGoal Productivity Playlist

### James - __CTO__

"Doing your best work as a developer often involves shutting out all distractions. A good pair of noise-cancelling headphones is the best place to start. I use machine learning and AI to find the best music; I'm not kidding. Spotify's "Discover Weekly" is just that - machine learning based on your past listening. Here's my playlist for this week:

[Discover Weekly, a playlist by Spotify](https://open.spotify.com/playlist/37i9dQZEVXcTSIr90ZTXmd?si=bI4qpnQgRcatkcNgf-Ad7Q)

__So my process goes like this:__
- __Monday__: after our team meeting I'll begin to tackle the various code/code review tasks assigned to me. I'll listen to my "Discover Weekly" playlist.
- If any songs stand out as subjectively good I add them to my personal "Best of Discover Weekly" playlist.
- __Tue - Fri__; listen to my "Best of Discover Weekly" playlist and reinforce Spotify's machine learning algorithm.
-	If I find a particularly good song I'll often go to the artist page and listen to their other work. This further reinforces the machine learning.
- __Next Monday__: A new (and improved) "Discover Weekly" playlist is delivered, and the process repeats itself.

After following this process for about two years I have a long and personally appealing <a href='https://open.spotify.com/playlist/3owksWNMMjKaGfiXEFenyg?si=YSQ9lBilTtiiTP7OSPas8g' target="blank">"Best of Discover Weekly"</a> playlist."

### Nik - __CEO__
“I am a big fan of <a href='http://www.musicartclub.gr/player/' target="blank">Music Art Club</a> which plays nice chilled out music. I have also developed a script using the Spotify API to generate a random playlist depanding on the time of the day.
The query parameters I am using from the API are:
- __Acousticness__: It meassures whether a track is accoustic with a scale of 0.0 to 1.0. 1.0 represents high confidence the track is acoustic. 
- __Energy__: It measures intensity ad activity from 0.0 to 1.0. Heavy or death metal will be classified as high intensity, high energy, while classic music will score closer to 0 on the scale.
- __Tempo__: It measures the overall estimated speed or pase of a track and it's calculated based from the average beat duration of the track (0-250).
- __Valance__: A measure of the musical positiveness of a track (0.0 to 1.0). Tracks with high valance are more cheerful and happy. Low valance sounds more negative.
- __Instrumentalness__: It predicts if track contains any vocals (0.0 to 1.0). The closer the instrumentalness value is to 1.0, the greater likelihood the track contains no vocal content. 
- __Market__: The market parameter allows to set a country in our search
- and finally __Limit__ to limit the number of tracks

I run my script 3 times a day and load the search results back to spotify, I usally go for 50 tracks which I listen in suffle mode. I have create a table below to show which parameters I use for the search depending on the time of the day:


| __Time__     | Acousticness     | Energy     | Tempo     | Valance     | Instrumentalness     |
| ---------- | ---------- | ---------- | ---------- | ---------- | ---------- |
| __8:00 AM__       | 0.00 - 0.28       |  0.67 - 0.90      | 120 - 160       | 0.70 - 0.95       | 0.00 - 0.30       |
| __11:30AM__       | 0.50 - 0.70       | 0.40 - 0.60       | 80 -130       | 0.60 - 0.95     | 0.30 - 0.60      |
| __2:00 PM__       | 0.60 - 1.00       | 0.30 - 0.70       | 60 -120       | 0.50 - 0.90       | 0.50 - 0.80       |

<br>
I prefer high tempo, energy and valance in the mornings to get me going and when we lose a deal I go for low valance and energy songs 🙂.”

### Kylie - __Customer Success Manager__

“My walk to work is almost always sound tracked by my Discover Weekly, or one of my mate's playlists. I love that the suggested tracks help me discover a new artist or an old classic I haven't heard in years. In the office I'm usually in and out of calls and meetings so when I sit down to write I like to get a coffee and put on a mood booster. That can be anything from classic funk and soul to pop, indie, hip hop or electro. Otherwise I'll be listening to whoever I have tickets to see that week - our live music scene is one of my favourite reasons to live in Bristol.”

### Joseph - __Marketing Specialist__

“I like listening to foreign music while I work. I find that listening to songs which have English lyrics makes me become far too engaged with the music and means I can’t focus on my work. Being the philistine that I am, I can’t speak any foreign languages, so listening to foreign language-based music provides me with the perfect alternative. At the moment I really like listening to French music. I prefer listening to alternative Indie stuff, so at the moment that’s where my productivity playlist lies: French indie. How millennial.”

### Henry- __Employee Experience Champion__

“Music is vital to any of my working day, from starting the day off in the right mindset, to setting a beat to get specific tasks done. Thus, the music I listen to vastly differs depending on what aspect of work I am completing.”

### Brad - __Front-end Developer__

“Working as a developer my taste is music changes with the tasks I have during the day. In the morning I am usually sipping on my coffee while slowly waking to the world, and then I enjoy listening to music by my favourite artists. So that I start out my day on the right foot. Starting out staying true to my roots with one of my favourite Aussie bands.”

### Dom - __Digital Marketing Specialist__

“Personally, I cannot imagine working without music. Listening to music helps me to eliminate distractions and ‘get into a zone’ to get things done. I also like to use music to boost my energy levels on a lazy afternoon or calm my nerves during stressful times. The genres massively depend on the nature of the work I am currently doing as well as my mood. Usually it is a combination of indie,lo-fi, electronic and classical music with an occasional sprinkle of post-punk featuring bands like Omni, Unknown Mortal Orchestra, Four Tet and Kiasbos but always looking for new stuff.”

### Nola - __Marketing Intern__

"The conversation about my workplace playlist is always very different to any other discussion I have about music, mainly, because when I listen to music outside of work, I am focussed on listening to that music - whereas when I am at work, I am listening to music to focus. That means, for one, that it cannot contain any words, at least english ones. As a copywriter, my work is very word-based and I don't want to risk writing Eminem lyrics in my human resources blog. My playlist is very tame, almost child like. I like listening to classical music, which often incorporates well known movie soundtracks like Lion King, Finding Nemo, A Series of Unfortunate Events, Twilight... I am often a bit anxious when I come to work and I think the nostalgia of music from movies I watched as a child relaxes me. That being said, I also love the soundtracks to Inception, The Island and Amelie. Later in the day when I'm feeling a bit sluggish, I listen to alternative electronic, house and liquid dnb."

<iframe src="https://open.spotify.com/embed/playlist/2RkUTzjCOFKJQdd0UYuCzM" width="300" height="380" frameborder="0" allowtransparency="true" allow="encrypted-media"></iframe>

Music for productivity means different things to different people. Here is a playlist, tips on finding music to help you focus and the science behind it.

Music for Productivity: PeopleGoal Productivity Playlist

music for focus productivity playlist

Focus music means different things to different people. A productivity playlist for you to enjoy from the heart of PeopleGoal team, tips on finding music that helps you focus and insights from the science behind it all to be found here.

PeopleGoal Team

Posts

5 Amazing Templates for Every Performance Review

5 Steps to a High-Performance Culture

10 Appropriate Workplace Jokes

The Ultimate Work From Home Guide for HR and People Ops

Build Your Own 30 60 90 Day Onboarding Process Template

Top 10 Steps to Successfully Onboarding New Employees

How to Build a Weekly Priorities Template for your Team

How to Boost Team Engagement: Tips for managers

10 Ideas to Celebrate Pride Month at the Workplace

Music for Productivity: PeopleGoal Playlist

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PeopleGoal Team

Posts

5 Amazing Templates for Every Performance Review

5 Steps to a High-Performance Culture

10 Appropriate Workplace Jokes

The Ultimate Work From Home Guide for HR and People Ops

Build Your Own 30 60 90 Day Onboarding Process Template

Top 10 Steps to Successfully Onboarding New Employees

How to Build a Weekly Priorities Template for your Team

How to Boost Team Engagement: Tips for managers

10 Ideas to Celebrate Pride Month at the Workplace

Music for Productivity: PeopleGoal Playlist

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

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Learn

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Ready to see PeopleGoal in action?
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