How well is your current employee performance review process working?
More specifically, does your process really give employees the information, feedback, and motivation they need to improve their performance? Or could it inadvertently be contributing to poor communication, low morale, and disengaged employees that are likely to leave your company?
We recently published a blog article on the topic of annual performance reviews and more specifically, how you can make them even more effective.
In this article, we wanted to take a closer look at one important (but often overlooked) part of the performance appraisal process: the employee self-evaluation.
Employee engagement isn't only a buzzword invented by HR professionals to make your work life even more difficult. Unfortunately, this term isn't defined easily, but simply put, employee engagement is basically employee morale.
Business Dictionary explains moral as: "Psychological state of a person as expressed in self-confidence, enthusiasm, and/or loyalty to a cause or organization. Morale flows from the people's conviction about the righteousness or worth of their actions and the hopes of high rewards (material or otherwise) in the future." Hence, the engaged workforce has the required knowledge, skills, and expertise to do their work.
However, why employee engagement is so important and how it leads to a more productive workforce?
Company culture has been a hot topic for years now. With the rising popularity of tech companies and the war on talent, companies are valuing their company reputation. This comes into fruition with how the culture of the company is perceived. Now, companies worry about how they look.The days of people giving their all to companies in the recruiting stages are over. It’s a two-way street now.
A lot of articles on google give many tips and examples on how to improve your company culture. They are mostly claims on company culture that aren’t backed up by hard facts. We took some time to look into claims that related good company culture to increased productivity, compensation and happiness.
Using 1 million company reviews, Glassdoor and MIT analyzed which companies have the best company culture. We looked into these reviews to bust some myths circulating around the web on our own. Below are 3 company culture myths that are my favorites.
Below are 3 company culture myths that are my favorites, the full study of 8 myths can be seen here.
Onboarding new employees is arguably the most important part of your business operations. This process sets the stage by introducing new hires to the company and brand vision while arming them with the tools necessary to be successful in their new roles. Yet many companies (especially smaller businesses) lack a streamlined digital onboarding process.
This is a shame considering onboarding is your first (and could very well be your last) impression on new employees. Contrary to what many believe, onboarding doesn’t start on day one.
It starts at the first application (or even an invite to apply), and it should continue seamlessly through the employee’s entire career. The 2019 Jobvite Job Seeker Nation Survey found 24% of candidates give up on an application process because of system issues while 29% of workers left a job within the first 90 days.
We live in an era of mobile connectivity, where prospective job candidates can apply to big businesses like Bank of America or Amazon on a job board, the company’s website, social media platforms like LinkedIn and Twitter, or even text message or chatbot. This is becoming the new norm in a modern society that needs instant gratification.
A recent survey of HR professionals from Paychex Worx reinforces the importance of a solid onboarding experience by pointing out the top three priorities for HR: evaluating workplace productivity, training and developing staff, and driving results through company culture. The seeds for these key ingredients are planted through HR onboarding the day a new hire applies.
What makes a workplace a place of work? Is it the office premises, the machine equipment or the luxurious facilities? No, it’s the human workers, also known as the human capital, that determine both the quality of the workplace and the future of the organization.
The more engaged they are, the better it is for the organization.
With the advent and proliferation of the knowledge economy, corporate leaders have come to realize that they must go beyond acquisition and recruitment and focus on the full employee lifecycle. They recognize the importance of discovering viable employee engagement strategies to maximize their human capital investment and turn them into high-ROI assets for the business.
With effective employee engagement ideas, employees will not only have the ability to improve their performance but will also bring unique benefits to the organization in the form of higher profitability, better customer retention, better talent acquisition and retention, lower employee turnover, and a safer work environment. This adds to the bottom line quarter over quarter and ensures long-term prosperity for the organization.
