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4 Ways to Keep Remote Employees Engaged

Thursday, June 23, 2016

Many organizations now include remote workers as part of their overall workforce, seeing the benefits of flexible working to the employer as well as the employee. Some might say it's even more important to have a policy for employee engagement when it comes to remote workers because the old adage 'out of sight, out of mind' could apply in cases where a remote worker feels undervalued.



Some of the more traditional methods of boosting employee engagement, like having a physical 'open door' policy or sitting down together as a team, don't always seem like the obvious choice when it comes to engaging remote employees. With that in mind, how do you ensure that they feel motivated, engaged with the business, and appreciated as a valued member of the team?

Utilize employee engagement surveys

Employee engagement surveys are an easy and effective way to measure employee satisfaction, as well as keeping everyone engaged and motivated, and they're equally important for remote workers. If you don't see employees every day, it can sometimes be easy to 'forget' they're out there, but you really need to keep on top of their feelings and opinions. Otherwise, resentments may brew, and you could struggle to make the right decisions when it comes to motivating every employee, wherever they're based.

Use technology for virtual face time

While you can't necessarily physically sit down together, either as a team or one-to-one basis, the wonders of technology makes keeping in touch easy. Applications like Skype and HipChat mean you can have video chats at the touch of a button, and even if there's nothing work-related to discuss, getting everyone together to chat virtually can make remote workers feel less, well, remote! Phone calls aren't necessarily the best way to ensure open communication, because without being able to see the other person's face, it's easier for misunderstandings to occur.

Include remote workers in office traditions

Whatever your company culture, there are bound to be some traditions that everyone likes to be involved in, like the birthday boy or girl buying cakes, team building days, or leaving early on a Friday. Try wherever you can to include remote workers in whatever traditions your organization holds dear - sending a card/gift on their birthday, planning team-building/treat days around the times they're visiting the office, or making sure they down tools for the day at the same time as everyone else.

Keep everyone in the loop

Remote workers might not often get the opportunity to come into the office for meetings to get that social interaction, so it's up to their management to make that opportunity. Once a month would be ideal, but quarterly or bi-annually would work if that makes more sense in your circumstances. Whether it's an official meeting, team lunch, brainstorming session, or just a day working in the office, as long as workers aren't too remote (a different continent might make it tricky!), it really helps. It's also easy to forget remote workers when work issues crop up, news is shared, or a last minute project needs to be discussed - but it's so important to make sure they're contacted as and when it happens.

Strong relationships with remote workers equal strong employee engagement, so honesty, communication, and the ability for every employee to share their feelings are all crucial.

Primalogik 360 offers the Employee Surveys tool to help out in knowing how your employees are feeling. Give it a try for free today. Just sign up for a Free Trial to get full access for 30 days.

Introducing multiple-choice questions and flexible manager deadlines

Tuesday, June 14, 2016

With the latest upgrade of Primalogik 360 we introduced the capability of adding multiple-choice questions to the questionnaires as well as configuring the deadline for managers to complete the Employee Appraisals.

Both of these were requests from several of our clients, and in the spirit of keeping it simple, we worked quite hard to bring the benefits of this new functionality with minimum training required and maximum functionality.

Multiple-choice questions

More than one option
With this added functionality you can create a question where the respondent can select more than one answer. See for instance the example below:



More than one option available to respond

Only one option
The other common use of multiple choice questions is when you ask for only one answer. The new Primalogik 360 also offers this capability for questions like the following.



Only one option available to respond

As you can see the interface remains simple and intuitive. The creation of these questionnaires is also as simple. Just look for another question type in the pull-down menu:


Adding a multiple-choice question

And once you add a multiple-choice question the interface remains extremely simple, as seen below:


Multiple-choice question editor

Flexible manager deadlines
In previous versions of the application, once a self-review deadline was selected, the application would automatically calculate 14 days past that self-review date to give a deadline to the manager for him/her to complete the process.

With the new version you now have the possibility of controlling this date on your own.

Take a look at how the new interface looks like:

Flexible manager deadline

We continue to make regular improvements to the Primalogik 360 application. Stay tuned for the Employee Journal, coming soon.

If you haven't tried Primalogik 360 yet, why not sign up for a Free Trial with no obligations nor commitments. You can use the application fully for 30 days. Sign up today for a Free Trial.

Managing a geographically dispersed team. How do you know what is really going on?

Monday, June 6, 2016

I used to manage a group of about 15 people. Only 5 of them were co-located with me, with their cubicles outside my office. The other 10 were distributed throughout North America, spanning three different timezones.


When you have a distributed team, knowing how well they’re performing can be challenging. Even though you focus on results, and that’s one of the most important areas, everything is not just about results.  Remote employees also need support and help from other team members, and as such, they interact with other people.  In this day and age, the interaction can be via a large number of media:
  • Email
  • Phone calls
  • Chat
  • Instant Messaging
  • Skype, google hangouts or some other video conference tool

Are Your Organization's Employee Performance Appraisals One-Sided?

Tuesday, May 31, 2016

One-sided performance reviews leave the manager
and employee with just one side of the information.
How are employee performance appraisals conducted at your organization? Do managers conduct their employee's appraisals, with nobody else giving feedback on the employees' performance?

One of the problems with this type of employee performance appraisal is that they often become very one-sided, but feedback from other people is not only beneficial in terms of the employee's perspective, it's actually of great benefit to the organization too!

The One-Sided Employee Performance Appraisal

While a one-on-one appraisal where the manager gives feedback to their direct report might be seen as the 'traditional' way of managing employee performance, it's important to realize that times have changed. Performance appraisals conducted in this way can be at best ineffective, and at worst have a negative impact on performance.

Why Managing Employee Performance Should Start at the Top?

Monday, May 16, 2016


Is your senior leadership team fully behind your organization's process of managing employee performance? If not, why not? Peer reviews and performance management should always start at the top for the program to be as effective as possible, and if it doesn't, it's unlikely to ever reach its full potential. 

Why? Because, as with any process or initiative in businesses both large and small, the support of management can mean the difference between success and failure.

Primalogik keeps expanding its customer base

Monday, April 25, 2016

Primalogik has been expanding its client base since its inception.  In the last year alone, we have more than doubled the number of subscriptions. Our system is used on a regular basis by more than 15,000 users helping manage the crucial and important task of performance management, talent management and career development.

We are currently operating in more than 15 countries around the world. All our users enjoy a worry-free, always-up, and cloud-based system that allows management and employees alike to plan and carry on surveys and appraisals without the paper overhead of antiquated systems or other expensive solutions found in the market today.


Client subscriptions from all around the world.
Our solutions are fully trilingual, with English, French and Spanish available throughout the application. We even provide Support services in these three languages as well, right from our headquarters in Montreal, Canada.

5 Ways to Keep Employees Focused

Wednesday, February 24, 2016

A focused employee equals an engaged employee, which means less chance of careless mistakes being made, higher levels of output and all-around better quality of work. If you want your teams to be productive, you need to make sure that they're focused, and not just around employee performance appraisal time!

Think about it, if you have an employee who's stepping away (either physically or mentally) from their work every ten minutes, maybe to head for the water cooler or kitchen to make a coffee, going to chat to a colleague, taking a smoking break, or even just looking out of the window and daydreaming, they're obviously not focused. The result of that is that their work will suffer, and they're also likely to have an effect on their colleagues, so you end up with an even less productive team.

5 Ways Transparent Feedback Makes for a Better Workplace

Tuesday, August 18, 2015

Embracing transparency in feedback is essential if you want a secure and committed workforce. While transparency in respect of customers is popular among businesses, it can be easy to forget about being transparent to your employees. 

This is where transparent feedback comes in; feedback is a crucial part of managing employee performance, so you need to make sure that your feedback processes are as successful as they can possibly be.

If you're looking for an easy way to cultivate transparent feedback, consider using 360-degree feedback software as part of your employee performance management process. It's something that everyone gets involved in, so no one person feels either singled out or that they're the only one making their feelings known. 360-degree feedback means that it's not just top down feedback, managers are also getting feedback from their direct reports. It's a great way of making sure that strengths and weaknesses across the entire organization are examined.