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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.

7 Daily Ways to Motivate Employees

Wednesday, July 15, 2015

Employee motivation is crucial to employee retention and highly productive employees, and as we've already talked about, people are motivated by different things. Depending on each individual's motivators, there are a number of obvious, and substantial, ways to motivate employees, such as pay rises, bonuses, promotions and perks, but don't forget the little things that can be done every day to boost motivation levels in your employees. 

You might just find that encouraging this type of culture in your organization actually makes your entire employee performance management system run so much more smoothly, with employees happy and motivated to really get involved.

7 Easy Ways to Motivate Employees

1. Say thank you.

"But they're just doing their job", you might say. Of course they are, but it's still nice to be appreciated for doing your job well. From supervisors to directors, saying thank you to employees for a job well done is a simple and effective way to boost motivation among staff.

2. Encourage everyone to take ownership.

Employees being encouraged to take ownership of their work can be scary if they're not used to it, but it's also a great motivator. When a problem crops up and it gets resolved, whoever was responsible for sorting it out will have an immense sense of satisfaction, and it's not just the case for 'problems'. If everyone has to take ownership of their own processes or projects, it gives them pride in their work and motivation to succeed.

3. Coffee breaks.

Most businesses have coffee breaks, or chats around the water cooler, but how often does management get involved? If teams set aside 10 minutes each day to break away from their work and have a tea or coffee break together, it's great for both team bonding and motivation.

4. Have a genuine open door policy.

It's easy to say "My door is always open" when managers have their own offices, but do your employees really believe it? Having the door physically open unless there's a meeting or confidential phone call taking place is a great way to prove it.

5. Be positive.

Another one that seems simple, but it's easy to forget that negativity breeds negativity. What starts out with one or two people moaning or being negative will soon impact other employees, so it's important to lead by example from the top down.

6. Only praise when it's deserved.

Don't fall into the trap of constantly praising every employee just for turning up, because the act of giving praise will quickly lose its impact. Knowing that positive feedback genuinely means a job well done will increase employee's motivation, and make your employee performance management system more successful.

7. Involve their family.

This doesn't mean actually inviting their whole family into work, but getting to know who they are, their partners' and children's names, remembering events and asking after them can really make a difference to how employees feel about the company they work for.

Image courtesy of gubgib at FreeDigitalPhotos.net

Encouraging Continuous Professional Development in your Employees

Monday, June 15, 2015



Continuous Professional Development (CPD) is something that isn't just for your employees' benefit. A strong culture of CPD also offers a great deal to employers, so make it your responsibility to encourage it in your organization. While you're going through the process of evaluating employee performance, consider how you can use CPD to improve their motivation and success.

Benefits of Continuous Professional Development for Employers

CPD is your employees' investment into their future, and for you it's an investment into their future within your organization. Think of the extra knowledge, abilities and skills that CPD gives employees, all excellent resources that will benefit the work they do for you.

Using 360-Degree Feedback in Probationary Reviews

Friday, June 5, 2015



Using 360-degree feedback during regular appraisals and performance reviews as part of an overall employee performance management process is a common and successful method, but have you ever considered using it for new employees?

What's your organization's process for probationary periods?

The length and procedure of probationary periods may differ from business to business, but they all boil down to the same thing - new employees are given a review period to prove that they're capable of the position, during which time the employer is able to let them go. Many organizations have a formal review with the employee's manager at the end of the probationary period, where for some it's simply a case of the manager signing off either yes or no.

4 of the Best Employee Recognition Trends for 2015

Friday, May 22, 2015

Thank you computer key
As we've previously discussed, building recognition into your employee performance management process has a number of benefits. If your employees feel valued, it leads to higher job satisfaction and increased productivity.

Don't worry if your organization doesn't currently have a recognition system or process set up as part of managing employee performance though, because it's not too late to start! If you're stuck for ideas, here are four of the top trends in employee recognition for 2015 - maybe one of these will suit your business down to the ground, or spark off an idea that leads to something else.

BOOST Employee Performance with Constructive Feedback

Wednesday, May 13, 2015

The ability to give and receive honest, constructive feedback is one of the signs of a successful employer/employee relationship. Giving feedback is a crucial factor in managing employee performance, and just because your organization has a formal employee performance management system in place, it doesn't mean that informal discussions can't be had between official appraisals and meetings.

Key Elements for Maintaining Trust in the Workplace

Thursday, April 30, 2015


Developing and maintaining trust in a workplace is an important, but often difficult, process for any organization. For successful working relationships between peers, managers and subordinates, trust is crucial, and it should go both ways; from top down and from bottom up.

Even once trust is built it's very fragile and can be destroyed easily, so it's important that organizations constantly strive maintain trust.

Does Your Organization Promote These Traits?

Honesty

Everyone should always be open and honest in their dealings with each other, from the CEO to the office junior.

Feedback is an essential part of professional growth, so managers should be encouraged to give regular and honest feedback to their teams. Even if their feedback is highlighting problems with an employee's work, the key thing to remember is constructive criticism, emphasizing positive outcomes as much as possible.

In the same way, employees should feel comfortable in opening up to their superiors if they're having problems, and peers should feel able to be honest with each other. Integrating 360-degree feedback into your overall performance management process is one good way to build and maintain a culture of honesty and openness, as every single employee gets the chance to provide honest feedback. The more trust there is within your organization, the more effective the results of the feedback are in getting to the root of any issues during employee appraisals.
Keep in mind these four golden rules when delivering feedback.

Confidentiality

Confidentiality is a crucial element of trust in the workplace, just as it is in every-day life.

If an employee raises an issue they're having at work, either with their line manager or HR department, then it needs to be treated with complete confidentiality. Imagine if that employee were to discover that it had become common knowledge; they would lose all trust in the person they'd spoken to, and possibly the organization as a whole.

It's not only work-related issues that need to be kept confidential to maintain trust in the workplace. Personal information is often shared between colleagues, and if an organization has a culture of gossip and rumor, anything of a personal nature will soon spread like wildfire. If negative gossip becomes the norm within your organization, you'll soon discover that lack of trust soon follows suit.

Accountability

Everyone should own their mistakes.

In order to build confidence and trust in a workforce, employees should be given the responsibility for whatever tasks and projects the business sees fit, and they should also have full accountability. How often do you hear stories of employees doing something great, only to have their boss take credit for their success? That's a surefire way to kill trust, along with employee engagement. Equally, if things go wrong, they should still be held accountable and encouraged to learn from their mistakes.

Accountability works both ways, and when objectives are set following the results of 360-degree feedback they should be monitored to ensure success. Every employee should be held accountable if they fail their objectives, otherwise the process might just be seen as simply a paper exercise.
Primalogik 360 can help you streamline your employee performance and integrate 360-degree feedback into your performance management process. Start your free trial today!

Image courtesy of Stuart Miles at FreeDigitalPhotos.net

Three Successful Ways to Manage Employee Performance

Wednesday, April 22, 2015

Athletic track lanes
Most of us know how crucial it is for businesses to manage employee performance, and it's not just about hitting targets and meeting objectives. Better performing employees are generally more satisfied in their role, which leads to greater staff retention, higher customer satisfaction and a better reputation as an employer.

Do Employees Value Career Development Above Pay Rises?

Wednesday, February 18, 2015

Career development over pay rises
As the economy continues to improve, employees are becoming more confident about moving from one company to another. As a result, organizations will need to focus on retaining staff if they want to avoid a spike in employee turnover over the coming year. While employees can be enticed by attractive salaries offered by competitors, companies have to look at their total reward package if they are to retain top talent. Employees place a high value on non-tangible benefits, such as career progression opportunities and job satisfaction. These non-tangible benefits can encourage your top talent to remain with you rather than explore opportunities elsewhere.

The Importance of Career Development

While a satisfactory level of pay is certainly important to employees, opportunities for career development have a significant impact on whether employees remain with a company or seek to move on. One of the main reasons that employees seek to leave is to secure a promoted post in another organization. If you can reassure your top talent that they will have opportunities to grow and develop with you, they are more likely to stay with you.

Fresh Challenges

Top talent often seeks new challenges to stretch them and expand their skills and experience. If your high-performing employees suddenly find that they are coasting in their current roles, you may find that they start looking outside of your organization for new opportunities. You can ensure that your top talent remains engaged and interested in working with you if you speak with them regularly about their career aspirations. A well-managed employee performance appraisal system will enable you to listen to what your employees want from their work as well as providing the opportunity for constructive feedback.

Is Generation Y Different?

There are some commentators who suggest that the situation will change as Generation Y becomes established in the workforce. This generation will place more emphasis on work-life balance than career progression, it is argued. However, care should be taken when relying on such sweeping assumptions. By speaking to each individual employee as part of a structured appraisal, you will gain a better insight into the priorities and aspirations of your own workforce.

What Are Your Competitors Doing?

According to a report published in 2014 by Deloitte in partnership with the International Society of Certified Employee Benefit Specialists (ISCEBS) and the International Foundation of Employee Benefit Plans (International Foundation), 50% of employers surveyed intended to place more emphasis on learning and development programs in recognition of the value employees place on workplace learning and career development opportunities. If you want to ensure that these companies do not become a temptation to your workforce, it is worth taking some time to examine your own learning and development activity. If you offer better opportunities than your competitors, you stand a better chance of retaining top performers.

In conclusion, while pay will always be a factor in whether employees consider moving to new jobs, you can increase your chances of retaining good employees by ensuring that you have clearly defined career development opportunities on offer. If you want to keep employee turnover to a minimum, take steps to ensure that you are effectively managing employee performance and providing regular development opportunities through a well-run employee appraisal system.

Primalogik 360 can help you streamline your employee performance reviews and perform frequent check-ins. Start your free trial today!

Image courtesy of ratch0013 at FreeDigitalPhotos.net