We welcomed the month of May with Labor Day, then there were election results in West Bengal, and put an end to it with the celebration of Brothers’ Day.
Indeed, what a month it was!
We celebrated Eid when most states in India continue to be in lockdown amidst the second wave of the pandemic and the increasing number of cases each day, the COVID vaccination drive is in full swing as well.
This lockdown is proving to be a life lesson for all of us that we should not take life for granted.
The lockdown, though, is bringing families together in times of uncertainty; however, it is increasing the gap between employers and employees.
In such times, our PagarBook team published articles to help you bridge the gap between you and your employees.
We believe that these articles are valuable in need of the hour.
In case you missed out on something, here is our May Digest. We are sure that you will find a few good minutes to read for you.
Employee Well-being in Remote Work Culture
The wellbeing of remote employees depends on employee engagement and their interest in work, healthy work-life balance, feeling included and visible, and most importantly, psychological safety to work without anxiety.
Click here to know more about unbalanced perceptions of working remotely, interesting facts of working remotely, common challenges of remote employees, factors influencing remote employees’ wellbeing, and step to support their wellbeing.
In performance reviews, a lot is at stake – employees’ career progressions and their self-confidence, and it sets the tone of employee experience and performance.
Performance reviews are never eagerly anticipated, neither by managers nor by the employees.
However, performance reviews are extremely beneficial to employee growth because understanding and tackling mistakes breeds momentum and improvement in performance.
The primary purpose of performance reviews is to assess employee performance because it reflects management.
Performance reviews are poorly designed in most organizations and are conducted to do more harm than good for employees and the organization.
Performance appraisals are an excellent way to review the performance of employees and their managers.
These reviews are a good way to monitor an organization’s performance overall and where there is scope for improvements.
To everyone’s dismay, at times, HR professionals and managers are equipped with specific training on making reviews more effective, and thus, reviews have the least impact on employee performance.
Click here to know more about the performance reviews, their importance, and the 13 mistakes that managers make in performance reviews.
Traditional performance review systems have the least value to managers and employees to meet their intended purpose of improving performance.
To cultivate employee success, then organizations should step up and extend their branch beyond the traditional annual performance reviews.
Performance reviews are a formal way to offer regulated feedback on employees’ performance.
The primary purpose of these reviews is to identify each employees’ strengths and weaknesses.
Though performance reviews vary from organization to organization, some of the organizations prefer grading systems with numerals or alphabets, while others prefer ranking-based systems.
Keeping the long-term benefits of performance reviews aside, these reviews offer immediate benefits as well – not only to the companies but also to the employees extensively.
More often than not, performance reviews are based on the philosophy of continuous feedback; these reviews are future-oriented and are headed towards promoting development.
Every successful performance review system improves the overall picture of the organization, its performance, development, and wellbeing of employees.
Click on this link to know more about the meaning of performance reviews, their importance, their types, and a lot more!
2020 changed our working style forever but was this change for good or for worse?
While our world dramatically changed to work from home, it left several companies scrambling to adapt and continue.
The global pandemic has proved that working remotely is not all about providing employees with a new video communication platform; rather, it is more about sustaining and maintaining a business culture.
The rise of remote work is unavoidable, and it is making a huge impact on employers, managers, and the organization as a whole.
With a flexible schedule and the ability to spend time with friends and family, employees are enjoying this sudden shift to work from home.
While working from home has its own set of benefits, such as saving time and money on the commute, better productivity, and better work-life balance, it has its own challenges as well.
If challenges of remote employees go unnoticed, high-performing employees experience a decline in productivity and performance.
To lead a remote team, managers and employers lose their reins while navigating ways to teach accountability to the employees.
Click on this link to know more about the surprising facts of remote work and learn tips and tricks to lead and engage a remote team.
Organizations critically focus upon goals and get everyone together to work on a shared vision to inevitable success.
Goals outline and clarify the direction towards optimum employee engagement, performance, and productivity.
To plan a journey towards excellence, organizations focus on comprehensive goal-setting frameworks to help in planning actions, adhere to timelines, and involve team members in the process.
Goal-planning empowers employees to go above and beyond with a flexible approach to match their teams’ and organizations’ needs.
Before organizations go and list their goals, they need to have strategies to set their goals and use an appropriate approach that will help them achieve their goals.
SMART and OKR goal-setting strategies are used to precise goals that are realistic and time-bound.
These approaches are used to align organizational and team goals for businesses, individuals, and nonprofit organizations.
Click on this link to know more about the strategies to keep in mind when setting the goals, approaches used for goal-setting, how these approaches are beneficial, and a lot more!
Great company culture is one that fosters trust, honesty, and coordination amongst employees.
One key component of great company culture is employee recognition.
Employee recognition aims to acknowledge employees’ efforts and achievements. The sole purpose of this recognition program is to make employees feel good about their hard work.
Even a plain and simple thank you goes a long way to boost employee confidence, productivity, performance and improves employee morale in the workplace.
Employee recognition and appreciation is a critical aspect of employee engagement.
It is believed that when employees are honored for their efforts, they are most likely to be more engaged within the organization.
Managers and HR teams should make sure that their way of recognizing employees must be personal to them and must come straight from the heart.
Click on this link to know the 12 employee recognition and appreciation ideas.
PS Don’t reserve your appreciation for a particular day!
Associate Growth Manager