Research has proven that infrequent feedback in a professional setting leads to both managerial and employee dissatisfaction. Rather, it is important to implement a continuous cycle of feedback and objective setting for employees. This tends to result in employees feeling more involved and thus more productive. It is important to do this at all levels of a company, and software is available to streamline the process. It is also key to tie in an employees strengths to both the individual and organizational goals.

Key Takeaways:

• It is vital for employees to take feedback constructively and use language to communicate effectively for performance reviews and performance engagement.
• The leaders of the organization need to set a good example and show people that they care about the organizations’ mission.
• It is important to have a plan, but also have the flexibility to promptly make adjustments to it within the organization.

“As the HR profession continues to evolve, so too does its desire to innovate and establish new ways of tackling traditional problems.”

Read more: https://workology.com/the-3-keys-to-successfully-transitioning-your-organization-to-a-continuous-performance-process/

If you want great customer service you must change the culture of the workplace into one that emphasizes employee engagement. If you have stressed out employees they will not deliver the customer service you require. For great customer service you can also offer rewards that focus on the actions of the employees. Did they go beyond the basic care when helping a customer. You need to monitor their actions and also reward them with incentives to keep the customer service at an all time high.

Key Takeaways:

• A company doesn’t need to be huge to be worried about customer engagement.
• Companies should be clear on which metrics they’ll use to measure their success.
• Giving employees rewards for providing great customer service can boost overall success.

“There were five big takeaways for me in reading the HBR article.”

Read more: https://www.hrbartender.com/2019/employee-engagement/employee-engagement-creates-service/

Diversity can mean more than just varied backgrounds. Sometimes this word can include people of various age groups and experience levels. Each generation works differently and this can often lead to conflicts in the work place. It is important to emphasize the similarities between age groups and apply similar performance metrics. Frequent feedback is critical to the success of all employees, regardless of age. Business will need to adapt to the blending of older and younger workers.

Key Takeaways:

• People born in different generations can still interact positively together in the workplace.
• It is important to see which similarities people from different generations have in the workplace, and then use team-building tools to bring them together.
• Polls show that many workforce participants are not actively engaged, so it is critical to work on motivating your workforce.

“Companies aren’t immune to the broader shifts and strains society goes through.”

Read more: https://workology.com/what-every-generation-in-your-workforce-needs-for-peak-performance/

Being able to listen carefully, and being open to what others are saying is crucial to being a good communicator. During interviews, the HR interviewer is trying to share a message with you, and it is essential that you understand and are able to repeat it back. Only if you hear and absorb their messages will be able to communicate effectively. Listen carefully until they are finished speaking, and ensure your body language shows attention to them.

Key Takeaways:

• Show the other party you’ve been actively listening by restating their portion of the argument for clarity
• Take your time to respond to questions that are being asked of you
• Utilize other methods of body language such as head nodding or smiling to show your interest in what is being said

“Yes, the art of speaking is important, and listening is just as critical as speaking in the communication process.”

Read more: https://www.humanresourcesblog.in/2019/12/25/job-interview-questions-that-test-your-listening-skills/

Businesses are much more successful when individual employee goals work to serve and help meet larger corporate goals. When an employee is able to see how their tasks help complete the big picture they are much more productive and fulfilled. It is important for managers to emphasize an individual employees purpose within the organization and help guide goal setting to fit into this paradigm. Regular feedback is critical to maintaining this strategy and aligning goals.

Key Takeaways:

• It is important for employees to connect their personal goals with the goals of the organization, and this sense of meaning keeps them engaged.
• It is important for employers to get feedback from employees about which goals they want to achieve, and a collaborative approach can make employees more engaged.
• It is important to have open communication and feedback so that everyone knows whether or not organizational and individual goals are being achieved.

“For organizations to remain agile and meet their strategic objectives, their entire workforce must be able to understand the impact their work has on the business as a whole.”

Read more: https://workology.com/3-ways-to-tie-individual-goals-to-business-goals/