Developing an Engaged Employee Culture

360 Reviews/feedback can be an effective employee development and review tool. However too many organizations use it without defining the true purpose and the outcomes they want.

Aaron Adams, Head of HR Strategy & Alignment discusses how there are different approaches to 360 . Depending on the what the organization’s goals are, one needs to carefully craft the approach.

Traditional approaches to performance management with annual reviews are not only ineffective but counter productive. It leads to demotivation and unnecessary workplace stress. We will delve into what research has shown us on the annual review process and how visionary employee focussed organizations are moving to an ongoing check in based performance management

Organizations perform best when the employees are aligned with the organizational objectives. Effective alignment helps employees engage and create focus, giving them a clear view into how their personal contributions and successes help realize organizational objectives.

Organizations mistake their annual performance appraisal as performance management. Focus needs to be on Managing and Improving performance not just evaluations.
As organizations are actively looking for ways to redefine their performance management process it’s important to start with a simple question…what is performance management? This may sound like a very simple question, but people consistently confuse performance management with performance appraisal. In this webinar we’ll take about the difference between performance management and performance appraisal. Additionally, we’ll talk about key things to consider when developing a meaningful performance management process for your organization.

Healthcare workers in assisted living facilities and nursing homes are a valuable asset. With a growing aging population, it is more important than ever to actively engage and develop high performing healthcare workers and caregivers. Malou Van Eijk with Applewood Our House will talk about some of the innovative approaches she has taken to accomplish just that.

What it really means to be a strategic HR leader.

HR leaders who want a seat at the executive ​"​strategy planning​"​ table need to become Human Resources critical thinkers who align their people plans (HR strategy) with the strategic goals and profitability of the company. (Look at any HR discussion forum, and you’ll find some version of this question: How can HR get a “seat at the table” and become a strategic business partner?) But most HR leaders find themselves occupied in a problem-solving role as employee reactionaries; "we need a new hire"... "we need disciplinary help" "We have a problem employee"... "We need our managers to get training on the new compliance laws." Far too often, people-pleasing HR leaders fail to cultivate the mindset necessary for creating strategy that adds value to the overall organizational success. This not only stems from traditional HR expectations which focus on people, compliance, and problems but also from HR leaders not managing their own strategic value and ​intentionally ​building their department​ and initiatives ​​​​​on a profitability mindset.​ ​ Companies that want to ensure future success will look to HR to furnish better succession plans, more effective methods of retaining employees, programs to improve employee engagement, and refined performance management and training processes. (If they don’t find what they need from HR, they will reduce budgets, outsource, and shift responsibilities to other service departments.)​ HR departments won’t see improved budgets or more power and responsibilities until there’s a shift in HR mindset and a focus on HR Strategy that aligns with business needs. ​

This relaxed chat addresses how HR leaders can earn that seat at the table by focusing on profitability, innovation, and the growth of the company.

With research showing the current practices in employee performance management getting dismal results, there is been a movement towards a more progressive approaches to performance management. In this fire side chat with Aaron Adams- Partner of HR strategy and Sri Chellappa- President of Engagement, we will explore the new trends and some of the best practices based on research and evidence that have shown promising results

Banking and Student loan servicing industry is a highly regulated industry with several compliance requirements. Developing an engaged culture yet being compliant can be a tricky line to walk.

Garrett Wilson, Director of Talent and Culture at ReliaMax discusses how they went about building a engaged culture of high accountability and independence; And developing HR policies for empowering employees while being compliant with regulatory requirements and how Engagedly platform has helped them along the journey.

Do you think employee feedback is valuable? Would your organization benefit from people sharing more feedback?

If you answered “yes” to both of these questions then we invite you to attend our webinar on How to Build and Sustain a Feedback-driven Culture. Pulling from the large body of research on feedback, Aaron Adams, Partner of HR Strategy & Alignment for Engagedly. will be sharing a 7-step process that any organization can use to embed feedback into their culture. In this 30 minute webinar Aaron will provide you with some tools that you can use to build and sustain a culture of feedback.

Specific Areas Covered in the Webinar
- Understanding your culture
- Feedback tools
- Creating feedback framework
- Measuring and tracking feedback
- Following up