How to fire an employee with empathy, and support your team along the way
Published on
February 12, 2021
No manager looks forward to firing someone on their team, but it’s an unfortunate reality that many eventually have to face. You may not have thought much about how to fire an employee until you found yourself in the position to do so. It’s a tough task to take on; one manager we spoke with about having to fire someone for the first time shares:
“I was definitely overwhelmed, and my supervisor told me I had to step up and take on the responsibility…I had every reason to let the person go, but it’s a draining experience to fire someone.”
A manager on firing someone for the first time
As one of the more challenging things you’ll do in your role, firing an employee impacts the person you let go, your team, and yes, even you as their manager. We spoke with team managers, employees, and HR professionals to compile real-world advice on how to navigate the termination process. Plus, tips on how to best show up for your team through the loss of their teammate.
How to fire an employee: 6 tips from real life
1. Plan what you’ll say and follow company procedures
Preparing to fire someone means planning the difficult conversation you’ll have with them. Practice different ways of saying the tougher things until you find the right wording. Imagine you are on the receiving end of the information and think of what you would most want to know or hear. If you can, speak with other managers in your network to see if they have any tips or advice. Of course, be mindful of the details you share.
On a practical level, validate your company policy on firing an employee and connect with your human resource department. If you don't have an HR department, it's important to double-check that you're acting in accordance with employment law. Invite someone from HR to the termination meeting if possible to give technical information about severance, their final paycheck, or other details.
[ov_cta id="5112073"]
2. Take stock of how you feel
Check in with yourself and process your own feelings about firing this person. Taking time to reflect or write down what’s on your mind helps you separate facts from feelings. It’s natural for you to experience some frustration or even question yourself. A manager who had to fire a new employee for being dishonest told us:
“I was really disappointed…I spent a lot of time training her and I was looking forward to building our team. She seemed like a great fit. Hiring is such a tedious process, and it stings to find out that your judgment might have been off.”
A manager who fired a new hire for dishonesty
Once you’ve tapped into how you feel, you can better manage your emotions when you break the news to your team member. Having a steady demeanor keeps the conversation focused, and helps you adjust to the reactions of the person you’re firing.
3. Get your notes in order
Review your notes from conversations about the employee's performance. If they were on a performance improvement plan, you should have documentation to refer to. Establish a clear outline of what responsibilities or expectations were not met by your employee. Write a termination letter to give them that explains all of this, too.
If you have trouble keeping track of your one-on-one meetings, a software can help you out going forward. Officevibe’s one-on-one software stores your notes, action items, and meeting agendas all in one place. Having a single source of truth for commitments made in one-on-ones makes global reviews, like those required when firing an employee, simpler and more fact-based.
4. Show kindness and empathy
A little bit of kindness goes a long way for a leader. Once you’ve reached the point of letting someone go, it doesn’t serve anyone to rehash what’s led up to this moment or vent your frustrations during the termination conversation. Asked what advice she’d give another manager who has to fire an employee, a former team lead shared:
“Don’t be a jerk…people make mistakes and getting fired sucks. Try to be as neutral as possible and always be respectful.”
One manager's advice on how to fire someone
Think about what you can say to this person that will be constructive. What can they take with them and apply as they move forward in their career path? If you have nothing kind and constructive to say, just keep it to the facts.
5. Be upfront and specific
Avoid ambiguity when it comes to why you’re firing them. Even if it’s uncomfortable or you’ve already discussed it, name the specific, lawful reason for ending their employment. Clarity is key, because as one person who’s been fired told us:
“I was left wondering what I did wrong and felt like I couldn’t come up with an answer. It gave me a lot of anxiety when I was applying for new jobs.”
If you’re ready to fire someone, you’ve probably tried coaching, goal setting, or other performance development tactics with them. Despite your good intentions, this employee wasn't a good fit for your business and objectives. You undoubtedly have solid reasons for firing them, but be open to the possibility that you could learn something from this moment.
While your company’s HR team might conduct an exit interview, you can also take this opportunity to solicit some honest employee feedback from your departing team member. Ask them if they have feedback or anything else to share with you. You might be surprised by what you hear, and at the very least, you’ve given them the space to share their perspective and get some closure on their way out.
{highlight}
Tip: If emotions are too high or it feels like there’s a lack of respect, don’t open up a door for someone to say something they’ll regret. Use your judgment in going down this road.
{highlight}
Supporting your team along the way
When someone gets fired, it can dampen morale and even cause fear for the team they leave behind. As a manager, you want to support your team through this shift so your remaining employees continue to collaborate and perform.
Manage the change and protect team trust
Know what you can and can’t share with your team, and consider what information will be most useful to them. Be mindful with your transparency.
Address all of your team members together to explain the firing decision to them. Allow time for people to express themselves and ask question. If you can't get the whole team together, send a carefully crafted email to your employees.
Make space for people to express disappointment or other emotions. The fired employee may have still been a well liked, valued member of the team.
Reinforce your team or company values with your team. Aligning everyone around a shared vision helps avoid negativity and contention from developing on your team.
Have an action plan for how you’ll account for the workload the fired employee was responsible for, and give team members a say in who will take on what.
Be prepared for productivity to drop in the days following the employee termination, and be flexible with expected output and timelines. Your team might not continue functioning at the same capacity they did with an additional teammate.
Schedule a one-on-one meeting with each person on your team to discuss their colleague’s departure and address any questions or concerns.
After a stressful event like that of a team member's departure, people may feel like they need to speak up—but may be unsure if it's safe to do so. The Officevibe software gives employees an anonymous space to voice their concerns, and managers the opportunity to respond while maintaining the employee's anonymity. Plus, you can keep a pulse on how your team really feels with surveys that cover metrics like feedback and relationship with peers. These insights help you take action where it counts, and make one-on-one conversations more meaningful.
Firing someone is a tough thing for any manager to do, and leaves an impact on the team the terminated employee was a part of—including you. Be kind to yourself and to your team members as the dust settles. With the right approach, you can carry out this difficult conversation effectively and show up for your team through the loss.
Assess your organization's employee experience in minutes
No manager looks forward to firing someone on their team, but it’s an unfortunate reality that many eventually have to face. You may not have thought much about how to fire an employee until you found yourself in the position to do so. It’s a tough task to take on; one manager we spoke with about having to fire someone for the first time shares:
“I was definitely overwhelmed, and my supervisor told me I had to step up and take on the responsibility…I had every reason to let the person go, but it’s a draining experience to fire someone.”
A manager on firing someone for the first time
As one of the more challenging things you’ll do in your role, firing an employee impacts the person you let go, your team, and yes, even you as their manager. We spoke with team managers, employees, and HR professionals to compile real-world advice on how to navigate the termination process. Plus, tips on how to best show up for your team through the loss of their teammate.
How to fire an employee: 6 tips from real life
1. Plan what you’ll say and follow company procedures
Preparing to fire someone means planning the difficult conversation you’ll have with them. Practice different ways of saying the tougher things until you find the right wording. Imagine you are on the receiving end of the information and think of what you would most want to know or hear. If you can, speak with other managers in your network to see if they have any tips or advice. Of course, be mindful of the details you share.
On a practical level, validate your company policy on firing an employee and connect with your human resource department. If you don't have an HR department, it's important to double-check that you're acting in accordance with employment law. Invite someone from HR to the termination meeting if possible to give technical information about severance, their final paycheck, or other details.
[ov_cta id="5112073"]
2. Take stock of how you feel
Check in with yourself and process your own feelings about firing this person. Taking time to reflect or write down what’s on your mind helps you separate facts from feelings. It’s natural for you to experience some frustration or even question yourself. A manager who had to fire a new employee for being dishonest told us:
“I was really disappointed…I spent a lot of time training her and I was looking forward to building our team. She seemed like a great fit. Hiring is such a tedious process, and it stings to find out that your judgment might have been off.”
A manager who fired a new hire for dishonesty
Once you’ve tapped into how you feel, you can better manage your emotions when you break the news to your team member. Having a steady demeanor keeps the conversation focused, and helps you adjust to the reactions of the person you’re firing.
3. Get your notes in order
Review your notes from conversations about the employee's performance. If they were on a performance improvement plan, you should have documentation to refer to. Establish a clear outline of what responsibilities or expectations were not met by your employee. Write a termination letter to give them that explains all of this, too.
If you have trouble keeping track of your one-on-one meetings, a software can help you out going forward. Officevibe’s one-on-one software stores your notes, action items, and meeting agendas all in one place. Having a single source of truth for commitments made in one-on-ones makes global reviews, like those required when firing an employee, simpler and more fact-based.
4. Show kindness and empathy
A little bit of kindness goes a long way for a leader. Once you’ve reached the point of letting someone go, it doesn’t serve anyone to rehash what’s led up to this moment or vent your frustrations during the termination conversation. Asked what advice she’d give another manager who has to fire an employee, a former team lead shared:
“Don’t be a jerk…people make mistakes and getting fired sucks. Try to be as neutral as possible and always be respectful.”
One manager's advice on how to fire someone
Think about what you can say to this person that will be constructive. What can they take with them and apply as they move forward in their career path? If you have nothing kind and constructive to say, just keep it to the facts.
5. Be upfront and specific
Avoid ambiguity when it comes to why you’re firing them. Even if it’s uncomfortable or you’ve already discussed it, name the specific, lawful reason for ending their employment. Clarity is key, because as one person who’s been fired told us:
“I was left wondering what I did wrong and felt like I couldn’t come up with an answer. It gave me a lot of anxiety when I was applying for new jobs.”
If you’re ready to fire someone, you’ve probably tried coaching, goal setting, or other performance development tactics with them. Despite your good intentions, this employee wasn't a good fit for your business and objectives. You undoubtedly have solid reasons for firing them, but be open to the possibility that you could learn something from this moment.
While your company’s HR team might conduct an exit interview, you can also take this opportunity to solicit some honest employee feedback from your departing team member. Ask them if they have feedback or anything else to share with you. You might be surprised by what you hear, and at the very least, you’ve given them the space to share their perspective and get some closure on their way out.
{highlight}
Tip: If emotions are too high or it feels like there’s a lack of respect, don’t open up a door for someone to say something they’ll regret. Use your judgment in going down this road.
{highlight}
Supporting your team along the way
When someone gets fired, it can dampen morale and even cause fear for the team they leave behind. As a manager, you want to support your team through this shift so your remaining employees continue to collaborate and perform.
Manage the change and protect team trust
Know what you can and can’t share with your team, and consider what information will be most useful to them. Be mindful with your transparency.
Address all of your team members together to explain the firing decision to them. Allow time for people to express themselves and ask question. If you can't get the whole team together, send a carefully crafted email to your employees.
Make space for people to express disappointment or other emotions. The fired employee may have still been a well liked, valued member of the team.
Reinforce your team or company values with your team. Aligning everyone around a shared vision helps avoid negativity and contention from developing on your team.
Have an action plan for how you’ll account for the workload the fired employee was responsible for, and give team members a say in who will take on what.
Be prepared for productivity to drop in the days following the employee termination, and be flexible with expected output and timelines. Your team might not continue functioning at the same capacity they did with an additional teammate.
Schedule a one-on-one meeting with each person on your team to discuss their colleague’s departure and address any questions or concerns.
After a stressful event like that of a team member's departure, people may feel like they need to speak up—but may be unsure if it's safe to do so. The Officevibe software gives employees an anonymous space to voice their concerns, and managers the opportunity to respond while maintaining the employee's anonymity. Plus, you can keep a pulse on how your team really feels with surveys that cover metrics like feedback and relationship with peers. These insights help you take action where it counts, and make one-on-one conversations more meaningful.
Firing someone is a tough thing for any manager to do, and leaves an impact on the team the terminated employee was a part of—including you. Be kind to yourself and to your team members as the dust settles. With the right approach, you can carry out this difficult conversation effectively and show up for your team through the loss.
Equip HR and managers with tools to engage, recognize, and drive performance.
Mastering employee performance reviews: A guide for managers
Save your seat
When you hear "performance review," what comes to mind? As a manager, do you think of it as a once-a-year task that's just part of your checklist? Or perhaps, do you think of it as a laborious process with no clearly useful output?
Rest assured; the performance review process can be utilized strategically and absolutely be done in a way that is structured, effective, and impactful.
In this article, you'll find your ultimate guide to employee performance reviews. We'll walk you through the essential steps involved in conducting effective performance reviews and provide guidance on what a successful review should look like — before, during, and after. When done right, they can contribute to employee growth, development, and higher business performance.
Here is everything you need to conduct successful employee performance reviews
Let's first cover the basics. At its core, a performance review is a structured process that evaluates an individual's job performance and provides constructive feedback. Performance reviews are an essential part of the performance management process and support goal-setting, monitoring, and accountability.
Traditionally, a performance review has been an annual event, but in the modern workplace, with continuous performance management gaining traction, performance reviews have taken different forms — be it regular check-ins or ongoing feedback to foster employee development and improvement. In this new era of performance management, managers become more like coaches who empower their employees to reach their full potential.
Performance reviews don't have to be complicated, just as long as you don't undervalue their power either. They offer numerous benefits for both individuals and organizations at every level. They:
Improve communication
Identify strengths and weaknesses
Facilitate goal setting
Enhance employee engagement
Strengthen employee-manager relationships
By investing in performance reviews, you pave the way for continuous improvement and foster a more positive work culture.
Key elements of an effective performance review
Performance reviews play a crucial role in driving employee growth and development while contributing to higher business performance. To conduct impactful performance reviews, it's essential to incorporate key elements that foster a supportive, collaborative, and ultimately thriving environment.
Here are the key elements of an effective performance review process:
Frequent review cycles
Break away from the anxiety-inducing annual performance review and normalize conversations about performance. Implementing regular review cycles allows for ongoing feedback, ensuring employees stay on track and have the opportunity to grow continuously.
For example, quarterly or monthly check-ins provide timely feedback and help address any performance gaps promptly.
Two-way conversations
Performance reviews shouldn't be one-sided. By involving employees in two-way conversations, you demonstrate that their opinions and insights are valued, fostering a sense of ownership and engagement.
Encourage open dialogue and create a space for employees to share their perspectives, offer suggestions, and actively participate in the review process.
Focused on improvements
Modern performance reviews shift the focus from dwelling on past mistakes to emphasizing growth and development. By adopting a forward-thinking approach, you inspire a growth mindset and create a culture that supports continuous learning and development.
Encourage employees to reflect on their experiences, learn from them, and set goals for improvement.
Transparent and honest
Transparency and honesty are paramount in fostering trust between managers and employees. Establish clear communication channels to ensure employees understand how their performance is being assessed and how feedback will be provided.
Transparency also involves clearly communicating the evaluation criteria and ensuring employees have access to the necessary resources for improvement.
Fair and objective review process
A fair and objective review process is essential for employee morale and engagement. Use standardized evaluation criteria that are consistently applied across the organization. This helps maintain fairness and ensures that employees feel their performance is evaluated on an equal basis.
Objective evaluations foster trust and provide employees with a sense of confidence in the review process.
How to prepare for a performance review
To conduct an effective performance review, managers need to prepare in advance. Here are the key prep steps to get ready:
1. Align on performance evaluation criteria
Performance evaluations require a clear understanding of the criteria and metrics used to assess employee performance. It's essential for managers and employees to have a shared understanding of what constitutes good or poor performance.
For example, you might establish criteria such as meeting project deadlines, demonstrating strong communication skills, or displaying proactive problem-solving abilities. By aligning these criteria, you can ensure fairness and consistency in your evaluations.
2. Gather employee data and examples
To provide meaningful performance feedback, gather relevant qualitative and quantitative data, as well as examples that illustrate an employee's performance.
There are different methods of performance evaluation, all of which can be pooled to build a comprehensive performance picture. Qualitative data can come from employee self-evaluation, peer reviews, or supervisor assessments. Whereas quantitative data can come from sales figures or other productivity metrics.
By collecting a range of data and examples, you'll have a well-rounded view of the employee's performance that considers all factors — not just numbers.
3. Use a performance review template
Templates exist for a reason. They provide a pre-existing structure from which you can build on and customize. They also save you time!
Performance review templates provide a set of targeted questions that guide you through each aspect of the review, ensuring you cover all relevant areas with your employee. Using a template saves prep time and helps maintain consistency across each team member's evaluation. It also ensures that no important topics or questions are overlooked.
Officevibe includes performance review templates designed to make the review process even more streamlined, effective, and data-driven.
Use performance review templates in Officevibe.
4. Prepare a meeting agenda
Before the performance review meeting, create a detailed agenda to guide the discussion. Outline the specific topics you want to cover, such as achievements, areas for improvement, and future goals. Consider including specific examples or projects to discuss during the meeting.
Having a clear agenda helps keep the conversation focused and ensures that all important points are addressed. It also shows employees that you have taken the time to prepare and value their performance.
👀 Check out our one-on-one meeting agendas that cover most manager-employee scenarios, including performance reviews, performance improvement plans, career development, and more!
5. Schedule your performance review meeting
Set a date and time for the performance review that works for both you and the employee. Choose a time when you can give your undivided attention and create a comfortable environment for open and honest conversation.
Avoid scheduling the review during particularly busy or stressful periods to ensure you can devote sufficient time and attention to the discussion. Scheduling the meeting in advance demonstrates your commitment to the employee's growth and development.
By following these steps and adequately preparing for the performance review, you set the stage for a productive and valuable discussion with your employees. Effective preparation ensures that you have the necessary information, structure, and focus to provide meaningful feedback and pave the way for future growth.
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How to conduct an employee performance review
Now that you're prepared, let's explore how to conduct an effective performance review. This is the time to engage in a productive conversation that supports employee growth and development.
The following guidelines provide the performance review framework you need to promote employee development, foster positive relationships, and drive organizational success:
1. Set a positive and constructive tone during the review
Approach the review with a supportive and coaching mindset. It's critical to create a safe space for open dialogue, which fosters collaboration much better than when employees don't feel like they have input. Remember that the goal is to empower employees in their future performance by emphasizing what they are capable of rather than reinforcing what they may not be doing well enough.
2. Share positive feedback and recognition
Similar to the compliment sandwich approach, balancing positive feedback with areas for improvement can go a long way. Make sure to share your own feedback and words of acknowledgment to strengthen your manager-employee bond. Additionally, pass on any feedback you received from other colleagues or leaders, which could help the employee feel valued and appreciated.
3. Offer constructive feedback
Discuss any performance challenges or areas of underperformance directly and constructively. By framing things in a constructive way and using specific examples to illustrate your points, you provide more actionable solutions for growth. Navigate difficult conversations with empathy and a focus on finding solutions together.
Need the inspiration to find high-quality feedback? Here are 22 constructive feedback examples and tips to help you deliver feedback that gets results.
4. Give specific examples
By providing specific examples, you can ensure clarity and facilitate productive discussions. Make sure to back up your feedback with concrete examples to make it more impactful and actionable. Contextualizing feedback with current and past performance examples, helps employees understand the specific behaviors or situations that need improvement or reinforcement.
5. Address performance challenges
During the review, address any performance challenges or areas of underperformance directly and constructively. There are many ways to approach poor work performance issues, just remember to lead these conversations with empathy and a focus on finding solutions. By addressing challenges head-on, you can work together with the employee to identify strategies for improvement and growth.
Granted, some conversations are a little bit more difficult than others. Hey, managers are only human. Read our difficult conversation tips to ensure the message (and solution) isn't getting lost in translation.
6. Listen actively
During the performance review, practice active listening to show genuine interest in the employee's perspective. Pay attention to their thoughts, concerns, and aspirations. By actively listening, you create an environment where employees feel heard and valued, fostering trust and engagement.
By involving employees in the process of defining the next steps, you empower them to take ownership of their growth and development.
Remember, conducting a performance review is not just a one-time event but part of an ongoing performance management system. Ultimately, ensuring continuous feedback and regular check-ins throughout the year helps set, align, and adjust employee goals when appropriate, which contributes to employee growth and success.
What to do after a performance review
The performance review doesn't end with the meeting. Here's what you can do to ensure continuous improvement and growth.
1. Follow up on the next steps
After the performance review, it's crucial to stay involved and provide ongoing support. Follow up on the next steps that were identified during the review. Schedule frequent one-on-ones and other touchpoints to monitor progress and measure results. This demonstrates your commitment to the employee's growth and helps ensure they are on the right track toward achieving their goals.
🤔 Not sure how often to schedule one-on-ones? Find your best formula for one-on-one frequency.
For example, if one of the next steps identified during the review was for the employee to improve their time management skills, you can schedule a follow-up meeting a month later to discuss their progress. During this meeting, you can ask specific questions about their strategies for improving time management, inquire about any challenges they may have encountered, and provide additional guidance or resources if needed.
By following up on next steps, you show that you are invested in your employees' success and provide an opportunity for course correction or further development.
2. Keep the performance conversation going
Embrace the beauty of continuous performance cycles by conducting regular check-ins and one-on-one meetings. These ongoing conversations provide opportunities to discuss progress, address challenges, and provide timely feedback. By maintaining an open line of communication, you can support employees in their growth journey and ensure that performance remains a priority.
For example, you can schedule bi-weekly or monthly one-on-one meetings with your employees to discuss their ongoing projects, address any obstacles they may be facing, and provide guidance or feedback. These meetings create a space for employees to share their achievements, seek guidance on their work, and discuss any new challenges that may have arisen, to assess at your next employee performance review. By keeping the performance conversation going, you demonstrate your commitment to their development and create an environment where continuous improvement is encouraged.
Officevibe supports continuous performance management. This feature provides tools and resources to facilitate ongoing feedback, goal tracking, and one-on-one meetings!
Effective performance review phrases to use in your next review
Crafting meaningful feedback is key to a successful performance review. Here are some examples of performance review phrases, be them appraisals or constructive, to inspire your next review:
Creativity: "Your innovative thinking has led to impressive solutions, pushing our team to new heights."
Communication: "Your clear and concise communication style has greatly improved team collaboration and project outcomes."
Accountability: "You consistently take ownership of your responsibilities, delivering results with a high level of accountability."
Productivity: "Your exceptional time management skills and efficient work habits have significantly increased productivity within the team."
Collaboration: "Your collaborative approach fosters a positive team environment, encouraging open communication and idea-sharing."
Coaching: "Your dedication to mentoring team members has empowered them to grow and excel in their roles."
Areas of improvement: "To further enhance your performance, focusing on improving your presentation skills will help you engage stakeholders more effectively."
Problem-solving: "Your analytical thinking and resourcefulness have consistently resulted in creative problem-solving and successful outcomes."
Again, following up on any performance feedback with specific examples will make the feedback itself more impactful by giving it context. This will also show the employee you gave the feedback thought. For example, you could pair praise about problem-solving with something along the lines of: "Last month, when we had an issue with project X, you managed to fix this by doing A, B, and C and that ensured we could deliver on time! Thank you."
⭐️ Find more examples of employee feedback that creates an impact, especially relating to more sensitive issues like the need for additional training or failing to meet deadlines, and best practices for delivering them.
Use performance management software
Theoretically, you can master your performance review approach all on your own. Logistically, however, there are ways you can make the entire performance management process infinitely easier for yourself (and your employees).
Performance management software like Officevibe turns the review process into a fun and dynamic aspect of the employee experience. With data-driven features such as goal setting, continuous feedback, and performance tracking, it simplifies, streamlines, and enhances the entire performance review process, making it fair, efficient, and engaging for both managers and employees.
By utilizing performance review software, you can maximize the benefits of performance management, foster employee development, and cultivate a positive work culture.
Elevate growth, engagement, and success with Officevibe
Mastering the art of employee performance reviews is essential for managers looking to drive growth, engagement, and success within their teams. By following the key steps outlined in this guide, you can conduct effective performance reviews that inspire improvement, empower employees, and contribute to overall organizational success.
Remember, performance reviews should be a collaborative and continuous process that prioritizes growth, feedback, and open communication. Embrace the opportunity to support your employees' development and create a culture of excellence!
Inside Workleap
Workleap Fall Launch: Empowering HR Leaders with New Features for Employee Growth and Engagement
Save your seat
MONTRÉAL — Nov. 25, 2024 — Workleap, a leading Canadian software company behind products that empower 20,000 companies in more than 100 countries to build better employee experiences, announces its fall platform release introducing new solutions and integrated features into an all-in-one simple-to-use platform. This release marks a new milestone in Workleap’s ongoing commitment to transform the employee experience by empowering HR leaders to drive organizational performance and achieve business goals.
Workleap’s comprehensive platform helps HR lead organizations to thrive in the modern setting of hybrid, remote, and distributed work environments. The consolidated solution for understanding employee engagement, driving performance, and developing employees is the best add-on to your existing HRIS and HR technology, allowing companies to add simple experiences across the employee lifecycle. Bringing these functions together in one platform, Workleap enables HR professionals to create a more responsive, agile and employee-centric work environment.
What's New
Workleap Performance streamlines performance management reviews and enables HR teams to guide managers to provide meaningful feedback, align teams with business goals, and easily track progress—all in one place.
Workleap Pingboard, an intuitive org-chart, visualization, and company building solution, will be integrated within the Workleap platform before the end of the year.
Integrated tools to help HR: Easily visualize employee engagement data within your org chart, streamline onboarding and learning workflows, accelerate content creation with AI designed for HR, and launch custom surveys across the employee journey.
Unmatched value: Game-changing bundled pricing lowers the barrier for HR teams of any size to enhance the employee experience.
Why It Matters
“Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes,” said Simon De Baene, Co-founder and CEO of Workleap. “At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves.”
To learn more about Workleap’s employee experience platform, visit workleap.com.
About Workleap Workleap is the best add-on to your HRIS to build better employee experiences. The all-in-one Workleap platform empowers organizations to make work simpler by unifying onboarding, engagement, performance, and development —in one platform.
Workleap is a Montréal, Canada-based company building the operating system for hybrid work—unifying the experience to streamline talent management and scale productivity tools across 20,000 companies in more than 100 countries.
The future of employee experience: simplified, unified, and much more human
Save your seat
At Workleap, we believe that strong employee experiences stem from three core HR actions:
Understand how your employees feel to make them feel heard.
Help managers to connect their teams and drive them to perform.
Develop your employees, grow their careers, and help them deliver for your business.
HR work should be human work, supplemented by the right tools.
It sounds simple (and appealing, no?), but the reality is, finding a simple software solution to unify and streamline this work is like finding a needle in a haystack.
Refreshingly simple employee experience software
According to HR.com's State of Today's HR Tech Stack and Integrations 2024 report, 37% of respondents are juggling five to eleven (or more) paid HR solutions in their tech stacks. Your job is certainly complex — but the last thing you need is to manage endless tools and increase costs.
Workleap's employee experience platform brings the simplicity you're looking for — one solution to unify and streamline everything you need understand your people, connect teams, drive performance, and develop careers.
Engagement surveys, anonymous feedback, performance management, new employee onboarding, learning management, and career progression — yes, all of this, in one place! It seamlessly integrates with your existing HRIS, adding a layer of simple (and consistently used) experiences.
And with such a breezy setup, you finally have the breathing room to collect the right inputs, take time to analyze and reflect, and plan concrete actions.
Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes. At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves. - Simon De Beane, CEO and Founder at Workleap
A main takeaway from the HR.com report is that employee experience is the top priority that businesses want to address with their tech stack. Over half of respondents don't have any capabilities at all!
We know you know it's time to boost your employee experience. And here's how you do it.
Understand your people. Make them feel heard.
Listening is a basic human skill — but in the HR context, it's taken to a whole new level.
Continuous employee listening involves:
Providing a safe space for employees to answer questions and provide feedback
Acknowledging and analyzing employee responses
Actioning on employee feedback and communicating changes
Ensuring your people feel heard is a key element of employee listening. As McKinsey senior partner, Carolyn Dewar, says: “You need to genuinely listen and learn, because the organization will sense if you are asking questions but not interested in the answers.”
While there are many moving parts, continuous listening should be top priority because it goes hand in hand with one of HR's key metrics, employee engagement. In fact, highly engaged employees are three times more likely to say they feel heard at their workplace (92%) than highly disengaged employees (just 30%).
Good news is, there are tools out there that help you collect constant feedback, regardless of location or time zone.
During the webinar, we talked about the how:How can HR leaders hear and analyze the perspectives of hundreds (or thousands) of employees? Their answer? Find yourself a really good survey and feedback tool.
Both tools offer a safe space and an easy user experience to increase employee participation rates, which means greater insights for you! More recently, we updated our pulse survey tool to enable flexible listening. Now, you can deactivate or add custom questions to help you measure what matters to your organization.
My team and I enjoy using Workleap Officevibe because we can instantly view our department's engagement temperature while continuously addressing learning and implementing strategies based on employees' voices. - Sivakumar Muniandy, Head of Singapore Contact Centre Operation, AIA Shared Services
To close the loop, we recommend sharing updates with your people on what you're hearing and doing to address their needs. Open communication is key!
“If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.”
When your people are connected, you’re a force to be reckoned with. Without this, the business goes nowhere. People work inefficiently. Decisions are made more slowly. Alignment ensures everyone works in lockstep. And that can make a big difference on revenue.
What can you do, as an HR leader of a hybrid organization, to connect your teams from the comfort of your home office? Read on.
How Workleap helps you connect and drive performance
When you crack the code for driving alignment, you'll discover endless opportunities. There are many ways to get individuals and teams together and moving in the same direction.
One way is through performance management. Once organizational goals are defined, then all other individual and team goals can feed this North Star.
The reality is, however, that many HR pros are struggling to find a performance management solution that blend theflexibility needed to adapt to changing needs with the simplicity and user-friendliness that fosters widespread adoption and efficiency.
With our new Workleap Performance product, you can finally have a flexible and customizable framework to build performance cycles that fit like a glove. You can easily customize questions and evaluation criteria that align with your organizational goals, mission, and values — while still ensuring a consistent and fair process across managers and teams.
Another way to align people — that's especially valuable for hybrid or remote workforces and incredibly easy to implement — is by helping people connect with the right collaborators across their company. A tool as simple as a dynamic org chart and employee directory can foster faster relationships by showing who you need to speak with to progress your work.
With Workleap Pingboard you can instantly improve alignment by fostering connections between employees, streamlining resource planning, and improving internal communications.
Foster continuous learning and development
Employees care about learning, development, and growth opportunities. This isn't new news.
We've seen the data, too. When an organization provides these opportunities, great talent flocks and they stick around. According to the LinkedIn Workplace Learning Report 2024, organizations with strong learning cultures have a +57% retention rate and +23% internal mobility rate.
Talent development starts from day one and it can be tackled with a strong onboarding process. Fresh training and courses will keep people engaged and growing.
But we know the behind-the-scenes work of an L&D program — planning, managing, and tracking — can be time-consuming, hard to scale, and frustrating to maintain.
How Workleap helps you develop talent at scale
The secret to scaling your learning, development, and growth programs is leveraging AI, tried-and-tested templates, and other tools that remove the heavy lifting, so you can focus on the big picture: building a culture of continuous learning.
Need to create new safety training? Hop into Workleap LMS and leverage AI to create a course outline in minutes with a few simple prompts. Want to integrate this course into your new hire's onboarding plan that you just built in Workleap Onboarding? Easy peasy!
Unifying these product experiences isn’t just great for you — it also helps new hires transition smoothly from onboarding to role-specific training.
When onboarding, training, and career plans are easier to create and manage, you'll see higher engagement — from your HR team, managers, SMEs, and employees.
All you need to build impactful employee experiences
With Workleap's unified platform, you have all you need to tackle the key areas of the employee experience:
Understand how your employees feel to make them feel heard with Workleap Officevibe
Help managers connect their teams and drive them to perform with Workleap Pingboard and Workleap Performance.
Develop employees, grow their careers, and help them deliver for your business with Workleap LMS, Workleap Onboarding, and Workleap Skills
