The New Worker

This article was written in collaboration with The People People Group.

Imagine a talented employee, working remotely, consistently exceeding expectations, yet feeling increasingly invisible. Their contributions go unnoticed, their motivation dwindles, and eventually, they start looking for a new opportunity. This scenario is all too common in hybrid workplaces where traditional recognition methods fall short.  

This guide explores why recognition is more critical than ever in hybrid setups, the unique challenges it presents, and actionable strategies to build a thriving culture of appreciation. With practical tips and a downloadable cheat sheet, you’ll learn how to make every employee feel seen, valued, and empowered, no matter where they work.

The power of appreciation: Why recognition matters more than ever in hybrid work

Recognition isn't just a perk; it's a fundamental human need. We all crave appreciation for our efforts, and when our impact is recognized, it instils a sense of belonging and affirms the fact that our work matters.  

Samin Sadeghi, Sr. HR Business Partner at Workleap, captures this perfectly: "Recognition nurtures people's greatest strengths."

In today's hybrid workplace, where physical distance can create disconnection, fulfilling these needs through meaningful recognition is more critical than ever.  

The psychology of recognition

Recognition in the workplace is more than just a pat on the back; it's a powerful psychological tool that fulfills fundamental human needs. At its core, recognition addresses the intrinsic human desires for belonging, achievement, and self-esteem. These needs are rooted in Maslow's Hierarchy of Needs, which posits that once basic physiological and safety needs are met, individuals seek social belonging, esteem, and self-actualisation.

Belonging and social connection

Recognition fosters a sense of belonging and inclusion within a team or organization. When employees feel recognized, they perceive themselves as valued members of a community. This sense of belonging is crucial in reducing feelings of isolation and enhancing teamwork and collaboration.

Achievement and self-esteem

Recognition acknowledges an individual's accomplishments and contributions, boosting their self-esteem and reinforcing their sense of competence. When employees see that their efforts are noticed and appreciated, it validates their work and encourages them to maintain or increase their performance levels. As Sadeghi points out, "Leaders giving recognition cultivate an environment that allows talent to grow beyond its limits."  

This is more than just research — it clearly and consistently surfaces across the workplace research we have access to, including:

• Increased employee engagement: According to Gallup's Q^12® meta-analysis report, organizations with high levels of employee engagement experience a 18% increase in productivity and a 23% increase in profitability. Recognition helps employees feel more connected to their work and the organization's goals, leading to higher engagement levels.

• High motivation: Recognition serves as a powerful motivator by reinforcing desired behaviors and outcomes. A report by Bersin & Associates found that companies with effective recognition programs have 31% lower voluntary turnover rates. When employees are motivated through recognition, they are more likely to strive for excellence and go above and beyond in their roles.

• Improved retention: Employee recognition significantly impacts retention rates. Research from the Society for Human Resource Management (SHRM) indicates that 68% of HR professionals believe employee recognition has a positive impact on retention. When employees feel valued and recognized, they are more likely to stay with the organization, reducing turnover costs and retaining valuable talent.

The reality is, these challenges have always existed, even in fully in-person workplaces. However, as hybrid work becomes the norm, their significance has grown exponentially, and many traditional solutions are no longer effective.

We’ll first explore the unique aspects of hybrid work that amplify these challenges and then delve into actionable strategies to bridge these gaps effectively.

Why hybrid work makes it harder

Hybrid work, while offering flexibility, introduces unique challenges to effective recognition — challenges that are often neither obvious nor immediately clear.

Feedback from members of The People People Group (TPPG) highlights several critical issues at the intersection of hybrid work and employee recognition today.

Here are a number of the most important to be aware of:

• The visibility paradox: "Out of sight, out of mind" takes on new meaning in hybrid work. Remote employees, despite their contributions, can easily be overlooked in day-to-day communication. TPPG research suggests that remote employees are 20% less likely to receive informal recognition than their in-office counterparts.

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Example: A remote employee develops a crucial piece of software, but because they aren't physically present, their work isn't as readily acknowledged in the team.

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• Inconsistency breeds resentment: Ad-hoc recognition, dependent on individual managers, creates uneven and potentially unfair experiences. Some teams may thrive on regular praise, while others receive little to none. This inconsistency can erode trust and create a sense of inequity.

When leaders lead by example in giving recognition, they set a powerful precedent. It creates a ripple effect where appreciation becomes a shared responsibility, not just a management task.

Samin Sadeghi. Sr. HR Business Partner at Workleap

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Best Practice: Establish company-wide recognition programs with clear guidelines and regular cadence to ensure all employees feel valued regardless of where they are working.

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• The emptiness of generic praise: "Good job!" While well-intentioned, generic praise lacks the specificity and sincerity that truly resonates. Employees crave recognition that acknowledges their unique skills and the impact of their work.

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Example: Instead of "Great presentation!", try "Your presentation on the new marketing strategy was incredibly insightful. The data you presented clearly demonstrated the potential ROI, and the team is excited to implement your recommendations."

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• Inauthenticity kills motivation: Forced or superficial recognition can be worse than no recognition at all. It feels disingenuous and can actually demotivate employees.

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Tip: Encourage authentic expressions of appreciation by training managers on how to deliver meaningful feedback.

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• The missing link in peer-to-peer recognition: Organic peer-to-peer recognition, a powerful driver of team cohesion, is harder to cultivate in virtual settings. Without deliberate facilitation, these vital moments of appreciation can be lost.

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Best Practice: Implement online platforms or tools that facilitate peer-to-peer recognition and make it easy for colleagues to acknowledge each other's contributions and/or give public praise easily

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In short, there’s plenty for HR leaders and companies to navigate. Fortunately, we’ve shared lots of actionable suggestions inspired by members of TPPG to help you close this gap effectively.

Closing the gap: How to make hybrid recognition work

Creating a robust recognition culture in a hybrid environment demands intentionality and a well-rounded strategy. Drawing from TPPG’s expertise and insights rooted in the psychology of motivation, here are proven approaches to help you succeed:

Values-based recognition: Start by clearly defining your company's core values. Then, align recognition efforts with those values. This reinforces desired behaviours and strengthens your company culture. "In giving recognition, true leadership reflects the brilliance of those they lead," notes Samin Sadeghi.

• Psychological Principle: Connecting recognition to values increases its perceived meaningfulness and impact.

Example: If "innovation" is a core value, regularly recognize employees who demonstrate creative problem-solving.

Creating consistent rhythms of appreciation: Establish regular recognition rituals, such as weekly shout-outs, monthly awards, or quarterly celebrations. These structured opportunities ensure that contributions don’t go unnoticed, regardless of work location.  

• Psychological Principle: Regular reinforcement strengthens positive behaviours and creates a culture of anticipation and appreciation.

Empowering managers to recognize effectively: Equip managers with the skills and tools to deliver authentic, specific recognition. Sadeghi emphasises this point: “Recognition is 50% message and 50% delivery. Some employees thrive on public praise, while others value a quiet note of appreciation. A successful recognition program honours those differences.”

• Psychological Principle: Manager recognition is particularly impactful as it validates an employee's contribution within the team and organization.

Share the employee recognition examples in this article as inspiration for expressing gratitude and showing your entire team they're valued.

Fueling peer-to-peer recognition: Peer appreciation fosters trust, camaraderie, and a sense of belonging. Encourage peer-to-peer recognition through online platforms, team meetings, or dedicated Slack channels.  

• Psychological Principle: Peer recognition strengthens social connections and creates a sense of shared purpose within the team.

💡Want to help your managers nuture a culture of peer recognition? Send them these 6 ideas they can start implementing right away.

Showcasing impactful recognition: Highlight great examples of recognition during team meetings, company newsletters, or onboarding sessions. Sharing stories of meaningful recognition inspires others and reinforces the importance of appreciation.

• Psychological Principle: Social proof demonstrates the value of recognition and encourages others to participate.

These practical steps will help you quickly address the recognition gap. However, to ensure lasting change, it's crucial to establish a strong foundation rooted in data and insights, allowing you to track progress and make continuous improvements along the way.

How to measure the success of your employee recognition efforts

To ensure success, it’s essential to have solid data to back your efforts. Without it, securing or maintaining investment — let alone initiating it — will be an uphill battle.

To ensure your recognition program is built to last, consider using the following pillars:

1. Defining success

Before launching any initiative, define what success looks like for your recognition program. What specific outcomes are you hoping to achieve? Consider the following metrics:  

• Increased employee engagement: Measured through satisfaction surveys detailed engagement surveys and eNPS, employee feedback platforms, or participation in recognition activities.

• Improved retention rates: Track employee turnover and identify any correlation with recognition initiatives.

• Enhanced performance: Monitor key performance indicators (KPIs) and assess whether recognition efforts contribute to improved productivity or quality of work.

• Stronger company culture: Gauge employee sentiment through surveys and focus groups, paying attention to feedback related to recognition and appreciation.

• Increased peer-to-peer recognition: Track the frequency and quality of peer-to-peer recognition using dedicated platforms or tools.
  

2. Gathering insights with the right tools

Use a variety of methods to collect data and understand the effectiveness of your recognition program.

• Employee surveys: Conduct regular pulse surveys to gauge employee sentiment and identify areas for improvement. Include specific questions about recognition effectiveness and preferences.

• Focus groups: Organize focus groups with representative employees from different departments and work locations to gather in-depth qualitative feedback.

• Recognition platform analytics: If using a dedicated platform, leverage built-in analytics to track usage patterns, identify top performers, and understand which recognition types are most popular.

• Manager feedback: Regularly solicit feedback from managers on the ease of use and effectiveness of the recognition program. Encourage them to share anecdotal evidence of positive impact.

3. Adjusting and iterating based on results

Regularly review the data collected and use it to refine your recognition program. Be prepared to adapt your approach based on employee feedback and observed outcomes.

• Experiment with different recognition types: Try out various forms of recognition, such as peer-to-peer awards, spot bonuses, public acknowledgements, or personalized gifts, and track their effectiveness.

• Refine communication strategies: Ensure that recognition is communicated effectively across the organization, regardless of work location. Utilize various channels, such as company newsletters, team meetings, and online platforms.

• Empower managers: Provide managers with the training and resources they need to effectively deliver recognition and provide meaningful feedback.

• Celebrate successes: Publicly acknowledge and celebrate the positive impact of the recognition program to reinforce its value and encourage continued participation.

Recognition isn’t just an investment in your employees — it’s an investment in your organization’s success. By fostering a recognition-rich culture, you’ll boost morale, strengthen engagement, and drive meaningful business outcomes.

Ready to Transform Your Hybrid Workplace? Open our free cheat sheet now to get started and build a recognition program that works for your team.

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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.

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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.

Media Contact
Jaclyn Pullen
PANBlast for Workleap
workleap@panblastpr.com

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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.   

How Workleap helps amplify your listening skills   

In a recent Workleap webinar, we brought in HR experts to break down effective listening. (Here's the link to the guide they created for attendees.)  

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.   

Cue: Workleap Officevibe’s engagement surveys and anonymous feedback.  

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!  

Connect teams and drive performance 

Patrick Lencioni, author of The Five Dysfunctions of a Team: A Leadership Fable, captures the power of alignment and connection perfectly when he wrote: 

“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 the flexibility 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.   

Workleap Onboarding, Workleap LMS, and Workleap Skills all offer templates, automation, and AI to streamline manual admin processes and reduce busywork.  

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 

Let's get back to the work we love to do, simply.

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Reimagining performance management has been a focus area for many companies over the past two years. It's not surprising considering that a focus on performance management can lead to organizations being 4.2x more likely to outperform their peers (an average to 30 percent higher revenue growth), according to the folks at McKinsey.

The outcome sounds wonderful, but the reality is that many performance review programs fall short. There's inconsistency in how the review is delivered depending on each individual leader, a lack of feedback frequency, and often, a lack of insight from all stakeholders (the employee, their peers, and the manager) into what an impactful conversation should look like.

We designed Workleap Performance to reduce the stress of performance management, create real, insightful, and engaging conversations between teams and their leaders, and ultimately drive real business impact.

Introducing Workleap Performance

Everything we do at Workleap is to help HR simplify the modern workplace. With the introduction of Workleap Performance as a part of our platform, we’re excited to reimagine how companies across distributed, hybrid, and remote teams can improve how their teams perform.

With Workleap Performance, we are helping HR to build a performance management approach that:

• Includes the right number of conversations for your teams and organizations.
• Creates consistency for every reviewer and leader to have better conversations with employees
• Brings together the right insights to understand what an employee has accomplished.

Drive the right conversations for your business

Performance review cycles are different for every HR team. There are differences by industry, geography, or employee count. There is no one-size-fits-all. Or at least there shouldn’t be.

Workleap Performance is built to be flexible. With a customizable framework, you can create the performance management program that makes the most sense for your business. This can mean modifying your process to ensure teams have the right number of reviews each year and that everyone is focused on the questions that will provide the greatest impact.

You can customize:

• Cadence (annually, bi-annually, quarterly, or weekly) 
• Type of review format (peer, self, manager, or mix of all three) 
• Review parameters (deadlines, number of peer reviewers, and participants)
• Question type (format, content, and amount)

And it’s not just about these key customizable features.

The true flexibility of our platform resides in its ability to effortlessly adapt to changes or unforeseen events during an active review cycle. For example, you could extend deadlines, change a question, or add additional team members to the review process. We want to support you in keeping your performance review cycles on track, no matter what happens.

Create consistency across the organization

With so many stakeholders involved in the performance review process, it can be tough to keep everyone aligned to the same process. The lack of consistency is often exasperated by managers with varying styles and different levels of training. To help overcome this, we provide managers with visibility throughout the entire reporting cycle.

We are also aware that consistency in performance management is vital when it comes to ensuring fair reviews. Creating that equitable process was a major focus for Workleap Performance which is why we focused on streamlined review forms that ensure a standardized process.

Gather feedback that matters

For many managers, it can be challenging to always see the progress of employees as they work on cross-functional projects or in distributed teams. The ability to gather the correct (and actionable) feedback can mean understanding feedback from a number of sources — including the employee themselves, the manager, and also from collaborators and stakeholders. Focusing on 360 feedback remains a consistent and critical way to gather insights from across the business.

With Workleap Performance, employees receive impactful feedback from all angles:

• Peer reviews: provide insights from the team members who collaborate with employees
• Self reviews: provide the tools for self reflection and personal accountability
• Manager reviews: provide a format for direct reports to align with managers on performance

Experience simplicity at every step

Over the past year, we’ve talked to many of you who expressed the need for a performance management platform that’s simple for HR, people managers, and employees to navigate.

Every HR professional we spoke to would prefer to focus more time on facilitating and reviewing performance feedback — not setting up review cycles. Workleap Performance removes the unnecessary bells and whistles and puts simplicity at the forefront, so that you can develop a review process with ease.

• Simplify the experience for your employees with an easy-to-navigate user interface
• Simplify communications throughout the review cycle with automated notifications
• Simplify progress monitoring with a centralized review cycle tracker

Your three core needs are covered

Simplicity. Flexibility. Consistency. These are the guiding values under which we built this product and continue to develop and enhance Workleap Performance. Now, HR professionals everywhere can create high-quality performance management programs that lead to aligned and impactful results.

Performance management, when done well, can drive increased alignment between employee goals and the unique objectives of your business so that you can ultimately be more productive and more successful. Our new Workleap Performance solution is built with this outcome in mind, by focusing on what matters most to HR professionals who own the performance management cycle.

Eager to align teams and boost results?

There's a new way to manage performance — it's simple, flexible, and ensures consistency across the organization. Get started with Workleap Performance free!

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A personalized employee onboarding process isn’t just a nice-to-have — it’s key to setting new hires up for success. Generic onboarding programs often fall flat, leaving employees feeling disconnected and disengaged. By customizing the experience to each individual, you can boost engagement, speed up productivity, and lay the groundwork for lasting success. In this blog, we’ll show you how to create an onboarding process that truly welcomes and empowers every new team member from day one.

Understanding the importance of personalized onboarding  

The first days and weeks at a new job are critical for setting the tone of a new hire's experience. A well-executed onboarding process not only helps employees adapt to their roles and the company culture but also significantly impacts their long-term engagement and retention. Yet, many organizations still rely on a one-size-fits-all approach to onboarding, which fails to address each new hire’s unique needs, backgrounds, and expectations. Unsurprisingly, this can lead to lower engagement, decreased productivity, and higher turnover rates. 

Personalized onboarding is the solution to this challenge. By tailoring the onboarding process to the individual needs of each employee, organizations can create a more welcoming, supportive, and constructive experience. 

Benefits of a tailored approach 

A tailored onboarding process offers several key benefits that can enhance the overall employee experience: 

• Increased engagement and motivation 

Personalized onboarding programs consider each new hire’s unique strengths, interests, and aspirations. By aligning the onboarding experience with these factors, employees are more likely to feel valued and motivated to contribute to the organization. 

• Faster integration 

Customizing onboarding to individual needs ensures quicker new hire integration, reduces the learning curve and enables them to become productive members of the team sooner. 

• Improved retention rates 

Employees who feel supported and understood during onboarding are more likely to stay with the company long-term. A personalized approach helps build a strong foundation of trust and commitment, which is crucial for reducing turnover. 

• Better role fit 

By tailoring the onboarding process, companies can ensure that employees are not only well-prepared for their roles but also positioned to excel in them. This leads to higher job satisfaction and performance. 

• Enhanced employer brand 

Companies that invest in personalized onboarding demonstrate their commitment to employee development and well-being. This can significantly boost the organization’s reputation as an employer of choice. 

Common pitfalls of generic employee onboarding processes

While the benefits of personalized onboarding are clear, many companies still rely on generic onboarding processes that fall short in meeting the diverse needs of their employees. A glaring issue with generic onboarding is the lack of individual focus. When all new hires are treated the same, regardless of their backgrounds, experiences, or roles, it can lead to disengagement and frustration, as employees may feel their unique needs are overlooked and they are seen as “just another number.” 

A one-size-fits-all approach often results in overwhelming information delivery. New hires are bombarded with a lot of information quickly, leading to cognitive overload and making it difficult to retain the essential details that pertain to their role. This is compounded by inadequate role-specific training, where the necessary, specialized training for success in a particular role may be missing. As a result, new hires might feel confused and lack the confidence needed to perform their job duties effectively. 

Poor cultural integration is another common pitfall of generic onboarding. When the process fails to address new hires’ cultural fit, they may struggle to align with the company’s values and work environment, leading to feelings of isolation and dissatisfaction. 

Lastly, standardized onboarding often lacks effective feedback mechanisms. Without gathering input from new hires, companies miss the opportunity to identify and address potential issues early on, which can negatively impact employee satisfaction and long-term success. 

Steps to develop a tailored onboarding plan 

Creating a personalized onboarding process doesn’t have to be complicated. By following these straightforward steps, you can set your new hires up for success from day one: 

1. Understand each new hire’s needs Begin by gathering basic information about each new hire’s background, experience, and expectations. Use simple pre-boarding surveys or quick one-on-one chats to get a sense of their career goals, preferred learning style, and any specific concerns. This initial step will give you the insights you need to tailor their onboarding experience effectively. 
   
   Here are some example questions for a first one-on-one meeting with a new employee. 

2. Personalize onboarding content. With the information you’ve gathered, adjust the onboarding content to better suit each new hire. This might mean tweaking the training schedule, providing additional resources, or focusing on areas relevant to their role. The goal is to make the onboarding experience feel relevant and supportive. 

3. Include role-specific training. Ensure that your onboarding plan includes training directly related to the new hire’s job responsibilities. This can be as simple as arranging for them to shadow a colleague, participate in relevant projects, or receive hands-on training. The idea is to give them the tools they need to succeed in their specific role from the start. 

4. Encourage cultural integration. Help new hires feel like part of the team by fostering connections with their colleagues and immersing them in the company culture. Introduce them to key team members, invite them to social activities, and share the organization’s values and mission. Pairing them with a buddy or mentor can also help them navigate their first few months more comfortably. 

5. Set clear expectations. Right from the beginning, set clear and achievable goals for the onboarding process. Break down what the new hire should accomplish in their first weeks and months and check in regularly to monitor progress. This ensures that both you and the new hire have a clear roadmap to follow. 

6. Use simple tools for personalization Leverage user-friendly tools and technology to help personalize the onboarding experience. Platforms like Workleap Onboarding can make it easy to track progress, gather feedback, and deliver customized content. 

7. Continuously improve based on feedback. After onboarding is underway, seek feedback from new hires and their managers to see how the process is working. Use short surveys or informal check-ins to gather insights. Then, adjust as needed to keep your onboarding program effective and relevant. 

Tools and resources for personalized employee onboarding 

Creating a personalized onboarding process can be made easier with the right tools and resources. Here are some options to consider: 

Onboarding software 

Different onboarding software solutions are available that can help automate and personalize the onboarding process. These platforms often include features like pre-boarding checklists, customizable training modules, and progress tracking.  

Employee feedback tools 

Tools like Workleap Officevibe allow HR teams to gather real-time feedback from new hires and track their engagement throughout the onboarding process. This feedback can be used to make immediate improvements and ensure that the onboarding experience meets each employee's needs. 

Learning management systems (LMS) 

An LMS can deliver personalized training content to new hires, allowing them to learn at their own pace and focus on the areas that are most relevant to their role. LMS platforms often include features like quizzes, assessments, and progress tracking to ensure that new hires master the necessary skills. 

Mentorship programs 

Implementing a mentorship program can provide new hires with personalized guidance and support as they navigate their first few months on the job. Mentors can offer insights into the company culture, answer questions, and provide feedback on performance. 

 Onboarding checklists 

Customizable onboarding checklists can help ensure that all necessary tasks are completed in a timely manner. These checklists can be tailored to the specific needs of each new hire and include items like paperwork, training sessions, and introductions to key team members. 
 
Share this simple employee onboarding template with your team leaders. It includes a checklist and sample activities to help them map out preboarding through to the 1-year mark. 

Onboarding videos 

Video content is always more engaging. Walking your new hires through products, safety protocols, and more via video is a great way to engage them on their first day. Welcome videos from their manager, peers, or even the CEO are also a great touch! 

Here are five onboarding video templates to get you started.  

Measuring the success of your employee onboarding process 

Once you’ve updated your HR onboarding strategies, measuring success through key performance indicators (KPIs) is essential. Here are some metrics to track: 

Best practices for personalized employee onboarding 

To create an effective, tailored onboarding process for your team, consider these best practices: 

1. Start early with preboarding 

Begin the onboarding process before the new hire’s first day by providing them with key information and resources. This can include sending them a welcome package, setting up their workstations, and introducing them to their team members. 
 
Learn more why preboarding is the mission-critical first step to accelerate new hire productivity.  

2. Create a welcoming environment 

Ensure that new hires feel welcomed and supported from day one. This can involve arranging a team lunch, decorating their workspace, or sending a personalized welcome message from the CEO. 

Keep it relevant: Video is an excellent way to make welcome messages personal and genuine in hybrid work environments. Discover five ways to wow new hires with welcome videos. 

3. Provide ongoing support 

New hire integration doesn't end after the first week or month. Continue to provide support and guidance to new hires as they settle into their roles. This can include regular check-ins via one-on-ones, ongoing training, and opportunities for career development. 

4. Involve the whole team 

Involve colleagues, managers, and other stakeholders in the onboarding process to make it a team effort. This can help new hires build relationships and feel more connected to the organization. 

5. Adapt to feedback 

Continuously refine and improve your onboarding process based on feedback from new hires and managers. This will ensure that the process remains relevant and effective over time. 

Tailored for long-term success 

Investing in a tailored onboarding process not only boosts engagement and productivity but also strengthens your company’s culture and long-term success. By continually refining the experience, you ensure ev

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Managers have a huge impact on how employees feel about their jobs. When managers are on top of their game, their teams are engaged, productive, and just plain happier. But when they’re not? Well, you can guess how that goes. 

As an HR pro, you know manager productivity is important. But here’s the thing: Enabling managers to be their best selves is just one of a million things on your to-do list. Whether you’re flying solo or leading an HR team, you simply don’t have the time to create detailed manager enablement programs from scratch or keep tabs on every little thing managers do.

But don’t worry — we’ve got your back. This article is packed with ready-to-use templates, tools, and resources that’ll help you boost manager productivity without burning yourself out. 

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Why HR is key to enabling manager productivity

Where fast-paced hybrid setups and digital overload are the norm, managers are facing more challenges than ever. With only 34% of U.S. employees feeling engaged at work, it’s clear that middle managers, who juggle countless responsibilities, need support. When managers struggle, the whole team feels it — engagement drops, productivity suffers, and turnover increases. That’s where HR steps in. By prioritizing manager productivity, HR can create a ripple effect, boosting engagement and driving team success across the board. 

How productivity happens (and how HR can support it)

Understanding how productivity works is key to helping managers stay on top of their game. It’s not just about telling each other to work harder — it’s about understanding how our brains work.  

It’s not about willpower 

It turns out our brains don’t always help us stay on task. For instance, did you know that procrastination often happens because our brains like to tackle simple tasks first? This isn’t just laziness — it’s how we’re wired. HR can step in by creating systems that encourage managers to focus on what really matters, regardless of how they’re feeling in the moment. 

The Zeigarnik effect 

One key concept to understand is the Zeigarnik effect — the idea that unfinished tasks weigh heavily on our minds, causing stress and distraction. By helping managers prioritize and complete tasks effectively, HR can reduce this mental burden and keep managers focused and less overwhelmed. Additionally, HR can promote the importance of breaks and focused work periods, much like how athletes pace themselves during a marathon. These breaks are vital for maintaining productivity over the long haul.

Reconsider multitasking

Multitasking isn't for everyone. Sometimes, when people try to juggle too many things at once, their efficiency plummets. HR can support managers by encouraging single-tasking — focusing on one task at a time to get better results. This might involve providing tools that help managers set clear priorities and minimize distractions, ensuring they can give their full attention to each task. 

By understanding these aspects of productivity, HR can craft training programs and systems that help managers stay productive regardless of their natural inclinations. It’s about setting them up for success with the right tools, knowledge, and support.

HR toolkit: Scalable solutions for manager productivity

The ideal scenario is that your productivity support tactics have longevity. That’s why scalable solutions are your best bet. The goal here is to provide managers with tools that are easy to use and consistently deliver great results, all while keeping your workload manageable. 

Templates, resources, and tools to boost productivity

Effective management is all about having the right tools available. Streamlining processes with templates, resources, and software can make a significant difference in boosting productivity. These resources are designed to simplify complex tasks and improve efficiency to boost productivity. 

Here’s how you can leverage these tools to enhance managerial effectiveness: 

1. Welcome guide for new managers 

Starting a new managerial role can be overwhelming. That’s why a solid welcome guide is a must. It sets the tone, introduces key processes, and gets new managers up to speed quickly. A good guide should cover everything from how to communicate with their team to the tools they’ll be using. Need a place to start? The Workleap New Manager Guide is a great resource. 

2. Manager training courses 

Learning never stops, especially for managers. It's crucial to keep them engaged and constantly improving their skills. With a learning management system, you can easily set up training courses that cater to your managers’ needs, from handling remote teams to improving time management. And with Workleap LMS, it's all customizable.  

3. One-on-one meeting templates 

One-on-ones are where the magic happens. These meetings are key to addressing issues, clarifying roles, and setting expectations. But let’s be honest — planning and tracking meetings can be a hassle. That’s where templates come in handy.  

Meetings for poor performance 

Leverage this template to address performance issues effectively. Discuss specific concerns, set expectations, and agree on action steps. This approach ensures that the conversation is constructive and focused on improvement. 

Regular one-on-ones meetings 

These meetings are essential for ongoing feedback, support, and alignment. Using a consistent template helps maintain focus and ensures that both parties are prepared, leading to more productive conversations. 

Meetings to address disengagement 

You may start to see signs of disengagement through your pulse surveys or engagement tools. React fast by equipping your managers with this template for addressing disengagement.  

Meetings to clarify roles and responsibilities 

Use these meetings to clear up any confusion about roles. A good template will guide the discussion, helping both manager and employee define expectations and responsibilities clearly. 

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💡 Pro tip: Track performance in Workleap Officevibe 

Workleap Officevibe’s performance management feature allows you to document one-on-one meetings, follow up on action items, and monitor progress. This keeps everyone accountable and ensures continuity between meetings. 

Whether you’re dealing with a performance issue or just doing a regular check-in, having a template saves time and ensures consistency. Tools like Workleap Officevibe can also help you track these meetings so nothing falls through the cracks. 

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4. Team-building exercises 

A team that trusts each other works better together. Simple as that. Whether it’s fun icebreakers for new hires or trust-building activities for established teams, these exercises are essential for keeping the team spirit high.  

Sample meet-the-team questions 

Start with icebreaker questions to help team members connect on a personal level. This can be as simple as “What’s your favorite hobby?” or “What’s one skill you want to learn?” 

Want more? Grab a list of "get to know your staff" questions here.  

Onboarding video templates 

Managers can create engaging onboarding videos using an LMS to introduce new hires to the team. This ensures that new employees feel welcomed and informed from day one. Grab these templates to streamline video creation. 

Trust-building templates 

Implement trust-building exercises like team challenges or problem-solving activities. Your managers can also leverage these trust-building questions in their next one-on-ones.  

5. Team and individual goal-setting guides 

Setting goals is like giving your team a roadmap to success. Whether for the whole team or individual members, clear goals help everyone stay focused and aligned with the company’s objectives. With these templates, all your managers can be aligned on how they set goals with their teams and reports.  

Team goal setting 

Set team goals that align with the organization’s objectives using a collaborative approach. This template can help structure these sessions, ensuring that all voices are heard and that goals are clearly defined and actionable. 

Individual career development plan  

Assist employees in creating career development plans that align with their personal aspirations and the company’s needs. This guide (with a template attached!) will ensure that these plans are comprehensive and actionable, contributing to individual productivity. 

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💡 Pro tip: Use Workleap Officevibe to help managers document goals

Workleap Officevibe’s goal-setting feature allows managers and employees to set, track, and adjust goals over time. This tool helps ensure that goals are aligned, progress is monitored, and achievements are celebrated. 

HR can support managers by providing goal-setting templates and career development plans. And with tools like Workleap Officevibe, tracking progress is a breeze.

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Implementing the right templates, resources, and tools can transform managerial efficiency and productivity. These solutions not only support your managers but also contribute to a much more cohesive and motivated team. 

Mastering prioritization: 5 tips to pass on to managers 

To improve your manager’s prioritization skills, we’ve distilled key insights from research and expert advice. Apply these tips to boost productivity and help managers stay on top of their tasks. 

1. Address team needs first 

Encourage managers to be proactive about understanding and solving team issues before they escalate. Survey and feedback tools can help managers monitor team well-being well-being and know what to prioritize. 

2. Use a tier system 

Organization is an essential skill for every manager — and something you can help them develop. A great practice is to apply systems like priority tiers: 

• Tier 1: High-priority tasks needing a manager’s direct involvement. 

• Tier 2: Important but less urgent tasks that can be delegated or outsourced. 

• Tier 3: Routine tasks that can be handled independently by their team. 

This tier system helps managers quickly assess whether their attention is required or if tasks can be managed by others. 

3. Apply a prioritization method 

Suggest managers use the Eisenhower Decision Matrix to sort tasks by urgency and importance. This method helps identify what to delegate and what to decline based on two criteria: importance and urgency. It’s a good trick for streamlining a manager’s workload and making their own to-do lists feel less daunting. 

4. Trust and delegate 

Effective delegation hinges on trust. Managers need to empower their teams to handle tasks independently — that’s the only way to nurture self-sufficient employees. There’s a big difference between giving support and limiting an employee’s opportunities for growth. Encourage managers to embrace trust and delegation, even if it’s not always easy, as this will allow them to focus on higher-level responsibilities. 

5. Adjust digital habits 

This is a good tip for everyone (manager or not)! Productivity can be improved when digital distractions are well managed. Suggest to your managers to: 

• Turn off unnecessary notifications. 

• Check emails and messages at scheduled times. 

• Reduce or eliminate meetings where possible. 

By applying these changes, managers also communicate healthy habits to their team and ensure they maintain clarity and availability for urgent issues. 

The HR edge: Enabling your managers to drive team excellence 

When managers are productive, their teams and the entire organization benefit. And while enabling manager productivity might seem like just another task on your never-ending HR to-do list, it doesn’t have to be. By leveraging ready-made templates, tools, and resources, you can absolutely make a big impact by helping managers without a ton of extra work. 

So, start working smarter, not harder! With the right tools in place, you’ll be able to support your managers effectively and ensure consistency across the board.  

Ready to get started? Check out tools like Workleap Officevibe to help track one-on-ones, engagement data, goals, and more. With the right support, your managers — and their teams — will be unstoppable. 

Hybrid work is no longer just a trend — it's the new norm. But that doesn’t mean it's not without its challenges, and maintaining a strong company culture in such an environment is one of them.  

HR experts have their employees’ well-being at the forefront of their responsibilities. How do they ensure remote employees feel just as included and valued as those in the office? How can they foster a cohesive, engaged, and productive team when people aren’t in the same physical space?  

If you’re asking yourself those same questions, look no further! This article covers the practical strategies to help you create a thriving hybrid work culture in your own organization.

Too good to be true? The challenges of hybrid work

Unless the world plans to return to the Middle Ages, the hybrid work model is here to stay. And there are plenty of good reasons for that! Flexibility, improved work-life balance, and access to a broader talent pool are just a few of the advantages that hybrid work offers. 

Still, it’s not without its hurdles. According to a study by Buffer, even if nearly 97% of remote workers expressed their desire to continue working remotely some of the time, many feel disconnected from their teams. 

The disconnect hybrid teams feel can lead to communication breakdowns and feelings of isolation. It can cause uneven access to resources, like in-office perks, information sharing, or mentorship opportunities that leave remote employees at a disadvantage.  

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Breaking down common issues faced by hybrid teams 

Understanding the common pain points of hybrid workers is the first step to creating a more connected and productive workplace. So, what kind of challenges are we talking about here? 

• Communication barriers: When your team is split between the office and home, communication can take a hit. Remote employees might feel left out of the loop, especially when they miss those spontaneous office chats that build camaraderie.

• Unequal access to resources: Not everyone has the same setup at home as they do in the office. A remote worker might be stuck with slower internet or outdated tools, which can put them at a disadvantage compared to their in-office colleagues who have direct access to IT support.

• Fragmented culture: A split work environment can sometimes create an "us versus them" vibe. Remote employees might feel like they're on the outside looking in, especially when they miss out on team events or informal gatherings, leading to a sense of disconnection.

• Lower engagement and productivity: When remote workers start to feel isolated, it can take a toll on their motivation. This lack of engagement can lead to lower productivity, with potential ripple effects like missed deadlines or reduced overall morale.

Whether it's communication hiccups or feeling out of the loop, these issues can strain team dynamics. But, by being proactive, you can keep your team engaged, supported, and thriving — no matter where they’re working from. 

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Impact of a fragmented culture on engagement and productivity 

When a hybrid work culture starts to splinter, the effects are real and noticeable. Employees who feel cut off from their team are less likely to be engaged. And, as we’ve seen before, the relationship between employee engagement and productivity is strong. 

But a drop in engagement caused by disconnection doesn’t just slow down individual productivity — it can also affect the morale of the entire team. Even the ones in the office. Over time, this can lead to higher turnover rates because employees eventually seek out workplaces where they feel more included and appreciated. 

The trick is to build an environment where everyone feels like they belong, whether they’re working from home or the office. This means HR leaders and managers must make a conscious effort to close the gap between remote and in-office workers, ensuring everyone has the same access to resources and opportunities. If not addressed, these issues can cause major problems company-wide. 

So, how do you keep everything running smoothly in a hybrid setup?

Hybrid? No problem. Communication and collaboration are the keys.

Imagine providing your employees with an instruction manual, but where one-half of the team reads only the left-hand side of pages and the other half reads only the right side. It’s not going to go well. But that’s exactly what poor communication in a hybrid team feels like. 

And look — we’re not exaggerating. According to Gartner, 70% of hybrid teams struggle with communication, which often leads to things like project delays and job dissatisfaction. 

This might sound simple, but fostering good communication and collaboration dynamics is the secret to creating a great hybrid work culture (and ensuring it sticks). To keep your team aligned, it’s essential to set up clear communication channels and practices that connect remote and in-office employees seamlessly. 

Creating leadership best practices for hybrid teams 

Leading a hybrid team effectively requires a fresh set of strategies that prioritize connection, clarity, and community.  

Share these tips with your managers to encourage them to rise to the occasion: 

1. Overcommunicate (but don’t overwhelm): In a hybrid setup, it’s easy for remote workers to feel out of the loop. Regular communication helps bridge that gap.

{highlight}Use a mix of communication channels — email, instant messaging, and video calls — to keep everyone informed. Send out weekly updates summarizing key projects and priorities and ensure they reach both remote and in-office team members. {highlight}

2. Set clear expectations: Ambiguity can lead to misunderstandings and frustration, especially when team members are scattered.

{highlight}Clearly outline tasks, deadlines, and the preferred methods of communication. Create a shared document that details team norms, like response times for messages or guidelines for virtual meetings.{highlight}

3. Foster inclusivity: Remote employees often miss out on impromptu office discussions and social events, which can make them feel excluded.

{highlight}Make inclusivity a priority by scheduling regular virtual social events, like team lunches or coffee breaks. During meetings, ensure that remote workers have equal opportunities to contribute by actively inviting their input. {highlight}

4. Regular check-ins: Personal connections are harder to maintain remotely, but they’re essential for a cohesive team.

Schedule regular one-on-one check-ins to discuss not just work progress, but also personal well-being. These conversations help managers understand the unique challenges remote employees may face and offer support where needed.

5. Lead by example: Employees take cues from their leaders. If you prioritize communication, transparency, and well-being, your team will likely follow suit.

{highlight}Be transparent about your own challenges and successes with hybrid work. Show your team that it’s okay to set boundaries and take breaks when needed. {highlight}

6. Provide the right tools: The right tools can make hybrid work seamless, while the wrong ones can cause frustration and inefficiency.

{highlight}Ensure your team has access to reliable communication and project management tools. Provide training on how to use these tools effectively, and be open to feedback on what’s working and what’s not. {highlight}

Tips for improving virtual communication 

Effective virtual communication is crucial for a thriving hybrid team, and HR leaders play a pivotal role in shaping the policies that make it possible. Here are some strategies to guide your organization: 

Tip #1 Establish comprehensive communication policies

Clear communication policies reduce misunderstandings and ensure alignment across teams. As an HR leader, define and disseminate guidelines for response times, preferred communication channels, and meeting norms. Make sure these policies are well-documented and accessible, so managers and teams can easily adhere to them. 

Tip #2 Optimize the use of video calls

Video calls can strengthen personal connections more effectively than emails or instant messages. Encourage managers to schedule regular video meetings that are purposeful, while also advising them to be mindful of video call fatigue. Use video for discussions that benefit from a personal touch, such as brainstorming sessions or one-on-one check-ins. 

Tip #3 Foster informal communication channels

HR leaders can facilitate virtual water cooler moments by promoting tools and spaces for casual, non-work conversations. Encourage the use of dedicated chat threads for informal interactions and suggest managers start meetings with a few minutes of casual conversation to help build team bonds. 

Tip #4 Promote the use of instant messaging

Empower teams to reduce unnecessary meetings and emails by leveraging instant messaging tools like Slack or Teams. HR can set guidelines for when these tools should be used for quick updates, questions, or check-ins, ensuring they are integrated seamlessly into the daily workflow. 

Workleap’s recommended tools to facilitate collaboration 

Choosing the right tools and technology is crucial for seamless hybrid collaboration. Here are some essentials that both your in-office and remote teams can benefit from: 

Communication platforms

These platforms are the lifeline of hybrid teams, enabling real-time communication.

• We recommend: Slack, Microsoft Teams, Zoom.

• Pro tip: Choose a platform that supports both group and one-on-one communication, and make sure everyone is comfortable using it.

Project management tools

Keeping track of tasks and deadlines is harder when your team isn’t all in one place.

• We recommend: Asana, Trello, Monday.com.

• Pro tip: Use these tools to assign tasks, set deadlines, and track progress. Regularly review project boards to ensure everyone is on track.

File sharing and collaboration

Seamless file sharing ensures that all team members have access to the same resources, no matter where they are.

• We recommend: Google Drive, Dropbox, Microsoft OneDrive.

• Pro tip: Organize files in a way that’s easy to navigate and set permissions to protect sensitive information.

Virtual whiteboards

Virtual whiteboards are great for brainstorming and collaborative problem-solving.

• We recommend: Miro, MURAL.

• Pro tip: Use these tools during brainstorming sessions or when you need to map out complex ideas. They’re super useful for visual thinkers too.

Time-tracking tools

These tools help manage time effectively, especially for remote workers who might struggle with work-life boundaries.

• We recommend: Toggl, Harvest.

• Pro tip: Use time-tracking tools to monitor project hours, but avoid using them to micromanage. The goal is to help employees manage their time, not to track every minute they spend working.

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Why open and transparent communication matters 

Open communication is the backbone of a cohesive hybrid team. Everyone should feel safe expressing their opinions, whether they’re remote or in-office. Genuine open communication should also be two-way: we call that the feedback loop. 

In hybrid settings, it’s easy to forget to update everyone — so try to create a system where regular updates on company progress, changes, and challenges are shared universally. 

Want to gauge how your hybrid setup scores on communication? Regular surveys or open forums where employees can share their thoughts are good place to start.  

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Hybrid success: Building a cohesive hybrid culture

Navigating the hybrid work environment can be tricky, but getting it right is crucial for your team’s success. The key to thriving in this setting lies in fostering trust, creating a sense of belonging, and implementing hybrid-friendly policies that are both flexible and fair. 

Building trust and accountability 

In a hybrid setup, trust is a must-have. Without it, accountability suffers, and team dynamics can quickly deteriorate. 85% of leaders have trouble trusting that remote employees are working productively —  but up to 80% of remote productivity gets lost through miscommunication. So, there’s room for improvement. Being transparent by keeping everyone in the loop, no matter where they’re working from, is a great foundation for trust building. Plus, fostering relationships through virtual hangouts or the occasional in-person meetup will boost trust through connection. Setting clear expectations and celebrating wins across the board will also keep everyone motivated and accountable to one another. 

Creating a sense of belonging 

Making everyone feel like they belong in a hybrid team is crucial. When employees feel connected, they’re more engaged and stick around — and it takes a bit more effort to make that happen when there’s no physical space to bring everyone together. Keeping communication inclusive and regular (think team check-ins, virtual social events, and open forums) makes sure everyone feels part of the same conversation. Reinforcing company values and celebrating the diverse backgrounds and perspectives in your team are other ways to bridge the gap across a workforce. When everyone feels seen and included, they’re more likely to be engaged. 

Implementing hybrid-friendly work policies 

For hybrid work to really work, policies need to be both flexible and fair. While 52% of employees prefer more flexibility, it’s important to balance that with clear policies that ensure productivity and inclusivity. It’s important to creating policies that work for both remote and in-office staff, such as flexible hours and remote workdays. Scheduling challenges should be tackled with shared calendars and meetings that fit everyone’s schedule. Lastly, and most importantly, HR leaders must ensure remote workers have equal professional development opportunities via virtual training sessions and online courses — as this can easily become an afterthought! 

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Spotlight: Workleap’s Communication and Collaboration Playbook

At Workleap, we've fine-tuned our hybrid work approach, turning it into a well-oiled machine. How? By sticking to a few key principles that keep our teams connected and effective, no matter where they’re working. 

7. Written and asynchronous communication: We rely on clear, concise written communication, allowing team members to absorb and respond at their own pace.

8. Optional office attendance: The office is always an option, never a requirement. We trust our team to choose the environment where they work best.

9. Virtual first: Even when we're in the same physical space, we prioritize virtual teamwork to maintain consistency and inclusivity.

10. Healthy disconnect: Disconnecting is encouraged. We respect boundaries and ensure that everyone takes the time they need to recharge.

11. Proactive communication: We don’t wait for updates to come to us; we actively reach out, keeping the flow of information steady and transparent.

Curious about how we make hybrid work, work? We’re happy to share more about our approach! Learn more about our work culture here. 

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Creating a cohesive hybrid work culture that works

Building a cohesive, engaged, and productive hybrid work culture isn’t easy — but with the right strategies, it’s absolutely achievable. By focusing on communication, trust, inclusion, and flexibility, HR leaders can bridge the gap between remote and in-office employees, creating a work environment where everyone feels valued and motivated. 

For more insights and tips on navigating the hybrid work environment, check out our blog on building hybrid work culture. 

Stress, burnout, and low morale — these challenges are all too familiar in today’s high-pressure workplaces. This not only affects employee well-being but also impacts performance and overall company culture. As a result, many companies grapple with how to create an environment where employees feel supported and productive.  

The answer? Mindfulness. 

That’s right! Mindful practices, like deep breathing and being present, can be a game-changer for both individual well-being and collective experience. This isn’t just philosophical — there’s real science behind it! 

Sounds interesting, right? Keep reading, as this article explores the why’s and how’s of mindfulness: why it matters at work and how it can transform your workplace for the better. Plus, we’ve included a few tips HR leaders can suggest to managers.  

Understanding mindfulness and why it matters 

Mindfulness has been buzzing across the world of work, but it’s so much more than just a buzzword. And the science behind mindfulness shows that it’s a powerful tool for improving mental and emotional well-being — which directly impacts work performance and job satisfaction.

What is mindfulness in the workplace? 

First, let’s get on the same page. What is mindfulness, exactly? And how does it translate into the workplace? 

Mindfulness is all about being fully present and engaged in the moment. It’s a mental state where you’re aware of your thoughts, feelings, and surroundings rather than being overly reactive or overwhelmed by what's happening around you. In the workplace, practicing mindfulness can lead to better focus, enhanced creativity, and higher productivity levels. 

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What does work-friendly mindfulness look like? 

• Desk meditation: Taking a few minutes each day to sit quietly, focus on your breath, and let go of distracting thoughts. These moments can be done before, during, or at the end of a workday. 

• Breathing exercises: Simply focusing on your breath as it goes in and out can help ground you in the present moment. This can be done at your desk between tasks. There are also great apps for this! 

• Mindful eating: Enjoying a snack or lunch without distractions (no phone or emails) and focusing on the taste and texture. This is similar to body scans, which involve mentally scanning areas of tension and consciously relaxing them. 

• Mindful walking: Paying attention to the sensation of your feet touching the ground and your surroundings as you walk, during a solo walk to the coffee machine or a brief stroll around the office.

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The science of mindfulness at work: More than just a buzzword 

In a busy work environment, it’s easy to get caught up in the rush of tasks, deadlines, and meetings. But this constant state of ‘doing’ can lead to stress and decreased job satisfaction. Mindfulness helps employees slow their roll, reset, and approach their tasks with a clearer mind. 

Here’s a bit of science for you: Medical studies have shown that mindfulness can physically alter the brain, increasing gray matter in areas associated with learning, memory, and emotional regulation. In other words, regular mindfulness practices can actually make you better at managing stress, staying focused, and navigating complex tasks — which is a plus for any professional. 

Pretty cool, right? 

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💭 Sit down with Dr. Joe Flanders: For more on how mindfulness intersects with workplace wellness, don’t miss our interview with Dr. Flanders, founder and regional director of MindSpace, and workplace stress and personal growth expert in our “Vibe” magazine. You can download it here.

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How mindfulness can help teams thrive: The employee benefits 

By integrating mindfulness, you can cultivate a work environment where employees are happier, healthier, and more engaged. This isn't just about boosting productivity — it’s about creating a space where your team feels supported and motivated. Productivity is simply a result of the positive ripple effect of a mindful workplace.

Let’s look at the tangible benefits mindfulness can bring to your team in a bit more detail: 

Mindfulness reduces stress and burnout 

Stress is a common issue in any workplace, but when left unchecked, it can lead to burnout. Mindfulness practices can help employees manage their stress levels more effectively because they encourage a pause in the day. This allows employees to take a step back and approach their work with a fresh perspective when things get too hectic—ultimately reducing the risk of burnout. 

{highlight}A recent European study demonstrated that mindfulness-based programs could help reduce the effect of burnout — by up to 67%! {highlight}

Mindfulness enhances focus and concentration

In a world full of distractions, staying focused can be a challenge. Mindfulness practices help train the mind to concentrate better on the task at hand.  

Regular practice can help employees stay on track, reduce distractions, and improve their overall productivity. It’s like giving your mind a workout to build its focus muscles! 

{highlight}Research has connected the dots between mindfulness and meaningfulness. Employees utilizing mindfulness techniques at work feel more connected to their jobs, which in turn enhances their work engagement and focus. {highlight}

Mindfulness helps improve emotional regulation 

Workplaces are social environments, and emotions play a significant role in how we interact with others. Employees who practice mindfulness are better equipped to manage their emotions, leading to improved relationships with colleagues and a more harmonious work environment. 

{highlight}According to a collection of studies by HBR, mindfulness can be especially useful for roles with high interpersonal interaction —  leading to better workplace relationships and reduced conflict.{highlight}

Consider how stress and overwhelm show up in your teams and explore the ways mindfulness can help everyone. Of course, mindfulness isn’t a one-size-fits-all approach. It’s more like a toolkit where employees choose what works best for them, where small changes lead to a big impact.

Creating a mindful organization: The business benefits

Fostering a positive work environment is crucial for the overall health of the business, too. HR leaders have the power to initiate a ripple effect of engagement and satisfaction across teams, which then reflects in organizational performance.

So, how does mindfulness tie into the wider picture? 

Mindfulness increases productivity (the people-centric way!) 

While the link between productivity and mindfulness is clear, it’s important to approach the topic of productivity from a people-first perspective. Mindfulness shouldn’t be seen as a tool to squeeze more work out of employees. Instead, it should be about helping employees manage their workload more effectively, reducing stress, and creating a work environment that supports their well-being.  

Remember: When employees feel supported and less stressed, they naturally become more productive — without feeling like they’re being pushed to the brink. 

{highlight}General Mills found that 80% of employees who took part in their meditation or stress reduction program improved their ability to make better decisions, enabling them to work more effectively.{highlight}

Mindfulness fosters a positive work culture 

A mindful workplace is a positive one — infused with empathy, collaboration, and enthusiasm. When mindfulness is part of the daily routine, it promotes harmony between teams, reduces conflicts, and creates a supportive atmosphere.  

And, as we all know, positivity can be contagious, leading to a snowball effect of employee engagement and satisfaction, which benefits the company's reputation, too.

{highlight}Mindfulness has been shown to promote positive social connections in the workplace — most especially empathy and response flexibility. And the functioning of an organization depends on interpersonal relationships of employees!{highlight}

Mindfulness helps strengthen retention 

High employee turnover is a major issue for many companies — especially when it comes to retaining top talent. Creating a work environment where employees feel heard, valued, and supported can change the game for hard workers. Even through the most challenging work crunches.  

Employees are much more likely to stay with a company that prioritizes their well-being, which builds stronger teams and yields better long-term results. HR leaders should leverage mindfulness as a retention tactic in today’s competitive job market. 

{highlight}APA’s Work and well-being survey revealed that 81% of respondents said that an employer’s culture around mental health support strongly factors in their job search.{highlight}

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Psst! If you’re looking for more human-centric retention strategies to keep those top employees happy and committed, take a look at our blog on employee retention. 

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Mindfulness in action: How to implement mindfulness practices in the workplace

Introducing mindfulness in the workplace doesn’t have to be complicated, but it does require some thoughtfulness and consistent effort on a manager’s part. The key is to start small and build a culture where mindfulness integrates into the day-to-day. 

Practical mindfulness strategies for managers 

{highlight}Not sure where to start? Rest assured, managers don’t have to be mindfulness wiz to become mindful leaders. In fact, we bet your company’s managers have already applied some of these practices without realizing it. {highlight}

1. Start with education 
    
   Begin by introducing mindfulness through workshops. Education helps employees understand the benefits and build acceptance for integrating these practices into their work lives — rather than feel this being forced upon them. 

{highlight}Once a month, leaders can organize a company-wide lunch session, inviting a guest speaker who is an expert on mindfulness in the workplace. This creates a great opportunity for everyone to learn and ask questions. {highlight}

2. Create a mindful space 
    
   Designate a quiet, distraction-free area where employees can practice mindfulness during breaks. This space should encourage relaxation, reflection, and mental rejuvenation, offering a sanctuary for moments of calm. 

{highlight}Many companies already offer quiet zones for concentrated work or to use as a prayer room. Make sure employees are aware of the different ways such spaces can be used — including for meditation! {highlight}

3. Integrate mindfulness into daily routines 
    
   Mindfulness doesn’t have to take up much time. Encourage small practices like mindful breathing, stretching exercises, or a few minutes of silent reflection between tasks. These brief moments can have a cumulative positive effect on the work environment. 

{highlight}Try it together! Encourage managers to book time throughout the day for “stretch breaks” — inviting those who can break away from their screens and have a mind reset before getting back to regular programming. {highlight}

4. Practice mindfulness in meetings 
    
   Managers can start their meetings with a brief mindfulness exercise, such as a minute of silence or deep breathing. This helps everyone focus and sets a calm tone for discussions. 

{highlight}People leaders can take five minutes before the start of every team meeting to come together in silence and share a moment of mindful deep breathing. Share the intention of this moment or invite someone from the team to do so. {highlight}

5. Encourage regular breaks 
    
   Promote taking short, mindful breaks throughout the day. Encourage employees to step away from their desks, take a walk, or do some simple stretching to reset their minds. 

{highlight}Invite employees to book 20-minute meetings instead of 30 or 45-minute meetings instead of 60 if possible. This helps keep meetings focused and allows for a few minutes to take a break between back-to-backs. {highlight}

6. Incorporate mindfulness into team activities 
    
   Consider organizing group mindfulness sessions, like guided meditation or yoga, as part of team-building exercises. This can foster a sense of community and shared purpose. 

{highlight}Schedule a weekly 15-minute guided meditation session during lunch breaks, where employees can join in person or virtually. This shared experience can help build team cohesion and create a supportive atmosphere. {highlight}

7. Lead by example 
    
   {highlight}A manager’s behavior can set the tone for the rest of the team. Encourage them to practice mindfulness and openly share its benefits with the team. When employees see leadership prioritizing well-being, they’re more likely to follow suit.{highlight} 

Start your day with a mindful check-in or a quick meditation, and mention it during team meetings. Share how it helps you stay focused and manage stress, encouraging your team to try it, too.

Mindfulness must: Regularly check in with teams

Mindfulness works best when it’s a shared experience. Regular check-ins allow you to assess how your team feels about the mindfulness practices in place. This ongoing feedback is crucial for making adjustments that enhance the effectiveness of your initiatives.  

Here are our top recommended methods HR leaders can suggest to managers to make check-ins more impactful: 

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Method #1: Pulse surveys 

• When: Weekly or monthly 

• What to ask: Get a read on how your team is feeling about mindfulness practices and their overall well-being. 

• Pro tip: Keep it brief! Mix in some yes/no questions with open-ended ones to capture both hard data and personal stories. 

Method #2: One-on-one meetings 

• When: Weekly or bi-weekly 

• What to discuss: Chat about how mindfulness fits into their workday and any roadblocks they’re hitting. 

• Pro tip: Tailor support to what employees need, tweaking the approach as you go. 

Method # 3: Feedback loops 

• When: Ongoing 

• What to do: Make sure what you’re learning from surveys and meetings actually shapes future mindfulness initiatives. 

• Pro tip: Be transparent. Share the results with your team and bring them in on the next steps to refine practices. 

Method # 4: Encourage open dialogue 

• When: Ongoing 

• Action: Build an atmosphere where talking about mindfulness is no big deal — just part of the norm. 

• Pro tip: Offer anonymous tools for those who might be hesitant to share their thoughts openly.

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Want to take your mindfulness checkpoints to the next level? Check out our article on employee wellness surveys.

Mindfulness — A path to a better workplace

Mindfulness may sound like a trendy buzzword, but it’s actually an invaluable tool with tons of benefits (backed up by actual science) that can make a real difference in the workplace. 

By weaving mindfulness into your team’s daily routines, you’re not just boosting productivity — you’re building a healthier, happier work environment through workplace stress reduction. Just remember: whether you’re rolling out small practices or diving into a full-blown program, the focus should always be on supporting your team’s well-being. If you stay committed to their growth, you’ll see the whole organization thrive as a result of their individual success. 

Loving the theme of this read? For more insights and best practices on bringing mindfulness to your workplace, click here. 

It’s not enough these days to simply have cool perks in your office with no underlying values or mission. Similarly, engagement won’t be complete if you have a meaningful mission without offering employees the right incentives to motivate them.  

The term “engagement” has been used so often and in so many different situations that it’s become hard to define. Many people think it means happiness or satisfaction, but it’s much more than that.  

According to Gallup, which has been collecting and measuring employee engagement data for nearly 20 years:  

Only 33% of U.S. employees are currently engaged at work, while an alarming 16% say that they’re actively disengaged from their daily tasks.

This means that millions of people are restless and dissatisfied. While this is concerning, it also presents a golden opportunity for companies to ramp up employee engagement and leave their competitors in the dust.  

What is employee engagement?

One of the first definitions of employee engagement comes from a professor named William Kahn. He defines employee engagement as:  

“The harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances.”

Gallup defines engaged employees as those who are “involved in, enthusiastic about, and committed to their work and workplace.”

Notice the common themes in these definitions: emotional commitment and attachment from employees. When employees are engaged, they’re “all-in” and want to see the organization succeed. They’re not just there for a paycheck or because they have to be; they choose to be there because they want to be.  

Engaged employees are the ones who feel confident bringing their truest selves to work and looking for new solutions to processes and procedures. They innovate, collaborate, and inspire others around them.  

Workleap defines employee engagement as:

The emotional commitment an employee has to the organization.

When an employee is engaged, they use discretionary effort to go above and beyond their typical job requirements without being asked to do so. They do this because they’re emotionally invested and genuinely care about the company.

Why is employee engagement important?

Imagine if every employee was passionate about seeing the company and its customers succeed.

The only true way to ensure that your customers are well taken care of is by taking care of your employees. This concept, known as the service-profit chain, was first introduced by Harvard Business Review in 1998. It’s still as relevant today as it was then.

Profit and growth are stimulated primarily by customer loyalty. Loyalty is a direct result of customer satisfaction. Satisfaction is largely influenced by the value of services provided to customers. Value is created by satisfied, loyal, and productive employees. Employee satisfaction, in turn, results primarily from high-quality support services and policies that enable employees to deliver results to customers.

The key is to start internally. When you create an environment where employees are happy, productive, autonomous, and passionate about what they do, they’ll provide better customer service.  

While profitability and customer loyalty are not the only signs of a successful company, they’re definitely high on the list of motivating factors.  

The benefits of having engaged employees go beyond fueling customer loyalty and profit and include:  

• A stronger employer brand helps you recruit and retain the best talent.

• Reduced stress at work, letting everyone be themselves, be creative, and have fun. Psychological safety is so important.

• Higher employee retention, helping you avoid the costs (time and money) of replacing someone.

Employee engagement statistics

If you’re still not convinced if engagement matters or not, here are some employee engagement statistics that prove how valuable it really is:  

• Employee disengagement costs the world $8.8 trillion in lost productivity.  

• Highly engaged business units result in 23% greater profitability.

• Highly engaged business units realize an 81% difference in absenteeism.

According to the Bureau of Labor Statistics, “working and related activities” account for the second largest portion of our day, with an average of 8.34 hours spent on them, rivaled only by personal activities (including sleep) at 8.99 hours.  

When you think about how much of our time is spent at work, it’s only fair to hope that it can be a good experience. No one should have to spend that much of their life stressed, unhappy, overworked, or under-appreciated.  

HR leaders and managers must ensure that employees are all living happy, healthy, and productive lives.  

10 Key factors of employee engagement

At Workleap Officevibe, we take employee engagement very seriously (so much we built a tool for it). Our solution measures employee engagement across teams by sending automated surveys to employees and gathering anonymous feedback. Insights from these regular surveys help spot disengagement across a company, helping leaders address areas of concern with their teams.  

These pulse surveys measure 10 key metrics of employee engagement:  

• Personal growth  

• Feedback  

• Recognition  

• Relationship with Manager  

• Relationship with Peers  

• Happiness  

• Ambassadorship  

• Wellness  

• Alignment  

• Satisfaction  

Together, these metrics capture a snapshot of how your employees feel and how invested they are in their roles within your organization.  

Let’s deep dive into each and examine why and how you can support these contributing factors to enrich engagement levels on your team.

Personal growth: A deal breaker

When employees stop growing, they plateau, get bored, and will eventually start looking elsewhere for career opportunities.  

Research from Gallup  found that younger generations, like millennials and Gen Z, are 17% more likely to prioritize professional development opportunities when seeking a new career than their older counterparts.  

Personal growth is made up of three components:

• Autonomy

• Mastery

• Purpose

Autonomy

We all have an inner drive that makes us curious to discover and learn new things. Our self-direction is a part of who we are. We need to feel like we have control over our work and our day-to-day.  

This emphasis is important for engagement, and companies should actively look for ways to give their employees more autonomy over their work — whether it’s deciding what to work on or when to do it.

Mastery

Mastery is the concept of getting better at something and the feeling we get from progress. Sometimes, this is easier said than done because we can quickly become overwhelmed if a task is too difficult or bored if a job is too easy.  

Purpose

Purpose is when you connect with and believe in the mission and purpose of the organization. If you’re truly passionate about what the organization is doing, you’ll come to work each day excited and motivated.  

HR leaders can empower managers to help their employees achieve purpose by connecting their work to the bigger picture. For example, instead of focusing exclusively on numbers and metrics, highlight the real change you’re making in customers’ lives by giving them a voice.

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Quick tips  

• Invest in learning. Give employees the opportunity to continuously grow and encourage them to learn.  

• Promote autonomy by giving employees the space they need and avoid micro managing.  

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Feedback: Continuous communication

Giving and receiving feedback is an essential part of fostering this engagement. Effective communication builds solid relationships, retains top talent, expands and retains customer base, and elevates your employer brand.

Employees need a clear understanding of their performance and whether they’re on their way to reaching their professional goals. Any ambiguity will lead to confusion, which can be demotivating.  

Too often, employees have to wait until an annual review to get a sense of how they’re doing. Feedback has a short shelf life. It’s tough to remember the details of a project that happened last quarter, so maybe it gets overlooked. Positive reinforcement works best when addressed immediately, not after the fact.  

Employees are craving feedback. And they want it often.

Workleap Officevibe survey data shows that 26% of respondents don’t feel like the feedback they receive is frequent enough to understand how they can improve.  

Feedback is delicate, though: it’s tough to get right. The words you use, your tone of voice, and even your body language all influence feedback delivery. Unsurprisingly, how feedback is delivered affects whether an employee wants corrective feedback or not.  

So, the question becomes: how do we give better feedback?  

Give feedback frequently

When a basketball player does something wrong, do you think the coach waits until the end of the season to tell them about it? Of course not. You can’t wait until the end of the year to give someone feedback; it’s already long forgotten. The same goes for off the court.   

Employees are 3.6 times more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily (vs. annual) feedback.  

Feedback is about helping employees improve and grow, so it’s important to focus on changing behaviors without making it personal. Give feedback in as near real-time as possible, and make sure to hold frequent meetings (like one-on-ones).

Tie a goal to your feedback

The best way to ensure that feedback gets listened to is to tie it to a goal. That way you can measure employee progress for performance, and they can use that metric to measure their personal growth. With a specific outcome defined, it becomes easier to see what effect the feedback had.

Focus on the behavior, not the person

Feedback can be sensitive for employees, so leaders have to master their delivery. You don’t want your input to come off as a personal attack, so it’s better to focus on the behavior rather than the person.  

For example, instead of giving feedback about the person (“You’re always late!”), you can make it about the behavior (“When you showed up late, it delayed the whole team.”)  

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Quick tips

• Have a continuous feedback process that includes one-on-ones, OKRs, 360 reviews, etc.

• Make feedback a collaborative opportunity to uncover and apply learnings to future projects.

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Recognition: The power of props

Recognition is about highlighting strong efforts and professional wins. It sounds simple, but many leaders should brush up on it.  

Our Employee Pulse Survey data shows that the strongest correlation between any 2 of the 26 Engagement Sub-Metrics is between Recognition Frequency and Happiness at Work. People want to feel appreciated for their efforts, and the frequency at which they receive this recognition is directly tied to their levels of happiness and motivation.  

Proper recognition can  have a measurable business impact:  

Companies that prioritize recognition multiple times a month are 34% more likely to see increased employee engagement, according to Officevibe data.

Receiving recognition instills a sense of pride and purpose in people and helps fulfill our most basic human need to feel valued. Modern employees bring their whole selves to work, their technical skills, passion, and creativity. Simply put, work matters to people, and they want to feel they matter to their team and company.  

As a leader, take a step back and be mindful of your employees’ actions. Just telling them that you notice can make quite the impression.

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Learn how to make your team feel more valued with our guide to creating a culture of recognition in the workplace.

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Quick tips

• Leverage a dedicated space for peer recognition, like Workleap Officevibe’s Good Vibes engine. Include company values, goals, and current projects to orient everyone around what binds the team.  

• Make sure to recognize efforts, not just successes. Employees deserve to feel appreciated for their hard work and energy regardless of outcome.

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Relationship with Manager: Building trust

The employee-manager relationship is pivotal, as a manager's influence can profoundly shape an employee's professional journey and overall well-being. Managers can influence everything from daily tasks and career guidance to promotions and time off. They hold a key role in shaping an employee's experience, which is why building a strong, positive relationship with them is so valuable.  

Managers account for 70% of the variance in employee satisfaction scores. As satisfaction drops, so does engagement.   

Gallup’s State of the American Manager: Analytics and Advice for Leaders asked employees to rate their managers on behaviors linked to employee happiness.  

There were three behaviors that they focused on:

• Communication

• Performance management

• Focusing on strengths

They recommend leaders communicate with their team frequently and create a safe and open environment for employees. Everyone should be comfortable enough to approach their leaders with their concerns.  

They also say that too many managers focus on weaknesses. If you focus on helping employees recognize and develop their strengths, you’ll have a much more engaged and productive workforce.  

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Quick tips

• Collect feedback from your employees. That vulnerability and growth mindset will show employees you’re trying to improve.

• Use your one-on-ones as a way to connect with employees on a personal level.

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Relationship with Peers: Connections matter

Whether you're having a tough day, celebrating a success, or feeling stressed, having people you can count on is a crucial part of the workplace experience. These connections boost productivity, help manage stress, and keep you engaged.  

Fostering friendships built on trust, respect, and collaboration is key. When colleagues trust and respect each other, open communication and teamwork flourish. These bonds make work more enjoyable and build a creative, harmonious workplace where everyone feels inspired and valued.

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Quick tips to improve relationships with peers

• Social events are a great way to form genuine connections and don’t need to be formal. Often the less formal, the better! Fun activities that are interest-based and creative allow employees to let their true selves shine.  

• Encourage group projects and create time for employees to work together.  

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Happiness: The secret to productivity

Many people make the mistake of thinking that employee engagement and employee happiness are the same things — they’re not.  

You can be happy at work without being fully engaged. Engagement is about commitment and productivity, while happiness covers overall well-being and job satisfaction. For people leaders, keeping employees happy is key because happy workers are more loyal, creative, and collaborative, driving long-term success and a vibrant workplace culture.

According to an  Oxford study, happy employees are 13% more productive than their “unhappy” counterparts.  Simply put, when employees are happy, the entire organization thrives.

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Quick tips

• Be flexible with your team. Workplace flexibility can be a real game-changer — not just for employees but for employers, too.  

• Encourage professional development. Provide opportunities for growth.

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Ambassadorship: Nurturing promoters

Do your employees consider themselves brand ambassadors for your organization? If there was a job opening and they knew someone who would be a good fit, would they recommend it to them?  

Attracting and retaining employees can be challenging. With shifting work realities, new technologies, and new employee mindsets, it's important to keep up with the times and find innovative ways to keep employees engaged and on board for the long haul.

Promoting a powerful employer brand is one of the best ways to do this. Organizations can start by looking inward and improving their company culture.  

One of the most popular ways to measure whether your employees are ambassadors is to use the Net Promoter Score (eNPS), a concept originally developed by Bain & Co. to measure customer loyalty.  

The way it works is you ask employees, “On a scale from 0-10, how likely are you to recommend this organization as a good place to work?” and then follow up with a “Why?” The qualitative responses (the why) that give you the most value. You’ll be able to see exactly where the areas for improvement are in your culture.  

The goal is to continuously improve your organization’s score and have a team full of ambassadors, spreading your mission’s message for you. It’s like amplifying your recruiting team by 10, 20, or 100.

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Quick tips

• Find out why people would hesitate to promote your brand. Conduct stay interviews or focus groups to get feedback.  

• Involve employees as much as possible in defining how to improve your employer brand with eNPS survey questions.

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Wellness: Don’t skip a beat

Employees need work-life balance to stay happy, productive, and engaged.   

It’s unfair to assume that employees will always be available for you and to not even consider their lives outside of work. Everyone needs time to recharge and refuel, and people leaders must be mindful of that.

Our data shows that people are stressed:  

More than a quarter of employees report an unhealthy balance between their work and personal life. 

Can you relate? How do you find a balance between the two? Are you leading by example? Reflecting on your answers is a great place to start because, as a leader, your team often mirrors you.  

The cost of poor well-being is steep. 

Gallup estimates:  

• On average, a loss of 15% to 20% of total payroll in voluntary turnover costs is due to burnout.  

• Employee burnout costs $322 billion of turnover and lost productivity globally.   

In contrast, perks like subsidized gym memberships and health budgets are minimal, and the return on investment can be huge.  

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Quick tips

• Listen to employees. Get to the heart of what really matters most to your team through one-on-one check-ins, anonymous surveys, and team meetings.

• Promote mindfulness. An effective mental wellness program starts with a corporate culture that recognizes the importance of mental health. When business leaders acknowledge issues like anxiety, depression, and burnout, employees are more likely to take advantage of a subsidized coaching program, therapy, or meditation classes.  

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Alignment: Connection to values

Many organizations look at culture fit during the hiring process, but they should “value fit”.  

For an employee to feel connected to the organization, their personal values need to align well with the organization’s values. The key to making this process work for you is to be honest about your values.  

When creating your core values, write things that you believe in and that you will use to run your organization. It starts with having a meaningful mission that employees can get behind.  

The best path to success for your organization is when everyone works together towards a common goal. Try to incorporate your core values into different areas of your organization, like through your performance reviews or team recognition. The more you can tie their behaviors to core values, the more likely they will live them each day.  

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Quick tips

• Promote and embody your core values as much as possible.  

• Use employee onboarding to enforce your brand's mission, values, and purpose.  

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Satisfaction: More than money

For an employee to be satisfied at work, you need to think about two key elements.  

• Total compensation (salary + benefits)

• A satisfying work experience

Regarding compensation, remember that money isn’t the only thing that motivates people at work. Once salary is considered, you can make a real difference through benefits. People want work-life balance, extra support, and the ability to work some days remotely. As leaders, we all need to be more mindful of this.  

To ensure employees are satisfied with their work experience, provide things like:   

• A comfortable workspace

• Clarity in their job role

• Resources and support they need to do good work  

Help them feel at ease at work. Set goals with your employees to ensure you’re all on the same page, and then measure success based on the plans. Too often, work is measured by time spent at an office desk, but it should be measured by looking at the results.  

You should be continuously looking for ways to improve this (hint: ask employees!) to make sure they stay satisfied.  

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Quick tips

• Make sure employees are clear on their job roles. Confusion will lead to dissatisfaction.  

• Listen to employees. Ask for their feedback regularly and make sure they have what they need to do good work.

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Measuring and improving engagement

The first step to measuring and improving engagement is to use surveys. You need a baseline to understand where you are and where you need to improve. When creating your survey, there are a few things you need to keep in mind.

Keep them short

Survey fatigue is real; the longer your survey is, the more chance you have of your data being incomplete or biased. Ensure that you’re only asking what matters.

Ask the right questions

Creating survey questions is tough. You need to understand how to phrase your questions, which words to use/not use, and how to order the questions. Check out these sample question lists you can use for various contexts in your next employee survey.

Get into the right mindset

Before starting surveys, ensure you’re in the right frame of mind. There’s nothing worse than asking employees for their feedback and not acting on it. Be open to hearing anything (including negative comments), express gratitude for their openness to share, and be ready to act.  

It’s important to note that measuring is only the first step.

Managers significantly affect employee engagement, so what tools can support their growth?   

Training in emotional intelligence is a great place for managers to start because a lot of the soft skills needed to be a better leader come from being more emotionally intelligent. Make sure to hold managers accountable by setting clear goals for how they will improve. If the entire organization is committed to improving engagement, you should focus on helping managers become better and more compassionate leaders.  

Another focus should be career development. Professional development is at the root of employee satisfaction. Do your employees have clear goals set? Are they clear on their opportunities for advancement? These are essential questions that every successful leader should have an answer to. 

From big-picture thinking to taking action

At the root of all of this are trust and respect. Without that genuine respect, you won’t be able to truly connect with your employees and improve employee engagement. Here are a few ideas you can use right now to start engaging your team.

Make work fun

People spend way too much time at work for it to be bland and serious all the time. While work and being productive are important, make time for social interactions and a bit of fun.  

It can be simple, like a team lunch at a restaurant, or it can involve organizing annual company-wide events to help build team spirit.

Encourage flexibility

As a leader, one of the best things you can do for your employees is to be flexible with them.  

Establishing flexible work hours and environment or encouraging them not to stay too late is essential for creating a healthy and sustainable workplace. Don’t look at how much time an employee spends at their desk as a measure of productivity. It’s not.

Set clear, realistic goals

First, be sure to set goals. Second, too often, teams set unrealistic goals that lead to unnecessary stress. For your team’s overall health and well-being, be realistic about your expectations.  

Encourage employees to speak up if they feel like they’re overworked. An anonymous feedback tool like Officevibe can help facilitate conversation even amongst the shyest.  

Make sure that the goals are clear for all team members. Don’t hesitate to check in with them everyone once in a while to keep things transparent.  

Only up from here

Improving takes time, so be patient; the more you involve employees, the better. The more involved they are in defining that strategy, the more likely it is to work. They’ll take it more seriously and be more emotionally invested in it because they had a part in creating it.  

Including your team in creating the strategy also takes much of the load off your back, making it easier to start.  

Ideally, you want to have an engagement strategy defined with many members of your organization that includes the 10 key metrics we went through in this guide.  

The best way to maintain high employee engagement is to continually track it and quickly address any areas where employees are struggling. Workleap Officevibe makes maintaining employee engagement simpler by combining anonymous employee feedback with data-driven insights.

Over time, you’ll foster a culture of happy, healthy, and productive employees working together to bring the organization to new heights.

A strong onboarding can increase employee time-to-productivity by a staggering 70% (and retention by 82%). So, what constitutes a mighty onboarding? And how do you know if your company has one?

In this article, we explore a 3-step strategy that ensures those crucial first 90 days set your new hires — and your organization — up for success.

Why an organized onboarding is so important 

The first 90 days of employment are pivotal for new hires, setting the stage for their future at your company. A well-structured onboarding program does more than ramp up productivity — it also instills a strong sense of loyalty and belonging. This period is critical because it significantly influences job satisfaction and employee performance metrics while concurrently lowering turnover rates.

The Society for Human Resource Management (SHRM) notes that 54% of businesses observe a boost in employee engagement with a solid onboarding strategy in place. And organizations with structured onboarding programs enjoy a 60% year-over-year improvement in revenue per full-time employee and a 63 percent year-over-year improvement in customer satisfaction. 

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Having a structured onboarding program leads to 

77%

of new hires hitting their first performance milestone

54%

boost to employee engagement

60%

YoY improvement in revenue

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Remember: onboarding isn't just for new hires. This process is equally crucial for employees transitioning to new roles within the company (cross-boarding) or returning from an extended leave. Adapting these onboarding strategies to fit various employee scenarios can further enhance their effectiveness and ensure all team members successfully integrate into their new roles.

Step 1: Preboarding

Why preboarding is mission-critical 

To have a well-oiled onboarding program, you can't overlook preboarding. Preboarding is a crucial phase of the employee onboarding process that occurs after a new hire has accepted their job offer but before their official start date. It serves as a bridge between the hiring process and the formal onboarding program, helping keep new hires enthusiastic, informed, and ready to contribute from their very first day on the job. And it pays off, 83% of high-performing organizations begin onboarding before the new hire's first day. 

Preboarding enhances employee engagement. By initiating contact before a new hire's first day, companies demonstrate that they value their new employees, which can boost excitement and commitment. This early engagement establishes a positive tone and shows the organization's proactive approach to making sure the new hire feels welcomed.  

It can also reduce anxiety for new hires. Knowing what to expect on the first day, understanding the company culture, and having a clear picture of their role and responsibilities can help mitigate the nervousness that often accompanies starting a new job. This clarity and preparation make the transition smoother and less daunting. 

Unsurprisingly, preboarding also leads to faster productivity. When new hires are familiar with the company's tools, processes, and expectations from the get-go, they can hit the ground running. This familiarity allows them to contribute more effectively and quickly, reducing the usual ramp-up time needed to reach full productivity. 

Lastly, a well-executed preboarding experience can lead to improved retention rates. The initial interactions and preparations during preboarding help build a foundation of job satisfaction and commitment to the company, which are crucial in retaining talent. When employees feel prepared and valued from the start, they are more likely to stay with the company long-term. 

How to actively engage your new hires (and your team) before day one 

Key components of preboarding include: 

• Communication: Regular, personalized communication, such as welcome emails and updates about the company, helps keep new hires engaged. 
• Documentation: Providing necessary forms and documents beforehand can streamline the administrative process, allowing the first day to focus more on integration and less on paperwork. 
• Access to tools: Granting access to company systems, email, and other tools early can help new hires familiarize themselves with essential technology and platforms. 
• Introduction to team and culture: Sharing information about team structures, company culture, and values can help new hires feel connected and understand their new work environment. 
• Training materials: Offering initial training materials or resources can help new hires learn about their roles and responsibilities ahead of time. 

{emphasize}📝 Follow this employee preboarding checklist to plan the welcome and bring your newcomer up to speed. {emphasize}

While the new hire is the focus of this process, remember to prepare your team(s) for their arrival as well. Before your newcomer joins, consider holding a team meeting with your employees to address any questions they have about their new colleague's position and how it will affect their own roles and responsibilities. Alternatively, if a group setting doesn't fit your scenario, consider adding it as a talking point in your next one-on-one meeting with your employees. 

Step 2: Mentorship

Double the value: Assigning mentors or buddies to newcomers 

Assigning a mentor or buddy to a new hire is an absolute must. Doing so enriches the onboarding process for everyone involved: new hire, mentor, and your organization. No wonder high-performing organizations are 2.5x more likely to assign a mentor or coach during the onboarding process.

Mentorship in onboarding: 

• Accelerates the learning curve: Mentors and buddies can provide one-on-one guidance, helping new hires understand their roles and responsibilities faster and more effectively. 
• Enhances social integration: A mentor or buddy acts as a social anchor, introducing new hires to team members and helping them navigate the organization's social dynamics. 
• Increased confidence: Regular support and feedback from an experienced colleague can boost a new hire's confidence in their skills and role within the company. 
• Higher job satisfaction and retention: Having a reliable point of contact for questions and concerns can improve job satisfaction. This support can significantly reduce feelings of isolation and the likelihood of early turnover. 
• Channels culture: Mentors and buddies are culture carriers, imparting company values, expectations, and norms to new hires in a more personal and relatable way. 

Choosing the right partnership is clutch. Take some time to think about the fit during preboarding, referring to these tips to help guide you in creating the best experience possible: 

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Checklist for selecting and pairing mentors for new hires 

• Align on goals and values: Make sure that the mentor or buddy shares the company's values and understands the mentorship program's goals. This alignment helps transmit the right message and culture to the new hire. 
• Consider personality and communication styles: Match mentors and buddies with new hires based on compatible personalities and communication styles. This compatibility can make the relationship more productive and enjoyable for both parties. 
• Experience and expertise: Choose mentors with a proven track record in their roles and possess the skills and knowledge the new hire needs to learn. This relevance ensures that the mentor is well-equipped to guide the new employee. 
• Training for mentors/buddies: Provide training to mentors and buddies on how to effectively support new hires. This training should cover communication skills, confidentiality, and how to provide constructive feedback. 
• Regular check-ins: Establish a system for regular check-ins between the mentor or buddy and the new hire and between the mentor and manager or HR. This system helps monitor progress, solve issues, and adjust the pairing if necessary. 
• Feedback loop: Create a feedback loop where new hires can provide their input on the mentorship experience. This feedback is crucial for improving the program and making necessary adjustments. 

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Step 3: The onboarding plan

How to structure onboarding plans 

Once you've lined up all your preboarding activities, it's time to get to the employee's first day and beyond. A structured onboarding plan should encompass orientation, training sessions, and goal setting to guide new hires through their initial months. 

Orientation 

Orientation is often the new hire's first formal experience within the organization. This includes: 

• Introduction to the company's history, culture, and values 
• Overview of organizational structure and key personnel 
• Administrative setup, such as HR documentation and IT accounts 

Training 

Training brings new hires up to speed in their specific roles and the tools they will be using. Practical training sessions might include: 

• Role-specific training to understand job responsibilities 
• Technology training on company software and tools 
• Compliance and security training relevant to the industry and job 

Goal setting 

Set clear, achievable goals to help new hires focus and understand what is expected of them. Goals should be: 

• Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) 
• Aligned with team and organizational objectives 
• Discussed and agreed upon with their manager or mentor 

{emphasize}Learn more about how to set onboarding goals (and why they're so essential). {emphasize}

Feedback and evaluation 

Regular feedback sessions are crucial to ensure the newcome integrates well and addresses any concerns they might have. This could involve: 

• Weekly or bi-weekly check-ins with a manager or mentor 
• Formal reviews at 30, 60, and 90 days 
• Integrating into the performance management system, setting expectations for their roles and the metrics by which they will be evaluated 

Team integration 

Planned activities that help new hires build relationships with colleagues can be very beneficial. These might include: 

• Team lunches or social events 
• Collaborative projects to foster team interaction 
• Introduction meetings with key team members across the department 

A well-rounded onboarding plan that covers these components ensures that new hires are well-prepared to begin working and more likely to be engaged and stick with your company for the long run. Each element of the plan should be tailored to fit the specific needs of your organization and the individuals being onboarded. 

{emphasize}📝 Get planning: Share this simple employee onboarding template with your team leaders. It includes a checklist and sample activities to help them map out preboarding through to the 1-year mark. {emphasize}

Enhancing employee onboarding (and saving HR time) with AI

Much like every other facet of business, Artificial Intelligence (AI) is revolutionizing the way companies onboard new employees. How? By automating and personalizing the process. 

Manual data input and paperwork required in onboarding cause wasted time and productivity and risk errors.

AI can analyze large sets of data to tailor onboarding experiences to individual needs, track progress, and predict potential challenges before they arise. Your organization may wish to incorporate AI into its employee onboarding process to help teams save time with tasks, including: 

• Automate administrative, often tedious activities like processing paperwork 
• Personalize learning experiences based on job role or learning style 
• Provide real-time answers to new hire questions via AI-driven chatbots 

Take Workleap's AI Onboarding Wizard, for example. With a simple drag-and-drop, you can transform your old PDF, Word, or Excel onboarding documents into beautiful and engaging digital onboarding experiences. Think of the time your HR team can regain and redirect toward strategic planning. Everyone can benefit from a lighter load.

While it's exciting to embrace AI to refine and enhance your onboarding process, it's also important to keep ethical standards front and center. Explore our detailed one-pager, Ethical AI in Recruitment & Onboarding, to discover key practices for responsibly integrating AI in recruitment and onboarding. This guide will help make sure that your AI implementations not only boost efficiency but also uphold fairness and transparency across your HR operations. 

Workleap: Your strategic partner for streamlined onboarding

As the demands on your HR team continue to expand, aligning with a partner that understands the nuances of effective onboarding can dramatically lighten your team's workload and elevate their success. Workleap stands out, offering tailored solutions that streamline the onboarding process and enhance new hire experiences.  

Consider the experience of Lexop, a fintech startup that restructured and scaled its onboarding processes with Workleap's help. The result was not just more efficient procedures but a remarkable increase in new hire satisfaction — soaring from 72% to an impressive 98% within three months. This success story illustrates how Workleap's simple, focused approach can turn the crucial first days of a new hire into a strategic advantage for your organization.

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Ready to see the results in your organization? Request a demo now and see firsthand how our platform can transform the first 90 days for your new hires.

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Imagine this: You've loaded the office with work perks — bean bag lounge space, free lunches, and casual Fridays. Everyone seems thrilled and the office is now a joyous place of gathering. And you’re hoping this will rev up everyone’s engine to produce great work. But a few months in, you notice that, while everyone enjoys these perks, overall productivity hasn’t budged, and some projects are still lagging. 

This scenario highlights one common misconception in many workplaces: Making the mistake of equating employee happiness with employee engagement. Yes, while happiness is about contentment, it’s often momentary. Engagement, on the other hand, is about long-term commitment and sustained investment in one's work.  

Think your organization has confounded these two concepts? Don’t worry. Most leaders have been there, too. The good news is that understanding this distinction can lead to better decision-making (and better organizational outcomes because of that).  

Let’s dive in. 

The happiness vs. engagement dilemma 

Happiness is a great objective for your employees and teams—don’t get us wrong. Who doesn't love seeing their team smile? However, relying solely on happiness as a metric for success can be a trap. A happy employee might enjoy the perks of a job, but without engagement, they might not be fully invested in their work. An employee can love the free snacks but still feel undervalued in their role, unclear about their tasks, or disconnected from the company’s mission. 

According to Gallup’s robust State of the Global Workplace report, only 23% of employees worldwide are actively engaged in their jobs — even if over 35% report feeling happy. This discrepancy reveals that happiness level isn’t a reliable indicator of engagement and productivity, as many employees lack a deep commitment to their work despite their well-being. 

Why does this distinction matter? Engaged employees are more productive, innovative, and loyal. They bring their best selves to work and drive the company forward. HR professionals, alongside their managers, must look beyond surface-level happiness and cultivate genuine engagement above all since this directly impacts overall success. 

Defining employee engagement and happiness

Employee happiness and engagement are often confused, but they are distinct concepts.  

Happiness at work might mean employees enjoy their environment or have great relationships with their colleagues — but it doesn’t necessarily mean they’re committed to their roles or feel connected to their company’s mission.  

Engagement, on the other hand, involves a deeper emotional commitment to the company that motivates employees to give it their all.  

Is happiness enough? The pitfalls of measuring happiness alone

Measuring happiness alone can be misleading. Happy employees may appreciate perks like free lunches or casual Fridays, but if they lack things like employee recognition, feedback, or growth opportunities, then their engagement will suffer.  

Happiness alone provides an incomplete picture — which can lead to missed opportunities for meaningful improvements. Without considering other key engagement factors, like personal growth and job satisfaction, companies risk misinterpreting the overall health of their workplace culture. 

The importance of measuring engagement 

Employee engagement is the golden metric for business success because it snowballs into so many other performance metrics. It’s the emotional anchor that helps employees feel invested in their work and nurtures a sense of purpose. When employees are engaged, they’re more likely to go the extra mile, collaborate with their teammates, and contribute innovative ideas.  

All these things lead to better business outcomes—from higher customer satisfaction to increased revenue. Companies with high employee engagement see a 23% increase in profitability and a 78% reduction in absenteeism. 

Let’s use a context example. Imagine an engaged employee in a marketing team; that employee won’t just complete their tasks efficiently but will also actively seek ways to improve campaigns they're working on and achieve better results (even if they weren’t asked to do so). They’re motivated by more than just a paycheck — they’re driven by a desire to contribute to everyone’s shared success. It’s that kind of dedication and commitment that sets engaged employees apart and highlights why engagement is so critically important. 

It’s worth noting that performance aside, engaged employees are more likely to stay with the company, too — reducing turnover costs and contributing to a sustained positive workplace culture. 

Other metrics to consider

Beyond just happiness and engagement, understanding the full employee experience requires looking at a few other key metrics: 

Job satisfaction: This goes beyond basic happiness to include how content employees are with their job roles, responsibilities, and daily tasks. It reflects whether they find their work meaningful and aligned with their skills and interests. 
 
Ask employees:  

• "How do you feel about your current job responsibilities and tasks?" 

• "Do you find your work meaningful and aligned with your interests?" 

• "Is there anything about your role that you would like to change or improve?" 
   

Workplace culture: The environment and ethos of the organization play a huge role in employee experience. This includes company values, traditions, social interactions, and the overall atmosphere at work. A positive culture fosters collaboration and motivation. 
 
Ask employees:  

• "How would you describe the work environment and culture here?" 

• "Do you feel that the company values align with your personal values?" 

• "What aspects of our workplace culture do you enjoy the most?" 
   

Employee morale: This metric captures the general mood, confidence, and outlook among employees. High morale often translates to higher productivity and lower turnover. It reflects how employees feel about their work environment and their place within it. 
 
Ask employees:  

• "How do you feel about coming to work each day?" 

• "Do you feel supported and appreciated by your colleagues and management?" 

• "What can we do to boost team morale?" 

Professional development: Opportunities for career growth and skill development are crucial. Employees want to know they have a future in the company and that their skills are being enhanced. This includes training programs, mentorship, and clear career progression paths. 
 
Ask employees:  

• "Are you satisfied with the opportunities for career growth here?" 

• "What skills or areas would you like to develop further?" 

• "Do you feel you have clear career progression paths available to you?" 

By considering these metrics and asking the right questions to prompt employees, managers can gain a more holistic view of their team’s true engagement levels and find out where they can provide more support.

How to measure engagement

To accurately measure engagement, it's important to use a comprehensive approach that goes beyond simple happiness surveys. Here’s an easy step-by-step guide to keep in your back pocket! 

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A guide to measuring engagement 

Step 1: Conduct regular pulse surveys 

• Frequency: Weekly, bi-weekly, or monthly. 

• Focus: Ask about workplace satisfaction, engagement levels, and areas for improvement. 

• Pro tip: Keep surveys short and focused to ensure higher participation rates. Questions like "What recent accomplishments are you most proud of?" or "What obstacles are you currently facing?" can yield valuable insights. 

Step 2: Hold one-on-one meetings 

• Frequency: Bi-weekly or monthly. 

• Focus: Discuss personal goals, feedback, and any concerns. 

• Pro tip: Use this time to provide constructive feedback and recognize achievements. Start with questions like, "How are you feeling about your current projects?" or "What support do you need to reach your goals?" 

Step 3: Use 360-feedback 

• Frequency: Annually or bi-annually. 

• Focus: Gather feedback from peers, subordinates, and supervisors. 

• Pro tip: Ensure anonymity to get honest and useful feedback. Ask questions such as, "How effectively does this person collaborate with the team?" or "What areas of improvement would you suggest?" 

Step 4: Monitor key metrics 

• Frequency: In-real time thanks to data analytics tools 
  Focus: Track productivity, absenteeism, and turnover rates. 

• Pro tip: Use these metrics to identify trends and address issues proactively. Consider questions like, "What patterns are we seeing in absenteeism rates?" or "How do turnover rates correlate with engagement survey results?" 

Step 5: Foster open communication 

• Frequency: Daily 

• Focus: Create channels for employees to voice their opinions and suggestions. 

• Pro tip: Implement an open-door policy and use digital tools for anonymous feedback. Encourage dialogue with prompts like, "What changes would improve your daily work experience?" or "How can we better support your professional growth?"

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The role of managers in driving engagement

Managers are the MVPs of employee engagement. We’re not just saying that—research shows that managers account for 70% of the variance in employee engagement. Their daily interactions, feedback, and support can make a serious difference for the rest of their teams. 

Here's how you can drive engagement effectively with your own team: 

• Personal growth: Offer chances for skill development and career growth. Ask, "What new skills are you excited to learn?" 

• Ambassadorship: Check how proud employees are and if they’d recommend the company. Ask, "Would you tell a friend to work here?" 

• Recognition: Make sure you’re giving props often and meaningfully. Ask, "Do you feel recognized for your work?" 

• Feedback: Give regular, useful feedback. Ask, "Are you getting the feedback you need?" 

• Relationships with peers: Encourage strong bonds among teammates. Ask, "How’s your connection with your coworkers?" 

• Relationships with managers: Build solid rapport between managers and employees. Ask, "How’s your communication with your manager?" 

• Happiness: Monitor your overall happiness at work and home. Ask, "Are you satisfied with your work-life balance?" 

• Wellness: Support physical and mental health. Ask, "How can we help with your well-being?" 

• Job Satisfaction: Check satisfaction with pay and benefits. Ask, "Happy with your job benefits?" 

• Company alignment: Make sure everyone’s on the same page with the company’s mission. Ask, "Do you get and support our mission?"

Don't just focus on perks: Invest in meaningful engagement

While we love little moments of extra love and support, like free lunches, they don’t address the core drivers of engagement. 

Here are some actionable engagement ideas to keep in mind: 

1. Build personal development plans: Collaborate with employees to set clear, achievable goals that align with their career aspirations. Offer opportunities for training and development to help them grow. 

2. Practice regular feedback and recognition: Implement a system for regular feedback and employee recognition. Celebrate both small and big wins, and ensure feedback is constructive and frequent. 

3. Create mentorship programs: Pair employees with mentors to provide guidance, support, and insight into career development. This fosters a culture of learning and growth. 

4. Provide flexible work arrangements: Allow for flexible working hours or remote work options. This shows trust in employees and helps them balance work and personal life effectively. 

5. Look into well-being initiatives: Invest in wellness programs that address physical, mental, and emotional health. This could include gym memberships, mental health days, or stress management workshops. 

The key is to strike the right balance between happiness and engagement activities. To truly engage employees, invest in meaningful initiatives that foster personal growth, recognition, and a strong sense of purpose first — and leverage perks as complementary assets! 

Beyond happiness: Fostering true engagement 

In the quest to build a thriving workplace culture, it's crucial to look beyond surface-level happiness. Real engagement comes from creating an environment where employees feel recognized, valued, and challenged. By measuring and investing in engagement rather than just happiness, organizations can unlock the full potential of their workforce, leading to higher productivity, lower turnover, and overall business success.  

Remember, it’s not just about keeping employees happy — it's about engaging their hearts and minds.

Imagine trying to learn a new language by reading a dictionary cover to cover. Sounds overwhelming, right? Traditional training methods often resemble this approach — vast and exhaustive, yet not quite up-to-snuff with modern learning needs (or the attention span of most learners). Microlearning, with its short, focused training sessions, is transforming the landscape of skill development and enhancing retention rates dramatically. This article explores how this innovative approach can revolutionize learning in your organization, including steps on how to implement microlearning, and tips to help you create your own micro-course! 

Understanding microlearning

What is microlearning? 

Microlearning breaks down complex information into digestible, bite-sized units, making it drastically different from traditional, lengthy training sessions. This method focuses on delivering content in small, actionable, and specific bursts where learners can absorb and apply knowledge immediately. Nowadays, every netizen taps into a form of microlearning, whether it’s Googling, checking emails, reading, and watching content. However, the standard criteria for microlearning focus on a single definable idea or topic and a short learning time of no more than 15 minutes.  

The need for accelerated learning in a rapidly changing world 

In the face of fast societal transformations, the demand for swift and effective learning methods has never been more critical. Writer and education entrepreneur Michael Simmons calls this the Law of Accelerated Intelligence: 

This statement underscores the importance of adaptive learning strategies like microlearning, which are beneficial and essential for keeping pace with the fast accumulation of knowledge and the evolving demands of the workforce.  

By integrating microlearning into our educational and training frameworks, we equip employees with the ability to quickly absorb and apply new knowledge, enhancing their productivity and ability to adapt to new challenges. 

How does microlearning compare to traditional learning?

In the battle between bite-sized learning vs. traditional methods, here's how it plays out:

How does microlearning compare to traditional learning?

The rise of bite-sized learning

With the increasing demand for flexible and efficient learning solutions, microlearning has gained significant traction across various industries, from tech to healthcare. Its ability to fit into the busy schedules of modern professionals makes it a preferred choice for continuous education. Plus, it works. Compared to traditional training methods, microlearning leads to 20% better learning retention, 22% faster completion, and 28% better performance. And learning architect Ray Jimenez, Ph.D., estimates that micro-courses can be developed up to 300% faster. This number should speak volumes to HR leaders who are often working under pressure to create and evolve learning and development programs. 

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Compared to traditional training methods, MICROLEARNING leads to 

20%

better learning retention

22%

faster completion

28%

better performance

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Real-world example of microlearning at work 

Language learning apps like Duolingo are excellent and common examples of microlearning. The educational app delivers quick, bite-sized lessons that help users practice speaking, reading, listening, and writing to build their vocabulary in a new language.  

Here at Workleap, we use our LMS to create content in-house and share knowledge. For example, when we updated our website, a web designer wanted to help employees quickly learn how to create new product UI images and upload them to WordPress. So, they created a course that was broken down into short lessons, with a mix of text and video (even a quiz!) to share the information. The content was easily deployed across the organization and can be accessed again and again with a single click! 

The benefits of short, focused learning

Microlearning can bring a fundamental shift to employee training in your organization, making learning more efficient, engaging, and adaptable to the needs of a modern workforce. Incorporating microlearning into your Learning & Development (L&D) strategy offers several impactful benefits, including:  
 

Enhances learning retention 

Microlearning delivers content in short, focused bursts, which aligns with the brain's ability to hold attention and absorb information. This format significantly enhances knowledge retention and recall, ensuring employees learn and effectively remember and apply what they have learned. 
 

Greater flexibility and accessibility 

With microlearning, training can be accessed on any device at any time, fitting seamlessly into employees' busy schedules. This level of accessibility allows learners to engage with training materials during downtimes like commuting or between tasks, which can boost learning without disrupting daily work responsibilities. 

{highlight}Did you know? The average employee has only 24 minutes a week to learn. {highlight}
 

Rapid skill development 

Because microlearning focuses on concise objectives within each lesson, it can rapidly address specific skill gaps and needs. This quick turnaround is crucial in industries that experience fast changes in processes or technologies, enabling employees to stay up-to-date and proficient in their roles with minimal lag. 
 

Cost-effective training solution 

Microlearning reduces the need for extensive classroom sessions and can reduce training costs associated with venues, instructors, and lost work hours. Its digital nature means it can be easily updated and reused, providing a scalable and economical training solution. 

{highlight}In his book 3-Minute eLearning, Ray Jimenez, PhD, illustrates how microlearning can cost 50% less to develop than traditional training methods. {highlight}
 

Increased learner engagement 

Microlearning increases engagement levels among learners by using interactive elements such as quizzes, videos, and gamification. Engaged learners are more likely to complete their training modules and actively participate in their learning process, leading to better training outcomes. 
 

Supports continuous learning culture 

Microlearning encourages a culture of continuous improvement and learning by providing frequent, small-scale learning opportunities. This approach helps embed learning into the daily flow of work, making it a regular part of employee activities rather than a disruption. 
 

Personalized learning experiences 

Microlearning can be easily tailored to fit individual learning paths and needs. Personalization ensures that each employee engages with material most relevant to their current skills and career progression, which can enhance satisfaction and effectiveness. 
 

Measurable impact on performance 

With monitoring and reporting tools integrated into microlearning platforms, it's easier to measure and analyze the direct impact of training on employee performance. These insights can help continuously refine training strategies and prove the ROI of training initiatives.

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How microlearning enhances employee skill development 

Microlearning helps employees learn new skills in several ways: 

• Increased retention: Short sessions help with better retention and recall. 

• Faster delivery: Fewer things to create at once means shorter course delivery times.  

• Flexibility: Learners control what, when, and the pace at which they learn. 

• Engagement: Interactive and varied content formats prevent learning fatigue.  

• More affordable: A microlearning course requires fewer resources and needs fewer instructors to produce. 

• Facilitates lifelong learning: Short activities can be easily integrated into everyday activities, promoting continuous learning. 

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How to implement microlearning in your organization

Implementing microlearning into your learning and development strategies doesn’t have to be complex. Begin by setting clear training goals. Identify specific skills or knowledge areas that need addressing, which might align with your organization’s strategic objectives, job requirements, or employee skill gaps. These could range from mastering compliance procedures to developing soft skills like empathy in leadership. By setting clear objectives, you can ensure the training content is both focused and relevant. 

Next, assess your existing content and the technologies you use to see if they are suitable for microlearning. If your current tools are not adequate, consider investing in new technologies, such as advanced learning management systems (LMS) or collaborative platforms specifically designed to facilitate microlearning. Be sure that the microlearning modules are easily accessible, allowing employees to learn at their preferred pace and time from any device. This accessibility is vital for integrating learning seamlessly into daily routines. 

Once you have your tools in order, it’s time to create a clear lesson plan. Empower your workforce by involving employees who have specific knowledge to share in creating lesson content. This approach not only enhances the content's relevance but also fosters a culture of knowledge sharing. 

{highlight}Tap into your team’s potential and learn more about employee-sourced content.{highlight}

Finally, it is important to regularly measure the effectiveness of your microlearning strategy. Use assessments, feedback surveys, and track metrics such as employees’ progress and completion rates to gauge the impact of your training initiatives and to identify areas for improvement. 

Tips for creating micro-courses 

Once you have your foundation set, it’s time to create your first course! Remember, done is better than perfect. Get the content out there, receive feedback, and improve as you go. 

• Define clear objectives for each module, making sure they address specific skills or knowledge gaps. 

• Break down content into digestible chunks and tailor it to meet your learners’ preferences. 

• Use engaging multimedia elements to enhance interactivity and retention. 

• Consider personalizing learning paths to provide more relevant and impactful training. 

• Regularly update the content based on analytics and feedback to keep it effective and engaging. 

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Looking to streamline your course creation process with AI? Save this one-pager on Learning & Development AI prompts and discover how easy and efficient your planning can become.

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Common types of microlearning content 

Microlearning can be delivered in various engaging and manageable formats that cater to different learning preferences and workplace environments. Here are some common formats of microlearning: 

1. Text or checklists: Simple paragraphs, messages, or actionable lists that provide step-by-step guidance on specific tasks or processes. 

2. Short videos: Typically ranging from a few seconds to a few minutes, these videos focus on one key concept or skill at a time. 

3. Images or infographics: Illustrations, photos, or visual aids that summarize complex information quickly and clearly, making it easy to digest and remember. 

4. Interactive quizzes: Designed to reinforce learning through immediate feedback, quizzes help learners assess their understanding of the material. 

5. Flashcards: Digital or physical cards that present questions, terms, or concepts on one side, with answers on the reverse, facilitating quick review and memorization. 

6. Audio or micro-podcasts: Short snippets of speech, music, or. audio recordings that discuss a topic in detail, perfect for learning on the go. 

7. Screencasts: Screen recordings that guide learners through software applications, websites, or other digital tools. 

8. Simulations games: Engaging, game-like scenarios that allow learners to practice skills in a virtual environment. 

9. Email series: A sequence of emails that provides lessons over a set period, each email covering a small topic or concept. 

Remember: The key to successful microlearning is to create engaging, relevant, and easily digestible content that meets the learning needs of the employees. A general rule of thumb for microlearning is that each lesson should be less than 10-15 minutes long. 

Workleap LMS: Your partner in learning 

Workleap LMS simplifies the creation, management, and tracking of microlearning content with a user-friendly interface that enables anyone in your organization to swiftly design and deploy educational modules. Key features include: 

• Easy content creation: Intuitive tools and templates make it simple to produce learning modules. 

• Simplify processes: Streamline management with automated enrollment workflows, learning paths, and recertification.  

• Detailed analytics and reporting: Track learner progress and course effectiveness with advanced analytics tools. 

LMS

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The business impact of quick learning sessions

The continuous learning and development that can be achieved through microlearning are crucial for maintaining a skilled and motivated workforce. 

Adapting to change 

Industries are continuously evolving due to technological advancements, regulatory changes, and shifting market demands. Continuous learning enables employees to keep up with these changes, ensuring that their skills remain relevant and that the organization stays competitive in the marketplace. 

Employee engagement and satisfaction 

When employees are given opportunities to learn and grow professionally, they feel valued and invested in, leading to higher job satisfaction and engagement. Engaged employees are more likely to be committed to their employer and motivated to excel in their roles, contributing positively to the organization's culture and performance. 

Innovation and creativity 

A culture of continuous learning fosters an environment where employees are encouraged to acquire new skills and knowledge, which can lead to innovation and creativity. Employees who are up-to-date with the latest trends and technologies bring fresh ideas and perspectives that can drive the organization forward. 

Retention of talent 

Offering continuous learning and development opportunities can significantly enhance employee retention. When employees see that their employer is committed to their career development, they are more likely to stay with the organization long-term. This reduces turnover and the associated costs of hiring and training new staff. 

Closing skills gaps 

Continuous learning helps in identifying and closing skills gaps within the organization. By regularly assessing and responding to the training needs of their workforce, organizations can ensure that their employees are proficient in the necessary competencies to perform their jobs effectively. 

Boosting performance and productivity 

Well-trained employees are generally more efficient and produce higher quality work. Continuous learning ensures that employees refine and enhance their skills, leading to improved performance and productivity. This not only benefits the organization but also contributes to the employee's sense of achievement and competence. 

Regulatory compliance 

In many industries, maintaining regulatory compliance is crucial and requires ongoing education and training. Continuous learning ensures that employees are aware of and comply with industry regulations, which helps avoid legal issues and maintains the organization’s integrity. 

Building a resilient workforce 

Continuous learning equips employees with a wide range of skills and knowledge, making them more adaptable and resilient to changes. This resilience is crucial for organizations to navigate through uncertainties and challenges effectively. 

Through microlearning, these aspects of continuous learning can be effectively integrated into daily workflows, making it easier for employees to engage with training and apply their knowledge immediately. This not only fosters a culture of continuous improvement but also drives the organization toward sustained success by developing a knowledgeable, innovative, and adaptable workforce.

Bite-sized development for big results

As the world of work continues to evolve, so too must our approaches to learning and development. Microlearning stands out as a dynamic and effective method for nurturing a knowledgeable, resilient workforce equipped to handle the challenges and opportunities of today's business environment. By delivering targeted, digestible content in formats that fit seamlessly into daily routines, microlearning not only meets the modern learner's needs but significantly enhances their engagement, retention, and practical application of new skills. 

 
Implementing microlearning in your organization represents a strategic investment in your most valuable asset — your people. It supports their continuous development, addresses critical skills gaps, and empowers them to deliver their best work. With tools like Workleap LMS, setting up and managing microlearning content has never been easier, allowing you to quickly deploy training modules that are not only comprehensive but also enjoyable and highly effective. Take the first step today and discover how Workleap LMS can make this possible.