Areas the guide covers:
- On point onboarding
- Breaking down silos
- Development sessions
- Employee Recognition
- Goal setting
- Room to grow
- Employee voice
MODERN PERFORMANCE MANAGEMENT
Discard the tradition annual/bi-annual performance reviews and make the process more dynamic for increased engagement and productivity. Being agile and flexible in your approach enables you to connect with your people on various levels and crucial touchpoints to provide a smooth employee experience throughout their lifecycle.
Ongoing conversations and systematic progress updates help both the manager and the team members work more efficiently and with better focus. On the other hand, employees feel heard and they feel invested in the success of the organisation as a whole.
Segment one-on-ones into different types of dialogues based on their purpose and duration and choose the right talking points to get the conversation going.
Your organisation wants to prioritise employee engagement and build a workplace experience your people really love. Exciting!
Now you’ve been tasked with researching employee engagement tool vendors and building the business case for investment. It’s true that making the case for new technology can be tough, especially against a challenging financial backdrop.
But a great business case makes investment feel like an easy decision.
In this interactive workbook, we’ll walk you through an easy four-stage process to build a business case. Throughout you’ll find practical exercises to work through and cheat-sheets with data and guidance to bolster your case.
You'll learn how to:
Winningtemp recently launched five new question categories to enhance our employee surveys and ensure they reflect the new challenges faced by organisations since the pandemic.
In fact, the sudden shift to remote work did not hurt performance as many leaders had feared, and many employees excelled in remote settings. But as time passed, new struggles with mental health and well-being surfaced. Organisational issues became more common – budget cuts, poor economic outlook, hybrid working models, scarce and expensive talent, to name a few.
We asked ourselves: are our employee surveys keeping pace in such a fast-changing environment?
With our vision of helping our customers to succeed together, we identified a need to develop new survey question categories which allow progressive organisations to gather feedback and employee insight on:
- Psychological safety
- Cross-functional collaboration
- Person-job fit
- Transparency
- Subjective well-being
Once again, these new science-based categories are the result of our extensive collaboration with PhD researcher Leif Denti from the University of Gothenburg. Our efforts allowed us to understand more about what data really matters when it comes to predicting employee behaviour.
This white paper aims to define the categories and compile the research literature on the predictive ability of the categories in relation to different types of outcomes and effects on psychosocial health and the psychosocial work environment. The focus has been on various types of outcomes including employee turnover, sick leave, performance, commitment, job satisfaction, customer satisfaction.
The outcomes predicted by the five new categories are summarised in this white paper.
Our 2023 Calendar is the perfect tool to help you keep track of the employee engagement dates every HR professional should know, such as awareness days, holidays and other special occasions.
Filled with top tips to help you boost engagement and retention, it allows you to stay one step ahead and promote employee wellbeing while improving company culture.
You’ll get:
- A detailed overview of the most relevant engagement dates throughout the year in a clear and vibrant layout
- Practical ideas on how you can use these days to plan engagement initiatives
- And more!
Inside you’ll learn eight practical tips to build a culture of feedback—eight actionable tactics you can adopt right now, to build a happier, higher-performing team that trusts and respects you as a manager.
Read the guide now to learn:
- How to deliver difficult feedback constructively
- Why you should show your own vulnerability as a manager
- The warning signs that an underlying issue is about to explode
- A way to make 1:1s less time-consuming but more valuable
And much more…
Alongside 60 example questions for your annual survey, our guide will also cover the key areas which should be in your annual survey:
Strengthen your employee experience and improve performance. Start reading to learn how.
LIFT ENGAGEMENT & WELLBEING
In this guide, we review and explain the science behind 9 factors that we at Winningtemp developed together with PhD Leif Denti at the University of Gothenburg. We provide specific suggestions about what you can do to implement each of these factors in your organisation, to support better performance, increased motivation, and a higher level of effectiveness.
You will learn about:
Research studies show that:
Download our free guide and start implementing the science-based keys to a thriving and effective organisation.
The global pandemic brought disruptions to the usual patterns of working for most. How can HR help to create new ways of working that benefit both employees and employers? How can employees achieve a good work-life balance and feel strongly connected to their teams?
THE RESEARCH BEHIND WINNINGTEMP'S SURVEY QUESTIONNAIRE
We have identified 60 factors divided into 9 categories that are important to keep track of, amongst other things, to predict staff turnover and sick leave.
ART AND SCIENCE BEHIND OKR
“Every company needs to interpret and adopt OKR differently. What worked for Google may not work for others, so it’s pointless to try and copy how Google used OKR, but rather draw inspiration from their way of thinking and customise OKR to the needs of your company.”
- Cecilia Westerholm Beer, CHRO at Bisnode.
Cecilia, and other modern HR professionals who believe in the agile way of working and driving the business forward, resort to OKR to align the entire organisation with one common purpose - the business objectives that matter.
To understand the art and science of OKR, and most importantly, how it can be adopted by SMBs and large enterprises of varied capabilities, we sat down with Cecilia for multiple knowledge-sharing sessions.
Learn from the experienced team who succeeded in implementing OKRs into a traditional organisation. Here's a glimpse of the topics we're covering:
and more insights into how different organisations, irrespective of industry, size, growth rate, and capabilities can implement OKR by tweaking and tailoring the ideology to suit their needs.
AGILE PERFORMANCE MANAGEMENT
Employee disengagement is costing businesses across the globe billions, every single year. In a Hays survey of 2,000 employees, almost half (43%) said they’re looking for a new job, and corporate culture was the main reason.
The financial damage is staggering.
Catalyst found that for entry and mid-level positions, the cost to replace an employee is between 30% and 150% of their annual salary. For executives, this figure can rise to 400%.
Put simply, it is critical to the company that every aspect of performance management is taken seriously. Company culture, employee mental health and the sheer survival of the business depend on it. Read the guide to dig deeper into the integral factors that contribute to a modern and agile performance management framework.
The age-old annual employee satisfaction surveys have been rendered meaningless in this rapidly shifting labour market. Managers struggle to glean insights from the outdated data collected through these surveys and most of the time, the results end up in a never-to-be-seen-again pile of irrelevant information. It's time for organisations to leave this old practice behind and use modern, automated tools to understand their employees better and work on issues that affect their experience and satisfaction, in real-time. With ready-to-use insights and suggestions in their arsenal, managers can address any dissatisfaction, keep track of employee development, and eliminate any threats that can affect the well-being of the organisation.
Understand how positive employee experience can lead to a more productive workplace where every employee performs to the best of their capabilities to improve the business bottom line.
and more insights into how factors such as transparency and meaningfulness help improve job satisfaction and reduce the attrition rate.
Small talk, deep talk... it's all there! Learn about your colleagues from fun angles and build the foundations of some awesome working relationships.
PREVIEW! A few of the question squares:
Employees who are not engaged cost their company the equivalent of 18% of their annual salary - Read more
19% is the standard disengagement rate of employees based on Gallup’s global research.