Employee Engagement

How Emojot’s 360-Degree Performance Management Can Revolutionize Your Business

Integrating Emojot's 360 Degree Feedback into your business's operational fabric not only elevates your performance management strategy but also positions your organization for enduring success. By adopting this advanced employee feedback platform, you can streamline feedback processes, make informed decisions, and cultivate a thriving workplace culture centered on continuous growth and open communication.

Going Green: How Emojot Helped a Leading Private Hospital Chain Save Costs and the Environment

The importance of employee self-assessment surveys cannot be overstated in today’s corporate world. They are a vital tool for management to gauge employee satisfaction, identify areas of improvement, and develop action plans. However, conducting these surveys can be a daunting task, especially when dealing with large employee bases. This is where the Emojot platform comes in. In this case study, we see how a leading private hospital chain’s HR department leveraged Emojot’s capabilities to conduct their annual employee self-assessment survey effectively. The Challenge The hospital chain’s HR department needed to conduct their annual employee self-assessment survey for their 4000+ employees. In previous years, the survey was conducted on paper, which was not only costly but also not environmentally friendly. Additionally, there had been no proper in-depth analysis done on data from previous years, making it difficult to track progress, get to know employees’ pain points and identify areas for improvement. The Solution The hospital chain had been using the Emojot platform for various other processes including Customer Experience Management (CMX), Work-Flow Management, and Analytics & Operations Intelligence (AOI), and it was only natural that they turned to Emojot to address their employee self-assessment needs.  The Benefits The use of Emojot’s quick solution resulted in the following outcomes for the hospital chain’s HR department: Conclusion In conclusion, this case study highlights the importance of using a platform like Emojot for conducting employee self-assessment surveys effectively. Emojot’s capabilities allowed the hospital chain’s HR department to deploy the survey cost-effectively and in an environmentally friendly way, while also providing them with the necessary tools to analyze the data effectively. The Emojot platform’s ability to consolidate employee information with survey responses and drill down to each hospital and department provides HR departments with invaluable insights that they can use to develop action plans that […]

Enhancing Employee Experience through 360-Degree Feedback Management: An Empowering Solution

Introduction 360-degree feedback management is a process that helps individuals to gain a comprehensive understanding of their strengths and weaknesses by receiving feedback from multiple sources. The process typically involves gathering feedback from an individual’s colleagues, supervisors, direct reports, and even external stakeholders. The feedback is collected through surveys or assessments that are designed to evaluate an individual’s performance across a variety of areas, such as leadership skills, communication skills, teamwork, and problem-solving abilities. The feedback is then compiled into a report that provides a holistic view of the individual’s performance and areas for improvement. 360-degree feedback management can empower and enhance the employee experience in several ways. Firstly, it provides employees with a more comprehensive and objective understanding of their strengths and areas for improvement, which can help them to develop and grow professionally. Additionally, it helps employees to receive feedback from multiple sources, including peers, managers, and direct reports, which provides a more well-rounded view of their performance. This can help employees to feel more supported and valued, as they are receiving input from a variety of stakeholders. Moreover, 360-degree feedback management can help to foster a culture of continuous learning and improvement within an organization. When employees receive feedback regularly, it encourages them to reflect on their performance and identify areas for development, leading to personal and professional growth. Overall, by utilizing 360-degree feedback management, organizations can enhance the employee experience by providing employees with the tools and resources they need to succeed and grow, leading to increased engagement, job satisfaction, and overall organizational success. Ideal 360-Feedback Management solution Not all 360 feedback solutions are created equal. An ideal solution should have several features that make the process of collecting and analyzing feedback easy and seamless. Firstly, the solution should be easy to set up and administer. […]

5 Reasons Why Employee Engagement Surveys Need to be an Ongoing Process

While many organizations may realize the importance of employee engagement, it appears that they continue to achieve little in the way of improving it. In fact, a 2017 report released by Gallup shows that only 33% of U.S. employees feel engaged. If that isn’t bad enough, the worldwide engagement rate is even lower – a dismal 15%. So why is this so low? While there are many factors at play, one major contributing factor is that the surveys used to measure engagement are infrequent and often very generic. That being said, let’s look at five reasons why employee engagement surveys need to be a continuous process. 1. Progress Needs to be Monitored Gallup explains that “Many companies simply conduct an annual survey…but they don’t sufficiently follow up. This has never worked and will never work. It’s not what our most successful clients do.” In other words, checking up on engagement once a year may help measure annual milestones, but it doesn’t give employers a chance to see how engagement is evolving for the other 364 days. Consequently, employee engagement could plummet, and nobody will know that there’s a problem until a full year later. During that time, it’s safe to say that people will have left the organization or lowered their productivity. 2. Workforce Changes As older employees leave the workforce, members of the younger generation inevitably take over; however, different age groups have different needs. What may have kept someone in their 50s engaged isn’t necessarily going to work for a person in their 20s. Case in point, baby boomers valued loyalty and job security. It wasn’t uncommon – even expected – for these individuals to stay with a company for decades. Millennials, on the other hand, want a job that offers autonomy and flexibility for things like vacations. […]

Building Strong and Engaged Virtual Teams with Emojot Platform’s Team Building Solution

Introduction The COVID-19 pandemic has changed the way we work and interact with our colleagues. The sudden shift to remote work has left many companies struggling to maintain their team’s productivity and morale. The Emojot team was no exception to this challenge. When the Emojot team started working from home, the HR team realized that the bonding between team members was not very strong due to remote work. As a result, the HR team decided to find a solution to maintain the team’s bonding despite the remote work environment. The Solution The Emojot team had an advantage in finding a solution to maintain team bonding despite the remote work environment – the Emojot platform itself. The platform offers virtual team-building solutions that can be tailored to the team’s needs. The HR team decided to leverage the platform’s team-building quizzes to create interactive sessions. These quizzes cover a wide range of topics, from general knowledge to company-specific trivia. Results The team-building quizzes were a hit among the Emojot team members. The quizzes provided an opportunity for team members to interact with each other and have some fun while doing it. The quizzes were designed in a way that allowed team members to showcase their knowledge and skills. The winners were displayed on a leaderboard, which added an element of healthy competition to the sessions. Overall, the Emojot platform’s virtual team-building solutions have been a great success for the Emojot team. They have helped team members stay connected and engaged, even though they are working remotely. The sessions have provided a much-needed break from the monotony of work and have helped team members have some fun and get to know each other better. Conclusion In conclusion, virtual team building is an effective way to maintain team bonding and productivity in the remote […]

Embracing Customer-Centric Digital Transformation: A Must for SMEs in Today’s Competitive Landscape

The digital era has changed the business landscape dramatically, placing an increased emphasis on customer-centricity and digital transformation. Small and medium-sized enterprises (SMEs) must understand the importance of these factors and adapt to stay competitive in the rapidly evolving market. Customer-centricity has become a critical differentiator for businesses across industries. A Deloitte study found that customer-centric companies are 60% more profitable than those that don’t prioritize customer experience. Moreover, a PwC report reveals that 32% of customers would stop doing business with a brand they love after just one bad experience. Digital transformation also plays a crucial role in business success. According to the International Data Corporation (IDC), worldwide spending on digital transformation technologies will reach a staggering $2.3 trillion in 2023. SMEs must invest in digital transformation initiatives to keep up with customer demands and market trends. To embrace customer-centric digital transformation, SMEs should consider the following strategies: Focus on Customer Experience Management (CXM): Collecting and analyzing real-time customer feedback is vital for understanding customer satisfaction levels and identifying areas for improvement. Effective CXM helps businesses enhance overall customer experiences and fosters long-term customer relationships. Prioritize Online Reviews Management (ORM): With 88% of consumers trusting online reviews as much as personal recommendations, according to a BrightLocal survey, ORM has become essential for maintaining a positive online reputation and attracting new customers. Implement Customer Success Management (CSM): Optimizing customer relationships drive customer advocacy and sustains corporate growth. Bain & Company found that a 5% increase in customer retention can lead to a 25% to 95% increase in profits. Streamline Workflow Management: Efficient workflows improve team productivity and reduce manual intervention. By automating processes such as complaints management and visitor management, businesses can focus more on their customers. Engage in Employee 360-Degree Performance Management: Engaged employees are vital for a customer-centric […]

10 Tips to Setting up a Voice of the Employee (VoE) Program

Employee engagement happens to be one of the buzz words in today’s corporate world. But do people really understand what it means? I don’t know for sure but, one thing I know is that it is one of the most interesting yet tough to attain aspects in management. Organizations are definitely starting to realize the importance and need for a happier and engaged workplace with the rising number of millennials entering the workforce. Well, It makes sense as to why there is so much hype about engaging employees at the workplace as according to the Bureau of National Affairs, US businesses lose $11 billion annually as a result of employee turnover. And Among the 1,500 employees, only 29% are fully engaged and 26% are disengaged. Almost half (45%) are partially engaged. There are many aspects that make an organization successful. Cutting edge products and services, innovative strategies, new technologies etc but there is one thing that overpowers all of these factors and goes on to create long-lasting competitive advantage which in return impacts ROI. That is undoubtedly the employees of an organization. Employees are the heart of an organization and many research studies have proven that there is a direct positive correlation between organizational performance and engaged employees. As Andrew Carnegie very correctly pointed out “You must capture the heart of a supremely able man before his brain can do its best.” I personally like to define employee engagement as the emotional commitment an employee has towards their organization and its goals. There are tons of ways in which an organization can engage their employees, but it’s important to find the right techniques which go in line with your organizational culture. Here are 10 tips that may help engage your employees better, this is based on the Ten C’s model […]

How to Improve the Morale of Production Line Workers

With technological advancements the importance of maintaining staff morale for production line workers is a priority that organizations should focus on. Production line work is arguably one of the most physically taxing jobs. Although technology and automation have made it easier, the importance maintaining staff morale in this sector is more important than ever. In fact, the nature of these jobs make it essential for managers to keep their people happy. An article in The Washington Post provides a compelling description of life in the production industry. It chronicles the work of Chris Young – a factory employee who mentions long commutes, irregular hours, difficulty handling childcare and dismal pay. But perhaps the most compelling sign of poor engagement is when he explains management’s lack of interest in his (and others’) welfare: “No one’s really worried about the fact that you’re so exhausted from working seven days a week, you’re dependent on some drug to stay awake, or dependent on some drug to [fall] asleep, or for pain…” Job challenges aside, it would be shocking for management to expect morale to be high in such an environment. Young’s employer is the very antithesis of an employer who understands or values engagement; however, not every organization wants to follow this example. With the right approach, this industry can create a work environment conducive to strong, consistent engagement. Start at the Bottom In the 1957 film, 12 Angry Men, Juror # 6 says “Well, I’m not used to supposin’. I’m just a workin’ man. My boss does all the supposin’.” While this movie has nothing to do with engagement, the line is quite revealing of how companies were once (and in some cases still are) managed. Essentially, the character illustrates how it’s not his job to think or make decisions; that’s his […]