Recognising employees’ efforts consistently for their proactive contribution to the firm is inspiring. It adds value to their work. Their perception of the work culture enhances and evolves.
Employees grow well professionally in a workplace that implementsregular employee engagement activities.
One of the primary goals for HRs and managers in emerging companies is to serve their sincere and hardworking employees well throughout their lifecycle.
That’s why it’s relevant to put our sheer focus on thedos and don’ts of employee recognition activities today. Because when an employee is rewarded on time, they wish to do better next time. That’s their basic human psychology as an employed person.
Writing warm appreciatory letters to your employees could be an example of recognising their efforts. But wherever these letters are, email,Social Intranet, or another app, use warm and welcoming words.
Reading warm appreciation letters creates a bond between employees and their seniors. Employees feel that their contribution has effectively impacted the senior to say those words.
You can use words like “We are glad/honoured/stoked/so happy for your success.” These words give out a positive vibe. Using theseemployee recognition examples is a proven way tobuild a rapport with your employees.
If an employee is dedicatedly performing well, they deserve the grand scale of appreciation and recognition. This could be as minimal as in front of the team or as grand as in front of the entire organisation or on a social media platform.
It depends on whattype of company culture the firm follows. But achieving a feat should matter a lot to the company. It already does to the employee. Therefore, theemployee recognition program of a firm must include posting live recognition letters or posts.
It gives a moral and social boost to the employees receiving these accolades in front of their whole team. One such example can be “start of the month” or “employee of the month.”
Labels of these accolades must depend on what kind of task was given and performed by the employee.
There’s another way to get into yourtop-performing employees’ good books. That’s basically when you offer them free meals. If employees can bring their family or friends to these free meals, it would be a plus point for the company.
Companies must have regular tie-ups with restaurants or similar venues for discounted deals. These deals create an excellent impact on an employees’ impression of the work culture of their workplace.
Some employees put their level best every month to get exciting deal offers as their incentives for proactive contribution. Again, these are justemployee recognition examples that are often workable and appreciated.
While learningdos and don’ts of employee recognition activities, you must understand that upskilling is a core part of their journey. When you provide them with free or discounted certified courses related to their profile, they will surely thank you for it.
After all, your top-performing can become better at one thing or another. Later, employees could use the same knowledge to be assigned better, more challenging, and more complex projects.
It would ultimately benefit employees only. This way, their portfolio and skillset multiply.
That’s one of the most acceptable ways to show that the company recognises their efforts and wants them to excel in various other skills.
Be mindful while learningdos and don’ts of employee recognition activities of not creating awards for expected KPIs. Employee recognition does not mean that you reward or award each employee for completing their KPIs per month.
Awards or recognition are for top-performing employees.
The mere activity of recognising or rewarding employees should mean that they did something exemplary than what was expected. Such awards motivate all other team members afterwards to perform better in a healthy and competitive environment.
Theexample recognition example here to understand this "don't" is to avoid awarding or recognising the same employee as “Star of the month.” That is if you don’t have enough proof for their excellence month after month.
If you have proof that the employee did better than everyone every month, even breaking their record, then awarding them is justified.
But that rarely happens. So, be mindful of that. Because if you award employees wrongly based on false digits or data, it could create confusion and mistrust.
Instead, keep team performance transparent. For that, the uKnowva performance management system is apt. There, team managers and team members can see each other’s progress. That way, the competition between employees remains healthy and objective. There is no scope for bias or ambiguity in such a system.
All in all, rewarding and recognising hard-working employees’ efforts never go to waste using this tool.
One major part of the dos and don’ts of employee recognition activities is to be on time for appreciating your top performers. Otherwise, don’t do it from the beginning. It should be a regular task from your end as an employer or hiring manager.
That means you should be rewarding or recognising your employees’ sincere efforts regularly. It’s equivalent to ego massaging and boosting their morale.
If you are inconsistent in suchregular employee engagement activities, it will lead to disappointment amongst team members. So, either you should assign someone to measure and monitor HRMS analytics or don’t do it. But the most affordable solution is to form the habit of timely recognising employees.
This habit improves employee engagement, retention, and overall contribution to the company.
They might even become brand ambassadors of your firm in front of their peers when they trust your company culture. Again, that is an added advantage for persuading good employees to stay longer in the firm.
Dos and don’ts of employee recognition activities is a topic you must research for empowering employees to collaborate and co-create.
In short, from the 7 pointers mentioned in this blog, you understand ways to appreciate your smart/talented employees timely. Once implemented, a company culture strengthens, and employees’ trust emboldens in the company policies and management.
As a result, they contribute better each month and exhibit qualities of a self-serving asset to the company.
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Every employee in each organisation has a unique skill set, working schedule, and KPIs to achieve.
Some maximise their innate potential with periodical targets faster; the rest are slower or mediocre. But when working in unison, teams need to speed up for growing up in the company together.
It becomes a task for HR managers when there is miscommunication and ambiguity in employees’ key objectives. And that can occur at any stage of employees’ tenure.
In short, addressing employees’ performance growth does not stop at a point. Managers have to be consistent in finding outhow employees enhance their work performances.
That’s one core way to nudge theperformance improvement to break the benchmarks. But there are many other ways. Managers and employees can find the six most workable tips below to improve how they work and grow.
Teams work effectively to empower the company's growth when they communicate honestly and on time. There must be no delays to convey what needs to be done. Otherwise, KPIs struggle to get completed.
But with clear-cut communication, the chances of miscommunication and misunderstanding are almost nil. Teams understand themselves better while together as they use anemployee work management system that allows them to collab and communicate.
uKnowva is such a system. Group members chat here interactively and intuitively. The UI and UX are impressive, modernised, and pleasing to the eyes. Employees feel they can share their concerns within a few clicks.
Again, this behaviour stops the wastage of time and effort from every talented hire’s end. In addition, it results in teams focusing more on their KPIs for the day with a sharp mind and required attention.
One of the finest ways to learnhow employees enhance their work performances is by assigning them duties to set up goals. They should set these targets considering their strengths, weaknesses, experience, and expertise.
Afterwards, they will feel ownership towards the achievement of those tasks. It means managers no longer have to micromanage their talented workforce.
Instead, employees will begin to reach their TLs with new ideas, better targets, and correct suggestions if they face challenges.
A good manager helps their team members in becoming more self-aware. It helps employees know what they are capable of in a span of time. Later, they will be more genuine in completing their daily tasks.
Plus, recognising weaknesses is a way for employees to work on them on time. They can consult their team leaders or reporting managers on those weaknesses.
Using aperformance management system, both can work to improve and convert the employee’s weakness into a strength.
That’s how mutual trust and respect between seniors and subordinates is developed to take up new challenges effortlessly.
Another effective way to learnhow employees enhance their work performances is by bringing new and interactive team-building activities.
Members get along while performing tasks together. They compensate for each other’s weaknesses and synergise strengthening factors. As a result, the whole unit’s performance reaches new touchpoints.
During these activities, teams learn to trust each other for completing individual tasks necessary for an entire game/activity/project. This synergy later reflects on the time-bound and complex corporate and organisational tasks.
How employees perform over a period must be known. But, more importantly, HRs must know how well their employees can perform in a given task. This prediction and estimation are possible with historical data entered in the HRMS orperformance management system like uKnowva.
From there, HRs can verify if their employees are working behind or on time for the assigned projects. They can also figure out if employees are happy, satisfied, tired, or facing fatigue with thevirtual biometric system is in use along with its happiness scorecard.
Such a system will help HRs, in the long run, to improve their workforce allocation strategies for the next project in the pipeline. For example, they will happily assign lengthy and complex tasks to employees who have a strict regime and discipline.
Whereas, smaller projects or tasks can be assigned to employees who still need to upgrade their professional skill set. This also involves how employees have a relationship with time management because deadlines matter in project completion.
No employee is working without motivation in a firm. The reason for their zeal and enthusiasm in a firm can be its culture, salary hike, scope of growth, and the tech tools provided.
However, without timely recognition, even top-performing employees feel left out. As a result, they grow unsure about their contribution to the company. It feels like they are not getting the value for their time in the firm.
So, another executable way to learnhow employees enhance their work performances is to acknowledge their sincere efforts. This could be on the social intranet of uKnowva. There C-level executives and senior management can congratulate hard-working employees timely.
This way, their whole team and the organisation witness their victory. Furthermore, getting congratulations from known and unknown organisation members boosts employee confidence to a new level.
They start feeling that their time, effort, and skill set matter to a greater extent. They believe they can bring greater changes in the organisation for the betterment of all with such recognition.
At times, these timely recognitions on social media or in front of the team using social intranet are unwinding and rejuvenating. They feel calm and sorted, knowing they did well with their 100%+ efforts.
This case prepares them to work harder for the next projects. It streamlines their growth prospects in the company. Plus, there is social recognition and reputation factor involved. It shows they are equipped with special talent compared to others in the firm.
How employees enhance their work performances can be a feat with no clarity in the process. HRs can feel extreme pressure in this case. However, if the right tool or tech is put in place, tracking employee performances to improve and multiply them later becomes manageable and monitorable.
According to a recentMcKinsey report, the employee often feels the performance management system is not up to the mark in their firms. It could be due to several reasons. But all point to the fairness of the impact of the system on the employee’s performance.
However, with the skilful use of aperformance management software like uKnowva, such issues are met. Employees would know what to expect and how to turn their performance records into reality.
There would be less gap between their expectations and reality with the rightperformance review software for small companies. To understand this ideology in-depth, let’s understand the factors that help bridge the gap between expectations and reality.
You will understand the workable reality of a performance management tool in India. From thereon, your myths and overly estimated expectations about such a system will be rectified. This will lead to better performance results and improvised workforce management.
Managers expect the system to be highly accurate, whereas often, employees do not trust the system.
The reasons here could be ample: qualitative and quantitative. But the reality of the modernperformance management system is that it gives real-time output based on the input data.
It leaves no chance of manipulation because it automatically integrates with the virtual biometric system and the timesheets prepared. Of course, there will be approval from the admin, reporting manager, employee, and other parties, too, if necessary to complete a project review.
This way, the accuracy will systematically depend on the input data. So, no single party involved in a task or project can manipulate the same.
Often employees who are not tech-savvy do not trust the system to be efficient. They think that theperformance management system might consume their manual hours. However, that’s not the modernised way for this system to work.
The performance management system India tool helps you regulate your mundane tasks. For example, you get to set automated reminders. These notify you to fill your pending timesheets before proceeding to rate yourself.
It automatically creates an analysis of your efficiency levels based on your regular punch-ins and punch-outs. So you don’t fret.
There is limited or no requirement of your manual working hours to monitor your performance. Over a period, it gets calculated on its own because of the algorithms put in by backend developers.
These algorithms tie the performance management system with your projects, monthly KPIs, and targets. As a result, you don’t have to check them over and again. So the system ends up saving a lot of your working hours instead.
Those with limited experience with aperformance management system like uKnowva often consider that it only measures your performance. However, that’s just an expectation or assumption.
The reality about the modernperformance review software for small companies is different and ever-growing. It measures, monitors, interprets, and recommends suggestions for elevating your performance levels.
The system can notify the admin and the reporting manager about the employees working too hard.
Similarly, it notifies you about the workforce performing less work. This way, resource and project allocation is seamless and flawless. At no point would any worker sit idle or feel less connected to their job.
Admins can set their own triggered responses and actions in the system. That’s because each small and start-up company operates differently.
Your company might have a new and forward-looking approach to project and employee performance appraisals. So your company needs a system that provides all support for elevating workforce performances anyhow.
You get this flexibility when you approach and use theuKnowva performance management system.
It’s hard to find software that is fully customisable and configurable. That too at the affordable price range for Indian start-up companies. However, now the market for theperformance management system is changing and evolving like never before.
That is possible with the entrance of theuKnowvaperformance management tool. This intelligent tool is based on data, available on the cloud, and runs on AI-like functionalities.
Companies and their HR teams can easily configure the system. This could be in accordance with the branding, internal communication, and performance management tactics applied.
uKnowva also provides an extension store for companies to use. In addition, there are 100+ in-built add-ons for you to integrate with the PMS. It makes the entire user experience easy, fun, and interactive.
Using this PMS is more fruitful and efficient. You can set algorithms on your own. Set your goals and get instant approval from reporting managers on the same interface. So lesser dependency on paperwork, excel workbooks, and emails is assured.
This saves the daily work hours of every worker: remote or in-house. Plus, teams can interact on the go on this PMS. This feature helps them collaborate to change the setting of a task, project, or metric whenever required.
A PMS is never expected to have a provision to resolve employee and team members' queries on demand.
The usual expectation is that it lets the staff enter their work-related data. This is to measure their daily or monthly tasks. Later, managers and team leaders have to go through the auditing of each project for appraisal purposes.
But the reality for the new-ageperformance management system is much more than expected. It lets your team resolve their queries within a few clicks. In addition, your developers can set up particular grievance chat boxes assigned to the concerned person on the system.
This will againmake staff more self-reliant and self-serving. They will be less dependent on external vendors or IT support. Rather, they will directly contact the HR person or the developer in the team to resolve their queries related to PMS.
This added advantage is time-saving and cost-effective. It’s also easy to use and less burdensome. The resolved queries flash in the dashboard and live reports for team leaders and managers to gauge and interpret.
This also influences the overall efficiency and productivity levels of different teams and individual staff members.
Managers and employees have a different set of expectations from the PMS. The reality of theperformance management system is objective, neutral, and progressive. There is no miscalculation, misclassification, or mismanagement.
The entire organisation can overview the workings of a PMS if need be. It drives home more transparency, trust, and affirmations to do better by sincere employees.
If you’re an HR person or a team leader, consider rereading the five points explained above. It will bring clarity to your existing knowledge of the workings and advantages of using a modern cloud-based PMS.
The best performance management strategically reforms employees’ efficiencies. HRs also assist their CHROs in developing top talents with little cost and time.
They hire and nurture employees with shared organisational goals. With the modernperformance evaluation system, they promote clarity and creativity in goals.
Employees too exercise the advantage to set their targets, keeping their team's expected efficiency level in mind.
Altogether, the company environment is empowering for a like-minded and diverse workforce. Their synergies matter and influence performances evaluated in the transparent, AI-backed, and fully automated online systems.
However, if you’re in a fix to set up an efficient PMS with concrete company policies, refer to the blog below. It teaches you the right examples to bridge the gap between expected and delivered performances every day.
Theperformance evaluation process is most appropriate when employees set goals innovatively. For that, the system applied or used in the firm must be interactive, configurable, and customizable.
It should have enough features for HR persons, RMs, and employees to regularise their goals. This could be frequent when top performers keep breaking their records. Other times, teams might need to reduce the intensity of their goals due to external factors.
But that should be normalised company culture in the firm. It is only sustainable and appreciated when theperformance management system has no restrictions. HR persons must know that challenges occur all the time in the firm for employees.
At times, they might not meet their goals fully. It could be for multiple reasons. Similarly, there are times when employees are breaking records one after another in a period.
The system must allow such revisions. It makes the employee journey bearable and enjoyable. Plus, it adds value to the humanised factor. That’s when it adjusts the scheduled goals according to the workforce’s capabilities.
Appraisal during theemployee performance evaluation must be from 360-degree. No longer is the traditional appraisal accepted amongst the modern generation from only the immediate supervisor.
A modern worker has to team up with multiple vendors, employees, managers, and other stakeholders. A holistic approach to reviewing and rating their behaviour is a must.
This will boost their self-esteem and make them humbler when dealing with people from different walks of life.
They pay attention to each client and customer’s needs with gratitude and sincerity. That’s if they know their immediate customer/client interaction will also add value to their 360-degree appraisal.
Thisperformance management process creates an evident, fact-based picture of employee behaviour.
Managers trust their staff better with 360-degree feedback because then there is less scope for manipulation. True and honest reviews and ratings will be more welcome through this system for each employee assigned to a project.
And we all know such honesty is the key to creating the best workplace environment. Employees carry the responsibility of autonomy with sincerity and complete their expected goals on time. That is influenced by the 360-degree constructive feedback system.
They can also improve their communication, people management, time management, and project delivery skills. Together, thisperformance evaluation system is suitable for every team and individual.
OKR represents Objectives and Key Results. Each goal assigned to employees must align with key results expected from them. These key results are individual and team-oriented.
Each team has to deliver certain goals together for the company to propel ahead in their sector.
The rightperformance management software must give managers the right provisions to tweak each task’s weightage. This projects each activity’s influence on the company’s growth. These two aspects must be aligned every time because managers do not want to misguide their staff.
Ultimately, they are working for an organisation. To remain employable in the firm, they must have common goals to achieve. That’s why setting up OKRs is essential while using the PMS.
To install the rightperformance management system, make it easy to use. If it’s too hard to understand, employees will not even engage, let alone perform. They need new HR tech tools to ease their task and reduce micromanagement.
If the tool isn’t doing that, it’s possibly not suitable for your firm. But theuKnowva performance evaluation system is pretty easy and interactable. The process of entering employee details is quick and finished within minutes.
The system integrates the data automatically to generate reports on demand for RMs or TLs. They audit and regularise performance reports on the go as it’s an on-cloud software solution.
Modern HR persons don’t need to download gigantic software anymore to evaluate their team’s performances. They can work at different hours to regulate their team’s efficiency levels. The process to access the system on uKnowva is easy, free from lag, and loads fast.
Thus, each user receives a better experience while using a PMS solution online.
They would look forward to using this tool with 100+ homegrown add-ons to automate daily tedious/mundane tasks.
Theperformance evaluation process is incomplete without ahelpdesk for employees. The system can install a helpdesk for solving individual or team queries on the spot. These help desks can be for separate departments operating in the firm.
For example, there could be queries related to IT, Finance, Communications, or the HR department. Employees don’t need to message their HR every time they face unique issues on the system.
They directly contact individual department’s helpdesks listed in the panel. This reduces each staff member’s dependency on the HR executive. And it works fine even for the remote and contractual staff or labourers.
Each such help desk raises a ticket number. Employees track the status of their query using the ticket number. Otherwise, they connect with the department heads on live chat for urgent matters. The transparency remains as chats can be recorded for legal purposes.
Set up the bestperformance management system software for your organisation with the steps and deciding factors listed above. These steps are basic or general. Your firm might have other requirements.
Discuss clearly with the CHROs of your firm to know what they want in their next PMS. uKnowva can surely deliver that with highly customisable solutions for growing start-ups.
Connect with our technical team here for a free PMS instance today!
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