However, quantifying and measuring performance metrics is easier said than done. Traditional metrics, such as productivity, can present a moving target and can often be misleading. Not sure why you should care about measuring performance? Download our latest ebook, The positive effects of an effective performance management process, to learn the true value of performance management, and continue reading this article to discover the best ways to measure employee performance.

Why Measure Team Member Performance?

Measuring team member performance is essential for optimizing productivity, identifying strengths and weaknesses, and fostering a culture of accountability. It enables effective resource allocation, supports individual and collective growth, and ensures alignment with organizational goals, ultimately contributing to enhanced team dynamics and overall business success.

Here are key reasons why measuring team performance is important:

Valuable Insights for Decision Making

• Data-Driven Decisions: Measuring team member performance provides managers with quantitative metrics to inform decisions about performance improvement, resource allocation, and project prioritization.
• Impact on Organizational Goals: Performance metrics offer a way to align individual and team efforts with organizational objectives, ensuring that everyone is working towards common goals.

Continuous Improvement and Growth

• Identifying Skill Gaps: Regular performance evaluations highlight skill gaps within the team, enabling targeted training initiatives to bridge those gaps and foster continuous employee growth.
• Learning and Development: By understanding individual employee performance, managers can tailor training programs to address specific needs and promote continuous learning. Utilizing a system such as Rise’s Employee goal-setting platform allows you to work collaboratively with employees to not only celebrate their wins but also identify areas in which they want to improve.

Enhancing Productivity and Quality

• Productivity Levels: Measuring team performance allows for the identification of high and low-performing teams, facilitating the implementation of strategies to enhance overall employee productivity.
• Quality Metrics: Assessment of individual and team performance helps maintain quality standards, ensuring that tasks are completed with a focus on both efficiency and effectiveness.

Employee Satisfaction and Engagement

• Employee Satisfaction: Regular performance reviews contribute to employee satisfaction by recognizing and addressing concerns, leading to a positive impact on overall job satisfaction.
• Engagement: A well-executed performance measurement system fosters employee engagement as team members feel their contributions are acknowledged and valued.

The best performance management solution

6 Effective Metrics For Measuring Team Member Performance 

1. Key Performance Indicators (KPIs)

Establishing Key Performance Indicators (KPIs) is pivotal for aligning individual and team goals with organizational objectives. These quantifiable metrics objectively measure performance against predetermined benchmarks. The use of quantitative metrics within KPIs provides a clear, numerical evaluation, facilitating data-driven decisions.

Furthermore, tailoring KPIs to individual goals ensures that each team member's performance is aligned with their unique objectives. This tailored approach not only provides clarity on expectations but also streamlines the performance review process, offering a comprehensive analysis of individual contributions.

2. Performance Metrics Dashboards

Performance dashboards are instrumental in providing real-time visibility into both team and individual performance, enabling proactive decision-making. These dashboards foster a collaborative effort by encouraging team members to track progress collectively and contribute to shared objectives.

Leveraging digital tools, such as project management platforms, enhances the accuracy and accessibility of performance data. These tools not only streamline the tracking process but also provide a centralized hub for collaborative efforts, ensuring that everyone is on the same page regarding project milestones and overall team performance.

The positive effects of an effective performance management process

3. Management by Objectives (MBO)

Management by Objectives (MBO) involves collaboratively setting measurable objectives that align with organizational goals and individual growth aspirations. Clearly defined measurable objectives serve as benchmarks for assessing individual and team achievements. MBO also facilitates the creation of an employee development plan, tailoring growth strategies to individual needs.

This personalized approach enhances overall team performance by addressing specific skill gaps and fostering continuous learning. The best way to track MBOs is by utilizing digital goal-setting tools where employees and employers can set manageable goals and track their progress, making career growth easier than ever. The cyclical nature of MBO ensures that objectives are revisited, adapted, and realigned, reflecting the dynamic nature of both individual aspirations and organizational goals.

4. Qualitative Insights and Feedback

Incorporating qualitative feedback alongside quantitative metrics offers a holistic view of team member performance. Providing constructive feedback is a crucial aspect of promoting a culture of continuous improvement and individual development. Regular one-on-one meetings further enhance this approach by allowing personalized discussions that address specific concerns, acknowledge achievements, and foster open communication. 

This qualitative aspect complements quantitative data, providing a nuanced understanding of individual contributions and helping managers guide their teams toward excellence. Rise’s people management platform facilitates an environment in which qualitative insights and consistent feedback are seamless within an organization, hence fostering a culture of continuous improvement.

5. Attendance and Completion Metrics

Monitoring attendance and completion metrics is essential for gauging reliability, dedication, and task completion efficiency. The absenteeism rate is a key indicator, as poor attendance can hurt team performance. Regular monitoring of absenteeism rates helps identify potential issues, enabling proactive measures to address concerns promptly.

Tracking completion rates is equally crucial, ensuring that tasks are finished within specified time frames. This not only contributes to overall productivity but also provides insights into time management and efficiency, helping teams optimize their workflow and meet project deadlines consistently. You can make tracking attendance even easier with an online time tracking tool such as Rise People which allows employees and employers to keep on top schedules!

Get HR on the go!

6. Tracking Initiative 

Tracking employee initiative and their willingness to improve is crucial for effective performance measurement in businesses. It provides valuable insights into an employee's dedication, skill set, and commitment to continuous improvement. By monitoring initiatives, businesses can make informed decisions about resource allocation, training programs, and talent development. This approach enhances overall employee performance, leading to improved conversion rates and better business outcomes.

Tracking initiative is a cost-effective way to identify high-potential employees, reducing turnover costs and boosting productivity. Additionally, it positively impacts customer satisfaction, as engaged and motivated employees are more likely to deliver exceptional service, ultimately contributing to the success of the business across various functions.

7 eye-opening strategies to improve employee performance

How Should You Deal with Underperformance?

When team members are underperforming, it's essential to address the issue promptly and work collaboratively to create a plan that facilitates their improvement and growth. Here are some strategies:

• Identify Root Causes: Understand the reasons behind underperformance, whether it's related to skills, motivation, or external factors.
  
• Provide Additional Training: Offer targeted training programs to address skill gaps and enhance performance.
  
• Consider Performance Improvement Plans (PIPs): Develop personalized plans outlining clear expectations, goals, and timelines for improvement.
  
• Foster a Culture of Feedback: Encourage open communication and regular feedback to identify and resolve issues early on.

How Should You Reward Good Performance?

Recognizing and rewarding good performance is crucial for maintaining a motivated and engaged team. Here are some strategies:

• Performance-Based Incentives: Implement performance bonuses or rewards tied to achieving specific targets or objectives.
  
• Public Recognition: Acknowledge outstanding performance in team meetings, emails, or company-wide announcements to boost morale.
  
• Professional Development Opportunities: Offer opportunities for further skill development, career growth, or participation in special projects.
  
• Flexible Work Arrangements: Recognize exceptional performance with flexible work hours, remote work options, or additional time off.
  
• Team Celebrations: Organize team-building events, lunches, or other social activities to celebrate collective achievements.
  
• Promotions and Advancements: Consider promotions or advancements for team members consistently delivering exceptional results.

 Tips for setting up a performance improvement plan

How Often Should You Assess Employee Performance?

Employee performance should be assessed regularly to ensure a well-rounded view of individual contributions and team dynamics. Utilizing key metrics such as productivity, goal achievement, and teamwork, assessments can be conducted quarterly or annually, providing a comprehensive overview of an employee's effectiveness over a specific time period.

Frequent check-ins, facilitated through project management tools, offer real-time feedback, allowing for timely adjustments and improvements. This regular evaluation not only supports individual growth but also contributes to the overall success of the entire team, fostering a culture of continuous improvement and ensuring alignment with organizational goals.

Keep On Top of Employee Performance With Dedicated People Management Software

Rise People's HR-driven people management software revolutionizes employee processes by providing a streamlined platform that simplifies continuous improvement and performance tracking. This innovative tool empowers HR professionals to efficiently manage various aspects of employee performance, from goal-setting to skill development.

With a user-friendly interface, Rise People enables organizations to make swift decisions, fostering a culture of continuous improvement. This software enhances efficiency, transparency, and collaboration, ensuring that businesses can easily track and elevate employee performance, ultimately contributing to a more productive and engaged workforce.

The post Team Metrics | 6 Effective Metrics for Measuring Team Member Performance appeared first on Rise.

Why Are Quotes Great Sources of Inspiration?

Quotes serve as powerful sources of inspiration for small business owners, encapsulating essential wisdom in concise phrases. Motivational quotes often emphasize resilience and perseverance, highlighting that the road to success is a journey, not an overnight achievement. Small business owners find guidance in these quotes, understanding that real success stems from continuous learning, adaptability, and providing exceptional customer service.

Favorite quotes often resonate because they speak to the challenges and triumphs of entrepreneurship. Motivational quotes also underscore that the absence of fear is not a requisite for success; rather, it's the ability to navigate challenges, make tough decisions, and view failure as a stepping stone to achievement. In the world of entrepreneurship, quotes become valuable business assets, instilling confidence and reinforcing the notion that average people can achieve extraordinary feats with determination and the right mindset.

Improve your small business with dedicated HR software

Top 20 Best Quotes for Small Business Owners

Below we have collated some of the most inspirational business quotes, featuring insights from successful people. These business quotes reveal the secret of success, lessons of failure, and motivational advice to entrepreneurs. Discover the wisdom that encapsulates the essential keys to navigating the challenging yet rewarding world of small business.

Success and Achievement

• "The only way to do great work is to love what you do." - Steve Jobs

Steve Jobs emphasizes that genuine passion is the driving force behind exceptional work. When individuals love their work, it ceases to be a mere job; it transforms into a fulfilling journey. This passion fuels creativity, resilience, and a commitment to excellence, ultimately leading to great accomplishments.

• “I learned to always take on things I’d never done before. Growth and comfort do not coexist.” - Virginia Romerty

Virginia Romerty is proving that in order to succeed, taking risks is essential. Remaining in your comfort zone will not allow you to reach your full potential, but will instead limit you, which is why you need to constantly reassess your approach. This ensures that you recognize the areas in which you can step out of your comfort zone and improve your business. It's all about resilience and the determination to overcome challenges, which is why Rise People facilitates regular performance check-ins, allowing employees to understand their successes and failures and facilitate growth. 

• "Success usually comes to those who are too busy to be looking for it." - Henry David Thoreau

Thoreau's quote underscores the importance of focus and dedication. Success is often a byproduct of passionate and dedicated effort rather than a direct pursuit. By immersing oneself in meaningful work and being fully engaged, one is more likely to achieve success organically.

• "The only place where success comes before work is in the dictionary." - Many 

Whether this quote originated with Mark Twain, Vince Lombardi, or Vidal Sasson is highly debated but the words highlight the necessity of hard work on the path to success. Success is not handed out freely; it is earned through persistent effort, dedication, and a commitment to excellence. This quote serves as a reminder that diligence and perseverance are indispensable in any successful endeavor.

• "The biggest risk is not taking any risk. In a world that's changing really quickly, the only strategy that is guaranteed to fail is not taking risks." - Mark Zuckerberg

Mark Zuckerberg's quote encapsulates the essence of entrepreneurial success. In the fast-paced and evolving landscape of business, playing it safe can be the riskiest approach. Zuckerberg encourages entrepreneurs to embrace calculated risks and ignore the fear of failure, as innovation and growth often arise from venturing into the unknown. The failure to take risks, he asserts, is the surest way to stagnate and fall behind in a rapidly changing world.

Entrepreneurship and Business Ventures

• "Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work." - Steve Jobs

Steve Jobs emphasizes the intertwining of life satisfaction and doing meaningful work. For entrepreneurs, success is not just about financial gains but also finding fulfillment in their work. Identifying and pursuing what one believes to be great work ensures a more rewarding and satisfying entrepreneurial journey.

• "The best way to predict the future is to create it." - Peter Drucker

Peter Drucker's quote empowers entrepreneurs to take control of their destiny. Instead of passively waiting for the future to unfold, entrepreneurs should actively shape it through strategic planning, innovation, and bold decision-making. It reflects the proactive nature required for entrepreneurial success. This forward-thinking approach is reflected in Rise People's goal setting feature, which encourages employees to work towards their aspirations. 

• “To love what you do and feel like it matters – how could anything be more fun?” - Katherine Graham

The first step to succeeding as a small business is to love what you do. Katherine Graham suggests that when you genuinely enjoy what you do, success is bound to follow. There is no point in starting a venture in something you are not passionate about. Passion facilitates dedication, and dedication breeds success. The best part is that loving what you do makes your job more fun!

• "The most valuable thing you can make is a mistake – you can't learn anything from being perfect." - Adam Osborne

Adam Osborne's quote reframes the perception of mistakes as valuable learning opportunities. Entrepreneurs often face setbacks, but it is through these mistakes that they gain insights, resilience, and the wisdom needed to navigate the challenges of business. Imperfections contribute to the growth and success of entrepreneurs.

• "Your most unhappy customers are your greatest source of learning." - Bill Gates

Bill Gates emphasizes the significance of customer feedback, even when it's negative. Unhappy customer influences provide invaluable insights into areas that need improvement. Addressing their concerns not only enhances the business but also fosters customer loyalty and improves your tremendous service to customers. This quote highlights the importance of using criticism as a tool for growth.

Motivation and Inspiration

• "The way to get started is to quit talking and begin doing." - Walt Disney

Walt Disney's quote is a call to action, emphasizing that the first step toward success is taking tangible, decisive action. Instead of merely discussing plans, the minimum requirement for success is achieved by initiating and executing ideas. This quote motivates individuals to overcome procrastination and embark on their entrepreneurial journey. At Rise People, we want to make it as easy as possible for entrepreneurs to take the next step and start their new journey, which is why we offer seamless hiring and onboarding services.

• "Don't be afraid to give up the good to go for the great." - John D. Rockefeller

John D. Rockefeller's wisdom encourages entrepreneurs to aim for greatness by letting go of the merely good. Success often requires leaving comfort zones and making bold decisions. This quote inspires individuals to pursue higher aspirations and embrace the challenges that come with reaching for greatness.

• “Find a great mentor, someone who has already been through the many challenges of being an entrepreneur” - Jodi Levine

Jodi Levine is highlighting the importance of seeking inspiration by those who have similar aspirations to yourself. By looking at someone who has been where you have been, you can learn from their successes and failures. This will allow you to create a personalized set of goals that are influenced by their journey, but ultimately reflect yours. The entrepreneurs before you should be your greatest source of inspiration. 

• "Success is not in what you have, but who you are." - Bo Bennett

Bo Bennett's quote shifts the focus from material wealth to personal development. True success is not solely measured by possessions but by one's character, values, and personal growth. It inspires entrepreneurs to prioritize self-improvement and ethical conduct as integral components of their success journey.

• “A small business is an amazing way to serve and leave an impact on the world you live in” - Nicole Snow

Instead of seeking inspiration in people, seek inspiration on the possible effect you can have on the world. Nicole Snow recognizes the importance that businesses of all sizes can have on the world, which should motivate entrepreneurs to believe in their vision. If you have faith in your vision, that is all you need to succeed. 

Leadership and Vision

• "Coming together is a beginning; keeping together is progress; working together is success." - Henry Ford

Henry Ford's quote encapsulates a profound insight into effective leadership. Ford emphasizes the evolutionary stages of a successful team. The initial act of assembling individuals marks the beginning of a collective effort. Progress, however, relies on the ability to maintain cohesion and unity within the team. True leadership, as Ford suggests, is realized when team members collaborate harmoniously towards a common goal.

• "The function of leadership is to produce more leaders, not more followers." - Ralph Nader

Ralph Nader's perspective challenges traditional notions of leadership. True leadership is not about amassing followers but empowering others to become leaders themselves. This quote underscores the importance of mentorship, guidance, and creating a legacy of capable individuals within a small business.

• “Earn your leadership every day.”- Michael Jordan

This quote from Michael Jordan underscores the idea that leadership is not a one-time achievement but an ongoing process. It emphasizes the need for leaders to continually demonstrate their worthiness and effectiveness through consistent actions and behaviors. Jordan's quote suggests that leadership is not just about holding a title or position; it requires constant effort, dedication, and a commitment to leading by example.

• “When you need to innovate, collaborate” - Marissa Mayer

Marissa Mayer’s quote highlights the importance of collaboration. To succeed, you cannot work in solitude as your mind can only take you so far. By taking on a leadership role and employing other like-minded people to help you, you can get much more done and will be exposed to ideas and innovations that you would never have thought of yourself, allowing you to further your business in a multitude of ways. 

• "Try not to become a man of success, but rather try to become a man of value." - Albert Einstein

In this quote, theoretical physicist Einstein emphasizes the importance of focusing on personal and moral qualities over mere success. Leadership is not solely about achieving success in terms of titles, wealth, or recognition. Instead, Einstein suggests that true leadership should be grounded in values, ethics, and the positive impact a leader has on others. Leaders who prioritize being people of value tend to create a more sustainable and meaningful impact on their teams and organizations.

Streamline your HR process to ensure organizational success

How Can You Learn From Other Business Owners?

Learning from other business owners, whether successful or struggling, is key to understanding the diverse pathways to success. Studying successful people offers insights into effective strategies and decision-making while analyzing poor business outcomes helps identify pitfalls to avoid. Engaging with business executives and ordinary people alike provides a well-rounded perspective, enriching one's knowledge and contributing to the key to success in the dynamic world of entrepreneurship.

Here are some key examples of other successful business owners you can learn from: 

• Adaptability from Richard Branson: Richard Branson, founder of the Virgin Group, is known for his ability to adapt and diversify his business ventures. Small business owners can learn from Branson's willingness to take risks, pivot when necessary, and embrace change to stay relevant in a dynamic market.
  
• Customer-Centric Approach from Jeff Bezos: Jeff Bezos, the Amazon founder built his empire by prioritizing customer satisfaction. Small business owners should recognize the importance of understanding and meeting customer needs, as satisfied customers often become loyal patrons and advocates for the brand.
  
• Innovation from Elon Musk: Elon Musk, known for founding companies like Tesla and SpaceX, is a symbol of innovation. Small business owners can draw inspiration from Musk's relentless pursuit of groundbreaking ideas and solutions. Embracing innovation can lead to a competitive edge and sustained success.
  
• Resilience from Oprah Winfrey: Oprah Winfrey's journey from adversity to success is a testament to resilience. Small business owners should adopt a similar mindset, understanding that setbacks are inevitable but can be overcome with determination and a positive outlook.
  
• Team Building from Steve Wozniak and Steve Jobs: The dynamic partnership between Steve Wozniak and Steve Jobs at Apple exemplifies the power of effective teamwork. Small business owners should prioritize building a strong and cohesive team, as collaboration and diverse skill sets contribute to overall success.

Grow Your Small Business with Rise People

Rise People's people management platform stands as a catalyst for business growth by seamlessly addressing various aspects of workforce management. With robust features like streamlined HR processes, automated payroll, and efficient time tracking, Rise People liberates business leaders to focus on strategic initiatives rather than administrative burdens.

The platform's user-friendly interface ensures accessibility for all, fostering a collaborative work environment. By centralizing employee data and enabling data-driven decision-making, Rise People empowers businesses to optimize their human resources effectively. This holistic approach to people management not only enhances operational efficiency but also contributes to employee satisfaction and retention, creating a solid foundation for sustained business growth!

The post The 20 Best Quotes for Small Business Owners appeared first on Rise.

We’ve all heard of getting into the zone, where hours of work feel like minutes and your to-do-list becomes more of a done list. We crave ‘the zone’, we know what it’s like when we get to it, but we don’t always know how to get there. 

With employees feeling like there aren’t enough hours (let alone productive hours) in a workday and an increase in remote work options, there’s been a shift in work-life balance more towards the work side… leaving employees feeling disengaged, frustrated with their jobs, and unable to recharge.

By encouraging employees to explore which time management techniques best work for them, you’ll be able to help them better manage their time and become more productive at work. 

How does time management impact productivity? Good time management is not about averages or holding everyone up to one single productivity standard. 

Instead, good time management is more about asking one very important question: ‘What time of day is the brain most productive?’. 

The answer? It depends. 

Although most morning people will claim that productivity is highest early in the day, that isn’t the case for everyone. Employees need to have the tools and support to determine their own productivity strategies. 

You can start by asking employees to consider their own biological clocks. Are they early birds or night owls? Do they prefer to put in long hours to get the job done or work in bursts, taking lots of short breaks?

Encourage employees to document their productivity over several weeks. This should be done with the assurance that they don’t have to share their findings unless they want to. The most important things to note are what time of day they were able to get the most work done and for how long. Financial Management Magazine describes being productive as being “able to maintain focus for 60 to 90 minutes”.

It’s also important for employees to note when they’re experiencing higher inactivity, and the reason(s) for it. Ask employees to take note of any distractions or interruptions, such as their phone ringing, a coworker asking questions, or their pet begging for attention. 

For times when employees are productive, what sort of things enabled them? Were they listening to music? Was it the particular task that they found interesting?

After keeping track for several weeks, your employees should have a clearer understanding of what productivity looks like for them. 

As an HR professional or manager, it’s important to understand that not everyone will have the same productive hours in a workday. Although there is a wealth of information on how to increase productivity, there is no one-size-fits-all solution.

To ensure more productive and engaged employees, you must be as flexible and accommodating as possible. 

Vanessa Kettner, a productivity coach with Personal Best, says that it’s important for employees to evaluate their entire “ecosystems”, which includes everything from bedtime routines, proper diet and exercise, and past jobs—all of which could potentially influence an employee’s current methods of working and affect time management skills. 

Here’s a list of suggestions that you can give your employees to help them make sure they're managing their time well and getting the most out of their productive hours in a workday:

• Identify and eliminate distractions. For example, if you find that you’re looking out the window often and distracted by people passing by, shift your desk so that you’re facing away from the window. 
• Schedule work for yourself based on when you get the most done. If you’re a morning person, front-load your day and leave admin work, such as checking emails, for the afternoon. If you’re an evening person, do the reverse.
• Consider using the Pomodoro technique, where you work in 25-minute chunks (or pomodoros), with 5 minute breaks between and 15-minute breaks after every five pomodoros in a row. The idea behind this technique is that by giving yourself shorter working periods, it increases your sense of urgency and leads to greater productivity. 
• You can also prioritize tasks by days you know you’re more productive. If you tend to get more work done earlier in the week, schedule easier tasks on Thursday and Friday.

You (and other managers) can support employees by recognizing their individual needs, being flexible with their work time, and encouraging good work life balance. 

The post How to determine productive hours in a workday appeared first on Rise.

Employees are the most important ‘asset’ of any organization—and people want to work for an organization that works to support them too. One way to show your support for employees is by creating an effective professional development plan. 

Introducing a professional development plan (PDP) and creating PDP goals for your employees can help improve job satisfaction and retention rates. 

In a study by The Learning Wave, 74% of employees said that they felt they were not achieving their full potential at work and, as a result, desired more in-depth training sessions. 

LinkedIn’s 2022 Workplace Learning Report found that “companies that excel at internal mobility retain employees for an average of 5.4 years, nearly twice as long as companies that struggle with it, where the average retention span is 2.9 years”. This means that employees who want to grow will grow (and go) elsewhere. 

The first step when creating training plans and setting PDP goals is to examine the goals of your organization as a whole, then at the departmental level, and finally at the individual level.

Your first goal is to create objectives that feed into each other and help your employees—and your organization—to grow. At this initial stage, it’s vital that employees are included in the conversation, as learning objectives will vary from person-to-person and will be highly individualized. Employees should set goals for themselves, through a variety of means and methods, to create training and development programs that suit their needs. 

Before you develop any training, the starting point is asking your employees open-ended questions about their goals. These questions will help you get a better understanding of how your employees measure their success and what’s important to them outside of work, enabling them to set PDP goals that reflect them. 

A professional development plan should be an official document that is filled out by the employee and their respective manager.

A PDP should break down the employee’s PDP goals into short-term and long-term, prioritize them, and outline step-by-step how the employee can work toward each goal. For example, if one of your employee’s goals is to move into a management position, then a breakdown of their step-by-step PDP may look something like this:

1. Research management courses
2. Get approval from HR for courses (if applicable)
3. Apply for courses
4. Complete skill training
5. Shadow current management
6. Do a skill-gap analysis
7. Determine how I (the employee) can fill the skill-gap
8. Apply for management role(s)

A good plan will also feature deadlines as well as an assessment of opportunities and potential threats to goals. 

Training plans should be a realistic reflection of your organization's needs and budget.

Training can be done internally, or through a third-party organization. There’s a wide range of different types of training to consider. 

LinkedIn Learning highlights the importance of knowing your learner in order to effectively train employees, emphasizing “that social, mobile, manager involvement, and self-directed learning opportunities will increase engagement”. Training content should be available in a variety of ways to meet the needs of all employees. 

Using the example of someone who wants to move into management, effective training for them will vary for several reasons. If they’re one of the few employees interested in management roles, their employee training program may be one that’s more one-on-one and mentorship-based. However, if there are multiple people interested in leadership, then workshop-style training may be appropriate together with setting up access to online learning management systems such as Thinkific or Rippling for employees to use. 

Additionally, it’s important to encourage employees to do as much as their learning as possible on-the-clock. Doing so shows that their development is a part of their job and is as important to you as it is to them.

It’s crucial to set your employees up for success by keeping them accountable, but also keep in mind that goals and priorities can often shift or change entirely. Schedule regular check-ins with employees to determine how they’re progressing with meeting their PDP goals, and whether their goals need to be shifted or revised entirely. 

Employees who feel supported in meeting their goals are more likely to stay with your organization long-term. While PDPs are vital for employee retention, they’re also valuable to potential job candidates and help bolster your overall appeal as an employer. 

The post How to develop a training plan for employees that includes PDP goals appeared first on Rise.

Checking in with employees on a regular basis allows both employees and managers to discuss any ongoing projects, issues that need to be resolved, workload concerns—and/or just catch up during the week. 

Not only are manager-employee check-ins essential for managing employee performance, but they play a crucial role in employee engagement and retention. Research has found a 14.9% lower turnover rate in companies that provide regular feedback and that “43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement”. Even more significantly, 98% of employees surveyed said that they “fail to be engaged when managers give little or no feedback”. 

With Gallup reporting that disengaged employees cost their employers upwards of $450 billion a year, organizations literally can’t afford to not provide their employees with the feedback that manager-employee check-ins provide. 

Here are even more reasons why manager-employee check-ins are so important:

• Check-ins keep employees motivated. Employees who know their work is being recognized and can see how their contributions matter to the organization are more motivated—and more productive. 
• Check-ins can provide direction and opportunities for learning. Regular check-ins help both employees and their managers to identify any areas that may need improvement and figure out a plan for growth. 
• Regular check-ins improve trust and communication. Employees who feel that their voices are being heard will be far more trusting, and trust is an integral part of employee engagement and retention. 

To make manager-employee check-ins easier, many organizations use applications to help keep both employees and managers on top of check-ins. 

At Rise, we recently introduced check-ins as part of our Performance Management solution. Each week, employees are prompted by email to answer questions about how their week went, surfacing talking points for 1:1s with insight into priorities, challenges, and progress.

Particularly for remote teams, having a system in place that reminds employees and managers to engage weekly will keep everyone on top of their check-ins and also create more opportunities for honest dialogue that can inform deeper conversations about performance, growth, and more. 

Manager-employee check-ins and 1:1s are all about getting the most out of everyone’s time. 

Here are some things that Entrepreneur.com recommends to ensure productive use of time for employee check-ins:

• Respect each other’s time. Try not to reschedule or go over time—or at least don’t make a habit of it. 
• Be honest and encourage employees to do the same. Candour is essential to creating a space where employees can come to you with their concerns. 
• Listen. As Entrepreneur.com writes, “as a manager you need to spend more time listening and less time talking”. This means not always jumping in to offer solutions, but letting employees talk through things with you and then offer your guidance if needed.  
• Limit distractions. Turn off your Slack or Teams notifications and silence your cell phone so you are able to engage fully in the conversation. 
• Ask for feedback. Manager-employee check-ins shouldn’t be entirely about the employee. Ask them to provide you with feedback about your own performance as a manager.
• Keep conversations growth-centric. Many 1:1 conversations tend to get bogged down on the here and now—how’s this task coming along? We need this for next week, etc.—missing out on the key element of talking about future growth and showing that you’re invested in your employee’s journey with your organization. 
• Always try to end on a positive note. While the Harvard Business Review found in a survey that 57% of employees actually prefer to receive corrective feedback over praise, it’s still important to end your meetings with something that won’t leave a sour taste in your employees’ mouth. 

On that note, manager-employee check-ins are a great way to improve your employees’ overall happiness at work.

The post How manager-employee check-ins are critical to organizational success appeared first on Rise.

Listening to music triggers a release of dopamine, which can boost your mood, bring up long-forgotten memories, or make that last mile fly by on the treadmill. But can music make people more productive at work?

Yes and no. Take note: Music might make employees more productive, but only under certain conditions.

When we hear music, all four lobes of our brain fire up—not just the auditory cortex, where sound is registered. That means, from a neurological perspective, that music isn’t background noise.

Music activates more cognitive activity than something like the whir of a fan or steady drip of rain outside. Music makes our brains work harder. But does it make them work smarter? If we’re expending cognitive energy and resources processing music, won’t we be less focused on our work?

From a scientific standpoint, listening to music at work counts as multitasking. Even lyric-less tunes pull our attention, defusing what most of us would like to think is a laser-like focus. So why does workplace music have so many advocates?

While music can boost your mood and make you more efficient at completing tasks, it can hinder reading comprehension and memory function. That’s why the beneficial effects of listening to music are most pronounced when performing routine/repetitive tasks rather than creatively demanding ones.

In the modern office, music might actually be a good distraction.

Say what you will about cubicles, they do provide a bit of a buffer between you and your neighbour. Open offices, while great for facilitating collaboration, also facilitate noise.

It’s important to be in the loop about projects and always good to hear what our fellow team members are up to, but when trying to maintain focus on work, it can be a challenge. This is why headphones are a popular “accessory” for employees. That’s the primary argument for music at work: it blocks out greater distractions. Research shows that environmental noise almost universally lowers performance, in contrast to the mixed effects of music. Intermittent speech is the worst offender—and there’s a whole lot of that in any modern office.

What makes environmental noise more distracting than music? Over time, the stress associated with it can lead the body to release more cortisol (better known as the stress hormone). Excessive levels of cortisol impede the prefrontal cortex’s function, and since that’s the region of the brain associated with high-level functions like planning or reasoning, environmental noise interferes with your ability to carry out your work.

To drown out the background noise, it makes sense to turn up the tunes.

What you listen to doesn’t matter so much as how it makes you feel.

Jessica Grahn, a cognitive neuroscientist, dispelled the ‘Mozart makes you smarter’ myth in 2013, noting that the most important thing to consider when choosing a playlist is how the music energizes you. 

In order to positively impact productivity, music must boost your mood and energy levels—and that means listening to what you like—which is why you shouldn’t blast your personal playlist through company speakers, subjecting everyone to your country music obsession. What gets you amped up might irritate someone else. 

Five tips for your work playlist

In order to optimize the output of your personal work playlist, you might also consider the following.

1. Go lyric-less

Classical music ranks high for boosting productivity, mostly because it doesn’t have lyrics. Your brain doesn’t expend cognitive resources trying to make sense of what’s being said. This is particularly important if you’re writing in any capacity, as the lyrics of what you’re listening to could find their way into that email, blog post, or speech. If classical isn’t your style, consider listening to acoustic Spanish guitar or instrumental soundtracks.

2. Try foreign music

Not feeling the Bach or Mozart? Then check out music in a foreign language. If you can’t understand what’s being sung, it’s less likely to pull a ton of your focus.

3. Stick with what you know

If the above options don’t appeal to you, pick music that’s very familiar to you. Since you already know every line and beat, your brain can predict what’s coming next with ease—again, that will prevent your playlist from taking up too much of your attention. Now isn’t the time to download a brand new album; instead, fall back on old favourites.

4. Think one-note

You know those shivers you get when listening to your favourite symphony? That’s a sign you shouldn’t play this piece at work. We are conditioned to expect certain patterns from the music we listen to. When those expectations are overturned, such as with unexpected key changes or dissonant notes, it jars the nervous system into action, creating a fluttering sensation in your gut or raising goosebumps on your skin. That’s an interesting phenomenon to be sure, but probably not one best explored at work.

Save the shivers for your commute. In the office, opt for music that keeps a consistent melody and volume.

5. Turn it up

You might think a lower volume is less distracting, but that isn’t actually the case. A study from the University of Illinois found that the productive sweet spot—at least for creative work—lies right in the middle.

Interestingly, participants in this study exhibited less creativity when listening to noise at a lower level (similar to that found in a modern office) than when listening to noise at a moderate level (70 decibels, or how loud a vacuum cleaner might be when ten feet away).

Why? Well, increased noise makes it harder to think or reason through things. That, in turn, encourages more abstract processing in the brain. But turn the volume up too loud and the creative boost disappears.

The takeaway? If you’re brainstorming new people and culture initiatives, play your jam at a moderate level. That will maximize your creative thinking.  

Silence is still golden—but it’s just not practical in the modern office. Try telling your sales team to keep it down or asking your customer support team to silence the phones. Not going to happen, right?

That’s a good thing. While a totally quiet office might be more productive, it doesn’t sound like a whole lot of fun, nor a positive way to build your company culture. If making conversation is taboo and laughter is seen as disruptive, how will team members get to know each other?

For all of the challenges brought up by noise, the modern day, music-friendly workplace is the more sound alternative.Looking for something a bit more engaging to listen to? Download our ebook, Top HR podcasts and webinars you shouldn’t miss, and receive a list of our recommendations for HR resources to listen to.

The post The link between productivity and music at work appeared first on Rise.

After re-examining and reframing how you think about employee performance management, it’s time to compile your insights into a new strategic approach to a new performance management plan.

Here’s how to establish a robust performance management process for your teams and employees, with a focus on the continual development of your people’s performance.

Assess your current performance management process, thinking about your company’s mission and needs and define what you would like to achieve moving forward.

What accomplishments are you determined to hit in your company that can be supported through performance management? Do you want to strengthen your teams? Launch your new product feature on time? Hit your sales target for the quarter?

Once your mission has been identified, set the objectives that you want to achieve and set the goals that will help drive you there.

For example, when it comes to team building, many organizations want to realize their employees’ full potential, which is done through generating more meaningful conversations and collaborations between managers and employees, and supporting better skills training and career development, with the goal fulfillment of improving employee performance over the long term.

The successful implementation of a new performance management process involves a collaborative process between leaders, managers, and employees. Consult with key players—including your senior management and other decision makers across different departmental units—and collect their insights on what they envision performance management to look like at your organization.

Consolidate those perspectives and create an action plan for your company-wide performance management strategy. Define team goals and then break them down even further by identifying individual goals at the employee level to align with and support the fulfillment of your company’s strategic plan.

Validate the changes being made by communicating the reasoning, the objectives, and the action plan with your whole team.

A communication strategy to get everyone in your workplace on board with the plan is necessary. Buy-in can be crucial to the success of the program; if interest wanes, it’s dif cult for the program to succeed. Provide training for managers and employees and set a target date for the implementation of changes.

Link individuals’ contributions to the organization’s priorities and goals through establishing company-wide OKRs, or Objectives and Key Results. One suggested OKR framework to use: SMART goals. Determining and setting clearly defined SMART goals that are actionable (through steps) and measurable (through tracking) involves this framework:

• Specific. Setting expectations of what, when, and how much.
• Measurable. Milestones to track progress and to motivate employees to achieve.
• Achievable. Success is attainable, but with stretch goals added as well to push further.
• Relevant. Consider the impact of every goal to the overall corporate strategy.
• Timely. Keep your goals grounded within a timeframe to create a sense of urgency.

Monitor your team’s progress on their goals and encourage employees to track their own progress.

This information is needed for managers to review productivity, as awareness will allow management to step in with assistance, coaching, timeline adjustments, or other resources if needed or to acknowledge and reward successes. This information is also helpful during the appraisal process to inform management of the steps involved in reaching a goal or to highlight past and ongoing successes.

Set up a regular cadence of touchpoints between department managers and their reports. Digital apps can facilitate this process in a means that is convenient to all.

Continuously evaluate the effectiveness of your new performance management process. Determine whether or not the plan is boosting performance, producing the expected results, and contributing to the overall success of the company. Based on what works and what doesn’t work, refine, adjust, and improve, and communicate any progress and timeline changes in regards to performance management with your team so they are aware.

For more expert advice on staying competitive in today’s dynamic workplace, download our free ebook: The positive effects of an effective performance management process.

The post How to implement a new performance management plan appeared first on Rise.

Performance reviews generally—and traditionally—take place once a year and are associated with salary increases. However, doing performance reviews all at the same time is not only time-consuming for managers but also intimidating for employees. An entire year's worth of work summarized in one meeting? This is why annual performance reviews tend to fall short in delivering clear feedback and expectations. 

Regular performance reviews are a great way to create a continuous feedback loop, where employees aren’t left wondering how they’re doing. Research shows that 68% of employees who “receive accurate and consistent feedback” feel fulfilled in their roles. Regular feedback also allows managers to create goals for employees, and evaluate how each employee’s performance aligns with personal, departmental, and organizational goals. 

Want more information about setting up regular performance reviews? Download our Performance management policy template to set yourself and your employees up for success. 

Regular performance reviews benefit employees in numerous ways. Here are some: 

• Providing your employees with regular recognition and rewards can improve overall performance. By completing regular reviews, you’re able to acknowledge your employees’ hard work and reward them more frequently, which can increase employee productivity. As one survey found, “69% of employees say they would work harder if they felt their efforts were better recognized”.
• Any work that is being done improperly can be corrected. Regular feedback means that employees will know for certain that they’re doing their jobs properly, rather than finding out at 6 months or a year that they’ve been doing at least one thing wrong the entire time. Regular feedback can save your employees from embarrassment/dejection and save you a significant amount  of time not having to fix or undo mistakes. 
• Regular reviews can help establish transparency and foster trust. Creating clear expectations and goals will ensure that no one feels blindsided by their feedback, creating a sense of trust. 
• Employees can benefit from self-reflection, too. Employees can improve their own performance by being encouraged to self reflect. 

Regular performance reviews can also help you as a manager. 

Providing regular feedback to employees ensures that you’re always in touch with them and can keep up with the work they’re doing and ensure their progress towards goals. Checking in with employees will also help you identify and reward employees who are continually invested, engaged, or show leadership potential. 

Regular reviews also give employees the opportunity to give you feedback, helping you be a better manager. On top of that, research shows that managers who receive regular feedback on their strengths had 8.9% higher profitability. 

If you’re unsure where to start with providing regular performance reviews, download our free Performance management policy template to create a framework for reviews and  improve employee performance.

The post The many benefits of regular performance reviews appeared first on Rise.

Spotify recently announced that they’re going to be adopting a work from anywhere model, allowing “Spotifiers to work from wherever they do their best thinking and creating”. 

The music streaming service is one of many big tech companies—together with Amazon, Facebook, and Microsoft, to name a few—that plans to offer a flexible work model in response to the COVID-19 pandemic. Remote work trends indicate that as many as 47% of companies plan to allow employees to continue to work remotely full-time. 

Having a tough time navigating remote work trends? Read our latest guide to learn more about work from home, work from anywhere, and hybrid work models, and decide which is best for you and your employees. Download our guide Charting the Future: Your Guide to Remote Work Models for free.

Work from anywhere (abbreviated WFX or WFA) is the most flexible of the remote work trends, allowing employees to work from anywhere in the world, as long as they are able to connect virtually. It has a number of merits, but some downsides as well. 

Continue reading to learn more about work from anywhere and why it may be the future of work (or not). 

Employees who work from anywhere can choose to work from their home; employees who work from home can’t usually work from anywhere—a local coffee shop might be as far as they’ll go. 

As Forbes notes, the main distinction is that employees who work from home will generally “remain close to their current offices and only go to the office on an as-needed basis”, whereas working from anywhere means that employees are free to live wherever they would like. 

With a work from anywhere model, companies may still choose to have a central office that can act as a hub for employees; however, having one isn’t necessary. Online music streaming company Spotify plans to “provide co-working space memberships for those who predominantly choose to work remotely, but still want a dedicated workspace to utilise”. 

The positives

Here are some of the positives of a work from anywhere model:

• Freedom to live and work wherever you want to. If you want to live by the beach or in the mountains, as long as you have a stable internet connection (or somewhere you can go for one), you can work there. Or, you can travel and adopt a nomadic lifestyle.
• It stops brain drain. If people are able to stay in their hometowns, where the cost of living may be more affordable, and work remotely then those locales will no longer suffer from losing younger demographics to bigger cities where work may be more readily available. Not to mention, it means that people are able to stay closer to their families if they so wish.
• WFX also means an increased talent pool, since organizations aren’t limited to only local employees.
• The price of real estate may also go down, since businesses will no longer need to rent or own commercial spaces.
• Employees may be able to save more money by choosing to live in places with lower costs of living. 
• Workers don’t have to deal with immigration issues if they choose to work for a company in another country.
• It’s better for the environment. With less people commuting and less office waste going into the landfills, work from anywhere has a smaller environmental footprint. 

The negatives

Here are some general concerns about WFX:

• It’s a really big change that may not actually be realistic for many organizations. 
• For companies that value in-person collaboration, work from anywhere won’t be feasible. 
• Feelings of loneliness and isolation can increase, with “[m]ore than half of employees [saying] they have felt lonely while working from home”.

• General team-building or camaraderie can be difficult to attain, or even non-existent, with the work from anywhere model.
• There may be a sense of pressure (whether explicit or implicit) to work more. This can take the form of answering emails during off hours or on days off, or working when, if the employee  were in the office, they’d take a sick or personal day. 
• Communication breakdowns or silos may be more of an issue with WFX.

Anywhere, anyhow: although it may seem like there are more positives than negatives for work from anywhere, that isn’t necessarily the case. The first negative, of it being a big change, is really the main factor to consider.

Many organizations are considering a permanent switch to part-time work from home, but a transition to work from anywhere may be too big of a leap for many companies. However, if flexibility is very important to your organization and you want to be able to have a wider and more diverse talent pool, work from anywhere may be a great option. 

Still not sure about all the different remote work trends and models? Download our FREE guide Charting the Future: Your Guide to Remote Work Models to learn more about how you can decide which remote work model will work best for your company and your employees.

The post Remote work trends and the possibility of working from anywhere appeared first on Rise.

Mindfulness in the workplace “is a 21st-century skill”, defined by Forbes as the “ability to be present and mindful—to stay focused intentionally without passing judgment”. Businesses with mindful practices can be much more resilient, which is especially important in today’s market.  

Being mindful impacts employees and leaders alike. Mindfulness in the workplace allows people to do their jobs effectively, without the expense to their mental health. 

A study of 10,000 employees who participated in mindfulness activities found that the employees experienced a “28 percent reduction in their self-reported stress levels, a 20 percent improvement in their sleep quality and a 19 percent reduction in pain recorded in surveys of the participants. They also became more effective, gaining an average of 62 minutes per week of added productivity”.

Continue reading for more information on mindfulness in the workplace and how it can improve performance and mental health.

Mindfulness has a wide range of meanings, but is really about the intention of bringing awareness to our feelings and behaviours. 

The concept of mindfulness gets its inspiration from Buddhist practices, but as a piece in the New York Times points out, “today [mindfulness] is available as a wholly secular practice that emphasizes stress reduction, the cultivation of focus and the development of tranquility”.

Mindfulness doesn’t have to be a specific action, such as yoga or meditation—though those can be great as a starting point—but rather, mindfulness is a general attitude of positivity and being in tune with emotions. 

A big part of mindfulness in the workplace is setting intentions and finding ways to stick to them.

Particularly with remote work, accountability and focus may be harder to come by, which is why it’s important to be more intentional about staying mindful.

This might include things such as setting daily or weekly goals as well as long-term goals, making to-do lists to manage your time, and eliminating distractions. 

For example, set specific hours for responding to emails so that you aren’t constantly checking for updates and being distracted throughout the day. You can also turn off notifications or mute your computer and phone so that you won’t be disrupted by pings. It’s also important to schedule “task-free” time, where you don’t have anything specific planned and can just focus on thinking and mindfulness. 

Mindfulness and intention setting is about more than just accomplishing things. It’s also what you get out of them. 

It’s really important that mindfulness in the workplace comes from the top down.

Not only is it good business practice, allowing “businesses to decrease stress, reduce turnover, improve productivity, recruit top talent and increase innovation”, but it’s also good personal practice. 

This means taking breaks to avoid burn out, scheduling meeting-free times or even meeting-free days, and automating any services that can be automated (such as using an HRIS software). 

A New York Times guide on how to be more mindful at work recommends the STOP method:

• Stop. Take a brief pause and stop whatever you’re doing. 
• Take a breath. Concentrate on measured breaths, and be sure to exhale for as long, or longer, than you inhale. 
• Observe. Take this moment to acknowledge what is going on with you, both externally and internally. You don’t need to fix it, just acknowledge it. 
• Proceed. Having taken this time to check-in with yourself, you can now carry on with your day. 

There are many different ways that you can incorporate mindfulness into your everyday life. You don’t have to do them all, or all the time.

• Take lots of breaks. Whether it’s to make yourself a snack or have a cup of tea, taking breaks can offer clarity. In particular, if you are feeling frustrated or overwhelmed, it’s good to step back and give yourself some space before replying to that email or finishing a task. 
• Make small, sustainable changes. Don’t try to take up an hour of yoga and meditation in the morning every day if it’s something you’ve never done before. Instead, maybe try just taking time to set some intentions for the day as you brush your teeth or have your coffee (not necessarily in that order). 
• There are a number of great podcasts, apps, and YouTube videos on mindfulness and meditation that you can incorporate into your daily routine. 
• Have dedicated time during the day where you disconnect from your phone and social media. This is a great way to bring your attention back to yourself and whatever you’re trying to accomplish. 
• Remember that mindfulness is about reflection and giving yourself the space to feel whatever it is you’re feeling. Don’t focus too much on how you do it, but on the doing of it. 

The post The mind that matters: Mindfulness in the workplace appeared first on Rise.