Engaged Employees – GFoundry

The Remote Work Paradox: More Motivation and Autonomy… but 86% of Employees Report Burnout

Martin Rocha — Wed, 02 Jul 2025 11:26:26 +0000

How Remote Work is Rewriting the Rules of People Management

In the complex ecosystem of post-pandemic work, companies face one of the greatest talent management challenges of our generation: balancing flexibility and well-being. On one hand, satisfaction levels remain high — studies reveal that remote work has a positive impact on employee motivation and perceived autonomy.

However, this newfound freedom is often shadowed by a silent and devastating crisis: invasive online monitoring. This practice contributes directly to a 13% increase in feelings of burnout and extended work hours. The promise of autonomy clashes with the reality of surveillance, where 23% of employees feel perpetually observed and another 18% report increased stress and anxiety.

This is the new talent paradox of 2025: a model that offers flexibility on the surface but often creates an underlying culture of distrust and pressure, demanding an unsustainable toll on employee mental health.

The Origin of the Paradox: When “Trust” Becomes Surveillance

The desire for productivity is not the problem. The issue lies in an environment where attempts to ensure performance lead to self-exploitation and anxiety, driven by specific management practices. The main factors fueling this crisis are now quantifiable:

Micromanagement and Performativity: Instead of fostering autonomy, online monitoring leads 31% of employees to feel the weight of micromanagement. This creates a culture of “performativity”, where 17% feel pressured to appear constantly active online, shifting the focus from the value of their work to simple online visibility.
Erosion of Trust and Privacy: A sense of constant surveillance deteriorates the psychological safety of the work environment. Fifteen percent of employees see the monitoring of their online activity as an overreach into their personal privacy, eroding the fundamental trust between them and their employers.
Deterioration of Well-being: The pressure to be always “on” has tangible consequences for health. Sixteen percent of employees report a decrease in the frequency and quality of their breaks, a direct path to exhaustion and a decline in both mental and physical well-being. This culminates in a direct increase in burnout, proving that productivity gained through surveillance is often a short-term illusion with long-term costs.

The Screen Paradox: How the Flexibility of Remote Work Became a Burnout Trap

The shift to remote work, accelerated by the pandemic, has moved from being a temporary measure to becoming a cornerstone of the modern professional ecosystem. The promise was clear: more flexibility, autonomy, and a better work-life balance. However, the data paints a much more complex and alarming picture. Flexibility, cited by 67% of workers as the main advantage of this model, has brought with it a silent burnout crisis, with an astonishing 86% of full-time remote workers reporting feeling burned out.

The Anatomy of Remote Burnout

At the heart of the problem lies the blurring of boundaries between the workspace and the home. The difficulty in “switching off” is the main concern for 40% of remote professionals, a reality confirmed by the fact that

81% admit to checking work emails outside of working hours. This “always-on” culture is not just a perception—it’s a deeply rooted habit: only 30% are able to fully avoid working on weekends.

Adding to this inability to disconnect is the intense pressure to be constantly available, felt by 67% of these workers. The result is a de facto extension of the workday, with 55% saying their working hours have become longer since transitioning to remote work. This scenario is made worse by a glaring lack of institutional support, with 51% feeling that their employer does not provide the necessary support to deal with burnout.

The Human Impact: Beyond the Professional

The consequences of this ongoing pressure are deep and far-reaching. Workplace stress doesn’t remain behind the screen; it invades mental health and personal life. A staggering majority of

76% of respondents acknowledge that work-related stress negatively impacts their mental health, potentially leading to depression and anxiety. Work quality is another casualty, with 91% of employees stating that uncontrolled stress and frustration harm their performance.

The impact extends beyond the professional realm, with 83% admitting that burnout can negatively affect their personal relationships. A vicious cycle is created, where the lack of boundaries at work harms personal life, and the absence of a personal refuge makes it impossible to recover from work stress.

A Call to Action for Leadership

Despite this scenario, it would be simplistic to demonize remote work—especially when flexibility, the lack of commuting, and the freedom to live anywhere are such valued benefits. The problem doesn’t lie in the model itself, but in its implementation without a support structure and a culture of well-being.

Burnout is not an individual failure; it’s an organizational symptom. Leaders have the responsibility to redefine expectations, actively promote the right to disconnect, and provide their teams with the emotional and practical support they need. Ignoring these signs is not just neglecting the well-being of teams—it’s compromising the sustainability, innovation, and success of the business itself. Source

Recommended Strategies for HR and Leadership: From Crisis to Opportunity with GFoundry

To navigate this challenge, HR teams and leadership must be intentional and proactive. It’s essential to build an ecosystem where well-being is not an add-on, but the foundation of high performance. Employee experience management platforms like GFoundry are essential for effectively implementing these strategies.

1. Measure to Manage: Identify Risk Signals

If 76% of your employees could be at risk, the first step is to know who they are and why. Waiting for the problem to become visible is waiting too long.

Practical example with GFoundry: Use the Pulse Surveys & Feedback module to launch quick, anonymous pulse surveys. Ask direct questions about workload, stress levels, and work-life balance. GFoundry’s analytical dashboards allow you to identify concerning trends by team or department, giving managers the insights they need to act before it’s too late.

2. Clarify Purpose and Goals to Reduce Anxiety

Lack of clarity on priorities is a major source of stress. Engaged employees want to know their efforts are being directed toward what truly matters.

Practical example with GFoundry: Implement the OKRs (Objectives and Key Results) methodology on the platform. GFoundry makes company, team, and individual objectives transparent to everyone. This not only aligns efforts, but also gives employees the autonomy and confidence that they are working on the right priorities, reducing “busy work” anxiety.

3. Build Bridges Against Isolation

Human connection is the most powerful antidote to burnout. It’s essential to foster a culture of recognition and camaraderie — even remotely.

Practical example with GFoundry: Energize your culture with the Communication and Recognition modules. Create a social wall to celebrate wins (big and small), and use peer-to-peer recognition programs where colleagues award each other with badges and points. Seeing their work publicly appreciated reinforces belonging and combats disconnection.

4. Invest in the Future to Retain Talent

If lack of career prospects affects engagement, showing a clear growth path is essential for retention.

Practical example with GFoundry: Use the Learning module to create personalized and accessible development plans. With micro-learning paths and gamification elements, training becomes more engaging. By linking course completion to career progression and performance evaluations on the platform, the company shows a real commitment to its employees’ future.

A New Trust Contract

The statistics don’t lie. Keeping most employees engaged is an impressive feat, but it’s a house of cards if 69% are running on empty. The 2025 talent paradox calls for a new kind of leadership — one that is empathetic, data-driven, and focused on human sustainability.

By using integrated tools like GFoundry, organizations can turn data into action. They can build a culture where engagement and well-being are not opposing forces, but two sides of the same coin — creating an environment where talent not only survives but thrives.

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post The Remote Work Paradox: More Motivation and Autonomy… but 86% of Employees Report Burnout appeared first on GFoundry.

Compensation and Benefits: Why They Matter More Than You Think

Clara Costa — Fri, 20 Jun 2025 17:59:47 +0000

What are compensation and benefits?

“Compensation” and “benefits” refer to the package of rewards provided by employers to their employees in exchange for their services.

Compensation and benefits are an important part of the employee experience. They can help attract and retain top talent, motivate and engage employees, and improve employee satisfaction.

When designing a compensation and benefits package, it is important to consider the needs of the employees and the overall goals of the organization. The goal is to create a package that is attractive to employees, but also affordable for the organization.

How GFoundry Can Help:

GFoundry’s comprehensive Talent Management Platform is designed to support organizations in navigating these challenges by offering tools that enhance the effectiveness of compensation and benefits strategies.

Through GFoundry’s gamification engine, companies can create dynamic and engaging reward systems that align with their compensation and benefits packages. Employees can earn badges, virtual coins, and other recognitions for achievements, contributing to a more motivating and rewarding work environment.

Moreover, GFoundry’s platform allows for seamless integration with existing HR and business intelligence systems, providing valuable insights into employee performance and satisfaction. These insights can inform compensation and benefits decisions, ensuring that packages are competitive and aligned with employee needs.

GFoundry also offers modules for continuous feedback and evaluation, enabling organizations to adapt their compensation strategies in real time based on employee input and market trends. By promoting a culture of recognition and providing structured paths for career development, GFoundry helps organizations foster a positive employee experience, ultimately leading to higher retention rates and a more engaged workforce.

Some Statistics on Benefits and Compensation in Organisations:

About 80% of employees would rather have new benefits than a pay rise;
72% of employees admit that an increase in non-monetary benefits would increase their job satisfaction;
Companies with more attractive benefits and compensation packages had a 53% decrease in their turnover rate;
79% of employees from Generation Z and Millennials recognise that an increase in their rewards for recognition would increase their connection with the company.

Source: Access Perks Blog

What are the differences between compensation and benefits?

Compensation:
- Direct Compensation: This refers to the monetary rewards given to employees for their work. Examples include:
  - Salary: Regular payment, typically bi-weekly or monthly, that does not vary based on the number of hours worked (for salaried employees).
  - Hourly Wage: Payments made based on the number of hours worked (for hourly employees).
  - Commissions: Payments based on the volume or value of sales achieved.
  - Bonuses: Additional payments beyond the regular salary or wage, often awarded for performance, achieving certain targets, or year-end.
  - Tips: In some industries like hospitality, employees might receive tips from customers for good service.
- Indirect Compensation: Non-monetary rewards but still hold monetary value. Examples include paid time off, sick leave, or breaks during work hours.
Benefits:
- These are non-salary provisions that companies offer to employees to enhance their overall compensation package. Benefits can be legally mandated or provided as a competitive advantage by companies. Examples include:
  - Healthcare Benefits: Medical, dental, vision insurances.
  - Retirement Benefits: Contributions to retirement plans like 401(k) in the US.
  - Insurance: Life insurance, disability insurance, etc.
  - Paid Time Off (PTO): Vacation days, sick leave, personal days, etc.
  - Employee Assistance Programs: Counseling services, legal advice, etc.
  - Educational Assistance: Tuition reimbursement, professional development courses.
  - Company Perks: Gym memberships, discounts, company car, etc.
  - Stock Options: Offering employees the right to buy company stock at a predetermined price.
  - Childcare: Some larger companies might offer on-site childcare or childcare subsidies.
  - Flexible Working Arrangements: Flextime, remote working, compressed workweeks.

Why are compensation and benefits important?

Nowadays, most organisations have a Compensations and Benefits plan for their employees. These are not necessarily just monetary compensations.

The truth is that often a Compensation plan tailored to the needs and tastes of employees can have a significant impact on their motivation and therefore their productivity. Benefits can be linked to completing tasks and achieving certain goals, resulting in employees being more motivated to achieve certain rewards from your organisation.

If rewards are sufficiently aligned with employees’ tastes and profiles, they will feel more challenged and focused on achieving what is proposed. Furthermore, combining a compensation plan with gamification, you can make the employee experience more interactive, dynamic and, above all, rewarding of their effort.

One of the most influential levers a business can pull in achieving these objectives is its compensation and benefits package.

Here’s a closer look at the role of these elements and their far-reaching impacts on an organization:

Attracting high-performance candidates and improving retention

A robust compensation and benefits package acts as a magnet for top talents in any industry. High-performance candidates, often being in demand, can afford to be selective about their employers. Offering competitive salaries combined with a diverse array of benefits not only lures these candidates in but also plays a pivotal role in their decision to stay with the company for the long haul.

When employees recognize that their skills and contributions are being justly rewarded, they’re more likely to remain with the organization, reducing turnover rates and the associated costs of hiring and training new employees.

Motivated team members

Beyond just the basics of remuneration, benefits such as professional development opportunities, health and wellness programs, and flexible work arrangements provide employees with a sense that the company cares for their well-being and growth. This nurtures a motivated workforce, eager to contribute their best to the organization. When employees believe that they are fairly compensated and valued, they tend to push the boundaries of their roles, fostering innovation and driving growth.

Increased loyalty and engagement

An employee’s loyalty isn’t solely determined by their paycheck. Benefits that cater to an employee’s holistic needs – from health to work-life balance to future financial security – speak volumes about the company’s commitment to its workforce. Such provisions foster deeper loyalty, reducing the allure of headhunters and competitors. Moreover, loyal employees often act as brand ambassadors, promoting the company positively within their networks and potentially attracting more talent.

Improved productivity

It’s simple psychology: satisfied and engaged employees tend to be more productive. They are more focused, dedicated, and willing to put in the extra effort to see projects to fruition. By ensuring that the compensation and benefits align with or exceed industry standards, companies set the stage for an environment where employees are keen to deliver their best consistently.

Enhanced workplace experience

Lastly, compensation and benefits greatly influence the overall workplace experience. From the camaraderie formed in team-building events funded by the company to the peace of mind provided by a comprehensive health insurance package, these factors culminate in creating a positive, vibrant workplace culture. When employees are content and feel well taken care of, it permeates every aspect of the workplace, resulting in higher collaboration, fewer conflicts, and an environment conducive to growth.

What are the components of nonfinancial compensation?

Employees are seeking more than just a good salary from their employers. Nonfinancial compensation, which refers to benefits and rewards that are not included in an employee’s basic salary, has become increasingly essential.

These compensations can significantly impact an employee’s satisfaction, engagement, and loyalty to a company. While some of these benefits have a clear monetary value, others are intangible and can still greatly affect an employee’s well-being and job satisfaction.

Benefits with a Monetary Value

1. Healthcare Coverage: While not directly adding to an employee’s paycheck, comprehensive health, dental, and vision insurance coverage can save employees a considerable amount on medical bills.

2. Retirement Contributions: Some companies offer retirement plans like 401(k) or pension plans where the employer contributes a certain percentage of the employee’s salary. Over time, this can lead to significant savings for the employee.

3. Educational Assistance: Offering reimbursements for courses or tuition can save employees thousands of dollars. This benefit not only provides a monetary value but also aids in personal and professional development.

4. Commuter Benefits: Some companies offer transit passes, reimbursements for parking, or even carpooling allowances, reducing the monthly commuting expenses of their employees.

5. Employee Discounts: Discounts on company products or services can save employees money, especially if these are products they use regularly.

Benefits with No Monetary Value

1. Flexible Working Hours: The ability to choose one’s working hours or work in a flexible environment, like remote working options, can greatly increase work-life balance without a direct monetary benefit.

2. Professional Development: Opportunities for training, attending conferences, or simply being given challenging assignments can boost an employee’s career trajectory. While these don’t have immediate monetary implications, they can lead to better career opportunities in the long run.

3. Recognition and Awards: Recognizing employees for their hard work and achievements, even if it’s just through verbal appreciation or awards, can boost morale and motivation.

4. Health and Wellness Programs: Initiatives like gym memberships, counseling services, or even organizing regular health check-ups demonstrate an employer’s commitment to their employee’s overall well-being.

5. Company Culture: A positive, inclusive, and vibrant company culture where employees feel valued and included can be a significant non-monetary benefit. It creates an environment where employees enjoy coming to work and interacting with their colleagues.

6. Work-Life Balance Initiatives: Measures like providing parental leave, counseling services, or even organizing team outings can assist in maintaining a harmonious balance between personal and professional life.

Compensation Metrics and Terms

To manage compensation effectively, it is essential to use key metrics that ensure fairness, transparency, and alignment with organizational goals. Below are some of the most important compensation metrics to track:

Salary Range Penetration

This metric measures an employee’s current salary as a percentage of the total salary range for their position. It helps ensure that salaries are competitive and consistent with the employee’s experience and performance levels.

Compa Ratio

Compa ratio is calculated by dividing an employee’s salary by the midpoint of the salary range for their role. A ratio below 1 indicates that the employee is paid below the market rate, while a ratio above 1 shows they are paid above it. This ensures alignment with market standards.

Range Spread

Range spread refers to the difference between the minimum and maximum pay within a salary range. A larger spread offers more room for salary growth, while a smaller spread can indicate limited progression opportunities within a role.

Range Maximum

The range maximum is the highest salary an employee can earn within their pay grade. It is crucial for managing expectations and planning promotions or salary increases over time.

Personalization of Benefits Packages

Personalization of benefits packages is becoming increasingly important. Employers are moving away from one-size-fits-all models and instead offering customizable options that align with individual employee needs and preferences.

This approach not only enhances employee satisfaction and retention but also allows organizations to address diverse workforce demands, from flexible working hours to mental health support. Also, by leveraging technology, companies can offer tailored benefits that reflect the unique priorities of their employees, creating a more engaged and motivated workforce.

Comprehensive Benefits Packages Tailored for 50 Common Job Functions

Job Function	Example Benefits Package
Accountant	Private pension plan Tuition reimbursement for CPA certification Comprehensive health insurance Flexible working hours
Software Developer	Remote work stipend Professional development courses in new programming languages Health and dental insurance Stock options
Project Manager	PMP certification reimbursement Performance-based bonuses Retirement plan with employer match Flexible working schedule
Sales Manager	Commission-based incentives Company car or car allowance Comprehensive health insurance Life insurance
Customer Service Representative	Health insurance Flexible working hours Professional development opportunities Performance bonuses
Human Resources Manager	Retirement plan with employer match Health and wellness programs Life insurance Flexible working hours
Marketing Specialist	Budget for marketing conferences and courses Health and dental insurance Performance-based bonuses Remote working options
Financial Analyst	MBA or CFA tuition reimbursement Comprehensive health insurance Retirement plan with employer match Bonuses based on financial performance
Administrative Assistant	Health insurance Paid time off Professional development opportunities Flexible working schedule
Operations Manager	Performance-based bonuses Comprehensive health insurance Retirement plan with employer match Leadership training programs
Nurse	Comprehensive health insurance Paid time off and overtime pay Continuing education reimbursement Wellness programs and mental health support
Teacher	Pension plan Health and dental insurance Professional development funding Paid vacation time
Product Manager	Stock options Comprehensive health insurance Professional development budget Flexible working hours
Data Analyst	Professional certification reimbursement Health insurance Remote work flexibility Performance-based bonuses
Business Analyst	Tuition reimbursement for relevant courses Health and dental insurance Retirement plan with employer match Flexible working hours
Graphic Designer	Creative leave and mental health days Health insurance Flexible working hours Budget for design tools and software
Mechanical Engineer	Continuing education and certification reimbursement Health and dental insurance Retirement plan with employer match Performance-based bonuses
Executive Assistant	Health and dental insurance Professional development opportunities Flexible working hours Paid time off
IT Support Specialist	Health and dental insurance Professional certification reimbursement Remote work flexibility Performance-based bonuses
Logistics Coordinator	Health insurance Transport allowance Professional development programs Flexible working hours
Digital Marketing Manager	Marketing conference attendance Health and dental insurance Flexible working hours Bonuses based on campaign success
Electrical Engineer	Continuing education reimbursement Health and dental insurance Retirement plan with employer match Performance-based bonuses
Quality Assurance Specialist	Professional certification reimbursement Health insurance Flexible working hours Performance-based bonuses
Procurement Specialist	Health insurance Professional development opportunities Flexible working hours Performance-based bonuses
Content Writer	Remote working options Health insurance Paid time off Creative leave days
UX/UI Designer	Budget for design tools and software Health insurance Flexible working hours Creative leave and mental health days
Network Administrator	Health insurance Professional certification reimbursement On-call pay Remote work flexibility
Civil Engineer	Continuing education reimbursement Health and dental insurance Company vehicle or travel stipend Performance bonuses
Database Administrator	Health insurance Professional certification reimbursement Flexible working hours On-call pay
Social Media Manager	Budget for social media tools Health insurance Flexible working hours Bonuses based on engagement metrics
Biomedical Engineer	Health and dental insurance Continuing education reimbursement Flexible working hours Performance bonuses
Compliance Officer	Health insurance Professional development opportunities Flexible working hours Retirement plan with employer match
Event Planner	Health insurance Travel allowances Flexible working hours Bonuses based on event success
Web Developer	Remote work stipend Health and dental insurance Professional development opportunities Flexible working hours
Pharmacist	Comprehensive health insurance Professional development opportunities Flexible working hours Bonuses based on performance
Public Relations Specialist	Health insurance Budget for industry events and networking Flexible working hours Bonuses based on campaign success
Legal Counsel	Health and dental insurance Continuing legal education reimbursement Retirement plan with employer match Flexible working hours
Health and Safety Officer	Health insurance Professional certification reimbursement Flexible working hours Bonuses based on safety metrics
Environmental Scientist	Health and dental insurance Fieldwork stipends Professional development opportunities Flexible working hours
Supply Chain Manager	Health insurance Professional development opportunities Company vehicle or transport allowance Performance-based bonuses
Construction Manager	Health and dental insurance Company vehicle or travel allowance Flexible working hours Bonuses based on project completion
Customer Success Manager	Health insurance Flexible working hours Bonuses based on client retention Professional development opportunities
Copywriter	Remote work flexibility Health insurance Paid time off Creative leave days
Clinical Research Coordinator	Health insurance Professional development opportunities Flexible working hours Bonuses based on research milestones
Technical Support Engineer	Health insurance Professional certification reimbursement Flexible working hours On-call pay
Manufacturing Engineer	Health and dental insurance Continuing education reimbursement Performance-based bonuses Flexible working hours
Fundraiser	Health insurance Bonuses based on fundraising goals Flexible working hours Professional development opportunities
Actuary	Health insurance Tuition reimbursement for actuarial exams Flexible working hours Retirement plan with employer match
Real Estate Agent	Health insurance Commissions-based income Flexible working hours Professional development opportunities
Account Manager	Health insurance Bonuses based on client retention Flexible working hours Professional development opportunities

Trends in Compensation and Benefits

The Shift in Organizational Dynamics

The traditional hierarchical structure is becoming increasingly outdated as employees gain more influence within organizations. To adapt, companies must cultivate a culture of trust, autonomy, and empowerment, allowing employees to take ownership and contribute meaningfully to their roles.

Prioritizing Employee Experience

Organizations must prioritize the employee experience by creating positive work environments, offering growth and development opportunities, and providing competitive compensation and benefits. This holistic approach not only boosts satisfaction but also drives performance and retention.

Trends in Compensation and Benefits

Companies are increasingly offering flexible benefits plans that allow employees to customize their packages according to individual needs. Wellness programs, including mental health support and fitness initiatives, are becoming essential. The rise of remote work has led to new compensation models, such as remote work allowances. Pay equity and transparency are gaining importance, with companies focusing on fair compensation practices. Additionally, digital platforms are being leveraged to efficiently manage and personalize benefits packages, reflecting the modern workforce’s expectations.

The Impact of Technology

Technology, including automation, AI, and remote work, is reshaping the workplace. Embracing these innovations is crucial for maintaining competitiveness and operational efficiency in the modern business landscape.

The Evolution of Leadership

Traditional leadership styles are no longer sufficient. Modern leaders need to develop skills such as empathy, adaptability, and a purpose-driven mindset to effectively inspire and motivate their teams in a rapidly changing environment.

Embracing Change and Innovation

Organizations must be agile and willing to adapt to the evolving work landscape. This involves embracing new technologies, experimenting with innovative work structures, and fostering a culture that encourages creativity and continuous improvement.

Investing in Human Capital

Employees are the cornerstone of any successful organization. Investing in their development, well-being, and engagement is critical for long-term success, ensuring that they remain motivated and aligned with the company’s goals.

Purpose-Driven Organizations

A clear and compelling sense of purpose is essential for attracting and retaining top talent. Purpose-driven organizations foster a strong company culture, drive innovation, and create a meaningful connection between employees and their work, leading to sustained success.

3 Steps to create a Benefits and Compensation Programme

Here are 3 steps to help you effectively manage a Benefits and Rewards programme for your organisation:

Step 1: Measure

The first step in awarding compensation to employees who perform in line with your goals is to measure their performance.

Using Competition KPI’s with your data!

With the Competitions Module, you can gamify employee performance data in order to transform it into leaderboards. By giving visibility on the leaderboards, it is possible to implement a culture of healthy competitiveness, so that everyone wants to strive to reach the top!

Using Performance & Evaluation

With the our Performance & Evaluation solutions you can do continuous or one-off assessment to help you achieve goals and objectives throughout the year. In addition to performance evaluation, you can also manage your employees’ Potential and Career Management process. At this stage, responsibility is placed on the managers who are responsible for their teams, having a clear perception not only of each one’s performance, but also a perception of their potential within the organisation.

Using Recognition

Employee recognition isn’t just a nice-to-have. It also supports your organization’s bottom line. GFoundry’s recognition solutions enables peer-to-peer recognition and positive feedback to improve Engagement, powered by GFoundry’s gamification engine. With the GFoundry recognition module, you can endorse someone in your company in three possible ways: Public acknowledgment, Soft Skills Recognition and Hard Skills Recognition.

Step 2: Listen

Before defining what benefits can be given to employees, it is important to understand what benefits employees value the most. Depending on the community of each organisation, there are groups that have different preferences.

Using the Comparisons module

Through the Comparisons Module, you can give voice to the community and identify which benefits employees prefer most! Working through successive comparisons between two elements, employees answer and a ranking of preferences is generated for each employee. At the end, and after having the response of the whole community, a ranking of the organisation is generated, where it will be possible to identify the benefits most requested by employees!

Using the feedback module

Through regular feedback processes, you can see what things your employees value most. The feedback module allows you to create forms with multiple fields that can be segmented by department, job function, geography or any other group of people.

Step 3: Reward

In GFoundry, every action on the platform can be rewarded with a badge. Badges are an important element of our gamification engine that allows users to be awarded 2 very important elements: Points and Virtual Coins.

Points are used to position employees in Leaderboards.

Leaderboards promote a healthy competitiveness between people and teams as they give visibility to who is leading the top of the rankings in certain areas, which may be linked to Training, Recognition, among other modules. Virtual Coins represent the balance that each employee has on the platform, which can be used in the Market Module.

The Market Module works as a store, where the company can offer many benefits and perks that employees can exchange with their coins. Some examples of benefits can be vouchers, extra days of holidays or even contributions to social causes

It is also possible to integrate the virtual world with the organisation’s physical environment. Through Digital Vouchers, the company can distribute codes generated by the platform to various physical spaces, so that employees can exchange them for Virtual Coins. This way, you can manage, in a more agile way, all the benefits that you give to your employees, always having access to what they can earn throughout the year.

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Compensation and Benefits: Why They Matter More Than You Think appeared first on GFoundry.

The Compensation Equation: Attracting and Retaining Top Talent

Clara Costa — Sun, 17 Nov 2024 19:44:06 +0000

This episode explores the critical role these rewards play in the modern workplace, breaking down the different types of compensation and benefits and their impact on attracting, retaining, and motivating employees.

We’ll examine direct compensation like salaries, wages, commissions, bonuses, and tips, along with indirect compensation such as paid time off and breaks.

We’ll also cover the range of benefits that enhance the overall employee experience, from healthcare and retirement plans to insurance, educational assistance, and company perks.

The episode emphasises how a well-designed compensation and benefits programme acts as a magnet for high-performing candidates, leading to improved retention, increased loyalty and engagement, a boost in productivity, and an enhanced workplace experience.

The post The Compensation Equation: Attracting and Retaining Top Talent appeared first on GFoundry.

Transforming Onboarding into an Unforgettable Experience

Gabriel Costa — Tue, 11 Jun 2024 09:45:27 +0000

Unforgettable Onboarding Experience Transformation

In this article, we will provide you with some examples and ideas to make your employee onboarding more impactful.

Onboarding is the first real contact a new employee has with the company’s culture and work environment, and it is crucial for their engagement and retention.

A positive onboarding experience is essential for setting the ‘tone’ of an employee’s journey within your organization. How can we make this process memorable, engaging, and effective?

The answer lies in GFoundry, an innovative digital engagement platform.

Create impactful onboarding journeys for your employees

The process: Simple, powerful, and fun!

GFoundry has developed an amazing feature that you can use with various modules to meet your onboarding and engagement needs: Digital Journeys.

A journey is a structured path with a strong visual framework that can have one or more stages to be completed. Each of these stages can be created with one or more modules from the GFoundry platform.

Create impactful Onboarding Journeys for your employees

Example	Description of Onboarding Journey
Example 1	Participation in a virtual welcome session via the Events Module. Complete a course on “Organizational Culture” through the Learning Module. Take an interactive quiz on company security policies using the Learning Module. Fill out a personal information form for HR using the Forms Module. Create a 30-day integration plan with the manager using the Goals Module. Meet with a designated mentor to discuss first steps in the company using the Communities Module.
Example 2	Watch an introductory video of company teams and departments via the Learning Module. Complete a quiz on the company’s main products/services using the Learning Module. Submit tax and banking documents through the Forms Module. Participate in an interactive session on remote work best practices using the Events Module. Set KPIs to achieve in the first 3 months with the manager using the Goals Module. Provide initial feedback on the onboarding process using the Feedback Module.
Example 3	Participate in an integration meeting with the team via the Events Module. Watch tutorial videos on tools and software used in the company using the Learning Module. Complete a checklist of essential workstation configurations using the Tasks Module. Create a competency development plan with the manager using the Evaluation and Careers Module. Take a quiz on company values and mission through the Learning Module. Submit a report on first impressions in the company using the Forms Module.
Example 4	Attend an initial meeting with the CEO via the Events Module. Complete a course on diversity and inclusion using the Learning Module. Fill out a form for work preferences (schedule, environment) via the Forms Module. Submit a project proposal for the first 90 days using the Goals Module. Take a quiz on the organizational structure using the Learning Module. Hold a follow-up meeting after 15 days of work with the manager using the Communities Module.
Example 5	Attend an interactive presentation on the company’s history using the Learning Module. Complete a checklist for installing essential software using the Tasks Module. Fill out a benefits configuration form using the Forms Module. Set short-term goals with the manager using the Goals Module. Complete a quiz on cybersecurity policies using the Learning Module. Participate in a networking session with other new hires using the Events Module.
Example 6	Attend an orientation session on ethics and compliance through the Learning Module. Complete a checklist to configure access to company tools using the Tasks Module. Fill out a form with professional expectations for the first year via the Forms Module. Participate in a team meeting to introduce the new employee using the Events Module. Create an individual development plan with the manager using the Evaluation and Careers Module. Submit feedback on the onboarding experience using the Feedback Module.
Example 7	Watch a welcome video from the leadership team using the Learning Module. Complete a quiz on internal conduct standards using the Learning Module. Fill out a form to request office supplies using the Forms Module. Complete a checklist to set up the remote work environment via the Tasks Module. Set performance goals for the first six months with the manager using the Goals Module. Participate in an interdepartmental welcome session using the Events Module.
Example 8	Participate in a virtual integration session with other new employees using the Events Module. Complete a course on time management and productivity through the Learning Module. Fill out a form to configure email and other tools using the Forms Module. Complete a checklist to set up the profile on internal platforms via the Tasks Module. Develop a career strategy with the manager using the Evaluation and Careers Module. Participate in a quiz on the company’s environmental practices through the Learning Module.
Example 9	Watch a video on the company’s vision and strategy using the Learning Module. Complete a quiz on the company’s value chain using the Learning Module. Submit a form to authorize access to sensitive data via the Forms Module. Create a checklist for scheduling meetings with key stakeholders using the Tasks Module. Set annual goals in collaboration with the manager using the Goals Module. Provide continuous feedback during the first month using the Feedback Module.
Example 10	Participate in an introduction to the company’s values and culture through the Learning Module. Complete a quiz on key safety standards at work using the Learning Module. Fill out a form to select flexible benefits using the Forms Module. Create a long-term development plan with the manager using the Evaluation and Careers Module. Complete a checklist to prepare for initial meetings using the Tasks Module. Participate in a Q&A session with the team using the Events Module.
Example 11	Watch a welcome video from team members via the Learning Module. Complete a quiz on the company’s main business areas using the Learning Module. Fill out a form to apply for leadership development programs via the Forms Module. Complete a checklist to adapt to the work environment using the Tasks Module. Set performance expectations with the manager using the Goals Module. Participate in a training session on effective communication using the Learning Module.

All of these journeys paths can be managed through GFoundry backoffice and all the mission’s analytics can be assessed by a set of reports that can be issued for this purpose.

Making Onboarding Interactive and Engaging

Gamification for Fun and Learning

GFoundry’s gamification engine brings a layer of fun and engagement to the often tedious process of onboarding. Through gamified activities, new hires can familiarize themselves with the company’s values, goals, and procedures in an interactive and enjoyable way. The use of badges, virtual coins, and leaderboards makes learning about the company a rewarding and motivational experience. This positive first impression helps to foster a sense of excitement and loyalty from the onset. Learn more about GFoundry’s Gamification’s Engine here.

Micro-Learning for Easy Assimilation

GFoundry’s Learn module enables micro-learning, allowing new hires to consume information in bite-sized, manageable chunks. This not only aids better understanding and retention of information but also reduces the overwhelm that can often come with the flood of information during onboarding. Learn more about GFoundry’s Learning & Development solutions here.

Socializing and Communicating

The GFoundry platform encourages networking and interaction among employees with its social and communication features. New hires can use the chat system, participate in interest groups, and receive news updates, fostering a sense of belonging from the get-go. This, in turn, makes the onboarding experience more human and less transactional.

Feedback for Continuous Improvement

Feedback is integral to improving the onboarding process. GFoundry’s Feedback module allows new hires to share their thoughts and opinions about their onboarding experience. This continuous loop of feedback can help organizations to continuously refine and optimize the onboarding process to ensure that it remains a positive experience for all new employees. Learn more here.

Navigating with Player Journey Maps

GFoundry’s Player Journey Maps guide new employees through their onboarding process. This interactive guide can represent steps, needs, goals, and expectations, making onboarding more structured and user-friendly. Read more here. Don’t forget also to check this article from Gallup: How to Use Onboarding to Create Brand Champions

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Transforming Onboarding into an Unforgettable Experience appeared first on GFoundry.

How to improve Employee Engagement and Performance? Your Ultimate Guide

Martin Rocha — Thu, 27 Jul 2023 15:29:10 +0000

Welcome to our handy guide to boost employee engagement. In this post, we’ll share helpful tips and methods to enhance engagement, foster a friendly workplace, and increase productivity and success in your organization.

What is Employee Engagement?

Employee engagement is about how dedicated and committed employees are to their work and the company. Why is it important? Engaged employees are more innovative and focused on customers, leading to higher profits and less employee turnover.

Whose Job Is Employee Engagement?

While leaders play a key role in boosting engagement, it’s not only their job. HR teams, managers, and employees themselves all have crucial roles. HR makes engagement-boosting policies and programs, managers lead and promote it, and each person must choose to be engaged.

What are the 3 dimension of employee engagement?

Employee engagement models vary, but one common one is William Kahn’s 3 dimensions model, which breaks down engagement into:

Physical engagement: The employee’s participation in work.
Cognitive engagement: The employee’s focus on work tasks.
Emotional engagement: The employee’s positive feelings about their work and company.

Factors Impacting Employee Engagement

Employee engagement is influenced by various factors, both internal and external to the organization. Opportunities for growth and development, such as training programs, career advancement, and skill-building initiatives, play a significant role in keeping employees engaged in their roles long-term. A supportive work environment, where employees feel valued, recognized, and empowered, fosters a sense of loyalty and commitment. Additionally, work-life balance and flexible policies that accommodate employees’ personal needs contribute to higher engagement levels.

Why Current Programs Aren’t Improving Employee Engagement

Many programs fail because they’re too general, not catering to specific employee needs. They concentrate on perks, not engagement. Real engagement comes from internal motivation, not external rewards.

According to Gallup, the main reason workplace engagement programs fail is that engagement is considered an HR matter. Leaders, managers, and workers don’t own or understand it.

Here are the top 10 drivers of employee engagement, based on employee engagement trends research:

Sense of purpose
Meaningful work
Trust in leadership
Clear goals and expectations
Regular feedback
Opportunities for growth and development
Positive work environment
Work-life balance
Compensation and benefits
Employee recognition

Strategies for Enhancing Employee Engagement

Promoting a Positive Work Culture

Fostering a positive work culture is key for high engagement. Encourage open communication and regular feedback to make employees feel valued. Recognizing employees’ efforts boosts morale and promotes teamwork and productivity.

Creating a positive work culture

A positive work culture is vital for an engaged, motivated workforce. Encouraging open communication and feedback builds trust. Recognizing and appreciating employees’ efforts boosts morale and creates a supportive atmosphere.

Importance of employee recognition

Recognizing employees boosts engagement and motivation. When employees’ hard work is appreciated, they feel more valued. Recognition can take many forms, like praise, commendations, or appreciation events. Know more about GFoundry’s Recognition solution.

Effective communication for engagement

Clear communication is key for engagement, promoting trust and clarity. Two-way communication, where employees can share their ideas and feedback, makes them feel heard and valued, clarifying their roles and reducing confusion. Read more about Internal Communication GFoundry’s solutions.

Implementing Work-Life Balance Initiatives

Recognizing the importance of work-life balance and implementing flexible policies can significantly impact employee engagement. Encourage employees to maintain a healthy work-life balance by offering remote work options, flexible schedules, and paid time off. A well-rested and balanced workforce is more likely to be energized and focused, leading to increased productivity and job satisfaction. Keep on reading: Employee well-being – the complete guide

Strategies for Enhancing Employee Performance

Engaged employees are often the most dedicated and productive members of any organization. When employees are genuinely engaged, they’re not just working for a paycheck.

They’re working because they believe in the company’s mission and feel a strong connection to its values.

Improving employee performance isn’t just about getting more out of your staff – it’s about giving more to them, in terms of direction, motivation, and the right tools.

Invest in Continuous Training and Development

Regular Workshops and Courses: Offer regular workshops and training courses tailored to your employees’ roles. This helps in keeping their skills sharp and updated.
Using GFoundry for Training and Development: GFoundry platform offers an array of training modules that can be customized to fit your needs. The platform can help streamline the learning process, making it engaging and interactive, thus ensuring better knowledge retention.
Read more about GFoundry’s Development and Training solution.

Invest in Performance & Potential Evaluation

In the ever-evolving landscape of businesses, it’s not just about assessing how well an employee is performing now, but also how much potential they have to grow and adapt in the future.

Performance evaluations provide a snapshot of an employee’s current abilities and contributions, while potential evaluations shed light on their capacity for future roles and responsibilities.

Merging these two evaluations offers a holistic view, aiding in strategic decision-making, from promotions to training programs.

Let’s dive into how to effectively invest in both.

The Importance of Dual Evaluations: Performance & Potential

Objective Feedback: Having systematic evaluations helps provide objective feedback to employees. It demystifies the areas they excel in and where they need improvement, creating a clearer path for personal and professional growth.
Future-proofing the Organization: By identifying those with high potential, companies can ensure they’re cultivating the next generation of leaders and innovators, positioning the business for long-term success.

Steps to Effective Performance & Potential Evaluation

Set Clear Evaluation Criteria: Before you begin any evaluation, define what ‘performance’ and ‘potential’ mean in the context of your organization. These criteria ensure consistency across all evaluations
Use 360-Degree Feedback: Incorporate feedback from peers, subordinates, and superiors. This comprehensive feedback system provides a rounded view of an employee’s performance and potential.
Consider Soft Skills: While technical skills are crucial, don’t forget soft skills. Leadership, adaptability, and teamwork are often indicators of an employee’s potential to grow and take on bigger roles.
Leverage Technology and Platforms: There are platforms designed to assist with evaluations. These tools can streamline the process, ensure objectivity, and offer insights that might be overlooked in manual evaluations.

Integrating GFoundry in the Evaluation Process

Customized Evaluation Templates: GFoundry can help in creating customized templates for evaluations, ensuring that the process adheres to the company’s specific needs and values.
Data-Driven Insights: With GFoundry, you can collect and analyze data, deriving actionable insights from the evaluations. This data-centric approach can highlight trends, pinpointing areas of improvement or showcasing where employees shine.
Continuous Feedback Loop: GFoundry can be set up to provide continuous feedback, allowing employees to be in the know, adjust their strategies, and continually work towards improvement. This dynamic feedback mechanism fosters a culture of continuous learning and adaptation.

How can I engage different types of employees?

By understanding different employee types and their needs, you can create an engaged, motivated workplace. This will increase productivity, creativity, and customer satisfaction.

To create an engaged workplace, you need to understand employees’ individual needs. Provide them with the opportunities and resources they need to be successful.

Here are some specific examples of how you can engage different types of employees:

Employees driven by purpose: Offer them opportunities to work on projects that align with their passions and the company’s mission and values.
Employees driven by challenges: Provide learning opportunities and new challenges. Give them feedback and coaching for growth.
Employees driven by relationships: Foster a positive, supportive work environment. Encourage collaboration and teamwork.

How to engage employees from different generations?

Understanding the different generations of employees in the workforce is crucial to engagement. Each generation has its unique values and expectations.

Baby Boomers (born 1946-1964) are typically motivated by job security and community. They value stability and loyalty, and often work long hours.
Generation X (born 1965-1980) are usually motivated by work-life balance and advancement opportunities. They value flexibility and autonomy, often looking for creative jobs. Millennials (born 1981-1996) are typically motivated by purpose and social impact. They value diversity and inclusion, often seeking jobs where they can make a difference.
Generation Z (born after 1996) are typically motivated by technology and innovation. They value collaboration and teamwork, often looking for jobs that use their creativity and problem-solving skills.

By understanding the different generations and their needs, you can create a workplace where everyone feels valued and engaged, leading to a more productive, creative, and innovative workforce.

Types of Workers in Terms of Engagement

Your company can have three types of employees based on engagement level:

Engaged Employees These employees are enthusiastic, committed, and actively involved in their work. They don’t just do their jobs; they strive for excellence and help the company grow. They take the initiative, propose innovative ideas, and create a positive and collaborative work atmosphere.
Not Engaged Employees These employees are ‘checked out.’ They do the bare minimum and show little enthusiasm for their work. They often feel unappreciated or unchallenged, leading to a weak commitment to their roles.
Actively Disengaged Employees These employees aren’t just unhappy at work; they can harm the company’s culture and productivity. They often feel dissatisfied with their roles, managers, or the company overall, which can stem from various sources. Actively disengaged employees can drain morale and productivity, so addressing their concerns should be a priority.

Transforming Employee Engagement with GFoundry Platform

How can GFoundry help me promote employee engagement?

GFoundry can help promote employee engagement because it offers a comprehensive set of tools and features designed to enhance employee development, foster a positive work culture, and create personalized learning experiences.

Personalized learning with GFoundry

One standout feature of GFoundry is personalized learning. It gives learning materials based on each employee’s needs and style. This means employees get the right training. This helps them stay interested and remember more. By having their own learning path, employees feel more in control. This makes them want to keep getting better.

Gamification for boosting engagement

GFoundry leverages gamification elements to enhance the learning experience and boost engagement. By incorporating game-like elements, such as badges, points, and leaderboards, GFoundry makes learning fun and interactive. Gamification taps into employees’ competitive nature and desire for achievement, driving them to actively participate in learning activities and complete training modules.

Tailoring GFoundry to Your Organization

GFoundry is flexible. You can adjust it to match your company’s special goals and problems. It works for both small startups and large businesses. GFoundry can change as needed. It can easily blend with your current systems and expand with your company. This helps you consistently give great engagement experiences to your employees.

Customizing GFoundry for your organization

GFoundry’s flexibility allows organizations to customize the platform to align with their unique goals, culture, and values. Whether you’re a startup, a multinational corporation, or somewhere in between, GFoundry can be tailored to fit your specific requirements. From branding and interface customization to content curation and reporting preferences, GFoundry can adapt to your organization’s needs, ensuring a seamless and personalized employee engagement experience.

Scalable employee engagement platform

GFoundry grows with your company. This platform can handle more employees and more training as you grow. If you’re adding team members, starting new departments, or going global, GFoundry can easily adjust. Its ability to scale ensures that you can keep offering top-notch engagement to your employees. This holds true no matter your company’s size or how complex it is.

How to measure employee Engagement?

To understand how much your employees care about your organization and its goals, you need both numbers and stories. Here are some ways to measure how engaged your employees are:

1) Employee Engagement Surveys

Surveys are one of the most common methods to measure employee engagement. Tools such as Gallup’s Q12, the Utrecht Work Engagement Scale, or custom surveys can be used.

2) Pulse Surveys

Pulse surveys are fast, frequent updates to check engagement. These small surveys watch for shifts in employee feelings or happiness. This way, managers can handle problems fast. Know more about the pulse survey solution provided by GFoundry.

3) One-on-One Interviews

Managers or HR folks can do one-on-one talks. This can give deeper knowledge about how an employee feels about their job, the company, and how engaged they are.

4) Focus Groups

Like one-on-one talks, focus groups mean a leader talks with a few employees. This can show us the group’s work experience. It can help us understand how engaged the team is in the company.

5) Noticing Behavior

Leaders can look at how employees act to tell if they’re engaged. Happy employees often take the lead, join in with the team, and handle tough times well.

6) Interviews When Leaving

When someone quits, a final talk can give helpful clues. It might not show current team feelings, but it can highlight problems to fix.

7) Using Online Tools

Tools like GFoundry can give helpful data about how employees use it and interact. This can hint at how engaged they are.

8) Looking at Work Results

If workers are more engaged, they often do a better job. Checking work results can show how engaged workers are. GFoundry can assist with this. Now more about orur Performance Evaluation and Career Management solution.

GFoundry’s advanced analytics and reporting features provide valuable insights into your employees’ engagement levels. By measuring engagement metrics, you can identify areas for improvement and track the impact of your engagement initiatives. These data-driven insights enable you to make informed decisions and fine-tune your strategies to maximize employee engagement and overall organizational success.

A brief overview of Employee Engagement

At its core, employee engagement is about the emotional commitment and enthusiasm that employees feel towards their work and organization. It’s not just about satisfaction or happiness; it’s about a genuine connection to one’s work and colleagues. Gallup provides a comprehensive look at this vital concept.

William Kahn, a pioneer in the field, defined employee engagement as the harnessing of organizational members’ selves to their work roles. It’s a multifaceted concept that encompasses motivation, alignment with company goals, and even personal well-being.

But why is employee engagement so important? Engaged employees are more productive, contribute positively to business results, and play a crucial role in customer satisfaction. They’re the lifeblood of a thriving organization, and their impact can be felt across all levels of a business, from the manufacturing floor to healthcare settings.

Measuring employee engagement is a complex task. Surveys are a common method, providing valuable metrics and insights into the organizational climate. But there are also alternative ways to gauge engagement, such as one-on-one interviews, observation, and feedback mechanisms. Forbes offers some innovative methods to explore.

Increasing employee engagement is not a one-size-fits-all endeavor. In sectors like healthcare, strategies might include recognition, clear communication, and fostering a positive work environment. In manufacturing, engagement might be driven by safety, productivity, and innovation. And let’s not forget remote employees, who require specific strategies like regular communication and virtual team-building activities. Harvard Business Review has some great insights on this topic.

Today, various software and tools are available to facilitate employee engagement. From platforms for surveys to tools for recognition, these technologies can be customized to fit an organization’s specific needs. They can even be integrated with existing systems like ERP and business intelligence platforms, making them a versatile asset in the modern workplace.

Leadership, too, plays a vital role in fostering employee engagement. Effective leaders create a culture where employees feel valued, motivated, and aligned with organizational goals. HR strategies can be implemented to raise levels of engagement, and the impact on business performance can be profound.

In brief summary, employee engagement is more than a buzzword; it’s a critical factor in organizational success. From understanding what it is (and isn’t) to recognizing its multifaceted nature, organizations must invest in strategies, tools, and leadership to create a thriving and engaged workforce. The benefits are clear, and the path forward is exciting and full of potential.

Here are some of the most common questions about Employee Engagement and Performance

How does employee engagement affect performance?
Employee engagement directly influences performance by boosting productivity, enhancing creativity, and fostering a more collaborative work environment. Engaged employees are more likely to be invested in their tasks and goals, leading to higher-quality work and fewer mistakes.
What is employee engagement and performance?
Employee engagement refers to the emotional and intellectual commitment an employee has towards their organization, role, and team. Performance, on the other hand, relates to the efficiency and effectiveness with which an employee executes tasks and contributes to organizational goals.
What is the link between employee engagement and performance?
The link between employee engagement and performance is often demonstrated through increased productivity, reduced turnover, and higher employee satisfaction. Engaged employees tend to be more focused and committed, which directly translates into improved performance metrics.
Why is employee engagement important to performance?
Employee engagement is crucial to performance because it creates a virtuous cycle of improvement. Engaged employees are motivated to excel, which boosts their performance; improved performance then leads to more engagement as employees find fulfillment in their achievements.
How can HR measure employee engagement?
HR can measure employee engagement through a variety of methods including employee surveys, performance reviews, 360-degree feedback, and direct observations. Tools like engagement thermometers and advanced analytics platforms can also offer real-time insights.
What are the key indicators of high employee engagement?
Key indicators include high productivity, low absenteeism, proactive communication, strong peer relationships, and a demonstrated commitment to organizational goals and values.
How does employee engagement impact customer satisfaction?
Engaged employees are more likely to be attentive, proactive, and dedicated to providing excellent service, leading to higher levels of customer satisfaction and loyalty.
What strategies can HR employ to improve employee engagement?
Strategies may include regular feedback sessions, employee recognition programs, opportunities for career development, and fostering a strong organizational culture.
How does engagement vary across different roles within an organization?
Engagement can vary based on the nature of the work, level of autonomy, and team dynamics. For example, front-line employees might be highly engaged because of direct customer interaction, while back-office staff may require different kinds of motivation.
What is the relationship between employee engagement and employee retention?
Higher engagement levels are often correlated with lower turnover rates, as engaged employees are more likely to be satisfied in their roles and less likely to seek opportunities elsewhere.
How do remote work conditions affect employee engagement and performance?
Remote work can both positively and negatively affect engagement and performance. While it offers flexibility, it may also lead to feelings of isolation or disconnection if not managed effectively.
What role does leadership play in fostering employee engagement?
Leadership sets the tone for organizational culture and engagement. Effective leaders actively communicate, recognize achievements, and facilitate opportunities for professional growth.
How does organizational culture influence employee engagement?
A positive organizational culture that aligns with an employee’s values can greatly boost engagement. Conversely, a toxic culture can be a significant deterrent to engagement.
What are the long-term benefits of maintaining high employee engagement?
Long-term benefits include increased productivity, higher employee retention, improved organizational culture, and ultimately, a stronger bottom line.
How can technology be used to enhance employee engagement?
Technology can facilitate remote work, offer platforms for recognition and reward, and provide analytics for measuring engagement. Gamification and AI can also personalize experiences to boost engagement.
What role does feedback play in employee engagement?
Regular, constructive feedback can boost engagement by helping employees understand their strengths and areas for improvement, making them feel valued and heard.
How does employee engagement correlate with innovation within the organization?
Highly engaged employees are more likely to be proactive, take risks, and come up with innovative solutions, contributing to the organization’s growth and adaptability.
What are the financial implications of low employee engagement?
Low engagement can lead to reduced productivity, higher turnover, and increased recruitment costs, which all impact an organization’s financial performance.
What is the impact of employee engagement on team dynamics?
Engaged employees often contribute to a more cohesive, collaborative, and productive team environment.
Can employee engagement be too high? If so, what are the drawbacks?
Excessively high engagement could potentially lead to burnout, as employees may overextend themselves, neglecting work-life balance.
How does work-life balance contribute to employee engagement?
A balanced work-life environment allows employees to recharge, reducing stress and boosting engagement when they are working.
What are the most effective rewards and recognition programs for enhancing employee engagement?
Effective programs are often personalized, timely, and tied directly to specific achievements or behaviors that the organization wishes to encourage.
How can employee engagement initiatives be customized for different generational groups in the workforce?
Different generations may have varied preferences for communication, rewards, and career development. Customizing engagement initiatives to cater to these differences can be more effective.

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post How to improve Employee Engagement and Performance? Your Ultimate Guide appeared first on GFoundry.

Feedback: what it is, its importance and how to do it (complete guide)

Martin Rocha — Sat, 24 Jun 2023 17:29:10 +0000

What is Feedback?

Feedback is an invaluable communication tool that helps shape corporate culture, promotes personal and professional development, and drives organizational growth. It is both an art and a science. Art because it requires empathy, sensitivity, and communication skills to be delivered effectively. Science because it is based on objective observations and concrete facts.

Employee Feedback Benefits are huge. Examples of feedback, such as positive feedback, play a crucial role in fostering a supportive and motivating work environment. Positive feedback not only boosts employee morale but also encourages the continuation of good practices and behaviors. Moreover, with the use of feedback software, organizations can streamline the process of collecting, analyzing, and responding to feedback in a timely manner. This feedback management is integral to organizational growth as it aids in identifying areas of strength, pinpointing opportunities for improvement, and strategizing effectively for future success.

The importance of employee feedback

Employee feedback is an incredibly valuable resource. It provides insight into the organization’s internal processes, helps identify areas for improvement and growth opportunities, and helps keep the company aligned with the expectations and needs of its employees. This feedback can influence the company’s strategic direction, shape its culture, and promote a more inclusive and engaging work environment.

What are the different types of Feedback that exist?

Feedback is not just one thing. It can take many forms and functions, each with its own benefits and challenges. Some types of feedback are designed to reinforce positive behaviors and achievements, while others are used to highlight areas for improvement and encourage change.

Constructive feedback: positive and negative

Positive Feedback is used to reinforce good behaviors and recognize achievements. It motivates, encourages, and creates a positive work environment.
Negative feedback, when provided effectively and constructively, is a powerful tool for promoting growth and improvement. It highlights areas of concern and provides guidance on how to improve.

Some examples:

Example of Positive Feedback

“Paul, I noticed that you have been contributing a lot with creative ideas during our brainstorming meetings. Your innovative approach has really stimulated the team to think outside the box. Keep it up, your creativity is very valuable to us.”
“Ana, your presentation to the client was exceptional. It was evident that Ana did extensive research and presented the information clearly and convincingly. Your hard work shone and I think Ana persuaded the client with your argument. Great job!”

Negative Feedback

“Peter, I noticed that you have been arriving late for meetings in recent days. I know that we can all be late from time to time, but when it happens consistently, it can disrupt the flow of the meeting and delay team progress. Shall we try to improve this?”
“Lucy, during the project review, I noticed that there were some errors in the calculations you made. This could have impacted project delivery. I know you are capable of detailed and accurate work, let’s try to ensure that these errors are minimized in the future, ok?”

Remember, even when feedback is negative, it is important to give specific examples, be respectful, and offer improvement solutions or suggestions. The goal of feedback is to help the other person grow and improve, not to make them feel bad.

Unconstructive feedback: insignificant and offensive

Insignificant or offensive feedback can be harmful and counterproductive. They can sow confusion, damage morale, and create a toxic work environment. Avoiding these types of feedback and focusing on building constructive feedback is essential for the health and success of an organization.

Some Examples:

Insignificant Feedback

“John, your work has been…good.” This feedback is vague and offers no guidance on what Carlos is doing well or what he could improve. It provides no real value to John in terms of his development or understanding of his performance.
“Mary, keep it up.” Although this seems positive, this feedback is not helpful if Mary doesn’t know what specifically she should continue to do. She doesn’t receive information about which specific actions are contributing to her good performance.

Offensive Feedback

“Peter, your work is a disaster. You never do anything right.” This feedback is highly negative, personal, and offers no constructive suggestion to improve. It’s likely to leave Peter feeling attacked and demoralized, rather than motivated to improve.
“Olivia, I don’t know how you got this job. You are completely incompetent.” This feedback is offensive and disrespectful. Also, it attacks Olivia’s competence in a way that is not constructive or helpful.

Remember that the goal of feedback is to support growth and development and not to belittle or offend a person. Offensive or insignificant feedback can damage an individual’s morale and self-esteem, as well as the team dynamics and work environment as a whole.

How to Provide and Receive Feedback

Providing and receiving feedback are crucial skills that require practice and development. They involve not just delivering feedback, but also the ability to accept and act based on the received feedback. The Context, Behavior, Impact, Expectation feedback model is an excellent tool for providing effective feedback.

What are the best practices for providing and receiving feedback

Giving and receiving feedback is a delicate process that requires empathy, clarity, and timeliness. Feedback should be given as soon as possible to be most effective. And, when receiving feedback, it is important to actively listen, keep an open mind, and avoid defensive reactions.

About who receives the feedback

Those who receive feedback are the true protagonists of this story. They are the ones with the ability to change, grow and improve. Feedback is the roadmap to this transformation.

What not to do

When providing feedback, it is crucial to avoid ambiguities, be specific, and, above all, be honest. Feedback should never be used as a weapon, but as a tool for personal and professional growth and development.

Example of ambiguous feedback:

“John, your work has been reasonably good, keep doing what you are doing.”

This feedback is ambiguous and doesn’t give John any clear direction on what he is doing well or what he might need to improve. “Reasonably good” is not a clear evaluation – John may wonder if this means his work is really good, just average, or something in between. Also, saying “keep doing what you are doing” without specifying which actions or behaviors are appreciated is not helpful.

A more effective feedback could be:

“John, you have been doing a great job managing communication with customers. You respond to emails quickly and efficiently, and customers have commented positively on your availability and usefulness. Keep improving these communication skills. However, note that there were some errors in customer status updates last week. Please make an extra effort to ensure the accuracy of these updates.”

This feedback is specific, direct, and provides clear guidance on what John is doing well and what he can improve.

How to collect and analyze Feedback?

How to collect feedback from employees?

Collecting feedback from employees is an ongoing process that should be structured to ensure that the data are relevant and useful. This can be done through surveys, individual meetings, or online feedback tools:

Surveys can be structured with specific questions to get precise details or open-ended to allow a broader discussion.
Individual meetings allow for a deeper and more personalized dialogue.
Digital and online feedback tools provide anonymity, allowing employees to express their opinions without fear of retaliation.

How to analyze employee feedback?

Analyzing employee feedback requires a systemic approach to identify patterns, trends, and insights. Do not get attached to a single comment, but look at the bigger picture. Use statistical techniques to quantify data whenever possible and resort to text analysis techniques to interpret open feedback. Considering the employee’s perspective and the context in which the feedback is given is also crucial.

Real examples of different types of feedback for managers and employees

Examples of feedback can be as varied as people and situations. A feedback can be: “I like how you organize your tasks, it makes our team more efficient”. This is an example of positive feedback that reinforces a desirable behavior. Another example, “You have a great sense of initiative, but sometimes it is important to coordinate with the team before making big decisions” combines positive and negative feedback in a balanced and constructive way.

How to use Feedback to boost Organizational Growth?

How can feedback aid in company growth?

Feedback is not only beneficial for the personal and professional development of employees, but it is also a valuable tool for company growth.

Feedback from employees can illuminate strengths that should be capitalized upon, weaknesses that need attention, opportunities for innovation and expansion, and threats that should be managed. Utilizing feedback in this manner requires an open and proactive mindset from management.

How to use employee feedback to increase engagement and decrease turnover

Employee feedback is a gold mine of information that can be used to improve employee satisfaction and retention. By giving employees the opportunity to express their views and act on them, companies can improve the work environment, increase commitment and productivity, and reduce turnover. Specific actions may include changes in company policies, additional training, improvements in the work environment, among others.

How can feedback help in performance evaluation?

Feedback is an integral part of the performance evaluation process. It provides insight into the current performance of the employee, areas where they shine, where they can improve, and how they can achieve their career goals. In addition, continuous and effective feedback can boost motivation, increase job satisfaction, and improve individual and team performance.

Examples of companies that reduced turnover through the use of feedback processes

Feedback processes at Google and Microsoft

Companies like Google and Microsoft have effectively used feedback to boost employee engagement and reduce turnover. For example, Google uses its “Googlegeist” program, an annual employee feedback survey, to identify areas for improvement and develop strategies to address them. Microsoft, on the other hand, replaced their annual performance reviews with continuous feedback, providing more regular and open dialogue between managers and employees.

Feedback processes at Adobe and Zappos.

Adobe: Adobe used employee feedback to improve its onboarding process. The result was a 25% increase in employee retention.
Zappos: Zappos is known for its strong feedback culture. Employees are encouraged to give and receive feedback regularly. This fact has helped create a highly engaged and productive workforce.

Feedback Culture

What is a Feedback Culture?

A corporate feedback culture is a culture of openness, learning and continuous improvement, where feedback is valued and used to promote individual and organizational success.

Creating a feedback culture is essential for the long-term success of any organization. In this type of culture, feedback is considered a learning tool, not a criticism. It is valued and welcomed, whether positive or negative, and is used regularly to improve individual and organizational effectiveness. Disseminate this in your company through training, effective communication and setting the right expectations.

What’s the best way to promote good feedback?

To promote good feedback, the best way is to start by creating a safe and trustful environment. Encourage honesty, openness and respect, and make sure everyone in the organization understands the value and importance of feedback. Lead by example by providing regular and constructive feedback, and recognize and reward those who do. This will strengthen the feedback culture and encourage its continued practice.

Does anonymous feedback work?

Anonymous feedback can be a useful tool, especially for sensitive issues where people might hesitate to express their opinions openly. However, it also has its downsides. It can lead to abuses, be less accurate due to lack of accountability, and create an environment where people fear giving open feedback. Therefore, although it may have a place in feedback collection, it’s important to carefully consider how and when it is used.

Main Feedback Models

What is the SCI Feedback?

The SCI (Situation, Behavior, Impact) feedback model is an effective and widely used feedback tool. It is a simple but powerful structure that allows for clear and objective communication to help improve performance and behavior in the workplace. Let’s delve a bit deeper into each component of the model.

Situation: This is the first step of SCI feedback. Here, you describe the specific situation in which the behavior occurred. It is crucial to be as precise as possible so that the person receiving the feedback can clearly understand the context. For example, instead of saying “in the meeting”, you could say “in last Tuesday’s planning meeting”.
Behavior: Next, you address the specific behavior you want to discuss. Again, it is important to be clear and specific, focusing on observable actions and avoiding judgments or assumptions. For example, instead of saying “you were disrespectful”, you could say “you interrupted while others were speaking”.
Impact: Finally, you describe the impact of the behavior. This can be the effect on you, others, the team, or the project as a whole. Talking about the impact helps the person understand the consequences of their behavior and why it is important to make a change. For example, you could say “This made others feel undervalued and disrupted the flow of the discussion”.

Using the SCI Feedback model can make the experience of giving and receiving feedback less personal and more productive, focusing on specific behaviors and their impacts. This helps to create a more open and supportive work environment, where everyone is committed to continuous improvement.

What is 360º Feedback?

360º feedback is a technique where an individual receives feedback from various sources – including superiors, colleagues, subordinates and even customers. This approach provides a more complete and balanced view of an individual’s performance, which is much more valuable than the perspective of a single person.

What is the Sandwich Feedback?

Sandwich feedback is a technique that involves starting and ending feedback with positive comments, with constructive criticism in the middle. However, it is important to use it with caution. If not done well, it can be seen as dishonest or confusing. In addition, some people may only hear the positive comments and ignore the criticism.

What is the Feedback Canvas?

The Feedback Canvas is a visual tool that helps to give comprehensive and balanced feedback. It encourages the person to consider all aspects of an individual’s performance, including strengths, areas for improvement, external influences, and personal aspirations.

The Feedback Canvas is divided into several sections, each representing a different aspect of feedback:

What was done well: This section highlights the areas where the individual or team excelled. It is an opportunity to recognize strengths and successes.
What could be improved: This section identifies areas that need improvement. It is a chance to provide constructive criticism and suggest ways to improve.
Ideas and suggestions: This section is for sharing ideas and suggestions for the future. It is an opportunity to think creatively and innovatively.
Actions to be taken: This section describes the specific actions that will be taken based on the feedback. It is an action plan that helps to turn feedback into real improvements.

What is Kudos Feedback?

Kudos feedback is an effective way to recognize and appreciate the efforts and achievements of employees. It encourages positive recognition and creates a culture of appreciation in the workplace. The term “Kudos” is derived from ancient Greek and is used to express praise or recognition for a job well done.

“Kudos Feedback” can be given in various ways, such as a personal thank you, a compliment in front of the team, or through a formal recognition system.

What is the Feedback Wall?

A Feedback Wall is a physical or virtual space where people can post feedback anonymously. This can encourage participation from people who may hesitate to give feedback face to face. However, it is important to monitor the feedback to ensure that it is constructive and respectful.

The Biggest Trends in Feedback

Feedback Feedforward

What is feedback feedforward?

Feedback Feedforward is a methodology and a communication strategy that focuses on the future, rather than the past. While traditional feedback focuses on what has already happened, feedforward focuses on what can be improved in the future.

Feedforward is gaining ground in the corporate world as a more productive method of improving employee performance. Instead of looking back and criticizing what has already happened, this proactive approach focuses on providing suggestions for future improvements. With a more positive and forward-looking tone, feedforward can be less defensive and more accepted by employees, encouraging them to adopt new behaviors and strategies to achieve their goals.

One-on-one Feedback (1:1)

What is One-on-one feedback (1:1)?

One-on-one feedback (1:1) is a type of communication in the workplace that occurs directly between two individuals, usually a manager and a team member. These meetings are designed to provide an opportunity to give and receive feedback, discuss goals and objectives, resolve problems and deepen the working relationship.

One-on-one feedback meetings are becoming increasingly popular as a way to provide personalized and in-depth feedback. These private meetings between a manager and a team member offer an opportunity to discuss in detail the employee’s performance, set clear goals, and address any problems or concerns in an open and honest manner. They create a safe space for meaningful dialogue, strengthening the working relationship and allowing for more effective personal and professional development.

Continuous Feedback

What is continuous feedback?

Continuous feedback is a method of communication in the workplace where feedback is given regularly, rather than at fixed intervals like in annual performance reviews.

The practice of continuous feedback is another trend that is transforming the way companies manage employee performance. Instead of relying on annual performance reviews, many organizations encourage a constant flow of feedback between managers and employees. This allows problems to be identified and solved quickly, achievements to be recognized in real time, and employees to receive continuous support for their development.

Technology and Feedback

Do I need software to manage my feedback processes?

Yes, it is important to use a digital tool to manage feedback processes in an organization. Technology plays a crucial role in facilitating the collection, management, and analysis of feedback.

Continuous feedback software allows easy and efficient feedback collection, automatic notifications to remind employees to provide feedback, and data analysis tools to help identify trends and patterns.

This not only saves time and effort, but also helps to ensure that feedback is managed in a fair and transparent manner.

What is the best employee feedback software?

There are many feedback software available, and the best choice will depend on the specific needs of your organization. Some of the most popular ones include Slack, Microsoft Teams, and SurveyMonkey, each offering a range of features that can be customized to suit different work environments.

Why choose GFoundry to manage a comprehensive feedback program in your company?

GFoundry is a solution that holistically impacts the entire Talent Management cycle. With the Feedback Module, it is possible not only to manage peer feedback processes, informally and in various scopes and models, but also to manage feedback processes between employees and leaders, in both directions.

To create a true feedback culture, it is possible to have the module constantly available, so that any employee can share or request their feedback whenever they want.

These feedbacks can also be given in different scopes, depending on the reality of each organization. The feedback can be within the scope of a project, it can be situational or even more formal feedback. Through a form, the employee shares the feedback with the colleague, which can later be made available to their manager.

Other feedback scopes that you can implement with GFoundry:

In the end, it is possible to access dashboards that aggregate all information coming from feedbacks, being an essential tool to visualize information simply.

Managers also have access to dashboards with summaries of feedbacks from their team members. It becomes important for managers to have an overall perception of what are the strengths and points to improve in their team, in order to work to overcome necessary challenges.

Learn more about this solution at this link!

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Keep on reading

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Feedback: what it is, its importance and how to do it (complete guide) appeared first on GFoundry.

Improving employee experience – the complete guide

David Martins — Sat, 17 Jun 2023 15:00:16 +0000

How to create the best employee experience?

Creating the best experience for your employees is rapidly being considered one of the main areas in need of change within corporations as it has huge impact on the customer experience. Which tools leverage engagement and promote better employee experience?

“The majority of organisations are still in the dark on the linkage between improved employee experience and the impact it has on productivity and customer experience. Most organisations are still using traditional and primitive analytics to evaluate employee experience. This will change and it will change rapidly.

Companies have long obsessed about customer experience. Rightly so too as the leading companies in their respective fields, tend to also be the ones that enjoy the highest customer satisfaction ratings.

A similar focus is now belatedly being applied to employee experience. This is in part due to increasing recognition of the impact it has on engagement and productivity, but also because of a number of other factors.

These include:

Attracting and retaining talent: The need for organisations to differentiate in order to attract and retain the best talent as competition and scarcity intensify;
Changing Employee mindset – Employees adopting the consumer mindset of rating, sharing opinions and providing feedback, and;
Link between employee and customer experience – An increasing awareness that positive employee experience is a significant driver of great customer experience.”

David Green, HR Blog

The pandemic was also a great opportunity for companies to re-think their way of connecting with their employees. While a great part of them no longer belong to the office in full-time regimes, it definitely became a bigger challenge for People Managers to engage their teams. A study from Gallup (State of the Global Workplace, 2021) showed that only 20% of employees worldwide are engaged with their employers. There are several differences among the regions: while the USA and Canada reach 34% of engaged employees, Western Europe reaches the bottom-line with only 11%. Nevertheless, there are solutions to face this challenge. According to Concur, gamification can increase Employee Engagement by 60% if well-structured and implemented successfully, having a direct impact in the Employee Experience. The introduction of game elements such as badges, points and rewards allow for employees to have a dynamic experience in their workplace, no matter what their role is.

How can GFoundry help me improve the employee experience?

The Talent Management cycle

In order to build great employee experience, it is important to look at the complete Talent Management cycle. The impact that an employer can have on an individual starts by the attraction and recruitment phases, going until the moment when the employee leaves the company. During all the stages, it is important to keep the employees engaged, providing them an experience that will keep them connected to their roles, and to the organisation.

Additionally, by using gamification as a way to make the workplace a dynamic environment that stimulates interaction and positive competitiveness, it is proven to be a great tool to improve the employees’ experience in their roles. The example of DPD Portugal is a great case study on how gamification allowed the company to skyrocket their KPIs. Another great case study is Carglass, which has implemented a complete talent management solution which is called Go Inside, currently spread throughout the entire internal structure.

Attraction and Recruitment

The period while a candidate is considering and/or applies to the company is crucial for its engagement with the organization. By providing them an experience that differentiates the organization from its competition, it is possible to increase the Employee Value Proposition and attract more talent directly. With GFoundry, you can create a Recruitment Journey, in which the candidate can go through different steps, while being in direct contact with the organization through an app. You can read more about how to design Recruitment Journeys here.

Onboarding

The onboarding period defines the relationship that the employee has with the company in the long-term. A successful onboarding has direct impact on the success of the individual in its objectives, while increasing their motivation and retention. With GFoundry, you can create Onboarding Missions that will lead the new employees through a path of different activities that will prepare them for the challenges ahead. You can read more about how to build onboarding missions here.

Develop and Manage

While change is a constant nowadays, it is important to invest in developing the employees in order to prepare them for all the challenges that they might face. With the support of our platform, it is possible to disseminate tools that allow the employees to have a Learning Journey that not only is engaging and dynamic for them but that also adds value to their knowledge and capabilities. You can read more about how to create impactful learning journeys here.

Departure

Finally, we reach the phase where the employee leaves the company. This last moment within the organization can impact the way the individual will spread the message about how their past employer manages their people. In this moment, it is important to still maintain the employee engaged, while collecting crucial feedback about their path in the organization, in order to improve any flaws detected in the process. What to know more? Book a demo now!

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Improving employee experience – the complete guide appeared first on GFoundry.

Cultural transformation in companies: what is it and how to do it?

Gabriel Costa — Thu, 08 Jun 2023 08:00:12 +0000

What is cultural transformation?

Cultural transformation is the process of changing the culture of an organization in order to make it more aligned with its strategic goals. This can involve a change in values, beliefs, behaviors and processes.

Cultural transformation can be a challenging process, but it can be very rewarding. When successful, it can lead to significant improvements in organizational performance, such as increased productivity, improved customer satisfaction and reduced costs.

Cultural Transformation is also a complex and extremely strategic process for many organizations. Being inserted in a context where change is the watchword of the day, it is common that companies themselves also have to adapt their internal structure to be able to withstand these changes – whether positive or negative.

The culture should also be aligned with the strategic objectives of the organization. This should be the enabling basis for achieving the defined objectives. Therefore, if the culture does not support the business strategy to achieve the desired results, then it should be reviewed and adapted as soon as possible.

Furthermore, as the external and internal environments change over time, so should the culture be adapted and reinforced when necessary.

There are several reasons that may indicate the need to implement a Cultural Transformation process, such as:

Changes in the Internal Structure
Changes in the Business
Changes in the Strategic Objectives
Changes in the Market where the company operates
Changes in the socioeconomic context

However, the process of Cultural Transformation is not simple. On the opposite side, changing the collective behaviour of an organizational structure is extremely complex and should always be planned for the medium/long term.

There are several steps that organisations should take during a cultural transformation process and they are mostly linked to 3 main phases.

1. Assessment Phase

At this stage, it is important to conduct an internal study in order to understand how the employees perceive the organization’s culture. It is crucial that the assessment is as detailed as possible in order to have a reliable diagnosis. The result of the assessment will be a current snapshot of the company’s culture.

2. Definition Phase

After the Assessment phase, it is possible to define which changes need to be implemented. When the organisation defines which culture is desirable to be observed internally, a comparison is made with the current picture, and guidelines are drawn to enable a cultural adjustment. This adjustment should be made taking into account the objectives of the organisation itself.

3. Implementation Phase

Finally, there is the most practical phase of this process: its implementation. The activities that will allow an adjustment of the organization’s culture should be defined. It is important to bear in mind that this process does not happen overnight or from one week to the next. On the contrary, it is a process that may take some time before new collective behaviours can be observed.

How can GFoundry support my organization in the process of Cultural Transformation?

GFoundry is a digital solution that boosts employee engagement through its gamification engine. Taking a holistic view of all phases of Talent Cycle management, the platform can support essential processes in the management of Talent in your organization.

During the Cultural Transformation process, and being in a phase of Implementation and dissemination of culture with people, it is essential to define how communication will be done. More than just communicating the values with which the company communicates, culture itself goes a bit further.

Internal Communication

Collective behaviour is influenced by the company’s internal communication, which should be aligned with the culture to be implemented. In this way, internal communication becomes an essential factor to successfully carry out a Cultural Transformation process within the organization. Therefore, all interactions that take place between the company and the employee should respect the previously defined standards, so that it is possible to disseminate the values correctly.

Through a solution like GFoundry, you can be in direct contact with employees in a simple and agile way, while at the same time disseminating the values that you want to transmit to all employees.

News Feed

One of the main components linked to internal communication at GFoundry is the News Feed. On the homepage, users can access news posted by their organization (which can be filtered by groups of people). These News items may include content such as internal events, new employees joining, or even themed content related to important days.

Depending on the organization’s strategy, messages can be defined that will be transmitted over time in order to reinforce the intended messages.

Push Notifications

Another essential tool to communicate with employees are push notifications. For example, if you want to implement a culture of closeness, you can send notifications that make the employee feel closer to the organisation, with inspirational stories or messages that encourage a pleasant organisational climate.

Being simple and agile, you can send short messages instantly, which can be filtered for groups of employees.

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Keep on reading: HR Trends: What Will HR Look Like Next Year?

If you would like to find out more about how can GFoundry support your Culture Transformation process, contact us and book a demo!

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Cultural transformation in companies: what is it and how to do it? appeared first on GFoundry.

ALL ABOARD: The Power of Gamification in Natixis’ Onboarding

Martin Rocha — Wed, 07 Jun 2023 16:54:44 +0000

Onboarding Gamification, a Step-by-Step Guide – Natixis Use Case

Faced with exponential growth, with hundreds of people being hired every month, Natixis felt the need to improve its onboarding process – a critical stage in talent retention – in order to effectively integrate newcomers. GFoundry was the company chosen to meet the challenge, with the implementation of the “All Aboard” gamified solution.

Natixis, in Portugal, presents itself as a Center of Excellence, whose mission is based on transforming traditional banking, developing innovative business solutions. Belonging to Groupe BPCE – the second largest French bank -, the company has in our country about 1,800 employees, a number that rises to 16,000 worldwide. At the outbreak of the pandemic, with the obligation of confinement, the company – which at that stage was around 700 employees, working mainly in the IT area – was taking in hundreds of people month after month.

With its growing expansion and its commitment to integrate, involve and motivate new talent, Natixis sought a solution that would allow it to complement and improve its onboarding plan. Until the beginning of 2020 this process was carried out in person, only during one morning, with the pandemic.

Afterwards the company felt the need to broaden the process and convert the dynamic to the virtual world. And this is where GFoundry comes in – a digital solution based on gamification to help companies boost the engagement and performance of their employees.

Waiting for day 1, may be too late!

We have already seen that Natixis sought, through GFoundry’s solution, to improve its onboarding process by combining rapid learning of the organizational culture with the dynamics of games. But why invest concretely in this phase of the employee’s journey? This is what João Carvalho, Co-Founder & CEO of GFoundry, tells us.

With the pandemic crisis, the labor universe (and not only) suffered drastic changes. Many companies, in weeks, or even days, were forced to put 100% of its workforce at home, and the HR management challenges arrived. How to lead at a distance?

How to keep employees engaged with the organization, when many – hired during the pandemic – didn’t even get to know the physical workspace?

“These challenges become even greater for new employees joining the organization, because during this period, most new employees saw their onboarding process turn into a completely virtual experience, not going through the typical walk around the office or meeting colleagues, but through online training and video calls to present and introduce them to the work methods”, points João Carvalho, emphasizing the increased importance of the pre-onboarding phase (from the time the new employee accepts the job offer until the first day of work), marked by instability and the risk of employee abandonment.

For the company’s Co-Founder & CEO, pre-boarding even marks a strategic opportunity for organizations to alleviate the fears that newcomers may have, creating conditions for them to feel welcome and valued, and thus avoiding an early departure.

In fact, the digital gamification solution prioritizes three onboarding phases: pre-boarding, the actual integration of new employees and training – one of the areas where GFoundry, according to João Carvalho, offers “added value”, in addition to culturalization, socialization and task management.

“Gamification techniques and the GFoundry solution can be easily applied to any part of the onboarding process. With our tools, onboarding can be configured in a hybrid or 100% digital format, but should always provide an impactful learning and integration experience for all employees,” concludes the leader.

A Step-by-Step Guide: How to Build Onboarding Journey Maps with GFoundry Platform

With GFoundry you will be able to use gamification techniques on your onboarding processes and with that you’ll see immediate results on people’s motivation, retention enhancement and engagement of your newcomers. Learning contents, like quizzes, vídeos or documents, are all important to align the trainees with the company mission e values. One Journey Map is a structured path with a strong visual frame that can have one or more steps to be completed. Each one of these steps can be created by applying any of GFoundry’s suite modules.

Example from a possible new employee onboarding Journey Map:

Company tour video visualization, using the Learn Module
Complete a who-is-who quiz, using the Learn Module
Check a set of processes using Tasks Module
Submission of the work contract using FormsModule, making this process much more agile and straight forward
Definition of professional goals for the short and long term using Goals Module
Definition of the PDP (Personal Development Plan) discussed with the manager using Evaluation & Careers Module

All of these Journey Maps can be managed through GFoundry back office and all the mission’s analytics can be assessed by a set of reports that can be issued for this purpose.

Keep on Reading!

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post ALL ABOARD: The Power of Gamification in Natixis’ Onboarding appeared first on GFoundry.

Navigating Digital Transformation: A Deeper Dive into Transforming Processes and Mindsets

Clara Costa — Mon, 05 Jun 2023 14:31:34 +0000

Understanding Digital Transformation

Digital transformation goes beyond merely adopting digital tools for business operations. It involves a radical rethinking of how an organization uses technology, people, and processes to fundamentally change business performance. GFoundry can be your perfect partner in this journey, providing solutions focusing on four key pillars: Gamification, Social, Cloud, and Mobility.

Holistic Approach: Unifying Processes and Experiences

GFoundry champions a holistic perspective on employee talent management. Its diverse range of modules addresses a wide array of business and HR obstacles. These modules form a cohesive, holistic experience layer that integrates into a broader context, augmenting the potential of individual processes. By combining the fun of Gamification, the networking potential of Social elements, the convenience of Mobile access, and the insights offered by Analytics, GFoundry creates a user experience that is engaging, rewarding, and conducive to enhanced performance and engagement.

Create the 21st Century Workplace

Connect systems, tools and data to empower your workforce in an increasingly digital world! Know more here!

Successful Digital Transformation Strategies

Employee-Centric Model: Driving Engagement and Productivity

GFoundry’s solutions are designed around the employees, the most valuable assets of an organization. The platform encourages an open and interactive environment, enabling personalized career development paths, facilitating social interactions, and promoting a culture of feedback and communication. These features not only uplift employee satisfaction and retention rates but also boost productivity, fostering a culture of continuous learning and innovation that drives digital transformation.

Mobile-First Strategy and Gamification: Reinventing Work

With the workplace progressively untethered from physical spaces, mobile access has become a crucial element in driving efficiency and maintaining continuity. GFoundry’s mobile-first strategy ensures accessibility, letting employees perform their tasks anytime, anywhere. The gamification engine of GFoundry injects an element of fun into work, encouraging engagement and boosting productivity.

Integration: Bridging the Gap between Old and New

GFoundry stands out with its ability to blend with existing platforms like ERPs, business intelligence platforms, and chat apps. This compatibility ensures a seamless transition during the digital transformation process, fostering data consistency, minimizing manual tasks, and enhancing decision-making by providing actionable insights derived from comprehensive data analytics.

Transforming Mindsets: The Cultural Aspect of Digital Transformation

Beyond integrating digital tools, digital transformation involves evolving mindsets. GFoundry helps foster a culture of adaptability, openness, and perpetual learning. Its gamified experiences help employees see their roles as exciting challenges rather than monotonous tasks, thereby facilitating the internalization of the organization’s broader objectives.

Revolutionizing Workplaces

Transformation is not an optional pursuit but a necessity for survival and growth. GFoundry offers a platform that transcends merely digitizing processes—it transforms mindsets and elevates the overall work experience. By gamifying work, promoting an open and innovative culture, and focusing on employee-centric experiences, GFoundry ensures that your organization’s digital transformation journey is not just successful, but also enjoyable.

Click here to know more

Leveraging GFoundry’s Innovative Approach for Enhanced Business Efficiency and Employee Engagement – A Data-Driven Perspective

Digital Transformation Market Growth

According to MarketsandMarkets, the digital transformation market was expected to grow from USD 469.8 billion in 2020 to USD 1009.8 billion by 2025, at a Compound Annual Growth Rate (CAGR) of 16.5% during the forecast period. This underscores the growing importance of digital transformation in businesses worldwide.

Productivity Improvements

A study from the Capgemini Research Institute found that 63% of organizations that had implemented digital transformation efforts reported significant improvements in organizational efficiency and business operations.

Improved Customer Experience

The same Capgemini study found that 58% of organizations experienced better customer satisfaction after implementing digital transformation initiatives.

Gamification Impact

According to a study by TalentLMS, 89% of employees feel more productive when their work is gamified, and 88% say they feel happier at work.

Mobile Usage

As of 2021, 70% of web traffic happened on a mobile device (CIODive, 2021), highlighting the importance of a mobile-first strategy in today’s business operations.

Cloud Computing Adoption

By 2022, up to 60% of organizations will use an external service provider’s cloud-managed service offering, which is double the percentage of organizations from 2018 (Gartner, 2020).

Keep on reading

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Navigating Digital Transformation: A Deeper Dive into Transforming Processes and Mindsets appeared first on GFoundry.

Employee Engagement: what is it, why is it important?

Clara Costa — Sat, 13 May 2023 13:57:22 +0000

What is Employee Engagement?

Employee engagement is defined as the level of emotional and psychological connection with the company. This connection impacts the relationship with their jobs, their colleagues, and with the organization as a whole. The concept of Employee Engagement has been a hot topic among Human Resources professionals, and is the subject of studies in various aspects, since it is directly related to the well-being and satisfaction of a company’s employees, crucial for their best performance. There are several reasons why you should invest in Employee Engagement. Recognising its value and importance, GFoundry gathered 3 of the most relevant reasons:

1. It is an investment in Productivity

A Gallup study has shown that engagement is an extremely important factor for the productivity of an employee, and even of the teams themselves. This study showed productivity to be around 17% higher in teams that are more aligned and motivated in the organization. In addition, other factors were observed in more aligned and motivated teams, such as higher profitability and customer satisfaction, as well as lower turnover and absenteeism. By investing in engagement, you will be impacting the entire business, and the motivation of all your employees. Productivity can (and should) be measured by setting (and controlling) goals. This process is of crucial importance for managing talent in an organization, and is directly related to the Performance Evaluation of teams and their members. With GFoundry, it is possible to make this process more interactive, giving the employees the possibility of having access, in real time, to the state of completion of the objectives, and subsequently, to the results of their Performance Evaluation.

2. It is an investment in reduction of Turnover

Employee turnover is a common phenomenon in companies, because people change their motivations, goals and even personal ambitions. However, a lower engagement with the organization is directly related to an increase in employee turnover, caused by a lack of alignment and a lower motivation. In the process of an employee leaving, the vacancy will have to be filled. In addition to the resources needed for the recruitment of a new person, resources must be allocated to their training, so that they can perform their duties. With GFoundry, through the results obtained from the Engagement Thermometer module, it is possible to evaluate 9 relevant metrics to measure the motivation and alignment of teams. For example, if a certain team in your organization has a low score on the Feedback metric, action may be needed to correct an existing problem, and thus positively impact employee motivation, consequently reducing turnover.

3. It is an investment in Recruitment

Word-of-Mouth is very powerful, especially for companies that are committed to the well-being of their teams. Therefore, the employee Net Promoter Score* has been gaining relevance in the management of talent in organizations, with efforts being made to try to maximise the number of Promoters in the company, playing a determining role in attracting talent. Additionally, employees who are aligned tend to participate more actively in the organization’s recruitment processes, recommending profiles that they feel are suitable both for the desired roles and for the company as a whole. Finally, the recruitment experience can also be impactful and gamified, having a direct positive impact on your organization’s image. Through Missions, at GFoundry, you can create paths that candidates can take, from getting to know the organization, to quizzes to test their knowledge, or even form submissions. With this, it is possible to create Recruitment Journeys that will differentiate your organization as a talent recruiter, providing an innovative experience for your candidates.

Can GFoundry help me with my employees’ engagement?

Of course it can! GFoundry, as a solution for Employee Engagement, is the ideal tool to work on the engagement of your employees. We transform the entire cycle of talent management of your employees in an impactful experience, through our gamification engine, improving their motivation and connection with the organization. From attracting new talent, through Onboarding processes rich in content and experiences, promoting recognition and feedback throughout their journey, GFoundry covers all crucial stages in the Talent Management within your organization. Through the modules in the platform, it is possible to enrich the experience of your employees, making it inspiring, impactful and gamified!

What is eNPS?

The Employee Net Promoter Score (inspired by the Net Promoter Score to measure the connection with customers) aims to measure the degree of alignment and connection of employees with the organization. The ideology behind it is simple: if you enjoy working for the company, then you will share that experience with other people. The assessment is made through a scale from 0 to 10, in which the employee is asked whether they would recommend the company as a good place to work. Based on the answer, employees are classified into 3 personas:

Detractors (rating between 0 and 6): Employees who could negatively influence the image of the organization as a potential employer;
Passives (rating between 7 and 8): employees who do not influence the image of the organization and have no relevant connection with it;
Promoters (rating between 9 and 10): employees who may positively influence the image of the organization as a potential employer.

The eNPS is then obtained through the difference between the percentage of Promoters and the percentage of Detractors, and can vary between – 100 and + 100. Read more: NPS And ENPS: Why And How To Make Measuring Count

Boost Employee Engagement with GFoundry: A Holistic Approach to Motivation and Growth

Employee engagement is one of the most crucial factors in driving productivity, retention, and overall business success. At GFoundry, we recognize that keeping employees motivated and invested in their work goes beyond standard incentives. Our platform is designed to deeply engage your workforce by offering a dynamic and holistic approach to talent management, backed by advanced technology such as gamification, artificial intelligence (AI), and social interaction features. Here’s how GFoundry can help you elevate employee engagement to new heights:

1. Gamification to Motivate and Reward

Gamification lies at the heart of our platform, transforming routine tasks into exciting challenges. GFoundry’s gamification engine allows you to set up milestones, challenges, and rewards that drive engagement. Employees can earn badges, points, virtual coins, and compete on leaderboards, creating a sense of accomplishment and friendly competition. This not only motivates employees to stay engaged but also reinforces a culture of continuous improvement.

2. Personalized Learning and Development Journeys

Our platform helps create customized learning paths, providing employees with the tools they need to grow within the organization. GFoundry’s personalized development plans allow employees to take control of their careers, while the gamified learning modules ensure that participation remains high. Whether it’s onboarding or skill development, GFoundry transforms learning into an engaging, fun experience, making it easier to track progress and development.

3. Real-Time Feedback and Recognition

Recognition is a key component of employee engagement, and GFoundry makes it simple and intuitive. Employees can give and receive real-time feedback and recognition, helping to create a culture of acknowledgment and mutual support. Our recognition tools enable managers and peers to celebrate achievements, reinforcing positive behavior and boosting morale across the organization.

4. Engagement Thermometer – Measure Well-Being

Understanding employee sentiment is crucial to maintaining engagement. GFoundry’s Engagement Thermometer is an innovative tool that measures happiness and well-being in your organization. By collecting continuous feedback, it provides valuable insights into how employees are feeling, allowing you to take proactive steps to improve engagement and overall satisfaction.

5. Enhanced Internal Communication

Effective communication is key to keeping employees informed and engaged. GFoundry’s communication tools foster collaboration, trust, and organizational culture through interest-based groups, announcements, and corporate communication mechanisms. This ensures that everyone stays connected and aligned with the company’s goals, while also promoting a sense of belonging.

6. Social and Collaborative Features

We offer social features that enable employees to connect, collaborate, and share knowledge with their peers. From idea-sharing modules to interactive challenges, GFoundry promotes a community-driven environment where employees feel heard and involved in shaping the company’s future.

7. Tracking Goals and Performance

GFoundry makes it easy for employees to stay on track with their goals. Through our performance management module, employees can set, track, and achieve both personal and team goals. The integration of OKRs (Objectives and Key Results) aligns individual achievements with broader company objectives, ensuring everyone’s contributions are recognized and valued.

8. Data-Driven Insights

With GFoundry, you gain access to powerful analytics that help you understand what drives employee engagement within your organization. Our platform leverages AI and machine learning to analyze engagement patterns, turnover risks, and skill gaps, allowing you to make data-driven decisions to enhance your employee engagement strategy.

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Keep on reading

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Employee Engagement: what is it, why is it important? appeared first on GFoundry.

What is enterprise gamification?

David Martins — Tue, 18 Apr 2023 14:32:52 +0000

Enterprise gamification, also known as business gamification, refers to the application of gamification principles and techniques within an organizational setting to drive employee engagement, improve productivity, and achieve business objectives.

It involves leveraging game elements, mechanics, and design principles to transform work-related activities and processes into more engaging and enjoyable experiences.

In enterprise gamification, game-like elements such as points, levels, badges, leaderboards, challenges, and rewards are incorporated into various aspects of the business environment, including employee training, performance management, collaboration, innovation, and customer engagement. The goal is to tap into the intrinsic motivators of employees, such as competition, achievement, and a sense of progress, to enhance their participation and performance.

Benefits of gamification in organizations

Gamification techniques have gained reputation among talent management professionals in organisations. Gamification is defined as the use of game elements and mechanics such as scores, badges, and levels in processes that are not necessarily games. The possibilities for applying gamification techniques in organisations are unlimited. These techniques can be applied to various areas, starting from employee training, to their goals management, and going all the way to the socialisation between different members of teams or tribes. There are many examples of companies that have successfully applied gamification techniques in their internal processes, generating promising results in terms of the connection between the employee and the organization, but also with very positive results in the teams’ general performance. You may consult one of the examples here. Gamification has a considerable impact in 3 extremely important areas in People Management:

1. It has an impact on Employee Engagement

The application of gamification techniques in company processes allows employees to feel more connected to the organisation, since their experience includes a set of formal work activities, along with leisure and more informal activities. Therefore, the dynamisation of contents and activities enables a more interactive and fun environment to be created. Additionally, this connection also allows them to achieve higher performance levels. This dynamisation of contents carried out within the scope of their normal work functions enables the experience of employees to be more interactive and fun, making them more connected to the organisation as a whole. This connection allows employees to obtain higher performance levels (around 17%), also contributing to reducing turnover.

2. It has an impact on Knowledge Acquisition and Retention

The possibility of gamifying the learning content of employees allows, right from the start, for a greater interest in acquiring knowledge due to its differentiating element compared to other types of training. One example of gamification in training content can be through quizzes, where the employee may have to play various levels and/or game modes until they become an expert on the topic. Through game dynamics, the employee will feel constantly challenged, always seeking more information to reach the final goal. In addition, together with the use of the microlearning methodology, it is possible to convert complex and long contents into knowledge capsules, allowing the employee to retain knowledge more effectively.

About Microlearning

Microlearning is a learning approach whose strategy is to deliver relevant content in small, highly focused blocks on the topic to be addressed. It is the ideal way to find quick answers to specific problems.

Key features:

Duration: As the name implies, microlearning is fast. The basic idea is that a training module can be completed in about five minutes. However, there are no hard and fast rules – it is all a matter of need and context.
Focus: each formative module provides a focused answer to a single problem or question.
Variety: microlearning content types include quizzes, video, audio podcasts and other documents.
Optimised for mobile.

3. It has an impact on the organisation’s social well-being

One of the most important components of gamification is the element linked to scores, which can be used in rankings between employees, or even between teams and tribes. Rankings contribute to the stimulation of healthy competitiveness for an organisation, generating stronger interactions between employees, and contributing to their greater productivity. In addition, gamification brings a more fun and interactive element to the employees’ experience, contributing to their well-being in the normal course of their work, while conquering all previously defined objectives.

How can GFoundry be the answer you are looking for?

GFoundry is a digital solution that, through gamification techniques, boosts the engagement and performance of your employees. Through our Gamification Engine, you can apply different game components that reward your employees through their actions within the platform. For example, in the Learn Module, employees can access content such as PDFs, videos or quizzes that award points and virtual coins according to the viewing of that content. The points represent the basis for the rankings of employees, teams and tribes. Virtual Coins represent the available balance that users can use to exchange for items in the Market Module. Some examples of successful use of the Market Module are the possibility for employees to exchange the Virtual coins for company merchandising, vouchers in shops, or even contributions to social causes. Through the gamification of already recurring processes, employees can have a much more interactive experience, impactful and aligned with the general objectives of the organisation. In the end, you can access real-time information about their engagement!

Get to know our Modules and book a demo with us! Read more in this article from BND.

Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post What is enterprise gamification? appeared first on GFoundry.

7 Tips to promote work-life balance

Gabriel Costa — Mon, 10 Apr 2023 09:54:31 +0000

Promoting Work-Life Balance Tips

Work-life balance is a challenge for everyone. Even though each job is different in terms of its hourly demands, the truth is that a large part of the day is filled with professional life. However, the topic has been increasingly discussed within organisations due to increased concern about workers’ mental health. The lack of this balance can lead to problems such as lack of productivity, demotivation, and even the departure of an employee from the organisation, leading to an unwanted increase in turnover. In a pandemic context, with remote work being an option much more used by most people, the line that separates the professional and personal life is no longer the distance between home and office, having converged to the same physical space. With this, it has become even more important to ensure a psychological balance between work and leisure. Therefore, we have gathered 7 tips to work on this topic in your organisation, in order to promote a more sustainable balance for your employees:

1. Make a Diagnosis

Before working on a subject like mental health, it is necessary to make a diagnosis of your company’s current situation. In this diagnosis, it is important to understand how people deal with the separation between their professional and personal life. Some key questions could be about their daily habits, other activities in their life and wellbeing habits. This diagnosis makes it possible to identify the main problems and implement solutions adapted to the real needs of your employees. Furthermore, different teams are made up of different people, with different working methods, who may have different problems for which adapted solutions are needed. With GFoundry, through Contributions, you can share well-being forms that can be filled in by all employees in your organisation. This way you have access to key information about how your people feel, what problems they experience, and what needs they have in their context.

2. Promote education on the topic

Once the issues have been identified, it is crucial to disseminate information on the topic of work-life balance. Some options are organising webinars on work-life balance or sharing newsletters on wellbeing. The aim is to ensure the sharing of tools that employees can use to identify their needs and subsequently take action so that they can improve their wellbeing. At GFoundry, through the Learn Module, besides being able to integrate all your employees’ training content, you can also insert new categories with wellbeing content to which users can have access whenever they need it.

3. Implement well-being activities

Besides promoting knowledge on the subject, it is also crucial to demonstrate its practical side. Promoting physical and/or psychological wellbeing activities allows your employees to pay more attention to their own wellbeing, having healthier lifestyles. Some examples could be joint physical exercise classes (in person and/or online), healthy cooking classes, yoga sessions, among other possibilities – possibilities that may come from suggestions left by your own employees in the diagnosis phase. On the GFoundry homepage there is a News Feed where you can communicate all the scheduled activities, allowing your employees to always be aware of the wellbeing agenda within your organisation.

4. Use flexible working to your advantage

Giving your employees the possibility to have more flexible working hours is an important tool for the well-being of your employees. There are several possibilities regarding flexible working policies in organisations. Whether it is through flexible starting and ending times, the possibility to choose working hours freely or even not having defined working hours but rather objectives to be accomplished, allows your employees to reconcile their professional life with their personal issues in a simpler way. Employees can fulfil their tasks and still be present at important family moments, do physical activity at a time that is more beneficial to them, or enjoy leisure moments that are necessary for their well-being. With GFoundry’s Goals Module, it is extremely simple to manage your team’s objectives through the OKR – Objective Key Results – methodology. Having all your objectives on your mobile phone, and even having access to their completion status, it is much easier for your employees to manage and achieve their goals.

5. Use remote work to your advantage

Together with the flexibilization of work, the possibility of being in telework allows the employee to better manage his personal life conciliated with his professional life. Whether it is because their children are sick, or because a doctor’s appointment has been scheduled for mid-morning, the possibility of being on remote work allows the employee to meet their personal schedule while still being productive for their organisation, and not disrupting the normal flow of work. In addition, some studies show that employees can increase productivity rates by 13% when working from home. GFoundry, being a multi-platform solution, allows employees to access its contents anywhere – either through their computer or through their mobile phones.

6. Promote discussions on the subject

Even more important than promoting a culture of wellbeing and balance, is to implement a culture of open discussion about the issue. Ensuring that people can discuss the issue openly with their colleagues and superiors allows employees to feel comfortable discussing any need they feel, preventing the issue from escalating. Through GFoundry’s Engagement Thermometer, it is possible to constantly and periodically analyse metrics such as work-life balance, alignment, feedback, satisfaction and well-being, among other essential metrics to understand how your teams feel.

7. Lead by example!

Finally, it is important to demonstrate to employees that this balance can and should be promoted by anyone within the organisation. It is not only important that teams use all the tools at their disposal, but that their leaders can also encourage their peers to promote a culture of wellbeing and balance. At the end of the day, employees feel more motivated and productive, ensuring better results for the organisation as a whole. Would you like to promote a better balance between the professional and personal life of your employees with the help of GFoundry? Learn more about our solution and book a demo with us! Read more: How to promote a good work-life balance for employees post-COVID-19

Keep on reading

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post 7 Tips to promote work-life balance appeared first on GFoundry.

What is Learning & Development (L&D)?

Martin Rocha — Fri, 03 Feb 2023 16:45:49 +0000

The definition of Learning & Development (L&D)

Learning & Development (L&D) refers to the process of acquiring knowledge, skills, and competencies by individuals within an organization to enhance their performance and contribute to the overall success of the organization. It encompasses activities and initiatives designed to facilitate learning, training, and professional development for employees.

L&D initiatives are aimed at improving the capabilities and effectiveness of employees at various levels, from entry-level positions to leadership roles. The focus of L&D is not only on formal training programs but also on continuous learning, which can occur through various channels such as workshops, seminars, e-learning platforms, on-the-job training, mentoring, coaching, and self-directed learning.

Much has been said and written about the new way forward with regards to “learning” and the class room paradigm. Whether you adopt the modern school of thought or even take it to a new level with the “Flipped Classroom”, there is no doubt change is in the air. We would go further and state “change is mandatory”!

Education should not be a one-time event but a lifelong experience, it should be less passive and much more “hands on”. Additionally, education must empower students to succeed not just in school but in all scopes of their life.

In order to change behaviours, and especially when we talk about organisations that aim to change an internal behaviour, it takes more than some trainings to change mindsets.

What’s the main keys to influence change

The first key to influence change is through effective Internal Communication. In order to align a mindset throughout the organisation, it is important to have channels in which you can spread messages and content to your employees.

The second key to influence change in behaviours is through the learning experiences that organisations can provide in order to promote certain behaviours and/or ways of working.

Through the concept of Microlearning, you can create knowledge pills that employees have access throughout their time in the organization.

The key to spread learning content is to not fill employees’ time with learning content to acquire in a short period of time, but rather provide them small amounts of knowledge through their journey in the organisation. This way, the retention of the content will be much higher. Also, the addition of gamification elements will increase the engagement of employees when acquiring the knowledge.

How can GFoundry support me in changing Learning & Development behaviours in my organisation?

GFoundry joins these forces of change and believes in creating simple and engaging learning tools. Workplace gamification done well is a fusion of design, psychology, and analytics to create experiences that employees find fun and stimulating, with amazing gains for all!

Through our Learn Module, it is possible to have quizzes, with 4 different game modes, where employees can either test their knowledge on a certain area (for example, the values of the organisation), or they can also challenge their colleagues for battles.

This type of dynamic will increase the interest in consuming this content, but will also promote interaction among the organisation.

Finally, since GFoundry is available on Mobile, you can use Push Notifications to send short messages to your employees in order to reach them in a more effective way.

About Microlearning

Microlearning is a learning approach whose strategy is to deliver relevant content in small, highly focused blocks on the topic to be addressed.
It is the ideal way to find quick answers to specific problems.

Key features:

Duration: As the name implies, microlearning is fast. The basic idea is that a training module can be completed in about five minutes. However, there are no hard and fast rules – it is all a matter of need and context.
Focus: each formative module provides a focused answer to a single problem or question.
Variety: microlearning content types include quizzes, video, audio podcasts and other documents.
Optimised for mobile.

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post What is Learning & Development (L&D)? appeared first on GFoundry.

Stay Closer: Performance Evaluation, Onboarding, Learning & Talent Management

Martin Rocha — Fri, 04 Nov 2022 23:06:15 +0000

The common space to manage talent with proximity

The platform is from GFoundry and was parameterized according to the challenges identified by Closer. It systematizes the performance evaluation and is the interface to carry it out, also articulating it with training. It also allows onboarding to be a unique and fun program

Founded in 2006, Closer Consulting is a Portuguese company specialized in what is now commonly known as data area – Data Science and Artificial Intelligence -, helping their clients (for example, large banks and telecommunications companies) to take the best advantage of it to be increasingly competitive. These 16 years of existence have been marked by good results, which are reflected in market growth and organic robustness: more than 300 projects and 150 customers, presence in 14 countries (3 continents) and about 370 employees (44% growth in 2021).

The culture of Closer – as an organization – about the role it should have before society leads it, permanently, to have initiatives that foster proximity in its various dimensions. In this sense, in 2018, with the company in full growth and assuming a larger scale, it became necessary to professionalize the communication with its employees (some, for example, spend several days at the clients’ offices, therefore, physically distant from the parent company and the corporate ambience) and strengthen their collective commitment – in the sense of positive involvement.

Closer, then, looked for solutions that could achieve these objectives, guided by the demand of three requirements that, as Woitek Szymankiewicz, Partner of Closer, recalls, defined from the start: the implementation of an innovative platform; easy and interactive (mobile application) and with a gamification component (playful/game).

The choice fell on GFoundry and followed the design of the model best suited to the reality of Closer, ie, starting from the matrix platform created by GFoundry, was made the customization to the specific interest of Closer, namely through the co-creation made in several modules.

The final platform designed – the Stay Closer – has distinct areas, corresponding to different modules, of which the three most significant for Closer until now will be addressed separately below.

Woitek Szymankiewicz, Closer Consulting Partner

Performance evaluation

This has been the module with more importance and (intensive) use for Closer. Stay Closer allows, right from the start, to make the evaluation cycles at the pace desired by who runs the company, in this case every three months (and not only annually, since Closer considered it too watertight).

The whole assessment operation is, as one of the three Closer Partners says, “supported by the GFoundry platform”, and not only in its most important moment, the meetings (called “conversations with purpose”) between the employee and the manager. These conversations end up being, simultaneously, the arrival point (evaluation) but also the starting point (progression) for the next step.

In quarterly sessions, to reinforce a technical skill or by identifying a certain gap in the so-called soft skills (for example, the ability to listen or to be pragmatic), commitments (practices or tasks, to meet objectives, with precise metrics) are agreed upon between both, in a kind of mini-contracts, which will be periodically monitored by each during the next three months, and may be the subject of reciprocal communication/contact.

In addition to the feedback that may be reported, two weeks before the evaluation meeting, both the coordinator and the employee record their assessment of how the evolution went during that quarter, so that later, during the meeting, they can cross-reference and discuss the two perspectives.

Know more about Performance GFoundry’s Evaluation Solutions here.

Well, for each of these moments, the platform is crucial, because it is there that the steps that materialize an evaluation that is intended to be frequent (quarterly), dynamic in format (it is not limited to meetings, there is a “route” between them) and participated in the model (the reviewed is not relegated to a passive role). It can be accessed either through a computer (browser) or cell phone (Android and iOS).

The parameterization of this evaluation roadmap can be changed by whoever, in Closer, manages the platform (counting, if necessary, with the support of GFoundry). Thus, the time distance between meetings, the tasks between them, or even the actual performance of the assessment to an employee can be changed/suppressed. For Woitek Szymankiewicz, “this flexibility, with such a rich backoffice, is something very useful”.

From a more general perspective, the evaluation can also be done upwards, namely on general aspects of the company’s operation.

The support for talent management has another essential feature of the platform: the interconnection between employee evaluations and individual career and training plans. This means that these plans are integrated into Stay Closer, allowing a true integration in the same space of all components of the professional’s career. “The career plan is assembled on the GFoundry platform”, summarizes Woitek Szymankiewicz.

The manager considers the GFoundry platform (and this module in particular) “central and core to the quarterly and annual evaluations, ensuring that they are transversal and fair, in the sense that they do not bring surprises and are perceived by consultants and managers”.

Training

For Closer, as stated by its Partner, “constant learning is a fundamental pillar for the person to evolve – not only to obtain a certification” – and the fact that “it is systematized” and also “interconnected” with the other aspects of career management in the same platform is fundamental. To this extent, the training module is the second most important for the technological company.

The personalized training path is defined, recorded and implemented through Stay Closer. The various learning options (soft and hard skills) are compatible with the platform – in their organization in menu form, in the choice and consequent realization. In addition to the classic content-based organization, the platform provides an interactive approach, using learning missions that, in a visually appealing way, allow the employee to get from point A to point B with possible interactions and rewards along the way (gamification).

The integration of the training path in the individual career plan (and with the evaluation, through specific objectives) allows the entire talent management of each professional to be concentrated in the virtual space of the platform, shared between the professional and the leadership. Accessibility is, in this module, the aspect most praised by employees, since, being available on mobile devices, it allows the execution of training at the time and place chosen by the trainee.

Know more about GFoundry’s eLearning and Training here.

Onboarding

“Bringing people together as they enter the company”. This simple principle, stated by Woitek Szymankiewicz, guides the onboarding and the tools for its good execution, in which the platform created by GFoundry stands out. It was decisive in the most acute phases of the pandemic – a period during which Closer continued to grow strongly – and continues to play an important role, mainly because of the gamification that it imprints on the entire onboarding process. “Having an onboarding game that shows my progress through the various stages of getting to know the company is very helpful. GFoundry supports this whole process in a fun way, through quizzes, completing missions. In the palm of your hand”, says the Partner of the technological company.

In a global assessment of Stay Closer, Woitek Szymankiewicz considers it an “innovative platform to support engagement initiatives”, underlining the importance of the three pillars already mentioned.

João Carvalho, Co-Founder & CEO of GFoundry, emphasizes the challenge found and the joint manner in which it was met: “Closer operates in a highly competitive sector and is formed by highly qualified employees, with an average age below 30 years old, therefore, with a high level of demand in attracting and retaining talent. They found in GFoundry the solution to manage their talents, and it was very important the mutual trust relationship we established to adjust some details of our platform to the exact measure of what they needed.”

Know more about GFoundry’s Onboarding Solutions here.

The thermometer that measures satisfaction

The evaluation and feedback that Stay Closer allows is not one-way. Employees are invited to give their opinion both on the assessments in which they participate and on more general aspects of the functioning of their company.

“Engagement Thermometer” serves to do just that, to measure the employee’s feeling towards the company, in a totally anonymous way. The “temperature” is measured monthly through a pop-up survey (a much praised format internally) of five simple questions, on a wide variety of topics about life in the organization.

Know more about GFoundry’s Pulse Surveys Solution here.

Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Stay Closer: Performance Evaluation, Onboarding, Learning & Talent Management appeared first on GFoundry.

Employee Referral: What is? What are the benefits?

Gabriel Costa — Tue, 22 Mar 2022 14:46:12 +0000

Supercharge your recruitment with GFoundry’s employee referral programs. Discover innovative strategies for talent acquisition!

What is the importance of an employee referral programme?

For an organisation to maintain its growth rate at adequate and desirable levels, it is important to have the most relevant open positions filled with the appropriate people for the functions they have to perform. Having the right employees for each function makes a huge difference in individual performance and in the performance of the organisation as a whole. One of the actions that can enhance the effective maintenance of all these processes is the implementation of an employee referral programme.

What is an example of an employee referral?

It is a programme that uses as a resource the recommendations of current employees to fill open positions in recruitment processes or even to leverage recommendations for internal movimentations. Examples of an employee referral:

Promotions;
Salary increases;
Changes of Sector;
Changes of Function.

It is common that a referral program does not eliminate the steps established for traditional selection processes, only certifying a recommendation to HR, being a different way to validate a candidate and keep the levels of motivation and involvement of the community at higher levels. Furthermore, associated with a rewards programme, it is common for the employee who refers another professional to receive a reward when the same is validated by those responsible for the process. Read this study to learn more.

Why are employee referrals?

The referrals can come from anyone inside the company who knows someone—either personally or professionally—who they believe would be a good fit for a role.

What are the benefits of referral?

6 advantages of a referral program:

Shorter time to complete the process
Lower cost per hire
More motivated new employee
Increased talent retention
Improvement in the organisational environment
Ability to discover hidden talents

In an immediate way it is possible to increase productivity, motivation, involvement and the feeling of belonging, besides the position being filled with a professional aligned to the cultural fit of the organisation. Read more: Employee Referrals: Key Source for Talented Workers

How do you ask for an employee referral?

1. Communication

Communication is a key element for the success of any initiative. Firstly, it is important to communicate the purpose and objectives of this programme, so that it is clear to employees what the importance of their role will be. In addition, it is crucial to indicate what shape this programme will take in the company: will it be for open positions? Will it be a programme to recommend changes in employees’ positions? Finally, if there is a rewards programme for recommendations that become positive and beneficial to the organisation, it is also important to communicate the benefits to employees. GFoundry has several Internal Communication tools that allow to disseminate content in a clear and agile way. In addition to the News Feed, where there may be more extensive content, with graphic support, push notifications can also positively impact the reach that the communication will have on the organisation as a whole.

2. Management of the Process

The referral process should be simple and intuitive for all employees who want to refer. In GFoundry, you can use the Contributions Module for this purpose. By creating a recommendation form, you can include fields where you collect relevant information about the recommended candidate (e.g., Professional experience, link to their LinkedIn profile, Qualifications…), and their contact information. This way, all information about recommended candidates is centralised and available for the HR team to consult. For employees, this form can always be available so that they can recommend candidates whenever they know of an opportunity.

3. Feedback

In a referral programme, it is crucial to provide continuous feedback to referring employees in order to keep the programme alive, credible and fair. The GFoundry solution has tools geared towards this goal. In the Contributions Module, in addition to the possibility of changing the status of each referral, it is possible to write a justification for closing a process when the proposed candidate does not make sense for the organisation. As an example, in the first instance, a candidate’s recommendation may be pending approval by Human Resources. When the candidate goes through the application screening, the HR team may validate or refuse, and the employee will have access to that result. In this way, you will know whether you can access the reward associated with the programme.

4. Awarding

One of the most effective ways to stimulate employee participation in this type of programme is through rewards. Therefore, it becomes important the design and implementation of a reward dynamic aligned with the objectives and performance of the person that references. Thus, when a candidate proposed by an employee is hired, the referrer should be rewarded. GFoundry, through its powerful gamification engine, allows the attribution of rewards to employees through their actions on the platform. For example, when an employee submits a recommendation for a potential candidate, they may receive initial compensation for their effort. Later, if the candidate becomes an employee of the organisation, the referrer may receive another reward for the success of their recommendation!

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Employee Referral: What is? What are the benefits? appeared first on GFoundry.

Incorporate data from other platforms into GFoundry

Gabriel Costa — Tue, 04 Jan 2022 15:15:09 +0000

Data Integration with GFoundry: Platforms and Benefits

Nowadays, all organisations need to have an holistic view of the systems that support their activity. Naturally, for the effective management of all the processes that ensure the daily tasks, companies have a wide range of information systems for different purposes.

When it comes to talent management, the trend is no different. The management of people has led to other needs arising, such as the management of their training, the management of their schedules, their tasks, and even more administrative issues, such as salary management.

In organisations with larger structures, the challenges are also greater. Given their complex structure, and even due to the very different needs, it becomes almost impossible not to have several platforms, each one addressing a certain challenge.

This means that, at some point, it becomes a challenge for any employee to have to work with different platforms in order to fulfill everything required in their role. These challenges have led organisations to seek solutions that not only allow them to meet various challenges in a single platform, but also to integrate with other existing platforms.

These details improve the employee experience, as well as making more agile several of the manual data and information transfer processes.

How does GFoundry integrate into a universe of diverse platforms?

At GFoundry we have an holistic view of talent management from A to Z. That is why we have developed a solution that allows us to embrace the many challenges linked to talent management in an organisation, allowing us to increase the engagement of the community as a whole.

Through a multi-module approach, we guarantee an effective response to various challenges, such as Attraction and Recruitment, Onboarding, Learning, among many other examples.

However, and despite GFoundry being able to centralise all these processes and information in an organisation, there are situations in which it will be necessary to have integrations that not only facilitate the transition of information, but also automate the flow of information within the structure.

Therefore, in GFoundry we have integrations with various softwares and platforms that allow us to make the integration process of our solution more agile and efficient.

More detail about SSO & Learn Content integrations:

1. Single Sign-On integrations (SSO) allow users to use their corporate email to access the platform. Not only is it possible to have SSO with Google Suite and Microsoft, but also through LinkedIn.

2. Another type of integrations are external content integrations, which may work in 3 different levels of depth:

A first level of integration through links to other external platforms. On GFoundry, you may include links that direct users to other platforms or websites;
A second level of integration that allows you to have embed learn content, i.e. content embedded in the GFoundry platform. This content can be from Sharepoint, Youtube, Vimeo, or SlideShare;
A third level of integration that represents the integration of data by API. This type of integration allows information to circulate from one platform to another, either at the level of training content that the user is consuming, or at the level of data that is used for our Machine Gaming module.

In the end, with all these integrations, GFoundry can be the experience layer that allows the employee to have a more dynamic and centralized day-to-day, preventing them from losing focus on all the platforms that already exist in the organisation. Furthermore, using the power of gamification, it is possible to increase employee engagement and their connection with the organisation.

Practical example using the different types of integration

With the GFoundry platform you can design paths using Missions. Use your own characters and images that illustrate the stages, needs, goals, thoughts, feelings, opinions and expectations of your employees! Each stage of a Mission can be configured using any module of the GFoundry platform.

Using the example of an Onboarding Mission in GFoundry, we can illustrate the various stages that the user may go through.

In a first stage, and still without being logged in to the platform, the user may access using their Microsoft365 account (which they already use in the company), as well as their password. No additional registration is required!
As soon as they enter the platform, the user accesses their Onboarding mission, which will guide them during their first day in the organisation. In the first stage, they are asked to visit the platform on which the employee can schedule their holidays. Through the link, the employee accesses the platform, schedules their holidays, and when they returns to GFoundry, they receive a medal for having accomplished that task!
In the next step, the employee is asked to watch a video in which the CEO of the organisation presents the Vision, Mission and Values. Since it is a YouTube video, the employee watches the video embedded in GFoundry! Only when they finish the video, they receive a medal thanking them for having fulfilled one more stage of their Mission.
In the third stage of this first day, besides having a set of training courses available on the GFoundry platform, through the Learn Module, the employee will have to comply with a certain list of training courses available on Coursera. The employee accesses their profile, and when they complete their training and return to GFoundry, they receives their training certificate, automatically issued with the data from their course!
In the final step, the employee is asked to visit the Competitions Module. The employee notices that there is a ranking of the people who sell the company’s products the most! After having finished this onboarding process, the employee has a very clear objective: to reach the top of this month’s ranking!

Does the GFoundry platform allow other more complex integrations with other apps?

Yes! You can make workflow automations using your favorite tech tools, from CRM’s to communication apps, to increase engagement and productivity throughout the year.

Messaging and Communication apps

Integrations with messaging and communication apps like Slack and Microsoft Teams, allows your employees to collaborate more effectively and make faster, more informed decisions. It also helps to reduce the risk of errors and inconsistencies, which can lead to costly mistakes.

Empower your data-driven decision making

With GFoundry platform, you can integrate your favourite ERP, like SAP, and centralize your data. It will be much easier to monitor performance and achieve your objectives – without the need for spreadsheet expertise.

Business Intelligence Platforms

Integrations with Business Intelligence platforms like Microsoft Power BI, can give you the ability to collect data from various sources and combine it into a single, unified view. This allows organizations to identify relationships and trends that may not be visible when looking at the data in isolation.

Multiple workflows!

You can create how many connections and workflows, according to your needs!

Example: when an employee finalize a specific evaluation cycle, the system can send a specific data from a GFoundry evaluation report to a Microsoft Power BI dataset.

Then, the workflow can be configured to refresh Microsoft Power BI datasets automatically and send a message on Slack to the manager alerting that a specific dashboard it is updated.

Benefits of using the GFoundry Gamification Engine using the interconnection of multiple applications

With GFoundry, you can benefit from the interconnection of multiple different apps together with our gamification engine, by allowing users to access and interact with the platform through a variety of different apps, rather than just one.

You can generate rewards from actions taken within the GFoundry platform and share them on other Apps OR compensate your employees for achieving goals on other external software!

The post Incorporate data from other platforms into GFoundry appeared first on GFoundry.

Talent management at Cork Supply: a strong commitment to innovation

Martin Rocha — Sun, 02 Jan 2022 14:18:35 +0000

Discover how Cork Supply implemented GFoundry digital solution to support a set of HR processes in an innovative way, starting with onboarding, through training and development, not forgetting all the management of objectives and performance evaluation.

A business rooted in tradition makes a strong bet on innovation. And why?

The multinational Cork Supply, belonging to the cork industry, is part of a business group (HARV 81), which supplies the wine and spirits industry. It invests in technology and quality in production and processes, as well as in innovation and in the way it communicates with the people who make the company every day.

Maria de Fátima Gonçalves (People & Int. Communication Director at Cork Supply) and Joana Castro (People & Communication) tell us in this interview conducted by Rui Chen, their vision for the area they lead and the results they are reaping for standing up for what they believe in and therefore invest in: people and their happiness at work.

It was in July 2019 that the project began, when they found the answers that made sense: A multi-module, fully digital solution, with access via mobile and web apps, in the cloud, with intranet features (such as the news publishing wall), training in microlearning mode and gamification.

Rui Chen: What are the main objectives that the team has defined for the People & Int. Communication area?

Fátima Gonçalves/Joana Castro: Our strategic proposal for the company had as major objectives the development of people through a focus on internal communication, the identification and mapping of human potential based on the management of skills and training, and performance evaluation.

These processes, nowadays, have a great advantage in being digital and internet-based, for the accessibility and agility that they allow (and to reduce paper to a minimum), but we wanted to go further by selecting a solution with gamification to also transform the experience.

We wanted to support these processes with a multidisciplinary platform in these areas, that is, a solution that is agile, simple to handle, and with a truly impactful experience for managers and users.

“we wanted to go further by selecting a solution with gamification to also transform the experience”

Then we wanted to transform the training model, particularly for sales teams, by investing in e-learning. The existing 300-page sales manual was converted and segmented into training content in microlearning mode, with the right “doses” for the right training moments.

RC: How was the involvement of the company’s structure?

FG/JC: First we had the support of the board and the technical approval of the IT area. Then we involved the whole organisation, with a greater focus on the commercial teams.

Our priority is to improve and enhance communication and the involvement/motivation of people, using the platform’s features.

For example, we use the Learning module a lot with our sales teams all over Europe, in the various languages available on GFoundry, in this case Italian, French, Spanish, English and Portuguese.

We use the Goals module to set objectives in the context of Performance Evaluation, which is the module through which we manage employee performance, potential and identify talent.

The Recognition module is very useful and practical for recognising courage, commitment and team spirit (to the point of excellence) giving immediate recognition, in public or private, and is a powerful communication tool in this area.

We also take advantage of the FAQs page to communicate the company’s protocols with other entities in order to give our employees better conditions to access products and services.

RC: How was the implementation of GFoundry at Cork Supply?

FG/JC: Regarding customization, we had the support of a designer who works in another area of the company, and the constant technical monitoring of the GFoundry team.

At the level of users, managers and non-managers, we held sessions to explain how the platform works in general and, more specifically, about the Performance Evaluation module, namely, how to prepare the moment, the functionalities, the objectives and the follow-up of the process, such as the touchpoints and the talent management in the development component, thus justifying a holistic management process and continuous feedback.

RC: How is planning and communication done to operationalise these dynamics?

FG/JC: We have an annual communication plan, deployed monthly and supported by the GFoundry platform.

The plan maps out the launch of activities, such as our “We Care” programme.

The use of the GFoundry platform was very important for communication on the Coronavirus issue, for example. We are dynamic in publishing news that we think is relevant, also launching competitions and events.

RC: What kind of dynamics are you implementing and what results are they having?

One of the suggestions made by a collaborator was the launching of a contest to create ideas, called “Eco Tips – Taking Care of Tomorrow” within the scope of environmental responsibility, done through the use of the Innovation module.

We are receiving ideas such as: planting cork oak trees on Cork Supply’s land; adding environmental awareness messages to the company’s communication plan, focusing on saving water and electricity resources, as well as on reuse and over-consumption during the current Christmas season.

We also received ideas for carpooling for home/work/home journeys.

We have several metrics so we know the impact our initiatives have on users. An example of this is the publication of new content that causes logins to skyrocket.

On the other hand, we receive positive feedback from our initiatives through the questionnaires we do with the Contributions and Surveys module from GFoundry, with immediate access to the data.

In terms of learning, we know the growth in the completion rate of training actions, and the duration of these actions.

RC: What do you most highlight and value in the GFoundry solution?

FG/JC: Without a doubt the Gamification Engine that gives a power of animation to the activities. It is very dynamic, offers fun, and it is noticeable how it involves users as in games. We also highlight training and learning. The Learn module generates a lot of potential.

Our employees refer in their questionnaires to the training formats and ease of learning, internal communication, and highlight the possibility of consultation on the same platform where they learn.

In short, GFoundry is a solution that allows the integration of processes, with which people can consult the annual objectives, their evaluation, the protocols with various entities, have access to their information and that of the company, participate in activities and interact with the community.

For all that we have pointed out and what we will activate, we recommend GFoundry to any company that wants to introduce dynamics in its activities with people and see a transformation of behaviours and results.

RC: And what do you have planned for the future?

FG/JC: Well, with all that we can already do, we still want to increase initiatives and participation, because there is a lot of potential for that. In the meantime, we are always very curious about what’s new at GFoundry, now with the link to Linkedin, which gives the possibility of adding GFoundry certificates directly to users’ profiles.

Maria de Fátima Gonçalves (People & Int. Communication Director at Cork Supply) and Joana Castro (People & Communication)

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Talent management at Cork Supply: a strong commitment to innovation appeared first on GFoundry.

G-Breakfast – Another breakfast with networking included!

Martin Rocha — Thu, 02 Dec 2021 16:30:45 +0000

On the 25th of November, at the Sheraton Lisbon Hotel, in Saldanha, GFoundry organised another G-Breakfast, in partnership with BBDM – one of GFoundry’s Partners.

The concept of the event was born from GFoundry’s intention to provide a networking moment, in an invitation-only format, between representatives of companies from different areas, during breakfast.

During this breakfast, the participants had the opportunity to get to know each other, to discuss topics such as engagement and the new challenges of People Management, and also to learn more about the GFoundry platform and the importance of BBDM‘s role as a Partner of the platform.

The guests were divided between 3 tables, and 3 teams were formed to compete on the platform through several previously prepared dynamics. This moment was crucial to demonstrate the potentialities of the platform, but also to show that its use is simple, practical and very intuitive.

We would like to thank the companies that attended for their participation and enthusiasm during the morning.

In addition, we are also grateful for the presence and support of our Partner BBDM, crucial to explain its role as a specialist in HR solutions as a complement to a platform like GFoundry.

The post G-Breakfast – Another breakfast with networking included! appeared first on GFoundry.

DPD: more motivated drivers = better results

Clara Costa — Thu, 11 Nov 2021 10:54:33 +0000

An organisation open to innovation, capable and motivated people, and above all with the will to make things different: these were the main ingredients of this successful project at DPD Portugal (Geopost Group).

Transforming Success: DPD Portugal’s Strategic Partnership with GFoundry

DPD Portugal, in collaboration with GFoundry, launched a strategic initiative focusing on four key areas:

Internal Communication
Internal e-Learning Academy
Onboarding
Driver Competitions

The impact has been remarkable: several KPIs have surged, and the innovative practices introduced have seamlessly integrated into the daily routines of DPD Portugal’s employees!

The Trigger: How It All Began

The process of merging the Chronopost and Seur brands was the trigger.

The project kicked off in full force in January 2020 with a team composed of David Pereira (director of the services and innovation hub), Luís Cruz (operations and processes analyst) and Pedro Correia (training manager).

The impact is such that DPD Portugal presented this project to the group’s international committee, so its expansion to an international level is under analysis.

In this interview, conducted by Rui Chen, Pedro Correia tells us about designing the strategy, the challenges of implementation, the main objectives and the results achieved.

Rui Chen: How did you start the gamification process with GFoundry?

Pedro Correia: We started with the Learning module.

We had three quizzes in 2019, one on branding and two operational ones for the Driver role.

Presently we already have several quizzes on procedures and other topics, very well segmented.

GFoundry’s potential to create quizzes by theme is excellent, because we can be incisive by acting locally at each point. In other words, if there is a problem of accidents in Faro (City of Portugal), we act only in Faro. This is decisive and strategic in large companies like ours.

Then, there are many people who want to be proactive in training and look for content to increase their knowledge and develop skills. With this solution, our employees can be autonomous in managing their learning, which is done when they feel the need, and at the time the person chooses to dedicate to it, especially “dead” times.

The reception of new employees for distribution lasts three weeks and there is a 10 module plan for consulting content and taking quizzes. They do it when it is most opportune: in the dentist’s waiting room, when waiting for transport, on the living room couch, etc.

PC: Employees do (the quizzes) when it is most opportune: in the dentist’s waiting room, when waiting for transport, on the sofa in the living room (…)

Which GFoundry’s Gamification modules and features made the difference in your choice for this digital platform?

PC: When we started the testing phase last year, we started by using the Learning module to take advantage of quizzes and, simultaneously, the Machine Gaming module to take advantage of the gaming techniques of the platform’s gamification engine, this with a direct link to the percentage of “successful deliveries” that Drivers made.

Additionally, we wanted to give visibility to the project by providing a considerable amount of money in the budget to award pecuniary prizes to the Top 10 drivers, thus ensuring the perfect articulation between the stimulus that the game provides and the incentive of financial compensation.

What were the main objectives and goals of the project?

PC: We have several performance indicators, national and international, being the main one the “Predict”.

This indicator accounts for all deliveries made per driver according to the prediction assumed by these same employees at the beginning of the delivery journey.

We created an internal league – the Predict League – which we want to maintain with other leagues following this one, because we are achieving excellent results in terms of engagement and in the productivity KPIs of the teams.

Are you achieving the results you have planned?

PC: We immediately noticed a big increase in engagement, because those who work by objectives want to see how they are doing. This is what GFoundry also brought. Drivers can see in real time and at any moment (in the morning, at the end of the day, whenever they want), what percentage of success their Predict has, and what their position is in the ranking.

On the other hand, what we achieved was not only an increase in KPIs, but also in the percentage of success in Predict: We had an increase in drivers giving their predicted deliveries and committing to that goal. This is what defines Predict. And it is, in fact, this increase in the overall percentage of the Predict indicator that is the bottom line of the project.

We have more people looking at each other’s performance, in a competitive, healthy way.

It’s in everyone’s interest to distribute awards that have an impact on people’s lives, and there the platform proved to be fundamental and excellent in connecting the company and the drivers’ delivery process.

PC: “We immediately noticed a big increase in engagement, because those who work by objectives want to see how they are doing. This is what GFoundry also brought.”

How did you communicate the project? Do you keep that communication plan active?

PC: There has been an investment in the dissemination channels: we have a corporate Radio and TV channel that broadcast to each of the 15 distribution stations in the country, equipped with devices where they pass the information of interest, for example, before starting any dynamic or GFoundry competition, the rules, the schedule and the prizes of the Predict league are broadcast on the two channels of our internal network.

Regarding the prizes:

PC: In the national league, with GFoundry we have the data of the registered drivers gamified and ascertained the Top 20 of the three months duration of the competition.

In parallel, we have three regional leagues, Lisbon, Porto and the Provinces, in which we award the Top 5 every fortnight.

The best in each league receive prizes in a card from a shop chain.

Managers also have their competition with gamification and prizes going on: we identify the Top 3 managers in 15 stations. The metric is the total score for each station.

These supervisors are happy because, before this initiative, they had to go searching, collect the information, respond to requests for information, which took them away from their main function, which is managing the operation of the station they lead.

Let’s talk now about the GFoundry apps. Who uses them and how do they use them? Is the use mandatory?

PC: We don’t force anyone to install the app, it’s not mandatory.

The drivers use a PDA which is their main work tool. We chose not to install the Post a Goal (customised and branded GFoundry app) in these equipments so as not to interfere with the operation. In addition, the PDA stays at the station at the end of the day and we know that the app is used outside the time when the drivers are distributing, i.e. driving. The installation was done on the drivers’ personal mobile phones.

We started with 150 drivers in the first week (out of 700), and then it was a steady growth in registration requests. I think it worked by word of mouth and the wanting to be in rather than out.

The Predict league runs for three months, but we have fortnightly competitions running at the same time so you don’t have to wait until the end of the three months to access the prizes.

At the moment we most employees actively participating, with daily queries on the platform. Then we have employees who will never connect because they don’t have a mobile phone, and we still have those who don’t give much importance to the initiative. We have been talking to managers to motivate them, to encourage them with prizes. Some of us succeed, others don’t because they are more sceptical.

How did the initial customisation/setup go?

PC: It went well, I had no knowledge in gamification myself and found it very easy. The apps are user friendly and versatile. Then I highlight the fact that GFoundry are always receptive to our questions and in constant contact to support and show us the way. It is fundamental to work with a partner like this, we are in constant contact.

PC: (…) “GFoundry platform has a gamification engine that automatically organises data in order to sort it into a ranking, award them points, as well as reward the best with medals and virtual coins.”

Do you measure engagement score? Are you using the GFoundry Thermometer Module?

CP: We are not using the Engagement Thermometer Module, although I think it is very important to start using it. At this early stage we wanted to gain traction because we didn’t know the engagement rate, not least because participation is voluntary (that’s the wonder of engagement), but as things have been going well we will use it in the second phase, especially to give feedback to stakeholders.

What are your thoughts for the future, regarding the management of people with the adoption of digital dynamics?

PC: Last year DPD Portugal presented GFoundry to the international training committee, so we are looking at expanding GFoundry internationally. We think that winning the international award will have an impact and now we will not lose the moment, we will want to repeat it so as not to lose the momentum. We want to set up in other areas of the company, besides the operation. The other areas of the company have already shown interest. The potential is huge, in Portugal alone we are 1400 people, of which 700 are drivers.

We aim to connect other modules, namely Evaluation & Careers, the Engagement Thermometer, and with more people connected we will have more aggregated information available.

Would you recommend GFoundry to a business partner?

PC: I would definitely recommend it, but there has to be incentives attached, such as the marketplace running with a showcase of associated rewards.

It is a simple and intuitive tool that is easy to use and generates immediate results – is a solution for any business area.

It is a current and modern platform. Taking the example of training, GFoundry goes beyond the traditional LMS because it has a responsive app in the mobile version, does not require a desktop, desk, schedules and, above all, it is fun and serves our purposes.

I believe that companies do not know this type of solution and what it can do for their business.

Even more so with a partner that listens and helps. GFoundry has been great because we solved our biggest challenges in people performance and today we are better.

Pedro Correia – Training Manager @ DPD Portugal

About one of the first competitions that were started in 2020:

Objective #1: Reduce the no. of failed circuits in Predict

Result: The goal was exceeded in the first month of the competition

Objective #2: Increase the success rate on Predict:

Result: goal was exceeded in the first month of competition

Objective #3: Enhance and promote the use of quizzes as a Training & Learning tool

More than half of the Drivers played the proposed quizzes, with a success rate close to 100%, in the first month alone.

Some screenshots:

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post DPD: more motivated drivers = better results appeared first on GFoundry.

The Ultimate Guide to Remote Talent Management

Clara Costa — Tue, 28 Sep 2021 16:16:45 +0000

What is Remote Talent Management?

Remote talent management is the process of managing employees who work remotely. This can be done through a variety of methods, including:

Communication
Goal setting
Feedback
Training
Support

Remote Work Challenges in People Management

In a context where the SARS-COV-2 pandemic is more stabilized worldwide, organizations (and their people) are facing a new challenge in their daily routines. The pandemic, itself, brought some important changes in the management of human resources, such as the implementation of remote working (whenever the function allows it), the remote management of people (and their motivation), the (greater) concern with the health of employees, among others.

However, and being at a stage where uncertainty about the future is no longer a constant, companies have a challenge at hand: to decide what the future panorama will be, and how to put it into practice and manage it.

The truth is that the pandemic has accelerated a trend that is several years of history – the digitalisation of processes, the flexibilisation of working hours, and even of the places where people work. Therefore, the moment has arrived in which organisations will have to define what will be the new “normal” panorama in the near future:

Will it be completely face-to-face, as it was in the pre-pandemic period?
Will it be a completely remote model, in which any employee may work from the place they prefer?
Or will the decision be oriented so that there is a balance between both?

Either decision will bring challenges. If on the one hand, returning to a fully face-to-face context may create some discomfort for employees who are already used to having some flexibility regarding their workplace, on the other hand it is a challenge for managers to manage their teams remotely.

Whatever the choice of the organisations regarding their new ways of working, some effort will be needed regarding the organisational culture (and its management).

Not only will it be necessary to align (or, in this case, re-align) people with the strategic objectives and the vision of the company, but it will also be necessary to clarify the choices made with regard to their day-to-day lives, since it will have impacts on their relationship with the organisation. Moreover, an equally considerable effort will be required to prepare leaders with regard to new ways of working and leadership.

It is crucial to guarantee that all leaders in the organisation are prepared to continue assuming their functions, and that they can manage their teams in a way adapted to the new reality.

Finally, it will also be necessary to consider how other processes linked to talent management will run, such as recruitment or even onboarding. What will the new recruitment model be? And what will the new onboarding model be like? And what impact might this decision have on the candidates’ connection with the company?

5 solutions to help you meet the new challenges of remote work:

GFoundry is a leading digital solution for improving the performance and connection of employees with your organization. Through an integrated solution and a holistic view on the management of the Talent Cycle, we impact the engagement of employees, having available several gamification tools that make the user experience more interactive and dynamic. With a multi-platform solution, you can address a number of challenges that the pandemic may have brought to your business.

Challenge 1: How to recruit from a distance?

During the most critical period of the pandemic, many companies moved their recruitment processes to a remote format, or at least the first phases of the processes.

Many were the recognised advantages of moving some phases to a remote model – more agility, less logistical effort, greater cost savings, as well as giving candidates the opportunity to go through the first phases of the process remotely, where the uncertainty is greater.

However, it is challenging to engage candidates for the position within the organisation when the process starts (or concludes) in a remote format. With GFoundry, you can have all your candidates registered on the platform, where they can go through a Recruitment Journey.

This Journey could include filling in forms (with CV or Video Presentation submission), reading or viewing company content, or even taking quizzes on the role you are applying for. You can read more about the impact of the EVP in Talent Attraction here.

The advantage of having all the candidates on a platform like GFoundry allows them, right from recruitment, to have access to the organisation’s working environment, and a bridge to the company.

Not only can they have access to real-time information about the phase of the process they are in, but they can also access information provided, such as generic training content or articles and news.

Challenge 2: How to ensure a successful Onboarding?

If a company has implemented a remote (or hybrid) working policy, it is natural that the onboarding process itself is also hybrid. The onboarding process may contain several types of activities.

Not only training moments, but also interaction with other colleagues, interaction with the company’s physical environment, and also the connection to platforms used by the company. With GFoundry, you can create a top layer that encompasses all these activities, and adds dynamism to this experience for employees.

Through the Missions, you can create Onboarding Journeys, where employees can go through activities as they earn points and virtual currencies.

These rewards are part of the gamification engine developed by GFoundry with the objective of making these Journeys more interactive for users.

In this way, any employee who joins the organisation will know exactly what they have to do to have an effective onboarding process that prepares them for the challenges of their new role. You can read more about how to build Onboarding missions with GFoundry here.

Challenge 3: How to disseminate relevant content?

As well as it is important to get messages across to people, it is also important to make sure we disseminate relevant content correctly.

Unlike shorter messages (mentioned above), sometimes it is necessary to share more dense content, either for the whole organisation or just for a certain group of people.

Through the Learn Module, you can share video, PDF or quiz content with your entire community, or part of it. This content does not necessarily have to be training content, but could be more generalised content like guidelines for employee roles, internal newsletters, or even benefits manuals.

You can use this module in any way you like. By dividing the content into categories, it is simple and intuitive for anyone to find the information they are looking for – whether it is skills information, benefits information, or just the weekly newsletter.

Finally, you can also, if it is part of the organisation’s strategy, integrate external content from other platforms that the company already has into GFoundry.

Some examples are content from Cornerstone, SharePoint, Vimeo, Coursera, or even Youtube. You can read more about how to create an impactful Learning Journey for your employees here.

Challenge 4: How to get messages to people in a simple way?

Given that people are no longer together in the same physical space, working at the same times, it is challenging for leaders to get messages across to their people.

There are various types of messages, just as there are various communication channels within an organisation. However, it is important to understand that each communication channel should be used for certain messages, and not for everything – a basic principle in Corporate Communication.

With GFoundry, having employees access to an application on their mobile phones, they can receive messages from your company in a simple and fast way.

Whether through push notifications, or through the news available on the homepage, a direct contact bridge can be established between the organization and its people.

This way, you will be able to send the desired messages – can be informative messages, alerts, or even good morning messages and positive reinforcement for the organisational culture. All in a simple and fast way!

Challenge 5: How to manage and develop my teams?

In any organisation, managing people is one of the most complex challenges we can face. Not only because each person is unique, with their own interests, goals and motivations, in addition to the various stakeholders that may impact their performance, such as their colleagues, leaders and/or subordinates.

Allied to all the already existing variables, the flexibilisation of work has added greater complexity to these processes. If, by themselves, people management and development processes are already complex processes, the fact that these processes happen at a distance increases their challenge. GFoundry can meet these new challenges, being the key platform for reaching people in a simple way, and managing these processes in an agile way – even at a distance.

With the Feedback Module, you can manage internal feedback processes, which may be related to Project Feedback, Situational Feedback or with other predefined scopes. Any user can ask for or assign feedback in a simple way, based on variables related to their role. In the end, a manager/team leader can access the results of their elements’ feedback.

This information is crucial to complement the Performance Evaluation. With the Evaluation and Careers Module, you can manage the entire Performance Evaluation process of your organisation. Not only is it possible to make the entire assessment related to the employee’s performance, through his skills and objectives, but you can also manage the next steps, such as the Individual Development Plan (IDP) or the management of Potential.

The IDPs may be defined at the moment of the Performance Evaluation, in which the employee may suggest which skills he intends to acquire, being able to relate them directly to contents available in the Learn Module.

Furthermore, managers may also evaluate the potential of their team members, recognising which employees may be prepared to take on other challenges, according to their individual objectives.

At the end, the HR Manager will have access to crucial information about their organisation:

Which profiles are performing best?
Which employees have the highest potential?
Which people are meeting their objectives?
Which employees are most likely to leave the company?

Subscribe to GFoundry Newsletter: Weekly Insights on HR’s Most Pressing Topics

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post The Ultimate Guide to Remote Talent Management appeared first on GFoundry.

The Impact of the Employee Value Proposition on Talent Attraction

Gabriel Costa — Tue, 14 Sep 2021 16:54:35 +0000

Employee Value Proposition and Talent Attraction

When it comes to developing an EVP, it is often said that there is no “one size fits all” solution. What may work in one organisation may not work in another, easily explained by the fact that each organisation is composed of different people, with different motivations and goals, and who value different benefits. Therefore, the EVP should be adapted to the organisation and also have the flexibility to adjust to the changes that any company goes through in its life cycle. The process of defining the EVP is strategic for People Management, and it is very important to invest time not only in listening to people, but also in aligning what the EVP is with the company’s goals and vision.

The questions that must be answered when defining an EVP are:

What factors motivate my employees to work with me?
What factors motivate a person to apply to my company?
What factors make my employees not want to leave my company?

After a careful analysis and after answering these key questions, the company can implement the necessary mechanisms to ensure that the EVP is applied across the company. This effort should not only occur when the employee is part of the team, but should start right from the talent attraction and recruitment phase. For any company that wants to work with the best talents, it is important to be able to differentiate itself and communicate an EVP that is attractive to its recruitment target. If an organisation can create enthusiasm from the start, the candidate’s experience during the recruitment process (and even afterwards) will be completely different. Moreover, the more a company can tailor its EVP to the ambitions and goals of the talent it is seeking, the more likely it is to attract future high-performance employees.

What is the Employee Value Proposition?

The Employee Value Proposition (EVP) is the package of benefits and compensations that are attributed to the employees that are part of an organisation. This package can be divided into 5 distinct areas:

1. Salary Package

The salary received by the employee at the end of the month. It represents the monetary compensation for their work.

2. Benefits

Benefits are compensations given to employees in non-monetary form, such as extra holidays, health insurance, retirement plans, flexible working hours, among other examples.

3. Career

Career opportunities within the organisation are also part of the EVP, coupled with their professional training, performance evaluation and constant development.

4. Work Environment

The work environment provided to employees is also part of the EVP’s arguments. Their level of autonomy, their relationship with peers, the balance between personal and professional life are some examples linked to the organisation’s environment.

5. Organisational culture

Last but not least, organisational culture also contributes a lot to EVP. The mission, vision, values, leadership practices, are some examples of culture components that impact any employee’s experience. Read more: EVP: Your talent attraction & retention secret weapon

How can GFoundry help me impact Talent Attraction?

The GFoundry solution impacts the experience of employees in all phases of the Talent Management Cycle, from their attraction and recruitment, through their management and development, to their effective departure from the organisation. You can create, through the available dynamics, Recruitment Journeys (or Missions), allowing candidates to enter the environment and the atmosphere of your company in a more interactive, dynamic and digital way, providing a differentiating recruitment experience. By having access to an app where they will be in direct contact with your organisation, candidates will be able to know, in real time, what stage of the recruitment process they are at and, at the same time, access other content made available. In this way, candidates will feel more integrated into the organisation, creating a stronger connection right from the start of their Journey. Through these Missions, you can create Recruitment Journeys, composed of various stages, in which candidates are selected and progress to the following stages of the Journey as they go through the recruitment process.

Some examples of activities that can be included in a Recruitment Journey:

1. Forms Submission / Psychometric Tests

Candidates will be able to fill in a form with their information, their experiences, motivations, education, and will also be able to upload their CV (either in PDF, or in video, via a Youtube link). You will also be able to perform Psychometric Tests. Psychometric tests are evaluation tools used to objectively measure some of the personality characteristics of candidates, as well as their aptitudes, intelligence, skills and behavioural style. The GFoundry platform can integrate in a recruitment mission some of these tests certified by some partner companies and use their results to assist in hiring decisions.

2. Information and Training Content

While candidates are waiting for new recruitment phases (such as a more technical interviews related to their future role), you can provide content (PDF, Video, Quizz, or integrations of other external platforms), where they can acquire the knowledge to successfully advance to the next phase! In addition, providing relevant content about the company can be decisive in increasing the candidate’s motivation, sharing relevant information about the company, about their functions, and even about elements that are part of the EVP, such as Culture and career opportunities.

3. Quiz about the company

Do you want to test candidates’ knowledge about your organisation? You could assign them a quiz so that you can assess key knowledge that candidates should have about the company and the role they are applying for! This allows candidates to have a more interactive learning experience, while giving recruiters access to information about how much knowledge candidates already have about the company.

4. Creativity and Innovation

Do you want to test your candidates’ creativity? Assign them a challenge from your organisation, and give them the possibility to give possible solutions. Additionally, they can also vote on ideas suggested by others, and even comment with suggestions for improvement! This way, you will not only stimulate the generation of new ideas but also allow candidates to interact with each other. In the end, all these candidate interactions can be used for their final evaluation.

The possibilities are endless. Would you like to know more about how GFoundry can impact your EVP right from Talent Attraction? Book a demo with us!

Keep on reading

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post The Impact of the Employee Value Proposition on Talent Attraction appeared first on GFoundry.

Internal Communication: Do’s and Don’ts

Martin Rocha — Tue, 07 Sep 2021 13:39:30 +0000

Internal communication represents the set of messages and information transmitted internally in the organisation, either vertically (between different hierarchical levels) or horizontally (between employees).

It is a common area between Communication/Marketing and Human Resources, having a strategic importance for the organisation. The main objective of internal communication is to keep employees aligned with the objectives, ideologies and strategies of the organisation as a whole, and it is important to analyse how it can be effectively implemented.

A well-structured and strategically planned internal communication has several benefits for the organisation. One of the benefits is directly related to the organisational climate – if internal communication is clear and transparent, employees will feel more involved with everything that the organisation wants to achieve, feeling part of that same challenge.

Also the integration of new employees into the organization becomes easier – with a positive and aligned organisational climate, new employees will feel welcomed and integrated, feeling more comfortable to ask questions or even make suggestions. Read our article “How to create Onboarding missions with the GFoundry platform” here.

Finally, it has a direct impact on productivity. With effective and clear internal communication, employees will be aligned with the short, medium and long-term goals of the organisation and will be more willing to work towards achieving them. When employees are aligned with the strategic vision, their work gains meaning and direction, and they clearly understand the impact of their roles on the overall goal of the company.

Do: Invest time in Internal Communication

For internal communication to be structured and effective, it is necessary to invest time in its planning. It is not only important to plan what kind of messages are important to transmit internally, but it is also essential to understand which channels are used, how often this communication is used, and also how feedback can be collected on how the communication is working internally.

This planning should not be done in the short term, but in the medium-long term, and it is also important to define the main objectives of this strategy. Is it to align all employees with the values? With the strategic vision? With the objectives? With the market strategy? Or with all of these?

Do: Listen to your employees and give them a voice

After the implementation of an internal communication strategy, it becomes crucial to listen to people. Just as it is important for a Marketing department to listen to consumers regarding their advertising, it is important for the person responsible for Internal Communication to understand what their performance is on the messages that are trying to be disseminated internally.

With this feedback, it is possible to adapt the strategy and continuously improve the communication that exists in the company, allowing even more promising results.

Furthermore, giving employees a voice in a more agile and direct way so that they can share their ideas and suggestions allows innovation processes within the organisation to become more frequent and simpler. This possibility allows employees to feel more comfortable sharing their ideas and suggestions for improvement, which can lead to very interesting performance results.

Do: Adapt to changes!

Today, more than ever, the contexts in which we are inserted change from one day to the next. If prior to a pandemic period internal communication in the company could use physical communication channels (such as face-to-face meetings or events), today the key lies in the digitalisation of communication channels.

Being different from case to case, and from organisation to organisation, it is important that internal communication is adapted to the reality, in order to guarantee that all employees receive the same information, the same content, at the same time. This way, it is possible to avoid misunderstandings and even internal misinformation.

Don’t: Complicate contact between departments

One of the main mistakes made by organisations is to bureaucratise communication between departments / areas / teams. Depending on the organisational structure, it is important that everyone is in contact. Not only does it allow for more efficient contact between different structures in the organisation, it also facilitates the sharing of information and messages between people.

An organisation that bureaucratises communication tends to create more internally isolated groups, leading to more withholding of important information between different groups.

Don’t: Use only email as internal communication channel

The messages transmitted internally may be on various themes and subjects. Therefore, it is important to understand which communication channels are the most efficient for each topic.

Very often, email is used as the main tool for internal communication. However, email is also a work tool, where employees may receive messages related to their functions, causing corporate information to be left aside.

Thus, it is important to understand what other channels you have at your disposal to communicate important messages for the organization, ensuring a general and common access to all, avoiding loss of information.

Don’t: Forget to share progress reports

Since it is important to share the strategic objectives of the company, and align all employees with these same objectives, it also becomes extremely relevant to share what their state of completion is.

In this way, employees will not only be aligned with the goals they have to achieve, but they will also be aligned with their degree of completion, and what efforts they will have to make to achieve them, feeling increasingly responsible for the organisation and its success.

How does GFoundry impact my Internal Communication?

GFoundry is a leading solution for Employee Engagement. More than just being a platform for gamification and employee engagement, it is also a tool for internal communication.

Not only can it represent a company’s information centre (in the same way that an intranet works), it can also function as the top layer that encompasses all the available platforms in the organization, making the employee experience more interactive and centralized.

Being a cross-platform solution (being available in web version and Android and iOS app), it allows employees to be in touch with their organisation directly through their phones.

In addition, GFoundry has very important tools for an efficient internal communication.

Push Notifications

With employees having access to an application on their smartphones, it is possible to send push notifications, either to all employees or only to a certain group. In this way, it is possible to transmit short messages in an agile and fast way.

Want to inform your employees about a meeting? A new piece of news? Or even wish them a good day at work? You can say anything you like!

[layerslider_vc id=”76″]

News

On the homepage of the platform there is a News section. In this section, you can share any type of information with employees and it can also be filtered for certain groups within the organisation.

In the news, you can include text, images, PDFs, videos, or even links to other platforms, making it an important information centre for your teams. Do you need to communicate new training sessions? New events? New internal processes? New employees? You can communicate it all!

Engagement Thermometer

The Engagement Thermometer is an essential tool to understand the feedback from your employees regarding their connection with the organisation itself. This way, you will be able to have frequent and clear feedback on the level of employee engagement, being directly impacted by the effectiveness of internal communication.

You can learn more about the Engagement Thermometer here.

Surveys

With the Contributions Module, you can listen more directly to your employees, sharing internal questionnaires on how internal communication is working, what suggestions for improvement they may have, and even collect opinions on other types of messages that can be shared.

You can lear more about the Contributions Module here.

Goals

With the Goals Module, it is possible for the employee to have access to their individual objectives, team objectives and also their completion status.

In addition, and through the OKR (Objective Key Results) methodology, the employee will have greater insight into how their individual roles will impact the overall set of objectives of their team, their department and even their organisation, resulting in greater strategic alignment.

You can learn more about the Goals Module here.

Innovation

With the Innovation Module you can manage innovation processes within your organisation. Whether for a specific area of the organisation or for the structure as a whole, you can allow your employees to share ideas and suggestions for improvement in a simple and agile way.

Furthermore, all employees will be able to access the shared ideas, vote on the ones they like best, and even comment with feedback and new suggestions on the same idea!

This crowdsourcing model (model that uses the knowledge of your community) allows a greater involvement of your employees in the continuous improvement of your organisation’s processes.

You can learn more about the Innovation Module here.

Would you like to know more about how GFoundry can help your Internal Communication? Book a demo with us!

Keep on reading

The post Internal Communication: Do’s and Don’ts appeared first on GFoundry.

Climate Surveys: a photography of the organizational culture

David Martins — Wed, 28 Jul 2021 09:48:01 +0000

The importance of Climate Surveys

Organisational Climate is defined as the environment in the organisation, resulting from a collective perception regarding employees’ emotions and behaviours. This perception has an impact on the experience and alignment of employees with their organisation.

Some organisations conduct Climate Surveys only once a year. In a period of great uncertainty and upheaval (such as the year 2020), there is greater instability, resulting in a phase of change, considering that employees may change their goals, motivations, or even experience changes on a personal level. Therefore, it is necessary to carry out these studies systematically and periodically, in order to prevent future problems of alignment and connection with the organisational culture.

Some challenges such as high employee turnover, lack of motivation and lack of productivity in teams can be overcome at an early stage if the causes are correctly identified. It is even more important to be able to identify which factors may be influencing, in a positive or negative way, the organisational climate, in order to use them as decision-making tools.

It is essential to obtain results on Organisational Climate from a general point of view of the whole organisation, but it is also crucial to be able to detail the analysis by teams and/or departments. This detailed analysis allows the early recognition of gaps in the work environment of employees in certain groups, since leadership has a significant impact on climate.

Challenges from the pandemic

If before 2020 the challenges of measuring and managing the organisational climate were complex, in a pandemic period this challenge has become even greater.

The SARS-COV-2 pandemic has accelerated a much-debated trend among Human Resources professionals – the flexibilisation of work. If, on the one hand, it is a benefit for employees to have flexibility as to their choice of workplace, and even their working hours, it is, on the other hand, a challenge for HR professionals to manage people at a distance.

Managing teams remotely brings with it very different challenges in terms of aligning and connecting employees with their teams, with their leaders, and even with the organisation itself. It is therefore crucial to adjust employee information gathering practices in order to be able to take effective measures to improve their connection with the company.

Engagement Thermometer

The Engagement Thermometer allows you to know the main trends, feelings and behaviour patterns throughout the company through continuous feedback from the whole community.

The platform users periodically and automatically answer questions segmented by 9 metrics (such as Feedback, Recognition, Personal Development, Engagement with Managers, among others), giving rise to an engagement score that can be consulted afterwards.

The Thermometer is an important tool not only to analyze the momentary picture of the organization, but also as a way to evaluate the evolution of certain metrics over time. Through this temporal analysis, it is possible to understand the impact of the implementation of certain measures in the organisation, supporting all decisions made by the top management.

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post Climate Surveys: a photography of the organizational culture appeared first on GFoundry.

The Learning Journey

David Martins — Wed, 15 Apr 2020 11:33:28 +0000

What is a Learning Journey?

A learning journey is a new approach to help employees grow and stay motivated. Using the latest technology, it combines online learning with in-person sessions.

We present a clear model that integrates proven training methodologies, helping companies empower their employees through online learning. This includes both basic and specialized skills, as well as opportunities for social interactions, short lessons, tests, and digital certificates.

GFoundry is at the heart of this program. The platform integrates all elements through fun tasks and challenges. Employees can earn points, get badges, and see their position on leaderboards. Plus, they can win rewards!

The best part? The platform is intuitive and has an attractive design. Employees will enjoy exploring lessons that incorporate new technologies, like virtual reality. They can also track their progress, set goals, and receive recognition from their colleagues and managers.

Why is a Learning Journey Important?

Employees need more than just routine training. They need a continuous, engaging path that helps them evolve with their job roles and the industry. That’s where the concept of a learning journey comes into play.

1. Continuous Growth: Traditional training often ends once the session is over. But with a learning journey, the process is ongoing. Employees constantly build on their knowledge, ensuring they don’t stagnate and always have something new to learn.

2. Adaptability: As industries evolve, so should the skills of the workforce. By engaging in continuous learning journeys, employees can easily adapt to new tools, technologies, and techniques. This makes the business more resilient to changes.

3. Engagement and Motivation: Earning badges, points, and climbing up the leaderboard can be motivating. When learning is made fun and interactive, employees are more likely to participate actively and feel a sense of accomplishment.

4. Building a Community: Learning isn’t just about individual growth. Through social interactions on platforms like GFoundry, employees can share insights, help each other out, and foster a sense of community. This not only enhances learning but also promotes team bonding.

5. Future-proofing the Business: By investing in the continuous learning and development of its employees, a company ensures it remains competitive. A well-skilled workforce is a significant asset and can lead to innovation and improved performance.

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Book a demo to see our product in action

Create an account to start using GFoundry today

The post The Learning Journey appeared first on GFoundry.

When do teams engage?

Gabriel Costa — Mon, 16 Dec 2019 16:19:27 +0000

How do employees engage and become focused?

When a goal is clearly defined;
When a system of measurable progress leading to that goal is in place;
When a notion of status as a result of achieving the goal is obtained;
When a reward for reaching the goal is created.

When presented with a defined goal, a measurable sense of progress, a notion of status and meaningful rewards, employees can become much more focused, aligned with the corporate culture and engaged with their objectives, co workers and managers.

Why does this happen? Because these conditions tap into our sense of intrinsic motivation.

How can gamification help you engage your employees, reward high-value behaviours and ultimately, drive more revenue for your business?

The post When do teams engage? appeared first on GFoundry.

Engaged Employees – GFoundry

The Remote Work Paradox: More Motivation and Autonomy… but 86% of Employees Report Burnout

How Remote Work is Rewriting the Rules of People Management

The Origin of the Paradox: When “Trust” Becomes Surveillance

The Screen Paradox: How the Flexibility of Remote Work Became a Burnout Trap

The Anatomy of Remote Burnout

The Human Impact: Beyond the Professional

A Call to Action for Leadership

Recommended Strategies for HR and Leadership: From Crisis to Opportunity with GFoundry

1. Measure to Manage: Identify Risk Signals

2. Clarify Purpose and Goals to Reduce Anxiety

3. Build Bridges Against Isolation

4. Invest in the Future to Retain Talent

A New Trust Contract

Read more:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Compensation and Benefits: Why They Matter More Than You Think

What are compensation and benefits?

How GFoundry Can Help:

Some Statistics on Benefits and Compensation in Organisations:

About 80% of employees would rather have new benefits than a pay rise;

72% of employees admit that an increase in non-monetary benefits would increase their job satisfaction;

Companies with more attractive benefits and compensation packages had a 53% decrease in their turnover rate;

79% of employees from Generation Z and Millennials recognise that an increase in their rewards for recognition would increase their connection with the company.

Source: Access Perks Blog

What are the differences between compensation and benefits?

Compensation:

Benefits:

Why are compensation and benefits important?

Attracting high-performance candidates and improving retention

Motivated team members

Increased loyalty and engagement

Improved productivity

Enhanced workplace experience

What are the components of nonfinancial compensation?

Benefits with a Monetary Value

Benefits with No Monetary Value

Compensation Metrics and Terms

Salary Range Penetration

Compa Ratio

Range Spread

Range Maximum

Personalization of Benefits Packages

Comprehensive Benefits Packages Tailored for 50 Common Job Functions

Trends in Compensation and Benefits

The Shift in Organizational Dynamics

Prioritizing Employee Experience

Trends in Compensation and Benefits

The Impact of Technology

The Evolution of Leadership

Embracing Change and Innovation

Investing in Human Capital

Purpose-Driven Organizations

3 Steps to create a Benefits and Compensation Programme

Here are 3 steps to help you effectively manage a Benefits and Rewards programme for your organisation:

Step 1: Measure

Using Competition KPI’s with your data!

Using Performance & Evaluation

Using Recognition

Step 2: Listen

Using the Comparisons module

Using the feedback module

Step 3: Reward

Keep on reading:

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

The Compensation Equation: Attracting and Retaining Top Talent

Transforming Onboarding into an Unforgettable Experience

Unforgettable Onboarding Experience Transformation

In this article, we will provide you with some examples and ideas to make your employee onboarding more impactful.

Create impactful Onboarding Journeys for your employees

Making Onboarding Interactive and Engaging

Gamification for Fun and Learning

Micro-Learning for Easy Assimilation

Socializing and Communicating

Feedback for Continuous Improvement

Navigating with Player Journey Maps

Keep on reading:

Ready to get started?