Involve individual employees in their own goal-setting process to give them autonomy over their goals. A work environment that actively involves employees in goal-setting can also improve employee engagement and motivation.

If you are dealing with performance issues with a particular team member, make sure to be specific. For example, if you discover a direct report is frequently taking two-hour lunches, don't tell them to take 'shorter lunches.

People do their best work when they are engaged and motivated. Develop a plan for moving up within the company and provide the resources and training that will develop staff into talented leaders in the long run.

Your team members will need new skills and habits as they advance. Help employees secure those skills by allocating budget dollars towards workshops, professional development courses, conferences and certifications so they can reach their full potential.

Imagine someone asks a direct report to do something — even if it's a clear goal with a set deadline — and they don't do it, but receive no consequence.

Over time, the employee will learn it doesn't matter if they slack off or have to be reminded. Performance is likely to suffer. Team members require crystal clear communication about their responsibilities and need to be held accountable.

Be sure to communicate with your employees and don't be afraid to dole out warnings and consequences when they are earned. If certain employees fail to deliver, consider implementing a performance improvement plan. If they don't improve, it may be time to show them the door. A common problem in many organisations is that leaders spend their time trying to get low-performing team members to improve and recruiting new talent, ignoring high performers because they don't cause problems.

This is a dangerous oversight! Over time, high performers will become disengaged and less motivated if they don't feel like their efforts are appreciated. Furthermore, high performers are in high demand! You could lose them to competitors if you don't recognise their hard work.

There's no shortage of ways to reward an employee and thank them for a job well done. Gifts, bonuses, promotions, extra time off, public praise and extra benefits are all effective ways to reward high performers and keep them motivated.

It's no secret that happy employees are more engaged, productive and motivated team members. Be sure employees get to let loose occasionally and have some fun. Sponsor a monthly potluck, host 'get to know you' activities outside of the office or plan a trivia event at work to let team members develop a rapport and relationship with one another.

Encourage an organisational culture where employees feel safe to speak up and voice their opinions, regardless of their rank or position in the company. When people feel their ideas and opinions are valued, they are more likely to participate and be engaged with the mission of the organisation.

Do a market analysis to see how your organisation stacks up to your competitors. Do you offer competitive benefits and perks? Are your salaries higher or lower than other businesses in your industry?

What kind of office environment do you have? The best way to find out if your benefits and perks are affecting employee performance and motivation is to ask your teams.

Have employees complete an anonymous survey to determine what is most important to them. In today's society, flexible schedules matter more than ever for busy business professionals.

Contrary to popular belief, giving team members the ability to work from home won't make them less productive. Research shows that employees who work remotely are 13 percent more productive than their office-working counterparts, and they spend the time would they spend commuting focusing on work.

For example, if one of your team members doesn't feel well enough to come to the office and doesn't care to spread their germs but they can still get work done, let them work from home rather than take a sick day and accomplish nothing. If someone has a home delivery or repair they need to be home for, let them work remotely so they can stay productive and not use all of their paid time off.

A big part of employee performance is measuring performance. While many companies still rely on annual performance reviews and performance management systems to assess performance, new technologies are available that help measure performance more accurately on an ongoing basis.

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Kantata Blog. As businesses begin their new fiscal year, questions are bound to come up about what teams across the organization can do to improve performance and ensure the business is able to hit ambitious targets. To make your business more efficient, pick only three to five goals.

Make them specific, measurable, achievable, relevant as in they would have clear impact on improving your business , and time-bound — that is associated with a deadline. Some are more urgent, and some can only be achieved with a methodical, long-term plan.

Your success will be based on having the best people for each task in place. Besides getting to know your staff well enough to match them to the best tasks, your HR department should also hire people who are a good fit for your culture from the outset.

You can also increase productivity by setting milestones on the way to each goal that help employees track how well the plan is progressing.

Professional services organizations are using purpose-built technology to give decision-makers the clarity, control, and confidence they need to improve business performance. Vertical SaaS solutions like the Kantata Professional Services Cloud are helping businesses compile performance data and output a real-time visual representation of progress toward goals, and efficiently assign the best-fit team member to projects and tasks by simply dragging their name onto it.

Kantata In The News Success Stories Women In Tech. There are different types of micro-moments. Some of those moments include: I-want-to-go moment, I-want-to-buy moment, and I want-to-do-moment.

A micro-moment is described as fleeting times when the consumer is likely to make an instant decision on what to buy, what to do, and where to go. As a business, you only have eight seconds to convince them to spend. The only way to focus on micro-moment is by providing right information at that very moment.

Ultimately, the entire consumer decision journey is a blend of these micro-moments across different channels and devices. Apart from content, timing is also important in micro-moments. For instance, a consumer who sees your content at noon may be more influenced to click than another consumer who sees the same advertisement at midnight.

Your company is advertising on social media and Google for the same reason every other business is. These are popular advertising platforms where all small to medium-sized businesses are camping. This calls for a need to distribute your content to different platforms.

Venture into new marketing terrain such as visual search. For instance, an image of a bed run on visual search would suggest a list of shops with a similar or identical bed to that captured on camera. This technology is still limited in its use but is a key performance based marketing that should not be ignored.

Visuals are a key deciding factor in influencing the purchasing decision. Online users have few seconds to decide to click on the article or disregard.

This decision will be majorly influenced by the headline of the article. The headline should provide a reason to click. But, put into consideration your target market. SEO optimize your headline and include a focus keyword so that the article gets discovered in search in search engines. You must establish success metrics for your performance based marketing strategies to find out if what you are doing is working or not.

Success is attained through finding the appropriate marketing mix and recognizing the right partners to the mix. Some of the success metrics that can be used include increased brand awareness, a target number of sales, consumer response, increased social media interaction and more.

Not sure if your company is doing the right thing when it comes to digital marketing? Contact us today to learn how! Contact us today for a chat or to learn how we can put our digital marketing expertise to good use for your business. Here are seven things you can do to succeed in business in Tailor Your Search Engine Optimization to Voice Search Are you aware that voice search will dominate SEO in ?

But when you do a voice search, you may not end up as many results. Here are four that are critical and yet easy to implement.

Giving early verbal performance reviews 2. Explaining performance objectives 3. Teaching about the group or division 4. Clearly explaining job responsibilities.

Giving early verbal performance reviews are important because everyone wants to do a good job and when people start in a new position or with a new company, they are anxious to prove to themselves and their new employer that everyone made a good choice.

Naturally, when we are praised for good behavior, we want to do more of it so we get more praise. No reaction produces little action. When the child sees their parents smiling and encouraging them, even when they tip over, the child is anxious to get the reaction again, so he or she repeats the action.

Eventually, their performance improves and they master the skill of walking. Explaining performance objectives is important because we are more motivated to take action if we understand the reasons for doing so and what it looks like to succeed.

We need to know what we are aiming to accomplish in order to give our best effort to reach the goal. Teaching about the group or division is important because people need to know where they fit into the big picture. Recently I was hired to create a detailed program to onboard salespeople in a manufacturing company.

Naturally, the new salesperson would expect to learn about their role as a salesperson and how to do their job, but it was also important for them to understand how they impacted the other divisions of the company.

Not only did I craft the specific sales strategies and metrics to measure and track actions and successes, I also created video training for them so they understood how the manufacturing process worked and where they fit into the overall business.

Your team members will need new skills and habits as they advance. Help employees secure those skills by allocating budget dollars towards workshops, professional development courses, conferences and certifications so they can reach their full potential.

Imagine someone asks a direct report to do something — even if it's a clear goal with a set deadline — and they don't do it, but receive no consequence.

Over time, the employee will learn it doesn't matter if they slack off or have to be reminded. Performance is likely to suffer. Team members require crystal clear communication about their responsibilities and need to be held accountable. Be sure to communicate with your employees and don't be afraid to dole out warnings and consequences when they are earned.

If certain employees fail to deliver, consider implementing a performance improvement plan. If they don't improve, it may be time to show them the door.

A common problem in many organisations is that leaders spend their time trying to get low-performing team members to improve and recruiting new talent, ignoring high performers because they don't cause problems.

This is a dangerous oversight! Over time, high performers will become disengaged and less motivated if they don't feel like their efforts are appreciated. Furthermore, high performers are in high demand! You could lose them to competitors if you don't recognise their hard work.

There's no shortage of ways to reward an employee and thank them for a job well done. Gifts, bonuses, promotions, extra time off, public praise and extra benefits are all effective ways to reward high performers and keep them motivated.

It's no secret that happy employees are more engaged, productive and motivated team members. Be sure employees get to let loose occasionally and have some fun. Sponsor a monthly potluck, host 'get to know you' activities outside of the office or plan a trivia event at work to let team members develop a rapport and relationship with one another.

Encourage an organisational culture where employees feel safe to speak up and voice their opinions, regardless of their rank or position in the company. When people feel their ideas and opinions are valued, they are more likely to participate and be engaged with the mission of the organisation.

Do a market analysis to see how your organisation stacks up to your competitors. Do you offer competitive benefits and perks? Are your salaries higher or lower than other businesses in your industry? What kind of office environment do you have?

The best way to find out if your benefits and perks are affecting employee performance and motivation is to ask your teams. HR managers can assign specific modules to employees, ensuring they get the training they need.

The Microsoft suite, with tools like Word, Excel, and PowerPoint, streamlines daily tasks. Features like real-time collaboration in documents and smart lookup also enhance productivity. Viva Engage, Microsoft's social networking tool, can be used to create a company community where employees can share achievements, updates, and even casual chats, building a sense of community.

Power BI can be used by employees to create dashboards, find insights within datasets, and create charts or graphs. It can also be used to make data-driven decisions and manage data efficiently, among other things.

MyAnalytics provides insights into how employees spend their work time, offering suggestions on breaks, focus periods, and collaboration. It's a tool that can guide employees towards a more balanced work life. From sending automated emails to updating records, Microsoft Automate can handle repetitive tasks, allowing employees to focus on more critical aspects of their jobs.

SharePoint is a collaboration platform where teams can share files, data, news, and resources. It's a centralized space that can be accessed by everyone, ensuring that all team members are on the same page.

Microsoft Viva offers insights into employee well-being, providing managers with data to ensure their teams aren't overworked and are taking necessary breaks. Microsoft Project is a project management tool that allows managers to set realistic timelines, allocate resources efficiently, and track project progress.

Power Apps allows employees to create custom apps without coding. This empowers them to find solutions to their specific needs, creating a sense of ownership and innovation. Incorporating these Microsoft tools into your company's daily operations can lead to significant improvements in performance.

They not only streamline processes but also build a culture of continuous learning, collaboration, and recognition. By leveraging these tools, companies can ensure they are on the path to achieving their performance goals and setting themselves up for success.

Improving work performance is an ongoing journey. By integrating these strategies, you'll not only elevate your company's performance but also create an environment where employees feel valued and motivated. This guide uncovers 8 trends reshaping engagement, employee performance, and organizational growth for HR professionals in Find out what it takes to join a team of industry leaders and innovators.

A programmer's profession is in high demand, as any firm that uses software requires a programmer to code it. Learn how to succeed and grow as a programmer at a rapidly changing technology firm. Network engineers are IT specialists in charge of installing, configuring, constructing, and maintaining computer networks that corporations and organizations rely on daily.

Intranets, extranets, local area networks LANs , and wide area networks WAN are examples. Within Lanteria HR, employees can upload their vaccination documents directly to the HRIS so that the HR team can see immunization status across the company.

Lanteria HR is now integrated with Microsoft Teams app, allowing users to schedule video interviews, run online training classes and use an Employee Dashboard within a Teams app. Lanteria HR became a part of the Zapier community, allowing you to move employee data to any app from Zapier collection.

Learn more about SharePoint solutions for HR management: Lanteria HR system. Very often Lanteria technical team gets requests to create new fields to be displayed on the Employee Card.

You can easily do this yourself using the standard SharePoint functionality. Using Report Center you can easily configure custom report meets your company requirements. Learn how to practice effective change management with these 8 critical steps to navigate transitions, gain employee buy-in, and ensure successful implementation.

Learn how to craft the perfect job offer letter that will attract top talent and make a lasting impression. Includes templates and tips to avoid common mistakes. Discover the secrets to successfully managing micromanagers in your workplace. Gain more control over your work, boost your career, and create a less stressful and more productive environment with our comprehensive guide.

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Clarifying Goals and Expectations Providing employees with a clear roadmap of their roles and responsibilities is paramount. The Power of Feedback Constructive feedback acts as a catalyst for growth and development. Training and Development Investing in employee training isn't just beneficial—it's essential.

Cultivating a Positive Work Environment A nurturing and inclusive work environment is where employees flourish.

Recognizing Achievements Imagine that Sandra, an employee, received significant recognition within the team after excellently executing the launch of a new product for the company. Leveraging Technology The right technological tools can be game-changers. Collaboration and Communication Effective communication is the cornerstone of teamwork.

Address Stress and Well-Being Workplace stress, if unchecked, can be detrimental. Setting Realistic Goals Balancing ambition with realism is key. Others adjusted the performance metrics their employees needed to meet or adapted review processes to a remote or hybrid work environment.

So how can you continue to improve performance and foster productivity as the world of work keeps changing? Performance management statistics point to the first days and weeks at a new job as an extended first impression that shapes the entire employee experience.

Bad onboarding can lead to higher new employee turnover and decreased productivity, which is why each new team member needs a structured onboarding plan specific to their role. A standardized approach is well worth the effort, increasing new hire productivity by up to 50 percent.

Performance and productivity benefit when goals are involved:. SMART performance goals eliminate confusion about what employees should be working on.

Setting harder performance review goals can inspire more effort to reach them. Collaborative goal-setting between managers and employees boosts engagement. Goals help guide performance conversations and measure employee productivity. Managers can keep their teams accountable with regular goal check-ins, where they can give useful feedback and get an idea of employee performance.

As hiring challenges and resignations persist, employee development or upskilling is also becoming a necessity for companies that need to meet important skills needs to maintain productivity.