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How to Promote Psychological Safety With HR Tools
HRIn recent years, there has been a growing emphasis on employee well-being and mental health, and for good reason. The workplace landscape has undergone significant changes, particularly with the advent of the pandemic. Concepts like work-life balance, trust, and communication have taken on new meanings. Remote work became the norm for many, and issues like childcare and healthcare challenges became regular concerns for HR and operational teams.
However, this shift also raised concerns about Zoom fatigue, employee burnout, and the blurred lines between work and personal life. Employees started working longer hours, taking fewer vacations, and fearing job loss. Economic instability further complicated matters, creating an environment ripe for unhealthy and even toxic work environments. In such settings, employees might fear speaking up, which is often due to a lack of psychological safety.
Understanding Psychological Safety
Psychological safety, a term introduced by organizational behavioral scientist Amy Edmondson in 1999, refers to the belief that one can express ideas, questions, concerns, or mistakes without fear of punishment or humiliation. It creates an environment where employees feel accepted, respected, and encouraged to speak openly and honestly.
Psychological safety enables:
Authenticity: Employees can be themselves without fear of judgment.
Risk-Taking: Employees are more likely to take calculated risks.
Learning: It fosters a culture that values learning from mistakes.
Inclusion: It promotes inclusivity and fosters deeper workplace relationships.
Why Psychological Safety Matters
Psychological safety not only benefits employees’ mental health but also offers several advantages for organizations:
Improved Collaboration and Productivity: It encourages employees to share ideas, raise concerns, and admit mistakes, leading to better collaboration and engagement.
Learning and Development: It creates an environment where employees can grow by embracing failures as learning opportunities.
Inclusion and Belonging: It allows employees to bring their authentic selves to work, fostering a sense of belonging and stronger workplace relationships.
Innovation, Productivity, and Retention: Ultimately, it leads to increased innovation, productivity, and employee retention.
Promoting Psychological Safety
Creating a psychologically safe workplace requires overcoming several obstacles, but it’s essential for both employees and organizations. Here are common challenges and how HR technology can help address them:
Psychological safety is essential for both employees’ well-being and organizational success. While it requires effort and time, organizations can leverage HR technology to support managers, encourage ongoing alignment, foster a feedback culture, and gather employee input. By prioritizing psychological safety, businesses can enhance collaboration, productivity, and engagement among their teams, ultimately creating a more resilient and thriving workforce.
4 Ways Performance Management and Engagement Are Linked
HRIn the world of business, there are few partnerships as powerful as the one between employee engagement and performance management. When these two elements are seamlessly integrated, they create a dynamic synergy that can significantly impact an organization’s success. Engaged employees are not only more productive and innovative, but they also contribute to increased profitability, enhanced customer satisfaction, and improved employee retention. In this post, we’ll delve into four key ways in which performance management and employee engagement are intricately linked.
Setting clear and meaningful goals is a cornerstone of building a highly engaged workforce. When employees have well-defined objectives to work towards, they develop a strong sense of purpose and motivation. However, it’s important to note that not all goals are created equal. While many employee goals are often tied to broader business initiatives, it’s essential to ensure that they also resonate with individual motivations.
Research has shown that when employees actively participate in goal-setting alongside their managers, their engagement levels increase significantly. In fact, employees who are involved in setting their own goals are nearly four times more likely to be engaged compared to their peers. This demonstrates the power of aligning personal growth and development with organizational objectives.
Feedback plays a pivotal role in job satisfaction and overall performance. When feedback is constructive and focused on development, it provides employees with actionable insights to enhance their competence and skills over the long term. Organizations that cultivate a culture of regular feedback tend to enjoy higher employee retention rates.
The effectiveness of feedback lies in its timing and specificity. Feedback is most valuable when delivered in the moment or as close to the relevant event as possible. This ensures that both parties involved have fresh recollections of the situation, allowing for detailed discussions about behaviors and actions. Waiting for a monthly meeting or a quarterly review can dilute the impact of feedback.
To foster a robust feedback culture, organizations should create opportunities for ongoing dialogue about improvement areas. One-on-one conversations are particularly effective for addressing emerging issues, while routine performance reviews help employees connect feedback to their broader, long-term goals.
Recognition and praise are essential components of driving high performance and engagement among employees. These forms of acknowledgment contribute to employees’ internal sense of competence and confidence, directly influencing their job satisfaction.
However, it’s important to understand that delivering effective praise requires more than a simple acknowledgment of a job well done. To empower repeat performances, praise must be specific and meaningful. While it’s pleasant to hear that one has done a great job, employees benefit most from feedback that provides insight into what exactly was commendable.
Effective praise can inspire employees to replicate their successes and continue to contribute positively to the organization. It reinforces the behaviors and actions that align with the company’s objectives and values.
When we think about performance management, the annual performance appraisal often comes to mind. While these assessments are valuable for evaluating employee performance, they may fall short of maximizing long-term business success if they don’t facilitate ongoing employee development.
Performance management should extend beyond mere evaluation. It should provide opportunities for employees to grow and align their development with future organizational goals. While annual appraisals serve their purpose, continuous feedback and development discussions throughout the year are equally important.
In summary, performance management and employee engagement are not standalone concepts but a dynamic duo that, when effectively integrated, can yield exceptional results. To maximize the return on investment in both areas, organizations should strive to seamlessly combine them. Tools like Lattice empower teams to monitor engagement in the context of performance, allowing for the tracking of employee sentiment among high performers and the identification of areas for improvement. By integrating these elements, organizations can take proactive steps to address disengagement, resolve emerging issues, and ultimately enhance employee retention and business success.
Ensuring Payroll Continuity in Unforeseen Times
Managed PayrollIn today’s fast-paced business environment, it’s crucial to be prepared for the unexpected. This includes having a plan in place to ensure that your payroll operations continue to run smoothly, even in the face of unforeseen challenges. That’s where Contingency Payroll from Mosaic comes into play. It serves as your safety net, providing seamless payroll support when you need it most. In this blog post, we’ll delve into the concept of Contingency Payroll and why your organization needs it.
Understanding Contingency Payroll
Contingency payroll is a specialized service designed to safeguard your payroll processes during times of crisis or disruption. At Mosaic, we offer tailored Contingency Payroll services exclusively for UKG Pro clients. This service steps in to assist your business in two primary scenarios:
Unforeseen events like natural disasters, sudden staffing changes, or other unplanned disruptions can wreak havoc on your payroll operations. Contingency Payroll provides a ready-to-deploy backup plan, ensuring that your employees are paid accurately and on time, even in the midst of chaos.
There are occasions when your payroll team requires temporary support. Whether it’s due to planned leaves of absence, mergers, acquisitions, or other transitional periods, our Contingency Payroll services offer short-term staff augmentation. This ensures that your payroll functions seamlessly during these transitions, maintaining accuracy and continuity.
How Contingency Payroll Works at Mosaic
At Mosaic, we take a proactive approach to Contingency Payroll, ensuring that your payroll processes are well-prepared for any potential disruption:
Our process begins with a deep understanding of your payroll operations. Our experts shadow your entire payroll workflow, from employee time approval to generating GL (General Ledger) files. This can be done on-site or virtually, depending on your preference. By gaining a comprehensive understanding of your processes, we are prepared to seamlessly take over when needed.
During the shadowing process, we identify opportunities to enhance your existing payroll processes. By integrating industry best practices and automation efficiencies, we ensure that your payroll functions optimally and accurately.
The outcome of payroll shadowing is a comprehensive Standard Operating Procedure (SOP) document that details your payroll process from start to finish. These SOPs serve as guides during routine shadowing sessions and emergency activations. They are continuously updated to reflect any process changes within your organization.
Why Opt for Contingency Payroll
Choosing Contingency Payroll from Mosaic offers several compelling benefits for your organization:
Rest easy knowing that your essential payroll functions are secured, no matter the circumstances. Our Contingency Payroll service acts as your safety net, ready to catch any unexpected disruptions and ensure that your employees are paid accurately and on time.
Our team of UKG Pro subject matter experts brings forth industry best practices and process improvements. These recommendations are seamlessly integrated into your payroll workflow, ensuring optimal efficiency and accuracy.
Managed payroll, including Contingency Payroll, offers enhanced security through segregation of duties. This reduces the risk of manual errors or manipulation, safeguarding your payroll data and finances.
Beyond Contingency Payroll, consider the benefits of fully managed payroll services. By outsourcing tactical duties such as payroll processing, your internal team gains the freedom to focus on strategic business endeavors that drive growth and innovation.
In conclusion, Contingency Payroll from Mosaic is your partner in ensuring payroll continuity, no matter what challenges come your way. By proactively preparing for unforeseen events and disruptions, you can maintain the trust and satisfaction of your employees while also optimizing your payroll processes for long-term success. With Contingency Payroll, you’ll have the peace of mind that your organization is well-prepared for whatever the future may hold.
Mastering the Art of Meaningful Feedback
HRFeedback is a powerful tool. It has the ability to elevate performance, motivate individuals, and drive positive change. However, providing effective feedback is not always straightforward. Without structure and clarity, feedback can lose its impact, leaving both the giver and the receiver uncertain about its value. In this blog post, we will explore the qualities of constructive feedback and delve into strategies for giving and receiving meaningful feedback.
The Qualities of Constructive Feedback
Constructive feedback is the cornerstone of employee engagement. It provides individuals with valuable insights into their performance, helping them understand how they align with their role expectations. To be effective, feedback should possess the following qualities:
Feedback that lacks these qualities can leave employees unsure of how to improve and may fail to communicate that their growth is a top priority for the organization.
Understanding Good and Bad Feedback
Effective feedback is built upon a solid structure. Let’s explore examples of both positive and negative feedback to illustrate the importance of structure.
Examples of Positive Feedback:
Bad feedback: “Great work!”
Why it doesn’t work: Nondescript praise like this fails to provide employees with specific information on how to replicate their success.
What to say instead: “Thanks so much for your hard work on our report launch last week. You did such a great job leading the data analysis and went the extra mile to support the entire team. We truly appreciate your leadership skills and teamwork on this project.”
Examples of Negative Feedback:
Bad feedback: “Your performance is lagging. You need to do better.”
Why it doesn’t work: Negative feedback without specifics can feel hurtful and does not offer a path for improvement.
What to say instead: “We’ve always appreciated your teamwork and positive attitude. However, we’ve noticed some challenges with time management lately. We’d like to understand if you’re facing any blockers and how we can help you address them more proactively in the future. Is there a better way we can support you?”
When and How to Give Employee Feedback
Structured feedback is most effective when integrated into an organization’s culture and processes. Here are some key moments for delivering feedback:
While structured processes set a rhythm for feedback, it’s crucial to avoid waiting for performance reviews. Providing timely feedback, as close to the event as possible, is more impactful as it allows for specific details and helps employees make progress continuously.
When to Ask for Feedback
Feedback should be a two-way conversation, and employees should feel empowered to seek feedback when needed. Opportunities to ask for feedback include:
To maximize feedback opportunities, it’s essential to be intentional and specific about what you’re seeking. Requesting feedback on a particular aspect of your work or performance helps provide actionable insights.
4 Feedback Strategies to Boost Employee Engagement
Feedback is not just a transaction—it’s built on a foundation of trust and transparency. Effective feedback cultures require leaders to set the right norms and processes, while also embodying vulnerability and empathy. When feedback is given and received thoughtfully, it becomes a powerful driver of individual and organizational growth.
Maximizing Your UKG Software Experience with Change Management Consulting
UKG, UKG ProImplementing new software, like UKG (Ultimate Kronos Group), can be a transformative step for your organization. It promises increased efficiency, streamlined processes, and enhanced productivity. However, the key to realizing the full potential of your UKG software lies in effective change management consulting.
In conclusion, change management consulting is a vital component of your UKG software implementation. It prepares your employees for the change, effectively communicates process modifications, mitigates risks, and ensures your organization reaps the full benefits of the new software. Don’t underestimate the importance of change management when embarking on your UKG software journey.
Enhancing Employee Growth: The Power of 360-Degree Feedback
HRIn today’s dynamic work environments, employee performance and development are no longer the sole responsibility of HR departments or managers. To foster a culture of continuous improvement, organizations are turning to 360-degree feedback. This comprehensive feedback system involves input from various sources, including managers, peers, colleagues, and even clients. In this blog post, we will delve into the concept of 360-degree feedback, its benefits, drawbacks, and offer practical tips for implementing this powerful tool in your organization.
What Is 360-Degree Feedback?
Traditionally, employees received feedback solely from their managers, which often led to bias and limited perspectives. 360-degree feedback seeks to address this issue by gathering feedback from multiple angles, including peers, colleagues, and clients. This process can be incorporated into formal performance reviews or integrated into ongoing feedback practices. The goal is to provide employees with well-rounded, constructive feedback that helps them enhance their communication, collaboration, and overall performance.
Who Is Involved in 360-Degree Feedback?
360-degree feedback involves input from various stakeholders within the organization:
Employees: They can participate in the process through self-evaluation, reflecting on their strengths and areas for improvement. Additionally, employees may provide upward feedback to their managers, contributing to leadership development.
Managers: Managers play a crucial role in the 360-degree feedback process. After employees complete their self-assessments, managers provide their feedback, focusing on strengths, areas for improvement, and goal achievements.
Peers: Peer feedback is invaluable, as colleagues often have a deeper understanding of an employee’s daily performance. They can provide actionable insights to improve communication, collaboration, and teamwork.
External Partners: In some cases, businesses choose to collect feedback from external stakeholders such as customers or vendors, especially for employees who work closely with them. This external perspective can help strengthen partnerships and enhance service quality.
Pros and Cons of 360-Degree Feedback
To determine whether 360-degree feedback is suitable for your organization, it’s essential to weigh its pros and cons.
The Pros of Using 360-Degree Feedback:
Improved Working Relationships: Granular feedback from peers and external partners can help employees become better teammates, enhancing collaboration and communication.
Identifying Development Needs: Multi-source feedback highlights common themes for employee growth, enabling the creation of personalized development plans.
Year-round Development: 360-degree feedback can be a year-round practice, providing real-time insights and a competitive edge.
Enhanced Employee Motivation: Continuous feedback satisfies employees’ desire for improvement, offering guidance to turn insights into actions.
The Cons of Collecting 360-Degree Feedback:
Negative Feedback Impact: Excessive negative feedback can demotivate employees, particularly when it comes from daily colleagues.
Time-Consuming Process: Formal 360-degree feedback can be time-consuming, from selecting feedback sources to creating action plans.
Reluctance to Share Honest Feedback: Some may hesitate to provide honest feedback, fearing it might damage relationships. Training on constructive feedback is essential to mitigate this issue.
Tips for Implementing 360-Degree Feedback
Here are four best practices to successfully implement 360-degree feedback in your organization:
Make it Easy: Utilize technology to streamline the feedback process, allowing participants to share their perspectives easily and regularly. Tools like Lattice Performance can help integrate feedback seamlessly into daily workflows.
Train Employees: Provide training on effective feedback delivery and reception, emphasizing the importance of specificity and action-oriented feedback.
Incorporate Feedback Regularly: Integrate feedback into team meetings or one-on-ones to make it a consistent part of your organizational culture.
Tie Feedback to Company Values: Encourage employees to connect their feedback to company values, reinforcing the significance of these values in daily operations.
360-degree feedback is a powerful tool for promoting employee growth and enhancing organizational performance. By collecting input from various sources, organizations can gain a holistic view of employee performance and foster a culture of continuous improvement. While there are challenges in implementing this system, the benefits far outweigh the drawbacks when done correctly. With the right approach and commitment to training and development, 360-degree feedback can become an integral part of your organization’s success.