In the digital age, emoticons have transcended their casual roots to become a staple of online communication. They offer a way to convey tone and emotion where words may fall short. But can these colorful, expressive symbols find a legitimate place in professional settings, particularly in employee performance reviews? With a workforce increasingly dominated by younger generations who are digital natives, the answer might be more positive than you think.       The Rise of Emoticons in Professional Communication Emoticons, or emojis, have evolved significantly since their incepti ..read more

In a world where businesses continuously adapt to the needs of a mobile workforce and customer base, performance management and customer engagement strategies must evolve accordingly. AssessTEAM Performance Management Software’s text message-based evaluations offer a groundbreaking approach that is beneficial not only for employee performance assessment but also for gauging customer satisfaction. This dual approach is particularly vital for industries with employees predominantly in the field. Universal Accessibility and Convenience: One of the most significant advantages of text message-based ..read more

Terminating an employee for poor performance is a challenging decision that every employer will have to face at some point. It’s crucial to handle such situations with care, ensuring that the process is fair, documented, and aligned with legal requirements. A well-structured performance management system can help identify and address performance problems early on, reducing the need for termination and avoiding potential legal issues. In this blog, we will cover five key considerations before terminating an employee due to poor performance and how a performance management system can help preven ..read more

An employee performance review is critical for every company, but its efficacy can be impacted by how the review is carried out. When done correctly and efficiently, it could empower and motivate employees to do better or continue doing their best. When done incorrectly, though, it can discourage them and drive them away. That said, a good review can help employees discover opportunities for growth and improvement without negatively affecting their relationship with their managers. However, evaluating and reviewing employee performance comes with some challenges, and if you are a manager yours ..read more

Your employees are the greatest assets in your organization, and sure enough, your human resources team has likely invested a lot of effort in recruiting the highest-quality talents. It certainly makes sense to ensure that these highly qualified employees will continue to work with you to succeed. Unfortunately, experience and skills are not enough to gauge their performance. With an employee performance tool, you can sustain the highest performance level by supporting employee engagement strategies and ensuring a healthy workplace culture. Employees who are disengaged will not make the most e ..read more

An employee performance review is critical for every company, but its efficacy can be impacted by how the review is carried out. When done correctly and efficiently, it could empower and motivate employees to do better or continue doing their best. When done incorrectly, though, it can discourage them and drive them away. That said, a good review can help employees discover opportunities for growth and improvement without negatively affecting their relationship with their managers. However, evaluating and reviewing employee performance comes with some challenges, and if you are a manager yours ..read more

The Critical Incident Method of Performance Appraisal is defined by the Usability Body of Knowledge as a “method of gathering facts (incidents) from domain experts or less experienced users of the existing system to gain knowledge of how to improve the performance of the individuals involved.” What does this mean in layman’s terms? In essence, this rather complicated definition translates into the following: Performance Management: The fundamental aim and purpose  The primary goal of measuring an employee’s performance is to determine to what extent an employee meets the Key Performance Indica ..read more

The Critical Incident Method of Performance Monitoring is defined by the Usability Body of Knowledge as a “method of gathering facts (incidents) from domain experts or less experienced users of the existing system to gain knowledge of how to improve the performance of the individuals involved.” What does this mean in layman’s terms? In essence, this rather complicated definition translates into the following: Performance Management: The fundamental aim and purpose  The primary goal of any performance monitoring measurement is to determine to what extent an employee meets the Key Performance In ..read more

“Silence is the language of god, all else is poor translation.” – Rumi The importance of multilingualism as part of the organizational business model cannot and must not be underestimated. Even though the global lingua franca is English, research shows that the world’s most utilized business languages include German, Chinese, Spanish, and Arabic. The challenges facing the multilingual organization Therefore, it makes sense that global, multinational organizations must make an effort to manage both internal and external communication. Kamila Barbara Grzeszczyk, in her research paper titled “Lan ..read more

Employee engagement has been a huge buzzword in business and corporate circles over the last several years. Nowadays, you will find all kinds of employee engagement software tools and systems that are designed to make everyone more enthusiastic about their job and their overall role in the company, inspiring them to take proactive steps to further the interests and reputation of the business. These emerging technologies, apps, and software systems make it much easier for managers and administrators to achieve their engagement and employee retention goals. Mobile technologies have made things e ..read more