Building teams with high employee engagement is difficult. So many different factors influence how a team performs. When it works well, it is incredible. When it doesn’t, it is extremely frustrating.
Teams could be more productive if they had more time to focus on their work instead of dealing with problems.
The reality we found was it is difficult:
- We need to place people in the right roles and reach an agreement on the responsibilities of each role.
- We need a team to work together and pull in the same direction.
- We need everyone on the same page to deliver on their responsibilities.
- the list goes on…
Good leaders focus on new initiatives and technology, but it's hard to measure the impact they have. How do we determine what worked or didn’t work?
- So much of the impact is intangible. It does not directly hit the P&L.
- Semi-annual or annual surveys are too reactive and don’t give you the insights you need.
- Regular surveys cause fatigue or are anonymous and don't help leaders take action.
Ploomo Approach
We have developed a model to help simplify the dynamics of teams. The below diagram illustrates the feedback loop.
- Leaders make decisions and take action.
- This impacts the team and creates their environment. This we will call the live experience.
- We gain knowledge from these experiences to make better decisions and actions for creating improved live experiences.
- The team members are the core of this because they make up the team. Leaders should consider the impact of their actions on others and work towards creating a positive environment with fewer surprises.
We are trying to make decisions that are best for the business and maximise employee engagement.
Our platform supports you in executing and measuring the loop.
- We have features designed to manage the live experience. We must quickly locate things as they occur in real time. This allows us to address them promptly and stay ahead of any potential issues before it becomes too late.
- We can provide valuable insights to help leaders and HR teams make better decisions. These insights can also improve decision-making leading to increased employee engagement.
- Team members have tools to help them safely communicate their experiences. *Feature coming soon is to support team members in telling their stories around KPIs and achievements to leaders and HR.
How can you use Ploomo to react faster and better to what is playing out in real-time?
- Restructuring or making large organisational changes. See article on Navigating Organisational Change With Confidence
How does Ploomo provide useful insights to improve how you build teams?
- Quantifying the impact of initiatives on people. See article on Ever Found It Hard to Prove The Value Your HR Initiatives Added? You're Not Alone
This allows us to build a positive feedback loop in how we build teams. With higher employee engagement we can shift from spending time putting out spotfires to being as productive as possible.
To learn more about how Ploomo People Technology can assist you, request a free demo of the platform.
Definitions
People Technology rather than an HR solution. We designed our approach to help people connect. We are the first solution to combine sentiment analytics, performance analytics, and psychometric analytics.
Employee engagement is how committed and involved an employee is with their organization and its goals. Employees' commitment to the company's success goes beyond happiness and loyalty at work. Essentially, how much do they care?
Employee sentiment is how employees feel about their workplace, job, management, and overall organizational culture. It shows how employees feel and think, and can affect many parts of a company.
Organizational change is when a company or organization undergoes a transition to achieve a specific goal. This goal could be to improve processes, products, or services. This change can involve various aspects. It can include changing rules and methods of doing things. Additionally, it can involve altering the culture and structure.
Building teams means defining roles, finding people to fill them, and developing the team over time.
