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Feedback is one of the most frustrating elements of being a leader. An effective leader incorporates feedback into their management style. This not only improves performance but enhances employee satisfaction . The research is clear: employees want feedback. When managers provide valuable feedback, they create a culture where everyone does their best. Plus, it shows staff that their contributions make a real difference, which is key to feeling appreciated. 96% of employees say that getting regular feedback is good, while 41% of people have left a job because they felt they weren’t listened to. Furthermore, 83% of employees say they appreciate getting feedback, whether positive or negative. That’s because generally, people want to do their best. Shaping a culture where everyone works hard and offers unique contributions will make your entire staff more productive, happier, and especially loyal. 10 Effective feedback techniques 1. Sandwich Feedback This is one of the most common and most impactful forms of feedback. Chances are, you’ve received input at some point in your own life using this method. In these instances, you would sandwich a negative piece of feedback between two positive terms. You start with some form of praise, then focus on areas for improvement, and end with more positive feedback. This is particularly effective for people who have some really strong areas, along with things that need to be improved. For example: “I want to commend you for the great work you did on the Smith project. Your attention to detail was outstanding there. The only thing that we might want to improve is the timeliness of your deliverables. It seems we missed a few deadlines along the way, so I just wanted to remind you of the importance of meeting those milestones on time. That being said, I’m confident you will improve in that area and overcome any obstacles you might be facing here, because you have a tremendous work ethic. We’ve always been able to count on your skills and dedication.” 2. DESC (Describe, Express, Specify, Consequences) With this method, the goal is to deliver feedback in the most balanced way. The focus is on providing feedback that is clear and concise, while being constructive. With this tactic, you break down feedback into distinct and understandable parts. That will make it easier for employees to grasp and then act upon. Start by describing the behavior, expressing your feelings about it, laying out clear expectations, and then sharing possible consequences. For instance, “I’ve noticed you tend to run late to our team meetings. That behavior makes me feel as though you don’t prioritize our time together and it disrupts the flow of our discussions. I’d like to see you arrive on time for our future scheduled meetings. Once we address this issue, we’ll have more productive and efficient meetings and be able to have them less often.” 3. EDGE (Explain, Describe, Give, End Positively) Ensure feedback flows smoothly with this method. This strategy can serve as a roadmap for your feedback discussions, making sure you have all of the important points covered. As the acronym states, start by explaining the area for improvement, including describing what you noticed. Then give specific feedback and be sure to end on a positive note. Here’s an example: “I wanted to chat about our recent sales pitch with the client, because having stellar presentations is really important to our future success. I noticed that during the pitch you spoke very quickly and didn’t seem eager to engage with the client in meaningful conversation. To enhance pitches going forward, I suggest slowing down your speech, asking open-ended questions, and then actively listening to the client’s needs. I know those small adjustments will make you an even better communicator and help us to close even more deals.” 4. 360-Degree Feedback In this comprehensive approach, you’ll gather input from multiple sources, including peers, direct reports, supervisors, and the individual themselves. You’re essentially collecting feedback from everyone around the person to get some different perspectives and views. This is particularly effective for people in middle management who have their own direct reports but also report to you (or someone else). It’s also really helpful for people who work in cross-functional teams, so that you can get a better feel for the way that they are perceived and the way that they interact with others in the company. Start by collecting feedback and gathering insights from the person’s colleagues, subordinates, boss, and then the person themselves. Once you have all of this information available, spend some time compiling what you found out and analyze it. Look for patterns in strengths as well as areas for improvement. Share the feedback privately and constructively, and make sure to devote time to the strengths you appreciate as well as areas for development. Then, collaborate and make a plan for improving moving forward, including setting clear goals and the actions you want to see. An important part of this process is following up periodically. Check in on progress and make sure to provide ongoing support. For more team-centric approaches, strategies to build team trust , and team building tips , make sure to follow our blog. 5. GROW (Goals, Reality, Options, Wrap-Up) Model This four-step process is a good way to help others work toward their goals. The four steps consist of goals, reality, options, and wrapping up. Start with a conversation on goals, then tie that into the current realities of the situation. This will help the person to reflect on recent experiences. Then move into a discussion on the various options open to them, and talk about ways to improve. Finally, summarize by highlighting the key takeaways and action steps. In this example, you can help a staff member who wants to improve their leadership skills. Here is how the conversation might go according to the four steps: “Can you share the specific leadership skills that you want to develop? Maybe share some particular outcomes you’re hoping to achieve? Let’s talk about some of the leadership qualities that I’ve noticed lately, such as when you lead the project meetings on Tuesdays. What’s working well, and what’s challenging in those scenarios?” This will lead to a deeper discussion, where you can encourage the employee to brainstorm ideas with you. “What are some of the approaches you could try? To make those come to fruition, which resources or support do you need?” Ideally the employee will open up about some various ideas as well as what support they need from you. Make sure to wrap up on a positive note that includes concrete action items, for example “Based on this discussion, it seems like the areas for immediate focus are active listening and delegation. Let’s create a plan to delegate certain parts of your project next week, and perhaps sign up for an active listening workshop within this quarter.” 6. Start-Stop-Continue A lot of valuable feedback involves sharing what someone might start doing, what they should stop doing, and what they can continue for peak performance. For instance, the next time you need to have a general feedback discussion, you could say something like: “Let’s start thinking about implementing regular status update emails to keep the team in the loop. It’ll improve our overall communication.” For Stop, you could add something like “On the other hand, you might want to stop micromanaging the team in these ways. It can be demotivating, so let’s focus on helping the team to handle their tasks more effectively.” And finally, to continue, “Lastly, please continue to facilitate our weekly team meetings. Your leadership there has been really effective in facilitating great discussions.” 7. SBI (Situation - Behavior - Impact) Model This process is all about painting a comprehensive picture when you’re giving feedback. It focuses on describing a specific situation, the observed behavior, and the impact of that behavior on the team or work. For example, if you’re talking to an employee about a recent interaction with a client. Here is how you can start the discussion: “Let’s talk about the client meeting we had yesterday. I noticed that you interrupted the client a few times while they were explaining their requirements. I can imagine this made them feel unheard and maybe even frustrated. That could impact our overall client relationship and the work we get moving forward.” After that, follow up with a discussion on how things can be improved and how you are prepared to help. Sometimes, people need additional resources to improve in the ways that you want to see. You should encourage them to share that with you, and talk about what you’ll do to offer support. 8. STAR (Situation - Task - Action - Result) Tactic This option not only sounds cool, but can be really effective. It’s all about making feedback specific and relevant to the actual situation. This can be a good way to share negative or positive feedback, but it can be especially useful when you have good news to share. If we want to use another example from an employee during a client pitch, you can start by describing the situation. “Remember that important client meeting last week where we needed to secure a new contract? You were tasked with presenting our products’ features and benefits in a really convincing way. You were well-prepared and did a great job addressing the client's concerns, and offered real solutions. And guess what? You nailed it and we secured a huge contract. Congrats!” This is a powerful way to share great information with your star employee (get it?). 9. BOOST (Balanced, Objective, Observable, Specific, Timely) model The best feedback is objective and balanced, and includes behavior that is actually observable and relevant. This helps to ensure that feedback is fair, unbiased, and actionable, and also provides an avenue for future conversations. For example, if you want to give some feedback to a software engineer about coding, you could say: “I wanted to offer some feedback on some strengths and improvement areas. As you know, our objective is to improve coding efficiency and quality. I noticed in your recent code review that you found and fixed critical bugs before they caused problems in production. You showed superior debugging skills and attention to detail.” Share this feedback directly after a project so that the information is timely and specific to something the employee will remember. 10. CAS (Criticize - Ask - Suggest) This feedback technique combines constructive criticism with open-ended questions and options for improvement. Though you start with criticism, you move into a discussion with questions and then end with actionable suggestions. Here’s an example you could share with a marketing leader: “I’ve got some concerns about the effectiveness of the most recent campaign. Can you help me to understand how you chose that specific audience? How about for our next round we take a more data-driven approach and refine some of the market research available to target an audience?” Retreats offer an opportunity for feedback Providing feedback to employees is a crucial part of developing them and improving performance over time. It’s not always easy to find time to have these discussions, but an annual review is a good place to start. Some people find quarterly reviews worthwhile, but really you can have these discussions as often as you (and your employee) would like. If your staff isn’t geographically close or partly remote, it can be harder to schedule these conversations. That’s where an offsite retreat comes into play. You can use that time to pull employees aside and have one on one conversations.  A team-building retreat offers time to learn and train together, as well as time to socialize and provide valuable feedback. A company or team retreat provides quality time between managers and their reports and offers lots of chances for giving feedback using any of the methods we covered here. Source: https://www.surfoffice.com/blog/team-feedback-methods

When it comes to managing employee behavior and performance issues, the progressive discipline process offers obvious benefits One of the most difficult challenges for many companies is the need to address negative behavior and performance issues in the workplace. Without a concrete plan to manage discipline, decisions may end up being arbitrary, inconsistent, and even open to legal action. That's why it is incumbent upon businesses to develop sound disciplinary policies that clearly outline how these problems are addressed. A progressive discipline process is one commonly used option. In this post, we'll provide a progressive discipline definition and explain its many benefits. We'll also examine the steps that are commonly used in any system of progressive disciplinary action. What is progressive discipline? Progressive discipline is a process that involves a structured approach to correcting employee behaviors. Organizations that adopt the progressive disciplinary process implement a system of corrective actions that escalate in severity with each infraction. This allows management to provide helpful notice to employees that gives them an opportunity to correct their own behaviors or performance issues and avoid any escalation in discipline. Since organizations should use disciplinary processes to correct undesirable behaviors rather than punish offenders, this progressive approach offers one of the best ways to achieve that goal. It ensures that management communicates problems to employees in a clear and timely manner and provides a structured way to encourage improvements in performance and behavior . For managers who may struggle to deal with problem employees, this process can also provide a guided approach to engaging in difficult conversations. What are the benefits associated with progressive discipline? There are many benefits for companies that implement a progressive disciplinary policy for their organizations. We've listed some of the most important benefits below. This type of discipline process can help managers and employees to resolve concerns before bigger issues arise The progressive disciplinary approach can facilitate improved communication between management and their workers, which can help managers to develop more productive and higher-performing teams Implemented properly, this disciplinary approach provides employees with fair notice about expected behavior and results, and promotes accountability By using a progressive series of increasingly severe corrective measures, employees have incentive to self-correct Management can avoid arbitrary decisions that could lead to negative consequences, including legal concerns in some jurisdictions Employee retention and job satisfaction tend to be higher in environments that provide clear expectations and a fair, just, and consistent disciplinary process Because steps in the process are typically well-documented, employers will have an easier time defending difficult decisions about suspensions and terminations What are the typical steps of the progressive disciplinary process? To understand how a progressive disciplinary process works in a real-world company setting, let's examine a typical step-by-step progressive approach. Some of the most common disciplinary policies use a four-step framework that involves increasingly serious consequences for the employee. 1. Verbal warning This is almost always the first disciplinary action in any progressive discipline system. As soon as an issue comes to management's attention, someone is tasked with warning the employee about the problem. This warning can be delivered in either an informal or formal meeting, during which the employee is told about the behavioral or performance problem. In many cases, management also provides the employee with recommended steps that they can take to correct the issue so that further action can be avoided. Even though the warning is delivered verbally, company policies should require that the person issuing the warning document important details. These details include vital information like when the warning was given and the behavior or other issues that prompted the action. The documentation should also list everyone involved in the meeting, the actions the employee agreed to take to correct the problems, and whether any follow-up conversations are scheduled. 2. Written warning When verbal warnings don't lead to the necessary positive change, management then typically follows up with the next progressive disciplinary step – the written warning. This is a more formal action designed to signal to the employee that the issue has become a more serious concern. Some companies include the possibility for multiple written warnings within this stage of the progressive discipline process. The written warning should describe the employee's failures, the policies that have been violated, and specific steps that they must take if they want to get back in the company's good graces. It should also provide fair warning about the consequences the employee will experience if those corrective actions are not followed. Employers should allow employees to discuss the document and should inform them that signing it is simply an acknowledgment that they received the warning. Again, everything about this meeting should be documented, and the documentation and written warning should be placed in the employee's employment file. That documentation should include details about the participants in the meeting – all of whom should have signed the warning - as well as the agreed-upon action plan to correct the behavior and other important information that provides an accurate historical record of the meeting. 3. Final warning, including possible suspension period Once the written warning step has been exhausted (again, some companies may provide as many as three written warnings before escalating the process), the next stage of the progressive discipline process is considered the final warning. This is another document-based corrective action that basically puts the employee on notice that any continued failure to correct the problem will result in termination. Sometimes, this final warning can also be accompanied by a period of suspension without compensation. Like the other warnings, this one should be well-documented with details about the policies that have been violated and what the employee was told to do to correct the situation. The documentation should also note that this is the final warning. It must be signed by everyone present at the meeting and stored in the employee's employment file. 4. Termination As you might expect, the most drastic and final step of the progressive discipline process involves the termination of the employee. While the entire process is designed to correct behavior and avoid this step, there are times when there is no other option but to fire an employee who fails to correct behavior or performance issues. This step also requires detailed documentation and careful attention to the details.  Larger companies will typically want to handle termination through human resources, and sometimes in consultation with employment lawyers if potential legal issues could arise. Witnesses should always be present whenever possible and the employee should be given a detailed review of the entire process, beginning with the verbal warning. The termination notice itself should be provided in written form, with a copy placed in the employment file. The appeal In addition to that four-step approach to corrective action, effective progressive discipline often includes an opportunity to appeal decisions made in each step of the process. This provides the employee with an opportunity to offer evidence or arguments in opposition to the discipline. Sometimes, employee behaviors involve disabilities or other issues that may require some sort of accommodation. The appeals process can help to promote fairer outcomes based on the best available information. Designing your progressive discipline policy If you're tasked with implementing a progressive disciplinary process in your workplace, it's vital to ensure that you have a well-constructed policy that outlines every key detail. Make sure that yours includes each of the following elements. Details about each step of the progressive disciplinary process This section of your policy should outline each progressive step your company takes to address employee misconduct and performance concerns. You may want to include a brief explanation of each, so that employees know what to expect if they fail to meet expectations. Exceptions that may result in immediate termination Some violations of policy are so serious that they qualify for immediate termination of employment. You should cite specific examples of these actions. For example, criminal activities, physical abuse of co-workers, theft, and similar actions may fall outside of the normal progressive discipline scheme. Any necessary disclaimers Each policy should also include disclaimers that preserve the employer's right to enforce the policy, disregard certain elements when necessary, or make needed changes. Legal issues like at-will employment should also be addressed in this section. Adhering to your company's progressive discipline policy Once you have a policy in place, it's important to make sure that it's followed as rigorously as possible. Employees tend to adapt to the prevailing company culture, and any failure of consistency or fair application of policy will impact their adherence to company rules, productivity goals, and other performance and behavioral metrics. Progressive discipline: a powerful tool to impact employee behavior Without clear disciplinary policies in place, any company will struggle to achieve a fair and balanced application of rules and expectations. Fortunately, the progressive discipline approach offers a clear and understandable approach to managing and correcting negative behaviors and performance issues. By creating and implementing your own progressive disciplinary processes, you can develop a powerful workplace culture that helps employees to overcome their shortcomings and meet your expectations. Source: https://www.topresume.com/career-advice/progressive-discipline-steps-for-creating-discipline-in-the-workplace

When carried out effectively, setting goals for your teams can be the guiding light they need when the going gets tough. They provide a clear direction and plan-of-action to follow, and offer opportunities to build trust and collaboration with eachother, and just as importantly, with you! Today we're going to look at why team goals matter and the ways to whip up team goals that'll develop your teams into superstar units. What exactly are ‘team goals’? Team goals are objectives and milestones that a group of individuals work towards together to hit. They are generally used to align the effort of a team with the larger objectives of the company and are a great way to amplify team productivity . Team goals function like a race finishing-line that all members strive to reach together. So how do they differ from those personal goals we all have? Well comparing them would be like comparing a solo trek to a group trek through a dense forest. On a solo outing you only need to consider number one, bringing supplies and equipment to look after yourself. A group trek opens the door to more factors that must be considered. The heaviest bag to carry wouldn’t be given to the smallest hiker in the group, would it? There's this beautiful concept that perfectly sums up the spirit of setting team goals, and that is a “ symbiotic relationship ”. Symbiosis is a term usually used to describe, in the natural world, a win/win exchange, where both parties benefit from an event. Understanding and applying this basic concept to team goal setting creates an atmosphere where everyone's growth contributes to the team's success, and in turn, the success of the company. By helping your teams to understand this concept and communicating its value to them while team goals are being set, the foundation of mutual benefit is created. Your teams better understand the value of aligned goals for the individual, group and company. The best methods you can use to set team goals Now that we better understand the meaning and significance of team goals, let’s break down our list of methods you can use when next setting out those golden targets for your teams to hit. SWOT analysis Here’s a great method to help establish some new, powerful team goals. A SWOT analysis, standing for Strengths, Weaknesses, Opportunities and Threats) is a fantastic goal-setting activity that analyzes with purpose, bringing clarity and focus to goals. Here’s a way to organize one: Define the objectives: Take moment of clarity and explain why you’re doing this with your teams. Let them know the aim for the end is to set new team goals, using the information from the analysis. Draw up your SWOT matrix: Draw a big grid with four sections labeled Strengths, Weaknesses, Opportunities, and Threats. Brainstorm and fill in the quadrant: Your S and W squares are internal, so look inwards at company strengths and weaknesses. O and T are external factors, so analyse your market to see where opportunities lie. Develop team-goal action plans: Based on this list, create your team goals. For instance, if a weakness is a skill gap, your team goal could be to get through some targeted training. By bringing SWOT analysis into your goal-setting process, your teams naturally get onto the same page to reach their objectives. This method not only clears up what needs to be done but also helps teams to prepare for challenges in the surrounding market. Hackathons and innovation challenges Hackathons and innovation challenges are a fantastic way to set team goals. These events offer a relaxed setting where staff can socialize and bond in a competitive but fun way. You can inspire creativity while setting team goals by carrying out a hackathon or innovation activity. Here's how to make it happen. Define the mission: Start off by defining the problem your teams should tackle. What's the big dream at the end of the rainbow? Having a clear target gives everyone a common purpose to aim for. Choose location of challenge: The best challenges are carried out off-site, so make your choice of location specified to the challenge. If you’re running a business-game simulation, choose a place with an optimized I.T. setup. Carry it out with stakeholders: Involve key stakeholders to provide feedback and support throughout the event. Their insights can be valuable for refining ideas. Celebrate your winners!: Recognize the hard work of all participants. Offer rewards for the winning teams and celebrate the innovative solutions they come up with. Prizes, public recognition, or opportunities to implement the winning ideas are great options. Use hackathons and innovation challenges to get your teams working together as powerful units, setting goals and objectives to tackle unique challenges. Agile goal setting Keep your goals light on their feet and adaptable to change by using ‘ agile ’ methods. This is a practical way for teams to stay nimble and on track. Borrowing from the principles of agile project management, ‘agile’ keeps teams focused while allowing them to pivot when needed. Lay out your goals: Nothing out of the ordinary here. Just start by outlining your objectives and break them down into actionable tasks or milestones. Prioritize tasks: From your list, create a backlog of tasks, prioritizing them based on importance and urgency. Plan your agile sprints: Here’s the key moment of play. Divide your work into short, focused sprints, typically lasting a few weeks each. This helps maintain momentum and accountability. Stay Connected: Organize daily stand-up meetings to keep everyone on the same page and informed about obstacles and next steps. With clear objectives, open communication, and a knack for adapting, your team is unstoppable. Here's to embracing agility and reaching new heights together, one sprint at a time! Backward goal setting When developing plans for team-goal setting, there's a strategy known as backwards goal setting or reverse engineering goals. Instead of the usual approach where you start from where you are and plan forward, this method runs in reverse. Define the end goal: With this method, you have to begin at the finish line and run the other way. Picture what that end goal looks like. The goal has to be SMART (specific, measurable, achievable, relevant, and time-bound). Break It Down: Once you've got your big goal in mind, break it down into smaller milestones. These mini-goals are stepping stones over the river to the success waiting on the other side. Create Key Actions: Here you have to knuckle-down and figure out what needs to happen to reach each milestone. Be clear about who's responsible for what. With backwards goal setting, the end is used to justify the means, and teams can navigate their way to success with confidence, staying united every step of the way. BHAGs (big hairy audacious goals) These goals are supposed to be bold and often seem slightly out of reach. That's exactly what makes them catalysts for team motivation and achievement. Think in terms of the first moon landing, or the invention of the internet. What must they have been thinking while setting those goals? Define Your BHAG: Get your foot in the door by thinking without fear. Find your BHAG. It should be ambitious yet achievable, compelling enough to excite your team but not so far-fetched that it feels unreachable. Spread the Word: Once you've got your BHAG, you have to shout it from the rooftops. Everyone in each team needs to know what they’re aiming for and why it matters. The more excitement you can drum up, the more momentum you'll build. Break it Down: A big goal can feel overwhelming, so break it down into smaller, bite-sized pieces. Set milestones along the way to keep your team on track and motivated. And don't forget to celebrate each little win. Your teams are one step closer to their BHAG! With BHAGs leading the way, your teams can gain a greater sense of achievement when they conquer a mammoth task. So go ahead, dream big, aim high, and watch as your teams reach new heights together! Gamification Gamification isn’t just for video games anymore. Many of the Fortune 500 companies are taking gamification very seriously now, so it’s a great time for you to use it in your team goal-setting sessions. Identify Goals: Start by defining clear team objectives that you want to achieve through gamification. That might be hitting sales targets or meeting project deadlines. Get these goals set up with your teams. Choose game elements: Pick game elements that resonate with your team, like points for progress, badges for brilliance, or leaderboards that add a touch of friendly rivalry. Design Challenges: Break those big goals into bite-sized missions. Make them fun and make them doable. There are tons of websites like trackabi and habitica that have great game and work systems already set up. Iterate and Improve: Stay nimble, stay flexible. Tweak your game plan based on feedback and keep everyone engaged. Because when work feels like play, everyone's a winner! Turn those workdays into something everyone looks forward to, where every challenge is a chance to level up and every win brings the chance of a new high score. Vision boarding A great tool used to improve collaboration and develop team empowerment is vision boarding. The aim of the activity is to create a collage of pictures, texts and art that represents and affirms the goals of the team. It’s a strong visualisation technique that cements an image in the mind of the viewer. So here’s how to set one up. Supply stock: Vision boards rely on all things crafty. The aim is to get out of the mindframe of text and into the mode of an artist. You’re going to need magazines, markers, and poster boards. The more colorful and eclectic, the better! Dream Big: Before your teams dive in, get them to define what they want to achieve. From landing a big new sales client to new office sports teams, let them lay it all out on the table. Let Creativity Flow: Encourage your teams to let their imaginations run wild. They can cut out whatever speaks to them, from inspiring quotes to hilarious memes. Piece it all together on your vision board. Show and Tell: Once the boards are ready, teams take turns sharing their creations. It's a chance to see where their visions overlap, spark new ideas, and cheer each other on with new team goals. The ingredients for setting team goals just got a whole lot more colorful and fun! Whether it’s to focus on work performance or to help visualise why alignment matters , vision boarding offers a playful yet powerful way to bring your team together around a shared vision. Set team goals at your next retreat with Surf Office! Here at Surf Office, we know that getting your teams aligned with goals can be a difficult business. One of the best ways teams can reach their peak is with a team-building retreat. So why not try one of these fabulous retreats with us?  Imagine the usual confines of your office settings melting away on a sandy beach or taking the time to appreciate nature on a countryside retreat. A quick change of environment can be as revitalizing as a complete office overhaul. Your team will have one another’s backs and be working in complete harmony, motivated to tackle any challenge together. Source: https://www.surfoffice.com/blog/set-team-goals

As workplaces continue to globalize and electronic communication systems develop at breakneck speeds, one vital element often gets lost in the shuffle. That element is human connection. Today we look at those invisible threads that hold colleagues together, and we’re focused on much more than pleasantries exchanged over the water cooler . We’re showing ways companies can help to establish deep workplace connections and collegial trust. So, grab a cup of coffee (or tea, we don't discriminate here) and join us as we explore the essence of employee connections. What are employee connections? "Employee connections" refer to the relationships and bonds that form among coworkers within a workplace or team. We all know a good collegial connection when we see it. Companies with highly connected teams demonstrate higher retention rates and more productive employees. One question you can ask of your teams to determine whether they feel like they have good employee connections is: “Are you happy with the people you work with, and the work they’re doing?” This question best measures the strength of employee connections at work. How likely is it that 100 percent of your staff answer with an honest and resounding ‘yes’? The truth is that human connections affect a whole host of the company’s operations, from engagement and inclusion to turnover rate and customer satisfaction. Maslow’s historic Hierarchy of Needs rates this sense of social belonging just above physical safety, and this applies to workplace environments as much as the outside world. The importance of having good employee connections at work is crystal clear, as research has indicated that more than 40% of surveyed employees felt physically and emotionally isolated in the workplace. For these reasons, we’ll be showing you some of the best ways you can help your employees make deep, meaningful connections with each other in the workplace. The best ways to build employee connections So now we’ve laid out exactly what employee connections mean, let’s get busy with some practical activities you can implement at work to boost the relationships between staff members. Employees at the decision-making table One of the most effective ways to improve employee connection is to bring them into decision-making activities. Actively involve them in the conversations that shape the organization's direction. This could take many forms, like regular team meetings, feedback sessions where employees have their say on proposed changes, or even setting up formal structures like employee councils or committees. By bringing them into the decision-making process you’re helping to develop employee engagement , which deepens the connections between team members. When they see their ideas respected and considered, it builds a genuine bond and says “Your input matters.” It also makes the decision-making process more transparent, as when decisions are only made behind closed doors, employees feel less connected to the things that really matter at work, and eventually, less connected to one another. Mini-golf lunchbreak Sometimes the best results come from the simplest actions. Workforces are made up of mixed personalities, and inevitably, some people are introverted and won’t enjoy elaborate social outings to forge bonds. So why not just keep it as simple as a ball going into a hole? Try this as the first step in revitalizing the connections between employees at work. Using simple and playful sports equipment is a great way to raise curiosity and kickstart employee connections. The big focus here is to see if anyone wants to get involved, to raise employee engagement . Don’t be afraid to bring in any similar simple sports equipment, like a foam dartboard, or even a padded frisbee (just keep it within bounds). You wouldn’t even need to announce it to your employees, just set any mini-game up in the lunch area and watch as staff grow curious, eager to grab a ball, paddle, or racket. Team-building afternoons This activity focuses on getting everyone outside the usual work grind for some dedicated team bonding. Create an afternoon session, say, 1 to 2 pm, and make the session jam-packed with quick teambuilding activities . You can make these games as simple or as complex as you desire, but remember that the real focus is to give team members a chance to make connections. Keep things fast-paced by using popular ‘ minute to win it ’ games or dedicate a few hours to take staff out for a fun ‘museum hack.’ Activities carried out in groups or teams provide awesome opportunities for employees to share experiences and build relationships in a relaxed and enjoyable environment. Diversity and inclusion initiatives As workplaces diversify the best managers must create ample opportunities for people to feel represented. This is where diversity and inclusion initiatives come into play. They’re used to make sure everyone feels valued and included at work, regardless of who they are. Diversity training workshops can be used like crash courses to understand each other better. They help us spot any biases we might not even realize we have and teach us how to be more open-minded. Use cultural celebrations and awareness campaigns to enable staff to connect more deeply. By illustrating and being transparent about your inclusive policies, staff will feel like they’re in a workplace where diverse connections matter. By embracing diversity and inclusion, you create a company culture in which everyone feels like they belong, leading to better teamwork and stronger bonds. DIY Smoothie Bar Creating a DIY smoothie bar is a fantastic activity to encourage employees to connect in a new and exciting way. First, choose your space. Keep things casual by setting one up in the food area of the office, or even next to the office entrance to make for a great morning conversation starter . Get some supplies of fruit (and veg) and do a little research on some office favorites. Measure the amount of supplies you’ll need like cups, straws, and measuring spoons. Try creating a vibrant menu to add to the appeal. A simple DIY smoothie bar helps improve employee connections by giving a focal point for conversation, as well as promoting health and wellness. There’s a whole list of ways it can brighten up the workplace, and everyone’s dietary needs can be considered, even the most dedicated health nut in the office. Involve as many staff as you can when setting up the stall, blending everyone’s efforts together to create a smoothie-licious workplace full of strong employee connections. Buddy-ups Help develop employee connections by making the most of a buddy-up system. Buddy-ups are a staple element of the onboarding process, effective in two areas: teaching the new staff the ropes, and giving more experienced staff members the opportunity of training someone new. It’s a great connection-building activity , especially for newbies who might be a little nervous in their new job. Why not apply it to your existing groups, or even in a cross-departmental way? Spend some time considering which two staff to buddy up. You might pick personalities that complement one another, so they click together like two puzzle pieces. Provide some guidance as and when it’s needed, and create a feedback system to gauge feelings after the buddy-up finishes. Buddy-ups work to build trust, transfer knowledge, and create happier workers. You never know who might be in need of a new work buddy, so let’s get matchmaking and setting up those employee connections! Outside-work interest groups Here’s a fantastic way to create bonds from unlikely places. These are ‘Shared Interest Groups’, and honestly, the sky’s the limit here. These groups are great for relationship building and finding new common ground between members. There are the more traditional groups like reading, cooking, and gardening, but how about pushing the envelope a little and creating groups for things like home-music production, or a group set up for parenting? Start off by surveying your teams to get a feel for what each member enjoys outside of work. Asking new staff about their hobbies is a great chance for ice-breaker questions . It will actually benefit you as a manager to spend time researching staff interests outside of work. Once that’s clear, mix and match to create a variety of groups. Try establishing a leader, nominating someone who’s passionate about the topic to help organize meet-ups and keep the energy going. Set dates for the group to meet, which can be weekly, bi-weekly, or monthly. Consistency is key to keeping the connections going. Creating shared interest groups helps get rid of barriers and gives staff the chance to connect over something unexpected. The key is to survey each employee’s real interests outside of work, so more time spent in planning yields better results. Get those staff connected Analyze social media behaviors Over the past few years, a few trends have appeared on social media that demonstrate the damage that can be caused when employees feel disconnected at work, a lack of recognition, or stifled opportunities. In 2022, a new trend of ‘ quiet quitting ’ emerged, which essentially means an employee performing only the most basic requirements of their job and never anything more. Further analysis of this behavior showed that the people quitting didn’t feel any connection to work, in job satisfaction, and with their colleagues. This demonstrates the importance of spending time analyzing trends that emerge on social media, so a company can better prepare itself and respond accordingly to workplace disconnects. You could have your HR department periodically analyze trending videos for any common themes Companies need to make an effort to recognize and understand some of these emerging trends, and once the information is collected, design connection strategies to get to the bottom of any concerns, before it’s too late. Terrarium workshop Here’s an overlooked idea for a session to help boost employee connections, make a terrarium workshop! Having all the team-building positivities of a regular DIY craft session, a terrarium workshop lets staff really get their hands dirty (in a fun way!) by crafting their own little green worlds inside glass containers. Prepare by getting enough glass containers, small plants like succulents or air plants, colored pebbles or crystals, and cute little extras, like figurines or moss. Use a room with enough natural light to bring out the beauty of the plants and containers. Lay out all of the useful tools in a DIY station so people can easily grab what they need. At the end of the leafy adventure, arrange for everyone to do a show-and-tell, swapping tips and things they loved about the experience. Establish employee connections in style, and reward them with one of our team retreats! Teams that are made up of members with deep connections often go above and beyond what’s needed. They feel like they’re working with and for each other, and we know that employees with deep connections are more motivated at work. One of the best ways these teams can reach their peak is with a team-building retreat. So why not try one of these fabulous retreats with us?  Imagine the usual confines of your office settings melting away on a sandy beach or taking the time to appreciate nature on a countryside retreat. A quick change of environment can be as revitalizing as a complete office overhaul. Your team will have one another’s backs and be working in complete harmony, motivated to tackle any challenge together. Source: https://www.surfoffice.com/blog/establish-employee-connections

According to research, the average American will spend one-third of their life at work. This equates to a grand total of 90,000 hours throughout their lifetime. Given this considerable time investment it only follows that their work environment should be a place where they feel comfortable and at home. Breaking up the stale monotony of uniform cubicles and standardized setups by introducing elements of personalization such as family photos or children’s paintings, can help to make the workplace a more inviting and enjoyable place for employees. This can lead to greater job satisfaction, higher levels of motivation, and ultimately, greater productivity. In this article, we will take a closer look at the value that personalization in the workplace can offer to employees and their organizations, by exploring its benefits in various aspects of the work realm. Increases Comfort and Productivity Several factors can affect productivity in the workplace . Being in an environment that is free from distractions and offers a conducive setting from which to work is essential. Another important element that influences productivity at work is comfort. The connection between productivity and comfort has been established with studies such as this one supporting the claim that office comfort can affect productivity. Comfort can be achieved in tangible ways such as the provision of ergonomic furniture tailored to meet the needs of certain employees or personal touches that make the working day a more enjoyable experience. This might include personal effects such as indoor plants to introduce an element of nature to a workstation and relieve stress or decorative features like artwork to inspire creativity and engender an overall feeling of comfort and well-being at work. Engenders a Sense of Belonging Many employers today understand the value of creating an office environment that feels welcoming and collaborative for staff members. This trend has been highlighted in a case study published by the Harvard Business Review , which reports many large employers including Google, Microsoft, IBM and Facebook are investing millions of dollars in redesigning their workspaces by replacing sterile cubicles and standard private offices with larger open-plan spaces. By encouraging their employees to personalize their workplaces with personal artifacts such as colorful drawings, pictures, and other decorative elements, many of the employers found it helped to foster a greater sense of belonging and place identity. Organizations can follow this lead by providing their employees with customized design features to personalize their workspace such as kiss cut stickers or customizable desk accessories. In doing so, employers can help to foster a greater sense of cohesion and belonging within their organizations which can improve team dynamics and interpersonal relationships. Enhances Well-Being The relationship one has with their work environment can have a significant bearing on their mental and emotional well-being. Several studies have been conducted in this area highlighting the effect that different office layouts can have on employee well-being and performance. One study published in the Journal of Environmental Psychology examined the relationship between architectural privacy and emotional exhaustion in the workplace. The results found that employees who perceived their work environments to be low on privacy experienced higher levels of emotional exhaustion, compared to employees working in more private settings such as those with opaque or enclosed walls and doors. Interestingly, the study revealed that personalization of their workspace acted as a moderator for employees, helping to mitigate the negative effects of low levels of experienced privacy on emotional exhaustion. It was noted that personal effects such as children’s artwork, photos, posters and comic strips can help to create a workspace that can contribute to an employee’s positive cognitive and affective states. This enables them to feel a greater sense of control and ownership over their workspace, helping to counter the adverse effects of a lack of privacy. Personalization can be particularly beneficial for helping employees in open-plan spaces to feel a greater sense of mental and emotional wellbeing at work. Encourages Self-Expression Most standardized office templates can leave much to the imagination. Allowing employees to curate a workstation that fosters self-expression and individuality can inspire them to be more creative and innovative at work. When employees are encouraged to express themselves and their personalities in this way, their employers can also foster a more inclusive work space that recognizes and celebrates each employee’s unique interests and background, helping to create a more supportive and collaborative work culture. Whether it’s adding vibrant artwork to their walls, placing personal mementos on their work stations or rearranging furniture to suit their workflow, personalization can encourage employees to feel more relaxed in their office environment, allowing them to be their true selves and contribute to their roles in a more authentic and valued way.  With benefits ranging from increased productivity to a greater sense of belonging and emotional wellbeing, the value of personalization extends far beyond the satisfaction it offers to its employees, bringing a number of rewards to the organization as a whole. Source: https://gethppy.com/employeerecognition/the-value-of-personalization-within-the-workplace#google_vignette

What does a successful recruitment team boil down to? Is it about securing the best candidates at the highest speed and lowest cost? That could be one way of looking at it. Different companies have different definitions of success, as well as different priorities. Some companies may prioritize a strong employer brand, while others focus on leveraging new technology to shorten the recruitment process. It’s important for a recruitment team to keep track of operational metrics, such as offer acceptance rate, time to hire, cost per hire, or quality of hire. These are always good to track and reflect on, and they provide a useful and concise overview of your recruitment operations. There are also 3 main ingredients that help decide your recruitment team’s success, but these are often not discussed enough. If you manage to keep all 3 of them above industry benchmarks, not only will you excel in recruiting, but you’ll also see the rest of your operational metrics go up as well. These 3 ingredients are: happy candidates, happy hiring managers, and a happy recruitment team. In this article, we will explain how focusing on these three ingredients will result in your team’s success. We’ll also detail how you can track these metrics to get a data-driven understanding of just how well your recruitment team is doing. Having these metrics separated as distinct trackable KPIs will give you a good overview of your initial success. If you notice one or more of these is trending downwards, you know where you should focus on to stop the leak. If all three ingredients are healthy, according to industry benchmarks, then you’ll doubtless see a rise in all existing operational metrics. Happy Candidates Having happy candidates is indicative of an excellent process and shows that your recruiters carry out their jobs with care and empathy. Candidate Experience is a core metric to understand because it reflects on how all candidates - rejected, withdrawn, or hired - feel about your company after your recruitment process. A consistently high Candidate Experience benefits your talent pipeline in a multitude of ways. It increases offer acceptance rates, and ensures that your top candidates don’t withdraw as often. 38% of candidates say that a positive Candidate Experience makes them more likely to accept a job offer. It also helps to attract and retain higher quality talent, since 77% of happy candidates will share their experiences with their networks. This positive word-of-mouth will help to strengthen your employer branding , and makes your organization more attractive to potential future employees. This is a major benefit to your talent pool, considering that referrals are the best source of high--quality candidates. Happy candidates will also benefit from higher initial motivation and excitement if their applications are successful. Candidate Experience is the first step of an employee’s journey with your organization, and starting off on the right foot helps boost employee engagement down the road. Happy candidates are more likely to apply again, grow your pool of talent through referrals, and serve as positive ambassadors for your brand, even if they were rejected for a position. They’re more likely to refer friends, less likely to withdraw their applications, and are better suited to starting off strong than other candidates. All of this points towards a higher quality of hire, and a better chance of attracting top-tier talent. Overall, candidates being happy with your recruitment process is a great sign, and speaks volumes about how your recruitment team treats future employees. That’s why we consider it as one of the key ingredients to a successful recruitment team. How to Track Candidate Experience Since Candidate Experience is so crucial to your recruitment outcomes, measuring it consistently and regularly is important. The best way to get tangible insights on your Candidate Experience is through the use of Candidate Experience feedback surveys , systematically sent out to all your candidates. These surveys are particularly important for rejected candidates, but each major group of candidates (rejected, withdrawn, or hired) should receive their own type of survey, tailored to their stage. If you’re not sure where to start, feel free to check out our extensive template gallery. Sending candidates a survey soon after they leave the funnel (3 - 4 days) is optimal, since the experience is still fresh, but the emotion is taken out of it. As a result, you’ll receive a lot of feedback and data from your candidates. This includes both quantitative and qualitative data, with a variety of different metrics. The most important metric is cNPS, or Candidate Net Promoter Score . It describes how many of your candidates would recommend your company within their networks, and acts as a reliable overview of how happy your candidates are. As always, context matters, and cNPS can be better understood when compared to industry benchmarks. Our users are able to access Candidate Experience benchmark data by industry, providing a performance baseline. It also provides an understanding of what targets to set to make sure your candidates are happy with your process. Happy Hiring Managers Hiring managers are the decision makers in the recruitment process, and ultimately will be the ones working most closely with new hires. As such, they are important stakeholders and their concerns should be noted and integrated into your understanding of recruitment success. The benefits of happy hiring managers are also crucial to the recruiting process. 30% of bad hires are made because hiring managers are pressed for time, which ultimately wastes large amounts of time and money filling that position again. Smooth cooperation between recruiters and hiring managers makes both of their jobs easier, decreasing time to hire and raising quality of hire. Having a strong partnership between hiring managers and recruiters is one of the most important elements in an effective hiring pipeline, and it’s critical to your operations. Having happy hiring managers is a sign that your internal processes are smooth and efficient, and measuring it is key. How to Track Hiring Manager Satisfaction Just like with candidates, you can get an understanding of how hiring managers feel by leveraging hiring manager satisfaction surveys. The same principles apply, with distinct metrics. Instead of cNPS, you’ll want to focus on Hiring Manager NPS, as well as a plethora of other metrics that provide a holistic view of the collaboration between your recruiters and hiring managers. Remediating potential issues identified by your hiring managers will boost Hiring Manager NPS and, consequently, improve your processes, boosting your other operational metrics, too. For a more detailed explanation of how to do it, and why this matters, make sure to read our article on How to Measure Hiring Manager Satisfaction. Happy Recruiters Finally, one of the most important ingredients is the state of the recruitment team itself. Recruiter Experience is often overlooked, but it’s just as important as Hiring Manager and Candidate Experience when it comes to recruitment success. This isn’t limited to just recruiters, but all stakeholders in the team, including managers, coordinators, recruitment operations, and all other staff. Happy recruiters matter because of a simple truth: happiness drives performance. Satisfied employees are known to perform better, have increased retention rates, and will help drive all other metrics that we discussed. They’re 44% more likely to have an increased tenure, and will be more motivated to deliver an excellent experience to candidates and hiring managers alike. Consider the story of DocuSign , who identified low satisfaction in their team, and began to specifically overhaul their review structure and personal performance metrics. As a result, recruiter satisfaction rose by 24%, which caused a performance rise of a stunning 55%. DocuSign’s attrition rate dropped down to 0% - they didn’t lose a single recruiter that year. How to Track Recruiter Experience As with our other groups, Recruiter Experience must be tracked and quantified by tangible metrics. This allows you to identify potential issues and tackle them before they begin to hinder the other gears in the recruiting process. Once again, Recruiter Experience Surveys are some of the best tools you can use to holistically understand how engaged your recruiters are, and what their grievances may be. Sending a quarterly Recruiter Experience Survey is a great way to understand where everyone stands. A good general metric to pay attention to is rNPS, or Recruiter Net Promoter Score, which acts the same way as Candidate and Hiring Manager Net Promoter Scores. Besides that, other good areas to focus on are: Workload Stress Level and Engagement Relationship with Hiring Manager Internal Recognition Growth Opportunities and Mentoring Opinion of Tech Stack Achievability of Goals and Targets Keep in mind that, as with other surveys, these should be personalized to the recipient’s role and expectations. To maximize the takeaways that these surveys provide, team members should be asked both role-specific questions, as well as general engagement and satisfaction questions. Once again, benchmarking your Recruiter Experience results helps you understand where you stand in regards to your competition, and gives you a good overview of how you’re doing. If your rNPS is above average, then you can rest easy knowing that your team is happy and productive Conclusion To recap, there are a number of different approaches to making a recruitment team successful, but they rely on the three ingredients needed for a successful recruitment team. Having happy candidates, happy hiring managers and happy recruiters is the key to recruiting success, and boosts your recruitment process in a large variety of ways. It’s important to mention that all of these elements are interwoven: happy recruiters will work better with hiring managers, which boosts their satisfaction and improves your processes. Both groups also heavily contribute to a positive Candidate Experience. All three groups being satisfied will raise all other operational metrics, and help secure recruitment success for your team. Being able to measure and benchmark cNPS, rNPS, and Hiring Manager NPS will help give you a good overview of where your team stands. If one of these is lagging behind, you can investigate further and determine what has to be done. Thankfully, we can help with properly leveraging these 3 ingredients. Starred automatically collects and analyzes survey data from all relevant parties, complete with visualization through dedicated dashboards. Our dashboards automatically process your data and provide you with actionable takeaways at a glance, concisely describing which areas of your recruitment process could use some attention. Feel free to book a demo with us, and we’ll be happy to tell you more.  Source: https://www.starred.com/blog/the-3-ingredients-of-a-successful-recruitment-team

Everyone involved in any recruitment process dreams of a speedy and efficient result. On the one hand, candidates want to know if they’re successful and, if they’re not – why. On the other hand, for employees vacant roles mean lost money, lower productivity and employee morale. Unfortunately, a swift resolution of a recruitment process is often not possible and those delays can be detrimental to everyday businesses operations. Long gaps in communication, an inefficient interview structure or misaligned expectations often push candidates to start looking for opportunities elsewhere, leaving the company without a good fit for the role. A high time to hire can be costly for any business by negatively impacting their reputation and stumping growth. Therefore, it is imperative that you, not only introduce time to hire as a metric in your recruitment analytics efforts, but also invest time and resources into improving it. What is Time to Hire? Recruiters often use the terms "time to fill" and "time to hire" metrics interchangeably, but they actually measure different time periods within the recruitment process and provide different insights for companies to improve. Time to fill refers to the number of days it takes from the beginning of the hiring process (i.e., from the day the job ad is posted) to the day the chosen candidate accepts the job offer and signs the contract. Time to hire focuses on the candidate's journey, from entering the recruitment funnel, being shortlisted and interviewed, to accepting the job offer. Measuring both time to fill and time to hire can show how quickly the recruitment process is bringing in new hires, but looking at time to hire reveals more about the Candidate Experience the process is providing. Specifically about which parts of the process are slowing things down or causing top candidates to lose interest and pursue other opportunities. How to Reduce Time to Hire? Perfect the Job Advertisement A well-written job advertisement has the power to attract the best candidates. It should appeal to individuals, compel them to apply, and pique their curiosity about the prospect of working at your organization. To create a powerful advertisement like this, you must structure it as you would create buyer personas for your products. Consider the kind of person you want to hire, define their candidate profile and build the job description around it. Ultimately, taking the time to understand the type of candidate you wish to hire allows you to be specific when writing the job post. In addition, the post must include the following: The requirements or skills necessary for the role. Specific job-related information, such as whether it is remote or office-based, or what daily tasks can be expected of the right candidate. An overview of the type of company you are, including its values, culture, and history. This gives potential candidates an idea of the organization and how they fit into the company culture. By doing so, you provide candidates with the transparency and clarity necessary for them to decide whether they would be well-suited for the role. Formatting the job ad is also crucial to its success. The design of your advertisement must be easy to navigate, with bullet points and lists making information easily digestible. A Glassdoor survey revealed that 56% of their users are browsing job openings on their mobile . Interestingly, mobile users are completing 53% fewer applications as the time to complete is 80% longer on mobile. Therefore, making the advertisement easily readable and the application process mobile-friendly will ensure that candidates have everything they need to apply, unlike a lot of your competition. When you advertise your roles smartly, you can stop wasting time with unsuitable candidates. A successful and time-efficient hiring process begins by identifying the desired candidate profile and communicating it effectively. Identify the Most Effective Sources If your time to hire score is on the high side, identifying the most effective sourcing channel might be the first step to improving the speed of the recruitment process. Using quality of source as a recruitment KPI gives companies an overview of the efficiency of the various channels they’re using to advertise their open positions. By reviewing previous recruitment processes, you may notice patterns of where you sourced previously successful candidates and the job sites or referral programs that worked best. By comparing the number of high-quality candidates by source, your recruitment process can become more surgical in its approach. Consequently, you will be able to pinpoint the most effective channel. In return, focusing your efforts on sources that have yielded the best results in the past will result in faster recruitment processes and reduced cost per hire. Consider Putting More Effort into Your Social Media Presence Today, social media is a great way of attracting passive interest. By creating a more prominent social media presence, whether it’s LinkedIn, Facebook, Instagram, Twitter or even TikTok, potential candidates will have an insight into what it’s like to work at your company. Establishing a regular posting schedule will allow you to promote your values and the opportunities available. The more exposure, the higher the possibility that the right candidate will see it and apply. Ideally, the more you share, the less you'll have to do to attract people to job postings when they are up. Since 79% of job seekers use social media in their job search , a strong social media presence is likely to make sourcing candidates a thing of the past. Implement a Referral Scheme Having a referral scheme can reduce your time to hire by 40%. The ROI of implementing a structure for your existing employees to refer their friends for open positions at your company is a no-brainer. Actually, not only will employee referrals shorten your time to hire, they also have the potential of finding more qualified candidates. In addition, hiring candidates who have been referred by your existing employees has a positive impact on company culture, promoting engagement and collaboration among employees, all the while increasing their sense of ownership and accountability. In fact, 70% of businesses agree that referred candidates have the best culture fit for their working environment . Referrals Let You Tap into a Pool of Passive Job Seekers Employee referrals can help attract passive candidates who might not be actively looking for new opportunities, but would be open to joining a company that values employees and their contributions. By leveraging the power of employee referrals, you can tap into a wider pool of talent, improve your hiring outcomes, and create a more motivated and committed workforce. Automate Time-Consuming Tasks As businesses continue to grow, so do their recruitment needs. Technology can help automate and streamline the recruitment process at every stage, ultimately reducing the time needed to hire a new employee. The avalanche of layoffs triggered by budget cuts for many companies in the latter part of 2022 and well into 2023 has left many talent acquisition teams with one sentiment: doing more with less. Recruiters and hiring teams are often stretched to their limits of productivity, sometimes having to fill hundreds of positions simultaneously. The trend is clear: the bigger the company, the more open positions it will have and – unfortunately – the longer their time to hire. For example, a report by the University of Chicago found that companies with 5,000+ employees had an average time-to-hire score of 58 days . This is more than double of the national average of 25 days and all the more a reason to invest in the automation of some processes. An average recruitment process involves multiple steps: CV screening, skill assessments, interviews, meetings, contract negotiations, answering questions about the company and the role… these are only some of the time-consuming activities involved in most hiring processes. The first step to reduce your time to hire is to identify the stages that are contributing to a delay and find the tool to increase their efficiency. For example, AI-powered software can help recruitment teams complete their tasks far more efficiently than an individual would manually. Applicant Tracking Systems (ATS) can help you filter through CVs based on specific qualifications, schedule interviews to suit both your recruitment team’s and candidates’ calendars and manage alignment across all stakeholders involved in the hiring process (e.g. recruiters, hiring managers and talent acquisition leads). Candidate Experience Analytics Tools , such as Starred, can help you collect, measure and analyze direct candidate feedback and identify areas that could be contributing to bottlenecks that elongate your overall time to hire score. And by delegating the time-consuming activities to a dedicated tool, you will be able to focus on the personal aspect of recruitment and creating a positive Candidate Experience by: Screening candidates Sending emails Checking in with candidates at key touch points during the process Optimize the Interview Process Evaluating your interview process can also uncover specific bottlenecks that might be contributing to an extended time to hire. A time-consuming and inefficient interview structure can delay hiring and push candidates to withdraw their application, while a streamlined interview can help recruiters identify the most suitable candidates faster, making the overall hiring process more effective. You can start optimizing the interview stage of your recruitment process and reducing your time to hire in 3 easy steps: Establish clear interview stages. Break down the interview process into specific stages and create a structured framework to evaluate candidates quickly and accurately. For example, having a phone screening to quickly assess a candidate’s fit for the role before inviting them for a face-to-face interview can save time for both the recruiter and the candidate. Use standardized questions. A predetermined set of standardized questions can help interviewers evaluate each candidate fairly and consistently, all the while identifying specific competencies required for the job. This approach makes the interview process more objective and accurate, ensuring a consistent Candidate Experience throughout all your recruitment efforts. Minimize unnecessary interviews. Too many interviews can lead to an unnecessarily high time to hire, putting off top candidates who may accept offers elsewhere. For example, if a candidate has already been interviewed by several people in the organization, additional interviews with the same people may be redundant. You should consider consolidating feedback from relevant stakeholders and conducting a final interview with the candidate instead. Why is Reducing Time to Hire Important? Hiring the right candidates for your job openings in 2023 is a race. With competition coming at job seekers (both active and passive) from all directions, time is of the essence. In a tight job market, candidates have more options than ever before, and delays in the recruitment process can lead to losing top talent to competitors. Companies that take too long to fill job openings risk losing qualified candidates to other organizations that can move faster and make job offers more quickly. A drawn-out recruitment process can push applicants to decide their professional future lies elsewhere, or even worse, make them feel disrespected by the organization and negatively affect their perception of the brand. This negative perception can even lead them to stop using the company’s services, contributing to lost revenue. For instance, Virgin Media discovered that negative candidate experience in the recruitment process was literally causing them to lose revenue every year. At least £4.4/$5.4 million, to be exact. Moreover, reducing time to hire can have a significant impact on an organization's bottom line. The longer a position remains unfilled, the greater the productivity loss for the company. Vacancies can lead to a backlog of work and extra strain on existing employees, ultimately leading to burnout and decreased job satisfaction. Reducing time to hire can also help you save costs associated with lengthy recruitment processes, such as advertising, screening, and interviewing candidates. In Short Time to hire is a crucial metric for any recruitment process as it shows how long it takes to bring in new hires and reveals insights into Candidate Experience. To reduce time to hire, companies can perfect job advertisements by identifying the desired candidate profile, writing job descriptions with relevant information, and making the job post mobile-friendly and easily readable. Identifying the most effective sources of recruitment and implementing a referral scheme can also reduce time to hire. Automating time-consuming tasks with technology such as AI-powered software, ATS, and Candidate Experience Analytics Tools can increase efficiency and reduce time to hire. Optimizing the interview process by establishing clear interview stages, using standardized questions, and minimizing unnecessary interviews can help identify the most suitable candidates quickly.  Reducing time to hire is important in 2023 as competition for job seekers is high, delays in the recruitment process can lead to losing top talent to competitors, and negative Candidate Experience can lead to lost revenue and decreased job satisfaction. Source: https://www.starred.com/blog/how-to-reduce-your-time-to-hire-in-5-ways

Use these tips to foster fruitful relationships with recruiters and land your next job. When you're searching for a new job, working with a skilled recruiter can make all the difference. A recruiter helps open doors to your dream company, provides input on your marketing materials, and coaches you on what works and doesn't work during interviews for a specific client — all things that can be extremely valuable during your job search. Below, we cover tips for working with recruiters, including what to do and what not to do. Tips for Working with Recruiters to find a job As you navigate how to work with a recruiter to find a job,you may seek out a recruiter yourself, or a recruiter may seek you out if you seem like a fit for one of their job openings. No matter how you end up working with a recruiter, the following tips are intended to guide you on how to foster a positive relationship and get the most out of your partnership when working with recruiters. 1. Know your goals Before you begin working with recruiters, it's a good idea to consider your career goals. What is your niche? What type of company culture is a good fit for you? What is your dream position? What companies would you love to work for? Answering these questions will help you secure the right recruiter for your career path. Also, the clearer you are, the easier it will be for a recruiter to identify the right job fit for you. 2. Keep your resume current Most recruiters will want to see your resume before meeting with you. Be proactive and make sure your resume is up to date before contacting and working with recruiters. Consider investing in a professional resume-writing service, like TopResume , to ensure you have an optimized and marketable resume that will truly sell you. 3. Interview recruiters You'll divulge lots of information about your work history and job goals to recruiters along the way. It's important that you trust those you're working with and are able to get along with them. Before working with recruiters, take the time to interview and get to know them to ensure you feel good about working with them. If you have any hesitation, get clear on why, as it might be an indication you should move on and keep looking. 4. Be courteous and respectful Like anyone, recruiters want to work with people they like. Treat them with respect and be polite when interacting with them. Also, keep in mind that recruiters have full calendars because they are helping many people like you land jobs. Be respectful of their time by keeping communications brief and to the point, and don't inundate them with phone calls and emails. Expert tip: Talk with recruiters the same way you would a hiring manager. Your communication with your recruiter is an indication of how you will represent yourself to a hiring manager, and you want that impression to be positive and professional. 5. Follow through with commitments When working with recruiters, the recruiter needs to be able to trust your word and commitment to show up. If a recruiter has scheduled an interview or meeting for you and you've agreed to attend, follow through. It reflects poorly not only on yourself but also on the recruiter if you don't. 6. Trust recruiters to do their job In most cases, recruiters have the expertise and knowledge to help you navigate your job search. They also have a relationship with the client and understand the client's needs. They know what they're talking about, so give them your trust that they will guide you in the right direction. 7. Help recruiters help you You will be sharing a lot of job-related information with recruiters, so don't hold back. Openly share pertinent information with them, even if you think it's something you need to hide. For example, if you've held several positions in a short period of time or have gaps in employment, it can be helpful if you equip the recruiter with information as to why. That way, he or she knows how to best represent you to employers. Casie Luke , Houston-based recruitment and talent acquisition expert who's been working in the field for over a decade, shares: "Lots of movement in your career is okay. Just tell recruiters up front so they know how to market your background and job changes to their clients. If you have had three jobs in five years, most employers aren't going to be excited about it. However, if you can say the first company went out of business and the second was over an hour each way for commuting — those are good reasons to be looking for a new job and help to validate why you've moved around a lot." 8. Be open about working with other recruiters How honest can you be with a recruiter? When it comes to your job search, be as honest as possible. Recruiters appreciate honesty on all fronts, from your work experience to whether or not you are working with other recruiters. They understand that you're in the market to get a job and that you'll likely have eggs in various baskets. Casie Luke also states: "There is nothing worse than a recruiter getting to the final stages of a job search to find out that they will not be reaping any rewards for the sweat they have put in for you. Make sure you tell the recruiter all of the places that you have already applied so they don't double-dip or waste effort." Recruiters will respect you for your honesty. It's also a small world out there, and you don't want to leave a bad taste in anyone's mouth by withholding the truth. 9. Tailor your communications Effective communication goes both ways when you're working with recruiters. Ask your recruiter what his or her preferred method of communication is, be it text, email, or phone calls. If their preferred method doesn't line up with yours, then share what your preferred communication is, and work together to come up with the best way to correspond so neither of you misses each other's messages. 10. Ask for constructive criticism Be open to receiving constructive criticism to help you improve your marketing materials and interviewing process. If the recruiter doesn't offer constructive criticism voluntarily, ask for feedback. This can only help you improve your chances. 11. Help recruiters find you online and offline Many recruiters prefer to find you versus you coming to them. Make it easy for recruiters to find you online by having a current LinkedIn profile, writing professional articles for publications in your field, creating a professional blog, or getting involved in online communities like Quora. Offline, being active in your community, attending networking events, and teaching courses are viable ways to get noticed by recruiters. 12. Track your submissions Many don't think of this when working with recruiters, but it's wise to keep a book or list of your job submissions. It can be frustrating for both you and recruiters if you receive a call about a position and you're clueless as to which position is being referenced. 13. Offer up referrals Businesses thrive on referrals, and external recruiters operate very much like a business. Offering qualified referrals to a recruiter will put you in their good graces and at the top of their list for future job openings for which you are qualified. TopResume's Career Advice Expert, Amanda Augustine , shares that even when a recruiter calls you about a position you're not interested in, you can still put a positive spin on the situation. She offers the following advice to her clients: "When a recruiter contacts you with a job that isn't a fit for or of interest to you, thank the recruiter for reaching out, explain the type of job you are interested in, and then offer to put the recruiter in touch with someone from your network who would be a better fit for their current open requisition." 14. Don't burn bridges Let's say you come across a recruiter that's not your favorite, or you don't feel it's a great fit after you've started working with them. In that case, you can simply have a professional conversation with the recruiter to let them know you've found another recruiter to work with or see if there's some compromise that can be made to improve your working relationship. Whatever you do, however, do not get nasty with them or post anything negative anywhere online. It's a small world, as they say, and word gets around. Other recruiters might hear about or see it and not want to work with you moving forward if you take such an approach. 15. Keep in touch even after you've landed a job In some cases, a recruiter can become a lifelong career advocate. You never know when you might be in search of a new job, so if you click with your recruiter, make an attempt to stay in touch with him or her for the long term. This can be as simple as an email every six months to remain on their radar. This also gives you an opportunity to offer up referrals and possibly help a colleague of yours out, as well. Recruiters are valuable resources It's a competitive job market out there, and working with recruiters can help you navigate it, from identifying employers and helping you prepare for the interview to negotiating salary . Put these tips to use to create a partnership that will help you land your next job. Make sure your resume is up to par before sending it to your recruiter. Get a free resume critique to find out where you stand! Source: https://www.topresume.com/career-advice/5-tips-for-effectively-working-with-a-recruiter

Time management activities refer to actions and practices aimed at effectively utilizing and organizing one’s time to enhance productivity and achieve desired goals . These activities involve planning, prioritizing, scheduling , and tracking tasks and activities. The top three time management activities for employees are as follows: 1. Prioritizing Tasks: Evaluate tasks based on importance and urgency, and focus on high-priority activities first. This ensures that critical tasks are completed on time and prevents time and effort from being wasted on less significant tasks. Best Task Management Software 2. Time Tracking: Utilize time tracking apps like Buddy Punch to monitor and analyze how time is allocated. Tracking time helps identify areas of improvement, reduce distractions, and optimize productivity. Best Time Tracking Software 3. Setting Realistic Goals And Deadlines: Break down larger tasks into small groups, set actionable goals and realistic deadlines. This helps manage workload, maintain motivation, and ensure timely project completion. Best Goal Setting Software As highlighted above, workers are increasingly distracted and unfocused . This isn’t good news for companies because a distracted worker will struggle to meet deadlines. When this happens, they’ll become unmotivated and unproductive. On the other hand, when your staff has better time management skills , they’ll be able to meet (and sometimes even surpass) their goals. This will positively reflect on both your financial results and employee satisfaction . Sometimes managers ask themselves: How do I teach time management to adults? It’s much easier than you may think. Time management strategies can always be learned. The right approach to cultivating more productive time usage will not only improve your business, but it will also improve employee satisfaction as they get the most out of each workday. What Are Some Of The Benefits Of Good Time Management? Time Management Activities for Employees Let’s be clear: employees struggling with time management isn’t a new problem. From our personal to professional lives, it is challenging to juggle everything that comes with life. So, if it’s a common issue, will another routine lecture be an effective time management exercise ? Well, that’s highly unlikely. If you’re trying to connect with the 21st-century employee, you need to approach them with new-age tactics. And gamification is the perfect answer to instil employees with effective time management tips without them noticing how you’re improving their work-life balance and decision-making. What is Gamification? In a nutshell, gamification is applying game elements to a regular activity. If you’re a leader trying to encourage your team to participate more in meetings, you could add game elements, such as rewards , a points system, and even challenges, to increase engagement and make the process more exciting. If this sounds like fun – that’s the whole point! This approach is a growing trend in employee engagement as it helps to make routine activities much more appealing. Some of the best time management activities are just fun remixes on daily tasks that teach employees the importance of time optimization. Suppose you’re wondering how time management games will help with skills development in the workplace. In that case, you’ll be pleased to learn that there are already some case studies that prove how gamification can help improve employee productivity. Benefits of Group Time Management Activities and Games (Gamification) Time management group activities work because: They lead to a happier and more engaged workplace. They help to improve problem-solving skills. They are fun and help to relieve stress . They help to increase learning retention. Not to mention the fun factor – would you rather go to a meeting to learn time management techniques or go to a meeting to play games with your co-workers? Luckily, now employees can do both. We’ve compiled a list of effective activities that will help your employees learn project management, encourage team-building, and reduce procrastination in your workforce. Ice-Breaking Time Management Activities In this day and age, it is common for our workspaces and teams to be continually changing. Help your employees keep up with these changes by using ice-breaking time management activities. They’re often quick and easy to play. Game 1: How Long Is a Minute? This activity is an excellent time perception exercise. Rules Ask your participants to close their eyes and open them when they think a minute has passed. To further test your group, you can ask all participants to put their watches away and hide or remove clocks in the room. Naturally, people will be opening their eyes at different times. Discussion Point What is their understanding of time? Not only is this activity a fun opener, but it also helps to show how we often perceive time differently . For instance, you might think that the little coffee breaks you take during the day amount to about 15 minutes, while they may add up to an hour or even more. This game is a shock to the system for habitual time wasters. Game 2: Find Something In Common As the name suggests, this game is all about helping your team members discover the things they have in common with each other. Each person will need a pen and paper for this exercise. Rules You can allocate a time limit of about five to ten minutes for this task. Each participant will try to find things they have in common with their colleagues by speaking to as many people as possible within the allocated time. They’ll then need to write down the people they have things in common with. The person who has the longest list wins the game. Discussion Point What questions did you ask different people? Do you feel you could have asked better questions? How did you answer the questions you were asked? This game will help your participants understand the importance of effective communication . Without asking the right questions and divulging the right answers, it will be a challenge for them to find these common touchpoints. This is also an effective icebreaker exercise to help your team connect quickly. We spend much time in the office with people from all walks of life. And although the primary focus should be to do our jobs well, we’re also human beings. We have families, friends, dreams, hopes, hobbies, etc. Once your team members learn what makes their colleagues who they are, they can start building valuable connections. Life Lessons Activities One of the most beautiful things about life is the lessons we learn along the way. No matter how big or small, these lessons help us grow personally and professionally. Game 3: Mayo Jar You’ll need an empty mayo jar, large rocks, pebbles, sand, and water for this game. Rules One by one, put each of these items into the empty jar, starting with the large rocks, then the pebbles, sand, and finally the water. By now, the jar will be full. Discussion Point What would have happened if you had started with the water? What would have happened if you had started with the sand? If you’d put the water in first, or the sand, it would be impossible to fit in all the other items. This exercise will help your team understand the importance of prioritization and how, if they start with the large tasks, the smaller stuff that needs to get done will often “fall into place.” Game 4: What Did You Do Yesterday? To get your team to improve their time management skills, you must help them understand what they currently waste their time on. Each person will need two pages and a pen to write with for this activity. Rules On the first piece of paper, each participant should write down ten things they did at work the previous day. Let them know that the specific order of these activities doesn’t matter. On the second piece of paper, ask the participants to write down five topics they must discuss at the next office meeting. Discussion Point What activities from the first list relate to the second list? Can you think of five activities you didn’t do yesterday that will help you perform well at your next office meeting? This little exercise is about helping your team understand the relationship between our performances and the activities we spend time on . It will also help them gain a clearer perspective on what they waste time on. The occasional office chatter is an essential part of a healthy working environment. It should be encouraged. However, if employees spend hours each day doing that while there are multiple emails and other work tasks to get to, this isn’t very productive and will likely result in poor performance . Better Team Collaboration Activities “Alone, we can do so little. Together we can do so much.” – Helen Keller. There are many advantages to teamwork. It helps colleagues learn from each other and promotes strong work relationships, among other things. Besides these significant advantages, team collaboration also helps to improve productivity . The following two games are a great illustration of this. Game 5: Delegation Skill Practice One of the most effective ways to foster a healthy team collaboration culture in the office is to encourage delegation. When your managers delegate tasks, they interact more, share expertise, and can avoid silo mentality in the workplace. For this game, divide your participants into groups of three. Each group will also need an observer sheet, which we’ll discuss shortly. Rules Split your employees into groups of three: one delegator, one employee, and one observer. The delegator should head their team, delegating off their list of tasks to the employee. The observer should pay close attention to how effectively the delegator chats with the employee. Are they an effective communicator? These observations should all be noted in a sheet, which has essential questions, such as: Did the delegator explain the importance of the task? Did the delegator present the expected results in a SMART goal? Did the delegator set a deadline and checkpoints? Was the employee encouraged to perform the task? After the employee completed the task, did the delegator review the job and give constructive feedback? The teams will then rotate, with each person getting the chance to delegate, be an employee, and also be an observer. Discussion Point Who was the best delegator in the team? Why? Who was the best employee in the team? Why? Which areas did each delegator need to improve on? Which tasks were pleasant, and which were more challenging? Delegation is essential for managers and employees who plan on becoming managers one day. Once your managers improve this skill, they can allocate time more effectively and, as a result, get more done at the office. Game 6: Paper Boat Factory Speaking of effective delegation, another fun activity and exciting game is Paper Boat Factory . All you need for this are old newspapers. Rules Divide your teams into groups of four to five, and then have them select a team leader. After showing them how to build a paper boat, give them four pieces of newspaper and instruct them to make 40 paper boats of their own. The trick here is that all the boats must have the same size and shape. You can allocate 15 to 20 minutes to complete the task. Discussion Point Did the team leader effectively delegate roles for the activity? Was everyone aware of what their responsibility was? Was there any confusion about focus – completing the task or getting perfect boats? Did any of the team members feel overwhelmed at any point during the task? Why? In essence, making paper boats can be related to everyday tasks around the office. In addition to improving their delegation skills, this is an effective exercise to help team members learn how to manage a team and also get work done on time. Putting Things Into Perspective The amount of time we have each day is the same – 24 hours . However, some people use those 24 hours constructively, while others become easily distracted and unproductive. The best way to help your workers become more constructive with their time is to help them put things into perspective. Game 7: How Would You Spend $86,400? The resources needed for this game are simple: a piece of paper, a pen, and, most importantly, your imagination. Ask your participants to write down what they would do if they received $86,400 daily. What would they spend the money on? This can be an individual or a group activity. Rules They can’t save the money for a later time. They have to spend all their money on that one day. If they don’t spend the money, they lose it. Discussion Point Once they’ve discussed what they’d spend their money on, relate this amount of money to the actual time we get each day. We have 86,400 seconds each day. And just like with the money exercise, the time we have today can’t be saved for a later time. This exercise will help the team better understand how precious time is and how important it is to spend it wisely and not let it go to waste. Game 8: Time Squared For this game, all you need are three pages with twenty-four squares drawn on each. These are literal hourly blocks representing the twenty-four hours we have each day. Rules Each participant will write down the amount of time they spend on routine activities on the first page. These include taking a shower, sleeping, eating, etc. For the second page, the participants must fill in their activities that waste time. These activities are non-productive, such as making personal phone calls, social media, etc. Then they should fill out the third page using all the data from the first and second pages. The remaining time represents the time they have to be productive. Discussion Point How much time do you have available for productivity? What tasks do you think you’re wasting the most time on? How can you allocate more time to being productive at work? This activity will help your team understand which areas they waste the most time on and what they need to cut back on so that they can allocate more time for work tasks. Game 9: Dealing With Distractions This activity aims to identify the little distractions that quickly turn into time eaters. For this activity, the participants will need post-it papers and a pen. Rules Separate participants into smaller groups. Each participant writes down three things on a post-it paper that distracts them from their work. They hand out their lists to other participants and pass them on until they don’t know where their list is. Within their group, the participants discuss how they would deal with the distractions listed and then share their ideas with the whole group. Discussion Point Can you identify some familiar sources of distraction within your team? Have your participants listed work-related distractions, such as answering emails, phone calls, or excessive meetings? How can they work together to reduce them? How do other team members deal with distractions that you commonly encounter? This activity can help your team become more mindful of the little things they waste time on. By passing the lists around, you ensure anonymity and encourage an exchange of peer-led strategies within your team. Time Management Activities For Planning and Prioritizing At its core, time management is about proper planning and prioritization. Therefore, it’s essential for each worker to be skilled in this department, no matter what their job description is. Game 10: Picking Up Blocks For this game, place different colored blocks on the table. The number of blocks will depend on how many people participate in each round. Rules Each participant gets some time to pick up blocks with their non-dominant hand. They get points for every block they get. To make things more interesting, they’ll continue picking up with their non-dominant hands for the next round. However, now the blocks will be allocated with different points. At the end of the rounds, tally up the points and pronounce a winner! Discussion Point How do you think you could have earned more points? Did you feel overwhelmed at any point? Why? This game will force your participants to understand the importance of prioritization when faced with multiple tasks at work. Game 11: Circadian Rhythm Are you a morning person or a night owl? Do you feel more active after breakfast, or do your energy levels often rise in the afternoon? We all have different body clocks , and understanding our body clocks is often key to optimum productivity. Each participant will need a piece of paper and a pen for this game. The paper will have 24 blocks for each hour of the day. Rules Jot down your daily routine per hour. For instance, wake up at 7, have breakfast at 8, get to the office at 9, etc. Jot down in each block how you feel. To help guide them, these are the adjectives they can allocate to each time block: Vibrant Distracted Tired Hungry On fire At 60% Cruise control Slowing down Discussion Point At what time are you the most active or “on fire?” At what time do you feel tired? When is the best time to allocate your most challenging work tasks? Who has similar body clocks in the team? This exercise will help your team learn how to build efficient schedules around their circadian rhythms. Besides helping with productivity , this activity will help your team better understand each other. Time Management Activities For Adults As you become an adult, you get more responsibilities, meaning you have several things to keep track of every passing day. Most important tasks sometimes get replaced with ‘urgent tasks’, and maybe tension or stress (from personal life) can hinder or slow down an adult’s performance in the workplace. That’s why time management activities via gamification are a great approach. Sitting in a room taking a presentation on time management is far worse than playing a few games that will not only teach you something to help you in your personal life, but also relieve some of your stress. Game 12: Jigsaw Puzzles Solving a jigsaw puzzle requires focused attention and mental engagement. It helps divert your mind from distractions and encourages you to dedicate time to the task. By immersing yourself in the puzzle, you can effectively manage your time by setting aside a specific period for mental stimulation and relaxation. Rules Select a jigsaw puzzle of your choice. Set a designated time for completing the puzzle. Focus on organizing and assembling the puzzle pieces to form the complete picture. Challenge yourself to finish within the set time frame. Discussion Point How did the activity of solving a jigsaw puzzle help you develop patience, problem-solving skills, and the ability to manage time effectively? Reflect on your strategies to complete the puzzle within the given time. Jigsaw puzzles exercise good time management by providing mental engagement, goal-oriented focus, problem-solving skills, stress relief, time estimation, and patience. Incorporating such activities into your routine allows you to manage your time more effectively, enhance productivity, and find balance in your daily life. Game 13: Sort the cards Sorting cards based on suits or numbers requires concentration and attention to detail. Setting a specific time limit for this activity encourages you to work efficiently and stay focused on the task at hand. It helps develop the skill of allocating the appropriate amount of time for specific activities, which is essential in effective time management. Rules Prepare a deck of cards. Shuffle the cards and lay them facedown on a surface. Set a specific time limit for sorting the cards based on their suits or numbers. Sort the cards as quickly and accurately as possible within the allotted time. Discussion Point What techniques did you employ to sort the cards efficiently? How did the time constraint impact your decision-making process and the speed of your sorting? Discuss the importance of prioritization and quick decision-making in managing time effectively. This exercise helps improve decision-making skills and the ability to prioritize tasks effectively. By practising these skills during the activity, you can transfer them to real-life situations and manage your time more efficiently . Game 14: Pomodoro The Pomodoro Technique breaks work into focused intervals (typically 25 minutes) followed by short breaks. This timeboxing approach boosts productivity by creating a sense of urgency and providing dedicated time for focused work. It helps prevent procrastination, maintain concentration, and achieve more in less time. Rules Choose a task or project to work on. Set a timer for 25 minutes (one Pomodoro). Fully dedicate yourself to the task for the duration of the Pomodoro. Take a short break of 5 minutes after each Pomodoro, and after completing four Pomodoros, take a longer break of 15-30 minutes. Discussion Point How did implementing the Pomodoro Technique help you manage your time and maintain focus on your task? Did breaking your work into time blocks enhance your productivity and help you combat procrastination? Discuss the benefits and challenges of working in concentrated bursts of time. Working in set intervals with timed breaks increases time awareness and efficiency. By tracking the number of Pomodoro’s required to complete tasks, you gain insights into how long certain activities take, enabling better time estimation and allocation. It helps identify productivity patterns, eliminate time wastage, and optimise your workflow. Game 15: Kanban Kanban boards visually represent tasks and their progress, allowing for clear organization and tracking. Visualizing your workflow gives you better control over your tasks and time. It helps prioritise tasks, identify bottlenecks, and manage work-in-progress limits to ensure smoother task completion while looking at the big picture. Rules Set up a Kanban board with columns representing different stages of your workflow (e.g., To-Do, In Progress, Done). Create cards or sticky notes for each task or activity. Move the cards across the columns as you progress with the tasks. Limit the number of tasks in progress to maintain focus and avoid multitasking. Discussion Point How did using the Kanban method assist you in visualizing your tasks, tracking progress, and managing your time effectively? Discuss the benefits of having a clear workflow visualization and limiting work in progress to enhance productivity and task completion. This exercise helps prevent overwhelm, promotes focus on high-priority tasks, and ensures time is spent on activities that align with your goals and deadlines. FAQs How can time management activities improve team collaboration and communication? Using the gamification approach as your go-to time management activity, you’ll find your team members coordinating and planning workloads among each other more effectively. Also, group time management activities foster effective communication between team members, thus, allowing them to discuss problems, issues, and ideas more clearly and quickly. Are there any time management activities suitable for remote or virtual teams? Yes, there are several things one can do to manage their time better, especially if working remotely: – Avoid & Eliminate Distractions – Create a To-Do List – Measure Your Time Spent On Each Task – Set Deadlines and Timelines – Identify Rabbit Holes Why are time management skills important? Time management skills are important because they enable individuals to use their time efficiently, prioritise tasks, meet deadlines, and reduce stress. They help individuals maintain focus, increase productivity, and achieve a better work-life balance. Help Your Employees Manage Their Time Better Although time management can be challenging, helping your team learn this important skill will improve their productivity and efficiency. And as you’ve seen from the above games for time management, this process doesn’t need to be routine-like or uninspiring. Fun time management activities for employees can help to drive home vital skills such as team collaboration, planning, and prioritisation. So, get out there and follow these exciting time management activities to help your team manage their time better.  Lastly, suppose you indulge in time management activities via gamification in your business environment. In that case, you won’t need to conduct regular performance reviews of your employees as their performance, attitude, and motivation will unfold right in front of you while playing games! Source: https://buddypunch.com/blog/time-management-activities/