March 7, 2018 8:58:49 AM EST

5 Common Questions about Leveraging Technology for Employee Engagement

Organizational Effectiveness

5 Common Questions about Leveraging Technology for Employee Engagement

Q1. How can I improve collaboration among employees using technology?

Utilize cloud based storage and sharing platforms to encourage collaboration. Tools like Dropbox and Google Drive can help make teamwork quick and simple.

It shortens the time looking for shared files and keeps track of who’s in what file. This makes working together less frustrating. Employees can access files from anywhere and always know when someone else is working on their shared project.


Q2. How can technology help my company provide consistent feedback?

Providing feedback and performance reviews for your team is an integral part of an engaged workforce. Unfortunately, according to a study by the Society for Human Resource Management (SHRM) only 2% of companies are offering consistent feedback to their employees. 

Employ technology with talent management software to enable giving and receiving of feedback in real time. On the spot feedback tools will make measurable improvements to engagement. It will motivate workers by regularly guiding them in the appropriate direction. This also encourages employees to provide feedback to management, and when employees feel their opinions are valued their engagement improves even more.


Q3. How can I use technology to provide a 360-degree view of employee performance?

Talent Management software is the answer to this. It exists to help broaden the perspective managers have of their employees. Having access to more of what people are doing helps you give reliable feedback. It also creates an avenue for peer to peer feedback.

Two considerations when it comes to 360-degree feedback.  First, do you want an off-the-shelf product or a customized tool? Off-the-shelf products tend to be less expensive and use preexisting frameworks for assessment. Customized solutions can be tailored to your organization's competency models and performance frameworks. Off-the-shelf is a cheaper, faster implementation, while a customized solution is likely to be pricier and more time intensive.

A second consideration is that 360-degree feedback is most useful when accompanied by regular coaching. Technology enables the process, but a 360 report provides little benefit to participants if they are left to address feedback on their own. In fact, research shows that a one-off 360-degree assessment can lower morale and performance, so be cautious when implementing a 360 program.


Q4.  New generation social media tools are improving employee collaboration and engagement more than ever.

According to the McKinsey Global Survey results 93% of responders say their companies are utilizing at least one form of social technology. This is up from 82% in former results.

Organization and Project Management Tools such as Asana and Basecamp, along with whiteboard and forums such as Slack, are helping companies to make social media a part of their day to day workflow.

To fully realize the benefits of these platforms start by focusing on specific areas where the tools would be most useful. After successful implementation expand to other areas.


Q5. What's the first step to begin leveraging technology for employee engagement?

The first step is to understand how effectively your company engages employees and how effectively your company uses technology to enable productivity. Sign up for your free assessment to see how you are doing in these and many other areas and where you can improve.


Do you have what you need to succeed

Judy partners with executives and leadership teams to engage and inspire employees in a way that delivers sustainable strategic results. She brings deep expertise and creative ideas to solve organizational effectiveness issues and closely collaborates in a way that builds internal capabilities. Judy has spent over 25 years consulting in a variety of industries, bringing her expertise in behavior to a wide range of organizational issues including organizational behavior change, leadership, change management, culture and engagement.

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