We're pleased to announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## User Interface & User experience

We've made numerous updates to the User Interface. The most prominent changes include the following items: 

- **Search**: The Search functionality on the old dashboard was powerful, but overlooked. We've moved the Search bar to a global position on a new main Navigation bar. This makes Search available throughout the application.
- **Main Navigation**: We've moved the Notifications, Product News, and User menu from the bottom left of the UI to the top right. This is more consistent with other web applications and provides more visibility of notifications.
- **Sidebar**: We've expanded the Sidebar menu items to include names as well as icons. The previous layout caused confusion where users could not remember their Workspace/App Icon representation.
- **Dashboard**: We've simplified the dashboard. The new layout contains a tab system for key areas: Action List (previously Inbox), You, Your Colleagues (more on this below), Company News, Timeline and Activity.
- **Mass-select in item view:** We've added the ability to mass-select items and perform actions upon them: Move the state, change the status, Delete (delete all) and even Archive items.
- **New theme**: We've removed the dark theme of the sidebar to lighten the look and feel of the application.
- **Help**: Throughout the application we've added built-in 'How does this work?' buttons that provide an initial explanation for that area's functionality. Further links are provided to our Support Center.

![july 1](//images.contentful.com/6g4s9n00xmsl/56YWBa3So76aDgPxmhWwLY/9f3412fe2191dbb25e775920ee77922e/july_1.png)

There are also a number of smaller changes such as scrolling overflow fix on new item dialogs, an items tab on user profiles, performance improvements and other visual tweaks.

## You, Your Colleagues, All Items

Each App on PeopleGoal can now have one 'participant' as an 'item owner'. This allows us to give a simple representation to users: You (the items you own), Your Colleagues (the items your colleagues / direct reports own) and All Items (all items that you have permission to view). This concept is now present in all apps within the account, as well as on the Dashboard. For users and managers this should give a far clearer picture of what you own vs. what your colleagues own. 

![july 2](//images.contentful.com/6g4s9n00xmsl/MwVZMCySkAtcLAzHYYnaI/c64549acd95d16e723e1aea247b291ed/july_2.png)

This update relates to the single biggest piece of feedback we've had since the launch of PeopleGoal 2.0: the view of your items was confusing, as it showed all the items you're **involved** with, rather than the items that you own. There were technical reasons behind the original logic, but we agree it was confusing to the user.

## Organization View

Previously the view called 'Relationships' was available for Account Owners only in the Account Settings menu. We received a great deal of feedback around this being useful for employees too. We've taken the opportunity to rename this view 'Organization' as it better represents lines of reporting in your organization. In addition, we've moved this view into the main sidebar and made it accessible to all users.

![july 3](//images.contentful.com/6g4s9n00xmsl/6w7bWftkqDhfUWX8aUJlqj/a2d0e50b353d7918bdbe41590cd1d9e0/july_3.png)

Non-account owners now have a view-only picture of their reporting lines. Users can display and expand their reporting lines to build a full picture of the organization. Account owners can use the same interface to add new relationships, edit existing relationships and build new user relationships to reflect the organizational structure.

## What action do I need to take?

For Account Owners there's lots of new functionality to explore but no immediate action or changes you need to make. The structure of your apps, workspaces, posts and schedules remains the same, only now it's easier to navigate. For all users, the changes are live so just sign in to your account to check out these improvements.

### Resources:

We have a quickstart guide for all users to help navigate the platform. This guide reflects the changes and updates we've made, so even if you've used it before it's useful to take another look - you may find helpful tips you didn't know about:

- [https://www.peoplegoal.com/support/article/quick-start-guide-for-employees](https://www.peoplegoal.com/support/article/quick-start-guide-for-employees)

And for Account Owners our Support Center has comprehensive documentation for every area of your PeopleGoal account:

- [https://www.peoplegoal.com/support](https://www.peoplegoal.com/support)

Thank you for your continued support and extremely valuable feedback. You're helping to shape the product as we continue along this journey to providing HR, Your Way.

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0.

July Product Updates

How HR Supports First Time Managers

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## Introducing PeopleHeRoes by PeopleGoal

At [PeopleGoal](https://www.peoplegoal.com/) we talk to HR professionals every day and discuss their unique experiences and challenges that make them __“PeopleHeRoes”__ in our eyes. However, our conversations happen behind closed doors and we thought it would be a great idea to bring all the fascinating experiences and knowledge-sharing to one of you have in one place.

The PeopleHeRoes community was built to help HR and People Professionals across the world who deal with known and unknown grounds to share their experiences, practices and tactics around key HR topics and help each other adapt better to the new world of work that is fuelled by myriad challenges. Especially since the shift to [remote working](https://www.peoplegoal.com/guides/remote-work), People teams need to come together to help and support each other to create the most productive environments for their newly dispersed teams. We highly encourage creativity, participation and involvement that drives HR evolvement for all of our members!

👉 ___[Click here to join!](https://www.peoplegoal-v2.com/wf/yhXY4r/b4e14c1a-b173-4172-91b9-c70281f2f892)___ 👈

---

## What you’ll find in PeopleHeRoes

- __Like-minded professionals__: a carefully curated community of HR and People Ops professionals
- __Resources__: all the information you need to support your teams
- __Best practices & tactics__: learn from your peers' experiences

![peopleheroes HR slack community what you find here](//images.ctfassets.net/6g4s9n00xmsl/7p1G8K1Fx7FdmDtgmguuW6/a4c3f331e12d81bcbf89d7d6dd3bd4bb/peopleheroes_HR_slack_community_what_you_find_here.png)

---

## Our Community Channels

We have a range of channels that you can join. You will be added into some automatically when you first join. If you have an idea for a new channel, reach out to one of the account admins.

![Peopleheroes HR slack community channels ](//images.ctfassets.net/6g4s9n00xmsl/3yJPB8KseR1MKNcnrZv4Mj/c7211f3bce447806fd13fcd3ebb1d206/peopleheroes_HR_slack_community_channels_3.png)

- __HR-watercooler__: A channel for introductions and everyday PeopleHeRoes' experiences
- __Deepdives__: A weekly deep dive on a specific HR topic
- __Development__: A channel for sharing how your organization promotes continuous learning and career growth
- __Engagement__: What triggers employee engagement? Share your experiences and best tactics
- __Help__: PeopleHeRoes' 911 line here! Ask for help around various HR topics and get ahead of any issues
- __HR-tech__: Discuss how HR technology drives success in your company
- __Onboarding__: Share your onboarding tactics and challenges for virtual and in office employees
- __Performance__: Discussion of latest trends, best practices and challenges in performance management
- __Talent-acquisition__: Attracting top talent is a tough job - your invaluable practices belong here

---

## Before you start...

__1. Fill out your Slack profile__: include where you work and what you do

__2. Add a profile picture__: we are building a real community, a picture is a must

__3. Introduce yourself on HR-watercooler__: so we can say hello

__4. Set up your Slack notifications__: so you never miss a conversation

---

## FAQs

### What is PeopleHeRoes?

PeopleHeRoes is a private [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) community for People Ops professionals powered by the team at PeopleGoal. It is a safe space where HR professionals can discuss HR challenges, ask questions, share ideas and best practices with others. The aim is to build a lively community of like-minded professionals who are willing to share their People strategy experience, knowledge and tactics with others. All members of the PeopleHeRoes community are expected to adhere to the [Community Guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view).

### Why is it called PeopleHeRoes?

People teams have an enormous responsibility when it comes to building, aligning, and enabling high-performing teams. This makes them HR Heroes in our eyes! This idea led to the creation of PeopleHeRoes, a community of HR professionals who can support each other to share their knowledge and experience to help build stronger teams.

### How do I join PeopleHeRoes?

We would love to have you join our community! Simply fill in [this short form](https://www.peoplegoal-v2.com/wf/yhXY4r/ec91bac0-7ebf-4b83-925e-9c29466a585b), and leave your name & email. Your application will be reviewed by one of our admins and you will receive an invitation via email. 

### How long will it take for my request to get approved?

The community admins will review new joiner requests once per week.

### How to add PeopleHeRoes to your Slack Workspace?

Click on the “**+**” button in the left hand side of your Slack desktop workspace. Then, enter "peopleheroes" as the workspace name. Enter the email address you used when you submitted your PeopleHeRoes application and your password. PeopleHeRoes will now be added to your Slack workspace!

### Who moderates the group?

The PeopleHeRoes community is currently moderated by the PeopleGoal team, however please contact us if you would like to be a moderator. This community is not for technical support requests relating to the PeopleGoal platform. Please contact support@peoplegoal.com if you are a PeopleGoal customer looking for help.

---

## Community Guidelines

- __Respect Others__: Always be kind, supportive and helpful to your fellow community members. Treat others with respect, and help keep the community as accessible and inclusive as possible.

- __No Sales Outreach__: PeopleHeRoes is a space where like minded professionals can share their experience and advice. Do not contact community members to advertise a product without their express permission. Do not pitch your product on the shared channels.

- __Participate__: You get out what you put in. Be sure to ask and respond to questions from your fellow community members, engage in discussion and keep conversations in the right channel.

- __Community First__: What happens in the community stays in the community - it is a safe space. Don't post community discussions to the outside world.

👉 ___[Read the full community guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)___ 👈

[![peopleheroes HR slack community guidelines](//images.ctfassets.net/6g4s9n00xmsl/4gVW0rZMOOQL5ZnuPhDvjG/322eadb353d1aae69c003a4e4428f9e2/peopleheroes_HR_slack_community_guidelines.png)](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)

---

✏️ Join the PeopleHeRoes community by filling in this [short form](https://www.peoplegoal-v2.com/wf/yhXY4r). 


PeopleHeRoes is PeopleGoal's new Slack community for HR and People Ops professionals. Connect with like-minded professionals, share advice and resources.

Join PeopleHeRoes, PeopleGoal's private Slack community for HR & People Operations professionals to share knowledge, experience, tactics and best practices.

PeopleHeRoes - HR Slack Community by PeopleGoal

PeopleHeRoes Slack Community for HR Professionals

Join PeopleHeRoes, our new Slack community for HR and People Ops professionals!

## PeopleHeRoes: Join Our Slack Community!

We're excited to announce our new Slack Community for HR and People Operations professionals: __PeopleHeRoes__. It is a safe space where you can connect with other HR and People Ops experts, discuss challenges & best practices, ask questions and join relevant conversations that will help advance your business and career. In this article, we explain the initiative's core philosophy, explore some of the Slack channels and tell you how to [join our community](https://www.peoplegoal-v2.com/wf/yhXY4r/b8a95138-7be4-482f-bd2d-e33c9eb70efb). We also answer some frequently asked questions and explain our community guidelines.


PeopleHeRoes: New Slack Community for HR Professionals


When working in any team, __the maintenance of a positive work environment is the key to success__. There are a variety of ways that one might set out to reinforce good relations between team members. A stand-out example, that we will be discussing in this post, is the use of [employee recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal).

The power of employee recognition programs is seen in their capacity to __bring colleagues closer and establish a collective understanding__ of what defines a top performance. With a designated space or tool to share such recognition, amongst other benefits, [the productivity of employees has been seen to significantly improve](https://www.business2community.com/human-resources/how-employee-recognition-systems-improve-productivity-02304926).

Oftentimes, it is simply through these small signs of [appreciation](https://www.peoplegoal.com/blog/how-to-create-employee-appreciation-culture-in-your-organization) that employees develop a stronger commitment and positive response to their work. Given that the act of recognition can be so effective, [PeopleGoal has created a process](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) that simplifies and streamlines the process of giving recognition.

## Why Recognition is Important

Imagine a world without recognition. Any effort that you ever put into something was simply a means to an end. No one would show appreciation for grand gestures, nor small. [The human bonding experience](https://www.peoplegoal.com/blog/positive-psychology-for-coaching) of achieving something together would be an empty accomplishment. Nothing would mean anything and we would live in an emotionless void. Without recognition, there is a significant [lack of motivation](https://www.peoplegoal.com/blog/how-to-spot-a-lack-of-motivation-in-the-workplace).

Now snap back into reality and consider [how a company rewards its employees for their efforts](https://www.peoplegoal.com/blog/work-ethic-definition). Salaries are earned, bonuses are rewarded but amongst all of it, there is the emotional communication of a job well done. For any team to function well, there must be __a strong current of recognition and appreciation__ for any actions. Even simply a nod of approval will encourage an individual to continue doing good work. [Recognition provides guidance](https://www.peoplegoal.com/blog/examples-of-informal-communications), it will show employees how and why top performers are so regularly celebrated and it demonstrates to them how they can fulfill expectations. Recognized employees will best understand their responsibilities and how to achieve them.

## Giving Recognition with PeopleGoal

In tandem with our latest development to make the [new item creation and submission flow more accessible](https://www.peoplegoal.com/blog/feature-release-new-item-creation-flow), PeopleGoal has been able to create a new recognition app that is easy to use, whilst also facilitating powerful results.

The update to the item creation function essentially enables any employee to preview the item or form prior to creating it. This is significant for recognition as it will allow an employee to look through the type of response or recognition they would like to give before the recipient is notified of their inclusion within the item. On top of this, having the option to preview an item will also encourage the user to more regularly explore the [types of recognition that they can give](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges).

![Recognition](//images.contentful.com/6g4s9n00xmsl/1l065zwYeLcLo8Bajm0bR0/ee0733d766f894f0d87285e281065eed/Recognition.png)

## Recognition in the Workplace

The image above provides a representation of how the preview function works. When an employee creates a new item to give their recognition, they are able to select the recipient as well as [the message they would like to share with them](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips). Through using this new function, __an employee can give recognition in a matter of minutes__.

With such an accessible system for giving recognition, this process will promote much stronger feelings of sentiment among team members. [Collaboration](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) on tasks or great displays of teamwork can be recorded and celebrated through this tool for recognition. On a company-wide scale, the distribution of recognition will bring a positive working environment that will also facilitate a considerably more productive workforce. Praise for doing good work encourages more of the same.

As we see in this next image - the employee who has received recognition or praise will then be able to see who sent the recognition and some details as to why they sent it. Peer to peer recognition is a healthy and positive way to [promote a supportive company culture](https://www.peoplegoal.com/blog/employee-engagement-company-values). There is even a competitive advantage for companies that adopt this approach to employee recognition as it generates an internal source of inspiration to better perform.

In a team where employees work for each other, there will be [better teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely). Top performers will be highlighted and can in fact be useful for demonstrating to other employees how to get things done. Employee engagement will increase and a persistent channel of recognition will reinforce company culture.

![Recognition app full view](//images.contentful.com/6g4s9n00xmsl/3uO6NvBrjTctr5OPQZNJXb/bf30c7ad1fba8420c7be31c9f90e0f21/Recognition_app_full_view.png)

## The Benefits of Recognition for Remote Work

In any team, sharing recognition or praise for an individuals efforts are great for building team morale and employee engagement. Of course, when working from a [remote setting](https://www.peoplegoal.com/guides/remote-work) - these opportunities for recognizing employees become harder to come by. Without the frequent informal social interactions that are exhibited in the office, there are significantly fewer opportunities to share compliments.

For this reason, a recognition tool can be an extremely effective way to [encourage a positive work environment](https://www.peoplegoal.com/blog/ideas-for-employee-recognition). Team members may not see each other face-to-face regularly and yet they will still be able to demonstrate their appreciation through such recognition tools. There numerous benefits to adopting a culture of giving recognition, below we have compiled a list of just some of these benefits:

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Recognition is just one part of [positive feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), and should be part of a larger, structural initiative to positively encourage employees. The importance of praising handwork and success of our team members will generate an environment where everyone wants to and can be their best selves.

The power of employee recognition programs is seen in a capacity to bring colleagues closer & establish a collective understanding in defining top performance.

The power of employee recognition is seen in its capacity to bring colleagues closer and establish a collective understanding of what defines a top performance.

Show your employee appreciation through employee recognition

pg business 66

## The Benefits of Recognition for Remote Work

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Show your Employee Appreciation through Employee Recognition

![item creation 16-9](//images.ctfassets.net/6g4s9n00xmsl/1Mv4cevQiL6brUuhQGQ04Y/6dc7165b50341142e253b16bbc8ae8ad/item_creation_16-9.png)

Secondly, we've made a small change to how items are handled upon submission. Previously, users were taken back to the app home screen after item submission. For apps with multiple states and the same participant, this was confusing as the user would have to re-open the item to continue working on it in the next state. This is now improved with the item submission redirecting users to the same item in the new state immediately after submission.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items.

New item creation & submission flow

Employee Development Create development opportunities that Work

Improvements to the way items are created and handled


This year, __employee recognition__ is more important than ever. In light of the pandemic, remote teams are struggling with a lack of connection. Frontline workers have been working long, stressful hours.

Employee Appreciation Day is the perfect moment for leaders to take a step back and __appreciate__ the work of every employee. Recognition can foster a positive outlook and cultivate a sociable, supportive [remote work](https://www.peoplegoal.com/blog/remote-work-best-practices) environment.

Below are some ideas to celebrate [Employee Appreciation Day](https://www.forbes.com/sites/davidhsturt/2021/03/01/4-ways-to-crush-employee-appreciation-day-2021/?sh=540c8ebc7883) in 2021.

---

## What is employee recognition?

[Employee recognition](https://www.peoplegoal.com/blog/employee-recognition-quotes) is about appreciating every success of your team members. Great managers do not let a win pass them by. They acknowledge the achievement – and celebrate it.

When our hard work goes unnoticed, __we feel unmotivated__ to go the extra mile.  We often need public recognition or a compliment from our peers to stay resilient. HR and managers should think about how best to __express gratitude__ for their employees.

__Peer to peer recognition__ is important too, and can help build a supportive community. Especially during [remote work](https://www.peoplegoal.com/blog/remote-workers-support), moments of connection are crucial for fostering teamwork.

![Employee recognition definition](//images.ctfassets.net/6g4s9n00xmsl/1lo2sMalJ9tEqKetaHvWg3/fa2aac99b228157f95235599dec90e28/Employee_recognition_definition.png)

---

## Examples of employee recognition 

The way you recognize employee achievements speaks volumes about your [company culture](https://www.peoplegoal.com/blog/company-culture-survey). 

Here are a few ways different companies [make their employees feel valued](https://www.spiceworks.com/hr/engagement-retention/articles/employee-recognition-strategy-examples/):

- [Zappos](https://www.zappos.com/c/zappos-insights) uses peer-to-peer recognition to create a friendly community at work

- Apple offered its employees extended paid holiday as part of its recognition program

- DreamWorks Animation offers employees movie screenings, craft fairs and art classes

- [J.M. Smucker Company](https://money.cnn.com/magazines/fortune/bestcompanies/best_benefits/unusual.html) offers full tuition for degrees for its employees

## How to celebrate Employee Appreciation Day 2021

---

### Offer time off for employees to recharge

Your employees have worked incredibly hard this year. Perhaps even *too* hard! The lack of separation between work and home means many employees have struggled with [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020).

Employees are feeling burnout. According to IPX1031, 56% of workers in the US [did not use all of their paid time off](https://www.ipx1031.com/vacation-during-covid/) in 2020. Encourage your employees to take time to recharge. You could give them an extra vacation day, or send them home early to be with their loved ones.

Give them that little nudge to recover after an incredibly stressful year. They’ll come back fresher and ready for the next challenge.

![Employee Recognition motivate employees](//images.ctfassets.net/6g4s9n00xmsl/16hw8ogyUmVvqgs6AVvA9V/86a8b23ef81d12e9e87c2d75e42c303a/Employee_Recognition_motivate_employees.png)

---

## Write personal, handwritten notes

Sometimes, all it takes is a few, heartfelt words. Take the time to write handwritten cards (or e-cards if you don’t have time to post them!).
Avoid generic messages if possible. Remember a time when that team member excelled, and remind them of it.

You can think of a __theme__ – e.g. recognizing teamwork or their attitude to work. 

__Examples of motivating messages__

__To mark a positive outlook at work:__

> Thank you for the enthusiastic outlook you bring to the team each day. You have a positive impact on all of us!

__To mark a specific goal:__

> You set yourself the challenging goal of increasing sales by 10% - and you smashed it! Your skills and expertise bring so much value to our team – thank you!

__To mark a [work anniversary](https://www.peoplegoal.com/blog/20-employee-work-anniversary-celebration-and-gift-ideas), or to appreciate those with many years of service on your team:__

> Over the past 10 years, your skills and talents have helped our team to grow. We couldn’t imagine work without you. Thank you!

---

### Invite employees to recognize each other

Recognition shouldn’t not just come from the top down. __BigCommerce’s Pay It Forward__ project was an amazing way to connect co-workers. Teammates were asked to video call a colleague and tell them why they appreciated them.  

If you watch the video below, you’ll see the power of a few kind words to brighten someone’s day and leave employees feeling recognized. 

Invite employees to express their gratitude for one another. You can ask each employee to give 3 compliments to the person next to them in the Zoom meeting. Or, for a more personal touch, assign a recognition partner for each employee.

You could also use your internal social media or [employee recognition software](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges) for this. Employees could leave a few friendly notes on their co-workers’ profiles.

This not only motivates employees, it also strengthens friendships at work. Activities like this are the start of a friendlier, healthier company culture.

<a href="https://www.youtube.com/watch?v=8VXNVg54zGs" class="embedly-card" data-card-width="100%" data-card-controls="0">Embedded content: https://www.youtube.com/watch?v=8VXNVg54zGs</a> 

---

### Make a thoughtful Employee Appreciation Day video 

Some companies create __videos for Employee Appreciation Day__ to recognize the efforts of employees. You can include photos of key events from the year. A genuinely grateful message from the CEO also works well.

Include shoutouts to individual teams for any standout achievements – but don’t make it a [performance appraisal](https://www.peoplegoal.com/glossary/performance-appraisal)! Make it fun and ensure that everyone watching will feel recognized for their work.

---

### Eat lunch together or throw a virtual happy hour

Nothing says recognition like a tasty lunch. Reward your staff with  Post Mates or Uber Eats gift cards and invite them to eat together as a team.

You can also hold a virtual happy hour. Choose from a wealth of team building activities as sometimes virtual celebrations work better when participants have something to focus on. Teambuilding.com has a funny [Virtual Happy Hour Bingo template](https://teambuilding.com/blog/virtual-happy-hour#:~:text=Virtual%20happy%20hours%20are%20social,use%20to%20boost%20engagement%20further.) you can try out. 

With many teams working remotely this year, it’s easy for workers to feel distant from each other. Making time for socializing is both an opportunity for recognition and [team building](https://www.peoplegoal.com/blog/17-icebreakers-for-team-building).

![Benefits of Social Forms of Employee Recognition](//images.ctfassets.net/6g4s9n00xmsl/1nfiU26tSwPpfGCtYUuTim/48a08ea054a3ee9a6bce7cb20eb535f6/Benefits_of_Social_Forms_of_Employee_Recognition.png)

---

### Get crafting with a remote creative activity 

Another way to [carve out](https://www.peoplegoal.com/glossary/carve-out) social time is by __sparking creativity__. Ask your team to vote on a creative or craft activity they’d like to participate in as a reward for all their hard work.

You could try an online class with The Vendry or [Airbnb Experiences](https://www.airbnb.co.uk/s/experiences?gclid=CjwKCAiAp4KCBhB6EiwAxRxbpOD7QC26uJRLn3kr-nxiAQocYnx9J8GVEm57jEWlK6maH0Z55KQwrBoCrgYQAvD_BwE&c=.pi0.pk113255333253_481546261611_c_303480525523&af=&_set_bev_on_new_domain=1612468838_NDZjOWQxNjYwMDE1). Or, DIY your creative activity by hosting a painting session over Zoom.

Make sure the activity is fun, and that it doesn’t cut too far into employees’ personal time.

---

### Send a gift bag or voucher

Why not send your employees something shiny and new for Employee Appreciation Day. A gift box through the post with some company merchandise and tasty treats will go along way. 

Vouchers are a great way to [boost morale](https://www.peoplegoal.com/blog/team-morale). You can ask employees to choose from a selection of vouchers : from café to bookshop vouchers.

![Ways to Celebrate Employee Appreciation Day through employee recognition](//images.ctfassets.net/6g4s9n00xmsl/468vnbQHNjTKC9McOoeEQD/68f0ca7a6b63b650950a62f06b31f516/Ways_to_Celebrate_Employee_Appreciation_Day_through_employee_recognition.png)

---

## Employee recognition is a must have

Happy Employee Appreciation Day! But remember - employee recognition acknowledges the positive impact staff have on your company __*every day*__. Make it personal and genuine to motivate your staff even in through challenging times.

To find out more about employee recognition, why not read our article [20 Amazing Ideas for Employee Recognition](https://www.peoplegoal.com/blog/ideas-for-employee-recognition)?


Employee recognition is about more than just gift cards, it is a way to show you care. Find out how to celebrate even the small wins of your team.

Employee recognition is about more than just gift cards. Find out how to celebrate even the small wins of your team.

Employee Recognition: Mark Employee Appreciation Day 2025

Employee recognition for Employee appreciation day - celebrate the good work of employees

Employee recognition for Employee appreciation day

Celebrate your employees this employee appreciation day with some well earned employee recognition

The chances are that if you are an HR enthusiast, an aspiring entrepreneur or a devoted manager you already came across the HR trends. The main takeaway? Holistic HR and connected employees. How? Through an effective use of innovative technologies that focus on making businesses more ‘human’ and promote a culture of belonging.

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## What are Connected Employees?

> <a href='https://www.employeeconnect.com/the-connected-employee/' target='blank'>“Connection is an intuitive sense of belonging. Connection is the difference between I am and we are.”<a> - Ari Kopoulos

It can be said that a connected employee is an engaged employee. An “engaged employee” is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization’s interests].

According to Gallup’s 2017 report, only 15% of employees are engaged in their work, and in the US alone, disengaged employees cost approximately $ 450-500 billion yearly. At the same time, companies with an engaged workforce are 21% more profitable and have four-times larger revenue growth. With this in mind, the importance of connecting with employees is un-questionable.

![Connected Employees - Fact](//images.ctfassets.net/6g4s9n00xmsl/4Mxg8fTlnE5RyqqGgOQmth/d911f60dfdf82ec322c3bddac18629aa/Connected_Employees_-_Fact.png) 

On the contrary, based on the latest ADP report, employees are increasingly showing a greater commitment to their current roles and more often intend to stay in their organization for the rest of their life. This can be the consequence of more businesses focusing on employee engagement and positive employee experience than in past. The connection between these companies, is often that their workforce describes their company with one common word; “family”.

Employee connection is more than just social engagement. It is a shared vision, mission, and values of a company. Employee connection creates a company culture that is not only inclusive but also provides a true sense of belonging and promotes progressive ideas, innovation, and thus business growth. Such company culture is infectious and develops employees that enjoy their work, approach it with urgency, enthusiasm, and in a proactive manner.

![Connected Employees - what are connected employees](//images.ctfassets.net/6g4s9n00xmsl/e3EEg5SnbLMgK2w3cH4a0/c706b019c1b2f5ad60642cded9d6b2af/Connected_Employees_-_what_are_connected_employees.png)

You might be asking, how do we create such a workforce? The first step is to assess the levels of connection of your employees to each other as well as your business. Luckily for you, there are some common characteristics of connected employees.

### Common characteristics of connected employees:
To evaluate if your employees are connected ask yourself these 5 questions:

- Do your employees go above and beyond and step up to help their coworkers? Do they have each other's backs?
- Do your employees have an uplifting and positive attitude in their conversations?
- Are your employees dedicated to the company and bear its best interest in mind?
- Do your employees strive to better themselves and improve their quality of work?
- Do your employees have opportunities to spend time together outside of the working hours, connect and get to know people from across the organization?

![Connected Employees - are your employees connected](//images.ctfassets.net/6g4s9n00xmsl/6lcpKCvSRTx5BXPzcawsu5/32d425b07fda7514c37f2408c7232b4f/Connected_Employees_-_are_your_employees_connected.png)

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## Where did the connected employees come from?

The digital revolution and the constantly evolving landscape of the 21st century are behind the growth of the connected employees phenomenon. Humans are increasingly relying on technology and mobile devices with their day-to-day tasks and responsibilities. As a result, many companies aggressively invest in digital technologies to establish employee connection.

However, as Microsoft stated, one of the greatest misconceptions of digital transformation is that technology plays the main role. It does not. Technology is the tool but the people should be the focus of the innovation.

  ![Connected Employees - where did the term connected employees come from](//images.ctfassets.net/6g4s9n00xmsl/2petntFaKLtebSPV6zXwwg/1be9f299faa1cd6be8c4b9f44ab22288/Connected_Employees_-_where_did_the_term_connected_employees_come_from.png)

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## Connected employee experience

As said before, an engaged employee is a connected employee. An engaged employee is connected to their company, role, and colleagues. They encounter positive experiences at their workplace and perceive it as a stimulating and fun environment.

According to <a href='https://www.employeeconnect.com/the-connected-employee/' target='blank'>Ari Kopoulos</a> there are four main aspects to creating connected employee experience. These include;

####  Leadership 
  - Competent leadership that leads by example and embodies the organizational values is key to driving engagement across the organization.

#### Development
  - Effective development requires adoption of a growth mindset across the organization. This means providing sufficient opportunities to develop new skills. This should include training resources, coaching, mentoring and a proactive HR team managing and communicating these initiatives across the organization. initiatives across the organization.

#### Recognition 
  - Employee recognition is a necessity to motivating employees and keeping them engaged. Hence, it is vital to implement tools and processes to recognise and reward the efforts and achievements of the staff. Leadership, management and HR should facilitate and encourage the use of relevant tools to promote a culture of recognition across all levels of the business.

#### Culture
- Integrity, transparency, inclusion and a clear and shared vision are fundamentals to creating a company culture of belonging people crave these days. Do not underestimate the importance of developing an open and honest environment that promotes collaboration and cherishes growth and creative ideas.

  ![Connected Employees - how to create a connected employee experience](//images.ctfassets.net/6g4s9n00xmsl/3PEuduSifJe8mjY8y2v1a0/68ed2dbdb6c432095bc1abc872a37c7b/Connected_Employees_-_how_to_create_a_connected_employee_experience.png)

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## 10 ways how to make employees feel connected

In this section we discuss how can we make the workplace more connected, how to connect employees with each other, HR and management.

  ![Connected Employees - 10 ways to make your employees feel connected](//images.ctfassets.net/6g4s9n00xmsl/89YjaTa8lYpWWKrpWJdwK/e0d8b27ae1c7a279f96ed06b72d3f343/Connected_Employees_-_10_ways_to_make_your_employees_feel_connected.png)

### 1. Define, share and live by your company mission, vision and values

You cannot create a connected workforce unless your employees have a common purpose to share and follow. Hence, it is fundamental to promote the company vision across the organization. An effective way to do so is to share the vision, mission and values in an easily accessible platform. The next step is to share [organizational objectives](https://www.peoplegoal.com/guides/okrs) with your employees so they can align their individual goals to them.

Empower every person in the organization to achieve more. There is no one-size-fits-all tool or strategy for digital transformation. Therefore, it is important to dedicate time and effort into defining the main objectives for your ideal team management tool and the objectives it needs to meet.

  ![Connected Employees - define, share and live by your company mission, vision and values](//images.ctfassets.net/6g4s9n00xmsl/6B0vug57WShjMmtAfBRGKZ/f8a001326f95fa74e792eea88fd1c910/Connected_Employees_-_define__share_and_live_by_your_company_mission__vision_and_values.png)

### 2. Lead by example

Once you have defined and shared the purpose of your business, it is time to live by it day by day. Always behave with integrity, transparency and be an example to your workforce. Embody the behaviour and performance you want to see in your employees. Also, ensure your leadership and/or management does the same.

  ![Connected Employees - lead by example](//images.ctfassets.net/6g4s9n00xmsl/1LHM2BhnXVZyIQF0vxGvjd/c8567696b1951386372065fb4edf567a/Connected_Employees_-_lead_by_example.png)

### 3. Give your employees a voice

According to Forbes, employees who feel they are listened to are 4.6 times more likely to be motivated to do their best at work. Make sure you encourage open and meaningful conversations across your organization. Provide your employees with accessible internal communications channels to voice their opinions and ideas about the performance of the business. 

  ![Connected Employees - give your employees a voice](//images.ctfassets.net/6g4s9n00xmsl/6gC8WNNtKkEICBZip0pg3Y/e5f9b148d5d10291b265313f2cacd0ec/Connected_Employees_-_give_your_employees_a_voice.png)

### 4. Hear what your employees are actually saying and act on it

The most valuable piece of advice I got at my first job? __Never assume anything__. Especially now, when you can easily collect and measure data to help your decision making. Do you regularly conduct [employee engagement surveys](https://www.peoplegoal.com/blog/best-practices-in-employee-engagement-surveys)? Do you encourage regular check-ins and o[ne-on-one meetings](https://www.peoplegoal.com/blog/employee-manager-meeting)? Do you listen to, measure and most importantly act on what your employees have to say?

Pay attention to employee [feedback](https://www.peoplegoal.com/product/360-degree-feedback-software) (employee surveys, sentiment surveys, etc.) and consider the new trends and design solutions to enhance customer experience, and also to grow your business. Therefore, you should identify and focus on [the moments that matter](https://www.peoplegoal.com/blog/employee-experience-journey-mapping) to your employees, and implement tools that will help you evaluate their performance and create positive employee experiences.

  ![Connected Employees - hear what your employees are saying and actually act on it](//images.ctfassets.net/6g4s9n00xmsl/734ZCkZPGDSedoiNWF0KKh/c8c7fd0f3fc3ef88baf7e660c7796c02/Connected_Employees_-_hear_what_your_employees_are_saying_and_actually_act_on_it.png)

### 5. Embrace random connections 

Create groups based on personal interests. This is an effective way how to connect with team members as well as people from different departments. The young generation entering the workforce wants a modern, inclusive environment. 

Technology can make new hires feel like instant team members. Make sure you put in place a platform where employees can join clubs/teams/communities and find like-minded individuals from outside their teams and departments. The best ideas have been proved to be born from a collaboration of individuals with different backgrounds.

  ![Connected Employees - embrace random connections](//images.ctfassets.net/6g4s9n00xmsl/26FslmugUW1ujQBY6GyIJ1/e19f99a9c2b5ac959dd34335c545539e/Connected_Employees_-_embrace_random_connections.png)

### 6. Hire the best talent

I cannot stress enough that there is never one-size-fits-all solution to anything, which is also true when it comes to hiring the right employees. Each and every company needs something completely different. A star employee in one organization might not necessarily be equally as successful in another company or even a team. The individual experience, interests, personality and values of your potential best talent need to be in sync with the purpose of your company and what it stands for.

Another important factor is to acknowledge that you do not know everything. Always listen to your employees who might know better than you do. You simply cannot be an expert in everything. Thus, it is vital to surround yourself with people with different strengths, who are experts in what they do. Additionally, inspire your staff to learn, admit they might not always have the right answers and even fail.

  ![Connected Employees - hire the best talent](//images.ctfassets.net/6g4s9n00xmsl/6icgnOSil4eiEbxURGI9yl/4c53f5e7e74889c78bfec0647ec80ecb/Connected_Employees_-_hire_the_best_talent.png)

### 7. Foster a culture of employee recognition

Foster a culture that invites experimentation, supports and [rewards employees](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) for trying out new ideas. In this kind of culture, employees are ready to reassess, adjust and try again.

Use [software](https://www.peoplegoal.com/product/employee-engagement-software) to encourage your employees to recognize each other’s achievements, celebrate, share and even award them.

  ![Connected Employees - Foster a culture of employee recognition](//images.ctfassets.net/6g4s9n00xmsl/1FwFfW89JRHYbgaYk3Zzco/b758080ab4a5493244d6bdbb404d5ea0/Connected_Employees_-_Foster_a_culture_of_employee_recognition.png)

### 8. Help every employee reach their goals

Inspiring your employees to set and attain individual goals is a great way to motivate them and help them develop. [Setting SMART goals](https://www.peoplegoal.com/guides/smart-goals) is a great way to set goals that are specific, measurable and relevant to your employees as well as the business. You can find some useful ideas to inspire you [here](https://www.peoplegoal.com/blog/smart-goals-examples). Regular check-ins and progression checks will help you evaluate the performance of your employees and ensure any potential challenges or areas of improvement are addressed in a timely manner. 

  ![Connected Employees - help every employee reach their goals](//images.ctfassets.net/6g4s9n00xmsl/4vtivIzEEiPsXbKfYoQtJn/6828f3a19573a87499dcf316edf3d0ee/Connected_Employees_-_help_every_employee_reach_their_goals.png)

### 9. Encourage personal and professional development

Similarly, ensure that your employees are aware of the various options on how to progress in their careers within your organization. Providing options for continuous learning and opportunities to develop new skills is equally as important.

  ![Connected Employees - Encourage Personal and Professional Development](//images.ctfassets.net/6g4s9n00xmsl/2hlGwx7LG1J0A79i4I2cW0/2c838c2adaa6f70b50fd441670da3e68/Connected_Employees_-_Encourage_Personal_and_Professional_Development.png)

### 10. Get involved in everyday business

Get involved. Interfere in the day-to-day actions of your business. Talk to your employees. Talk to employees from every level of your organization. Explore other topics than work. 

Try to get to know the people who work for you. What are they interested in? What do they do outside of work? Getting to know your employees will not only show that you care about the people who work for you but it also might expose you to skills and knowledge you did not even know you had in the business.

Your company began with a vision that brought together a collection of people to create something of value for your customers. Cherish that vision and continue to communicate it to your (hopefully) growing team. Showing a purpose, integrity and transparency is the easiest way to develop connected employees. Only it is not that easy at all.

  ![Connected Employees - Get involved in everyday business](//images.ctfassets.net/6g4s9n00xmsl/3GznjZ4mqzU727IkUosAAZ/c327113c24548e05ddf6e6a2823adcad/Connected_Employees_-_Get_involved_in_everyday_business.png)

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## How do leaders connect with employees - 3 ways to success

According to [CMS WiRE](https://www.cmswire.com/digital-workplace/4-key-ways-leaders-can-connect-with-employees-and-send-engagement-soaring/) these are the proven ways to implement by leadership to connect with the employees.

### 1. Align employees around your vision

Culture is essential to engage employees and to attract and retain exceptional talent. Define key organizational objectives (OKRs), share and explain them to your staff.

### 2. Create a two-way connections

Do you have a global workforce? A high number of outsourced services or suppliers? Do you have an effective process in place to manage your employees and teams? Do your employees and partners have an effective way to keep track of your expectations and their performance? If not, you should put in place tools to manage these.

### 3. Spark innovation and ideas

One of the main challenges for today’s leaders is to keep conversations with their employees going. An effective way to do so is to provide your employees with a place where your employees can share and discuss ideas.

  ![Connected Employees - How can leaders connect with their employees](//images.ctfassets.net/6g4s9n00xmsl/2vGnR5UaW4qhjLrOmzmJGw/cf60dfcd70d6afe2641e9fb743a093ff/Connected_Employees_-_How_can_leaders_connect_with_their_employees.png)

___

I hope you enjoyed this article and that these tips will help you develop connected employees in your company. However, remember you cannot trick connection. The route to success is transparency, integrity and actually caring for your employees.

Connected employees are a must-have for companies that want to be successful in 2025. Find out how to create a culture of belonging in your organization.

Connected Employees: 10 ways to connect with your team

connected employees

[Management style](https://www.forbes.com/councils/forbeshumanresourcescouncil/2020/08/07/seven-ways-to-adapt-your-management-style-for-a-remote-team/#506196176306) is the way leaders motivate their employees. A manager’s attitude, communication and [personality](https://www.peoplegoal.com/blog/personality-traits) all affect this. It’s about the working environment that a manager creates, and whether this helps a company to grow. 

It’s no secret - poor managers can make work miserable. [According to Gallup](https://www.gallup.com/workplace/232955/no-employee-benefit-no-one-talking.aspx), managers make up 70% of the variance in employee engagement scores. The good news is management styles aren’t fixed- they can always be worked on in order to get the best out of your employees.  

But with the move to [remote-work](https://www.peoplegoal.com/blog/employee-relations-in-the-remote-workplace), employee relations need new treatment.  Management styles depend on [internal factors](https://www.linkedin.com/pulse/internal-factors-may-affect-business-organization-hatim-abukhames/) (e.g. employee motivation, company culture) and external factors (e.g. the labor market, employment laws). ‘External factors’, in the shape of a global pandemic have required management styles to alter rapidly. What management styles can meet this moment most effectively? 

Here are some of the key management styles, and our analysis of how relevant they are today. 

![management styles](//images.ctfassets.net/6g4s9n00xmsl/3s59KnynPociUE5wTRjZ5M/8fc4aa32ccca4a6f72273a9923ac2045/management_styles.png)

## 1) Authoritative management style 

The [authoritative management style](https://online.hbs.edu/blog/post/authoritative-leadership-style) is often mistaken for the autocratic style. Autocratic management styles work from the base assumption that employees require constant direction. Under this paternalistic system, there is a rigid hierarchical division between managers and employees. 

Authoritative (or visionary) management is different. Authoritative leadership inspires teams with shared goals. Managers have clear principles that align with the company’s culture. They unite employees through a ‘shared vision’, but employees have the agency to decide how the threads fit together. 

### Effectiveness for remote leadership 

When managing a remote team, authoritative management provides a clear direction of travel. This helps create a culture of stability amidst uncertainty. 

Remember that the move to home-work was compelled by a global crisis. Pay attention to [crisis psychology](https://emergency.cdc.gov/cerc/ppt/CERC_Psychology_of_a_Crisis.pdf). When lockdowns were imposed earlier this year, managers exhibited authoritative leadership in order to affirm the direction of travel in the ‘new normal’. CERC recommends leaders use __simple messaging__ and __acknowledge uncertainty__ in crisis scenarios.  Authoritative leaders can reassure and affirm a clear course of action. They are empathetic, and unlike authoritarians, they bear in mind the point of view of their employees. 

![benefits of authoritative leadership - different management styles](//images.ctfassets.net/6g4s9n00xmsl/6H5JWtwcvearLtoMGSPiSp/e1511a4ecb8e9bc4dbee9a18ec5ae46d/benefits_authoritative_leadership_management_styles.png)

## 2) Collaborative management styles 

Collaborative or consultative management is one of the __democratic management styles__. In the spirit of democracy, all employees have a voice. Rather than steamrolling their own ideas, decisions are made by majority, including employees. Jack Dorsey, CEO of Twitter Inc., said at a conference in 2017, ‘I need to recognize leaders who can succeed me.” Management is not only about self-fulfillment. Your aim should be to get the most out of your staff.  Collaborative management styles can do this by giving each employee a say. 

### Effectiveness for remote leadership

Collaborative teams reach solutions quicker as there are more eyes on the ball. As a manager, it’s your job to build teams that can do this. The move to work-from-home means this requires some creative thinking. Fortunately, an [open-door policy](https://www.peoplegoal.com/blog/what-is-an-open-door-policy) can go virtual. Maintain [communication channels](https://www.peoplegoal.com/blog/communication-skills), whether through Slack or Zoom.  Make sure that decision-making remains transparent – and that you give an opportunity across your team for feedback and suggestions. 

We often relate the [words ‘dominant’ and ‘forceful’](https://footnote.co/research-reveals-how-stereotypes-about-leadership-hold-women-back) to leadership.  The stereotype of the general observing the battlefield from a distance - privately deciding the next course of action – is outmoded. A collaborative outlook makes for a stronger manager. Remember that transparency is key, particularly as contact points are challenged by WFH. 

![Jack Dorsey on Management styles](//images.ctfassets.net/6g4s9n00xmsl/59xfrCTRxLIAix1CE6xiUE/90ffddef062790cec7cb5d4d68d5617a/quote_Jack_Dorsey_management_styles.png)

## 3) Affiliative management 

‘Humble’, ‘understanding’, ‘supportive’. At a first glance, the [affiliative management style](https://www.indeed.com/career-advice/career-development/affiliative-leadership) seems more like a personality than a leadership style. In fact, any manager can adopt practices to encourage a more affiliative working environment. An affiliative manager prioritizes creating a positive outlook in their teams. It’s about balance.  Conflict resolution and [building collaborative teams](https://hbr.org/2007/11/eight-ways-to-build-collaborative-teams) are a priority. This allows employees to work in [psychological safety](https://www.peoplegoal.com/blog/psychological-safety) – and as a result, more creatively. 

### Effectiveness for remote leadership 

Employees face the ‘unprecedented’ challenge that is 2020. Creating this safe environment is crucial if you want them to perform to the best of their ability. Managers only have a partial view of their employees’ work-from home experience. From caring for older relatives to a lack of childcare – everyone faces invisible challenges. Balance is key here. For example, a slightly late assignment won’t have a huge impact on your bottom line, but a severe reprimand exacerbates the very stress that may be *causing* the delay.  

Instead, an affiliative manager is flexible and trusts their employees.  More __empathetic__ communication means that you’re more likely to uncover the root causes of problems. Use the affiliative management style in conjunction with different styles. In any case, make trust, open communication and positivity the foundation of your leadership style. 

## 4) Delegative / Laissez-faire management style 

Delegative management styles encourage employees to take full responsibility for their work. Some employees enjoy the freedom remote-work gives them to complete tasks independently. Having the space to work in a home environment without interruption from management might cultivate an environment for creativity.  

This offers the chance to challenge employees to reach their full potential. If an employee is brimming with ideas about a project - trust their abilities and __delegate__.  

In 2012, [LRN experimented with self-governing teams](https://www.nytimes.com/2012/06/24/jobs/a-company-lrn-adopts-collaborative-management.html). Employee councils were elected for issues such as recruitment and conflict resolution. They encouraged employees to act according to shared values, rather than tasks set from higher up in the hierarchy. This is sometimes referred to as a bossless team.  Highly skilled and motivated employees can thrive in this environment. 

### Effectiveness for remote-work 

In living-rooms and home offices, employees are working in a more insular way than before. Independent work is the order of the day.  Work-from-home may provide an opportunity for staff to take the initiative - and prove their mettle. By delegating, you __share accountability__ for decision-making. Employees feel more directly invested in those decisions. 

Such measures may not be realistic for many companies. Not every employee is motivated by the organization's values alone. Frequent task-setting and a clear line of sight from management might be preferable. Laissez-faire management can make work incohesive. It might be more useful for a manager to act as a coach – a __coaching management style__ provides much needed guidance through uncertainty.  

![Delegative management styles](//images.ctfassets.net/6g4s9n00xmsl/1hPmN1iCsksaRAdq9gbUGH/e69222be5a80c94d449b5aae77dbf6f7/benefits_of_delegating_management_styles.png)

## Management style is *not* eternal 

Try not to think of the different management styles as a chocolate box selection. In reality, managers should integrate a number of these practices. Day to day, __vary your use__ of the styles. There isn’t a one-size-fits-all. Every employee is unique and will be motivated differently. For example, [introverted employees](https://www.peoplegoal.com/blog/introverts-in-the-workplace) may benefit from less frequent check-ins. Extroverted employees may get a boost from more social connection. Ensure your tone, demeanor and level of communication matches these needs. 

Stereotypically, we associate leadership with starry-eyed speeches and decisive action. In fact, great leadership is often about communication – how you learn about your team, and how you use that learning to inspire them to do their best. Want to learn more? Read from our collection of blog posts written for leaders.  


An effective management style makes for a more resilient company culture. Find out how the different styles can motivate your employees

Management styles are different approaches to communicating with your employees. With the move to remote-work, it's time to update your style-guide.

How to Adapt your Management Style for Strong Remote Teams  

Management Styles for Motivated Remote Teams

From the blog

Employee Recognition: Mark Employee Appreciation Day 2025

Connected Employees: 10 ways to connect with your team

How to Adapt your Management Style for Motivated Remote Teams

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?
Start your free trial today.

From the blog

Employee Recognition: Mark Employee Appreciation Day 2025

Connected Employees: 10 ways to connect with your team

How to Adapt your Management Style for Motivated Remote Teams

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?Start your free trial today.

Ready to see PeopleGoal in action?
Start your free trial today.