Today we announce the launch of our new PeopleGoal website along with a refreshed brand identity. The new brand identity and website reflect our vision for the company and how PeopleGoal is evolving into an employee experience platform. 

PeopleGoal was born of our first-hand experience of how destructive big-company processes can be to employee engagement and development. We want to provide a platform that empowers companies, teams and managers to deliver growth, development and engagement with their most valuable asset - their people. This renewed mission has led us to the re-imagining of our brand identity.

![PeopleGoal Logo](//images.ctfassets.net/6g4s9n00xmsl/emcnWPQXm79JBEQmDun1x/d77c6340d97a698b50665c4a682e0262/pg_wordmark_rgb_black_320px.png)

The refreshed logo and icon capture the aspects of our organization we value most:

- People
- Automation
- Flexibility
- Diversity

It also reflects our mission:

> __To provide every business with the right tools to engage their employees, develop talent and boost performance.__

The new visuals and brand identity will be effective from 1st of June 2019. You can download our new brand guidelines [here](https://storage.3.basecamp.com/4120585/blobs/088081c0-7723-11e9-9b80-a0369f740db3/download/Peopleg```oal%20Brand%20Guidelines%20-%20Book.pdf).

In terms of our product offering, we will be releasing additional features during Q3 and Q4 2019 while continuing to offer a best in class performance management solution. The new features will cover the entire employee lifecycle within an organisation, from onboarding to offboarding.

If you would like to get early access to the new features, sign up [here](https://peoplegoal.com/request-a-consultation).


The new brand identity and website reflect our vision for the company and how PeopleGoal is evolving into an employee experience platform.

PeopleGoal  Announces Exciting Brand Refresh and New Website

peoplegoal abstract background

Today we announce the launch of our new PeopleGoal website along with a refreshed brand identity.

PeopleGoal Announces Exciting Brand Refresh and New Website

The performance management system within HR departments is constantly evolving. It must flex and change, supporting both company-specific growth, and industry-wide trends. It’s an integral part of HR’s responsibilities, so why then do only 10% of organizations believe their current [performance review](https://www.peoplegoal.com/glossary/performance-review) process is worth the time, manpower, and costs required to execute it?

Something’s very wrong with a system that 94% of users have no faith in; innovative HR leaders using new technologies must strive to fix this problem. At PeopleGoal we’re focused on guiding and supporting those HR leaders, helping to upgrade performance management processes. That’s why we’ve created this at-a-glance list of reasons why we think [performance management software](https://www.peoplegoal.com/product/performance-management-software) is definitely “worth it” for organizations and HR leaders alike.

## Reason 1: Modernizing Paper-Based Spreadsheet Methodologies Will Save You Time and Money, Optimizing Your Processes.

Let’s face it, offline document tracking is a pain. Inevitably, everyone has a different version, changes are lost, and key pieces of information are erased or forgotten with reformatting and version evolution.

However, when you migrate your paper-based performance tracking to an online platform, all of your employee-related processes filter into one virtual location, improving performance and transparency across the business. Management has the much-needed visibility to easily identify performance hotspots, and information “vaults” are created with feedback, career development process, check-ins, and peer-reviews online and available 24/7 to anyone who needs them (and has permission access).

It’s an easy, single-location reference. No virtual files to track or check in, and no more file cabinets full of paper. Online platforms give a more accurate snapshot of an employee’s (and manger’s) development and performance over time.

Additionally, attrition and retention factors can also be tracked when analysing data trends and reports—something that is virtually impossible when utilising paper-based spreadsheets.
## Reason 2: Software Makes the Performance Management Process Specific and Catered to Your Business.

With performance management processes, a one-size-fits-all approach is a bad idea. You need to be able to tailor your performance management systems to meet the needs of your company’s goals, regulations, etc. The customisation that is available from quality online performance management systems allows for organisations to add features which are important to you. And with customizable reporting, you’re able to create various reports based on your organization's specific needs.

You can also sort and pull data as needed. If your organization is heavily focused on certain development features—a compliance development for example —you simply select that module as part of your online platform, tracking development and training requirements for the entire organization.

## Reason 3: Software Provides a Needed Infrastructure to Shift from Annual Reviews to Continuous Feedback, Making That Transition Easier and More Integrated.

Shifting away from annual reviews to continuous feedback is a proven model for increasing both employee and manager engagement. With [71% of people](https://www.hrtechnologist.com/articles/hr-analytics/time-for-hr-to-get-real-with-realtime-feedback/ "Time for HR to Get Real with Real-Time Feedback") in an Accenture study confirming that real-time feedback leads to improved performance, employees can make better decisions with more readily available data. Reviews can be referenced and tracked to plot out an employee’s growth (and success trajectory). Issues can also be addressed and resolved quicker.

Many managers find the [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love) too complex and time-consuming, so they just don’t bother to participate. With feedback any time, managers have the tools needed to provide accurate, relevant, and current feedback easily, versus referencing past actions and end-of-year reflections.

Finally, many software platforms are integrated with other technology components within your organization, allowing you to seamlessly move from one software to another—no need to duplicate your employee information across two accounts. [PeopleGoal is integrated](https://www.peoplegoal.com/integrations "PeopleGoal Integrations") with a variety of SaaS applications including BambooHR, Slack, Dropbox, LinkedIn, Google, and many others.

## Reason 4 : Technical Support—a Final Key to Finding (and Retaining) Software’s Worthiness.

A quality performance management software provider will never leave you to manage the software implementation and maintenance by yourself. A good provider will help you adapt, handling any problems that may arise. Once you’ve made the decision to implement performance software and have your boss’s buy-in, on-boarding your business can be the toughest part of starting a new service. Bottom line, you need a software vendor with a consultative approach. If you decide to spend money on software, you should be willing (and able) to use it .

__And here are a few proven results from PeopleGoal to further support performance management software’s worthiness:__

### Employees
- 100% participation in reviews, 85% before the deadline
- 3x improvement in manager-employee communications and role expectations when using monthly check ins
- Improved visibility of company goals and objectives

### Managers
- 70% reduction in manager time spent discussing employee performance
- 2x increase in [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) given across the business

### HR
- Improved perception of performance management process for managers and employees 
- 90% reduction in HR time spend to manage performance management process and performance management reporting

### Management & C-Suite
- Improved employee engagement levels across the company
- Easier to cascade company objectives and goals to the employees

## At PeopleGoal We're Not Just Interested Selling You Software.

We’re looking to create a long-term relationship, with a real focus on your specific needs and individual [people management requirements](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process). We’re here to assist you in adapting, staying by your side from start to finish, with our [consultative approach](https://www.peoplegoal.com/request-a-consultation) to customisable employee management systems.

We’re looking to create a long-term relationship, with a real focus on your specific needs and individual people management requirements. We’re here to assist you in adapting, staying by your side from start to finish, with our consultative approach to customisable employee management systems.


Find out the reasons why you need to invest in Performance Management Software! How can it help you optimise your organisations processes?

Why You need a Performance Management Software

Performance Management System

How can Performance Management Software make your organisation achieve?

Why You Need Performance Management Software

We have the great pleasure to announce the news that PeopleGoal was chosen as the winner of 2016 Rising Star Award from FinancesOnline, a popular SaaS review platform. In a detailed [review of PeopleGoal](http://reviews.financesonline.com/p/peoplegoal/ "PeopleGoal Review") on their site, B2B experts who prepared the review explained that this award is won by new SaaS products that appeared on the market in the last few years, but are already receiving positive feedback from users and industry experts. It highlights the fact that despite its relatively young age PeopleGoal is an efficient and reliable service. The review team was especially impressed with how the software is extremely customizable which allows businesses to optimize their current [performance management process](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process), rather than be stuck in a formula set by the software provider.

PeopleGoal was also honoured with the FinancesOnline Great User Experience Award for 2016 in the [top HR management software ](http://hr-management.financesonline.com/ "PeopleGoal Awards")category. The award signifies that the software is able to offer a positive user experience to all our users and it provides a clean and intuitive interface to facilitate and optimize all work within the service. Reviewers were really positive about the fact that PeopleGoal makes it possible for all processes to be managed on a single platform, allowing senior management and HR to see as broad or as detailed a picture of the company's performance as they need.

PeopleGoal wins Rising Star Award and Great User Experience Award for 2016 from FinancesOnline. Thank you to FinancesOnline and all of our customers.

PeopleGoal wins Rising Star Award and Great User Experience Award for 2016 from FinancesOnline.  Thank you to FinancesOnline and all of our wonderful customers.

PeopleGoal Wins 2016 HR Management Award From FinancesOnline

PeopleGoal Wins 2016 HR Management Awards From FinancesOnline

The 2016 HR Management Awards 

It's great to [work with people](https://www.peoplegoal.com/blog/work-hard-play-hard-what-about-work-smarter-play-better) who are committed and highly productive. I like working with people who work *hard*. It makes me better at my job, I learn more and I get more done. But what is the work hard definition? 

## Work hard definition

I wish it were easier to ask interview candidates the following simple question:

> __How hard do you work? What is you hard work definition__

But what defines hard work? It's the very definition of a subjective question. How would you even know if the candidate was being truthful in an interview situation? And even if they were, it certainly doesn't mean they'll live up to the standards of the rest of the team. Still, it's an extremely important factor that you should definitely attempt to get a handle on.

*Ok, yes, this is from the perspective of a start-up. If we're talking about a regular 9-5 type role then sure, there's a thing called work-life balance. But it doesn't usually apply to building a company; or to when you're trying for promotion; or to when you're new in the job; or to when you're the boss; ... you get my point. Not everyone can work a 4 hour week.*

Secondly, and let's get this out of the way, working hard __doesn't always__ mean you're a productive employee. There should be some accounting for quality over quantity, and if you can objectively demonstrate better results by working in shorter more productive bursts, then good for you! But on a balance, I prefer solid workhorses over superstar slackers.

__My work hard definition translates to what attributes I look in candidates__. These are general indicators that an individual is willing to knuckle down and get dirty with the rest of the team:

- Actively asks to get involved with tasks
- Displays an genuine interest in the work
- Gets involved in areas outside of their core responsibilities
- Gets on well with the rest of the team
- Stays late to support co-workers, especially in the first few weeks of joining
- Has a well-established routine and uses well defined methodologies
- Displays attention to detail
- Doesn't talk too much or unnecessarily disturb colleagues
- Generates serious volume
- Looks at least a little tired (seriously)

![Work Hard - indicators of an employee who works hard](//images.ctfassets.net/6g4s9n00xmsl/bb3AgGXyxQlXFNffVLLuV/bb7dc27f29a910755fe6870ba5483346/Work_Hard_-_indicators_of_an_employee_who_works_hard.png)

## Creating an environment where hard-workers thrive
So you've [built a team of workhorses](https://www.peoplegoal.com/blog/top-30-hard-work-quotes) who are rearing to go. That's a good start, but if there's nothing for them to do, *__bad things__* are going to happen - and happen quickly. One of the factors that led me to the startup world was because I was given the time to twiddle my thumbs and stare at the ceiling in my former career. Any self-respecting hard worker is going to start thinking of much greener pastures if left to their own devices.

![Work Hard - Elon Musk](//images.ctfassets.net/6g4s9n00xmsl/3qOkqkuZ6beJgMXQbUEVMM/1156ecb22d0f3ad7412f579046f9fcda/Work_Hard_-_Elon_Musk.png)

The [number one thing you can do](https://www.peoplegoal.com/blog/work-smarter-not-harder), and it's simple, is to __give them work to do__. Keep it open-ended if possible. Good prompts include things like:

- Can you analyse and recommend an approach for X? *let people demonstrate their knowledge*
- I know this is not your problem, but please can you have a go at fixing X? *give people a chance to go above and beyond*
- Please take X under your wing and show them the ropes *allows hard-worker to disseminate hard-working culture*

Physically, there's been a huge (massive) trend to open plan offices. I'm not a fan. There have been studies done where it's been shown that productivity *__massively decreases__* in open plan offices, and with a bit of thinking you can understand why:

- Much harder to focus on detailed tasks
- Many distractions
- Sickness spreads easily, leading to more sick-days
- Colleagues easily influenced by extrovert personalities

I recognize that we're probably not all going to be working in private office cubicles in this day and age, but companies should seriously think about setting up quiet areas, private (small) meeting rooms (and a good number of these) and partitions.

I love this quote from David Heinemeier-Hansson (creator of Ruby on Rails):

> Open-office plans are another common hallmark of those whose no longer need concentration to do their work: The organizers and the talkers. — [DHH (@dhh)](https://twitter.com/dhh/status/549978520370552833)

DHH clearly articulates the problem - the organizers and the talkers. Hard-workers will nod their heads and silently stare at these folks. Inside they're thinking "How do you actually get anything done around here?". I would guess a healthy ratio of workers-to-talkers is about 9:1. Granted, you need some people with the gift of the gab (they're pretty good at sales most of the time), but keep them hidden away. Another good reason to bring back cubicles!

![Work Hard - disadvantages of open plan offices](//images.ctfassets.net/6g4s9n00xmsl/6Bc1zyqU2KUuY16xPrgJjG/7f2141fe8717ea406e24a696b7df1c8f/Work_Hard_-_disadvantages_of_open_plan_offices.png)

## Rewarding and incentivizing the right behaviour should be included in your work hard definition
It's critical that you acknowledge hard workers. Even more so because [they're likely to be introverts](https://www.peoplegoal.com/blog/introverts-in-the-workplace). We go out of our way to recognize the top salespeople; it's quite easy to forget about all the people who deliver on the promises.

You should be actively looking for hard-workers and [encouraging this behavior](https://www.peoplegoal.com/blog/building-a-culture-that-rewards-hard-work). Include this attribute in your employee assessments, but be sure to identify hard-workers who achieve results vs. those who put in superficial work and hours. Introverts and hard-workers need to be motivated like anyone else, but are unlikely to easily express themselves when they're unhappy or un-challenged.

It's a subjective question, but we'll discuss it anyway. If it's done right it will help you create an environment which can boost business performance.

Your work hard definition can positively influence employee engagement and boost performance of your business

What is your work hard definition?

PeopleGoal - Hard Work Definition

Tips to understand your work hard definition and to foster and reward hard-working employees

These are general indicators that an individual is willing to work hard and get dirty with the rest of the team:

- Actively asks to get involved with tasks
- Displays an genuine interest in the work
- Gets involved in areas outside of their core responsibilities
- Gets on well with the rest of the team
- Stays late to support co-workers, especially in the first few weeks of joining
- Has a well-established routine and uses well defined methodologies
- Displays attention to detail
- Doesn't talk too much or unnecessarily disturb colleagues
- Generates serious volume
- Looks at least a little tired (seriously)

## Your employees deserve continuous and connected employee performance management

Sophie is a marketing assistant for a fast growing technology company. She joined the company a year ago and she is about to write her [performance review](https://www.peoplegoal.com/glossary/performance-review) for a performance discussion with her manager. She does not know where to start as she has not been tracking what she's been doing for the past year. She did set goals at the beginning of the year but she never felt accountable for the goals she has inherited. On top of that she never understood how she contributes to the success of the company, as she knew little about the company strategy.

In order to acquire feedback on her performance she decided to email her colleagues as her company did not have a formal process in place. Only two people responded to her emails and she decided to base her performance review on that feedback. She also had to spend ancouple of days going through her files and emails to remember what she was working on for the entire year, and build up a full picutre of a years work.Once she finished her review she emailed it to her manager, along with a meeting request to discuss her performance.

Maria, Sophie's manager, reviewed her document just before their meeting. She was not clear on what Sophie had achieved throughout the year and with whom she was working outside of her core team. The feedback she included in her review was unstructured and not very specific. During the meeting Maria asked Sophie for more details on the feedback and her goals and tried to understand more about her achievements. Maria also shared development points with Sophie based on input from other managers.At the end of the meeting Sophie returned back to her desk and she felt very disappointed. Although she had worked really hard during the year she felt that her manager did not understand her achievements and she could not understand why she was getting feedback on her development points now, and not during the year when she could have had more time to work on it rather than waiting until the last moment.

She thought that she would be assigned more challenging tasks from her manager as she had being doing everything (with minimal effort) but her manager told her to continue working on her day-to-day tasks. After 2 months, Sophie received a request to complete a form that measures motivation and engagement at her workplace. She completed the form and at the end of the week the company results where released. It was really disappointing; 70% of the employees felt disengaged and 37% of the employees where thinking of changing jobs completely. Sophie (although disengaged) really liked the people she was working with and she decided to look for a solution. She felt that the root of problem was in the way employees where setting goals and receiving feedback.

## How can PeopleGoal help your business?

![Employee Performance Management](//images.ctfassets.net/6g4s9n00xmsl/3oeur3Rlmwqah1dEaQWHjG/87503d42fa0e284c2734f1c0ab9b4c28/Employee_Performance_Management.png)

PeopleGoal connects goals, feedback and reviews in a unique way. At the beginning of the [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love) employees set goals and explain how they plan to complete those goals. Employees set dates by when they have to complete their goals and link these goals to company objectives. Employees feel engaged and understand how they contribute to the company's growth, which is key to engagement. On the feedback front, with PeopleGoal employees can start feedback threads with their managers and provide anonymous feedback.

The platform also supports social recognition and employees can recognize their colleagues. Every employee has access to performance dashboards, which summarize performance and feedback highlights. As a manager you can have access to your entire line of sight; not just your team but team colleagues who collaborate with them. Once the employee [performance management process](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process) is complete, employees have all the evidence they need in order to complete their self-evaluation.

Managers have access to the employees goals and feedback and can easily complete their manager assessments. PeopleGoal democratizes the employee performance process and helps employees develop through balanced feedback that really focuses on their development needs. Sophie's organization implemented PeopleGoal and in the first 3 months they have improved motivation and engagement significantly. Employees understand how they contribute to the company success through their goals and feedback is social and frequent.

![peoplegoal workspaces](//images.ctfassets.net/6g4s9n00xmsl/017e1hNsORGAns0tOxqmuQ/11e2b53a8b94be4e3a028678d60740b8/peoplegoal_workspaces.png)

Check out our [performance management apps](https://www.peoplegoal.com/app-store/category/performance-management) and [book your demo](https://www.peoplegoal.com/book-a-demo) today!


PeopleGoal is a performance management system that connects performance data in a unique way which is key to engagement.

Why Continuous Employee Performance Management matters

A Case for Continuous and Connected Employee Performance Management

Continuous Employee Performance Management

Employee retention in your organization is critical. Apart from the high costs associated with employee turnover, every employee is considered an asset who "appreciates overtime as its productivity increases over time. Once an employee leaves a company loses the value that the employee has built over time. Specifically, the value of an employee increases over time and the company costs associated with creating employee value decrease over time.

Before we go to the ideas to improve employee retention we should establish why employees normally leave their jobs. According to a recent research from [SHRM](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/how-to-reduce-employee-turnover-through-robust-retention-strategies.aspx), the 5 main reasons are:

- Not enough challenge to their day to day work
- Lack of relationships with peers and managers
- Poor work/life balance
- Subjective employee performance metrics
- Lack of career progression opportunities
- Having summarized the main reasons why employees leave their job, we are going to show how you can do to improve employee retention.

![Employee Retention - 5 ideas to improve employee retention](//images.ctfassets.net/6g4s9n00xmsl/17XKWE3Z8i4lpKNAIYsigl/d1cd87fe16515a97c340d0d59c0d6082/Employee_Retention_-_5_ideas_to_improve_employee_retention-.png)

Transparent guidelines on how employees can be promoted in the organization. Having a clear roadmap of promotion for every employee will improve employee retention as the employees will understand how they fit in the future of the company

Clear company vision and strategy. The better you communicate the company vision and strategy to the employees the more you will engage your employees. Especially when company growth is connected to employee progression.

Employee rewards and recognition.Every company should have a robust employee reward and recognition process and all employees should be able to participate. The process should have a clear set of information about behaviors that are being rewarded. The recognition should be closely linked to employee performance to promote behaviors that help the company grow.

Implement an employee performance management system that makes sense. A web-based performance review software will simplify the feedback process, [performance reviews](https://www.peoplegoal.com/glossary/performance-review) and most importantly goal setting in your organization especially if your company has more than 50 employees.

Set clear employee expectations. Often enough managers fail to communicate their expectations to their employees resulting to low morale as employees don't know what is expected from them. On way to set clear expectations is through smart performance review software where you can link company objectives to business goals.

These are the top 5 employee retention ideas that will allow you to engage and set the tone for hiring performance.

You can read more about employee engagement here:

- [30 Tips to Increase Employee Engagement](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement "30 Tips to Increase Employee Engagement")
- [Employee Engagement Survey Communications](https://www.peoplegoal.com/blog/boost-your-employee-engagement-survey-communications "Employee Engagement Survey Communications")
- [What mistakes are YOU making with employee engagement?](https://www.peoplegoal.com/blog/what-mistakes-are-you-making-with-employee-engagement "What mistakes are YOU making with employee engagement?")


5 ideas to help you improve employee retention. Employee churn is constly for any organization. We have put together some ideas to help you improve it.

Employee Retention: 5 ways to help you reduce employee churn

How can we help you to improve employee retention?

Top 5 Ideas to Improve Employee Retention

Employee Retention: 5 ideas to help you reduce employee churn

## How to create an employee handbook sample?
There are several reasons why a company should have a well structured employee handbook. To name a few:

- Great way to communicate the company culture to the employees
- Sets the ethos of the company
- Sets expectations between the employees and the company
- Describe all the legal obligations of the employer towards the employee
- List all the employee rights

![Employee Handbook - why you need a good employee handbook](//images.ctfassets.net/6g4s9n00xmsl/2wBElrnqgTHvUsLussQT6W/094b0787d092d7f41fd8027f0e5896dd/Employee_Handbook_-_why_you_need_a_good_employee_handbook.png)

In this guide we will give you an idea on what to include in your employee handbook and also we share with you some employee handbook samples of some of the most respected companies in the world.

## What to include in the employee handbook?

An employee handbook should at least include the [following sections](https://www.peoplegoal.com/resources/policies/a-guide-to-help-you-write-an-employee-handbook):

![Employee Handbook - employee handbook sections](//images.ctfassets.net/6g4s9n00xmsl/7qcPXag96ahBgXXU0n2mRX/5655618a74f9b043f094f8f7e6aee2a6/Employee_Handbook_-_employee_handbook_sections.png)

### 1.Code of Conduct 
This section should cover compliance policies, employee commitments towards the company, how to treat integrity issues, penalties for violations of company policies.

### 2.Business Policies and Procedures
This section should cover the responsibilities of all employees and their leaders. Specifically it should cover regulatory requirements, customer and suppliers relationships policies, government relationship policies, fair employment policies (working hours and wages) and how leaders should engage and motivate their employees.

### 3.Health and Safety
It is a legal obligation for every company to protect the environment and the health and safety of employees. This section should cover how the company conducts its operations in a manner that is safe for employees and the environment. Also it should a guide on what the employee should do and what to watch out for

### 4.Security of intellectual property
In most companies intellectual property is one of its most valuable assets. And all employees should work to safeguard these assets. This section should set the tone on how to treat intellectual property as well as how to use other third party intellectual property.

### 5.Leaver Policy
The leave policies should be document in the employee handbook in detail. It should cover family matters, military matters, jury duty and should be in line with the local laws. Also it should cover vacation and sick leave policy

### 6.IT Hardware & Software
This section should cover the policies for appropriate use of tangible assets e.g. laptops, mobiles, software.

## What the best companies include in their employee handbook?
 A good question to ask is how the most respected companies in the world do it? here's few examples:

### Employee Handbook Sample: Nike
Nike's [code of conduct](https://www.peoplegoal.com/blog/employee-code-of-conduct) focuses around doing the right time always and winning as a team. The expect from their employees to act as an owner, play fair and always speak up.

![Employee Handbook - Nike](//images.ctfassets.net/6g4s9n00xmsl/48Mg3Eb9SHznQQiuZOgGEa/7661085c57643c3dd6302856ba65700b/Employee_Handbook_-_Nike.png)

Source: [Nike](https://purpose-cms-production01.s3.amazonaws.com/wp-content/uploads/2019/05/22191640/Nike-Inside-the-Lines-Code-of-Conduct_May_2019.pdf)

### Employee Handbook Sample: Google
Google's employee handbook or employee code of conduct is build around measuring everything against the highest ethical standards of conducting business. Every employee is accountable to follow the code and if they fail to do so it may result in termination.

![Employee Handbook - Google](//images.ctfassets.net/6g4s9n00xmsl/5u1hA3sPSbf9A9HAXCLyGH/a71ac1048759a3152a7cff68e65cfc3b/Employee_Handbook_-_Google.png)

Source: [Google](https://abc.xyz/investor/other/google-code-of-conduct/)


An employee handbook is a great way to set the right tone with your employees. We have created an employee handbook sample to help you create one.

Employee Handbook Sample: What to include?

employee handbook sample

The employee handbook is an important document for every organization. We have create a list of sections to include in the employee handbook.


## Why boosting employee motivation is important?
When it comes to employee engagement it's sometimes make or break for companies. Engaged employees help businesses grow and achieve their strategic objectives. Unmotivated employees on the other hand can create a really unproductive environment within a team or an organisation and most importantly harm a company's reputation and subsequently talented people will not want to join.

[Engagement activities](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement) have been studied by psychologists and thought leaders who tried to understand what motivates employees to increase productivity and performance. Basically it comes down to 5 things:

![Employee Motivation - 5 Activities to Increase Employee Motivation](//images.ctfassets.net/6g4s9n00xmsl/2M2V0X3fyy2pC0IyLcLt6h/fdbddf35926e74e57c2791f8da248ac9/Employee_Motivation_-_5_Activities_to_Increase_Employee_Motivation.png)

## Happiness

Companies that have focused on employee happiness and boosting employee self-esteem have boosted their growth significantly and diminished employee turnover. As a company leader you should consider [employee wellbeing](https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2018/employee-well-being-programs.html) and allow your employees to enjoy their work journey and ensure they are satisfied, not only at a salary level. A big pitfall for many CEOs over the past few years is that they have not measured employee happiness or measured it too infrequently. That has resulted in a loss of great talent and most importantly it harmed the company culture, and thus you should regularly conduct [employee engagement survey](https://www.peoplegoal.com/blog/employee-engagement-survey-questions).

![Employee Motivation - Happiness](//images.ctfassets.net/6g4s9n00xmsl/3bc2w6aWNpyQlfnCbvRh5T/73da66b7838689bb65c0706f9a314fde/Employee_Motivation_-_Happiness.png)

## Employee impact

As we move towards agile work environments it is important for employees to understand how they contribute to the overall business agenda. Every team leader or director should create the opportunity for employees to align their [personal goals](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) to strategic objectives. Employees will be able to create their own legacy and be a core part of the company success.

![Employee Motivation - Employee Impact](//images.ctfassets.net/6g4s9n00xmsl/5KOD9XR3mlFE7k9yFSiAtD/707dfe995cdb4677573acaece88637e3/Employee_Motivation_-_Employee_Impact.png)

## Employee Development

According to a recent survey:

*__100 Best Workplace Companies are committed to [employee development](https://www.peoplegoal.com/blog/effective-employee-development-plans) as a top strategic priority.__*

The companies that design development programs for their employees will engage them and retain them. But most importantly, the employees will be motivated as they will know that their company invests in them. Talented employees significantly value the development opportunities in their work environment. Furthermore, it will also [benefit the overall performance of your company](https://www.entrepreneur.com/article/315095).The development plans should be linked to employee goals and align with overall company objectives as discussed in the previous point.

![Employee Motivation - Employee Development](//images.ctfassets.net/6g4s9n00xmsl/SAIOiSAFSvtFFZbHWBG9x/fb3dc2592fa6fd395f2215a0cfed2d9e/Employee_Motivation_-_Employee_Development.png)

👉 [Click here to listen to our webcast discussing the best employee development initiatives](https://www.peoplegoal.com/resources/webcasts/employee-development)

## Career progression

[Boosting employee motivation](https://www.peoplegoal.com/blog/best-practices-in-employee-engagement-surveys) in the work place goes hand in hand with achievement. Employees are highly motivated when they know that opportunities for growth await them. Especially if it's clear how employees can progress through an organization. Moreover, companies that emphasize helping employees achieve their potential have managed to increase employee motivation.

![Employee Motivation - Career Progression](//images.ctfassets.net/6g4s9n00xmsl/2XHoqTctSoOyIqmLRBd2ns/691c3f75a26a340ee4bbddb8670acdf5/Employee_Motivation_-_Career_Progression.png)

## Strong leadership

The leaders of every company should be role models for their teams and introduce employee engagement activities. They should inspire and communicate performance expectations clearly to their employees. Most importantly they should [provide clear and concise feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) that helps their employees develop and achieve their goals and maybe [an occasional informal quote](https://www.peoplegoal.com/blog/work-quotes-for-monday-morning).

![Employee Motivation - Strong Leadership](//images.ctfassets.net/6g4s9n00xmsl/4hjXTeF4iH8g1GcnAOvgHs/2398b3e365d3c2e3b602b7d93d8b5964/Employee_Motivation_-_Strong_Leadership.png)


Engaged employees are more aligned with strategic objectives. We have put together five activities to help you boost employee motivation.

Boost Employee Motivation: Five Activities To Focus On

Boost employee motivation

Engaged employees are more aligned with strategic objectives. We have put together five engagement activities to help increase employee motivation.

How do you really know who your best performing team members are? Having a set of critical key performance indicators for your employees is a good way to develop an objective view of your top performers. We've defined seven key critical performance indicators to help you go about measuring performance in your team.

![Key Performance Indicators](//images.ctfassets.net/6g4s9n00xmsl/4Q9zYLCmziwPQLkKGTsuNN/e00e6da5b3ece18579fdb52a0fac7e9b/Key_Performance_Indicators.png)

## Engagement
How happy and engaged is the employee? Does he/she interact with others at work and interact with you in conversations? An early warning sign for dis-engaged employees are those people who do not communicate, are often not visible in the office or unresponsive to emails. Engaged employees are more productive and contribute to a positive work environment.

![Key Performance Indicators - engagement](//images.ctfassets.net/6g4s9n00xmsl/3NMpPGecmhxcdPgbnz1GtW/c802f44d764fd0a35d5b6625eaf35c70/Key_Performance_Indicators_-_engagement.png)

## Energy
Employees with energy are those who show up to work with an enthusiastic attitude and a desire to get things done. Look for the people who spend their energy in productive ways - like producing deliverables, conducting meetings and communicating a lot. High energy level individuals will often be highly motivated and put in the extra hours.

![Key Performance Indicators - energy](//images.ctfassets.net/6g4s9n00xmsl/2v3q83bAL0VI1RyiC2HtyC/b57429a18d75576433a17060bdd5d139/Key_Performance_Indicators_-_energy.png)

## Influence
A great key performance indicator is the amount of influence an employee has over his/her peers, managers and direct reports. Employees with influence will rapidly rise to the top because there is normally some reason for their gathered respect, whether it is because they are a subject matter expert in that particular area, or because they are an influential leader.

![Key Performance Indicators - influence](//images.ctfassets.net/6g4s9n00xmsl/3VAJLtVSwdXyfq16mapkNp/8ac48b6a1a7b1d6507c70b2199d11ccd/Key_Performance_Indicators_-_influence.png)

## Quality
In the long term quality is a greater indicator for success than speed. Look for people who are diligent, hard working and have attention to detail. The quality of an employees work should be sufficient to set them apart from the crowd. Always value employees who let the quality of their work do the talking, rather than their mouthes.

![Key Performance Indicators - quality](//images.ctfassets.net/6g4s9n00xmsl/4vrJEtncoUiQqY6caFy1iw/2d23945b7aa96938003c5f5e8803b432/Key_Performance_Indicators_-_quality.png)

## People skills
Socially adept networkers are sure to rise to the top, and should be given appropriate opportunities to use these skills for the betterment of the company. Employees with great people skills should be given chances to manage teams and work on the people agenda of the company. However, watch out for the quality of their deliverables and ensure they live up to their own standards.

![Key Performance Indicators - people skills](//images.ctfassets.net/6g4s9n00xmsl/2qyiC7voIr4le0df4eoM5k/0605b7bed38e3f5d49dc66ecf1380ad5/Key_Performance_Indicators_-_people_skills.png)

## Technical ability
In technical roles the pure ability to execute on the job description is a good key performance indicator. Employees who are in highly technical roles should be judged accordingly, and not compared with other departments who might fulfil a more generic business function. Be sure to understand the technical background of the role when assessing these staff members.

![Key Performance Indicators - technical ability](//images.ctfassets.net/6g4s9n00xmsl/6WhBN5WlUFtCS96719tiZS/87fd9d0ab0dfbd6d340192d22be349e0/Key_Performance_Indicators_-_technical_ability.png)

## Results
Results trump everything else. If someone is constantly hitting and exceeding their targets, then there can be no arguments against what they are achieving. A results driven workforce which rewards people based purely on results can be a highly effective way to manage teams.

![Key Performance Indicators - results](//images.ctfassets.net/6g4s9n00xmsl/4kBHX0VxOW9JuDhrywqene/5ba2d7977dc1c939c607ad0a0b840207/Key_Performance_Indicators_-_results.png)

Find out more about high performing teams here:

- [Effective leadership styles for managers in 2019](https://www.peoplegoal.com/blog/effective-leadership-styles-for-managers-in-2019 "Effective leadership styles for managers in 2019")
- [30 Tips to Increase Employee Engagement](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement "30 Tips to Increase Employee Engagement")
- [How to Boost Team Engagement](https://www.peoplegoal.com/blog/how-to-boost-team-engagement "How to Boost Team Engagement")


Key performance indicators can help you understand team and employee performance. We put together a list to help you measure performance and much more.

Nikolaos Lygkonis

Posts

PeopleGoal Announces Exciting Brand Refresh and New Website

Why You Need Performance Management Software

PeopleGoal Wins 2016 HR Management Awards From FinancesOnline

What is your work hard definition?

Continuous Employee Performance Management

Employee Retention: 5 ideas to help you reduce employee churn

Employee Handbook Sample: What to include?

Boost Employee Motivation: Five Activities To Focus On

7 Key Performance Indicators (KPIs) for Your Team

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Nikolaos Lygkonis

Posts

PeopleGoal Announces Exciting Brand Refresh and New Website

Why You Need Performance Management Software

PeopleGoal Wins 2016 HR Management Awards From FinancesOnline

What is your work hard definition?

Continuous Employee Performance Management

Employee Retention: 5 ideas to help you reduce employee churn

Employee Handbook Sample: What to include?

Boost Employee Motivation: Five Activities To Focus On

7 Key Performance Indicators (KPIs) for Your Team

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

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Solutions

Product

Learn

Subscribe to our newsletter

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