Tap My Back Product Updates

Product Updates: Improving Employee Engagement

We are evolving! We have grown ever more concerned about employee engagement, workplace fulfillment and talent retention. Therefore, we decided to add new features to our feedback software in order to best reflect employee growth and their desire to evolve as well. Our primary goal is to empower leadership by offering different features that best suit your managing needs. These new product updates have several useful features that we need to address.

New feedback templates

Sometimes it’s hard to think of a way to accurately give useful feedback. We provide to you a series of engaging and useful templates that you can customize as you wish in order to get the results you want. You have several feedback templates purely focused on reviewing presentations, certain projects or the normal skills-orientated format. You can schedule these feedback requests in order to have a continuous employee feedback source that you can edit anytime you want.


Introducing Pulse Surveys

The pulse of your company directly relates to your employee’s performance and engagement. The pulse survey feature we added consists of various performance review surveys. These surveys are adaptable to your needs and focus more on employee insights than purely performance results.

Like feedback requests, they address different workplace occurrences.  You can choose from a variety of templates that focus on different subjects like engagement, development and even job recognition.

The goal for you is to have a 360 degree understanding of your workplace environment and relations. You can also schedule these surveys in order to have a constant reliable information source about your employees. With pulse analytics, you can analyze real-time feedback and assess the value to your team.


Check-in conversations

When you ask for feedback, sometimes you leave something to say or address. In these product updates, we focused on making continuous employee feedback more valuable to you as a team manager. Now we provide the opportunity to establish a check-in conversation about specific feedback in order to add value to that specific insight. Sometimes we fail to address certain details and this new feature helps you establishing a follow-up discussion about those details.


Feedback Education

Giving good and insightful feedback is easier said than done. Since you’re not alone in that struggle, we added some important tips on how to manage feedback gathering. We reflect on the importance of a good feedback culture, how it empowers you as a leader and what to focus when addressing continuous feedback.

That information comes in pop up boxes, you just need to press the information button on the side to access these tips. Use that advice in a way that best suits what you are looking for in your feedback.


Feedback requests in your newsfeed

Asking for feedback should be as important as any type of recognition in the workplace environment. Therefore, we added feedback requests to your news feed to reflect that exact concern. It shows who requested that feedback and what that person is asking about. It’s simple, intuitive and effective, therefore it should be present in the news feed and visible to everyone.


Mood feature update

What if you just want feedback about how are your employees feeling? We have updated our Mood feature so that you can integrate it into your new pulse surveys as a type of answer. It’s a more informal and intuitive way to acknowledge how your team is feeling.

It can serve you as an insightful way to address someone according to their current mood and strive to improve workplace morale as a whole.  The mood feature is located now on the pulse surveys page and you can activate and turn it off anytime you want.


What do you feel about these new product updates? Are these new features helpful to you as a team leader? Give us your opinion about these features and leave a comment down below or send us your questions to hello@tapmyback.com.

how to improve employee trust with leadership and data

How to build employee trust with leadership and data

Trust is a human emotion that’s hard to gain but so easy to compromise. More than build trustful relationships it’s about keeping that level of trust. That is the real challenge. Applying that challenge to workplace environments means that team managers need to adjust how they handle employee trust in their own management.

Employee trust is starting to become an even bigger cornerstone in building successful workforce teams. Applying that level of commitment to trust in the workplace environment is the difference-maker in building engaged work teams. The more reliable your peers are to you, the more you are willing to give honest and fair information to them.

HR managers are focusing more on the relationship between employee trust and productivity. A study by LeadershipIQ shows that 32% of workers say that the feeling of trust they feel about their boss drives their desire to stay or go. Only 20% strongly trust their top management personnel while 44% don’t trust or strongly distrusts.

With these type of numbers, it’s easy to understand why talent retention, and consequently talent growth, is hard to achieve. However, that directly affects productivity. When people don’t feel fulfilled in their workplace, they are more likely to fail company goals.

We reflected on these growing issues surrounding employee trust and we determined two crucial elements in order to build trust driven strategies: smart leadership and honest employee data. Both depend on one another to work towards building employee engagement, and therefore employee trust. We defined clear guidelines that can help you improve how employees trust their top management personnel.

It starts with your leadership approach

Approachable and honest leaders are the most trustworthy and most successful. If you can share your work problems with someone who can help you, not only on how to solve them but how you can grow with them, the more you can trust them. That is the job of a great leader. Someone who can open up to others, reach out to them and help them grow. Being continuously helpful in the workplace is a very important step towards employee trust. You can build that trust through a couple of key points:

  • Don’t micromanage: nobody wants someone who controls every task you have to do. Don’t be a “Big Brother” like presence. Giving them the freedom do go about their own way lets them know you trust them.
  • Delegate tasks: trusting someone to do a certain task does two important things. First, it empowers someone by giving them that responsibility. Second, it validates your trust in them and it gives them confidence.
  • Don’t try to “fix” all the problems: while leaders may feel responsible for solving all the problems they find, look to validate someone else’s ability to solve those problems. Don’t take over their efforts. Instead, look to listen to their struggles and strive to be a helping hand
  • Make them share their work problems: maybe most important of all, make them know that it’s okay to be vulnerable sometimes. Everybody has their roadblocks and dilemmas. Let it be clear that sharing those issues is good for everyone involved.

Collect and share important data to strengthen relationships

Through trustful data, we make better decisions. It’s not rocket science! Regarding information sources, the more we know about them, the more we trust them. Where does that information come from? Why was that information collected? When we know the answer to those questions we understand the relevance of that data. Again, the more we know, the more we trust. That line of thought is the key to understand how employees will reflect on data collected about them. We believe in a few key principles:

  • Make data collecting transparent: It should be no surprise that this step appears here. Transparency is crucial in building trustful relationships. When collecting data about your employees make sure they know why and how they are being analyzed. Also, ask for consent regarding the data collected on them.
  • Give them the opportunity to control their own data: when employees have the ability to control the data collected on them they feel more trusted upon. Make them able to see, manage and even delete their own data. They will trust their higher-ups in making decisions regarding their own data.
  • Use data to elevate people: giving control over data collecting empowers them to better assess their impact in the workplace. You will be able to get insights that will improve the workflow, and consequently productivity in your company.
  • Employ useful tech solutions: adapt tech solutions that can best reflect your workplace dynamics and give you more in-depth insights about your employees. Tap My Back is a team feedback software that focuses on collecting continuous employee feedback data in order to improve engagement in your workplace. It helps you make real-time decisions that will help your team grow.

How can you use all these tips to improve employee trust?

Now that we addressed how important leadership and data are for employee trust, then it’s time to define a clear strategy surrounding them. For our final take, we got several points already discussed upon to give you a trust-based approach on employee engagement. We will address where Tap My Back can help you in building trust relationships with your peers.

As a team manager, give honest feedback through our continuous feedback tools. You can build trustful relationships with your peers and gather important data about them.

Ask feedback about your leadership skills and show your team members that you trust them. Analyze data and share it with your workforce in order for them to better trust its validity.

Understand what problems affect the workflow and address it with real-time feedback and recognition. Create a growth culture based on a trustful employee – leader relationships!

Check out Tap My Back and how it can help you build stronger and more engaged teams. Talk to us if you have any questions or insights.

Recognize someone at work - Good Job

How to recognize someone at work

Want to find out how to recognize someone at work? Well, first of all, you can’t just say something so bland like “You are an awesome employee!” and expect to receive a round of applause and win boss of the year.

In order to work effectively, you have to recognize someone in real-time and make it personalized. According to the employee engagement expert Margy Bresslour, engaged employees are crucial to the prosperity of any organization. Engagement strategies don’t work if they are created with the hope of receiving something in exchange. As a result, its true purpose and lack of honesty eventually come out. In fact, she believes that these strategies most likely will worsen the problem of disengaged employees.

Recognize someone

How hard is it to recognize people when they do good work? It’s easy. Erika Andersen gave us a simple example to illustrate this:

“Think about the last time you said something kind to your kid or your spouse; like ‘thanks for taking out the trash’. Employees need exactly the same thing, and it’s that simple.”

Therefore, recognition at work has to become a natural part of a successful leader. Organizations need to help leaders understand the impact that recognizing a colleague or an employee can have on the business. Furthermore, it’s important that recognition is consistent and honest. Everyone in the organization has to be accountable for recognizing each other, particularly managers.

As David Zinger said,

“we should worry every day we fail to recognize someone. This is not some kind of soft mushy thing it is about being human. The bottom line is not the bottom, it is supported by the work of all in the organization.”

Recognition at work is not a ‘nice to have’ anymore, it is a real need. Building a continuous feedback culture, through real-time recognition launches your firm into the ‘most attractive companies to work at galaxy’ faster than the speed of light. Right… maybe not so far, but flat recognition in the workplace has a tremendous impact on the business. Josh Bersin presented us with a real case of successful employee recognition: JetBlue. They implemented a peer-to-peer recognition software strategy focused on company values. The result? Employee satisfaction grew by 88%. The science behind it has to do with oxytocin, known as the “love chemical”, a hormone that is released when you appreciate or recognize someone. This hormone makes us feel more content, carefree and collaborative, thus satisfaction increases.

Here are 4 simple but essential tips on how you can recognize someone at work:

 1. Say why they matter and why their work matters

From all the research we did, we found this tip in every single article. Turns out it is extremely important to state specifically what you are recognizing people about. What exactly did they do? Why and how did it matter? It is vital to be specific because it identifies and reinforces the desired behavior. People feel the most valued when it’s sincere and attached to a specific performance or good outcome. Explain how the behavior made you feel. Point out the value added to the team or organization by the behavior. Susan Mazza believes that everyone who performs deserves recognition and their behavior and its results deserve reinforcement.

2. Go beyond the “good job everyone”

In order to recognize someone, say thank you often, in a specific and individual way. The more specific you are about what you’re appreciating or recognizing the better. It makes the recognition a lot more significant and the people that were recognized are more likely to sustain that practice in the future. The key is: get to know who people are, not just what they do. Know your people as individuals. Patti Johnson taught us that motivation is different for everyone, so understand the differences – no one size fits all!

3. Recognize in real-time

The times that we are living in are the most digital it has ever been. Thanks to that, we expect everything to happen not just fast, but in real-time. Employees require the same approach when it comes to recognizing their contributions within the workplace. Recognition in real-time is not only important for employees but also for Human Resources and Team Leaders. They are able to obtain real-time data and see which values are being the most endorsed.

Recognize your employees at the moment things happen. When it’s out of context it doesn’t have the same impact. By recognizing them in real time, you are able to make sure that person will remember your action and why their contribution was good.

4. Design a human-centered culture

Recognize - Human-centered culture

Finally, our last tip relies upon designing a human-centered culture. A human-centered culture embraces a mission and a vision that employees understand and believe in. This is crucial if you want your employees to feel stimulated and accomplished. Ben Callahan showed that valuable collaboration is at the core of a human-centered culture. The diversity in perspective and empathy are extremely relevant to achieve an ease of collaboration. Hence it’s necessary to give sincere acknowledgments for a good work. In such a culture, people feel cared for, experience growth opportunities, and develop trust.

Cultures based on human-centered models are a win-win for both the individual and the organization. A culture that’s inclusive connects the company’s mission and values to people and team performance. Recognition based on behaviors you want to reinforce strengthens corporate values and retention.

Tap My Back is an employee feedback app that provides a peer to peer recognition software. That way, we help companies work on employee recognition while improving engagement. With our recognition feature, anyone within your organization can recognize another person based on your company values. Like so, they are reinforcing the company’s values, behaviors and giving recognition in an individual and specific way.

Find out more about how you can try our free employee recognition tool!