Introduction Employee wellness has become an increasingly important concern for companies and organizations worldwide. The well-being of employees not only impacts their individual health and happiness but also affects overall organizational performance. As a result, many organizations are implementing processes and tools designed to monitor and improve employee wellness. An Empowering Solution to Improve Employee Wellness The Emojot Wellness Program is an innovative approach to monitoring and improving employee wellness. It involves sending weekly Emotion Sensors™ to employees that measure their stress level, fitness, and overall well-being. The Emotion Sensors™ are made up of straightforward, emoji-based questions allowing employees to promptly and effortlessly provide responses. One exceptional feature of this procedure is that employees can record their workout hours monthly, and the winner for each month is selected based on the number of hours logged. This incentivizes employees to prioritize their fitness and exercise more regularly, improving their fitness levels. In addition to monitoring fitness, the Emojot Wellness Program tracks employees’ stress levels. If an employee’s stress level is consistently high, an alert will be sent to the top management, allowing for timely intervention and support. Metrics Breakdown The organization analyzes wellness metrics by categorizing data by department to gain insights into each team’s well-being and identify potential areas of concern. The fitness challenge metrics are shared with the entire team on a monthly basis to motivate and engage employees, while stress management-related metrics are shared only with senior management, with personally identifiable information anonymized to protect employees’ privacy. This enables senior management to make informed decisions to support and empower their workforce. Stress management notifications are sent exclusively to trained HR personnel to ensure responsible handling of sensitive information and protect employee well-being. Fitness Gamification Metrics Breakdown Business Team’s Workout Hours: A 6-Month Review Engineering Team’s Workout Hours: A […]
Introduction 360-degree feedback management is a process that helps individuals to gain a comprehensive understanding of their strengths and weaknesses by receiving feedback from multiple sources. The process typically involves gathering feedback from an individual’s colleagues, supervisors, direct reports, and even external stakeholders. The feedback is collected through surveys or assessments that are designed to evaluate an individual’s performance across a variety of areas, such as leadership skills, communication skills, teamwork, and problem-solving abilities. The feedback is then compiled into a report that provides a holistic view of the individual’s performance and areas for improvement. 360-degree feedback management can empower and enhance the employee experience in several ways. Firstly, it provides employees with a more comprehensive and objective understanding of their strengths and areas for improvement, which can help them to develop and grow professionally. Additionally, it helps employees to receive feedback from multiple sources, including peers, managers, and direct reports, which provides a more well-rounded view of their performance. This can help employees to feel more supported and valued, as they are receiving input from a variety of stakeholders. Moreover, 360-degree feedback management can help to foster a culture of continuous learning and improvement within an organization. When employees receive feedback regularly, it encourages them to reflect on their performance and identify areas for development, leading to personal and professional growth. Overall, by utilizing 360-degree feedback management, organizations can enhance the employee experience by providing employees with the tools and resources they need to succeed and grow, leading to increased engagement, job satisfaction, and overall organizational success. Ideal 360-Feedback Management solution Not all 360 feedback solutions are created equal. An ideal solution should have several features that make the process of collecting and analyzing feedback easy and seamless. Firstly, the solution should be easy to set up and administer. […]
Empowering SMEs with Complaint Management Solutions and Workflow Management Platforms for Customer-Centric Digital Transformation
Introduction Customer satisfaction is a key element in the success of small and medium-sized enterprises (SMEs). In an increasingly competitive business environment, SMEs must prioritize customer-centric digital transformation initiatives to stay ahead. One crucial aspect of this transformation is the implementation of an efficient complaint management solution supported by a powerful workflow management platform. In this blog article, we will discuss the importance of these solutions for SMEs and how they can contribute to customer-centric digital transformation initiatives. The Importance of Complaint Management Solutions for SMEs An effective complaint management solution provides SMEs with the ability to record, track, and analyze customer complaints, helping them identify underlying issues and implement corrective measures. By resolving customer complaints promptly and efficiently, SMEs can improve customer satisfaction, maintain a positive brand image, and foster long-term customer loyalty. Leveraging Workflow Management Platforms for Digital Transformation A workflow management platform is a powerful tool that allows SMEs to design, implement, and manage complex workflows for their complaint management system. By utilizing such a platform, businesses can create custom workflows tailored to their unique complaint management needs, ensuring that the solution is flexible and adaptable. Workflow management platforms also facilitate seamless integration with other systems, such as CRM or ERP systems, providing a comprehensive view of customer interactions. This integration allows SMEs to gain valuable insights into their customers’ experiences and improve their overall customer-centric digital transformation initiatives. Incorporating Emojot into Your Customer-Centric Digital Transformation Strategy While there are several workflow management platforms available, Emojot stands out as a highly customizable and efficient solution for SMEs. Emojot’s Workflow Management (WFM) platform offers a robust workflow engine, enabling businesses to create custom workflows for various complaint management scenarios. Emojot’s solution also includes key features such as omnichannel support, ticket management, prioritization, automatic assignment, automated reach-back capability, reporting […]
While many organizations may realize the importance of employee engagement, it appears that they continue to achieve little in the way of improving it. In fact, a 2017 report released by Gallup shows that only 33% of U.S. employees feel engaged. If that isn’t bad enough, the worldwide engagement rate is even lower – a dismal 15%. So why is this so low? While there are many factors at play, one major contributing factor is that the surveys used to measure engagement are infrequent and often very generic. That being said, let’s look at five reasons why employee engagement surveys need to be a continuous process. 1. Progress Needs to be Monitored Gallup explains that “Many companies simply conduct an annual survey…but they don’t sufficiently follow up. This has never worked and will never work. It’s not what our most successful clients do.” In other words, checking up on engagement once a year may help measure annual milestones, but it doesn’t give employers a chance to see how engagement is evolving for the other 364 days. Consequently, employee engagement could plummet, and nobody will know that there’s a problem until a full year later. During that time, it’s safe to say that people will have left the organization or lowered their productivity. 2. Workforce Changes As older employees leave the workforce, members of the younger generation inevitably take over; however, different age groups have different needs. What may have kept someone in their 50s engaged isn’t necessarily going to work for a person in their 20s. Case in point, baby boomers valued loyalty and job security. It wasn’t uncommon – even expected – for these individuals to stay with a company for decades. Millennials, on the other hand, want a job that offers autonomy and flexibility for things like vacations. […]
A Play by Play of the Company’s Vision, its Earliest Inception, and a WIP Towards a Continuous Mission in the Technology Space There is always a distinct history behind any organization – how it began, its first steps, important milestones achieved and the people who have worked towards making its initial vision a reality. Our vision which eventually became a reality was Emojot – a company that has grown remarkably over the past few years. So, sip on a cup of coffee (or tea if you like!) as we take you through a stroll down memory lane on how it all began. So, How Did it All Begin? Our company’s vision – to be the global leader in customer experience solutions with our emotion-based customer/employee/audience engagement solutions – was given its roots when our very own CEO, Dr. Shahani Markus was a lecturer at the University of Moratuwa, a top-notch university, that had a reputation for producing some of the most intelligent graduates within the Sri Lankan tech industry. Dr. Markus was an inspirational mentor to her students and was responsible for supervising the university’s final year projects. With her vision of encouraging students to create startups, she bootstrapped a product concept with two of her students – Andun Sameera and Sachintha Rajith in 2014. The founding team also included Dr. Markus’ colleague Manjula Dissanayake, who came with prior experience in the product space. In 2014, Emojot’ magic began with these 4 special and dynamic individuals. Converting Initial Meetings into Positive Proceedings With our founding team at Emojot working hard and overcoming the challenges that came their way, we were fortunate enough to be named as one of the top 3 event technologies at a conference held in Australia in 2015. This was certainly a massive stepping stone for us. Our success […]
It’s a debate that’s sweeping the internet. What is the plural of the word emoji? Some say it’s “emoji,” others say “emojis.” The word emoji comes from the Japanese words “e,” meaning picture and “moji,” meaning character. Following the rules of the Japanese language, there would be no “s” used to make the word plural.Did you know that the word emoji originated from Japan? However, many English grammatical organizations have taken stands in favor of the plural “emojis.” Mark Allen, a board member of the American Copy Editors Society wrote in an email to The New York Observer, “when words enter English, we usually make them play by our rules, so I think ’emojis’ has the edge.” The Associated Press and dictionary.com seem to agree with Allen. Both sources have “emojis” listed as the plural of the word.How do you feel about using the word “emojis” as the plural of the word “emoji”? A study performed by emojipedia.org in May of 2016 shows trends in searches for emoji pluralization. As of May, “emoji” was still the most popular pluralization, however “emoji” was trending steadily downward as “emojis” was trending upward. It looks like there is no concrete answer yet. Maybe time will tell, or maybe we will never know. Overall, what matters is which version of emoji plural you want to use.