Tareef Jafferi

DEBI revolutionizes employee engagement by combining weighted behavioral analytics. With components like daily check-ins, open feedback, peer recognition, and values alignment, DEBI provides a real-time engagement score, empowering organizations to foster a culture of accountability.

Organizational psychology shows the best response to critical employee feedback is often not immediate action, but communication - listening to understand concerns and sharing context. Focusing on small viable solutions while engaging in constructive dialogue builds trust and alignment.

Time-tracking tools hinder productivity and morale, especially for knowledge workers. Research and anecdotal evidence show that fostering employee engagement and continuous performance management are more effective.

The Fogg Behavior Model shows behavior happens when motivation, ability, and prompts converge. To drive change, focus on increasing motivation and ability by connecting tasks to values and removing barriers.

Companies claim culture is a top priority but struggle to progress without regular measurement. Annual surveys provide snapshots, not ongoing insights. Organizations must consistently track key metrics like eNPS, turnover, and well-being to make data-driven improvements.

How we measure performance and engagement is as critical as what we measure. Methods can impact data accuracy and drive unintended consequences. To get a true picture, consider context, timing, behaviors, not just attitudes, and beware of misaligned incentives.

Negative workplace behaviors drive employees away 10 times more than low pay, an MIT study finds. Survey data shows a stark disconnect, with 1 in 5 frontline workers frequently facing toxicity while CEOs remain insulated. Perks can't compensate for unchecked bullying and mistreatment.

Companies should shift from traditional methods like annual surveys to a continuous feedback culture to enhance employee feedback. Implementing frequent feedback, feedback training, and pulse surveys can build trust, increase engagement, and encourage constant growth.

The Big 5 Personality Test and cultural fit assessments provide a scientifically-backed method for hiring and team building. However, organizations should be cautious with popular yet unproven tests like MBTI, which lacks the Five-Factor Model's empirical strength and predictive accuracy.