Psychological safety and honesty are vital for high-performing teams, but can clash. Polite cultures may hinder accountability. Reward honesty, model vulnerability, and use tools to enable open communication while ensuring psychological safety.

Learn how a leading global luxury brand boosted their team's engagement from an eNPS of -13 to +84 within a year using Happily.ai. This daily check-in tool fosters open communication, allows safe feedback sharing, and builds trust among employees.

Boosting employee engagement can be simplified through regular small actions and discussions. Shared responsibility for engagement, data-driven problem-solving, and tools like Happily.ai can effectively increase eNPS and drive significant change.

Boosting employee engagement is crucial but challenging. This article offers 10 evidence-based strategies from organizational psychology and behavioral science to enhance engagement and productivity, helping leaders build thriving teams.

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.