Agreement on Confidentiality and Processing of Personal Data

MURS (also referred to as “our”, “us” and “we”) understands the privacy of users and takes privacy issues very seriously. By visiting and future MURS websites, applications and / or domain names at https://app.murs.ai, https://en.murs.ai, including its subdomains and mobile-optimized sites. version (hereinafter referred to as the “Site”) or otherwise available content, products, mobile resources and applications for mobile devices for iPhone, iPad, Android or other smartphones or tablets (hereinafter referred to as the “Service”) is owned or operated by MURS, you acknowledge and accept the terms of this Privacy Policy (hereinafter the “Policy”). This Policy is a binding agreement between MURS and you through our Site; On our registration page https://app.murs.ai / register. By providing his personal data, the Customer / User grants the processing, storage and use of his personal data on the basis of Federal Law No. 152-FZ “On Personal Data” dated July 27, 2006.

If you do not agree with the terms of this Policy, please close this web tab and stop browsing our Site and / or using the Services.

Personal information means any information of a personal nature that makes it possible to establish the identity of the Customer / User, such as:

Full Name

Date of Birth

contact number

E-mail address

Mailing address

Customer / User by joining this Agreement

and by transmitting personal data, it unambiguously declares the following:

Expresses usage on a data system with or without

use of such funds (including collection, recording, systematization, accumulation, storage, clarification (update, change), extraction, use, transfer (distribution, provision, access), blocking, deletion, destruction).

By providing his data, the Customer / User gives a receipt for receipt

via Viber, Push notifications, email, Facebook, Telegram, WhatsApp.

Each of the Parties undertakes not to disclose confidential information received from the other party in connection with the execution of the Agreement.

For the purposes of the Agreement, “Confidential Information” means all information related to trade secrets, business relationships, transactions, products or connections of the Customer. and / or receiving services, information about which can be submitted to the Contractor (the Party that receives this or that information) in any format or on any medium.

In exchange for the information of the Customer, provide the Contractor in accordance with the Agreement (including by its representative the persons and proxies referred to in Clause 9.3.1.

kept as confidential and not reproduced, not copied (in excess of what is reasonably necessary for the purposes of the Agreement);

will not be transferred, disclosed or otherwise become available to any other third Party (with the exception of the represented persons, employees, proxies of the Contractor, who need to know and use Confidential Information for the purposes of the Agreement);

is not used for any other purpose, except for the purposes of the Agreement;

stored in compliance with security measures.

The provisions of this Agreement shall not apply to information that:

is or becomes generally known for reasons other than a violation on the part of the performer;

open for distribution by the Customer;

must be disclosed in accordance with the law or any regulatory legal act of the executive authority;

became known or was known to the Contractor without the Contractor’s obligations on confidential information.

In the opinion of the Customer, it should be kept secret that it has the right to hide, disguise, in any other way change this information. At the same time, the Customer is obliged to keep the transformation and formatting of the data provided unchanged.

In the event that the Contractor knows the facts of illegal copying, disclosure or use of any Confidential Information of the Customer, the Contractor shall immediately notify the Customer, and if the Customer requests, take measures that If necessary to prevent further illegal copying, disclosure or use, these measures will be taken.

Information we collect

We collect various personal data (“PD”) about users of our Services in order to provide a quality user experience. “PAP” means information that we may use to identify or contact you, such as your name, address, telephone number, email address or other contact information. It is your responsibility to ensure that all information you submit to us is accurate. Inaccurate information may affect our ability to contact you as described in this Policy. The personal data collected by us is protected as personal data in accordance with applicable data protection legislation. PD does not include “Aggregated Information”, which is information or data that we collect when users’ personal data has been deleted, including metadata about your use of the Services, IP address logs, device and location information. Aggregated information helps us understand trends, user needs and other information to provide improved Services and can be used by us for any purpose. We may also collect other non-personal information about your use and interaction with our Services. “Non-personally identifiable information” means information from which we cannot identify an individual. Non-personally identifiable information is not considered PD unless we combine it or associate it with the PD you provide to us. You can request the deletion of all your data by sending an email to register@murs.ai with the subject line “Delete my data”.

How we collect data

We collect information that you provide to us when registering or using our Services. When you register for a MURS user account (“Account”) on the website or mobile application, you will be assigned a unique account identifier that will be associated with any information you provide to us in your account. You may also provide us with information that allows us to contact you or use certain features available through our Services without registering an account, such as when you fill out a request form, leave a review, send us an email, or engage in communication with our team.

Your emails, calls and other correspondence to and from us may be logged for a variety of purposes, including: monitoring customer service quality or compliance, verifying the accuracy of the information you provide to us, preventing fraud, or educating our employees or customer service representatives. Any information received from you through customer support will be processed in accordance with the provisions of this Policy.

Information We Collect Automatically

Even if you do not provide information to us, we automatically collect certain information about your use and interaction with our Site and / or Services. For example, when you visit our website, our systems automatically maintain web logs to record data about all visitors who use our website and store this information in our database. These web logs may contain information about you, including the following: IP address, the type (s) of operating system you are using, the type of device you use, the date and time of your visit to the website, your activity and / or referring web sites. We use your log information to troubleshoot problems, collect demographic information, customize your experience when you access our Site, Services, and for other business purposes.

Information obtained from other sources

We may receive information about you from external sources, such as commercially available demographic or marketing information, and add or combine it with your information to provide you with better services and to inform you about the Services or other information that may be of interest to you. Our Site offers you the option of using your social media credentials (e.g. Facebook, Google, Apple, Murs, etc.) to use single sign-on to sign in to our Site, and in this way, we may also collect certain information from you. at login. We will not collect additional information from you when using your social media credentials, in addition to information that third parties disclose to us.

How We Use Information

In order for us to provide and maintain our Site and Services, and to improve your user experience, we will use your information in accordance with your instructions, including any applicable terms of your Customer Agreement and applicableth legislation. MURS uses your information in accordance with our legitimate interests in the operation of our Site, Services and business. In addition, MURS uses your information to:

Design, research, process, protect, modify and improve our communications, Site and Services.

Send correspondence to your email address, including sending links for password verification and retrieval, billing, account management information, newsletters, responses to inquiries / offers and other notices related to the Site and the Services.

Improve the user experience and provide customer support.

Research and help prevent security issues, abuse, and violations.

User registration on the site

Fulfillment by the Contractor of obligations to the Customer

Disclosure with your consent

We may share your information with third parties if necessary to provide you with the Services or to support the technical operation and / or maintenance of our Services, including a third-party application that you may use within the Services. We may also share information with our affiliates, agents, third party vendors or service providers to perform functions on our behalf. When a third party acts solely on our behalf or otherwise, as the case may be, we use reasonable commercial efforts to require that party to comply with the privacy practices set out in this Policy or to have additional privacy protections to protect your information. We do not share your information with unaffiliated third parties, except as permitted by this Policy.

How we protect information

We use industry standard protocols and technologies to protect your registered user information and personal data in order to protect and encrypt data for transmission in a format that prevents data theft by unauthorized third parties, including internal audits of our data collection, storage and processing methods, security measures, and physical security measures. However, please note that the Internet and e-mail transmission are not secure or error-free means of communication. We also strongly recommend that you take additional steps yourself to protect and maintain the integrity of your information. For example, you should never share your Account or login information with other people, and be sure to log out when you’re done using a shared or public computer. We strongly advise you to be aware that if you use or access our Services through a third-party computer network (for example, an internet cafe, library) or other potentially insecure Internet connection, such use is not recommended and is solely at your own risk. It is your responsibility to check your privacy and / or network security policies in advance prior to accessing the Services. We are not responsible for your processing, transfer, re-exchange and / or distribution of your information, except as provided in the Policy.

Withdrawal of consent to the use of personal data

Any user of our Service has the right to send us a request to ensure that the rights to:

Access to personal data of the user;

Correction of the user’s personal data if they are inaccurate or incomplete;

Revoke the user’s consent to the use, storage, processing, processing and / or disclosure of the user’s personal data.

Upon receiving your request to revoke the processing of your data and after due consideration, we may edit, deactivate and / or delete your personal data from our Service. We may not be able to delete all of your data from some of our databases, in which case we mark such data as permanently inaccessible.

Use of cookies

We use cookies and similar technologies to track and collect data about your use of our Site and Services. Cookies are small text files that our Site transmits to you and that allow us to recognize you and receive data such as how, when and how long you visit our Site. Either we or our affiliates and authorized service providers may also use beacons, which are small files, sometimes as small as one pixel, embedded in the pages of our Site. Beacons are used to identify each of our pages for analysis using our system tools. You can always set your browser to refuse cookies and beacons. For more information visit www.allaboutcookies.com.

Third party services

Our site and our services may also contain hyperlinks to the sites of our commercial partners andother third parties. If you click on such links, you decide to visit such websites and will be redirected to them. If you click on a third party link, our Policy and Terms of Service will no longer apply and you will review them at your own risk. We are not responsible for the privacy and personal data policies used by such third parties (including any tools, cookies, information or content contained therein) and we have no control over the way that such third parties may collect, process, process or use your personal data. You are strongly encouraged to check the privacy settings, policies and / or notices applicable to such third party sites and services before viewing or using such third party websites and / or services.

The Contractor undertakes not to transfer the received personal data to third parties, with the exception of the following cases:

At the request of the authorized bodies of state power of the Russian Federation only on the grounds and in the manner established by the legislation of the Russian Federation

Strategic partners who work with the Contractor to provide products and services, or those of them that help the Contractor to sell products and services to consumers. We provide third parties with the minimum amount of personal data necessary only to provide the required service or conduct the required transaction.

Processing payment information

We use third party payment processing platforms. These platforms will ask you to disclose sensitive personal information (such as credit card number, username and account password) to them in order to make purchases and transactions related to our services. Such third party payment processing platforms are governed by their own security standards, policies and terms of use. We are not responsible for their operation, safety or other functionality. We strongly encourage our users to take online security measures to protect their financial information, both here on the Site and elsewhere. We will not collect or store your sensitive payment information.

Marketing tools

From time to time, we may use Google Analytics, AdWords and / or AdSense tracking codes, as well as other third party software tools (such as remarketing codes), to collect marketing analytics about the pages you view on our Site, or when you commit to specific actions through our services. These platforms may also use cookies, codes and other technologies to help us analyze our user behavior patterns. For example, third party vendors may show you Murs advertisements on certain websites on the Internet, even after you leave our Site. The information collected is anonymous, meaning it cannot be traced back to individuals. Using Google and other analytics tools, we will learn how to optimize and serve ads based on past user visits for a better experience. Our third party vendors may also use cookies and beacons to track your browsing experience in order to show you advertisements based on what they or we deem to be of interest to you. Such information will be processed for the purpose of assessing your online activity and consumer preferences. From now on, by using this Site, you consent to such disclosure, processing and storage of data and / or personal data about you, either by us or by such third parties. In order to enforce and protect your privacy rights, you have the option to opt out of receiving this type of advertising from us or third parties, now or in the future. You can learn more about how to opt-out by viewing the Google opt-out and privacy pages located at www.google.com or the Network Advertising Initiative website located at www.networkadvertising.org. In addition, you can adjust your browser and system settings regarding how third parties will serve you advertisements.

Regional and international regulations for the protection of confidential data

MURS complies with the Federal Law of the Russian Federation on Confidentiality of July 27, 2006 N 152-FZ and the rules of the European Union GDPR in relation to the transferred personal information.

In accordance with the Privacy Principles, MURS is committed to resolving complaints about the collection or use of your personal information. Individuals who have queries or complaints regarding our Privacy Policy should first contact our Data Protection Officer by sending an email to register@murs.ai.

GDPR compliance

Lawfulness of data processing and consent

Personal data is processed only with consent. To do this, when registering, we ask you to confirm your agreement with this Policy when the user clicks the checkbox “I agreefor the processing of personal data “on our registration page https://app.murs.ai / register

Data minimization

We only included a minimal set of customer data:

Name when working via messenger

Name, surname, phone number, email for the administrator

Transparency

The personal data processing policy describes the use of data

Changing and deleting data

MURS provides an opportunity to clarify, delete or change data at any time.

Data protection agreement

Data protection officer

To contact our Data Protection Officer, write to us at register@murs.ai

Individuals living in certain countries, including the European Economic Area, have certain legal rights with respect to their personal data. Subject to any exceptions provided by law, you may have the right to request access to your information and to attempt to update, delete or correct that information. To the extent that the processing of your personal data by MURS is governed by the General Data Protection Regulation (GDPR), MURS relies on its legitimate interests described above to process your data. MURS may also process information that constitutes your personal data for direct marketing purposes, provided that you have the right at any time to object to MURS’s use of your personal data for this purpose.

The personal data of the Customer / User is stored exclusively on electronic media and processed using automated systems, except for cases when manual processing of personal data is necessary in connection with the fulfillment of legal requirements.

The Contractor reserves the right to unilaterally amend these rules, provided that the changes do not contradict the current legislation of the Russian Federation. Changes to the terms of these rules come into force after their publication on the Site.

News

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постановка целей через OKR

OKR — цели и ключевые результатыЦель в том, куда (к чему) я хочу прийтиКлючевые результаты — это все, что нам нужно знать о том, как и когда мы планируем достичь нашей цели. Стандартные цели и показатели против OKR Метрики и KPI ориентированы на прошлые показатели.OKR нацелены на результат в будущем.Управление через стандартное целеполагание = годовое управление эффективностьюУправление через OKR = непрерывное управление эффективностьюСтандартные цели и показатели против OKRЦели и основные результаты Основные принципы: Максимум 3-4 цели на команду/сотрудникаМаксимум 3-5 ключевых результатов на одну цельФормулируйте так, чтобы было понятно другим людямКлючевые результаты должны быть конкретными, измеримыми, амбициозными и в то же время в пределах зоны контроля.Формула на 3 месяцаСтавят на 1 год, в идеале на 3-4 месяца, но не на каждый месяц. Мы можем отслеживать результат каждый месяц. Контрольный список для создания OKR— в моем списке не более 5 целей— по каждой цели определяется 3-5 ключевых результатов— каждый из ключевых результатов может быть оценен в цифрах или процентах или может быть однозначно идентифицирован как достигнутый или недостигнутый результат через ответы да/нет— У меня достаточно ресурсов, навыков и возможностей для достижения ключевых результатов— В моем календаре запланирован еженедельный или раз в две недели анализ прогресса на основе зазубренных результатов.— мои OKR могут быть достигнуты за 3 месяца— по крайней мере, некоторые из моих OKR амбициозны и выводят меня из зоны комфортаАлгоритм работы с...

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CHECKLIST of Apple, Google, Facebook processes

Modern corporations have abandoned management to come to leadership. Management - you hire people to set tasks for them and control the execution. Leadership - you gather people for an idea, with whom you formulate goals and, instead of monitoring execution, you are engaged in freeing the team's paths from obstacles, most often in communications with other departments. Management - puts on positions, writes instructions, where a hierarchy of positions arises. LEADERSHIP- management at the level of interest for the joint achievement of goals, in order to develop first and second, to make money, where a hierarchy of goals arises, for which leaders take responsibility In other words, the leader manages through the mission, vision, principles of the organization, so that the team within internal agreements achieves its goals I digitized the most relevant processes at the start of the transformation of organizations, turned them into a mind map, which can be downloaded from the link in my profile @malikone In fact, here are the main points: Mission, vision principles and communication processes to the teamTeam - how do we find people like us, whom do we hire, adapt?Goals - how we set goals so that they are transparent at all levelsCommunication - how we conduct daily meetings, retrospectives, what channels we use, as task books, automationDevelopment - what processes help us understand who gets the promotion for what? So that the best find development inside, and not leave to look for a place for development on the sideOne-on-one meetings - the process of meetings every two weeks between the leader and team members, in order to sort out current goals, any other questions from personal life - is carried out in a coaching...

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OKR

OKR are objectives and key results The goal is where (to what) I want to come Key results are all we need to know about how and when we plan to achieve our goal. Standard goals and metrics vs OKR Metrics and KPIs focus on past performance. OKR focus on the results of the future. Management through standard goal-setting = annual performance management Management through OKR = continuous performance management Standard goals and metrics vs OKRs Objectives and Key Results Basic principles: 1. Maximum 3-4 goals per team/employee 2. Maximum 3-5 key results for one goal 3. Formulate in a way that is understandable to other people 4. Key results should be specific, measurable, ambitious, and at the same time within the control area 5. Formulate for 3 months 6. They are put for 1 year, ideally for 3-4 months, but not for every month. We can monitor the result every month. Checklist for creating OKR — there are no more than 5 goals on my list — 3-5 key results are identified for each goal — each of the key results can be assessed in number or percentage or can be unambiguously identified as an achieved or unreached result through yes / no answers — I have enough resources, skills, and capabilities to achieve key results — I have a weekly or biweekly progress analysis scheduled on my calendar based on barbed results — my OKRs can be achieved in 3 months — at least some of my OKRs are ambitious and take me out of my comfort zone Algorithm for working with...

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Hiring process

Before you start, you need to register and add employees to the service: instructions Where: Catalog - category “HR and staff development” - process “Hiring. Remote interview and candidate assessment ”link to the process This process will allow the bot to independently conduct a preliminary interview with candidates, then send their responses to the team for evaluation and suggest options for further actions for the candidate. Create this process and get a link that you can send to all applicants who applied for your vacancy - using this link they will have access to the remote interview process. How to add a process: Click the “Add” button to add the process to your personal account. It will be copied to the Processes section.Click the "Go to Process" button to open its settings How to set up a process: Who will evaluate the candidate - select the employees who will evaluate the candidate after he passes the interview through the bot before the answers are sent to the decision-maker (manager, owner, HR)Candidate Evaluation Questions - Questions that the bot asks your employees to evaluate a candidate. You can edit existing questions or leave as is 3. Questions for the candidate - questions that the bot will ask the candidate. Leave existing questions or edit them 4. The decision-maker will receive the results of the candidate's survey and his assessment by other employees 5. Selecting a bot, starting date and a group for the candidate - you can leave it by default 6. Link for an invitation - you can click on it to copy and send to candidates. However, the process must be running (Run button) for the link to work How do I set up notifications about candidate replies to private messages? Open the recruitment process (tab "Processes") and click the "Notifications" button Click the "+ Add notification" icon to create a new notification, come up with a name Select an employee who will receive the interview results Check the interview questions that will be answered by this employee Click the "Add" button How do I set up notifications for candidate responses to a specific group? Create a notification and switch to the “group” tab, then press the “Find” button and follow the instructions Press the button "Check" and...

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Script training

Before you start, you need to register and add employees to the service: instructions Script training is hidden from the personal account of new users. To connect them, write a request to the support service The murs.ai service has a salesperson voice training system that analyzes the manager's responses to the client at different stages of sales - for compliance with scripts (speech modules). You only need to add your scripts to the system and come up with a training script through a bot, after which you can launch this process for a sales department of any size. How to add your scripts: 1. Go to the "Scripts" tab and click on the "+" sign, in the "name" field write the name of the script stage (for example, "greeting" or "objection handling") 2. In the window that opens, click "add script text" and write a script that the manager should speak when communicating with the client. If the manager uses words in the script that should change in each dialog (for example, the manager's name), then instead of this word, several spaces or "_" characters are inserted in the script, for example, "Hello _ my name is _"‎ How to create a training: 3. Go to the "Training" section, press the "+" sign and follow the further instructions. 4. When you reach the item "Training questions" - click on the line "new question" to edit it. This question will be received by your manager, to whom you will set up the training. Set the question type to “Audio” to receive only voice responses. After that, in the “Script:” field, be sure to select the reference script previously entered into the system that corresponds to this question. After each question, you can create the next one by entering it in the "next question" column according to the same principle, and then click "save" to make it appear. You can create very long workouts that include a series of scripting questions. In this example, the first message will contain a greeting and an invitation to click the "Yes!" to receive the following message prompting you to train your welcome script: 5. Specify the date and time for starting the workout, select the default bot, and set up notifications if you need them, after that, you can start the process - the manager will receive a notification about the workout at the time that you specified. Process algorithm: 1. When the manager receives a question from the bot that you configured, for example, "Imagine that the client said" expensive "to you, what will you answer to him?", Then he must answer using the script that you previously added to the service and associated with it a question. The task of the manager is to hold down the microphone icon and speak the script for working out this objection, as closely as possible matching the script in the system. 2. The manager's voice message is sent to the service, the voice is transcribed into text and the analysis of the correspondence of its contents with the reference script is carried out. As a result, the answer is evaluated on a scale from 10 to 100, where 100 is in full compliance with the script. 3. If there are several questions in the training that involve the answer with a voice message with the analysis for compliance with the script, then as a result the arithmetic mean of the compliance is calculated for all stages of the script that were used in the training 4. The arithmetic mean is formed into points and displayed to the manager in the form of a training report, for example: 5. Manager's voice messages, as well as the results of his training, can be sent to any employee of the company or in a separate chat, depending on how you decide to set up notifications 6. Additionally, the manager's response is analyzed for the presence of parasite words and stop words, for example, "Well ... I don't know ... damn it ..." if they are found, they are automatically included in the generated report View and listen to the results of managers' training for a specific period or specific...

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Meetings 1: 1

Before you start, you need to register and add employees to the service: instructions Where: Catalog - category “HR and staff development” - process “Meetings 1:1” How to set up a process: Add a process from the catalog Choose a mentor to conduct a meeting with your menteeDialog - opens the message builder, which already contains a template for all the questions needed for this process. Click on the first message to provide the name of the employee with whom the meeting is scheduled, and also insert a link to the document in which you collectively record the arrangements for these meetings (e.g., a google docs document) Choose the date and frequency of this processYou can leave the default bot and nameNotifications can be set upStart the...

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Peak Experience Exercise

What is a 'Peak Experience'? Peak experiences are joyful and energizing moments in someone's career that give the employee a sense of value and purpose. What are they needed for? The Peak Experience Exercise is a coaching tool that allows training participants to look at their own values and career experiences through introspection or self-reflection. They will then be able to assess their current situation and determine what their career path might look like. Who can host this seminar? Within the framework of the seminar, the Peak Experiences Exercise can be conducted by HR teams or managers with their teams. What is my role as a mediator? Use this guide to guide your training participants through peak experiences and help them develop their careers. Ask open-ended questions and encourage the exchange of views between participants. This will help participants discover their own values and a potential path forward. How does it work? Participants will be asked to identify 3-5 experiences in their careers when they felt they were at their "peak" and 3 experiences that they felt like failures. The most important part is thinking about your discoveries. Can the participant identify any common themes or characteristics of their experience? For example, does time matter? Do they like working in a team environment more? Have they identified specific or abstract objectives? What are peak experiences for? Peak Experiences is a coaching tool that allows training participants to self-observe or self-reflectively look at their own values and career experiences. They will then be able to assess their current situation and determine what their career path might look like. Then the participants define their core values. Participants can value everything from financial rewards to recognition. The important thing is not to judge them and to make them honest themselves. If someone is motivated by the recognition, position, and job they want, they should be able to make it happen. If they are motivated by financial rewards, they can choose a job that has a quota or bonus incentive associated with it. Finally, the practice of peak experiences forces participants to reflect on how their current role or projects meet their values and how often they reach their peak of the experience. Is there a role that naturally fits? Is there an opportunity for them to experiment multi-functionally? Download questions for conducting training on peak...

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Retrospective

Before you start, you need to register and add employees to the service: instructions The process helps the team to recognize achievements, plan a new work sprint and ask ourselves the question: how can we become better? It is important to use the principles of good feedback, not to criticize, but to help colleagues and the team find solutions. Where: Catalog - Project Management category - Team retrospective How to set up a process: Add a process from the catalogSelect who will participate use a ready-made question template or make changes to any of themChoose the date and frequency of the launchSelect the name of the process and bot (you can leave the default)Set notifications (optional)Start...

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How to increase employee engagement?

The world is currently experiencing a crisis of employee engagement, and the latest data show that only 13% of workers worldwide actually do their job in the workplace. The Gallup Organization, an American Institute of Public Opinion, has tracked employee engagement in the United States since 2000. In 2018, they noted that in the United States, engagement was only 34%. The remaining percentage of employees were categorized as “uninvolved”, who are generally satisfied with their place of work, but not emotionally connected with it; they just come to work, do the minimum, and leave the company quickly if they get the best deal. In Russia, in 2019, the Theory and Practice project published a study of the corporate training and development industry, during which 270 respondents from 237 Russian companies were interviewed. 30% of respondents said that for them the key challenge of the personnel market is the low involvement of their employees in achieving business goals. So why aren't employees involved, and what can organizational leaders do about it? After all, numerous surveys and studies show that employee engagement has a positive effect on a company’s bottom line and increases customer satisfaction. Here's what Gallup offers: Include involvement in your human capital development strategy Gallup research shows that fast-growing companies have clear goals for increasing employee engagement. These include broad and active management involvement, a communications strategy, dedicated systems that enable leaders and managers to obtain and use employee engagement data, and training and development of team members. The best approach to engaging staff is not just "start and finish." Engagement needs to be an ongoing process that works in parallel with your day-to-day business processes. Use science-based tools to measure the engagement Since the study of employee engagement began in the late 1990s, many have started offering their own tools to measure and measure it. Almost every employee survey, regardless of its purpose, is called an “engagement survey”. But few tools have been validated or peer-reviewed. As a result, many companies are trying to increase engagement by focusing on issues that do not affect employees in any way and, as a result, waste their time. Understand where the company is today and where it wants to be in the future Many companies aim to increase employee engagement in a month, a year, or two. But the capabilities of each company are different. On average, companies are advised to outline a 3-year roadmap. However, it all depends on the needs of the company. The main thing is that the goals are realistic and achievable. 4. Focus not on specific numbers, but on the process Some companies focus on changing the overall percentage of employees involved, ignoring tactical elements that drive productivity. Engagement is the result of specific performance management activities, such as clarifying work expectations, providing people with what they need to do their job, ensuring development, or working on positive communication with colleagues. 5. Make engagement on par with other workflows Engagement means investing in day-to-day work and incorporating the concepts of engagement into the workflow, even as the organization changes and takes new initiatives. When leaders prioritize new initiatives, managers must provide employees with new resources and enable them to do what they do best. Building a culture of engagement requires more than just completing annual employee surveys. This requires the company to take a close look at the critical elements of engagement that will align with the organization's performance and human capital strategy. Managers and leaders should always keep employee engagement in mind because every interaction with employees can affect their engagement and the effectiveness of the organization as a...

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