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Marina Tognetti to present at the Women Economic Forum in New Delhi

Posted May 8th, 2017 by myngle
Categories: Myngle News, Uncategorized

mYngle CEO Marina Tognetti is presenting now at the Women Economic Forum (WEF) in New Delhi, a global conference to empower conversations and connections among women committed to foster constructive change in ALL walks of life.
The main theme for WEF 17 is “Creating, Innovating, Understanding and Driving the Future”.
Participants from all over the world are sharing their business expertise, their learning, their stories, their inspiration, their drive and focus and their message or cause. They will talk about different verticals, as Entrepreneurship, Thought Leadership, Sustainability, Innovation, Industry or Country specific topics etc.
Marina will contribute with two different stories – you can watch online her contribution here: http://weftv.org/:


Plenary session on the main stage about Creating a New Thought Leadership, where Marina will talk about Tech entrepreneurship: the ultimate challenge.

The issue about female leadership is amplified in tech start-ups: Women are as innovative as men and companies run by women are as successful. So why are there so few women tech entrepreneurs?

Here, Marina will talk about her own experience as female tech entrepreneur of a venture capital backed start-up. She will talk of leadership and the ultimate challenge, because “If we can make it there, we can make it anywhere.”

Leadership banner WEF

Date/time: Monday 8th May at 11:00am (local time)


Parallel session about Entrepreneurship, and in particular: Change is an essential part of being entrepreneur.
The entrepreneurship theory talks a lot about how to start a company: start with the customer in mind, start with experiments, start with a Minimum Viable Product etc. But what happens after you have launched? What if it is not really going as expected? Can you save a troubled start-up, identify the reasons for failing in the market, and rectify then? Marina will share the true story of mYngle, and give tips on how to turnaround a start-up.


Entrepreneurship banner WEF

Date/ time: Tuesday 9th May at 6:00 pm (local time)


Marina will also contribute as Advisory Executive Council in the vertical Theme: B-1 (Presentations by Start-Ups, Entrepreneurs, Fund Managers, Investors & Innovator)

  • What? Women Economic Forum 2017, theme: Creating, Innovating, Understanding and Driving the Future
  • When? Monday 8th May to Saturday 13th May
  • Where? B-II/66, MCIE, First Floor, Mathura Road, New Delhi – India

mYngle CEO: one of the 50 most inspiring women in tech

Posted April 11th, 2017 by myngle
Categories: Press

It is a great day to start off the week today, announcing that our CEO, Marina Tognetti,  has been nominated by the INSPIRING FIFTY foundation one of the 50 most inspiring women in tech in the Netherlands for this year.
INSPIRING FIFTY is a great foundation that encourages all those women who want to work in the technology field to get inspired, with a “yes, you can do it” approach.

Technology is in fact a field where female leadership is still very much under-represented. As we all know, a low percentage of women are in the board or leading Fortune 500 companies; but even a lower percentage is owner of a tech company. Only 5% of tech start-ups are owned by women. And those start-ups owned by women only 4% receive venture capital funding.

Technology is revolutionizing every part of our life and our society. Yet women are still not participating in this revolution in sufficient numbers. The tech world needs to be shaken and women need to gain awareness of their potential and capabilities and push themselves behind their limits.

INSPIRING 50 wants to give examples of role models that can inspire more women to start in the technology sector. This is one of the reasons that is making us proud of having as lead of mYngle a role model and reference point for all the aspirant successful women in tech.

Marina is among those fifty who are challenging the status quo in 2017, demonstrating that technology is a field women can access and excel in.

This prize will be added to the belt of the Awards and recognition she has been winning during her journey as a CEO and Founder of mYngle, bringing language learning for professionals to the next level.

We, as mYnglers, are honored to take part of mYngle’s success, hoping to broaden our worldwide reach to those professionals who are still looking for an effective and tailored made language learning program.

Team building activity at De Ceuvel

Posted April 6th, 2017 by myngle
Categories: Community

On Friday, 10th of March the mYngle team was blessed by a pre-spring sunny day in Amsterdam at De Ceuvel to get the hands dirty while contributing to an inspiring and environmental sustainable project!



All the participants at the volunteering day @De Ceuvel


It was an intense and rewarding day, collaborating to the concept started by De Ceuvel in 2014.

Located in Amsterdam North, De Ceuvel has an intriguing story that dates back to 1919, when the construction of the Shipyard Volharding started and with it a long chapter of shipbuilding activity that lasted for 80 years.

In 2000, the shipyard closed its doors to become a sustainable office park “De Ceuvel” in 2014, the year of its official opening.

Since then, the contaminated site has been transformed into an inspiring, sustainable place – the most unique urban experiment in Europe, with its projects and concepts based on the sustainability of living and working.

A broad spectrum of projects is carried out daily @De Ceuvel. Here you can find the Biogasboat project (learn more here: http://www.biogasboot.nl), the Circular Buiksloterham, Compost Toilet, Heat Exchanger, Helophyte filters, and many more.

Our team had the chance to work on two main projects. We split in different groups, together with other brave employees and volunteers, and we got involved in:

  • Upcycling project

Main objective of the day was to set up the recycling house, where waste would be separated according to its material. We built its roof and use our creativity to recycle the litter collected in the neighborhood to define the different material sections – glass, paper, plastic, metal and organic. We definitely felt we fully applied one of their core concepts: turn what many people view as waste into something of value.



  • Gardening project

Most of the plants @De Ceuvel are destined to absorb the pollution and metals coming from the past time this ground was devoted as a shipyard. Keeping this in mind, we were involved in uprooting those plants carrying the metals inside their veins.

After that, we got the ground ready to plant other plants that would also contribute to slowly purify the ground. We had real fun while digging, clipping, raking and trimming – under the sun and a magnificent blue sky!




Satisfied and proud of our productive day, we ended the day enjoying a great beer at the Café De Ceuvel!



Looking forward to the next team building activity!


4 Online Hacks for Language Immersion Regardless of Your Location

Posted March 20th, 2017 by myngle
Categories: Language Learning


“I learned that word, but I can’t remember what it means.”

How often does your memory fail you? Often enough?

That can be discouraging but remember: practice makes perfect. What you may need is language immersion. That is immersing yourself in a language regularly until using it becomes reflexive, almost second nature.

A busy work and social life could make regular language training challenging. Luckily, there are some smart, and even unexpected, online language immersion tools with which you can practice a foreign language on a daily basis, either at home or on the go!


Benefits of language immersion

Practicing language immersion by using web-based software and apps is a smart way to improve your language skills because it is convenient, relevant, and cost-effective.

Being online means being anywhere in the world without leaving your front door. You don’t have to take a two-hour flight from Germany to Spain in order to practice Spanish with a native speaker. Skype or Hangout can connect you to someone in Spain in a matter of seconds.

On the internet there are almost no borders that limit what you can do. If you have a hobby, you can find people with the same interests as you with a quick Google search.

Online language training is often more convenient than classroom lessons, as there is no bricks-and-mortar cost involved. Platforms like Coursera or EdX  even offer some courses for free, as their mission is to make education more accessible for the mass.

4 Tips for Online Language Immersion

1. Curate playlists in on Spotify

Language learners can use Spotify as an immersion tool because you can use the app to create playlists with songs in the language that you are learning.

Whether you listen to music all day or just when you relax, Spotify has something for you. Spotify also curates and updates playlists with music in different languages that match your activities, for when you work out, have dinner or just chill.

Can you estimate how many new words and phrases you would pick up daily?

2. Cook your favourite meals using online recipes

Eating the food of a country might not help you much, or at all, to learn the language of that country. However, cooking one of its famous dishes will bring you closer to their culture and you can practice the language by following the recipe.

If you are learning Spanish, for example, search online for “receta española tortilla de patatas” and you will find more recipes than you can probably cook.

There are options for written instructions as well as how-to videos. Cookpad is a good site for the former and YouTube is an excellent alternative for the latter.

Meal planner companies like HelloFresh or KnifeOverFork also develop apps, which are available in different languages. Using a like-wise app to plan weekly meals and cooks them entirely in the language you are learning.

3. Work out with a virtual instructor

If you work out regularly, instruction videos and apps will make a great language immersion tool. In the morning, you can use a 7-Minute Workout app to kickstart your energy and language level at the same time. The app is available in many languages, including English, Dutch, German, Japanese, Chinese and Vietnamese.

If you don’t understand all the instructions, the movements on the screen would be your cues. Guessing the meaning of words in physical context is the way native speakers learn their language growing up.

If you can find a suitable workout app in what you want to learn, try YouTube. A few quick search would reveal, for instance, many instructed work-out videos in French or Yoga sessions in Spanish.

4. Use a mYngle tutor

You can always improve your language through listening and speaking to your mYngle tutor. The platform enables users to choose a teacher, book a lesson and start learning entirely online, right from your home-office.

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About the author:

quynh-150x150Quynh Nguyen writes about productivity for individuals and teams while travelling the world. She loves learning languages, riding a bike and having many nice cups of tea. Connect with her @QuynhThuNguyen or visit her at www.quynh.nl

How to Improve Your English While Commuting to Work

Posted March 1st, 2017 by myngle
Categories: Language Learning


It’s a busy carriage with no empty chair for you to sit back, look through the window and ponder about the coming weekend… Commuting to work (and back) could be mundane, but it does not have to be!

You can always take your headphones out and start practicing your English skills. If you have the luxury of a free seat on the bus or, better still, your car, you can do even more to improve your English on a long commute.

Below you will find five ways to boost your English skills on the road.

Listen to Language Learning Podcasts

Many educators dedicate their time to teach you English via free podcasts. With a device like a smartphone or an iPod, you can sync lessons, which are everything from English Pronunciation with an American accent to British phrases and slangs in BBC’s The English We Speak. Both are perfect for a daily 30-minute train journey.

An extra exercise: Read lesson notes, often available on the website of a podcast, to consolidate what you learn or to clarify what you might have missed.

Here are some more language learning podcasts for you:

Tune into News Stations

Breaking news is a good way to learn English as it is often succinct and engaging. News presenters speak fast, which challenges and enhances your listening and comprehension skills. If you are not quite there yet, some websites offer news in slow and plain English for learners of all levels. Check here (for listening and reading) and here (for reading).

An extra exercise: Pick a piece of news you’ve heard and found interesting, then search for an article that writes about the topic more extensively for a reading practice. Pairing listening and reading is a good way to remember words longer and to recognize the difference between spoken and written language.

News channels you can subscribe to:

Read an English Book or Listen to an Audible One

Reading is probably the most common way to pass the time on the train. Like a well-written book: it is not only engaging but also educational. Take a step further and choose an English book for your next travel!

Pro-tip: Use online reviews, like those on Goodreads, to find suitable materials. There might be some spoilers here and there, but you want to make sure that you would like the book and that it is at your language level before embarking upon the challenging journey of reading in a second language.

Amazon now offers audible books to pair with the Kindle versions they sell, which means you have more options for practicing. I always find it easier to read (than to listen) when I am tired after a long day at work, but others might consider the opposite is true.

Speaking Practice or Lessons While Driving a Car or Riding a Bike

Recording yourself is a great way to practice speaking, either for getting your thoughts out in English quickly or for perfecting your pronunciation. Speakers of all languages have blind spots that are impossible for them to recognize while they speak, but those mistakes become more apparent when they listen to their voice on the recordings.

Just try it out, and you will probably hear some mispronunciations. You can also share the recordings with your mYngle private tutor for feedback!

Carry a Notebook and a Pen

Jot down your thoughts anywhere you go. It could be about anything from a to-do list to grocery items. Write about whichever comes up in your mind or just describe the weather. You can use a sticky note app on your phone too, of course.

Practice makes perfect so use these tips and the commuting time wisely to improve your English!

About the author:

quynh-150x150Quynh Nguyen writes about productivity for individuals and teams while travelling the world. She loves learning languages, riding a bike and having many nice cups of tea. Connect with her @QuynhThuNguyen or visit her at www.quynh.nl

5 Ways to Improve Your English Skills Using YouTube

Posted February 15th, 2017 by myngle
Categories: Language Learning


If you are learning English as a foreign language, YouTube can be a great and totally free resource to complement your language lessons. Are you struggling with something like idioms, pronunciation, test prep, grammar, or listening skills, you can find a number of videos to help you. Just make sure to include “ESL” or “English for beginners/intermediate/advanced” in the search so that you can find a video that is focused towards non-native speakers.

After some searching, find a channel that you like. At first it may be a little overwhelming as there are hundreds of channels choose from, but if you like the sound of a certain speaker’s voice, or like something particular about the style of the videos, it’s more likely that you’ll remember the information.

There are some suggested video channels in this article broken down by goal, but feel free to explore ad nauseum in search of something that matches your needs. Keep in mind that there are thousands of different videos, and each teacher will have something a little different to say.

That’s OK! There is no harm in using multiple channels or teachers and you might even retain more information that way.


Conversational English is riddled with idioms. However, it’s hard and sometimes downright impossible to derive meaning from context upon hearing one. Maybe you can go home and type the phrase into Google to get a written translation, but you still may not fully understand the context. Luckily, you can turn to YouTube for clarification.

There are some great YouTube videos that explain what the idiom is actually trying to say, how to use the idiom in conversation, and clarify when you might use it. It may help to start by watching videos that are focused more toward children as they have wonderfully animated visuals that may help you remember when, where, and how to use an idiom.

Listed below are a couple of channels you may want to look at – both have pictures to accompany the idiomatic expression:

  • Espresso English – This channel has a lot of videos with a variety of different topics but also has a good collection of videos explaining idioms and common American phrases.
  • Britlish- Free English Lessons – This channel is specifically for British English, but has a great hour and a half long video discussion about common idioms


You may have noticed having to repeat yourself when using a certain word or are having trouble telling a waiter your food order. Pronunciation is a difficult yet important aspect of English.

There are ESL video lessons taught in every English accent imaginable. For example, if you find yourself working in America, but learned English from an Australian teacher, there will be words that don’t sound very much alike.

When looking for help on YouTube, make sure to pay special attention to the videos that are spoken in the English accent you’re trying to achieve. If you can’t discern the different accents yet, include the region in your search. For example, instead of typing “how to pronounce vowels” try “how to pronounce British English vowels”.

Test Preparation

YouTube is full of videos that will help with test taking strategies no matter if you’re planning on taking IELTS, TOEL, TEAs, or any other test. It’s best to be specific in your search, i.e. “Reading comprehension IELTS tips American English”.

A good test prep video will have a quiz at the end and the quiz should be written in a similar format to questions you may come across on the actual test. The quiz will also test your listening abilities, and ultimately strengthen them.

Here is an example of a good test prep video as it gives you bullet point tips and comes complete with a quiz at the end:


Grammar rules are best remembered with repetition. It’s often hard to know if you use a wrong tense or make some other small grammar error as not everyone will feel comfortable correcting your mistake. The only way to get better is to practice—have your friends and colleges correct your errors and never feel bad about making them—they help you to better learn the language.

When looking for a specific grammar question, begin your search with “English grammar…” and fill the blank in with whatever topic may be troublesome such as “English grammar tenses for beginners” or “ESL English grammar subject verb agreement”. Make sure to include “ESL”, “beginner” or “basic English” in your search to make sure you will find videos designed for English as a second language rather than native speakers.

  • JamesESL English Lessons – A 48 video playlist with all videos discussing a different grammar topic, specifically created for ESL learners


You don’t have to stick with only educational videos to improve your listening skills. Watch any video that interests you: a music video, a documentary on a subject that interests you, or an interview with someone you admire.

As you’re watching the video, pause when there’s a word or a phrase which you don’t understand. Write it down. At the end of the video, look up the words and phrases that you wrote down. Not only will this improve your vocabulary, but you’ll be more focused on what the person in the video is saying as you try and derive meaning for the unknown word or phrase.

There are listening techniques that you can try as well. Here is a playlist to get you started:

  • Clubenglish – ESL listening comprehension videos with questions to help you focus

Speak Up!

Using the language is the only way to learn. Speak often, have your peers correct little mistakes, and ask questions whenever you’re confused! Speak along with videos to practice saying words, especially the pronunciation videos. You may feel silly talking to yourself, but it will pay off.

About the author:

quincyQuincy Smith is a former teacher and the founder of ESL Authority (eslauthority.com), a site dedicated to providing jobs, resources and advice to both online and classroom ESL teachers.

5 Benefits of Hiring Bilingual Employees

Posted January 27th, 2017 by myngle
Categories: HR topics and support



Bilinguals are smarter people. According to a New York Times’ article, people who speak two languages seem to be adept at solving certain kinds of mental challenges, maintaining focus and planning.

Do smarter people make better employees?

You are likely to get different answers to that question. However, a company would definitely benefit in many ways when it has bilingual employees on board. Let’s see why.

Tap into new markets

If you want to break into potential markets like China, Brazil or Russia, it would be helpful to have people who speak Chinese, Portuguese, or Russian. They can assist in reading materials, negotiating with potential local partners and advising on cultural preferences, as those who know a language well often understands its culture.

You can hire a translator or a consultancy firm but the fee could be high and the possibility of  getting “lost in translation” is always higher as, unlike your staff, the third party might lack a thorough understanding of your company’s values and principles.

Maintain better team communication

People who speak two languages tend to know how to communicate clearly as they learn to express themselves in a foreign language.

Besides, they are trained to understand a concept as its true self rather than depending on one language. As a simplified example, a tree for them would be the plant with a big trunk, many branches and a lot more leaves, rather than “tree” (English), “boom” (Dutch), “arbre” (French) or “cây” (Vietnamese). It results in the ability to go to the core of a complex concept and explain it well.

Provide better services

For most people, it takes less of an effort to speak in their mother tongue. If customers can inquiry in their native language, they will find it easier to express their problem, which is likely to result in more satisfactory experience.

You can see why many hotels and shops now have a plaque at the reception “We speak your language”. It’s because customers like it.

Hiring vs. Training

You can build a multilingual workplace by hiring more bilingual people or by providing the existing staff with language training. It’s certainly possible to do both, but let’s look at the pros and cons of each option before you decide on the best employment strategy.


When you choose to hire, you could add new skills to the team quickly. Thanks to open labor markets like the EU, no border would hinder your search for, for example, Italian native speakers to work in an Amsterdam-based company.

With remote working on the rise, you can even find somebody from the other side of the globe to join your team within a couple of weeks. Of course, there is always that one particular position that takes months to fill, but in general, hiring bilingual staff is a lot easier thanks to globalization.

Besides, hiring someone who already speaks two languages fluently is much less risky than trying to train an employee to speak another language. As much as we don’t want to admit it, not all training comes to a satisfactory result.

However, workers who speak the languages you desire might not possess the rest of the skill set needed for the position you are hiring. When you do find people who have it all, their expectation for remuneration might be sky high.


Training the current employees has its flexibility. You can train an employee many times in different languages (e.g. Chinese, Japanese or Korean), in different types of skills (such as reading, speaking, or writing), and up to the appropriate level needed for the position. mYngle provides one-on-one tutors with customized lessons for the specific needs of both your employees and the company.

Language training can be used as an incentive to reward highly-performing and over-achieving employees. It’s good for retention, so “to kill two birds with one stone”.

However, learning a language takes time. Most people needs years of studying a language to master it. Having the right type of training as well as concrete and relevant targets do help in shortening the time, though.

Do your staff need only conversational Spanish to assist customers with their questions or do they need to be able to write a love poem in Spanish?

In a nutshell, hiring could be a quick fix but training is a more flexible and rounded solution. The language training you offer to your employees could increase not only the business’ bottom line but the team morale. Consider mYngle as a strategic partner when it comes to language training.

About the author:

quynh-150x150Quynh Nguyen writes about productivity for individuals and teams while travelling the world. She loves learning languages, riding a bike and having many nice cups of tea. Connect with her @QuynhThuNguyen or visit her at www.quynh.nl

Marina Tognetti to participate at WEF-UK 2017

Posted January 17th, 2017 by myngle
Categories: Myngle News


mYngle CEO Marina Tognetti has been invited to participate in the Women Economic Forum UK 2017, which will take place between January 31st and February 2nd in Bhavan Centre, Castletown Road, London, United Kingdom.

An associate of ALL Ladies League, the Women Economic Forum (WEF) is a global conference to foster empowering conversations and connections among women who are committed to create constructive change in ALL walks of life.

WEF events are enablers of peer-exchange and learning in a diverse and interdisciplinary context, allowing for massive connections and networking across the globe.

The theme of this WEF-UK 2017 conference is Awakening The Power Within: The Way Forward.

A large number of corporates, international and industry organisations, along with ambassadors and the Bhavan are supporting the international Women Economic Forum to offer a compelling platform that brings together a rich confluence of inspiring leaders and achievers from All walks of life. Over 400 women and men from UK are expected to join, including many from Europe.

On the first day of the event, Marina will be part of a plenary session titled Meeting the challenge of leadership for fostering Innovation, Creativity, Collaboration. Marina will talk about the challenges that she has faced as a female tech entrepreneur.

“Iconic Women Creating a Better World for All” Award

In addition to her participation in the plenary session, Marina will be presented the Women Economic Forum 2017 award of “Iconic Women Creating a Better World for All”. According to the Global Chairperson of All Ladies League & Women Economic Forum Dr. Harbeen Arora this award is a recognition to exemplary role models across the world and makes visible the worthy work being done in so many sectors.

Women Economic Forum UK 2017

What? Meeting the challenge of leadership for fostering Innovation, Creativity, Collaboration

When? Tuesday 31st January @ 03:15pm – 04:15pm (GMT)

Where? Plenary room Bhavan Centre, Castletown Road, London, United Kingdom

How to Measure the Results of Your Company’s Onboarding Program

Posted January 11th, 2017 by myngle
Categories: HR topics and support


Many of the employees who leave do so within the first year. If we want to impact first year turnover, it’s important to examine the processes, programs, and activities that are a part of the new hire experience. Probably, the biggest being onboarding.

According to Wikipedia, onboarding is defined as the socialization process where employees acquire the knowledge, skills and behaviors to become effective inside the organization. Using this definition, onboarding includes administrative processing, training, development, and productivity.

So, it’s important to understand the components and goals of your onboarding program so you measure the right outcomes. Let’s use this definition to discuss several options for measuring the results of your onboarding program.

Make the onboarding process more cost-effective

Orientation is a specific process within onboarding and, as such, we can calculate a specific cost. Orientation programs traditionally contain administration and training that applies to every employee like ethics, civility, and general organizational communications.

A common metric is orientation cost per employee. In the book “How to Measure Human Resource Management” by Dr. Jac Fitz-enz, the calculation is presented as:

OC/E = [(T x (R/h x E)) + DC] / E

OC/E      Average cost to orient an employee

T              Time spent in orientation

R/h         Average hourly rate of attending employees

DC          HR department cost per employee

E              Total number of employees oriented

It is possible that organizations are unable or unwilling to reduce the investment made in employee onboarding. And that’s completely understandable. Another way to evaluate cost-effectiveness of orientation is by monitoring the cost for staff to conduct the program.

So you might not be able to change the cost per employee, but you can change the cost to deliver the program. Fitz-enz also identifies the calculation for HR department orientation expense in the same book:

HROE = (T x R/h) / E

HROE    HR department orientation expense

T              Time spent by HR in orientation

R/h         Average hourly rate of HR staff, including benefits

E              Total number of employees oriented

Understanding the costs associated with orientation can help HR departments evaluate onboarding technology solutions. It can also provide guidance on logistical decisions like the length of orientation and what topics should be covered.

Improve the impact and value of the program

It can be tempting to focus completely on cost-related metrics to evaluate onboarding. While numbers are important, sometimes the value of a program is more qualitative.

Employees can provide significant feedback and insights that will improve the process. For example, asking new hires to complete a Kirkpatrick Level 1 evaluation (Reaction) can provide an initial read that helps HR to understand the level of enthusiasm that new hires have immediately following milestones in the process.

Organizations can conduct new hire surveys at regular intervals to allow organizations to take a pulse on the program. Employees can rate statements about the following topics:

  • Perceptions about feeling welcomed as a new employee (i.e. “I felt welcomed on my first day.”, “My manager greeted me on my first day of employment.”, “My co-workers made me feel a part of the team.”)
  • Value and timing of information received (i.e. “I immediately used the information I received during orientation.”, “What information would have been helpful to receive during orientation that you did not receive?”, or “What information did you receive during orientation that could have been provided later?”)
  • Alignment between pre-hire conversations and post-hire realities (i.e. “Is there anything you learned after hire that would have been helpful to know prior to accepting the offer?”, “Is there anything we told you during the recruiting process that was incorrect?”, or “Now that you’ve been doing the job for a few weeks, is the job what you thought it would be?”)
  • New hire training (i.e. “Do you feel you’ve been adequately trained for your position?”, “Do you know what it takes to get promoted in the company?”, and “Is there something you expected to receive training on that you have not?”)

Include indirect outcomes

While there are ways to measure the results of your onboarding program, it’s possible that HR doesn’t have the resources. This doesn’t mean that it’s impossible to gauge program results. Even if you don’t measure the onboarding process, onboarding results impact other HR metrics. Ultimately, an effective onboarding program should:

  • Increased employee engagement which can be measured through employee surveys and productivity scores. Surveys can have benchmark questions, which remain constant year over year that allow for a comparison of scores.
  • Improved products and services measured with quality and customer service scores. Quality programs such as LEAN and Six Sigma can provide a quantitative process to monitor outcomes and a highly defined process for repairing flaws.
  • Reduced turnover, so turnover rate and cost of turnover are relevant measures. Monthly turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll (multiplied by 100.)

There are many cost of turnover calculators available via the internet. In the article “How to Really Calculate the Cost of Employee Turnover”, Dr. Greg Willard includes pre-departure and vacancy costs.

Align your onboarding evaluation process with program goals

The key to successfully evaluating your onboarding program is having a clear understanding of the program’s goals. This allows you to collect the right information.

Before starting any type of metrics dashboard, take the time to get senior management buy-in for reporting. Just like you want to align metrics with program goals for maximum impact, you want to align the dashboard with those metrics that senior leadership wants to see. No sense in spending valuable resources collecting data and reporting it if no one wants to read or make decisions using the information.

Measure what you can control. Find out which metrics the organization wants to see, what report format will be the most appealing, and how often to distribute the report. Once senior management is accustomed to the information. They will ask for more. Trust me.

Metrics and information are an important piece of the employee experience. They can prove trend data that helps us keep programs fresh and employees engaged. Gathering the information and data doesn’t have to be difficult. It does need to be focused on measuring the right things.

About the author:

sharlyn_lauby_hr-bartender_author_myngle_blogSharlyn Lauby is an author, writer, speaker and consultant. She has been named a Top HR Digital Influencer and is best-known for her work on HR Bartender, a friendly place to talk about workplace issues. HR Bartender has been recognized as one of the Top 5 Blogs read by HR professionals by the Society for Human Resource Management (SHRM.)

Sharlyn is the author of “Manager Onboarding: 5 Steps for Setting New Leaders Up For Success”and  “Essential Meeting Blueprints for Managers,” both are available at the SHRM Store.

How to Make Sure Your High Potential Employees Are Engaged

Posted January 10th, 2017 by myngle
Categories: HR topics and support


Any business owner wants engaged employees—employees who are happy with the work they do and who feel they are making a difference perform at a higher level than those that just see work as part of the daily grind. While it’s important that all employees are engaged, your main focus should be on that small group of high-potential employees (HPEs).

What is a high potential employee?

Harvard Business Review defined a high potential employee as follows:

“High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances. While achieving these superior levels of performance, they exhibit behaviors that reflect their companies’ culture and values in an exemplary manner. Moreover, they show a strong capacity to grow and succeed throughout their careers within an organization—more quickly and more effectively than their peer groups do.”

Note that these are people who have succeed at a higher rate than their peers. This means that you can have a high-potential VP and a high-potential junior analyst who has only been out of school for three months.

Sometimes, people think of the term “high-potential” in the terms that their school teachers used it. “John sure has a lot of potential!” they said, but what they meant was, “John should really be doing better than he is”. A high potential person in the office is succeeding. Granted, they still need support, but you can see the success.

How are high potential employees different?

Well, the obvious answer to that is that they are better and faster than their peers, but they also have different goals. Someone who masters a job in six months is going to become bored with that job in a year, as compared to someone who still needs significant support six months into the job.

High potential employees will need more of a challenge if you want them to stay engaged. Here’s how to keep your high potential employees engaged and benefiting your business.

Provide a challenge

Remember, high potential is different than just a high-performer. Some high performers want to stay at the top of their current game, and are happy to stay where they are. That doesn’t make them bad employees, nor does it suggest they aren’t engaged. But, a high potential person wants to move onward and upward. They need challenges.

These challenges can, and often do, come in the form of promotions, but that’s not the only kind of challenge a high potential person can take on. You can offer special projects, difficult clients (internal or external), or just ask them to take on a bit more.

You have to be careful with challenges. Sometimes bosses see high potential employees as the people who can solve all their problems—and as such, they don’t want this person to be promoted and move on. That is a critical mistake.

While your HPE can do many of the things the rest of your staff finds difficult, remember that the challenge needs to have a purpose. If you keep giving your HPE all the tough clients, watch her succeed with them, and then reward her with a new batch of rotten clients, she’ll leave.

Change up the challenge. If you HPE tackles the difficult clients successfully, ask her to develop a training protocol for her co-workers so they can learn to accomplish the things she needed.

Make sure to promote

Promotions don’t have to come all the time, but they do need to come. An HPE needs to know she’s moving up in the world, or she’ll move out.

Sometimes small businesses worry that there aren’t any places for an HPE to go. After all, if you’ve only got 10 people, there aren’t exactly layers of middle management for her to work her way through. Remember, though, that all promotions don’t have to be into new positions. You can focus on Promotions in Place, or Growth Promotions.

What are these promotions? Well, this is the promotion from Junior Analyst, to Analyst, to Senior Analyst. The underlying work—analysis—hasn’t changed, but how the employee approaches it, the level of responsibility and the pay all increase as the title increases.

Consider a rotational assignment

If your organization can allow for it, a rotational program can keep an HPE engaged. In such a program, employees are given assignments for 12-24 months and then are moved to the next assignment—sometimes completely different assignments.

You may start the person in marketing, and after 18 months move her to supply chain. It will be a huge challenge for her, but will keep her engaged. And best of all, the business will benefit from her strengths and the knowledge she gains as she learns the whole organization.

Don’t forget the low-level HPEs

We often see HPEs as the super shiny new MBA we just hired. Those people can be HPEs, but so can that grocery store cashier you just hired.

If you just hired Jane to run a cash register and you notice that she’s learning quickly and has better rapport with the customers than most cashiers, don’t lose her. You may think cashiers are a dime a dozen, but cashiers like Jane are not. Talk to her. Say, “Jane, I noticed how quickly you learned your job. We’d be interested in helping you to achieve your goals in our store. Can we talk about your plans?”.

She may say that her plans are to work this summer and then go to college and become an accountant. Since you’ve identified her as a high potential employee and every business needs accountants, make sure that you help her achieve her goals. Offer her a chance to work with the accounting office. Let her help with the drawer auditing at the end of the day. Challenge her.

It will benefit your business and her career. When she’s done with school, she just might stay with your grocery store, and you’ll benefit from her talent for years to come. If you just treat her like a cashier, she’ll do a good job for a summer and then go on her way.

Keeping your HPEs engaged and helping your business is a key responsibility of any HR department or management team. Keep them engaged and they’ll stay with you. Let them get bored or feel unappreciated, and your competitor will benefit.

About the author:

Suzanne_Lucas_Evil HR Lady_author_mYngle_blogSuzanne Lucas spent 10 years in corporate human resources, where she hired, fired, managed the numbers, and double-checked with the lawyers. Now she writes about how to managers can manage their employees and employees can manage their managers, along with tips for making your career great. You can reach her at EvilHRLady@gmail.com or follow her blog, Evil HR Lady.