No more messages missing in action

My Post - 2020-02-24T183324.616.pngHave you ever had the experience of a colleague asking you, “Did you get my message?” and your immediate panicked thought being, ´No, and which platform did they post it on?’.

I know I have, but since starting at eloomi, I haven’t had this as we extensively Microsoft Teams, especially the team-specific channels which are complete with emojis, memes and a baby Yoda.


Remarkably, by July 2019, Microsoft Teams had accumulated 13 million Daily Active Users (DAU) since launching and included in the DAU is 91 of the Fortune 100 companies. Microsoft Teams is increasingly being developed to be at the centre of the Microsoft Office 365 experience.


The way forward is clear

With many businesses having rolled out Microsoft Office 365, and the suite of applications, including Microsoft Teams, are having a positive impact on businesses. The challenge is that not all employees are familiar with these new applications, like OneNote and SharePoint, and therefore they’re not able to realise these benefits.

– Read more

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For the Love of Learning: Love Your Customers

My Post - 2020-02-24T182322.829.pngIt’s a great time to be a consumer (in both B2C and B2B) because there are so many innovative, exciting new products available across industries from tech to retail to automotive and everything in between. Whether it’s a new app for your phone, an electric car that feels more like an app on wheels, software that streamlines your team’s interactions, or a washing machine that makes doing laundry feel like fun – you get the idea!

There’s never been a more interesting array of cool things to buy – things that make the “old things” seem really old and simple. How lame does your regular toothbrush look now, next to your sleek, sonically vibrating, app-tracked, wonder-brush that doubles as modern art on your bathroom counter? Honestly, how did we ever even survive without purses that charge our phones and locks that don’t need keys?!?

However, as we explore our February theme of love, let’s be reminded that just like with people, some very alluring offerings can come with a dark side. What may seem simply perfect on the outside may disguise a deeply complex (even confusing) interior. Yes, you may have fallen for the beauty, the intelligence, the uniqueness, but then you get it home or download it or pull it off the lot, and…

Uh oh. How do I learn to interact with this thing?

Welcome to the world of customer training – a category of corporate training that grew as much out of necessity as out of ingenuity. Products these days are sometimes so sophisticated that customers need training on them not only to maximize their usefulness, but also to deepen adoption of and loyalty to them.

The best companies know that providing customer training is one of the clearest ways to show buyers that you see the world from their view, understand their challenges, and appreciate their willingness to want to learn more about what they bought.

It’s an act of love to help people get more value from what they purchased. Lasting customer relationships can’t be developed with a one-and-done attitude: “See ya! Good luck figuring it out.” No, like any relationship, the real magic happens when you invest in continuation and deeper understanding.

How does training demonstrate that you love your customers?

Let me start by saying that we at SAP Litmos do, in fact, love our customers. We deliver the unique customer experience of the SAP Litmos Dojo, which is our online training portal for customers. We use the fun metaphor of a dojo – a room in which martial arts are practiced – to offer them the opportunity to pursue a White, Green, or Black Belt via learning paths designed to take them to whatever level of proficiency, fluency, or mastery that they desire.

Shameless stat: 100 percent of SAP Litmos customers utilize the Dojo for onboarding and about half of those continue with ongoing customer training throughout their journey.

Using the SAP Litmos Dojo as a successful model, why do customers flock to this type of environment for learning? What makes them feel welcome and that it’s worthy of their time, not just as new customers but as long-term users? More importantly, what principles can help you build this type of learning center for your customers? – Read more

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How to make a success of performance management!

My Post - 2020-02-19T110706.707.pngTechnology is advancing at an unprecedented rate and forcing companies to adapt and become more flexible and innovative in order to remain competitive. Continuously improving your organization and its operational processes has become a vital part of modern‑day business.

Performance management is the ideal way to achieve critical objectives effectively and efficiently. But what are performance management’s biggest benefits? And how can you successfully implement this way of working? These are the questions we’ll be answering in this article.

What is performance management?

Performance management is a process that aims to correlate an organization’s objectives to those of its individual employees.

ManagementSite adopts the following definition:

‘Performance management entails systematically mapping strategy to operational processes (using KPIs), monitoring and evaluating these processes in order to gain feedback, and then determining if and how the original strategy needs to be altered. When combined with the intelligent use of information systems, this cycle ensures that organizations can respond more rapidly and effectively to internal and external changes.’

Performance management entails running your business based on organizational objectives and results. Key performance indicators (KPIs) generally play a major role in this process.

It’s a system of monitoring and managing your organization, with the aim of implementing its strategy and achieving its objectives, by mapping these to operational processes.

Why start with performance management?

There are many reasons why it’s worth your while implementing performance management. If you do it properly, it can take your organization to the next level. Here are a few of the foremost reasons:

1. Greater clarity

Performance management provides greater insight into the goals and results at management and staff levels alike. It involves making and documenting clear and concise agreements. By monitoring progress carefully and adjusting course accordingly, you can then help your organization achieve its objectives more effectively and efficiently.

2. Higher engagement

Proper performance management increases employee engagement within your organization and with its objectives. When your staff know your plans and goals and are involved in implementing and achieving them, they feel more appreciated, take more initiative, and experience a greater sense of self-fulfillment.

3. Broader insight

Performance management maps objectives and plans to operational processes throughout your company, and this allows bottlenecks, problems, or inconsistencies to be spotted more readily. And because you can see at a glance how your organization, departments, and individual employees are performing, it allows you to respond more agilely.

4. More options

Continuous feedback plays a key role in performance management. The advantage is that employees have greater control over their own tasks. They gain keener insight into their performance and respond more acutely whenever a process isn’t running according to plan. It also allows staff to make their personal goals and ambitions known to management.

5. More pleasant working environment

Motivated employees generally experience greater job satisfaction and are more loyal than disgruntled employees. Regular, thorough, and honest evaluation and feedback, combined with greater insight into organizational objectives, have a positive effect on morale, self-confidence, and job security – reducing fears among employees that they may be laid off unexpectedly. And what does this achieve? A more pleasant and relaxed working environment that results in higher employee productivity.


But what does performance management look like in practice? A key factor is a systematic approach. It takes more than simply stating a one-off objective and result. Continuous monitoring and feedback also play a vital role in its success.

It’s also important to realize that performance management isn’t a traditional top-down process. On the contrary, it will only succeed if all employees are actively involved in deciding and determining the objectives. The same also applies to monitoring progress towards achieving them.

Although there’s no one hard and fast way to implement performance management, there are a number of crucial steps involved:

Step 1: Goal setting

Firstly, determine your organization’s main goals and strategies. Where are we now? Where do we want to go? What do we need to get there? And what factors in our vision/mission are essential to our organization’s viability?

Next, map these goals to each level of your organization:

  • to your organization as a whole
  • to each department
  • to management and staff

The balanced scorecard (BSC) method works well for this purpose. Once you’ve verified these goals, start implementing the strategies to achieve them.

Step 2: Performance planning

Map your goals to actual operational processes or improvement programs. What methods will you be using to improve operational processes? What tools will you be providing your staff to achieve these goals? And how will you be monitoring individual and departmental performance?

Step 3: Implementaion

Put your models into practice. Implement improvement programs and monitor them continuously. Making adjustments and improvements will gradually become both an individual and team mindset throughout your organization. Create a fixed schedule and performance/assessment cycle, because this is the best way to make performance management more tangible.

Step 4: Monitoring & analysis

Keep your finger on the pulse at all times. Monitoring is an essential part of performance management. Are we consistently achieving our main goals? Are the changes we’re making working? And are our employees comfortable in their roles?

Make sure that constructive dialog exists between management and staff, and among co-workers in general. Everyone should feel free to express their ideas and insights.

Step 5: Fine-tuning

Now you know what works and what doesn’t, continue fine-tuning the process still further.

What can we improve? And what tools and methods can we use to make further improvements? For example, training courses for staff having trouble reaching their targets?

Read more

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