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Keys to Building a High-Performance Workforce!

Like most companies I expect your organization would also like to maximize the performance of their workforce. Right? So, lets start with how you would define high performance and what it means to your company. Here are a few comments by senior executives on what high performance means: Achieved goals and targets Increased sales revenues Client growth Enhanced profits Brand growth and strength A market leader in their field Does this align with your thoughts...

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Four Keys to Successfully Achieving Desired Business Results

Are you achieving the business results you need or are you falling short in some areas? If your results are not meeting your expectations here are four keys that will help generate improvements. Strategy: Organizations need a plan. They must identify what are the critical goals and success factors that must be achieved to achieve their vision and mission. Strategy should align with the organization’s mission and vision but be a more detailed roadmap of...

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Does your company have a performance management system?

Does your company have a performance management system? How is it working? Many, many organizations have a performance management system? Often it is a computerized or on-line platform that enables managers and employees to Define goals and objectives Correlate these with actual results Identify skills and development necessary Rate performance- often on a scale (i.e. Rickert scale) Provide an area for comments. These systems are typically used to appraise performance, determine where improvements are necessary...

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Are your Managers Building Trust with their Employee Workforce?

AON Hewitt research recently reported “The Gender Gap: 61% of women believe that their organizational leadership is worthy of their trust, less than their male counterparts at 66%. To me when I look at this statistic I am not so much concerned about the gender gap difference but more about the fact approximately 34-39% of employees do not trust leadership or management? This is a major concern is it not? (more…)

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Are your Managers/Leaders Destroying Engagement Levels?

Are your managers hurting engagement? Certainly not! Impossible you say! Let’s take a closer look.  Sometimes small actions and steps taken by managers that seem innocuous and part of your role/responsibility as a manger can cause disengagement!! In Gordon Tredgold’s article “3 Mistakes That Kill Employee Engagement” he outlines three mistakes that managers make that can have significant and negative impact on engagement levels! Micromanagement Taking credit for an employee’s idea Blaming employees or being...

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Planning and Implementing Successful Engagement Strategy? Who is Responsible?

I read an article recently titled “Eight employee engagement strategies that work” that outlined several strategies that could help with employee engagement. Several of these strategies are effective and we promote them as well.  The comment I want to make is that when planning and implementing strategy organizations need to also determine who will be responsible for making it happen to ensure that it is carried out. Is this the senior executives? the HR department?...

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Is the Average Employee Important to Your Business Results? How?

What do you want from your employees? When we ask executives this question here are the most common responses: Primary Wants: Direct Needs from Employee That Contribute to Business Success High productivity and performance: To control labor costs, remain competitive in the marketplace and achieve business goals Maximum Retention and Minimal absenteeism: Most companies are aware of the costs and operational challenges associated with high turnover and absenteeism Innovation: Business organizations need new innovation and...

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Good Manager/Bad Manager and Engagement-Part Two

Last week we wrote (Good Manager/Bad Manager and Engagement) about the problems and challenges associated with leaders and managers who may be negatively impacting engagement levels of your workforce. The article included different actions or steps they are taking that decrease the engagement of their team and employees such as: ·        Micromanagement ·        Lack of trust in the relationship ·        Clarity of roles and responsibilities and inability to set clear expectations ·        Focusing on weaknesses versus strengths ·        And more...

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Good Manager/Bad Manager and Engagement-Part One

We are all human and as such all have strengths and weaknesses. But when it comes to engagement it seems that actions taken by managers can have a significant impact on engagement levels. There are many great managers, and most are committed, conscientious and hard working but, like poor employees, there can also be managers that don’t always lead or manage effectively or successfully. Without the skill and ability to relate and connect with people...

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Coaching for Engagement

An article by our partner Michael Zroback No doubt you have heard the dreary statistics on engagement. In his blog, Torben Rick, notes that, “According to a recent survey on employee engagement in the US workforce from Modern Survey, it seems that only 10% of US employees feel they are fully engaged in the company they work for, 24% are “moderately engaged”, 30% feel they are “disengaged” and a staggering 37% are “under engaged”. It could be...

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