Our solutions build a strong foundation for long-term success by increasing employee engagement and performance, reducing employee turnover and absenteeism, and fostering an environment of innovation, enthusiasm, and creativity.
Engaged2Perform believes strong working relationships between managers and employees are the core of business success!
1) Who We AreWhat are your company’s challenges and pain points when it comes to human capital/workforce issues?
Engagecd2Perform helps business organizations create stronger people connections and improved working relationships! Specifically, people working together in strong, productive relationships that generate desired business results. Our focus is on the manager- employee relationship, the core of high productivity, performance and retention; the key elements to business success. Our philosophies aligns closely with a “Servant Leadership” style where managers support and act on employee needs in order to help them perform at their very best, engage with business goals and priorities and secure their tenure for as long as possible.
We utilize pulse surveys and conversations in order to understand your employees’ needs and performance obstacles as well as the challenges your managers face.
2) Benefits available to organizationsWhat are the critical factors that will deliver increased employee performance, decreased employee turnover, and improved people management practices?
Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organization, the results are advantageous. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more loyal. Taking this into consideration, is your company operating at its peak performance? Is this because you lack a strong relationship with your employees?
Strong productive relationships are the key to success for any business of any size and offer benefits of improved Performance, Employee Loyalty, Accountability, Employee Experience, Conflict Resolution, Employee Relations, Communications, Achievement of Goals…..and more
We work with your organization to move beyond the survey feedback, identifying the costs and challenges associated with performance, employee retention and recruiting by implementing conversations to strengthen manager-employee working relationships that deliver measurable change.
3) Recommend and Implement Conversations and Actions to Address Identified ChallengesHow can we effectively meet the needs of both the organization and the employees?
Engaged2Perform implements a series of structured conversations followed by agreed to actions to improve the employee’s experience and address the organization’s unique challenges. Our programs further develop your managers’ leadership qualities while providing practical tools to improve leadership skills. The process includes key manager-employee conversations (written manager and employee guides provided), implementation of agreed to actions (employees directly involved), frequent check ins to monitor results and help for managers to build positive communication habits supported by digital technology.
Goal: Consistent attention and actions supporting the employees needs over time improves the employee experience, their productivity/performance and retention!
4) Conversation Subject MatterWhat topics are discussed in the conversations?
- Conversations and actions to build employee engagement
- Conversations and actions to increase performance
- Conversations and actions to improve the employee experience and retention
- Conversations and actions to create and implement a career development plan
5) Why Conversations as an Effective Solution
Can conversations really make a substantial difference?
Quality, effective conversations are at the heart of productive working relationships.
If you need your managers to communicate effectively, motivate high performance, inspire extraordinary achievement, build respect, loyalty and trust, develop accountability, collaborate and exhibit teamwork, procure ideas that create new efficiencies and innovate, minimize conflicts and arguments, influence people to act, bring clarity to priorities and department goals, ensure successful implementation of change initiatives…. they must have good, strong, productive relationships with every employee!
Quality, structured conversations strengthen working relationships and are the heart of business success. They enable discussions on subject matter important to the employee, department and company and allow managers and employees to address the WIFM (What’s in it for me) issue; build win/win agreements and reach consensus on goals important to all parties. This includes: work responsibilities, understanding career development needs, process/work flow improvements, innovation, support and assistance, problem solving…and more.
Perhaps two of the best advantages conversations offer, are building leadership people skills that connect managers with employees and affordable costs (once managers learn how to conduct effective conversations with their employees on a range of important subject matters…. there are no further costs/expenses required).
6) Sustained ProgressHow does our leadership development programs and processes improve your organization’s results?
Following implementation, Engaged2Perform continues to monitor the process, ensuring that our clients reach their target objectives.
Defining a Good Relationship
A good working relationship requires trust, respect, self-awareness, inclusion, open communication…..lets explore some of the key characteristics needed.
When we researched and examined the top leadership skills that build strong working relationships, cultivate strong followers committed to organizational objectives and deliver strong business results here were the key attributes we identified:
- Focus on developing others- This is necessary to build new skills and improve engagement. This includes a coaching element as well as helping employees develop and get the training and support they need to advance their career and abilities.
- They are strong, effective communicators- Communication is key to ensure that important matters are discussed and understood, priorities and goals and focused on and problems are explained and addressed. All good relationships depend on open, honest and transparent communication. Whether you’re sending emails or IMs, or meeting face-to-face or on video calls, the more effectively you communicate with those around you, the better you’ll connect.
- Trust: when you trust your team members, you can be open and honest in your thoughts and actions. And you don’t have to waste time or energy “watching your back.” Face-to-face communication can help build trust through nonverbal cues such as: Eye contact, Tone of voice, Facial expressions…
- Respect: teams working together with mutual respect value one another’s input, and find solutions based on collective insight, wisdom, and creativity.
- Keep employees in the loop- Keep everyone in the loop by maintaining regular face-to-face communication. Try to include different types of meetings, including a mix of one-to-one and team meetings, so that remote colleagues feel included.
- They are self-aware and prioritize personal development-Effective leaders focus on developing their emotional intelligence, Goode says. Leaders that work to refine this quality are more adaptive, resilient, and accepting of feedback from others. They are also effective listeners and open to change.
- Be Positive and appreciate others- Positivity is contagious and people gravitate to those that make them feel good. Everyone, from your boss to the intern, wants to feel that their work is appreciated. So, genuinely compliment the people around you when they do something well. Praise and recognition will open the door to great work relationships.
- Ability to motivate-We all know not every task at work is thrilling – everyone has tasks they look forward to and are motivated towards, and those they dread and will put off until the last acceptable moment. These dreaded tasks are where people management skills come in. When this comes to those less exciting tasks, you need to create reasoning or an argument as to why something needs to be done in a certain way and why it’s important – for both the individual’s and the business’s goals.
These are the reasons we developed our conversation series; to enable and facilitate all of the skills above. Face-to-face communication is when two or more people can see each other while communicating. It encourages engagement and participation in meetings and builds a company culture of trust. Face-to-face communication is when two or more people interact and communicate while visible to one another. This might be a physical, in-person conversation, or it could be in a virtual setting.
Face-to-face communication is often more effective than written or audio-only conversations. This is because seeing one another allows us to pick up on nonverbal cues and body language. And because a lot of communication is nonverbal, being able to see each other helps us understand each other better.
Good leaders know that face-to-face communication helps them connect with their team members.