Welcome to Perfomance Development Strategies.



We partner with our clients to help them determine where they want to go and what results they want to achieve.  Then we help you develop the action plan to make it happen.  We help our clients develop and manage strategic, cultural, and structural changes within their organizations. By working together, we can provide personalized processes and support materials that help turn goals into reality. We help organizations align their plan, people, and systems in order to gain a competitive edge.
We facilitate and coordinate programs to develop your company's human capital, focusing on attitude development, human relations, skill development, and goal setting.

 

...Read More


Customer Service and Customer Loyalty


The mastery of customer service can mean the difference between success and failure. The corporate trend of raising customer service is a business necessity. Customers are more willing to forgive a product failure than a service failure by a ratio of 5 to 1. If customer retention is important, then improving customer service must be the tactic. Unfortunately in many companies, the customer has become a low priority. When people are not treated according to their expectation, they will take their business elsewhere. What’s more, they relay their bad experience to ten or more other people. The question then becomes not whether to improve your companies service standard, but how?

...Read More



What is
coaching? Is it right for you?

Have you ever felt like you are navigating through your professional life alone? If you are like most executives and small business owners the answer is yes. In a corporation, the higher up the ladder you go the harder it is to find someone to discuss dreams, goals, actions, and success strategy. This is also true of the small business owner. Having a coach is like having a needed connection that cannot be made with others. For example:

Your spouse may listen but the dynamics of marriage relationship may cloud perspective and objectivity.

Your friends want to be helpful but they don’t have the training to identify real issues and they don’t have the time commitment.

...Read More


 

PD Strategies Blog

Performance and Development Strategies Blog is the informational place to get timely and purposeful articles on the issues that concern you most.

  • Home
    Home This is where you can find all the blog posts throughout the site.
  • Categories
    Categories Displays a list of categories from this blog.

Employee Engagement

Posted by on in Employee Engagement
HDWe can’t seem to find anyone who wants to work. How many times have you heard that or maybe said that yourself?   Or you may have heard, “Unless I tell them what to do nothing gets done. I can’t trust them to do it themselves.” When I recently heard this I asked the owner to give me an example.   “Well,” he said, “I have given them detailed directions of exactly what I want done and they don’t do it the way I told them.” “Wait a minute,” I said, “Didn’t you just say that you wanted them to take ownership?”   If you want employees to take ownership you must empower them to make decisions as to the best way to get things done. If this is a source of frustration to you, here are two questions that you need to ask yourself. First of all, have you provided her with...

Posted by on in Employee Engagement
Now that you have carefully selected the correct fit for your company you will want them to stay. You do that by creating an Employee Value Proposition. Get this wrong and you will continue to tread water always trying to catch up. Get this right and you have one very important component for taking your business to the next level. a team of people, or are charged with human resources in your organization you know how important it is to retain your best people. So why do so many employee leave, or worse, why do they stay and become a drag on the organization? Here is a sobering fact. Employees do not leave companies, they leave supervisors. Many supervisors believe that if only the pay and fringe benefits were better their best employees would stay. I would not deny the compensation is important. However, people who are truly engaged with their...

Posted by on in Employee Engagement
The employees of your business are important to your success. It is important to have the right person in the right job. Just as important, you must give your employees the support that they need to do the best work. Unfortunately, I am sometimes contacted by business owners that can’t understand why there are so many bad employees and they want me to fix them. Really? It doesn’t work that way. Here is an example. I have changed some things so as not identify anyone. I was asked by a family business what I felt needed to be done to “make their people work.” They did not ask me what they could do differently. For starters, family members disagreed on the operation of the business. Because of this, some key employees chose to align with one family member over the other. The managers in the business complained about lack of leadership...

Posted by on in Employee Engagement
Exercising strong control rarely leads to better performance. In fact, being a control freak insures that nothing can get done without your involvement. If you want to have a growing business too much control is not the way to achieve it. Many of my business owners in Westchester County New York have learned the importance of delegation to business growth. Once you decide to add just one new employee your main job is not control but getting others to do what needs to be done. If you don’t let go, you will be seen as a micro manager. This will actually de motivate your team and guarantee that you will do everything yourself. Why is this problematic? Let me ask another question. Why did you hire another person to begin with? The answer is that you wanted to be able to grow your business. But if you don’t get out of...

Posted by on in Employee Engagement
If you are an employer in Westchester County New York, you know that it is difficult to find qualified employees. Once you find them you want them to be productive. And if they become performers you want them to stay. You need a Value Proposition to attract customers to your business, right? Well guess what, you need an Employee Value Proposition to attract and retain employees. Your employees really want opportunities to grow and develop. They want to do the best they can do and be the best they can be. It is important for you to engage that. Create a platform for Employee Development and Results. We start with expectations but before we measure expectations we need to set expectations. It is not merely enough to tell an employee here is your job description and see me if you have any questions. Establish expectations from the start. Help orient your...

Posted by on in Employee Engagement
What is the best was to see your business grow and have a sustainable business? The answer is this. It has been proven time and time again that a manager who empowers his or her staff by giving them authority to make decisions and control outcomes is many times more successful than a manager who holds the control. Management teams in Westchester County NY that have been following this advice have been seeing their sales increase and their employee turnover decrease. Clearly empowerment of staff creates better outcomes. Unfortunately, managers and executives find it very hard to let go and allow their staff to drive results. In some cases, the need to be right prevents the manager from trusting his or her employees. If you have a trust or fear issue you might want to ask yourself these two questions. First of all, have you provided your staff with all of...

Posted by on in Employee Engagement
“How am I doing?” Those of you living in New York City might remember when Mayor Koch used to ask his constituents that question. Asking that question with your business is very powerful because tells your employees and your customers that they matter. That they matter is an understatement. First of all, exceeding your customer’s expectations is essential to creating loyal customers and increasing your customer base. In order to have loyal customers you need to have engaged and loyal employees and you need to know things are working. You want the truth? “You can’t handle the truth!” This well-known line was uttered by Jack Nicholson in the move, A Few Good Men. Do you think there might be some truth in that statement? That appears to be the case in many organizations. It is just not comfortable to ask too many questions. It is easier for companies with retention problems,...

Posted by on in Employee Engagement
Your company needs a value proposition to make itself relevant in the market place. How about your employees? Are you relevant to them? What is your Employee Value Proposition? This employee value proposition would be tied to your strategic plan and include your vision, your values, and, your mission. The values should include such things as social responsibility, ethical conduct, and reputation. Strong employee engagement produces successful business outcomes including a loyal customer base. And this leads to increasing sales and profits. The reverse is also true. Employees who are not engaged have no passion for their work, are frequently absent, make mistakes, and cost the organization its customers. Understanding what engages employees involves connecting with them. The Employee Value Proposition EVP matters. Although people work for money there are other factors and these other factors matter to the new workforce. A study done in 2013 by PwC and others reported...

Posted by on in Employee Engagement
Creating a successful team requires right actions by the leadership. Most people say that their organization is only as good as their people. How many really practice what they preach? It starts with hiring qualified people with shared values. Now leaders have the challenge of retaining those high performers by keeping them engaged and producing results. Engaged employees will lead to loyal customers and loyal customers will lead to a sustainable business. In our business climate it is not enough to be good, we must exceed our customers’ expectations. That is not going to happen if you have a lot of highly qualified but individual performers. You need cohesive and effective teams to make it happen, not people in individual silos. Everyone has different talents and it is important to leverage those talents. The power of your team is only as effective as your weakest link. Creating a winning team begins...
Tagged in: Team Leadership

Posted by on in Employee Engagement
It happens all the time. Managers complain that they cannot find qualified employees to take ownership yet they hold control and try to do too much themselves.  There is a better way and management teams in Westchester County NY have been working on changing from micro managing control to better method of empowerment and accountability. Clearly empowerment of staff creates better outcomes. Unfortunately, managers and executives find it very hard to let go and allow their staff to drive results. In some cases the need to be right prevents the manager from trusting his or her employees. If this fear of not being right is stopping you from letting go then you might want to ask yourself these two questions. First of all, have you provided your staff with all of the tools they need to succeed?   And secondly, have you clearly communicated the objectives and desired results? Here are some...

Posted by on in Employee Engagement
So you hired someone new. Now what? There is much more than just hiring the most talented person. You must now create an environment conducive to retaining your talent, engaging employees, and inspiring all those on your team. Why is employee engagement so important to success? If you have disengaged employees they are just waiting around to see what happens. On the other hand engaged workers have "bought into" what the organization is about and are trying to make a difference. This is why they're usually the most productive workers. Strong employee engagement produces successful business outcomes including a loyal customer base. And this leads to increasing sales and profits. The reverse is also true. Employees who are not engaged have no passion for their work, are frequently absent, make mistakes, and cost the organization its customers. Understanding what engages employees involves connecting with them. We can’t make a universal supposition...
Tagged in: Employee Engagement

Posted by on in Employee Engagement
A leading indicator for company success is not profit. That may sound counter intuitive. To quote investment company advertisements, “past performance is no guarantee of future results.” A leading indicator would show current business conditions which would lead to continued success. Two very important measurements are employee engagement and customer loyalty. While sales and profits are very important measurements they tell you what has happened. Employee engagement and customer loyalty tells you what will happen. When you have engaged employees they will do their best work which will result in loyal customers. You should measure your employees’ engagement at least once per year. The ultimate employee question is, “How likely are you to recommend our company as a place to work?” When you have highly engaged employees you have promoters of your workplace. When you exceed the customer's expectations and create an emotional bond with your customer they become your promoter....

Posted by on in Employee Engagement
The culture of your company matters. In order to have a vibrant culture refers there needs to be shared values, attitudes, standards, and beliefs. This culture is routed in company vision, values, and goals. These are the company’s success drivers. They are most important when hiring a new employee. You make a big mistake when you select people based primarily on experience while ignoring the cultural fit. I work largely with privately held and family held businesses. But in that arena I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is...

Posted by on in Employee Engagement
Exercising strong control rarely leads to better performance. In fact the opposite is true. Micro managing will actually create poor performance because it stifles development of the team. Without an empowered team you as the manager will end up doing everything yourself. Of course, as sole entrepreneur will need to control everything. But once you decide to add just one new employee your main job is not control but getting others to do what needs to be done. Now being in control will be seen as being a control freak in the eyes of your staff. This behavior also known as micro managing will actually demotivate your team and guarantee that you will do everything yourself because no one does it as well as you do. Or so it seems. Why is this problematic? Let me ask another question. Why did you hire another person to begin with? The answer is...

Posted by on in Employee Engagement
Many companies do not understand why their turnover is so high. Some think that it is all about money and benefits. But unless you pay below standard it is not about money. Sure, an employee will tell you that he or she left for a better opportunity. You might, therefore, assume that it had to do with money but don’t be fooled. There is much more going on than just money. You cannot treat employees as commodities assuming that they will come to work just because they are getting paid. Some vendors of perks may even tell you that if you offer special perks then your retention will be better. You would need a very large amount of those perks to try to buy loyalty. And what would you gain in loyalty or performance? You might even entice poor performers to stay when you would be better off with retaining only...

Posted by on in Employee Engagement
The reason that a group of employees is not achieving desired outcomes is usually traced back to the leadership. That’s right. If all of the students fail the exam might the fault be with the teaching? Like students you and your staff may not be on the same page. While that is personally frustrating how much money is that costing you? You can change that. Here’s how. Become a focused leader who empowers engaged employees who in turn create loyal customers leading to growth and success. Let’s start with the focused leader. You may have the title of manager but that does not mean you are seen as the leader. As managers we can influence the process through which people recognize our leadership by creating an environment where people will join “the team” because they see the purpose of what they are supposed to do and understand the vision, the “big...

Posted by on in Employee Engagement
Can you really get employees from different generations work together? Yes you can bridge the workplace generation gap.  As I work with client organizations I constantly hear voices of frustration. It could involve a catering manager who says “The kids today don’t want to work. I can’t get any good help.” It might be a manager of a team of professionals complaining about the unwillingness of the younger members to work endless hours. Or it can be frustration from an employee who feels he or she can’t compete with the new workers and the new technology. Really, this is nothing new. In fact it goes back to ancient Greece when Aristotle said, “The young people would always rather do noble deeds than useful ones: Their lives are regulated more by moral feeling than by reasoning.” Baby Boomers were born between 1946 and 1964. They were associated with many of the social...

Posted by on in Employee Engagement
How many people really work at your company? Is it only about one third? Did you know that is exactly what the Gallup organization learned? If that is true in your organization this is why you should be concerned. Employee engagement is directly responsible for your company’s sales and profits. Disengaged employees will result in lost customers. The best measure of success is a growing flow of loyal customers. I recently did a similar engagement survey called D.I.AL.O.G. for an organization. This organization provides onsite catering and event services. Their requirements for success are a providing good service, great food, consistency, and a great guest experience. The owners appear to be frustrated. They were struggling to get more business but having a hard time providing good service to existing customers. Here is why. For starters, the owners disagreed on the operation of the business. Because of this, some key employees chose...

Posted by on in Employee Engagement
You want the truth? “You can’t handle the truth!” This well-known line was uttered by Jack Nicholson in the move, A Few Good Men. Do you think there might be some truth in that statement? That appears to be the case in many organizations. It is just not comfortable to ask too many questions. It is easier for companies with retention problems, for example, to focus on compensation issues. But, according to Gallup around 30% of employees are engaged at work. That means that 70% are not engaged in their jobs at your company. Recently Gallup released a new survey on employee engagement. When I read the commentary I could see that engagement is not static information but depends on company, employees, and time. We can’t use a cookie cutter approach. We can’t make universal supposition of what engages people. Instead, we need to understand the diversity of our workforce which...
Tagged in: Employee Engagement

Posted by on in Employee Engagement
Great employee engagement produces successful business outcomes including a loyal customer base. And this leads to increasing sales and profits. The reverse is also true. Employees who are not engaged have no passion for their work, are frequently absent, make mistakes, and cost the organization its customers. Understanding what engages employees involves connecting with them. We can’t make a universal supposition of what engages people. Instead, we need to understand the diversity of our workforce which includes gender, culture and the different generations. Many companies with retention problems tend to focus on the compensation issues. Compensation is definitely important. However, it loses its importance as an employee moves up the career ladder. It certainly is important for a business to understand the competitive wage levels for the positions in its business. However, business is making a mistake by paying extra money to buy loyalty. Let’s consider Maslow’s Hierarchy of Needs. In...
Tagged in: Employee Engagement

Testimonial


Grant has worked with us at MAS to provide expert strategic planning knowledge and direction, effective goal setting and team development. I highly recommend his services to anyone who is looking to grow, organize or even redefine their business growth goals. Marshall that he had the greatest sales increase in 2012 30%

December 6, 2012, ~ Lisa Schmid and Marshall Marinace

 


 

Home  |  About Us Business Perfomance  |  Leadership and Coaching  |  Blog  |  Contact us

Copyright© 2016  Performance Development Strategies, LLC. 
P: 914-953-4458   E: grant@pdstrategies.com

Powered By RAC Creative Services