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.
Blog posts tagged in Employee Engagement
Developing a high performing team starts with communicating clear vision and values and seeing that each member shares the values and is one the same page. Once aligned a leader inspires those on the team to be the very best they can be. You start, of course, by getting the right people in the right jobs.
Help your team use their strengths to push their performance to new levels. Unfortunately, many of us spend time trying to correct weaknesses. This is best illustrated with a story a parent can understand:
A child comes home from school with his or her report card and it shows, for example, an A in math, B’s in history and science, and a C in English. What is the parent’s response? In most cases the parent talks to the child about raising the grade in English. But what if the child might have a real talent...
Small business is poised to generate many new jobs in 2018. We need small business to grow our economy and will need local small business. I have had the pleasure over seeing many small businesses grow in the last years and expect more in Westchester County New York in 2018.
While it is true that today’s business environment can seem somewhat volatile there have also been many more opportunities with the growth in the economy.
While I don’t want to oversimplify I believe that small business owners can leverage success by following the suggestions in the three following steps.
Step 1 – Think Strategically then follow through.
When you think strategically you work ON your business rather than IN your business. You are future focused. You decide where you want to take your business now and in the future whether it is in 5 years, 10 years, 15 years or...
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...
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...
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...
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...
Are you running as fast as you can but finding that no one is following you? Worse than that, are they running the other way? C, that you empower your engaged employees, that they will in turn create loyal customers leading to growth and success.
Focused Leader - You may be the owner, the manager, or CEO but that does not mean you are seen as the leader. You appoint yourself CEO but your team will follow you if you are the leader. As leader you will create vision, model behavior and inspire results. With your inspiration people recognize your leadership. You will be creating an environment where people will join your team. They see the purpose of what they are supposed to do and understand the vision as well as the values of the organization for which they work. Today’s fast-moving business environment demands that the effective leader be both,...
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...
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...
“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,...
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. This line hits a little too close to home for some organizations. While some organizations ask themselves what they can do to help their organizations align there are others that this it is always the wrong people and that they (the organizational leadership) know what is right. Would you get defensive if an outside consultant asked you questions to get to the root cause of your problems?
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...
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...
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...
A successful business leader positions his or her staff to use the top talents of everyone. Jim Collins who wrote, “Good to Great” refers to this as getting the right people in the right seats. This includes not just testing skills and knowledge but also examining attitudes and behaviors.
Help your team use their strengths to push their performance to new levels. Unfortunately, many of us spend time trying to correct weaknesses. These old habits are hard to break. It probably began when we were kids.
When a child comes home from school with his or her report card and it shows, for example, an A in math, B’s in history and science, and a C in English, What is the first response? Most people will talk to their child about raising the grade in English. But what if the child has a real talent in math? He or she might...
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...
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....
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...
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...
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...
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...