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Compensation

In 2015 Employee Engagement Will Look Like It Did in 2014…and 2013…

The fundamental elements of employee engagement programming do not change by year. This is foundational stuff for your future business success, and a consistent approach that employees can come to rely on and trust is critical. But the start of a new year, with its mental resets, clean slates and Spring cleanings, gives you a chance to assess how your engagement efforts are working, and to get input from your employees about how to spiff them up. How does your workplace shape up? Click through for some questions to ask yourself.

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Leadership Development Does Not Have to Cost an Arm and a Leg

Leadership development should not be reserved for the elite executive core. By then it is too late to start "developing" leadership skills. Too many excellent candidates will have been lost if you leave frontline and middle managers to their own devices to figure out how to lead effectively. Indeed, it is more important to invest in new manager leadership training than executive leadership training, and far more cost-effective, too! You can make a big impact on productivity with an investment as low as $15,000 per person.

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A Quick Cost/Benefit Analysis of Employee Training and Development

The ROI of employee training and development, especially in the transformation of middle managers into effective leaders, is not hard to explain to the CFO. Simply translate the value of employee engagement into rates of contribution. The benefits of raising contribution rate from 60% to 75% is easy to translate into numbers your financial stewards can understand.

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Labor Day in the U.S.: A Connection to Employee Engagement

Monday is Labor Day in the United States. It is a day to honor the contributions of workers in all walks of industry and service, although its origins are embedded in the formation of manufacturing workers’ unions of the 1800s. There is a tremendous amount of contribution inherent in all of the people who go to work every day, and organizations that adopt the mindset of “celebrating that contribution” every day through strong recognition and human development program outperform their competition. Employee engagement is the key that unlocks all that latent contribution.

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Executives Must Protect Employee Engagement Initiatives From Their Own Managers

Employee perks that foster engagement and innovation must have the support of senior executives, who must keep middle managers from nibbling away at the commitment in their urge to achieve their own goals.

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101 Steps Towards Better Leadership

We found a great thought-provoker about leadership styles and habits on InsideCRM.com. This checklist isn’t perfect, of course, even with over 100 factors to keep top-of-mind. So, we thought we could make it more useful with a few critiques. I am sure you can find other corrections to make as well based on your own leadership experiences.

Edits we would make (open the article to follow along as …

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Do You Know All the Facets of Employee Engagement?

We have a bulging file of articles and research about employee engagement and it is always refreshing and energizing to check in with some of that data and thinking to keep us focused on what employee engagement is truly all about.

Here is a three-pager on Employee Engagement research done way back in 2004 in the UK that we think might be useful as a quick reminder of all the …

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Irrational Decision-Making: Embrace the Human Factor!

This McKinsey & Co. interview* with Duke University Professor Dan Ariely explores how subjectivity influences our decision-making process, and argues that totally rational behavior (defined as acting universally in one’s own best interest) can put the actor at a disadvantage. This is partly due to human characteristics such as social comparison, relative advantage, and our ability to weigh long-term versus short-term gains.

I especially like his insight into why …

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Performance Management Needs to Recover its Mojo

Performance Management fails in its attempts to raise productivity, retain talent and rewards results. It becomes a burden on an organization and seems to demoralize or at least demotivate employees. This is sad, because performance reviews and recognition programs should be a vehicle of employee engagement and generate a boost to productivity. Why does it instead induce fear and uncertainty? Let's examine how this happens, and how to fix it.

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