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The ROI of Team Engagement – How to Measure?

Your team can devise many methods for measuring productivity improvments from higher engagement.

Your team can devise many methods for measuring productivity improvments from higher engagement.

We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person.

How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress:

Have the team set their own measurable goals:

  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?

Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives. So the team must select goals that others will understand and value. Your boss needs to weigh in on which metrics will be most valued upwards.

Also set up measurement systems that will actually gather data. Involve the team in collecting both the baseline and later performance data.

The bottom-line impact of employee engagement initiatives is in output per hour of paid work. Do employees do more per hour of work than before participating in training? What you want is more hours of their work day willingly spent producing, and fewer hours of “down time.” It can be that simple for measuring outcomes.

On the flipside, at a recent CLO Media Breakfast meeting, one moderator, Pablo Gaito, VP of Talent Management for Gap, Inc. made a point of saying senior executives fundamentally agree on the strategic need for human development, so detailed measurement does not need compete for scarce HR resources. Development programs that improve the organization’s ability to foster higher employee engagement and productivity should always have a privileged place in the annual budget.

Contact Bovo-Tighe ButtonWe would like to agree with that sentiment, as developing employees and deepening their ability and willingness to engage and work more productively is undeniably valuable. But business is run through the bottom line, and resources have many claims on them. Proving your worth with tangible measurements of ROI never hurts in keeping your programs funded!

 

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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
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Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

You Will Not Engage Every Employee – Nor Should You

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Make August Your Personal Rejuvenation Month

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

The Unbiased Opinion is a Myth. Discard It.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Time to Act Civilly at Work? Professor Porath Says It Pays Off.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

When Motivating Employees, Do Words Get In the Way?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How to Sell Senior Executives on the Value of Talent Development

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Temporary Project Teams Need Scaffolding to Work Well

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

On Memorial Day – Remember and Acknowledge

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

To Manage or To Lead – That is the Question

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Break Conversational Habits to Break Out of Ruts

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Schedule that “Thirdly Review”!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Make Spring Fever a Productive Force at Work

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Change Happens Inside Out – Driven By Middle Managers

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Hiring Outsiders Costs Money. Save it by Investing in Human Development.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How Quickly Does Your Culture Sub-Optimize New Talent?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How Do You Fix a Jerk at Work?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Valentines Day Marks the Halfway Point in Q1 – How Are Your Leadership Resolutions Fairing?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

More Grist for the “Why Are Employees Not Engaged” Chat Mill

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Tips for Kicking Off 2015

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

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

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Engagement Must Address Professional and Personal Performance Factors

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

January Leadership Advice Deluge has Begun! Resist the Urge to Read It All.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Happy Holidays from Bovo-Tighe!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

2014 is Done – Time to Kick-Start January

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Sweat the Small Stuff Says Rory Sutherland in a TED Talk – This is What Bovo-Tighe Does for You

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Happy Thanksgiving from Bovo-Tighe

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Just Twenty Working Days ‘Till Christmas – What Can You Get Done???

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Defend Human Development Investments Strategically

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Be Great to Work With

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leaders Must Still Manage. You Don’t Get Off That Hook!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

It Takes Time to Change Employee Habits – And Lots of Support.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Recognition – Easy to Say, Hard (it seems) to Do

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Misguided Advice from Monster about Aspiring to a Leadership Role

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Honda Waigaya and Outward Bound – Lessons in Patient Leadership

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Master the Art of Questioning (and Listening) to Better Raise Productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Kick-Start Your Team’s Productivity Push for Autumn

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leaders Master the Art of Questioning to Raise Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Halogen Software Offers Sample Comments for Performance Reviews. We Disapprove!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Asking Silly Questions Makes You Smarter

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Engagement is Personal, So Personalize Your Approach

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Maslow’s Hierarchy and Employee Engagement – Make the Connections!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

The Case of the Market Basket CEO – Leaders Who Care Get Strong Employee Support

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leaders: Spend More Time Leading People and Less Time Doing Stuff

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Take Steps to Run Better Meetings – Walk While You Talk

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Engagement is Really Simple – But Does Take Energy and Focus

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Great Leaders See Themselves as Others See Them – And Engage Better

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Sayonara June! Hola July! Time for Mid-Year Resolutions.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leaven Your Positive Leadership Outlook With Real-World Negativity – Pursue the Truth!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Reset Your Leadership Mindset for the Next Six Months

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Great Leaders Make Life Better for Their Followers

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Defend No Process – Defend the Mission Against Old Processes

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How to Maintain Workplace Productivity During the Summer Vacation Season

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

A More Productive Mindset for Work in Six Steps

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

A Great Set of Productivity Tips – Read This Instead of Facebook at Lunch Today

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Honor the Last Full Measure of Devotion on Memorial Day

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

As a leader, you will get angry – How you handle that anger is critical to team productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Middle Managers Can All Lead – If You Show Them How

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Never Assume: Pursuit of Truth Makes Decision-Making Better

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

The Last Mile of Employee Engagement is the Hardest to Travel

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

We Love the Energizing Month of May

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Transformational Leadership Skill Spring Shape-Up

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Still Pushing Employees to the Brink: A bad habit from the Great Recession.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Toyota Agrees: Machines Don’t Innovate – People Do.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Development Gaps Expose a Lack of Strategic Commitment

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

“Overnight” Organizational Change Takes Great Long-Term Leadership

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

A “Lucky Seven” Set of Tips for the Freshly Minted Leader

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Does Your Online Presence Promote You?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leaders Don’t Pick Winners: Develop All of Your Team Members

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

May the Wind be at Your Back this St. Patrick’s Day

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Lessons for the Ides of March

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Our Foundations of Excellence Refresher

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Great Conversations Build Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

i4cp Research Isolates Six Key Employee Engagement Factors

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Tap Untapped Talent You Have Already Hired

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Each Great Leader is Unique, But They All Engage

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Supports Shell in Launch of New Gulf Platform

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Annual Performance Reviews Should be the Icing not the Cake

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Resources We Rely On for New Ideas about Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Machines Don’t Innovate: People Do.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Hide From Your Manager to Get More Done!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Quotes to Get Your Mind Set for February

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

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

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Brooke Bovo at TTI Winter Conference: Love Your Clients, Not Your Expertise

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Why Does Leadership Development Fail to Create Great Leaders?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

New Year Resolution: Make a Habit of Your Productive Mindset

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

OSHA Discloses Most Common Workplace Hazards – The List Remains the Same

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Lessons from Scrooge and the Grinch

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Merry Christmas from Bovo-Tighe

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

McKinsey Highlights Slow Adoption Rate for Intra-Company Social Networks

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Holiday Employee Gifts that Cost Little More Than a Bit of Your Time

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Books to Inspire Great Leaders Include Goodwin’s “Team of Rivals”

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

A Culture of Agility Requires a Commitment to the Pursuit of Truth

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Lean Manufacturing Demands Fully Engaged Employees

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Happy Thanksgiving from Bovo-Tighe

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Rob Markey of Bain and Co.: Employee Engagement Rocks!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Flexible Job Schedules Can Win Employee Loyalty

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Engagement a Strategic HR Imperative for 2014

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Maintaining Work-Life Balance During the Holidays

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

The Paradox of Employee Engagement: It Works Yet Few Companies Try

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Remember Veterans on Veterans Day with a Heartfelt Thank You

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Defuse the Gunpowder Barrel with Sustained Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Happy Halloween from Bovo-Tighe!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Minga Foundation Ups Productivity by Raising Awareness of Personal Motivators

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How Pessimists Keep Optimists in the Black

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Gallup Employee Engagement Results Not Budging

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Stop Being Nice at Work? Not So Fast!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Aberdeen Report Finds Competitive Advantage for Companies that Improve Hiring Processes

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Three Leadership Tasks That Unleash Team Productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

What Prevents Teamwork From Adding Value?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How Can You Make a Vacation From Work Truly Stress-Free?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Time Off is Restorative – Organizations that Don’t Encourage It Lose Out

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Have Employees Track Their Own Successes to Raise Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

A Quick Cost/Benefit Analysis of Employee Training and Development

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Participates in 2013 CLO Forum

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

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

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Great Employee Engagement Starts by Asking a Lot of Questions

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Inspiration for a Hot Day in August

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Engagement Remains Elusive: You Are the Problem and the Solution

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

More Thoughts on the Great Value of Middle Management Leadership Training

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Working from Home Does Raise Employee Engagement, if Done the Right Way

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Define leadership more broadly. Anyone can lead, at any level.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Engaged Employees Accumulate Business Acumen

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Engaged Employees Honor the Pursuit of Truth – And You Should Value That Trait

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Presents Dole Case Study at HR Star Conference

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Build a Corporate Culture that Embraces Change

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Happy Independence Day

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Celebrating Failure? You Bet! How Else Can You Learn New Stuff?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

CEOs Must Foster Culture Based on People – Not Process

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Gallup Confirms the American Worker Remains Unengaged

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Senior Consultant Steve Eddy Honored at the University of Nebraska

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Is it possible to be overworked and underutilized?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Create Great Leaders in Your Organization

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Retain Talent by Fostering Professional and Personal Growth

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Starts with Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Take the Time to Say Thank You to Those Who Died Defending Us

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

When Should You Micromanage Employees?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership in Public Management

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Time to Rehire Yourself?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Of Lollipops and Leadership

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Why We Love May at Bovo-Tighe

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Are Millennials Really Different About Job-Hopping?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe and Harvard Business School Are On the Same Page

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Lessons on Leadership from Britain’s Royal Navy

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Raise the Meaning Quotient for Employees to Raise Productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employees Can Only Manage Their Time if the Organization Lets Them

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Social Media Collaboration is Shaking Up How Employees Engage with Each Other

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Goal Alignment Takes Work and Communication that Counts

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Our Philosophy about the Pursuit of Truth Includes Your Health

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Three Key Drivers of Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

March Madness is a Leadership Moment

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

May the road rise to meet you on this St. Patrick’s Day.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

QBQ works well with the Bovo-Tighe Foundations of Excellence philosophy

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Tales from Top People – Courtesy of LinkedIn

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Marissa Mayer Should Focus on Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Accelerative Learning Article Now Posted on eZineArticles.com

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Drop Your Information Filters to Boost Engagement with Fellow Employees

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

More Thoughts on How to Engage Employees

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Quotes that make you think – Are you open to the truths you need to hear?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Passion at Work: Nurturing it Starts the First Day of Employment

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Stephen Covey: A Truly Inspirational Force for Innovation in Human Development

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Summer Thoughts on the Pursuit of Truth

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Dissatisfaction Still the Norm in 2012 – Therein Lies Opportunity!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Three)

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Stop Hating Meetings: Fix Them Yourself!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

New Bovo-Tighe Article on eZineArticles.com about Better Meeting Practices

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employees are Consumers of Corporate Culture: They won’t “buy in” until you earn their trust!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

101 Steps Towards Better Leadership

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Transformational vs. Transactional Leadership: A Worthy Distinction

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

The Cure for Bad Meetings: Pay Attention and Contribute!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Caring for Your Employees Unlocks Great Productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership Behavior Can Stifle Productivity – Even Unintentionally

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership: Its Trappings Lead Good People Astray

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Information Underload: Bad for Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Zen and the Pursuit of Truth at Work

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Client News: Shell Sets Record for Deepest Oil and Gas Well

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How Kingsford Charcoal Taught DuPont a Thing or Two about Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Workplace Time Wasters: Facebook vs. the Two-Martini Lunch

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Dumb Things Bosses Do

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Dumb Things Bosses Do

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Client Newsletter October 2011

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Steve Jobs: A Born Visionary Who Learned to be a Leader

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Old United “Speech” Ad Still Resonates Strongly in the Digital Age

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Power Breeds Overconfidence in Leaders

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Do You Know All the Facets of Employee Engagement?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Coaching for Senior Executives Must Come Up From Subordinates

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe’s September Client Newsletter – 2011

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Client Newsletter – Summer 2011

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Presenting at the National Property Management Association Annual Education Seminar

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe connects with the HR community at the HR Star Conference

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Book Review: How to be Happy, Dammit!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Client Newsletter June 2011

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

One-Foot-Out-the-Door Disease is Bad for Productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

How best to make leadership training truly work? Never stop!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe shares a snap-shot of its ongoing work on Alaska’s North Slope

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Leadership: It all starts with you

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe Newsletter May 2011

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe at the Offshore Technology Conference

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

We applaud our client, the Elizabeth Glaser Pediatric AIDS Foundation, on their Webby Award

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Technoserve extends its initiatives in Africa by leveraging Bovo-Tighe expertise.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Irrational Decision-Making: Embrace the Human Factor!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Performance Management Needs to Recover its Mojo

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

A standing ovation for an active client, Technoserve, which helps poor communities thrive worldwide!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe’s March 2011 Client Newsletter

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

The Bombardier Case Study: Successful Commitment to Employee Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Talent Management: All agree we need it. Few act on it.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

On Performance Reviews: The Urge to be Better-than-Worst Raises Productivity

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Influence Competence: Effective Employee Engagement Skills Under a New Name

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Talent Management: How It Helps With Crisis Management

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Engagement: Have you thought about ice cream?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Tasked with Corporate Training? Seek Outside Help

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Changing Corporate Mindsets is the Critical Path to Cultural Change: Now We Have Research to Prove It!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe explores Kazakh Psychologies of Achievement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Corporate Cultures: Bottom-up change is best.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Are people truly your company’s best asset? Can you prove it?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Compensation Plans vs Employee Emotion

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Pay-For-Performance versus Full Engagement

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

On Leadership: Would you work for yourself?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Employee Engagement is simply the Foundation for Excellence

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Why doesn’t employee training work better?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Change Management: The entire organization needs to participate

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Fostering Innovation: HR Must Lead the Way

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

About that left brain-right brain split: It doesn’t happen.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

With Leadership Development: Are We Smarter that Fifth-Graders?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe’s January 2011 Client Newsletter

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Corporate Flu Epidemics: What Sort of Infectious Attitudes Do You Spread Around?

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Bovo-Tighe December Newsletter

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Change employee behavior by changing their bad habits.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Be the first on your block to re-engage your employees.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Performance Reviews done well require great communication.

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

Meetings That Rock!

[caption id="attachment_1308" align="alignright" width="209"]Your team can devise many methods for measuring productivity improvments from higher engagement. Your team can devise many methods for measuring productivity improvments from higher engagement.[/caption] We find that employee engagement is best built at the team level. Groups of people working together to raise their productivity generates better results than engagement initiatives targeted person by person. How do you measure it, though? Said another way, what is the gain that you are trying to measure? Here are metrics you might try, to set a baseline and measure progress: Have the team set their own measurable goals:
  • Uptime vs. downtime, in a production environment
  • Headcount vs productivity – How many people are producing how much?
  • Speed of goal achievement – How many project milestones are met on time? What caused success or failure?
Taking the time to set up metrics that your leaders will believe and value is also a critical planning step for any team-based engagement initiatives.

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