What is psychological safety? Psychological safety is dependant on how safe we feel it is to take interpersonal risks at work. Psychological safety questions: Are my ideas/contributions welcome here, or will they be picked apart or ridiculed? Will I be accepted by my colleagues or excluded for offering a different point of view? Is it ok to admit I don’t understand something? Do we share or …
Employee Engagement Archive
The continuous improvement approach it is based on the belief that incremental changes add up to substantial improvements over time.
Change communication utilising narrative co-creation and multiple voices is an essential ingredient of successful organisational culture change.
Change doesn't happen without people. The CUE Change Framework is a people-centric approach to help move people from resistance to engagement.
Not only does a lack of Workplace Civility impact culture, employee retention and engagement but customer relationships too.
Building a culture of trust begins with the example we set as leaders. Even with the basics in place to build a great culture many leaders still face a crisis of trust.
As your culture is what makes you successful it is essential to consciously manage the new culture when two (or more) organisations merge into one during Mergers and Acquisitions.
Creating sustainable organisational culture change is one of the most difficult challenges leaders face.
Taking your team through the customer journey to identify potential Moments of Truth and to eliminate Pain Points is an essential part of crafting a great Customer Experience.
The most powerful opportunities to create memorable Employee and Customer Moments of Truth happen in heightened emotional states.
Employee onboarding programmes help increase retention and effectiveness. Onboarding effectively is critical as most employees tend to decide within the three months of starting a new job whether or not they will stay.
An effective internal communications strategy can reduce uncertainty and increase productivity, retention and participation in achieving organisational goals.
Organisational Development interventions are designed to improve the functioning of the organisation by creating opportunities for active participation by stakeholders.
Expectation Alignment Disorder (EAD) is often at the heart of failed change, communication and engagement programmes.
Your onboarding experience is critical to engage, retain new hires and get them up to speed. How long does it take to get your new hires up to speed?
Without regular expectation alignment unmet employee expectations can lead to lower motivation and employee engagement.
Organisations require different skills as the business evolves. Building a learning organisation encourages knowledge sharing and collaboration.
Knowledge sharing increases increases creativity, collaboration, problem solving, and preserves existing knowledge.
Leadership style makes a difference when making changes - but nobody cares how much you know, until they know how much you care!
A lack of preparation or an incongruent onboarding programme can rapidly increase disengagement and reduce retention. First impressions count!
Research has demonstrated a direct link between social support at work, lower rates of employee burnout, and greater satisfaction in the workplace.
Employee Engagement goes beyond employee satisfaction, it creates powerful ambassadors and advocates for your brand, employees that want to be part of your journey to success.
A learning organisation sees problems as opportunities. Employees should be encouraged to seek out challenges and undertake stretch assignments without feeling that mistakes will jeopardise their careers.
Employee experience goes beyond having a slide, coffee bar or pool table in your workplace. It requires a fundamental change in thinking.
Organisations that pay as much attention to Employee Experience as Customer Experience outshine their competitors in the war for talent
An effectively designed employee wellness programme can increase productivity, boost moral and reduce stress.
Offboarding and reboarding can be just as important as onboarding talent for crafting a culture that supports retention, innovation and employee engagement.
Leaders play a key role in improving engagement, but can also the the cause of employee disengagement.
Employee conversations are best when we work together to co-create solutions rather than sticking to a rigid agenda.
Emotional Intelligence (EI) is our ability to become aware of and manage our emotions, as well as those of others.
Through deliberate crafting of structure with your purpose, brand and culture in mind you can begin to inspire employees to live the organisation's desired values and strategy daily.
Values and culture can be a formidable driver of performance, or can be a substantial hurdle to achieving performance goals and meeting customers' needs.
As the rate of change and pressures increase in the workplace those with above average emotional intelligence competencies people will become more valuable than ever.
The power of using follow up questions to improve the effectiveness of your Net Promoter score and to achieve greater Employee Engagement
Developing empathy is a journey of shirting attitudes and developing habits, not a single step.
Mindfulness is mental focus technique that enables us to stay focussed on what we are doing, as we are doing it and helps us develop happiness at work.
The ability to build and maintain trust in the workplace starts at the top, and then must be encouraged and developed through the rest of the organisation.
We are witnessing a trend towards people running businesses in a new way, putting other people and the planet alongside profit. Becoming 100 percent human at work is making business more sustainable, helping retain talent and crating loyal customers.
Setting a strong set of values, which are then lived, is a fundamental step towards an engaged values based culture.
Organisations are moving beyond "profit at all costs" and utilising the power of a Value-Based Corporate Social Responsibility (CSR) program to transform their culture and make their business sustainable. Successful organisations are moving towards being the catalyst for “a better way to do business for the well-being of people and the planet.”
Values based leadership positively impacts the triple bottom line- people, planet, profits
The impact the manager has on engagement is one of the most fundamentally important insights Gallup’s research has uncovered.
Research shows that diverse teams are more innovative than groups that are more similar. Diverse teams are more effective in the key areas of problem-solving, conflict resolution, and creativity.
Values based leadership can be an essential tool to grow you culture. When we use values to make decisions, our decisions align with the future we want to experience.
We cannot force cooperation or teamwork. A high performance team is a group of people who are able to achieve extraordinary results by working together towards a common goal.
Toxic top performer employees damage your culture and performance. Their behaviour will have far reaching impact if not addressed.
Scrap bell curve reviews as they tend to increase disengagement, cripple innovation and collaboration
Similar to teamwork in sports, at work if any team member is not aligned with the strategic goals or pulling their weight, the rest of the team may suffer for it. It is important to watch for members of the team who don’t seem to pay attention when others are speaking, or always give vague updates about what they’re working on. It may mean they …
Picking the right management is not about picking the best role talent (salesperson, accountant or engineer, etc.), it is about finding those with people management talent.
Life after you scrap annual rated performance reviews Will you follow Deloitte, Adobe, Microsoft and Accenture and scrap annual rated performance reviews? If so the question is what to do next? Organisations are nervous to scrap annual reviews as: They want a fair and validated way to distribute compensation increases They need a record of low performance when dismissal is required They need performance data in an employee’s file for succession …
A dynamic performance management process impacts all key business metrics (including return on equity and revenue growth) so it’s surprising that so few organisations get it right.
Significant research over that last 15 years has demonstrated that each of us is a frighteningly unreliable at rating other people’s performance.
What happens before their work hours may be just as important as what happens during it. Having a sick child at home, marital issues, money problems or a death in the family directly impact our ability to Engage at work.
Don’t wait for your manager or organisation to engage you – take ownership and start to improve your personal Employee Engagement levels now. Many things can influence whether or not we are fully engaged – changes in the organisation (particularly a change in/by a direct supervisor), our situation at home, the behaviour of our colleagues, challenging project changes and even world events. We can’t stay fully engaged without putting in a little …
The Power of TED Talks are that they are engaging, have a clear message we can relate to and hardly ever have any "Death by PowerPoint" to put us to sleep. TED Talks make learning fun and entertaining.
In customer service we need to recognise the customer is a human being who deserves to be treated with dignity and respect, this does not mean they are always right. The idea of the customer is “always right” originated with Harry Selfridge, the founder of Selfridge’s department store in London, in 1909. The concept is often used by businesses to convince customers that they will …
Learn how this performance management x-factor will help your managers keep valuable talent, build an innovative high performance team and put the spark back in your organisation.
Becoming the architects of our culture is essential as it impacts and influences all or relationships. As work is where we tend to spend most of our waking life it makes sense to ensure it has a positive impact on us rather than a negative one.
How do we share what we learn (both good and bad) with our teams so they repeat the good, and learn how to overcome the bad? How do we give our employees a voice and engage them in the process of building a high performance team?
Engagement surveys repeatedly show that the key factor in employee engagement is the employee’s relationship with their direct manager or supervisor. How are you building engagement in your organisation?
The study of Psychology in business is not about telling business what to do but a reciprocal relationship which draws insights from those with experience of what works at work and shares new finding which can shape new behaviours and practices.
Building a great place to work is not the about providing the best extravagant perks, it is about satisfying our human emotional needs and developing working conditions that help us produce our best work.
We can’t just toss out performance management entirely as we still need to measure performance and have a method to fairly allocate compensation increases. We can, however, make it a more effective tool.
Ways to develop effective peer-to-peer coaching meetings. Training alone can improve individual and team performance by over 20%, but training and coaching together can improve performance by over 80%.
Podcast on Emotional Intelligence and Employee Engagement
Compensation can impact employees both positively and negatively. Fairness and consistency are essential elements of a pay for performance compensation strategy.
To create an innovation culture employees need to have a clear sense of what is expected of them, your long-term goals, and values. Your values should not only be promoted through your annual reports and beautiful artwork, but be manifest in how members of the organisation behave and spend their time.