Employee Recognition Awards Create Progress
In difficult situations, when companies are in crisis and can only be saved by major effort, group morale often rises to far higher levels than before. Individual objections and objectives are bypassed in the collective drive to do what must be done. This is where recognition awards take importance. High group morale can enrich individual motivation and performance remarkably! These are two types of awards: planned and unplanned.… Read the rest
Recognition as Part of Performance Management
Performance Management is a system developed out of the best practice of top performing organizations to provide managers with a structured approach to the key retention criteria.Simplistically, most people will feel motivated and will want to stay in their job if their manager:… Read the rest
The Downward Spiral of Employee Performance
As a manager or organizational leader, you must be constantly aware of the environment you create. The environment can prove to be one where people perform well or one where people feel unappreciated and destined for failure. In a March 1998 article in Harvard Business Review, The Set-Up to Fail Syndrome, Jean-Francois Manzoni and Jean-Louis Barsoux discuss this exact situation.
Have you ever experienced a situation in an organization where, although you have been appointed to a responsible position, you don’t seem to be part of the in-crowd. Meetings are held without extending you an invitation. Your superior by-passes you, talking directly with your subordinates when requiring information or making decisions. You inclusion in social functions is often an afterthought.… Read the rest
Steps to Stop Absence and Make People Happy At Work
If you’re an employer or manager, then work place absence is costing you money, inconvenience, and upsetting your customers. So we all know, not all days taken off work are due to genuine sickness. Many employees “take a sickie” because their morale is low and they just don’t like or can’t do their work.
The challenge for employers and managers is to make people happier at work. If people are happy at work, they are less likely to take a day off every time they wake up with a stuffy nose.
Some bosses think that paying more money, improving job security, or working conditions is the answer. It isn’t and it’s also something that can be very hard to achieve.… Read the rest
Six Danger Signs You May Be Headed to Micro-Management
1) Do you monitor and manage tasks or do you identify and train to essential competencies?
Do you want to know the big difference between due diligence and a core competency? Here’s a classic example: Collecting 50 business cards per day is an act of data procurement, while training to a 60% conversation to appointment ratio is focusing on an essential component to ensure your sales team’s success.
Don’t focus on accountability to tasks but enlighten to identification. It’s much more important to teach your people the ‘business’ of the business they’re in. If you currently have your sales team accountable to tasks, then you’re merely ‘managing’ tasks. In order to become more effective, you should be training on measurement of competencies so your people can ‘run their own business.’… Read the rest
A Successful Organization Starts With You
So often we hear from the owner of a business or the manager of an organization lament about the performance of employees or associates. They speak of it as though they were having an out-of- body experience in which they were completely separated from the activities of the group. When I hear these types of comments, I am reminded of an old Greek phase, translated to the fish rots from the head down.
Leaders often feel helpless in changing the performance of a group. There are many practices and personal work habits that they can adapt which will make a difference. Let us look at three areas and look at behaviors and how each affects others in the group.… Read the rest
Human Capital is a Top Priority in Today’s Organizations.
In fact many organizations are faced with the reality that they need to get more results through smaller and perhaps more fragmented teams. As your employees have added and shifted roles, positions, and responsibilities, how do you know you have the right people in the right positions in order to maximize your organization’s efforts and outcomes?… Read the rest
Managing Employee Performance
Many managers fail to realize how their actions, attitudes, and communications affect the performance of a team or group of employees. They place the responsibility for performance on others and not themselves. Management success only comes when they learn to practice some basic principles of leadership and become someone who the employees wish to follow. Here are seven of these principles.… Read the rest
How Important Are Your Employees ?
Most businesses invest in marketing and advertising each month but overlook another vital investment that they are already making–that investment is their employees. Your employees can make or break your company, and recently I ran into a very poignant example of that fact.… Read the rest