The new Zealise “Triple A Employee ® Model”: a system to help you assess performance on an ongoing basis whilst simultaneously reinforcing the key elements of all your endeavours to engender and sustain employee engagement.
“’Teamwork’ is an illusion created when the individual components within a human system accomplish a goal that is credited to the collective, rather than to … Read more
How much do you take things for granted? Something that helps keeps me on guard against this is an unforgettable experience I had when in … Read more
At the end of the day employees are people and employee engagement is ultimately about nothing more than how best to deal with your people; by treating them as human beings. After all, as Conant clarified, they are what ultimately determine your success.
Included in yesterday’s reports of falling UK unemployment was a statistic that a record number of people are self-employed. You cannot help wondering what this … Read more
When you do that you have engendered the employee engagement which, the data shows, is the foundation for solid teamwork that gives you the organisational integrity to deliver your strategy, transform your results and sustain your success.
“How do you do?” That statement was an integral part of my upbringing. My parents taught us to say that whenever we met someone new. … Read more
More than this, though, we have to stop incentivising on the basis of performance. This emphasis on performance distracts while driving and distorting all our reward systems. It inverts the order of this model and means, even at the highest level, that managing becomes more important than leading. Furthermore, if this is not bad enough, it also breeds competition amongst the employees and so builds silos, dilutes synergy and destroys organisational integrity.
You really do not have to look any further to unlock leadership.
As long as you continue to manage people as costs, rather than as assets, redundancy will always remain an attractive option. Even if redundancy is not a “knee-jerk” reaction to bad performance it certainly can seem like it. At best it reflects badly on management and calls into question their ability – and therefore their right – to oversee a large organisation. Why?
The leader leads and the boss drives. Employee ownership links the life-investment your people are making in your organisation with a sense of shared purpose. It serves as a catalyst to create the autonomy, mastery and purpose that will deliver the well-being and emotional equity to secure employee engagement and sustain better performance and better results. It will thus enable you to stop driving and lead more effectively.