Employee engagement provides a convenient heading for describing what you need, and some solutions for what can help. But unless you provide a framework that addresses both employees’ immediate and future needs your efforts will be doomed, and you will experience the same lack of strategic success that Harvard and Fortune describe.
By offering employee ownership without equity the Zealise model provides a solution to all these limitations. It also offers an integrated participatory management approach that will ensure ownership in more than name and create the empowerment so essential to its ultimate success.
The 3 P’s – Product, Process and People – are defined as the key elements of any organisation. Yet service is an integral part of product – and even THE product in a service organisation – while process also necessitates some human intervention somewhere along the line. This means that people are actually key to all three elements. Surely, this has to make people your most important asset.
In which case it seems imperative that you should account for, manage and treat them as such.
This very effectively illustrates the virtuous circle of the formula and the reinforcing aspect of its independent and inter-dependent elements. As people develop themselves they will increase their asset value, inevitably enabling them to make a greater contribution to the organisation and help execute strategy effectively. Note that, per the formula, disciplined execution is the multiplier and this will be boosted by their ownership stake which will make them more naturally inclined to do so.
Improving productivity is a key objective for most organisations. After all it is the flip side of greater efficiency. Or is it? You don’t have … Read more
To create the kind of strategic alignment that ensures your strategy is executed you have to build effective relationships. That starts with a clear understanding of what the individual wants, and melding that with the organisational needs. This is core but is about so much more than just employee engagement.
Thus the slip between cup and lip, strategy and implementation, can be enormous if your focus is wrong and your people are not fully engaged. So make sure when you set customer experience as a measure that it is something over which you have total control and that you are not setting yourself up for failure.
Where do you fit on the chart below? Naturally the answer depends on what aspect of your life you are measuring. So let’s give it … Read more
I see a day when all people of all nations will rise up and live their life to their fullest potential. I see a time … Read more
“We JUST need to engage our heads and our hearts in a leadership process that validates the worth of every individual. Where everybody matters.” (My … Read more