The Employee Engagement Profit Chain
The motherlode of wealth runs not through the executive corridors but through the vocational landscape of frontline employees.” I know I quoted this, from “Firms … Read more
War for Talent
Searching For Better
There can be little doubt that the world is in crisis. The number of issues humanity is facing seems to increase daily. Soaring inflation and … Read more
PONG – What a stench!
Unless you’ve been out of the UK for the past week or so, you will undoubtedly be aware that P&O Ferries has been in the … Read more
Motivation: The Key to Building Talent
“Motivation is the reason that people develop talent in the first place.” That line from Adam Grant’s book “Give and Take” really made me stop … Read more
The Strange Dichotomy of Organisations and How to Bridge It
Thus, although coming from three totally different perspectives, all three of these writers reinforce one another’s conclusions. This makes their findings more credible, and more significant for you as a business leader. To significantly transform performance and results you have to create an environment that makes the best of your people or – more accurately – that allows them to make the best of themselves. For this you need to consider how you are going to create a system or systems that addresses the physical and psychological needs of your people. Both collectively and individually, because every individual matters.
Why you, unwittingly, may be just going through the motions
If you want to change this and turn things around to fully engage employees and optimise their effectiveness you have to find a way of changing the employee’s relation to their work. This essentially means that you have to create an environment where your employee is not working to “make someone else’s goals come true.” The only way you can do that is to create an environment of shared goals, where your goals and the employee’s correspond. That is the necessity. You have to ‘make your business their business’ – there simply is no other way to resolve this fundamental problem.
Powering Business Success: The Sustainable Model
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.
The Core of Employee Engagement
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.
What is HR anyway?
Only when you properly and fully align individual, team and organisational goals can you deliver a total strategy. Thus HR should play an essential role in executing strategy. If HR understands this, and can articulate it effectively, there should be no confusion about their role and the gap in understanding can be closed for once and for all.
How to Escape the “War for Talent”
Stop waging war and start focussing your efforts on the core issue; developing your people so they have the skills you need and the environment in which they enjoy applying them.