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.
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.
All these massive benefits begin by simply recognising that employees are people and not resources.
It is not the customer who is the source of profit, but the service provided to customers.
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