People as Assets
A Google search on “people assets” yielded 664 million results! That is very nearly two thirds of a billion. Mind-boggling! (As is the fact that … Read more
management
Dealing with Change: Present and Future Engagement
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.
Empowering Employees & Performance through Employee Ownership
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.
Why Valuing Employees Makes Sound Business Sense
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.
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.
Powering Business Success: The Sustainable Formula
It is not about relativity; it’s about relationships. When you recognise this more people-centric approach and build your business model around it, you will witness the transformation it creates and bask in the success it brings – success that is sustainable.
Organisational Development is about Your People
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
Why Employee Engagement Programmes Rarely Work
Have you noticed how employee engagement statistics rarely change? It does not seem to matter who conducts the research or whether it applies to the … Read more
Beware Employee Engagement Hyperbole!
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.
Unlocking Leadership
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.