Performance

Ask, Don’t Tell

»Posted on Apr 25, 2018 in Performance | 0 comments

Peter Drucker coined the term knowledge worker in 1959 anticipating an age when people would generate value with their minds more than their muscle. As early as 1954, Drucker encouraged leaders to push decision making down through the organization. Drucker said, “Knowledge workers have to manage themselves. They have to have autonomy.” Today most of us are knowledge workers. And as knowledge workers, we often know more about our tasks than anyone including our managers. Managers have to accept this and their new role; to establish an overall direction and allow the knowledge worker to figure out how to get there. Draw a line from the workers’ roles to the company’s purpose and help the worker achieve by being a coach instead of a boss. Let knowledge...

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Empower Don’t Entitle

»Posted on Mar 28, 2018 in Performance, Uncategorized | 0 comments

Businesses have spent hundreds of millions of dollars to improve their employee engagement scores. Yet Gallup who has measured engagement scores since 2000 has seen little if any change. Engagement has been defined a number of ways including employees who consistency give discretionary effort and have a desire to remain employed at their company. Gallup defines engagement as employees who are involved in, enthusiastic about and committed to their work and workplace. Engagement is directly linked to performance thus profit. Performance and engagement are both results of cultural, technological and physical environments. Performance consultants agree that workplace performance is affected as much as 80% by environmental factors such as tools, materials and...

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Dissecting Workplace Drama

»Posted on Feb 21, 2018 in Civility, Newsletters, Performance | 0 comments

Drama in the workplace costs $350 billion per year in the United States according to Gallup research. Add it up; blaming, backstabbing, bullying and sabotage leading to absenteeism, turnover and negative company reputation. It is all non-productive work time! Workplace drama is not simply a diminishing force on productivity. It’s a lost opportunity to harness inevitable workplace conflict. Well-managed conflict at work results in improved solutions, innovation and enriched co-worker relationships. Managing conflict is a key leadership skill. Understanding the elements of workplace drama is critical to turning a potential drain on productivity into a positive outcome. Charlie Sheppard, author of Save Your Drama for Your Mama dissects drama and contrasts it with...

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Stop Judging

»Posted on Jan 24, 2018 in Performance, Retention | 0 comments

Employers can increase employee engagement by tying individual contributions to the company’s overall performance. Aligning people with purpose requires clarified expectations and a trusting relationship between the employee and supervisor. Traditional performance appraisals undermine this trust. Honest constructive feedback violates social norms according to the NeuroLeadership Institute. Feedback sounds like judging. Neither the giver nor the receiver is comfortable with judging. That is why people judge high, and judge nice. More than 400 large companies have removed ratings from their performance appraisal processes and have abandoned the traditional review of previous performance. There is a lot of convincing evidence that demonstrates how bad the...

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13% Increase in Productivity

»Posted on Sep 26, 2017 in Engagement, Performance | 0 comments

Stanford’s Graduate School of Business’ five-year study of nearly 24,000 workers and almost 2,000 bosses resulted in 6 million measurements to determine the impact of management on productivity. Each worker averaged four managers a year to determine the outcomes from a good manager contrasted with a poor manager.  The findings revealed a 13% increase in productivity when replacing a poor manager with a good manager. Being a good manager is complex, requiring several skillsets and perhaps most of all is self- awareness.  According to a recent Gallup poll, 75% of respondents reported experiencing abusive behavior at work sometime in their career; of people who quit their jobs, at least 50% quit because of their bosses; and 70% of ...

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