3 out of 4 businesses have an opportunity to improve their business results – today!
Some employees rest before they're tired. Others perk up in the parking lot at 5 o'clock. Some have quit long ago but have forgotten to tell you. All these employees show up to work every day and give you the minimum effort to stay afloat.
Employee engagement has become a top business priority for senior executives. In this rapid cycle economy, business leaders know that having a high performing workforce is essential for growth and survival. They recognise a highly engaged workforce can increase innovation, productivity, and bottom line performance, while reducing costs related to hiring and retention in highly competitive markets.
If your employees are silent - beware. Your best and brightest may be on their way out.
We've all heard this message through one medium or another, but what can be done? The good news is that many effective strategies are right at your fingertips.
Since the 1980’s, employee satisfaction has been considered the driving metric in employee performance and, ultimately, business performance. The ROI has always thought to be that happy employees lead to a more productive workforce. However if this ‘productivity’ isn’t adding value to the bottom line, what does it matter?
EvCultivating Management Cultureery business wants to be a high performer - and every business owner is looking for the magic bullet to make it happen. Let's face it, there are no quick fix solutions that can make your business a success. If there were, then we would all have extremely successful business at the drop of a hat - but it's just not that easy.
Quality employees can mean the difference between business success and failure. Developing existing internal employees, and in particular leveraging key employees is an inexpensive and effective strategy for finding growth. Employees are not just a cost centre but also a 'natural resource' that businesses are able to tap into. Retention, therefore must be viewed not only as a way to mitigate risk but also as a genuine low-cost business growth strategy.
Experience shows us Gen Y and Gen Z behave differently to leadership challenges. Unlike Baby Boomers who typically have responded to more directional management, these generations have been raised in an environment where leadership opportunities were plentiful through schooling and life, encouraged to challenge and validate from a young age.