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Corporate Culture and OD
All the best articles available on-line about Organisation Development and Corporate Culture. This enables OD, HR, Change and OE practitioners to be more effective in their attempts to improve the culture of the organisations and businesses they encounter.
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Rescooped by Alexis Assimacopoulos from "employee engagement enhancement"
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14 Ways to Engage Your Employees

14 Ways to Engage Your Employees | Corporate Culture and OD | Scoop.it

Via Daniel Watson, John Michel, Jean-Philippe D'HALLUIN
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Daniel Watson's curator insight, February 16, 6:14 PM


Business owners everywhere face multiple challenges, not the least of which is increasing the engagement levels of employees, in order to facilitate greater productivity and ultimately profitability.


One way in which business owners can increase the engagement of their employees, is to look closely at how successful franchise groups help their franchisees to remain engaged with the franchisor's offering, and ensure that their staff are also engaged with the relevant brand.


This excellent article written by the leader of a franchise group, stresses that in any change process it is important to remember and value your employees in all of the changes you make, and it outlines 14 ways his group is approaching the employee engagement challenge in the coming 12 months.

John Michel's curator insight, February 16, 7:36 PM

Just as leadership style can be redefined and perfected, so can -- and should -- a company's culture. As president of a franchisee system, I know it's important to constantly innovate and improve to keep all team members on board, and here are the tips I'm applying to make 2014 a banner year.

Rescooped by Alexis Assimacopoulos from "employee engagement enhancement"
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Eleven Ways To Create Real Employee Engagement From Ground Up

Eleven Ways To Create Real Employee Engagement From Ground Up | Corporate Culture and OD | Scoop.it

Via Daniel Watson, Jean-Philippe D'HALLUIN
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John Michel's curator insight, November 26, 2013 3:48 AM

We learned early on that our growth and success depended on our employees: how hard they worked, the ideas they had, how committed they were when times got tough, the types of relationships they formed with customers, and so much more. Keeping our employees inspired and happy, and honestly acknowledging how much we appreciated their loyalty and efforts, were some of our top priorities as business owners.


Michael Spurlin's curator insight, November 26, 2013 9:32 AM

11 wasy that we can make an impact at work, no matter where we are in the organization.

John Thurlbeck, FCMI FRSA's curator insight, November 26, 2013 11:13 AM

Senior managers often say that it is their people who matter most; then demonstrate the opposite by their behaviour! So here are some helpful tips to make sure you are really engaging your people where it matters!

 

Remember ... work is the thing you do, it is not the place you go to!

Rescooped by Alexis Assimacopoulos from Human Resources Management
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Why Managers are so Poor at Feedback- Like Giving a Towel to a Fish

Why Managers are so Poor at Feedback- Like Giving a Towel to a Fish | Corporate Culture and OD | Scoop.it

Is the manager’s most important job to give feedback to employees? ....Study after study point to managers who are poor at giving feedback as the major reason why performance appraisals fail.

 

Excerpts:

"...most managers are so poor at it which means the feedback is infrequent, poorly timed, of poor quality, or all three."

Sibson Consulting reports that HR professionals are frustrated because managers don’t give constructive feedback and 58% of HR professionals give their number one feedback tool, the annual performance review, a C grade or below. 

 

Study after study point to managers who are poor at giving feedback as the major reason why performance appraisals fail.

 

...[The] ..four big reasons (barriers) why feedback is poorly done now:

 

…what managers call feedback is not feedback at all. It is criticism. Feedback is data from a process that is used for learning.    Second, current HR polices require managers to give the feedback. Why not give employees the ability and autonomy to collect their own data? ... Why not provide autonomy and trust to employees instead?    Third, the work environment most often discourages open and honest feedback. …How can managers give feedback to something they can’t see?    Fourth, most managers intuitively know….Attempting to provide feedback on the behaviors of employees without studying the entire system (the context) is like trying to explain how to use a towel to a fish.   Related posts by Deb:      Curing ONE of the Seven Deadly Diseases of Management, Performance Appraisals

       

From Chaos to Creative Performance Development in a VUCA World (One that is Volatile, Uncertain, Chaotic and Ambiguous) - Slideshare

        

A History of Performance Appraisals: Letting Go to Power New Culture
photo:  by deepwarren Flickr cc 

 


Via Deb Nystrom, REVELN, shawn kelly
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Deb Nystrom, REVELN's curator insight, October 30, 2013 12:52 PM

This helpful article points to the systemic source of problems in performance appraisals and feedback.  It also implies that data and business intelligence have a bigger role that managers could help happen.  

Getting data in the hands of those who could best use it for, direct, untainted, well-timed feedback relieves managers of a burdensome, low-value task and empowers them to direct data tools to where they can do the most good.  ~  Deb