Fantastic time speaking at PRSA Phoenix on Employee Engagement & Performance, and Building High Performing Culture & Teams.
We played my game, Cards Against Mundanity in small groups. It was amazing to see the interactions, sharing, vulnerability and caring. The group learned how to use this with internal teams, third parties like customers and prospects and across dynamic teams (globally and with other organizations).
Final speaking engagement this week. Now off to run the Phoenix Marathon!
Speaking at PRSA Phoenix on Friday on leadership, employee engagement and team performance (in an amazing location). Looking forward to meeting some fantastic marketing, communication and social media professionals. I’ll be running the Phoenix marathon the day after!
Excited to be speaking at PRSA Austin in late February. We’ll be discussing maximizing employee engagement, performance, problem-solving, innovation and much more. Plus playing a fun game, Cards Against Mundanity to show how/why the strategies and tactics will work for attendees.
Organizations w/ high levels of employee engagement report THREE TIMES higher revenue and profit than firms with lower engagement levels. Challenge is only 16% of all employees are operating at peak performance (their maximum effort), with employee engagement at less than 30%.
Whom is your organization is managing this at a leadership level? Is it a priority? What specific initiatives do you have in 2019 around it?
I find organizations are short on details whether they are a Fortune 10 company or small organization. You can 3x to 10x your metrics with the least amount of money spent on anything you do. It can be in 6-8 hours per year per employee. You can essentially pay for your ENTIRE workforce in 2019 out the increase plus the costs to do it (i.e. free labor).
Does your organization want to increase revenue/profit in 2019? If the answer is YES, then here is your “goldmine.”
One way is to download my free team building and performance game, Cards Against Mundanity. Takes five minutes to set up and play. Increases engagement, team closeness, trust and performance by 20%+ in 45 minutes or less. You’ll also find suggestions through out my blog and what you can do.
Peer feedback is a great way to boost employee performance. Several research studies show it can add 10% to 14%.
“As work becomes more interdependent and managers have less direct visibility into the day-to-day of their teams, high-quality peer input has become an essential part of effective performance feedback,” says Jessica Knight, research director at Gartner.
It’s an area that every organization should consider adding into their feedback and review process. I think there can be a lot of value in this.
It does need to be orchestrated and structured in a thoughtful manner. There are quite a few ways to go about conducting it.
There also are some simple ways to do this (without a formal process) to elicit peer-to-peer feedback such as:
Give each employee in a group a $25 Starbucks gift card. They can give it to one employee that they believe goes over and above in helping them or other teammates.
They’d need to write up something (maximum two paragraphs) on what the person did (and the impact), why they think it’s notable and how this embodies the organization’s values and spirit.
Experiment with one group and see how it works.
It’s inexpensive and you could learn a lot of valuable information about the team and the organization as a whole.
Try and see how peer feedback can benefit your organization!
