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!
Here is a simple tip to get employees to both be willing to receive negative feedback and implement it:
“Jack Zenger and Joseph Folkman argue against the default assumption that most managers dislike giving negative feedback because they assume that people don’t like to receive it. In their survey of 899 people, Zenger and Folkman found that 57% of survey respondents prefer receiving corrective feedback and “when asked what was most helpful in their career, fully 72% said they thought their performance would improve if their managers would provide corrective feedback.”
Unsurprising? Knowing how to improve should help you improve, after all. The more significant takeaway from Zenger and Folkman’s research was that honest feedback is a two-way street. They “found that subordinates whose managers did not listen to their point of view before offering up feedback were significantly less interested in receiving negative feedback.”
So again, the first step for a project manager or peer that is trying to reach a colleague and share feedback that is effective and supportive is to be open to receiving it.”
Dozens of companies are using CardsAgainstMundanity.com to supercharge their Sales Kickoffs. It’s the ultimate team building game to increase performance, engagement and teamwork. Download the game for free (takes 5 minutes to set up) and see what companies such as Amazon, Google, Southwest Airlines, Gillette, Ernst & Young, and many others are experiencing.
People rarely change until the pain of staying the same hurts MORE than the pain of changing.
It’s simple and true.
Usually a person needs to hit their version of rock bottom to change. Rarely do people do as they are making process.
The .01% that do have created a continual process for growth. I talk about that in the three-tier model that I’ve found the most successful people all use. They aren’t fully aware they are doing it, but they are.
“When I started working with Jason I had some gaps in my mental model. I also had a general fear of the direction of the market. Jason removed the blind spots from my thinking and allowed disparate parts of my mental model to come together supercharging my growth. He also has great knowledge of the business process from seeing so many different companies grow. Since working with him we have grown revenues 34% and began raising our first fund. We also have a much more clear confident path forward in this and any market. I would pay for that ROI again.”
Vince Caviglia, Principal at GC Capital Group (San Diego, California)
(And I’m helping him launch his first real estate fund in first half of 2019)
Looking forward to my two human resources (HR) workshops at the “HR Communication Strategies Conference” in Chicago in March. I’ll be focusing on team performance/building and managing others (up, down, across and in teams/groups).
You can get my free team building and performance game at cardsagainstMundanity.com We’ll be playing it at the conference.
