by Jason Treu | Feb 4, 2019
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.
#employeeengagement #careercoaching #executivecoach #humanresources #salesmanagement #executiveteam #companyperformance #talentdevelopment #shrm #teamperformance
by Jason Treu | Feb 3, 2019
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!
by Jason Treu | Feb 2, 2019
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.”
by Jason Treu | Feb 1, 2019
Want to know the culture of an company? Ask people to tell stories/analogies about things that happen there that wouldn’t occur anywhere else.
This is also a great exercise for Human Resources, leader in charge of company culture, CEO, board member, and executive team member.
(I bet probably .01% of those leaders have ever asked that question.
It will tell them the truth about the culture. It’s a form of truth serum.
This key information is directly linked to performance, employee engagement and how much people care about the company.)
After you ask three or more people, look for the common themes (or lack of ones).
You’ll uncover significant insights by asking three people that question.
You’ll notice things like:
- Levels of trust, caring, support and vulnerability
- Value they place on creativity, innovation and risk-taking
- Is psychological safety present or not?
- Company values
- Does that company prioritize building great relationships?
- Do they develop their employees and help them build their career
Organizations can’t hide this information as long as you ask the questions. You hold the power. Use it!
#culture #HR #shrm #performance #leadership
by Jason Treu | Jan 31, 2019
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.
#teambuilding #sales #saleskickoff #salesmeeting #salesmanager #insidesales #teamwork # #executivecoach #keynotespeaker
