Retain Top Talent
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How to manage poor employee performance

How to manage poor employee performance | Retain Top Talent | Scoop.it
When one member of your team begins to perform below par, this can have a knock-on effect across the whole business. So, dealing effectively with performance issues is a must. Your team is the beating heart of your company.
Barry Deutschs insight:

The key to performance mangement - not just poor employee performance - is:

 

"if employees are going to perform well, it’s vital that you have agreed goals and targets for each role in the team."

 

This idea of defining outcomes, deliverables, goals, objectives, metrics, and KPIs is the most important factor in hiring, performance management, and employee engagement.

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Retain Top Talent
Hiring top talent is only the start. Now you have to work hard to keep your very best talent. Most companies stink at structured and systematic retention of their top performers. Discover how to prevent turnover and keep your best people.
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Is Employee Engagement A Painkiller Or A Vitamin?

Is Employee Engagement A Painkiller Or A Vitamin? | Retain Top Talent | Scoop.it
Traditionally, companies have had to master the art of providing painkillers — health care, retirement benefits, additional wellbeing resources, etc.
Barry Deutschs insight:

Interesting article on the Forbes website talking about employee engagement/satisfaction/happiness in terms of vitamins are pain-killers. Unfortunately, the concepts discussed are so far out in left field that many companies might have trouble considering these ideas.

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Inspiring Purpose | Connect to Company Purpose

Inspiring Purpose | Connect to Company Purpose | Retain Top Talent | Scoop.it
When employees experience something that communicates, reminds them of, and connects them to your purpose, they’ll be inspired to help you fulfill it.
Barry Deutschs insight:

One of my big hot buttons is helping employees understand how they matter to what the organization is attempting to achieve. One of the key elements around matterness is the idea of purpose and whether it motivates employees. Let's start at a very basic level - do you have a purpose for your organization? Have you answered the "WHY" question?

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Power of Continuous Feedback

Power of Continuous Feedback | Retain Top Talent | Scoop.it
Feedback is the hidden gem which can help organizations navigate through difficult times like these which we are going through. Receiving feedback can prevent potential conflicts and resole them before they escalate into something bigger.
Barry Deutschs insight:

One of the primary reasons employees give a low level of effort or minimum productivity is that they don't understand what's expected of them. The second issue is not having a structured process for providing feedback on the expectations.

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Health care workers' satisfaction key to patient experiences

Health care workers' satisfaction key to patient experiences | Retain Top Talent | Scoop.it
The health care industry's trend toward making care more consumer-driven and patient-centered by transferring risk and control to patients is actually placing more stress on those who work on the front lines, particularly in light of COVID-19, say researchers from Florida Atlantic University and...
Barry Deutschs insight:

I would like to point out that this article really has nothing to do with healthcare. There is a direct correlation in every business, whether you're selling skateboards through Amazon, providing hospice care - or something in the middle - you're employee engagement, happiness, satisfaction is directly tied to your customer/client satisfaction.

 

Most companies don't buy into this idea since their investment in employee experiences and engagement is in the bottom of the bell-shaped curve - and they don't measure the impact through metrics on the customer/client. It's almost as if they don't care or they are in denial about the correlation.

 

What are you doing to boost customer/client satisfaction by investing in employee experience/engagement initiatives?

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Employee Engagement: It's Time to Go 'All In'

Employee Engagement: It's Time to Go 'All In' | Retain Top Talent | Scoop.it
A decade and billions of dollars later employee engagement levels have barely moved. Find out what companies may be missing in their quest to build a confident, engaged workforce that actually moves the needle on employee engagement.
Barry Deutschs insight:

Good whitepaper by Dale Carnegie on issues of driving employee engagement. The research shows that 85% of leaders say employee engagement is a strategic priority.

 

Why then do 4 out of 5 employee engagement initiatives fail to drive business gains, such as reduced turnover, higher productivity, greater profitability?

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Examples of Professional Development Goals - Ewald Consulting Group, Inc. (Ewald Consulting)

Examples of Professional Development Goals - Ewald Consulting Group, Inc. (Ewald Consulting) | Retain Top Talent | Scoop.it
Ewald Consulting is one of the fastest-growing and longest-standing association management companies in the industry. Ewald Consulting has a broad and deep base of experience that qualifies our team to meet the rigorous standards that member-based organizations have come to expect.
Barry Deutschs insight:

One of the most powerful tools in your toolkit to drive high employee engagement and productivity - is training and development. In a perfect world - everyone of your employees would have a personal development plan. Learning, growth, development, becoming more effective, having a bigger impact, doing my job better are all important elements of retention, culture, and employee engagement.

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Employee Experience at the Heart of Digital Transformation

Employee Experience at the Heart of Digital Transformation | Retain Top Talent | Scoop.it
DX success may well depend on how well EX initiatives are rolled out. And for that to happen, HR needs to get involved and drive the agenda.
Barry Deutschs insight:

The big buzzword in HR today is employee experience. Many companies are undertaking intiatives to improve the employee experience. Unfortunately, as the article point out roughly 1 in 4 or 1 in 5 of these initiatives will produce any sustainable outcome. Here's the quote:

 

A Mercer survey found that while delivering on EX (employee experience) is the top priority of HR, only 27% of executives believe this will deliver any returns to the business — a result which undermines much of the rationale for EX.

 

If the record on execution around this fundamental HR initiative is so poor - how can we ensure a higher level of success?

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Council Post: Four Tips For Making The Most Of Your Online Company Meetings

Council Post: Four Tips For Making The Most Of Your Online Company Meetings | Retain Top Talent | Scoop.it
The result of a structured meeting where you're gathering feedback, promoting positivity and touching base with your employees is a business with a recipe for success.
Barry Deutschs insight:

One of the topics I touch on in my workshops titled Managing Remotely in a Crisis for Vistage Groups is the element of running effective online meetings. Most managers and senior staff members are horrible at running online meetings - probably 90 percent of the participants tune out.

 

Is it time to give your staff and managers a remedial course on running effective meetings? Just because someone carries a managerial title doesn not translate that they are good at engaging meeting participants and running effective online meetings. Seems a no brainer - what if we could improve the effectiveness of online meetings by 20 or 30 percent?

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How to Respond to Employee Engagement Survey Results

How to Respond to Employee Engagement Survey Results | Retain Top Talent | Scoop.it
Discover how to analyze your employee engagement survey results and take effective action to address them in this comprehensive guide.
Barry Deutschs insight:

I'll assume you're running employee engagement surveys. This article gives a data-driven approach to understanding employee survey information?

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How To Measure Employee Engagement With Data

How To Measure Employee Engagement With Data | Retain Top Talent | Scoop.it
How does a business go about measuring employee engagement using its data then?
Barry Deutschs insight:

I'm a huge fan of data to understand what's happening and how to focus resources. But how about the other metrics of success that might determine employee engagement - absenteeism, number of managers achieving results, sick days, eNPS, number of referrals hired, mistakes/error reduction, productivity metrics?

 

What else do you measure to determine if your employees are being more successful and productive as the outcome of employee engagement initiatives?

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How to Sell Employee Recognition to Your Leadership Team

How to Sell Employee Recognition to Your Leadership Team | Retain Top Talent | Scoop.it
Employee recognition programs need initial buy-in from executives to succeed. Win over skeptics by showing how recognition improves morale and profits.
Barry Deutschs insight:

Although many of my clients are finding great value in bonus.ly as a platform for managing employee recognition and rewards, the article pinpoints some of the issues leadership might be focused on in why should we invest in employee recognition and rewards at a significant level.

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2020: An employee engagement roller coaster

2020: An employee engagement roller coaster | Retain Top Talent | Scoop.it
It probably comes as no surprise that today’s employee engagement trends are volatile – a reflection of the unprecedented times we’re living in.  In early May, following employers quick response to COVID-19, Gallup reported a record rise of engaged employees – those who are highly involved in, enthusiastic...
Barry Deutschs insight:

Notice the information linking to Gallup's work on employee engagement. For those of you that have seen me do my Vistage One Hour Complimentary Webinar on Managing Remotely in a Crisis - communication, setting clear expectations, and providing appropriate rewards and recognition. No brainer initiatives - what's holding you back from moving down the path of starting to do these basic fundamental initiatives that lead to high productivity.

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Why Investing in Employee Engagement makes sense?

Why Investing in Employee Engagement makes sense? | Retain Top Talent | Scoop.it
Investing in employee engagement makes sense for organizations for their sustained business growth, profitability and competive advantage .
Barry Deutschs insight:

Many of my clients continue to downplay the investment in initiatives around employee engagement and the employee experience. The benefits of small investments in this area pay off huge dividends in a variety of direct profit areas as this article points out.

 

So, in the face of overwhelming benefits from investments in initiatives around employee engagement - why do we still continue to ignore or hestitate to move in that direction? Is it so far outside the traiditional HR comfort zone, that we're afraid to experiment?

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Restore Your Sense of Control — Despite the Pandemic

Restore Your Sense of Control — Despite the Pandemic | Retain Top Talent | Scoop.it
Autonomy leads to adaptability.
Barry Deutschs insight:

Good article from HBR on raising employee engagement and productivity through autonomy. How are you providing your remote workers during the pandemic with more autonomy to encourage productivity?

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Why employee relationship management is important for successful teams

Why employee relationship management is important for successful teams | Retain Top Talent | Scoop.it
Relationship management in the workplace helps build effective teams. Learn how to manage employee relationships in your business and kickstart success.
Barry Deutschs insight:

Have you considered this idea of employee relationship management? This ties in closely with an employee's experience and employee engagement. It goes one level beyond that in providing a framework/person for active management of the employee experience. 

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Killing Staff Morale

Killing Staff Morale | Retain Top Talent | Scoop.it
Nothing will destroy a great employee faster than watching you tolerate and reward bad employees for their misdeeds. Bosses create a work environment. Work environments don’t simply form on their own.
Barry Deutschs insight:

I talk about this issue over and over in my workshops on employee engagement. 

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Your Purpose Is At Risk Of Being Pointless

Your Purpose Is At Risk Of Being Pointless | Retain Top Talent | Scoop.it
Your purpose is at risk of being pointless if you don’t use a single overarching purpose, ensure stakeholders buy into it, implement strategies for operationalizing it....
Barry Deutschs insight:

Most of my clients consider the issue of defining their purpose to be too touchy-feely, uncomfortable, not worth the time to work on, or disconnected from doing business. As the other indicates there are a variety of well-known publications and authors articulating the need to define purpose.

 

Here's a quote from the article:

 

"In a recent McKinsey survey, 82% of U.S. workers said that it’s important for companies to have a purpose, but only 42% reported that their company’s stated purpose had real impact."

 

Here's my perspective on purpose - without a purpose that employees can get behind, it's hard for individual employees to determine whether they matter in the achievement of your purpose - and whether they want to be aligned with it. When there is a lack of purpose, or a misalignment then employees drop down the engagement pyramid / Maslow's Hierarchy of Needs - and they they give you rock-bottom, minimal levels of productivity they think you'll tolerate without firing them.

 

Shame on many companies for not having a purpose and allowing employees to feel like they matter - and accepting sub-par levels of productivity.

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How to Set Winning Sales Goals Using OKRs

How to Set Winning Sales Goals Using OKRs | Retain Top Talent | Scoop.it
Learn how to keep your sales team engaged and accountable using the OKR goal-setting framework....
Barry Deutschs insight:

As you know, I am a huge proponet, if you can't measure it, it's not worth managing. Here is a good article from Hubspot on setting sales objectives and then breaking it down at the activity level. We call our process SOARing in the Vistage Community - comparable to SMART goals, metrics, KPIs, OKRs - defining outcomes, results, objectives, performance, expectations at a quantifiable level.

 

Not going through this exercise leads to failure at every level - hiring, performance management, and most importantly, employee engagement (productivity).

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Helping Remote Employees Understand the "Why" Behind the Work

Helping Remote Employees Understand the "Why" Behind the Work | Retain Top Talent | Scoop.it
An important principle for employee engagement is that employees need to understand the “why” behind the work.  What is the mission, vision and values that drive the initiatives employees are being asked to put their effort toward?
Barry Deutschs insight:

One of the key elements I talk about in the workshop I do for Vistage Groups on how to improve employee engagement (productivity) is the idea of matterness - does anyone care that I am here - am I adding value to what we are doing?

 

This affects communication around purpose, mission, and values. It's about the execution on driving clarity about job expectations, or having a structured approach to employee recognition. This article does a good job laying out these ideas and reinforcing the "why" I am here and "why" I do what I do.

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How to Drive Purpose When 85 Percent of Workers Are Tuned Out | Training Magazine

How to Drive Purpose When 85 Percent of Workers Are Tuned Out | Training Magazine | Retain Top Talent | Scoop.it
Employee engagement plays a vital role in the overall health and success of a business. With a changing workforce that is having to adapt to not only being remote during the COVID-19 pandemic and beyond, but pivoting priorities and dealing with more outside stressors, leaders may find that keeping their employees engaged is even more challenging than ever. It is one thing to strategize how to boost employee engagement in the office, but to accomplish this when employees are dispersed and dealing with a changed world may come with a whole new set of challenges. A Gallup study found companies with a highly engaged workforce are 21 percent more profitable. If driving employee engagement can have such a radical and positive impact on a business, why are 85 percent of workers disengaged? From a leadership perspective, this is terrifying. If employees aren’t engaged, how can a company move forward? In today’s dynamic work climate, businesses must establish measures of sustainability—for both accomplishing external goals and capitalizing on workforce and employee productivity. If employees are not motivated and engaged, the company is not going to achieve its full potential. In 2019, Gallup estimated in its State of American Workforce report that actively disengaged employees cost the United States $483 billion each year in lost productivity. Typically, poor communication, excessive workloads, and a lack of collaboration and employee recognition are the leading factors that spark disengagement at work. To better motivate, inspire, and involve the workforce, leadership must do a better job of connecting with employees on an individual and team level. They must show them they matter, as does the work they are doing. People need to understand their purpose. They want to know what they do directly impacts the business. The best way to accomplish this is to draw the connection between the work each individual, team, and manager is doing. One way of doing this is through strategic goals and measuring the objectives and key results (OKRs) of the organization. OKRs is a goal-setting framework for defining and tracking objectives and their outcomes. Measurement Matters for Employees Teams must set the right goals, so time is efficiently spent. It’s easy for diversions to take teams off course, but when that happens, main goals help redirect. Measuring the right goals increases outcomes, employee satisfaction, and team collaboration. It’s win-win for all involved —and essential in a fully remote team environment. We’ve seen an increase in success through goal-setting framework OKRs during this time. The reason? In practice, the OKR methodology enables high-level company objectives to be defined by leadership, then cascaded down to the rest of the organization. The workforce is given clarity and direction. From there, each employee, no matter their role, recognizes where they should focus their time and efforts, and better understands how to set and define the right goals that yield the highest impact. When a company operates with this level of openness and trust, employees have the creative freedom to set many of their own objectives and key results. There are many benefits to this approach, but one in particular comes from granting contributors the autonomy to define the best way to achieve their own goals. Additionally, it provides each employee the flexibility to decide how to accomplish the upcoming workload, while at the same time maintaining a focus on measurable outcomes. Such measurement gives people mini goals and larger metrics to meet, which fuels productivity and motivation. In this type of environment, employees become more engaged in the goal-setting process and buy into the initiatives they need to accomplish. This type of employee engagement is exactly what the company needs to increase motivation and productivity at every level. Measurement Matters for Managers Managers are responsible for efficiently moving pieces around, connecting with other teams and optimizing time spent on projects and deliverables. They can help motivate teams by showing exactly how their team’s role contributes to the overall success of the project—and company. This is where transparency comes into play. Transparency on progress and accountability boosts productivity. Together with clear metrics and OKRs, managers can increase team participation, attention, and collaboration. By taking this approach, leadership is supporting contributor ownership, reducing friction between departments, and creating a heightened level of clarity and individual empowerment. Confidence builds when everyone can see what everyone else is doing and becomes part of the goal-planning process. Employees can clearly understand the impact their work has on the short- and long-term objectives and how their unique position brings value to the success of the company. This modern approach to widespread transparency and alignment is the key to breaking down company walls and conventional silos that develop between teams. When a company achieves this, the organization is in a better position to create more robust collaboration between functions and individuals—fostering a sense of ownership and strong company community. This cultural shift from a traditional encapsulation of information creates a well-respected sense of accountability and self-worth down to the individual level. As teams now have spent months working with each other remotely, the same communication strategies that worked in the office don’t always apply. OKRs help teams stay aligned on goals and progress. Transparency is essential as teams must overcommunicate their workload and goals on an ongoing basis. In the months to come, the way everyone works will continue to evolve faster than in recent memory. While the future of work might seem unpredictable, the team progress bar should remain unwavering.     Vetri Vellore is founder and CEO of Ally.io, a business-to-business Software-as-a-Service (SaaS) startup that enables teams to focus, align, and achieve goals with strong employee engagement. Before founding Ally.io in 2017, Vellore co-founded Chronus Corporation, where he now sits on the board. Prior to this, he served as a product unit manager at Microsoft for 14 years. Vellore graduated from the College of Engineering Guindy, Chennai with a B.E. in Computer Science and Engineering and from the University of Washington – Michael G. Foster School of Business with an MBA
Barry Deutschs insight:

One of the elements I discuss in my workshops with Vistage Groups on Employee engagement is the idea of helping people understand how they matter ot the boss, team, department, and organization. One of the most powerful tools to execute on this idea is to cascade expectations, results, outcomes, deliverables, KPIs or OKRs down through the entire organization. Less than 20 percent of all companies I come across build this level of clarity, purpose, matterness, and expectations into the fabric of their organization.

 

Not doing this is the number ONE reason hiring fails, performance management disintegrates, and employee engagement (productivity) remains at low embarrassing levels.

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Empowering Employees is Essential to Improving Performance

Empowering Employees is Essential to Improving Performance | Retain Top Talent | Scoop.it
Empowered employees take goal achievement very seriously. When problems arise, they know they are expected to act.
Barry Deutschs insight:

Great article on the subject of employee engagement, productivity, and happiness through empowerment, especially in the government space. Unfortunately, most organizations - be it profit, non-profit, government - do a terrible job of empowering employees.

 

The number one reason as the article points out is the lack of agreed upon outcomes, deliverables, expectations, and accountability - when employees doesn't know what the target looks like they are relegated into a micro-management submissive role of their boss being the bottleneck. When employees know the target, they are liberated to take action to reach the target instead of circling their boss as the center of the universe.

 

Until organizations start to do a better job of cascading down through the organization top level objectives so that everyone knows what the target looks like, what success looks like, and what the measurement stick looks like - then we're stuck with micro-management oriented supervision which results in low engagement (productivity).

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New Research Indicates Desire for Recognition, Feedback

New Research Indicates Desire for Recognition, Feedback | Retain Top Talent | Scoop.it
Jennifer Toton of Reflektive highlights meaningful trends behind the performance benchmark study for 2020, and insights into the current state of work.
Barry Deutschs insight:

It's interesting to see the same issues crop up again and again related to tactics of employee engagement. Here's the quote:

 

"We did identify a major communication gap: only 20% of employees reported that they receive weekly feedback. So it appears that managers and employees are talking regularly about ongoing work and projects, but employees still aren’t receiving the coaching that they desire."

 

Why are employees not getting the coaching they want - because most managers don't know how to coach. Is it time for some remedial training for managers on coaching?

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Employee Engagement is HR’s Frenemy.

Employee Engagement is HR’s Frenemy. | Retain Top Talent | Scoop.it
Employee Engagement has forever been an inherent HR responsibility.After all, it falls in the duty of HR departments to manage an employee’s journey in the…...
Barry Deutschs insight:

Everyone is struggling with how to drive higher levels of productivity through employee engagement initiatives. Yet, many of these initiatives fail miserably. Perhaps, 1 in 5 succeed. 20 percent success is horrible.

 

There is a groundswell of support in HR to apply IT approaches of Agile Development to HR initiatives. I am going to suggest this is an ineffective approach to implementing HR initiatives. The problem occurs because most HR initiatives are not tied to business outcomes with metrics. Once we start linking the investment and effort in HR to specific business outcomes, the results and focus starts to change.

 

Is HR seen as a business parter in driving results - or an admin function putting SOPs in place?

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Your Performance Feedback Doesn’t Work—Here’s How To Fix It

Does the way we deliver feedback help or hinder an employee’s motivation to improve?
Barry Deutschs insight:

Interesting article on Forbes.com related to performance management. Although, I would say the points probably align more along coaching than just performance management. The issue is that it's impossible to get to coaching without an effective performance management system.

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5 Steps You Must Take to Promote the Employee Experience

5 Steps You Must Take to Promote the Employee Experience | Retain Top Talent | Scoop.it
The employee experience is imperative to a successful, profitable business. Learn steps to take to promote the employee experience in your business....
Barry Deutschs insight:

There are a few basic elements of creating a great employee experience - listening to staff, having deep and difficult conversations, being flexible, granting autonomy and not micro-managing. How well would you rate your company on these dimensions of employee experience?

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