Do it Differently – Employee Engagement The traditional approach to Employee Engagement Surveys is that the survey respondent is anonymous and that the results of the survey reflect on the Manager. We want to think differently about Employee Engagement. Please check out the free offer at the bottom of this article. What if we could […]
Organisations who work with volunteers and social cause staff face particular challenges in managing and leading their staff–for example: Not for Profits, Purpose for Profits, religious organisations, higher education institutions, professional societies. But should they be any different to a profit focused organisation? We are a Social Cause Organisation – Can we be Permissive with […]
While the evidence for EI being a positive contributor to business success, people are talking about a darker side to EI. But is it enough to mimic EI behaviours? Is that really EI? We don’t think so. Emotional Intelligence (EI, or EQ – Emotional Quotient) was been a consistent topic in leadership circles for […]
Keeping your workforce engaged is quite a paradoxical strategic challenge – to maintain a culture of engagement that treats and provides for people as valued individuals, while at the same time, inspiring them, individually and as a group, to perform as well as they can and to contribute in a range of ways to the organisation.
There are many paradoxes in organisations – elements which are actually under tension, yet to be successful, an organisation must provide both elements. I will call them Organisational Paradoxes. For example, the need for strong personal reputation and career growth vs the requirement for strong individual contribution to the business / organisation goals and growth […]
Reward and retention is a very hot area at the moment. There are real skills shortages and it is essential that organisations move strongly to retain good, solid performers as well as their high performers. Much of this is handled in a planned manner, and maybe even managed centrally. However, it is also critical that […]
Here in Australia the word sorry has a strong meaning. An inability to apologise is part of our history.** I am similarly noticing a real reluctance in organisations to say sorry. Sorry for messing up. Sorry our processes did not produce an outcome that meets your expectations. For providing faulty goods. For not managing the […]
Attracting and Keeping the Right People Select the Right Person First Time, and then Embark on a Continuous Journey of Good Management and Continual Learning Performance Focused Organisations understand that hiring the best person for a position is the crucial first step when implementing a strong performance culture within the organisation. At Indra Process and […]
