April 17, 2014

5 Strategies for Driving Performance

Virtually every executive I know is focused on improving the performance of their team. And while there are many ways to gain some improvement, the greatest increases arise from five key foundational strategies – trust, respect, autonomy, purpose, and opportunity. At first consideration these may seem simplistic, but just as with a winning sports team, […]

Compliance vs. Commitment

While there are a number of descriptions and definitions of employee engagement, my feeling is that engagement is a reflection of how they spend their discretionary time and effort. The difference between someone who’s not engaged vs. someone who is, is analogous to the distinction between compliance and commitment.  When someone is compliant, they simply […]

Stop Employing Managers

It’s unfortunate that mid-level executives are called managers. It really sends the wrong message and drives engagement down. We all know, for instance, that executives oversee the execution of business plans. And we understand that directors provide direction to teams, just as supervisors offer supervision to their teams. But managers? You could say that managers […]

Who’s Responsible for Engagement?

I’ve been reflecting lately on who is responsible for employee engagement. At first, it might seem like a pretty straightforward answer. After all, if a company wants employees more engaged, isn’t it the company’s responsibility? But after some recent conversations with a few colleagues, it occurred to me that it might be worthwhile delving into […]

Avoiding Employee Disengagement

A recent Gallup study reported that organizations with above average employee engagement experienced 147% higher earnings per share compared with their competition in 2011-2012.  (Gallup also estimates that active disengagement costs the U.S. $450 billion to $550 billion per year.) It’s no surprise that a highly engaged workforce produces such significantly better results.  Highly engaged […]