“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” Steve Jobs
Hiring people with the right skill sets for a job is no longer the most important factor in determining success of a company… managers must focus on the employees actually performance… According to Harry Sinden; it’s the attitude of the players, not their skills, that is the biggest factor in determining whether you win or lose… So how can an organization ensure that their people have the right attitudes, such that they work hard, effectively, and win? This can be achieved through– raise the bar on performance management! It involves setting objectives-goals and ensuring they are SMART (i.e., Specific, Measurable, Achievable, Realistic, Time Bound). To achieve SMART objectives, performance must be managed on a ‘continuous’ basis. This means the implementation of continuous review process that allows managers and staff to discuss elements of performance– frequently and when it’s most relevant. Ongoing transparent feedback, mentoring, coaching are all key elements of the continuous review process, which will help raise the bar on performance…
Raise the Bar means– change beliefs, change attitude, change behaviors, change results– it’s the ‘bar of expectations’.
Cultivate power by building relationships and developing trust. Any organization that wants to succeed for the long haul must rely on COLLABORATION, INNOVATION, HIGH PRODUCTIVITY – share power, of teamwork, diverse points of view. Enable people to do their best work generally means distributing power to those who earn it.
When we establish crystal clear expectations for our future, we create the foundation in our minds on how we will achieve our maximum potential. Steadily raise the bar of our expectations-aspirations just a little higher and a little out of our reach cause us to stretch out of our comfort zone. As we stretch out of our comfort zone we stretch our potential, as a result our potential steadily grows and will never return to its previous size. Continual raising the bar of expectations maximizes achievement. Raise the bar starts with taking responsibility for what you have, what you have to do to get the performance you need, what you should expect, and ultimately, what you are responsible for.
Full Employee Engagement.
Maximize employee potential for full optimization of skills.
Create culture of trust for initiative, innovation and success.
Only 45% of people are satisfied with their jobs. 29% feel engaged.
We live in a world that is blended more than it is balanced and feelings of entitlement and financial security are a thing of the past. Job satisfaction is at a record low, a crisis with far reaching impact. For businesses, a disengaged workforce means lower levels productivity and service, and ultimately lower growth and profits. For individuals, our emotions from work spill over into other areas of our lives taking a toll on health and relationships.
Growth – Team members feel they are growing in their careers and learning new things
Recognition – Team members feel that their ideas and accomplishments are appreciated.
Trust – Team members trust senior management and feel confident about the future.
Case studies from innovative companies and individual stories and about personal growth and achievement and actionable steps that will enhance your performance at work and transform your approach to leadership.
Being full engaged means that you are motivated to give the extra effort that advances the goals of your employer. Your job might be tough, and it might be stressful, but when you are fully engaged, you want to do it; you want to go the extra mile. Grateful for a job, new graduates. Managers just want team to show up. Full engagement a dream.
