What Would You Do?

If you are a leader, what are you going to do?

When there is an obstacle ?

WWYD?

Your organization’s employees can be excited about your mission, vision, and values, but if they are not enabled to do the job, that excitement will lead to frustration rather than exceptional experiences.

How do you respond when there is an obstacle to performance?

In addition to being engaged and enabled, employees need to work in an environment where they can create positive experiences and have an impact on the service experience improvement process.

Are you doing this?

Employees who are not just engaged, but also energized and enabled, produce far greater financial benefits than employees who are simply engaged

Employee engagement is about sustaining and enhancing the organizational culture. Your culture is nothing more than the cumulative effect of stories being shared internally by your employees.

If you want to change your culture, you have to change your stories. To change your stories, you have to change your employee experiences.

When your organization creates the internal conditions that enable people to excel at their jobs and serve customers exceptionally, this will drive high levels of employee engagement while simultaneously energizing the employees.

P.S.

It does not get much better than that, don’t you think?

What Would You Do?

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What Would You Do?

If you are a leader, what are you going to do?

When there is an obstacle ?

WWYD?

Your organization’s employees can be excited about your mission, vision, and values, but if they are not enabled to do the job, that excitement will lead to frustration rather than exceptional experiences.

How do you respond when there is an obstacle to performance?

In addition to being engaged and enabled, employees need to work in an environment where they can create positive experiences and have an impact on the service experience improvement process.

Are you doing this?

Employees who are not just engaged, but also energized and enabled, produce far greater financial benefits than employees who are simply engaged

Employee engagement is about sustaining and enhancing the organizational culture. Your culture is nothing more than the cumulative effect of stories being shared internally by your employees.

If you want to change your culture, you have to change your stories. To change your stories, you have to change your employee experiences.

When your organization creates the internal conditions that enable people to excel at their jobs and serve customers exceptionally, this will drive high levels of employee engagement while simultaneously energizing the employees.

P.S.

It does not get much better than that, don’t you think?

What Would You Do?

Click on image to enlarge

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What would YOU do?

By Kevin Mullins

First, let me know start off by saying that I know the title of this post is the same as a show on ABC. It certainly  isn’t based on that. It’s more “inspired by” to use a  frequently-used phrase in Hollywood.

Consider this situation:

You are currently recruiting for a new role in your sales department. You need someone great, someone who’s going to really drive the business forward. You have a recruiter posting the position all over the place and sourcing resumes. But you don’t want to solely rely on him/her to find the perfect candidate.

What would you do?

Answer: Everything you can.

You look at who you know on LinkedIn, Facebook, Twitter, the gym, the coffee shop.  In short, you look everywhere. So let’s say you see someone publicly recognized on Facebook for years of service and the many accomplishments over the years. This individual also happens to have an amazing sales record.

What would you do?

Answer: You go after this person.

Of course, I fully support employee recognition. It’s a critical piece for engaging employees and building a culture of appreciation. So this recognition on Facebook – nice touch by this firm? Yes. Smart business decision?  No.  While recognition is a great way to show people how they’re valued, doing so publicly opens the company up for many risks – including losing top talent and leaking company secrets. Look at the big picture. Do the benefits of public recognition on social networks outweigh the potential risks?

But what if I told you there was a way to publicly recognize employees within your company walls where the recognition will have the greatest impact? What if you could create a corporate social network that empowers employees to congratulate their colleagues for a job well done — and publicly share those congratulations across the entire company? What if you could gain all these benefits without the risk of recruiters stealing your A-level talent or employees exposing sensitive corporate info beyond your corporate walls?

What would you do?

Answer: You’d look up at the header of this webpage. Or this one.

 


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