Employee Engagement Survey – What Questions Should you Ask? – Part 3

  Many people often ask what questions you should ask your employees, this article provides some questions that resonate with your team members. 8) Do you feel comfortable putting forward ideas in the workplace? In order to be happy in a workplace, an employee should feel respected. If they don’t feel comfortable putting forward ideas …

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Employee Engagement Survey – What Questions Should you Ask? – Part 2

  Many people often ask what questions you should ask your employees, this article provides some questions that resonate with your team members. 1) Do you feel excited to come to work? If not, how come? If so, how come? This is a great question to start with. It will directly let employers know what …

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Employee Engagement Surveys – Part 1

  When managing a team of staff members, there are various ways to improve productivity and morale at the workplace. One popular method that is commonly used to do this is conducting employee engagement surveys to help with employee engagement. An employee engagement survey is a questionnaire with specific questions that is distributed to staff, …

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Employee Engagement Ideas For Small Companies (12 tips) – Part 2

  Starting a business is normally no easy feat. If you have your own small business, you’ve probably put in your own blood, sweat and tears to get it off the ground. This is exactly why it’s so important to ensure that it continues to run successfully. One of the main elements of business success …

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Employee Engagement Ideas For Small Companies (12 tips) – Part 1

Starting a business is normally no easy feat. If you have your own small business, you’ve probably put in your own blood, sweat and tears to get it off the ground. This is exactly why it’s so important to ensure that it continues to run successfully. One of the main elements of business success is …

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What is the difference between Introverts and Extroverts?

The difference between an introvert and an extrovert is where you get your energy. Introverts get their energy introvertedly, internally. Extroverts get their energy externally. We can be a bit of both, and everyone has a bit of both. However, we’ll have a preference. We’re all born with an IQ. We all have a personality …

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Is Choosing Not to Choose is Still Making a Choice?

You are more than aware that you need to do something. You know that it doesn’t feel right. You know that you’re going to decide at some stage. However, did you know that you’re choosing not to choose? You’ve made a choice, and your choice is to do nothing. What is preventing you from making …

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Did You Know that what you Measure Matters?

  So ask yourself this question – are you measuring the right thing? Typically we focus on measuring profit. What is your gross or net profit? What is your EBITDA? (Earnings before interest, taxes, depreciation). However, there are many more things that we can measure other than just profit. We need to look at measuring …

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What are the Top Five HR Challenges?

  What are the Top Five HR Challenges? They are: 1) Strategy 2) People 3) Performance 4) Continues Improvement 5) Culture Unfortunately, there will always be issues in any business, and they will continue unless you have a strategy. Human Resources has a framework of five main areas. 1) Organisational measurement and planning. 2) Human …

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Transform yourself, transform your business

  Are you insane? Einstein’s definition of insanity was doing the same thing repeatedly and then expecting a different result. What are you doing in your business? Are you doing the same thing over and over and expecting a different result? To transform your business, you will need to change yourself. People want leaders they …

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Your Cheat Sheet to Effective Performance Review Phrases – Part 2

  Employees with good communication skills I can tell the way you talk to me and others that you have think about what you say before you say it. I have witnessed your social ability to be able to confidently and thoughtfully converse with coworkers regardless of their age, status or gender. You have demonstrated …

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Your Cheat Sheet to Effective Performance Review Phrases – Part 1

  If you’re struggling to effectively communicate your employee’s work ethic in a performance review, you can use some of the performance review phrases listed below. Employees who have excelled at their given work Throughout your tenure with the company the level of work you’ve returned has consistently been of very high standard, thoroughly thought …

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Is Your Performance Review Process Effective?

Almost every successful company has a performance review of some sort implemented within their HR department. A performance review is essentially a meeting where someone from the HR or management team will sit down with their employee and run through the qualities and work that the employee is excelling in, and where they can make improvements. …

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The Great Resignation – How Do You Retain Employees?

Employee retention involves keeping your employees motivated and engaged. We suggest that you highlight career opportunities within the organisation, making them feel like they’re a more significant part of the business, and that they can grow with it. In addition, you should focus on motivation and engagement through fun activities that encourage employees to bond …

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What is Self-Awareness?

Emotional Intelligence is the #1 skill that you will need once you become a Manager. We know that the following are the different aspect of Emotional Intelligence: Self-Awareness Awareness Of Others Authenticity Emotional Reasoning Self-Management Positive Influence But what is Self Awareness and how do I develop it? Self-Awareness is about being aware of the …

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Top 9 operational management skills to maximize efficiency within the organization

Operational management is the process of managing planning, organizing, and supervising the production of the appropriate amounts of goods and services. It serves as a reminder for the organization to convert inputs (such as raw material, labor, technology, etc.) into outputs (product & services) in an organized manner. In short, this process helps in administering …

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strategic planning

Top 6 steps to polish your strategic leadership skills

The strategy sets out how an organization is planning to utilize its resources, including the knowledge and skills of its employees as well as financial and material assets, in order to achieve their requisite goals and overall objectives, and their company vision. Strategy development can be simply defined as the process which helps the organization …

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dynamics of strategic alignment

Why changing dynamics of strategic alignment is important for businesses to thrive?

In simple words, strategic alignment in business can be is a method of choosing the best possible way to align the market strategy. Moreover, companies have to mend their working procedures with appropriate planning to help the company to fulfill its long-term purposes more, certainly. The more we talk about businesses, the more it gives …

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Do you have a human resources strategy?

Across all different organisations, human resources face challenges in the following areas: strategy, people, performance, continuous improvement and culture. Unfortunately, businesses will continue to have issues in these areas unless it has a dedicated HR strategy. The HR framework is based on five key areas: Organisational measurement and planning Processes and systems Governance and compliance …

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why don't business tell

Why you need less staff

“We need less staff,” said no one ever. But why don’t we say that? Why don’t we look at our systems, processes and performance, and ask whether we have the right amount of staff? Research tells us that we waste 30% of our working day. Our time is eaten up by inefficient systems, process and …

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What boards and CEOs want from HR

Did you know that a third of a business valuation is based on culture? No doubt you’ve heard the famous Peter Drucker quote, “Culture eats strategy for breakfast.” It’s true. Culture is key. It encapsulates a business’s vision, values, performance, profitability and productivity. Boards and CEOs look to their human resources manager for a clearly …

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The Net Promoter Score

What is the Net Promoter Score? What is the NPS? It is a universal number and with a universal question that allows every organisation to benchmark themselves against other organisations. What then is the question? Interestingly, there is an internal staff question and an external client question, but they are basically both the same question. …

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are your people your biggest asset

Employee Commitment/Loyalty

Assess management and employee culture at least annually using a validated, benchmarked and anonymous survey. Our research results are consistent with lots of other international research. Most employees (and Managers) leave a business due to a poor or broken relationship with their immediate supervisor or Manager. High employee turnover (anything above 7% in any year) …

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Good Quality Communicators

Employee Satisfaction and Performance

Assess the level of satisfaction of your employees and managers, on at least an annual basis. For the results to be meaningful and useful the assessment process should be anonymous, valid and reliable, and benchmarked to other businesses in your country. Implement any agreed solutions to improve future results in a transparent/participative process on schedule …

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Employee Alignment

Involve at least a cross-section of employees in developing your Business Growth Plan. Don’t forget to also develop the Vision, Mission and Values for your business, so that everyone knows what page they are supposed to be on. Regularly update employees on the progress against the Business Plan/ HR Plan and positively reinforce behaviour that …

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Measure Where You Are

The starting point has to be measure where you already are. Ensure that your measurement process is anonymous (otherwise employees may not respond honestly, which makes the results meaningless) and that you are measuring Employee Alignment, Employee Commitment/Loyalty, Employee Satisfaction and Employee Performance. Your assessment tool needs to be valid and reliable and should be …

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If you want to stay or become a high performing business, you need to measure the right things

Employee satisfaction counts for 25% of your business’s performance, but it is not enough – and if that is your only focus it is unlikely to maximise your profit performance. Of course, many businesses are not even measuring employee satisfaction – so these businesses really have a great opportunity to measure and focus on the …

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are your people your biggest asset

How Engagement Ties to Performance

Repeated studies over the past 10 years have shown that the business performance of organisations in the highest quartile of employee engagement scores outpace that of competitors. High employee engagement correlates with higher average revenue growth, net profit margin, customer satisfaction and earnings per share. HR Coach has been researching the significance of alignment for …

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International Research

Research released by Harvard Business School identified the importance of employee engagement, while also finding that less than 50% of companies actually measured engagement against performance. Once you accept that employee engagement (rather than satisfaction) counts, you need to understand what to actually count. This research also identified the following most impactful engagement drivers that …

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Our Own Research

  Our own research of Australasian businesses over the last 10 years shows that employee satisfaction results are skewed more positively than business performance or employer satisfaction results, and are less relevant or aligned when businesses are not performing to expectations or not achieving their business goals. The research suggests that business owners may not …

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Engagement and Alignment drive Business Performance (not Employee Satisfaction)

We need to be clear about what we mean by engagement and alignment. Employee engagement can be defined as an emotional commitment an employee has to their work and organisation. An engaged employee cares about their work and their role in the organisation – and they will go above and beyond to meet business objectives. …

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Culture Drives Performance

Employee Satisfaction Doesn’t Mean Profit

Many HR professionals and business advisors maintain that high levels of employee satisfaction are core to business success and performance. They live and breathe the mantra that ‘happy employees drive business success’ and encourage and direct managers and owners to ‘make employees happier… and your business will succeed’. We have struggled with this concept for …

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Culture Eats Strategy

How much value to do you place on culture? “Culture eats strategy for breakfast.” This phrase, coined by management guru Peter Drucker, was made famous by Mark Fields, former president at Ford. And it’s so true. A business strategy will only work if it is backed by the organisation’s people and its culture. But what …

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The future is Volatile, Uncertain, Complex and Ambiguous (VUCA)!

The future is Volatile, Uncertain, Complex and Ambiguous (VUCA)!

The future is VUCA Do you know what VUCA means? I didn’t until recently. VUCA is an acronym for volatility, uncertainty, complexity and ambiguity. Drawing on the leadership theories of Warren Bennis and Burt Nanus, VUCA explains where the business world is currently situated. It also describes the future. The truth is, the future will …

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Get Comfortable Being Uncomfortable

Get Comfortable with Being Uncomfortable

Are you comfortable with being uncomfortable? You’re probably thinking, “Of course, I’m not! Comfortable is comfortable. How could anyone ever be comfortable being uncomfortable?” It’s a great question. However, we need to think about the end game. It’s like getting advice on how to run correctly. You may have been running for years, but never …

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Top Priorities for HR in 2020 - Achieving Higher Returns from Investments in Employee Experience

Top Priorities for HR in 2020 – Achieving Higher Returns from Investments in Employee Experience

Enhancing the employee experience is a key talent concern for HR leaders and organisations are investing significant resources, yet 46% of employees remain largely dissatisfied, according to a recent Gartner survey. To increase employee experience satisfaction, organisations need to focus on not just investing in the employee experience but also shaping how employees feel about …

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Top Priorities for HR in 2020 - Closing the Talent Gap to Drive Digital Business Transformation

Top Priorities for HR in 2020 – Closing the Talent Gap to Drive Digital Business Transformation

While nearly all organisations are focused on digitalisation, 43% of HR leaders reported that their organisation does not have a clear and consistent strategy for digital transformation. Organisations are also struggling on the talent front — 35% of HR leaders say they have inadequate talent to drive digital transformation. To make real progress, HR must …

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Top Priorities for HR in 2020 - Making Work Easier Through Organisation Design and Change Management

Top Priorities for HR in 2020 – Making Work Easier Through Organisation Design and Change Management

Gartner research shows that 57% of employees encounter significant barriers in their day-to-day work. Some of these barriers likely stem from the amount of change in today’s environment — the average employee experienced 12 organisational changes in 2019, ranging from major transformations like restructuring or executive leadership transitions to more day-to-day, but still highly disruptive, …

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Top Priorities for HR in 2020 - Equipping Leaders for Success with Ever-Expanding Demands

Top Priorities for HR in 2020 – Equipping Leaders for Success with Ever-Expanding Demands

The responsibilities and expectations of leaders have expanded rapidly, however the majority of leaders are ill-equipped to take on their expanded roles. Forty-five percent of HR leaders struggle to develop effective midlevel leaders and more than one-third struggle to develop effective senior leaders. To cultivate a strong leadership bench, HR should look to a “complementary leadership” model that partners …

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Top Priorities for HR in 2020 - Ensuring the Workforce has the Skills it Needs for the Future

Top Priorities for HR in 2020 – Ensuring the Workforce has the Skills it Needs for the Future

Automation and digitalisation are changing the skills and competencies required for success and organisations are having trouble keeping up. According to a recent Gartner survey, 46% of HR leaders report that their employees lack the skills that are necessary to drive future performance. To ensure employees have needed skills, HR leaders should partner with business …

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The Everything DiSC 363 for Leaders Learning Experience

The Everything DiSC 363 for Leaders Learning Experience

Everything DiSC 363® for Leaders combines the best of 360-degree feedback with the simplicity and power of DiSC®, plus three strategies to put into action immediately. It uses clear visuals and a conversational narrative style to interpret and explain the data, making the report easy to understand and use. Whether an emerging high potential or an experienced executive, …

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The Everything DiSC Work of Leaders Learning Experience

The Everything DiSC Work of Leaders Learning Experience

Everything DiSC Work of Leaders® is a classroom training and personalised learning experience that connects unique leadership styles to real world demands. It brings together best practices from 300 experts in over 150 organisations, the important work of the most prominent scholars, and over four years of additional research and development to provide participants with an actionable …

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The Everything DiSC Productive Conflict Learning Experience

The Everything DiSC Productive Conflict Learning Experience

Everything DiSC® Productive Conflict is a classroom training and personalised learning experience that increases self-awareness around conflict behaviours and helps participants effectively respond to the uncomfortable and unavoidable challenges of workplace conflict. Rather than focus on a step-by-step process for conflict resolution, this training program combines the personalised insights of DiSC® with the proven science of cognitive …

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The Everything DiSC Sales Learning Experience

The Everything DiSC Sales Learning Experience

Everything DiSC® Sales is a classroom training and personalized learning experience designed to help salespeople successfully create customer-centric interactions that improve results. Participants learn how to stretch beyond their natural Sales style to more effectively adapt to their customers’ preferences and expectations—regardless of the customer’s unique buying style. The experience is sales-specific with in-depth information, including …

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The Everything DiSC Management Learning Experience

The Everything DiSC Management Learning Experience

Everything DiSC® Management is a classroom training and personalized learning experience proven to increase the effectiveness of anyone in a management role. Participants deepen their understanding of themselves, their direct reports, and their own managers using the DiSC model, while learning how their management style influences their approach to decision-making, time management, and problem solving. Participants walk away …

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The Everything DiSC Workplace Learning Experience

The Everything DiSC Workplace Learning Experience

Everything DiSC Workplace® is a classroom training and personalized learning experience that can benefit every person in the organization—regardless of title or position, department or function—in building more productive and effective relationships at work. It teaches participants to understand themselves and others, while learning to appreciate different priorities, preferences, and values each individual brings to …

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5 Behaviours of a Cohesive Team – Behaviour 1 - Trust One Another

5 Behaviours of a Cohesive Team – Behaviour 5 – Focus on Achieving Collective Results

The ultimate goal of building greater trust, healthy conflict, commitment, and accountability is one thing: the achievement of results. The ultimate goal of encouraging trust, healthy conflict, commitment, and accountability is to achieve results. And yet, as it turns out, one of the greatest challenges to team success is the inattention to results. In the …

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5 Behaviours of a Cohesive Team – Behaviour 1 - Trust One Another

5 Behaviours of a Cohesive Team – Behaviour 4 – Hold One Another Accountable

When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable. Accountability has become a buzzword – so overused and with so many different interpretations that it has lost much of its meaning. In the context of teamwork, however, accountability is: The willingness of team members to call their peers on performance or behaviours that might hurt the team. The usual source of …

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5 Behaviours of a Cohesive Team – Behaviour 1 - Trust One Another

5 Behaviours of a Cohesive Team – Behaviour 3 – Commit to Decisions

When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions. What do we mean by commitment? In the context of a cohesive team, commitment is: clarity around decisions moving forward with complete buy-in from every member of the team, even those who initially disagreed with …

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5 Behaviours of a Cohesive Team – Behaviour 1 - Trust One Another

5 Behaviours of a Cohesive Team – Behaviour 2 – Engage in Conflict Around Ideas

When there is trust, team members are able to engage in unfiltered, constructive debate of ideas. All great relationships, the ones that last over time, require productive conflict in order to grow. It’s important to distinguish productive, ideological conflict from destructive fighting and interpersonal politics. Productive conflict is focused on concepts and ideas avoids mean-spirited …

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5 Behaviours of a Cohesive Team – Behaviour 1 - Trust One Another

5 Behaviours of a Cohesive Team – Behaviour 1 – Trust One Another

When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust. The first and foundational behaviour of a cohesive team is trust. Unfortunately, the word trust is used – and misused – so often it may not impart the same meaning to everyone. The definition here isn’t centred …

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Management Effectiveness Matters

Management Effectiveness Matters

If the management team doesn’t work effectively then someone has to fill the performance gap. If it’s the business owner filling this performance gap, their focus inevitability becomes daily management, when they should be focussed on growing or working on their business. If owners and executives are filling gaps rather than lifting the performance of …

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Business Acumen

Business Acumen

Managers make decisions every day that have a financial impact on a business. The allocation of resources, the prioritising of work tasks, and the focus on quality and customer service all have a cost and potential return, while rework, missed deadlines and wastage all have a negative cost on a business. Managers need to communicate …

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Team Leadership

Team Leadership

Managers are expected to provide ongoing leadership to their teams, which is becoming more and more challenging for many reasons. There are now four generations in the workforce, the labour market has high levels of mobility, customers are becoming more demanding and cost-conscious. Technology and competition are changing regularly. In this environment of ongoing and …

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Good Quality Communicators

Good Quality Communicators

Managers need to improve their questioning, listening, reflecting and communication skills, and reduce their directing/demanding communication skills. Learning how to build a coaching connection with every communication has been demonstrated to improve communication outcomes every time. By improving their questioning and listening skills, managers will find that they don’t know everything about everything, reflecting the …

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Self-Motivation

Self-Motivation

Most managers are self-motivated, consistent with their own natural management style. Many managers would benefit from understanding what their own management style is, and from understanding the style is of other managers and or business owners that they work with, as these need to be complimentary rather than competitive to maximise positive outcomes for the …

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What did the data of 234 Australasian Businesses since 2015 tell us?

What did the data of 234 Australasian Businesses since 2015 tell us?

It told us that there was a 17% gap between low and high performing businesses in terms of strategic alignment and company performance. That there was a similar 17% gap in management culture results between low and high performing businesses, which suggests that if businesses want to improve their strategic alignment and performance, they need …

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In preparing for battle I have always found that plans are useless, but planning is indispensable- Dwight D. Eisenhower.

In preparing for battle I have always found that plans are useless, but planning is indispensable- Dwight D. Eisenhower.

Undertaking planning sessions helps business owners /CEOs / MDs to understand the resource constraints and business opportunities faced by their business, however market conditions and actual performance often differs from the conditions that were planned for. Most businesses try to have a business strategy; however, many fail to review and refresh their plan and often …

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why don't business tell

Why don’t businesses want to tell everyone about all the good things they do?

This is a great question!  We think there are a couple of reasons.  We get busy and don’t think to tell people about what we are doing from a Corporate Social Responsibility (CSR) perspective.  We also think that we should be doing these things already.  If you fit one of these two categories, then you …

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Does your building have a foundation

Does Your Building Have a Foundation?

Of course it does! The stronger your foundations are, the more sustainable your building.  Business is similar. Having strong foundations of processes and systems is fundamental to building a strong business. Each business needs to ask the following questions: Do we review your processes regularly to ensure that there is no unnecessary duplication, rework or waste? Do …

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Cash is King

Cash is King!

We all know that cash is king, however, not all of us regularly monitor and forecast our cashflow.  Following are some questions that we should ask in our businesses regularly: Do we have a Budget and Cash Flow that are reviewed monthly? Do we include capital equipment such as cars, trucks or equipment in our …

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Fail to plan, Plan to fail

Fail To Plan, Plan to Fail

This saying is true in business.  Most businesses try to have a business strategy, however, many fail to successfully operationalise their plan so that it is implemented and regularly monitored.  Here are some questions we should all ask ourselves: Does my business have a documented plan that details our goals each year? Do we have …

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What is Measured Matters

What is Measured Matters

We so often hear this saying.  And it’s true!   However, what happens is that we often identify too many measures to keep track of and then become overwhelmed by what to look at.  Research shows that we can only remember 3-5 things.  This is the magic number for values, for words in a vision, and …

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I Now Enjoy Silence

I love silence. I never used like silence, but I now do. Why? It seems like every time you turn around, technology’s taken another leap, barriers have come down, and people have found clever new ways to communicate. Thanks to social media there’s a 24/7, global conversation going on – and everyone’s invited. To thrive …

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New Whistleblower Laws

New Whistleblower Laws will take effect on the 1st of July. The new law requires all public and large proprietary companies to introduce a Whistleblower Policy. A large proprietary company is one that has at least two of the following criteria: consolidated revenue in excess of $50 million; consolidated gross assets of more than $25 …

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