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Loyalty in corporate world
globally is all time low. Substantial gains can be made
in the areas of employee- loyalty programs. Certainly
nobody doubts the benefits of customer-loyalty programs.
CEOs told that people issues are their greatest
concerns. Attracting and retaining skilled staff ranked
as their number one concern. Approximately 40% of these
executives fear that their organization will not be able
to compete for talent. If you expertise in the field of
talent management, you have valuable knowledge.
The number two concern of the CEOs was changing
organizational culture and employee attitudes. The
brutal cost cutting in recent years has taken a toll on
employee loyalty.
Here are a few suggestions:
• Schedule a meeting with senior organizational
leaders to discuss the findings of the
survey. Listen carefully and take a lot of notes.
• Discuss the findings in your community of
practice. Work with your colleagues to
develop solutions for organizational leaders.
• Be proactive. Write a report on these issues for
your clients or your boss.
• Effective Performance Management
Recently the Aberdeen Group completed a study on
performance management. They found that companies with
best-in-class employee performance management systems
produce 50 to 70 percent more revenue than those that
don’t have a good system. That finding gets our
attention.
We also know, from earlier studies, that top performers
are four times as productive as the weakest performer in
an organization.
The majority of the workforce is randomly trying to
achieve success without any real understanding of how
success is measured for them in the organization. The
need for an effective employee performance management
system is clear.
An effective employee performance management system
establishes goals and measures results regularly.
A major performance management problem in organizations
today is ignoring poor performance. Ignoring poor
performance tells everybody that mediocrity is
acceptable. In a hyper-competitive world this is deadly.
The negative impact on even the top performers is only a
matter of time.
Senior leaders in the organization set the tone for
performance expectations. Developing managers throughout
the leadership pipeline requires training and rewards
for effective performance management. Managers must be
trained and evaluated on their ability to provide
feedback to employees about performance. Developing
employees is a critical task for all managers.
Organizations must make the role of every employee
clear. The company must have a program which shows how
every employee contributes to the success of the
company. Individual accountability begins with his role
and the roles of senior management.
Every organization must make performance expectations
and performance measurements clear. Only with clear
expectations and measurements can we compete in any
field.
N-Rich Employee Loyalty Program presents a built-in
package with the following services:
• Develops custom made solutions by understanding
the root / basic requirements of
employees.
• Continuous analysis of employee requirements
• Providing solutions which are best matching
employee’s performance and tempting
them to perform much better
• Creating the optimized way of win-win situation
among employer and employee
• Creating good healthy relationships in the
organization
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