An organization and website fully built around expanding your organization and talent’s capability and capacity.
In this last segment, we will outline the 5 keys to creating a highly effective communication strategy. Don’t wait any longer. It’s time for your organization to turn employee communications into a dynamic competitive advantage and highly effective employee engagement and retention strategy.
How do you begin to shift employee communications from a tactical, primarily ad hoc exercise, with little to no coordination or consistency into a highly effective, dynamic, well-orchestrated, strategic competitive advantage? Find out here.
The amount of work (and revenue) lost due to a sluggish performance environment alone ought to shock organizations into focusing more on employee engagement. According to Gallup, disengaged employees have 37% higher absenteeism, 18% lower productivity and 15% lower profitability. When that translates into dollars, you're looking at the cost of 34% of a disengaged employee's annual salary, or $3,400 for every $10,000 they make. With that, employee engagement is quite literally valuable to every organization.
Too often you hear it in the hallways (or over conference apps, ironically) and see it on employee surveys, “We don’t communicate as a company. We send a lot of emails, but we don’t communicate.” Employee communication is truly the lifeblood of any organization. The more timely, efficient, and consistent the communication flows, the greater chance that organization thrives.
The traditional career path of linear career progression continues to be disrupted and evolve. For decades, employees looked to their employer to develop them and provide career advancement opportunities. If they completed required in-house training courses each year and paid their dues by doing what management asked, employees could follow a [fairly] predictable career path.
The old performance management model of the manager setting goals, establishing expectations and giving semi- and or annual performance reviews with little or no feedback along the way is an ineffective performance model. True performance is all about clarity, alignment, action and feedback.
