Focus on Employee Engagement

Prioritizing the Employee Engagement Results

How do I prioritize the feedback from my team?

Engaging teams in the process of prioritizing feedback helps leaders target the right areas for improvement. In this video, KK Owen shows how to use "dots" to prioritize feedback from an employee engagement survey.

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Anxiety and Leadership

There will be anxiety

Whether onset by sudden and dramatic change, or sustained exposure to stressors, the effects of anxiety can be damaging to organizational progress. Keeping themselves and their teams connected and focused on what matters most can help leaders move forward and build the emotional stamina of the team.

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Onboarding for Success

Invest in an Onboarding Experience

You’ve examined the resumes, conducted the interviews, and selected the most talented individuals to add to your team. When their first day arrives, how can you ensure an onboarding process that will be supportive, engaging, and reflective of your organization’s culture and values is in place?

The Impact of One

Each one matters

The impact of one can mean the difference between organizational mediocrity and excellence. An organization must breed individuals who want to make a positive contribution to the mission.

From Connections to Action

Connections Require Follow-Up

Scheduling and conducting monthly connection conversations with employees is a giant step towards increasing engagement on your team. Just as important as the conversations you’re having, is what you do with the information you collect. How can we ensure employees know they’re supported?

Man sitting on light bulb rocket while working on a laptop

Boost the Employee Experience

Are Your Employees Excited to Get to Work?

Disengaged employees cost the American economy billions per year in lost productivity. Employees can become disengaged when they're made to feel like they're not listened too, valued, or appreciated. To keep people engaged, leaders must remind them of the meaningful outcomes they help to create.

What If Your Boss Is The Problem?

Do You Have A Toxic Boss?

A low performing leader can cause disengagement, unsatisfied employees, and sub-par results. According to a Monster poll three out of four employees currently has, or has recently had, a toxic boss. What can you do if this is your experience?

changing landscape from dead low performing to vibrant high performing

Low Performer Conversation

It's time for a change

Approaching a conversation with a low performer is probably not your favorite task. However, ignoring bad behavior or performance will negatively impact others in the organization. Address the situation quickly and effectively using this guide to keep the rest of your team focused on achieving results.

When you see or hear someone that is not adhering to the standards, speak up.

Violating Values

What We Permit We Promote

To achieve high performance we adhere to organizational values and align our behaviors to those values creating consistency and alignment. Behavior that violates values threatens to poison the organization if not adjusted.

Right Hiring for the Right Fit

Bring the best candidates forward

If finding the right candidate is a sparse occurrence in your organization, it's time to find a new process. High turnover rate is extremely costly. Consider applying new methods best suited for finding a lasting employee.

Care, support (help), personal development concept. Businessman representing company helps (support) employees.

Monthly Meetings

How Supportive Are You?

Over half of Americans mistrust their leaders. Supporting the needs of your team members by meeting with them on a regular basis shows a true commitment to seeing them excel. See what employees say they need and learn how to be a trusted leader.

Peer Interviews

It's a match!

Finding the best cultural fit for your company is a tough part of the hiring process, but it doesn't have to be . Learn how to implement a peer-interview team and hire the right people for the job.

Squiggle concept representing maximizing strengths vs using weak skills

The Strengths Advantage: Using Work Strengths

Avoid a squiggly mess!

Maximizing the strengths of team members sets the entire organization up for success. Reinforce the bottom line by aligning individual strengths with jobs to be done.

Difficult business conversations with colleagues.

Stub Your Toe

Call It How You See It

Values and standards of behavior are essential to high performing organizations. They only work when respected by all team members. Having conversations with a colleague you feel has violated your organization's values is one way to assure everyone stays on course and their is continuous respect of standards.

Differentiating Staff Performance

Why do I need to know staff performance levels?

Providing feedback to appropriately support varying performance levels requires assessment of employee performance. Placement on a performance curve helps a leader consider the different levels of staff performance and the type of performance conversation needed to guide improvement.

Low Solid Performer Support

I've got this solid employee, but...

Low solid performers need direction and support to improve. This group of employees do not know what they do not know. Leaders help these individuals develop skills necessary for success.

Compliance Conversations

How do I manage employee non-compliance?

Conversations with employees about lack of compliance require a specific leadership skill set. Developing skill in having non-compliance conversations is key to effective leadership. Addressing issues of employee "will” and “skill” helps achieve organizational results.

Using Feedback to Prioritize

How do I know which actions to prioritize?

Asking for feedback provides a model of leading with humility and striking a learner stance. The quantity and content of feedback can be overwhelming. It's important to use feedback to prioritize effective actions and build a trusting relationship and strong culture.

30-Day and 90-Day Conversations

Key words for the critical first days of a new hire.

To build relationships, some of the best leaders intentionally make solid connections with their employees. This is especially important when employees start a new job. Effectively engage, recruit, and retain new-hires using 30 & 90-day conversations.

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Roll Out Survey Results with Employees

What is the best way to share survey data with my team?

The Survey Results Rollout meeting invites employees into the decision-making process with leaders. It gives them a chance to provide input on what the team is working to improve, which increases ownership and clarifies expectations.

Leader Connection Questions

What Questions Should I Be Asking My Employees?

Our research indicates that employees have commonly low perceptions about having input on decisions that affect their jobs. Leaders who connect with employees on a regular basis to gain input tend to perform better.

Focus on Employee Engagement

Pat Greco

Prioritizing the Employee Engagement Results

How do I prioritize the feedback from my team?

Anxiety and Leadership

There will be anxiety

Onboarding for Success

Invest in an Onboarding Experience

The Impact of One

Each one matters

From Connections to Action

Connections Require Follow-Up

Boost the Employee Experience

Are Your Employees Excited to Get to Work?

What If Your Boss Is The Problem?

Do You Have A Toxic Boss?

Low Performer Conversation

It's time for a change

Violating Values

What We Permit We Promote

Right Hiring for the Right Fit

Bring the best candidates forward

Monthly Meetings

How Supportive Are You?

Peer Interviews

It's a match!

The Strengths Advantage: Using Work Strengths

Avoid a squiggly mess!

Stub Your Toe

Call It How You See It

Differentiating Staff Performance

Why do I need to know staff performance levels?

Low Solid Performer Support

I've got this solid employee, but...

Compliance Conversations

How do I manage employee non-compliance?

Using Feedback to Prioritize

How do I know which actions to prioritize?

30-Day and 90-Day Conversations

Key words for the critical first days of a new hire.

Roll Out Survey Results with Employees

What is the best way to share survey data with my team?

Leader Connection Questions

What Questions Should I Be Asking My Employees?

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