Laura Ashley-Timms and other members of the team at Notion share their insights, thoughts, views and ideas with you about coaching, engagement, improving performance and creating dynamic cultures at work... as well as any great ideas they come across of best practise in the business world.. Enjoy!
In the last few weeks the headlines have been full of news stories regarding the downsizing of some well-known high street giants, including House of Fraser and Poundworld, in a last bid attempt to save them from collapse.
Attractive salary packages, good terms and conditions, career development and opportunities to learn may be sufficient to entice people to join a new organisation, but these things alone are not enough to stop them from leaving. According to a Gallup Survey, the relationship people have with their Managers can determine whether they stay or leave. So, if organisations don’t pay attention to the relationships their Managers have with their employees, they risk doubling their employee turnover.
Time and time again businesses face these same eight challenges and yet each one can be solved forever in one easy step. So why don’t more workplaces know about it? Keep reading to learn how you, with the help of some simple operational coaching skills, can revolutionise the performance, productivity and engagement levels in your organisation...
The negative impact of a passive and disengaged workforce on performance and productivity is substantial, so isn’t it time that Leadership gave ‘engagement’ the commercial attention it deserves?
In 2009 The McLeod Review outlined four key enablers to employee engagement which heralded a new way forward for organisations; yet almost a decade later, engagement levels remain a critical issue for employers across the globe. More worryingly, employee engagement appears to be retracting with around 1 in 4 employees being unable to report that they are moderately engaged, let alone highly engaged.
Organisations that really want to leverage the skills, experiences, styles and preferences of their highly differentiated workforces will benefit from taking a much more individualised approach. 360 degree questionnaires can be a powerful way for people to get real-time highly individualised feedback from colleagues at work which can help build higher levels of self-awareness that in turn can improve performance and relationships with others.