Tools and programs to drive productivity

  Is your team stuck in a rut? Do they seem to have the skills to do a good job but lack confidence, drive or bandwidth for continuous improvement, retooling or raising the bar on customer satisfaction? What you may have is a great pool of unrealized talent. 

Performance management best practice is finally catching up with what common sense has told us all along.  Continuous feedback mechanisms rather than annual or semi-annual evaluations are far more effective in connecting individual performance to strategy, talent development and rewards.

 Competing interests and rivalries at work exist. Usually these fall along a spectrum ranging from outright conflict to collaboration. Acknowledging and understanding its manifestations and impacts and then having frank conversations is the key to creating aligned teams capable and intent on attaining outcomes.  

Are you hiring the best but still lagging in productivity? This is not surprising. 

Studies have shown that only about 15% of employees are superior performers.

Rather than just focusing on skills, activate leadership mindset and EQ. 

Next-gen is climbing the corporate ladder. 

The average age of first-time managers is 30, and the average age of people in leadership training is closer to 42. Harvard Business Review 

We develop programs specific to up-and-coming leaders so they can succeed.

Employee engagement is not a soft lob strategy. Research clearly shows a direct correlation between high engagement scores and hard performance metrics including earnings per share.

We design surveys and roll-out strategies to enable high performance culture.