How to Achieve a Winning Culture for Your Organization

As the manager of your business, a great responsibility is in your hands. You have the power to change the policies of your organization in just a stroke of pen. You also have to be smart in hiring, giving promotions to those who deserve it and firing people who shows no effort to contribute to the good of the organization as a whole. But have you ever consider changing the entrenched culture that you and the rest of the people in your company or organization are following? 

Changing a culture that you are already used to can be one of the hardest things possible. But of course, you have to be positive about it. With a strong desire, you will certainly reach your goal. But that’s not just about it. There may be more things that are involved like getting a new technology that can make the tasks easier without sacrificing the efficiency of every project that you will be coming up with. A change in business culture is attainable when everybody in the entire organization participates well. The first thing that you may need to do is to explain to them the importance of changing the businesses’ culture and the steps that all of you must take in order to achieve it. 

One of the most important results that a company can get through a change in culture is improved employee engagement. The employees is of course one of the most important factors that consist any company. When the leaders, managers and employees are working in perfect harmony, everything can be so much better. To achieve this, you must overcome all hurdles that may affect the efficiency of your performance. There are companies that are committed to helping organizations in improving their organizational performance that can help you. 

Stimulating creativity in the workplace is one of the most important things that you need to bear in mind. This will involve the evaluation of your company’s personnel structure. It is important that you are able to identify the strength and weaknesses of your company. For some time, just changing the office set-up can hold a great innovation. You can assign everyone to work stations in close proximity to jump-start communication. Most of all, you have to make your people feel that you trust them. That is very important for a better employee engagement. 

How Important Is It For You To Survey Your Employees?

When business owners read blogs about business performance consulting, they’re generally looking for one of two things. Either they want to learn how to increase their revenue through options like branding or internet marketing, or they want to learn better ways to retain high quality employees. Because high quality employees and the retention of such employees is important to any business owner, this article is going to focus on the use of surveys to retain those valuable gems!

Most fortune 100 or fortune 500 businesses do several things very good. One of the things that they are best at is quality employee retention. Another thing that you'll often find in common with the vast majority of fortune 500 companies is the use of employee onboarding surveys. These are surveys given to fresh new employees to get a feel for how new employees take the transition into the new job. Studies show, if the employee is happy on day one, they will be unlikely to leave any time soon. With so many larger companies taking advantage of employee onboarding surveys, you've got to wonder if that's something you should be doing in your company. But, is it enough.

A newer idea has been emerging in the business realm recently. Many of these large businesses are starting to use an employee exit survey to track other things. These surveys are designed to allow the business owners and managers to get a gauge of what the employee enjoyed and didn't enjoy while working for the company. This valuable insight could help you, the business owner, to get a clear understanding for what you could be doing better to retain your most valuable employees!

The only person that can tell you that this will be a good option for you is you. You know your business better than anyone else. However, with so many larger companies grasping onto surveying their employees, it only makes sense that in most cases it will be a good idea to do!

"Important to Capture “Voice of Employee” to Assess Business Performance "

It’s a known fact, to set up and sustain a running business, human capital is very crucial. In a dynamic environment such as today where organization our thriving on key attributes like good customer service, high productivity, etc. top management of all leading org across industries are becoming more and more concerned and taking all necessary steps to constantly monitor the pulse of their employees. As a result there is a growing trend to invest a great deal of thought to ensure accurate feedback is solicited from every employee at each stage of an employee life cycle i.e. Employee on-boarding survey, employee exit survey, employee satisfaction survey, etc.

In this fast pace environment, survey methodology makes this task much simpler and efficient. Besides offering comfort of anonymity to the respondents it also brings structure to the responses captured which enable the management to analyze and subsequently interpret the root cause more accurately. Survey mode i.e. should it be online, face 2 face, hard copy; etc can be decided keeping in mind the scale of audience (sample size), org culture and the sensitivity surrounding the core issue.

There was a time when organization used to deploy these surveys as a reactive remediation when they sense a problem w.r.t high employee turnover, low productivity, growing employee grievances, etc. However now corporate do have a pro-active outlook and prefer to run employee on boarding and exit survey as a part of their standard operating procedures under the broader human resources framework.

Lately, another trend has been noticed amongst the leading corporate, to ensure that all such survey exercise is done required justice and clear goals are put forth to address the people issues, they are seeking professional guidance and support from an external party. Most of the consulting firms involved in advisory services do provide conceptual and administrative assistance to execute on boarding, performance management, employee satisfaction and exit survey successfully, needless to mention these services come at certain price.

Factors Uncovered in Employee On-boarding Survey

Resumes, qualifying examinations, interview scores and recommendations are not enough to get to know your employees. Fact is, the aforementioned are considered initial and shallow if used as basis to judge a person’s characteristics. That is why it is always recommended to establishment owners and human resource personnel to use the employee onboarding survey so that you could thoroughly get to know the person you are about to take into your organization.

An employee on-boarding survey is a questionnaire given out to the respondent or subject to be answered immediately. It I composed of several personality questions that will determine the person’s perception in several factors. Below are the aspects to be uncovered in this kind of survey questionnaire.

Perception towards Work

This questionnaire has questions that will determine how professional a person can be. This will help you determine if the applicant would be an asset to your firm or not. This will also help you brand what kind of worker he is. These questions are specially made by human resource experts and these are the same experts who constructed the employee exit survey.

Socialization in Work

Socialization is a huge part in a workplace. This questionnaire will also uncover if the applicant has the ability to mingle and associate with the other employees. In other words, this questionnaire will help determine if the applicant can be a team player. This is very important since the success of an organization depends on how the employees work together.

The Meaning of Work for the Applicant

Knowing what work means to the applicant will help you know the extents the person is willing to go just for the sake of the organization. Fact is, not all applicants are that passionate when it comes to work and this questionnaire will help you know which applicant has the drive and vision that will benefit the organization.

This questionnaire is actually more like the employee exit survey. This will uncover the true color of the person who is applying for a position in your establishment.

Capitalize on Your Strength through Getting the Unique Advantages of an Employee Exit Survey

If you are your company’s manager, you've got to know the importance of conducting an exit interview or survey. Processes as such will be a great help in getting a clearer understanding of the working conditions, relationship among your team and other information that will be useful in the way you run your business and your people. Exit interviews and exit surveys are two important tools that a company or organization must value. They can be used to gather important information. Exit interviews involve one-one discussions with the departing employee while exit survey is consists of asking the employee to fill out an online or paper questionnaire.

An employee exit survey or interview gives you the opportunity to learn about the strengths and weaknesses of your organization. There are numbers of benefit that come from having a systematic process for conducting surveys for your leaving employees. The following are some of its most important boons.

1. It increases the employee satisfaction and morale.
2. It increases employee productivity.
3. It will give you the understanding of the factors that drive your employee to leave.
4. It will give you the understanding of the barriers to job satisfaction.
5. It provides companies with a reality check.
6. It allows employees to air his grievances in a professional manner.
7. It can give you valuable hints on how you can improve the workplace, policies and retention rates.
8. It allows formality.

In order to make your exit survey successful, you have to know several strategies that will inspire your employees to respond well. You can schedule a time for the departing employee to meet with you and make him aware of your purpose. The survey results must be sealed in an envelope to be opened by the right person. If the employee takes the survey to be completed at a later time, you can provide a stamped envelope. While if the survey is to be completed online, you may provide a password that provides access to the survey document.

While some companies tend to underestimate the importance of doing exit interviews or surveys, you do not have to live in ignorance. The more important information you know is the more intellectual assets that you earn. All these can be helpful in your quest to a sustainable performance. Make sure that you have a productive employee onboarding survey too.

The Challenge of Engaging Your Employees

Creating a perfect workplace for every member of your team may sound too idealistic. It’s not like you are working with a magic wand to turn your employees to happy and productive ones. A stress-free working environment is vital to keep your team motivated to do their best and contribute the best that they have to meet your company’s specific goals and objectives. Imagine how a place that runs smoothly can work well in promoting the growth of your business. There are employee engagement survey companies that can help you out in discovering how you can possibly create that fun working environment through the most truthful employee engagement questions. But taking a different look on how you can sustain the protocols that meets your people is also important. Here are some of the most important things that you have to bear in mind in your attempt to come up with a healthy environment for your employee.

•  Help your employees understand that what you are giving them is an honest feedback to make the survey a credible business tool. You have to make them understand that you have to work together to meet your company’s success.
• You can increase your employee’s level of engagement when they become more knowledgeable and proficient. 
• Make your employees feel that the managements is always after what is good for them and that it is listening to every angle. Each one of your employee has specific levels of stress which may vary on your type of industry.
• Understand the work-life balance issues of your employees.
• Maintain an open-door policy. This will allow your employee to talk about the factors that bothers them.
• You can inspire your employees by narratives that can make you understand the purpose of your organization.
• Promote personal accountability. Your employees have to understand that they are the ones that are responsible for their own circumstances.
• Make your employee recognize that your organization is not “democracy” in a good way.

Engaging your employee is something that you have to work on. You can check out http://www.sirota.com/ to get the assistance that you need. There are business performance consulting that can help you in coming up with the best assessments and plans. Engaging your employees can be a great challenge so you have to be guided on the right strategies that you will have to implement.  

Assessment through Employee Engagement Surveys as a First Great Step to the Right Actions

Sometimes you may get this feeling that no matter what you do, something seems to get missing in your performance as a team and your efforts to grow your business may not be enough. If you think that your resources in the internal factors may not be enough, there is always a god way to fix things up and you may consider the possibilities of seeking help from experts who may help you solve your problem or whatever it may be that is significantly missing. There may be some existing organizational problems that you need to work for or you may just need some amount of improvements. You may know the answer to this by seeking help from a business performance consulting company that you can trust.

The internal factor itself can greatly contribute to the performance of the business. Why not? This factor counts a lot. There are employee engagement survey companies that can see how well your employees are performing and how things can work out better in your organization. Assessment is very important so you can come up with the tools, practices and actions that have to follow. It has to be carefully constructed in order to come up with real actions. You may need t o understand that you can engage your employees to one common goal that you have been wishing to attain when you have the right actions on how you can possibly draw them close.

When you have active workers, you can expect that everything in your company can turn out more smoothly. You can obtain more from them and they can also get more from the company too. It’s more like a “win win” situation. It is give and take relationship. All it takes is more on the right kind of leadership, effective assessment, an action plan and of course, a great amount of motivation. You will soon realize that by engaging your workers and aligning them with your common values and goals, you will definitely get closer to an energetic involvement to make the company’s mission a reality.

 The challenge that you have now lies on how you will possibly engage your employees. If you are still clueless about how you should get started, you can check out http://www.sirota.com for helpful information. Remember that it could all start with proper assessment, understanding and then finally, actions.

Make All Factors That Promote Your Goals Aligned Through Business Performance Consulting

There are many powerful factors that determine the success of a business or organization. Culture, the members and leaders, strategies and courses have something to do in the success of your goals. When all these factors are aligned together, achieving the goal of your company could be easier since everything is in harmony in the same direction. Internal and external factors can contribute to the success of your company. You need to have an excellent communication in the internal factors for everything to work out smoothly. You may also need some help that comes from the external factors for some significant amount of assistance that you may possibly need.

There are times that you may need to check with a business performance consulting in order to divert good results in your businesses. You have to make sure that you go with one that has credibility in getting things done and have a deep understanding about your business, the goals that you have and the challenges and strategies that lie on them. It has to be accountable in delivering the agreed-on results. There are employee engagement survey companies that can work on helping business and organizations in improving their performance. Through analyzing your problems, the best plans can be developed. Consulting firms are aware about the industry’s best practices so they can really be a great help since they are already exposed in their relationships with other organizations.

Improving your performance is not really that difficult if you have the right company that you should partner with. You may explore on http://www.sirota.com to land on a reputable company that can take on the challenge of having you properly assisted in your efforts to become a better business in terms of services and many others. And you also have to bear in mind that you have to make your strategies and objectives as clear as possible. You have to make sure that human resources, goals and culture have to be on the same page so that nothing can ever go wrong. Identify the data that are truly important so you will never have to waste your time on something else. With the newest technologies, you can make your project better through quality assessment. Evaluation can be all that you need to make your organization a better one. Remember that you have to know the imperfections to make things better. 

Where You Are Now and Where Else Can You Go: The Powerful Assessment That You Need

The success of any businesses or organization lies on many factors. Among these factors that have to be considered have something to do with culture, strategies, leaders, and of course, its employees. All these factors have to be aligned together in order to achieve the goal of the company in the most precise way. There is always something about internal and external factors that have to be considered in a company or organization. Both two factors have to perform well in order to ensure that everything, absolutely everything can work out fine for the company.

Most of the time, it is not enough that you have the knowledge that you are performing well. Your performances in different aspects have to be analyzed to your advantage. This can ensure that you are on the right track and if not, at least, you will get the hint about it. The challenge lies on having to face the reality so you will be able to find your way closer to your desired outcome. Since every company or organization revolves around a goal, a measure of how well you and the rest of the team have been performing in order to reach your goals is important. There are many employee engagement survey companies that offer services on how you can analyze how things and people are going out for your line of business.

Creating an organization that gives out high performance at its greatest may not be easy. You may need to check with a business performance consulting to know how well you are doing and what else you can do to improve the performance of your organization. If you think that you have been doing all that’s right, you may be wrong about that. You can rely on the external factors for help. You may explore on http://www.sirota.com to get a clearer idea of what I am talking about. A powerful assessment can be all that you need in order to have a clearer view of what is going on now and what else can you do to improve your performance.

With the latest technologies, you can make your project better through quality assessment. Do not be afraid for evaluation. It can be all that you need to make your organization a better one. Remember that you have to know the flaws to make things better.

Get Your Advantage with Social Media Skills

Every leader needs specific set of skills for him to spearhead the implementation of plans and goals of an organization. Roland Deiser of the Drucker School at Claremont Graduate University and Sylvain Newton from GE interestingly wrote about the skills that leader must possess. These skills should be used effectively in enhancing employee engagement among organizations. The six dimensions that Deiser and Newton wrote are: producer, distributor, recipient, adviser, architect, and analyst.

Producer

A leader that is well versed in the field of social media can effectively deal with producing compelling and authentic content for his readers. Through the unique ability of conveying thoughts and persuading other people, the leader can effectively enhance and give emphasis about the value of employee engagement among the working class. The message can be spread through blogs and videos that are most visited by people.

Distributor

The flow of information in an organization can be from the inside or outside. By being a good distributor of information you can help create and co-create information among your employees. There are accompanying duties of being a distributor and it will include the responsibility of informing your employees on what is going on inside and outside the organization. You can also help your employees express their views and co-create information based on new insights. This will greatly enhance the result of an effective effort when employee engagement survey companies conduct their study.

Recipient

Leaders have the responsibility to know what is going on in their environment. They should be well updated on matters that will affect the organization. It will help when they have a ready access to information and when they can easily give their views or comments on such matters.

Adviser

The use of the social media in promoting organization’s activities is valuable. This is why you need to be a good advocate on the usefulness of the social media in achieving your goals. Do the responsibility of advising, enabling, and supporting the social media literacy among your organization’s members. Be a catalyst of change and a great innovator of new resources that you can utilize in performing better business strategies. This would enhance employees’ abilities and learning and will reflect on employee exit survey.

Architect

As a leader, you have the responsibility to structure the good standing of the social media in your organization. You must structure it for openness, sensitivity, and accountability. The social media is a public avenue where you can express your views or promote your welfare. This would require you to have the accountability for everything that you express in the social media. Balancing openness and accountability is a good point to consider when dealing with the social media.

Analyst

Leaders should be well updated with the latest trends and innovations in technology in the social media. It is expected that by the year 2020 there will already be 50 billion devices connected to the internet. You should also learn how to experiment new methods on employee engagement from using the social media. Business performance consulting will greatly help you when you have to consider the wide influence of social media use in your organization’s success.

How Employee Engagement Affects the Performance of Duties

Central to any business organization is the dedication of its employees towards the organization’s operations and goals. An organization with a loose association of its employees has difficulty in implementing guidelines on the achievement of different goals. The success of the organization will also depend on the degree of the employee’s loyalty and engagement to their individual duty. Dedicated employees tend to be more productive and well performing with the quality of their output. You cannot expect a company to easily succeed without its employees laying their cards on the table. If employees look at their work as a passion and not just merely a form of mercenariness, the organization will be a whole new group.

Large companies in the country depend on their workforce as a great help in achieving their business goals. This is why they often conduct performance evaluation to determine their employees’ capacity to perform their functions. Companies don’t fall astray with this strategy of maintaining check and balance among their employees. It helps them to gauge the dedication of the employees on their work and it also brings them to brighter solutions or remedies on different issues on their employees. Some even hire employee engagement survey companies to do the math and the assessment on the employees’ performance of their duties.

Companies who take the survey use a variety of factors in their assessment to bring out the exact standpoint of any employee on their duty. This would help business companies to reconsider solutions like adding trainings for their employees and giving them ample time to get back and learn things for their individual duty. When companies focus on finding ways to improve the performance of its employees, its objectives will be easily dealt with in the achievement of success. The help of business performance consulting companies will guide the organization in shaping its employees as its partners in business operations.

The role of third party companies in doing the duty of employee engagement survey is valuable in guiding business organization’s steps in assisting its employees to go in line with the company’s missions. It will properly determine the degree of engagement to duty of each employee thereby giving the company a good starting point on how to improve its manpower on its service. The satisfaction of each employee on their work environment will also be tackled when employee engagement is touched with details. Their satisfaction will also be determined on the employee exit survey by their company once they opt to terminate their duties and responsibilities.

Employee engagement is really a vital factor in the performance of each employee. It will effectively determine the degree of their passion towards the performance of their duties and responsibilities.

Sirota Business Principles

As you go out of your home to start the day, you will see a man on his bike throwing newspaper rolls to the each door in your neighborhood. Then, you would think that it is his job, his business. As you go cross another street, you will see shops selling variety of products. There are people inside, other than the customers, organizing goods into the shelves, cleaning the glass windows, and smiling at the people who approach the counter. They must be the employees.

 If you are the typical type of employee, you might have wondered how a business grows in a way the owner/s would enjoy each day he opens his shop door for customers and feel good at night for he had earn a big amount. How compensating, right? Well, everything before getting big starts with principles.

Sirota Consulting, a company in Purchase, New York that deals with organizational assessments and employee survey programs came up with business principles that are proven to be applicable not only for small businesses but for large organizations. Sirota is also one of the employee engagement survey ompanies that is dedicated to help organizations succeed in meeting their respective goals.

Unlock Potential. Sirota believes that by gaining insights, an organization is able to unlock its potential and increase productivity. Each employee is hired by a company believing that one would contribute to the expected outcome of the business but certainly each person has a hidden potential that needs to be unlocked. An improved performance would add up to the production of the company.

Unique Approach. Businesses are unique from one another in their own way. Two shops may be selling a common good but what makes the difference is the method they use to attract customers and get more sales. What Sirota does to ensure that an organization is on the right track using its own approach is business performance consulting. This is a way they monitor if the business is still productive and in an acceptable level of competence.

Business is not a project but a relationship. In a certain group, it is the kind of relationship that exists that makes everything harmonious. Who would want to work under great pressure and stress? But because that is something unavoidable in a workplace, there should be a good relationship in between each employee and the employees to their leader. Working to accomplish a certain task with proficiency is not a matter of who the gives the instruction. It is more of how each member of the organization contributes to have it done. It is not a matter of superiority but a matter of how a leader gives equal treatment to his subordinates.

Share your knowledge to gain knowledge. What you know might not be common to your workmates. If you think that it can help in finishing a particular task then why not share it? A knowledge that is stagnant is useless. When an employee knows how to share his insights, it is there where other new forms of strategy are created. Knowledge comes from other knowledge. It is a continuous derivation of thoughts. If individual employees think then surely it will not be a burden to come up with a powerful solution to the company’s challenges.

This is what Sirota Consulting has learned from its own experience they have had while in business. Everything counts and given with equal attention – from assessment including employee exit survey, down to the execution of each strategies vital to organizational growth and improvement.