Performance Manager » People

Getting & Keeping Workforce Engagement

admin — Wed, 15 Jun 2011 23:36:23 +0000

Lest we forget, it’s your workforce that actually does the work to execute strategies to fulfill your goals and objectives. And, if your workforce isn’t “bought in”, or engaged, in your goals, objectives, strategies, and action plans, those simply won’t be achieved.

Getting, and keeping, workforce engagement is critical to success. It depends on the performance management equivalent of financial “materiality”: Relevance. For your goals and strategies to be successfully accomplished, they need to be aligned, relevant, and meaningful to the nature of the workforce, and their… Read more

The Coming Retention Crisis

admin — Mon, 15 Nov 2010 09:45:55 +0000

When economies downturn, the on-the-ground reality is that wealth-producing commercial enterprises (and, eventually also their dependent service-providers and governments) are forced to cut-back resource deployments: reduce their workforce, reduce investments, and reduce expenses.

Sustained economic downturns cut deeper into workforce reductions, into the realm of top-performers that missed cutbacks in earlier rounds. These downturns also reduce competitors, and reduce customer service levels of the surviving enterprises.

This chain of events sets up more on-the-ground bad news for unprepared enterprises when… Read more

How Fast Would You Run in the Dark?

admin — Tue, 19 Oct 2010 08:38:39 +0000

It’s 3AM and it’s almost pitch black outside. The damp chill of the dead night air is on your bare arms. You can barely see your hand in front of your face.

An unseen voice tells you will be running a full marathon. Suddenly, someone points you in a direction and tells you run as fast as you can. Then, they disappear.

How fast would you run? How long would you run? And, at what point would you simply… Read more

Getting Employee-Centric

admin — Tue, 14 Sep 2010 07:59:35 +0000

While Financial Resource Management (FRM) and accounting generally have very coherent and internally consistent processes and procedures, most workforce-related initiatives and processes are fragmented, inconsistent, and often contradictory; sometimes in open conflict.

To succeed, organizations must implement and sustain full alignment of human resource, technology, and line of business process initiatives and activities, with complete rigor and integration.

In the same way that enterprises have worked to organize themselves across lines of business to be “Customer-Centric”, so too should they do so across administrative and functional lines of business (through line and staff, front- and back-office) to make processes and procedures universally “Employee-Centric”. This will optimize workforce Certainty at all points, and achievement of desired performance results. Read more

Employee Segmentation

admin — Sat, 27 Mar 2010 05:35:07 +0000

As far back as most everyone can remember, we’ve known the critical marketing importance of Customer Segmentation: separating and grouping similar customers based on their characteristics, needs, behaviors and other criteria. Then, creating and executing marketing, sales and service strategies to optimize revenue from, and satisfaction of, those groups based on their differentiation.

Unfortunately, while most organizations continue to invest significant resources on understanding and segmenting their customer database, they’ve done little or nothing about understanding and segmenting the skills, characteristics, needs, and behaviors of the workforce: Employee Segmentation. Read more