To lift the performance of your organization you must know where you are starting. We need to test where you are.
Let me give you a thought experiment you can do in two minutes without moving from your chair.
Imagine you are addressing the workforce to say that trading conditions are difficult, and profitability is down.
How do you think your staff would react?
Would they dismiss what you said as a preliminary to the next pay review?
Or would they come back at you asking what needs to be done, how they can help?
You can see how the relationship your people have with your organization alters what you need to do to lift performance.
Are you shuffling uncomfortably in your seat and comparing your star employee with the one on a performance warning as proof that everyone is an individual and this approach is nonsense?
You are not alone with these thoughts. Of course, people are different. Eight billion people are bound to include a lot of variation!
However, if you think about a line of your people, and sorted them from high performer to low, you will have an ascending line of performance levels. To lift the performance level of your organization you must move “everyone” toward the high performer end.
If your people are already keen and eager to help you achieve your goals, then you need one set of tools to increase their contribution.
If your people are still at the stage of doing as little as possible for as much money as possible, then different tools are required.
If you’re ready to talk, find a time that suits here https://bit.ly/MMLBooking