“Making it everyone’s business” – Objective 1

Over the next 5 weeks, we will be sharing our experiences in working with organisations to develop and review employee engagement strategies using our framework of “making it everyone’s business.”

Organisations of all sizes and sectors have achieved substantial benefits working with our framework.

We previously indicated that the framework consisted of 5 objectives that form the basis of our “partnership” with the organisation.

Objective 1 : SHARED DIRECTION

(employee engagement lever = top team open to new ideas/inputs?)

Stage 1: Starting out

We usually find we have some form of plan developed from the MD/CEO’s vision. The plan will have been shared to some extent with employees and expected performance criteria will normally be in place.

Stage 2: Our Interventions

We need the opportunity to challenge the top team about its vision, discover whether individuals and teams can articulate the vision and make the connection between what they do and the organisation does.

We focus on top team development by sharing values, good habits, an agreed vision and how functional/team contributions will be agreed.

Stage 3: Continuous development

The outcomes will be participative planning is enabled, local/functional/team planning is facilitated and that there is a recognised need to continuously extend the flexibility of the organisation’s planning process.

Next week – Objective 2, SHARED CULTURE

(employee engagement lever = honesty and integrity of our brand?)

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“Making it everyone’s business”

Over the next 5 weeks, we will be sharing our experiences in working with organisations to develop and review employee engagement strategies using our framework of “making it everyone’s business.”

Organisations of all sizes and sectors have achieved substantial benefits working with our framework.

Employee engagement is much more than reviewing a set of mathematical formulae from a survey and ticking a few boxes, hopefully watching your scores rise! Useful monitoring, but is it really helping your business.

So what is the framework?

It consists of 5 objectives that form the basis of our “partnership” with the organisation. We will be explaining our work in more detail in the coming weeks, however, in the meantime, these 5 objectives focus on:

1. SHARED DIRECTION …… “understanding the business we are in and want to be in”

2. SHARED CULTURE …… “agreeing our values and the good habits that bind us together”

3. SHARED LEARNING ……”how we continuously learn to improve ourselves”

4. SHARED EFFORT ……”developing one organisation driven by flexible teams”

5. SHARED INFORMATION ……”developing effective communication throughout the organisation”

Each week we will take an objective and follow the 3 stages from starting out, through improvement plans, to planning for continuous development.

Profile H.R.D. working in partnership with the Virtual College


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Profile H.R.D. has formed an affiliation with the Virtual College to make available to clients e-learning materials across a vast array of topics

With over one million online learners, Virtual College is one of the leading providers of e-learning in the UK. Virtual College has over 200 courses available to buy straight away.

What is e-learning?

Quite simply, e-learning is electronic learning, and typically this means using a computer to deliver part, or all of a course.

What are the benefits?

There are several benefits to e-learning whether you choose to use it on its own, or to e

It’s cost effective and saves time:

By reducing the time taken away from the office, removing travel costs and doing away with printed materials, online learning helps you to save money and increase workplace productivity. It also means your staff will be happier and focussed.

Learning 24/7, anywhere:

Many face to face courses only operate within normal office hours. By allowing staff to complete the course when and where they like you can make sure disruptions to your busy working schedule are minimised. This also means that your staff will be happier because they don’t need to travel to specific training centres, and if they have important work to catch up on mandatory training can be done outside of office hours in exchange for lieu time. Most of courses have an average learning time, and also the CPD approved courses allow learners to print out certificates of proof.

It makes tracking of course progress a breeze:

Perhaps the most important aspect of using computers for training is that it with a well implemented Learning Management System (LMS) makes it easy to track and prove progress for your staff and learners. This can be essential for popular courses where proof of mandatory training is required.

Visit our website www.profilehrd.com and via our training page, follow the e-learning link.

 

Is successful management about YET ?

 model change management

Successful, well managed organisations are not about either or, but are about yet:

DEMANDING            yet      GIVING

STRUCTURED          yet      FLUID

DISCIPLINED          yet      CREATIVE

CONFIDENT            yet      SELF-CRITICAL

SUPPORTIVE           yet      STRETCHING

ACCOUNTABLE        yet      BLAME FREE

MANAGED               yet      ENGAGED

How do the leaders in your organisation balance commerciality and the need to care?