Improving Business Performance through Better People

Decisions, Management and Engagement:  A Discussion


Engagement/Retention/Fulfillment Analytics: New Capabilities for Improving Results

Charlene Castillo's picture

Most organizations want their people to be inspired, focused on dealing with reality as it is, pro-active and happy,  but few achieve it over time.  Whether you call it motivation, engagement, high performance  or whatever…,  there are all kinds of supposed solutions but few that provide much benefit.  One piece of the puzzle lies in basing your actions on validated data that underlies these factors- what employees expect and their natural tendencies related to what motivates and activates them.

The following video discussion overviews a new capability and one we've found highly effective for the following:

  1. Understanding the underlying causal factors of organizational culture.
  2. Developing targeted action plans for individuals and the organization to improve performance including engagement,  satisfaction and pro-active inspired behavior.
  3. Screening for teams and hiring.
  4. Providing valuable insight for hiring and management especially in relating expectations, natural tendencies and fulfillment on the factors,  important if not essential, to the individual.

 

So another way to optimize talent decision support is to not only look at current pulse, engagement or employee satisfaction data, but also look at, for each individual's most important factors, how fulfilled they are.   This adds a lot more value to the information and improves management decision making greatly.


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"The U.S. Department of Labor has estimated the costs to replace an employee to be approximately 1/3 their annual salary; but when you start looking at the impact of hiring the wrong employee and having to replace them, some studies say 2.5 times annual earnings, some 4 times and some even higher." AGILEdge