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High Performance & Morale

Improve employee morale and efficiencies by engaging your employees’ hearts (and gut) in addition to their heads and hands.

                            Heart                                            Head   Hand

Improve Employee Morale and Efficiencies via High Performance Culture Solutions 

Peak performing organizations encourage, enable, and ultimately leverage human discernment and discretion when and where it counts, including in circumstances that were not specifically predicted.

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To leverage constructive human discernment and discretion strategically — when and where it counts, throughout your organization — requires creating in-house conditions to make this possible.

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This is about optimizing employee motivation.

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Clear and accurate ⇧ understanding of human motivation will empower your clearer understanding of the relevance and timeliness of “Constructive skills and understandings,” next.

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Constructive skills and understandings

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hsisnowflakelogobwIn the descriptions that follow, organizational culture style names and descriptions are from Robert A. Cooke, Ph.D. and J. Clayton Lafferty, Ph.D., Organizational Culture Inventory®, Human Synergistics International, Plymouth, MI. Copyright ⓒ 1987-2015.  All Rights Reserved.  Used and adapted with permission.

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Three clusters of behavior have been identified by organizational researchers that relate directly to the quality and effectiveness of human discernment and discretion:

ThreeClustersOfBehavior(HSI)

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The research clearly indicates the more that defensive skills and understandings are believed to be required — even if informally or by default, to survive and perform in an organizational setting — the lower that the individual, team, and organizational performance will be.

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Consider these negative impacts upon performance as you are  attempting to perform best, while working with what and whom you have.

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To be applied with timely effectiveness, and in a manner that continuously improves organizational effectiveness,

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☞  constructive action requires a constructive focus on ourselves

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— we, the actual people managing and applying our business processes and technologies —

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in order to at the same time guide the alignment of our organizational structures, systems, technologies and people’s skills with organizational values, goals, and objectives.

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This enables constructive human discretion to be reliably employed by key stakeholders with constructive agility — if, when, and where needed.

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>> Contact us if you are ready to learn more.

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Denison Logo > Visit websiteWe can also empower you to make use of the Denison Organizational Culture & Leadership Development Tools to drive higher performance achievements, including efficiencies, thereby encouraging enhanced sense of meaning and control,  enhanced hope, and improved vigor.

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How does this work?

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When you utilize the Denison Organizational Culture Survey (DOCS), you efficiently and effectively solicit your employees’ input in relation to sixty (60) specific company performance dimensions underlying your company’s performance climate.

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These 60 action-based company performance dimensions are grounded in a well-rounded consideration of your company’s performance needs that have been empirically demonstrated to relate to long-term and compelling company performance across more than 5000 other organizations and across at least five continents.

HereToHere

By soliciting your employees’ input and then providing clear, intuitively understandable and actionable feedback, you will naturally enhance your employees’ investment in and consideration of your company climate goals in day-to-day activities.

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ResultsMoreover, your company’s specific goals and objectives have now become even more effectively and clearly rendered for all internal stakeholders — based upon all internal stakeholders’ input.

TakeNoteClearer operational goals and objectives, and reliable and accurate means of measuring progress in achieving these goals, can then support positive responses by all internal stakeholders, each in their own appropriate manner, to address the specific operational challenges uncovered by the DOCS results, including operational inefficiencies.

With increasing feelings of control, and constructive actions being taken to increase operational effectiveness and efficiencies amidst inevitable challenges, all internal stakeholders can obtain an enhanced sense of meaning, hope, and vigor.

EmployeeInvestment&BuyIn            Employee&MissionAlignment           OperationalStability

 

 


ROIMetrics

Support

 

 

 

Such positive responses to operational challenges have been positively correlated with improved performance — where you need it! — plus enhanced life satisfaction and well-being, in addition to operational efficiencies.  

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Learn more…

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Enhancing Peace of Mind Leads to Workforce Cost Reductions

Invigorating your workforce will decrease workforce turn-over and inefficiencies and increase productivity.

  • IndivPerf2IndivPerf1Reduce sick-leave rates & medical costs.

  • Improve productivity and morale.

  • Enhance loyalty to your organization.

  • Retain and attract a top quality workforce.

  • Strategically provide your employees more than their salary alone could ever buy.

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Have you given serious thought to how the “right” set of NONTRADITIONAL voluntary employee benefits might provide exceptional value to your employees? — at low or no company cost yet also providing more than simply salary alone or traditional benefits can provide!

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We recommend to you a pair of vetted, high-value, NONTRADITIONAL benefits, which,

Click on “Identity Theft Plans”

Click on “For Employers”

 

if introduced properly, will likely interest a majority of your employees

☞ while promoting your employees’ productivity, health, and loyalty to you.

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To learn more about enhancing your own or your employees’ wellness & security, click here.

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