hpm 02.12
DESCRIPTION
high performance managementTRANSCRIPT
Leading high performance in a global downturn
Presented by edoMidas
Current trends
• CIPD, Tower Perrins, Blessing White report• Engagement levels remain stable (30%)• Significant number of people wanting to move organisation
(27%)
• Top talent is still mobile• Reasons for leaving:
- I don’t get opportunities to grow and develop (26%)
- I don’t feel appreciated (20%)
- I don’t get to make the most of my talents (15%)
Current trends
What would enable surveyed employees to give more:
• Greater clarity on goals (company and team). • Understand what the the business needs from me and why• Development opportunities• Recognition and feedback• Coaching
Most engaged people…
Say they:• Feel recognised for their
contribution• Are encouraged to use their
talents• Get regular, specific feedback• Have a sense of belonging in
team• Are asked for opinion and
input• Feel appreciated/recognised
Say their leaders:• Link work to greater purpose• Create environment that drives
high performance• Communicate honestly• Act as a role model for core
values and principles
Current trends
• Managers were rated significantly more favourably than Executives/leaders on trust (74% vs. 51%)
• Executives/leaders could most improve:
– Communicating honestly, trustworthy, acting in alignment with company values/principles, linking work to larger company purpose
Essential 1: Stimulate strong sense of
purpose and direction
AAim Vision, strategy, purposeGoal setting conversation
Greater clarity on goals (company and team level)Linking work to a greater sense of purpose
Understand what the business needs from me and why
Essential 2:Max performance through coaching and delegation
AStrengths, development, delegationDevelopment conversation
Ability
Opportunities to grow and develop
Coaching or mentoring
Encouraged to use talents
Essential 3: Build emotional capital
AEmotional mgmt, positive feedbackMotivational conversation
Attitude
Praise and recognitionPositive feedback
Essential 4:Calibrate leadership action and company values
Approach Values in action, discipline Critical conversation
Act in alignment with company principles and valuesAct as role models
Communicate honestlyBe trustworthy
Create an environment that drives high performance