For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
Managing an employee engagement survey can be difficult. Learn how PULS can accelerate your employee engagement program by giving you constant feedback.
4 employee engagement survey pitfalls to avoid this year | TemboStatusTemboStatus
HR departments have long looked to employee surveys for guidance on engagement decisions. Here are four mistakes that companies can make when rolling out their employee engagement survey.
1. Vague Questions
2. Insignificant Topics
3. Lack of Participation
4. Dishonest answers
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
Managing an employee engagement survey can be difficult. Learn how PULS can accelerate your employee engagement program by giving you constant feedback.
4 employee engagement survey pitfalls to avoid this year | TemboStatusTemboStatus
HR departments have long looked to employee surveys for guidance on engagement decisions. Here are four mistakes that companies can make when rolling out their employee engagement survey.
1. Vague Questions
2. Insignificant Topics
3. Lack of Participation
4. Dishonest answers
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
Developing your Employee Engagement Strategy for Business Success: Part 1People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
While companies put in a lot of effort to keep their customers happy and satisfied, more often than not, they do not realize that they need to keep their employees engaged and happy. After all happy employees result in happy customers. So, how can a company go about planning their employee engagement strategy?
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
Developing your Employee Engagement Strategy for Business Success: Part 1People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
While companies put in a lot of effort to keep their customers happy and satisfied, more often than not, they do not realize that they need to keep their employees engaged and happy. After all happy employees result in happy customers. So, how can a company go about planning their employee engagement strategy?
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Webinar: Defining your Employee ExperienceYouEarnedIt
Companies that invest in the Employee Experience are, on average, 4.2 times more profitable than those that don’t, 28 times more likely to be on FastCompany’s innovation list, and 11.2 times more likely to be one of Glassdoor’s best places to work (according to the Harvard Business Review).
How do you build an Employee Experience that works for your brand, your employees, and your organization?
Watch this webinar to see why investing in a comprehensive Employee Experience strategy builds engagement more effectively than traditional programs.
Watch now! In this webinar, you will learn how to:
- Define and measure the quality of your company's Employee Experience
- Embed the four pillars of the Employee Experience into your culture
- Encourage employees to opt into their work
- Customize the Employee Experience to the unique needs of your organization
To request a demo, visit www.youearnedit.com/demo
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
Measurement is the first step that leads to control and eventually to improvement. If you cannot measure something, you cannot understand it. If you cannot understand it, you cannot control it. If you cannot control it, you cannot improve it.” ― H. James Harrington
Workplace surveys are one of the most common tools used to sense employee pulse and learn what is important to employees. They are generally used to measure satisfaction levels, concerns, and confidence at work. Surveys provide hidden insights on specific as well as broad issues that go unnoticed by the management.
However, conducting a survey is only the first step towards greater engagement. The biggest failure of a survey happens when a survey is conducted before any action is taken for the last survey conducted. Creating a plan to act on the results and implement changes that are visible to others is equally important.
Skillscape helps organizations enhance the value of their human resource capital. Skillscape specializes in a spectrum of HR services ranging from need assessment for enhancing productivity and efficiency, to conceptualizing and developing various HR interventions.
Building Leadership Development from Scratch - ASTD 2011Benjamin McCall
This presentation covers 3 main points:
1. What should you think about when creating or adjusting your leadership efforts.
2. The content you may want to include within a program, and
3. What metrics should you include,
Taking the Pain Out of Performance Reviews | Webinar 12.11.14BizLibrary
“I love annual performance reviews!” Said no one ever. Performance reviews are a workplace “tradition” that’s just about universally despised. In this webinar we’ll discuss 4 keys to make the process less painful and more productive.
www.bizlibrary.com
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
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Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Public Speaking Tips to Help You Be A Strong Leader.pdf
What To Do with Employee Engagement Survey Results - Change Them
1. What to do with
Employee Engagement
Survey Results –
Change them
2. What to do with Employee Engagement
Survey Results – Change Them
A recent survey by the Gallup polling organization shows
• 71 percent of the workforce is apathetic or disengaged at work
(mainly in it for the paycheck).
• 72 percent of the managers who oversee them lack the talent to
manage.
• As a result, the Bureau of National Affairs says organizations lose $11
billion annually because of turnover.
PowerRound Gets to the Heart of Employee Engagement
3. What to do with Employee Engagement
Survey Results – Change Them
These figures remain the same year after year.
Numerous articles I have read lamenting the situation cite similar
surveys and conclude: “We need to do something.”
PowerRound Gets to the Heart of Employee Engagement
4. What to do with Employee Engagement
Survey Results – Change Them
The question is—what?
• Hire training companies to do the same things they’ve been doing for
50 years, and somehow hope the situation will improve?
• Conduct more surveys, personality studies, or 360-degree
evaluations, which all tend to point out the same problems?
PowerRound Gets to the Heart of Employee Engagement
5. What to do with Employee Engagement
Survey Results – Change Them
What can we do to change the statistics?
• One possibility appeared recently in the Harvard Business Review. The
article chronicled the incredible results prompted by a hospital
investing in the heart of its people. The story was written by the CEO’s
brother; both are on a mission to prove people innovate with their
heart, not their head. I agree!
PowerRound Gets to the Heart of Employee Engagement
6. What to do with Employee Engagement
Survey Results – Change Them
I’ve been a business leader for a long time.
For most of my career I had no idea how to stem passive-aggressive
behavior, management insecurity, laziness, lack of foresight, pessimism,
complaining, or poor quality work.
These are all called Attributes, Character Traits and Core Competencies
PowerRound Gets to the Heart of Employee Engagement
7. What to do with Employee Engagement
Survey Results – Change Them
Did it help to bring such behavior to the attention of these employees?
• Pointing out obstacles didn’t produce any permanent changes.
So I dispensed considerable advice, followed by verbal warnings,
training, communicating values, and having them sign off on
procedures.
Eventually, after much emotional suffering, I ended up firing most of
them anyway.
Sound familiar?
PowerRound Gets to the Heart of Employee Engagement
8. What to do with Employee Engagement
Survey Results – Change Them
I discovered that engagement is a heart condition.
Yet, there are few organizations that get to the heart of the matter.
So, with the help of a great team, I invented, tested and perfected a
research-based talent and organizational development resource that
gets to the heart of peak performance™ and employee engagement.
PowerRound Gets to the Heart of Employee Engagement
9. What to do with Employee Engagement
Survey Results – Change Them
PowerRound® action-based processes and rich content systematically
engage leaders, teams, and individuals at the heart level.
It produces the kind of change that lasts.
Five interactive elements work together to bring individual and
organizational transformation.
It’s simple and easy to implement.
Most importantly, the results are stunning (NYSE case study)
PowerRound Gets to the Heart of Employee Engagement
10. What to do with Employee Engagement
Survey Results – Change Them
The strongest feature of PowerRound® is the results—and the ability to
associate performance improvement and employee engagement with
the training.
Our proprietary talent analytics provide objective reporting of
employee engagement, by person and by group.
PowerRound Gets to the Heart of Employee Engagement
11. PowerRound Gets to the Heart of Employee Engagement
Most companies have great skills based training. What
makes PowerRound different is…
PowerRound augments and accelerates your training by
developing essential qualities and characteristics that
lead to better engagement.
The combined result is transformative learning, followed
by at-work-application, and stunning outcomes, that are
demonstrated with metrics.
Gallup: 71% disengaged. Perennially! What to do with
Employee Engagement Results? Change Them! New Approach!
12. What to do with Employee Engagement
Survey Results – Change Them
It’s time we take workforce, organizational development, learning and
development, employee performance, sales training and engagement
to a whole new level.
Empower ordinary people to be extraordinary.
PowerRound Gets to the Heart of Employee Engagement
13. What to do with Employee Engagement
Survey Results – Change Them
President Bob Benoit, a CPA, MBA, CMBC, CGMA, and business
strategist, is a researcher of the correlation between compliance and
share price growth.
His work has been referenced in over 250 publications worldwide,
including The Wall Street Journal and congressional and SEC reports.
He is the author of Integrity Not Optional and The Heart of Business
Communication.
He is an international SOX/COSO Compliance Expert.
PowerRound Gets to the Heart of Employee Engagement
14. What to do with Employee Engagement
Survey Results – Change Them
What Bob believes,
“The heart is the total person, it’s who we are. Engagement is a heart
condition; performance is a heart condition; and compliance is a heart
condition. We’ll only see true transformation in business performance
when training gets to the heart of individuals, teams and leaders.”
PowerRound Gets to the Heart of Employee Engagement
15. What to do with Employee Engagement
Survey Results – Change Them
PowerRound also offers group coach certifications for qualified
candidates in organizations with their own learning and development
and organizational development departments. Learn the essential
elements that cause Certified Group Coaching to be a transformative
profession. Learn more.
PowerRound Gets to the Heart of Employee Engagement
16. What to do with Employee Engagement
Survey Results – Change Them
BENEFITS: ability to measure effectiveness, activate, adaptive learning
principles, adaptive teaching, aligning learning strategies with
corporate objectives, balanced (teaching vs. application of content),
better attendance, better ROI, blended learning, no more boring
courses, bridge the gap between employer and employee, build
performance solutions, business metrics, collaborative approaches,
continuous learning, deliver high performance, demands of today’s
workforce, developing talent, difficult conversations, driving business
outcomes, driving retention, effective communication, effective
training solutions, employee satisfaction, engagement, engaging,
PowerRound Gets to the Heart of Employee Engagement
17. What to do with Employee Engagement
Survey Results – Change Them
BENEFITS: executive support, experiential approaches, feedback,
flexible learning, foundational skills, grow personally, help people reach
their potential, great for high potentials, HR metrics, innovative
capabilities, inspiration, inspire people to learn grow and take on new
challenges, integration of learning and working, learn at their own
pace, learning metrics, measuring effectiveness, measuring the
effectiveness of learning activities, mobile learning solutions,
motivates, great for new employees, new growth initiatives, new
emerging solutions, performance, Performance Architect designs
solutions to solve performance problems,
PowerRound Gets to the Heart of Employee Engagement
18. What to do with Employee Engagement
Survey Results – Change Them
BENEFITS: meets performance expectations, quality indicators,
research based, respect participants’ time, root causes of deficiencies,
skill building courses, small groups, social collaboration, specialized
curriculum, strategic planning, talent management, team
encouragement, team-building, team-exercise driven, timely topics,
great training alternative, from a great training company, training needs
analysis, for a wide variety of industries
PowerRound Gets to the Heart of Employee Engagement
19. What to do with Employee Engagement
Survey Results – Change Them
Interested in going to the next level?
Interesting in making a difference?
Try this new, but proven training methodology, with rich content, and
metrics.
Set up a professional conversation with Founder, Bob Benoit.
PowerRound Gets to the Heart of Employee Engagement