“Reflections” … a 360 Performance Management System

Design or enhance your organizational performance management system with 360 degree feedback.

The Leader-Works “Reflections” program is designed to help organizations think about performance communication and accountability with each associate on the team. A 360 degree system which begins with a criteria based job description and continues with quarterly updates and an annual summary document, “Reflections” is a custom build system for your organization using your job titles and your job duties. This course teaches you how to build your own “Reflections” system with employee input, creativity and buy in.

Values Based Interviews

Designing applicant interviews to match organizational values.

The interviewing and selection of new team members for any organization should be based on candidate character values which are most closely aligned to those most important to your organization. In these days of electronic resume reviews for specific job titles, technical keywords and years of work experience, organizational leaders are finding their interview candidates often lacking character values critical to the organizational culture. This course is intended to help participants identify the most important organizational values and design candidate interviews to screen for those values.

Strength Based Teams

Strength Based Identification and Leverage Skills

In your organization, you have work teams, departments and project groups each with a diverse group of team members. This course is designed to help each team member identify their strengths within the workplace environment, their passion for a particular group of tasks, an appreciation for the talents of others, and the skill to leverage those strengths and passions to achieve organizational goals.

Workload Equity in Today’s Downsized World

So your organization has not replaced Mary and Joe and Nancy but reassigned their work to their former peers? Maybe your organization has actually laid off staff and reassigned their work functions to the remaining staff members? No matter whether you have reduced positions or just delayed replacement “until things pick up”, your associates will always remember how things used to be in your organization. Now that the economy is “picking up” in some markets, employees who feel overloaded with PAW’s (previous associate’s work) have begun looking around at other organizations for those who have better workload equity in the organization. Here are 5 telltale signs that your organization may suffer from workload inequities that are sure to impact employee engagement.

1. Top talent is leaving the organization– You have lost one or two top performers in your organization as they have resigned to accept positions at one of your competitors or even a completely different line of business. They may have felt that they were always saddled with more than others before the economic downturn and then were given even more to do when staffing was reduced.
2. Client concerns about product or service delays are increasing. You have lost one or more clients because your product or service was not delivered within expected time frames. Clients are not very forgiving regarding the delays and are now able to find your products or services faster elsewhere.
3. Productivity within your organization has declined. It seems that routine processes within your organization are now taking much longer and your associates are not responding to “the numbers” as they once did. You are struggling to find the spark that ignites the extra energy your staff once displayed.
4. Employee relations have increased. Whether you are a union facility or nonunion, the volume of employee concerns and disagreements with supervisors and managers seems to have increased and especially noticeable is an increase in disruptive minor issues.
5. Associates are less interested in recognition events. If workload equity is an issue and associate morale is suffering as a result, your staff will have a harder time celebrating organizational success, each others’ success and even their own success in the workplace.
   

If your organization has reduced positions in the past couple of years, and you are experiencing one or more of the 5 symptoms above, you may benefit from some conversation with your staff related to workload equity and task assignments. Start with your top performers as they are most likely to tell you the truth about how people really feel in your organization!

Workplace Wellness Changes Organizational Economics

Now that organizations have been implementing more effective wellness programs for associates in the workplace the typical economic benefits are ranging around $2-$3 dollars of benefit for every dollar spent. Some of the organizational changes and benefits are surprising while others are fairly predictive. Here are the top 5 positive outcomes heard at Leader-Works among healthcare clients and hospitals:

1. Reduced utilization of sick days within the organization
2. Increased productivity for measurable routine tasks
3. Reduced physician visits by employees and their dependants
4. Reduced expenses for employee and family medications
5. Reduced percentage of high blood pressure and diabetes among associates

Of course, the long term benefits to organizations include reduced benefit costs, reduced non productive wage payments and enhanced client services resulting from better employee attendance and productivity levels.

What wellness programs are working at your facility and how are you measuring your results?