Building a High Performing Team Isn’t as Easy as Just Promoting Your Top Performers

5 Minute Read

Do you remember Saturday mornings when you were younger? You would jump out of bed with excitement, knowing that it was cartoon time. With a bowl of cereal in one hand and a remote in the other, you’d plop down in front of the TV, ready to embark on thrilling adventures with your favorite team of superheroes. Justice League, unite!

As the colorful images danced across the screen, your eyes widened with wonder. The superheroes, with their capes billowing and powers unleashed, fought valiantly against evil and injustice. They were the epitome of courage and leadership, guiding their teams to victory with unwavering determination.

And really, those teams are no different than the ones in your office. You may not be fighting the likes of Lex Luthor or saving the world from an alien invasion, but the teams in your business mean the difference between unlimited success and poor performance.

Creating an Employee Experience

3 Minute Read

It’s an experience. A single moment that makes a person feel something. A feeling that a person associates with something. Many successful companies create experiences for customers to delight them and increase loyalty.

For decades, we’ve known that we not only need to deliver a quality product or service, but that we need to focus on the customer experience. But what we have unintentionally ignored is the fact that employees are expecting the same. We’re not talking about massage therapists and bowling alleys necessarily; but employees want to feel good working for your company. Over the past 12 months, we’ve experienced a huge change in the way we work, the way our teams look, and how we collaborate. Now, more than ever, it’s time we take this seriously.

Hiring Assessments: Are They Right For You?

Company Culture, Hiring, Retaining EmployeesOctober 15, 2019assessments, future planning, hire, hiring, hiring assessments, Workforce PlanningComment

Have You Created Your Individual Development Plan?

4 Minute Read

If you do research on how to create an individual development plan (IDP), you’ll probably notice that the advice you find is typically offered to a leader or manager, helping to develop an IDP for their employee.

They all start with the notion that first, you should know where the business is going and then talk with your employee about the future. Next, it’ll walk you through determining what the person is missing (gap analysis). Finally, it ends with creating a training plan and applying it. You might even find some lists that have a few more steps, but the majority contain at least those steps.