Creating a High Performance Organization Culture

Guest Post by: Susan Levine (I’89)

There is a strong correlation between highly engaged employees and high performance organizations. Our people are our assets, our engine and our lifeblood. And no one would dispute the fact that our long term success will be driven by our ability to attract, retain, motivate and develop the best team in the industry. But not every organization has a base of highly engaged employees. So how can you take the pulse on your employees? Ask them!

There are a variety of ways that you can ask employees for their views – pulse surveys targeting a few topics the leadership team would like to understand are becoming even more popular. Whether you outsource or insource, the most important thing is to regularly engage your employees. If you do, it will be the beginning of an ongoing change in the way your company conducts its business.

First, decide what it is you want to measure and take the pulse on – firm strategy, firm culture, professional development, career path and incentives, lifestyle. Organize a team to design the questions. Senior leadership on the team in critical. Skeptics on the team are invaluable to the process and will ultimately enhance credibility and buy-in to the process.

Write questions that are simple and direct. For example, “I am engaged and motivated by [my firm’s strategy]”; or “[My firm’s] culture fosters collaboration and teamwork.” Don’t hide or ignore questions about topics you know will be potentially controversial. Your employees will appreciate your asking the tough questions. Finally, make the survey totally anonymous. If you really want to get honest feedback, you will want people to feel there will be no repercussions for the feedback they may provide.

And the most important question, by far, is the “Net Promoter Score”: “I would recommend [my firm] as a place to work to a friend or relative.” The question is asked on a 10-point scale. Promoters are those who answer a ‘9’ or a ‘10’; those with a neutral response are those who answer a ‘7’ or ‘8’; and detractors answer a ‘1’ to a ‘6’. The net promoter score is the percentage of promoters minus the percentage of detractors.

Ultimately, asking employees about organizational topics and being ready to share the results is the first step in the journey to creating a more engaged workplace. But you have to be willing to commit the appropriate amount of time to tackle important issues highlighted in the results and communicate progress to the organization.

In the next topic, I can discuss what to do with survey results and how you can develop a prioritized set of actions coming out of your high performance organization efforts.

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Back to the Grind: Making Your Post-Vacation Transition Easier

It’s summer. And hopefully all of you will be able to get away for a bit to relax and rejuvenate. Bonus points if you’re able to REALLY check out and not be on email the entire time!  While you may be relaxed and rested, all good things must come to an end and the return to the office is inevitable.  Here are a few tips to help make the transition back to work at least a bit less painful!

1. Create a to-do list and leave it on your desk before you head out.
There’s nothing worse than forgetting what you were even working on before you left the office.  Make yourself some notes right before you head out the door so you can at least reorient yourself when you get back in to the office.

2.  To check email or not check email: That is the question.
Some people argue that just checking out of work totally is the only way to really get a break and rejuvenate. Others say that in today’s tech savvy world that’s not an option.  I go for the hybrid approach where I check email twice a day, delete anything that is irrelevant or junk and respond to any fires. Other than that I’ll get back to you when I return to the office.  If I go through things throughout my vacation I find I’m less overwhelmed by an overflowing inbox when I get back.

3. Don’t schedule meetings the morning you get back!
I’ve done it and it’s the worst. Who wants a 9 am meeting on a Monday much less a Monday after vacation? It may sound like a great idea when you’re heading out of the office on a Friday looking forward to 7 days and 2 tickets to paradise but, trust me, you’re not going to feel as motivated when you are sporting your tan at the water cooler instead of beach side.

4.  Have a day at home before you head back into the office.
A day to catch up on laundry, unpack, and get situated can help make the first day at work a bit less painful.

5. Schedule lunch.
Ease into your first day back by scheduling lunch with a colleague that you need to catch up with.  Combination of work + fun is ideal. Plus, you probably won’t have too much food in your fridge.

6. Work on your favorite projects first.
Which parts of your job do you love the most? What are your pet projects? Work on those to help get your head back in the game.

How do you manage your vacations and transition back into the office?  Any tips to share?  We want to hear! In the meantime, happy summer Hoyas!

 

image source: officelols.blogspot.com

What We Are Reading

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Bridget Holmes, Senior Director, Career Initiatives:
A Year Without Pants: WordPress & The Future of Work
I’m just diving in to this newly released book and am already intrigued. Who can even fathom work without email? It may become a thing of the past, according to author Scott Belkum.  This book offers a behind-the-scenes look at the firm behind WordPress.com and the unique work culture that contributes to its success.  Stay tuned for my reactions!

Whitney Pezza, Associate Director, Alumni Career Services:
To Sell Is Human
Jason Levin (MBA’06) recommended Daniel Pink’s book, To Sell Is Human, after a branding workshop we did with him.  It’s a fascinating book in which Pink offers a glimpse into the new science of sales (long gone are the days of door-to-door selling) and offers the new best practices for moving others.  Pink explains that everyone works in sales; he even commissioned a study that shows that people spend about 40 percent of their work time persuading people.  No matter your industry, it’s a fantastic and very useful read!  

Sarah Hay, Assistant Director of Alumni Career Services:
Quiet: The Power of Introverts In A World That Can’t Stop Talking
I am in the middle of reading Susan Cain’s New York Times bestseller, Quiet: The Power of Introverts in a World That Can’t Stop Talking, and find it fascinating.  As an extrovert, I thought it would be wise for me to read this book and gain a perspective on how “the other half lives.” So far it’s been eye opening to not only hear Cain compare the decision-making styles and behaviors  between the two traits, but show how the United States transformed in to a country that promotes extroversion in every facet of society – especially the workplace!  I’m excited to continue reading Cain’s analysis on how adopting introverted traits may not be the worst thing for our current and future leaders.

We want to know: what books are on your reading list?