STRATEGIC EMPLOYEE RELATIONSHIPS
- ENHANCE INDIVIDUAL, TEAM AND ORGANISATIONAL PERFORMANCE
- ENCOURAGE ENGAGEMENT AND LOYALTY
- GENERATE BETTER PROFITABILITY THROUGH ENHANCED PRODUCTIVITY
- FOSTER BETTER RELATIONSHIPS BETWEEN EMPLOYEES AND THEIR IMMEDIATE SUPERVISORS
We believe that healthy businesses are levered by employees that are truly committed to the organisations’ success. As Marshall Goldsmith, one of the world’s leading executive coaches, said, “Gaining employee commitment results in greater profits because enthusiastic employees stay, contribute discretionary effort and engage customers.”
Strategic Employee Relationships (SER) seeks to expose and correct aspects of company culture, systems, work practices and policies that are obstacles to high performance. SER helps you to uncover the ways in which your business can become the destination of choice for top talent, as well as identifying areas with scope for improving the practices of its leaders.
OPENING UP THE LINES OF COMMUNICATION
Unlike many employee engagement surveys which have pre-assumed engagement factors within them, we start by asking your employees to define their expectations of an ideal company in your sector and plot these on an expectations map. Our unique 3-point performance assessment gauges how you measure up to those expectations enabling a diagnostic that is more relevant to you, your company, and your employees.
CLEAR FOCUS ON THE RIGHT THINGS
Improving employee engagement can be quite an emotive affair. You may be good or bad at deploying classically accepted practices, but how do you know which ones are the most important to your employees, and how far do you need to change to create the desired impact? The results from our research forms powerful data visuals to help you cut through the noise and understand the extent to which you do or don’t need to improve in areas that your own employees think are most important.
ENGAGING WITH THE HUMAN, NOT JUST THE DATA
Engaging the organisation in a dialogue and demonstrable action is essential if any progress is to be made. We workshop the research results with your leadership team and employees, enabling a collaborative understanding of what employee engagement really means for you, and creating a suite of actions and relationship game changers that will really hit the target with the employee audience you serve.
We find that compensation is almost never the most important trigger for engagement and commitment. We seek and find what they actually are.
Managing Employees Working
“MANAGING VIRTUAL TEAMS”
ARE NOT FULLY
ENGAGED WITH THEIR
COMPANIES WITH HIGHLY
IN EARNINGS PER SHARE
ARE DUE TO A