PD Strategies Blog

Today’s workforce is looking for much more than just a paycheck. They want to know that they are making valuable contributions. They also care very much about the values that an organization lives as opposed to what the organization says. Living the values starts at the top but it is modeled by all members of the leadership team including the first line supervisors. After you have hired the best people your challenge as a leader is to keep them engaged and producing results. And keep in mind that people want to feel that their work is producing meaningful results. Employees who are engaged will help create loyal customers who will rave about them and your company. That will happen because your engaged employees have exceeded customer expectations. But remember too that you will need cohesive and effective teams, not people in individual silos. While it is true that everyone has different...

What does it take to hire good employees? How do I get these people to stay? I hear these questions many times. There is an answer. It is not necessarily simple, and it depends on many factors. There are no stereotypes regarding employees or candidates for a job. But it is important to understand motivations and engagement drivers of people. Why is employee engagement so important to success? If you have disengaged employees, they are just waiting around to see what happens. On the other hand, engaged workers have bought into what the organization is about and are trying to make a difference. Therefore, they're usually the most productive workers. Strong employee engagement produces successful business outcomes including a loyal customer base. And this leads to increasing sales and profits. The reverse is also true. Employees who are not engaged have no passion for their work, are frequently absent, make mistakes,...

The best way to create top performance in your staff is knowing what great performance for your organization looks like. Before you begin talking about standards you need to know and clearly communicate your organizational values and goals. It all starts there! I have made this statement many times… only work with people who share your values. Specific values may be called out in performance goals such as a restaurant server acting in a way that creates a great guest experience. Values are very important and so are behaviors. Behaviors involve how an employee should act and react and values play a big part in this. Of equal importance are the required deliverables. These are the results. Now how do we communicate this? Let’s start with clear standards and goals and then do regular measurements. Many managers dread the words “Performance Appraisal.” Unfortunately, that attitude creates failed opportunities. A performance appraisal...

Your most important task in your business is to attract and retain customers. Second most important task is to attract and retain great employees. You need a great product or service and a great value proposition to have loyal customers. The same is true for your employees. You must have a great employee value proposition. You are never going to learn the truth about your value proposition if you don’t ask. There are some organizations that never ask their customers or staff how the company is doing. Fear of hearing bad news will not make the bad news go away. However, it appears that many companies are just not comfortable asking the ultimate question, “How are we doing?” The reason that we know that companies are not interested in knowing how they are doing can be found in a Gallup survey. According to Gallup around 30% of employees are engaged at...

Any smart business owner knows that a business must have adequate controls. Sometimes, however, being in control is preventing your business from growing. There is a delicate balance between control and empowerment. Here is a problem that comes up all too often. A business owner or agency owner spends most of his or her time working IN the business and virtually no time working ON the business. Why is this problematic? When you start your business, you need to do everything, or it does not get done. Sometimes you have time management issues, but you must work through them. Your business grows, and you simply can't get it all done. Time to hire someone. Now you are at the pinnacle of a growing business. At this point you are now not only the owner but also a manager and the leader. When you hire a new employee is it very important...

Have you noticed that it is getting harder find good people and that when you do they do not stay long? What value do they find in working for you? That is known as your Employee Value Proposition. An Employee Value Proposition explains why a highly qualified employee would want to work for your company and why that highly qualified person would want to stay. This Employee Value Proposition would be tied to your strategic plan and include your vision, your values, and, your mission. The values should include such things as social responsibility, ethical conduct, and reputation. Strong employee engagement produces successful business outcomes including a loyal customer base. And this leads to increasing sales and profits. The reverse is also true. Employees who are not engaged have no passion for their work, are frequently absent, make mistakes, and cost the organization its customers. Understanding what engages employees involves connecting...

We have heard much about sexual harassment in the workplace lately. While this is a practice that is illegal is also destroys a well aligned diverse workplace. Diverse teams led by good leaders are highly productive teams. Creating a dynamic workforce involves valuing and respecting every individual. Diversity and Inclusion is really all about engaging employees and customers for more success. It involves valuing all cultures, all races, genders. And it also involves respecting all ideas—that is—diversity of thought. Why do you and your company want to embrace diversity? Most would answer that they would do it because it is right. But there is an ROI. You will get more business and more customers. Gaining loyal customers and engaged employees is built on trust. Here is how diversity helped one company. The company has restaurants in a metropolitan area located in suburbs as well as downtown cities. The company found that...

Some studies have shown that a positive corporate culture is essential for having an engaged team. Even more important, culture combined with team engagement has proven to improve outcomes including financial performance. Culture influences every area of the organization. It affects the public and customer perception, but it also affects the way people do their jobs and their connection to the mission and values of the organization. In short, an organization’s culture is seen in actions and behaviors which model the values it lives by. Your hiring process must support your culture. One organization states is this way in one of their cultural pillars. “We very carefully guard who gets to be an associate in our organization.” This organization looks at values, attitudes, and behaviors in making staff selections in addition to those skills needed to perform the job. Unfortunately, we find that managers tend to make hiring decisions by looking...

Do you have a problem retaining your high performing employees? Today’s workforce expects to do meaningful work and be associated with an organization that shares their values. This is the employee value proposition which means, “Why would a high potential employee want to work at your company?” Many companies do not understand why their turnover is so high. Some think that it is all about money and benefits. But unless you pay below standard it is not about money. Sure, an employee will tell you that he or she left for a better opportunity. You might, therefore, assume that it had to do with money but don’t be fooled. There is much more going on than just money. You cannot treat employees as commodities assuming they will come to work just because they are getting paid.   Some vendors of perks may even tell you that if you offer special perks then...

Developing a high performing team starts with communicating clear vision and values and seeing that each member shares the values and is one the same page.      Once aligned a leader inspires those on the team to be the very best they can be.   You start, of course, by getting the right people in the right jobs.   Help your team use their strengths to push their performance to new levels.   Unfortunately, many of us spend time trying to correct weaknesses .   This is best illustrated with a story a parent can understand: A child comes home from school with his or her report card and it shows, for example, an A in math, B’s in history and science, and a C in English.   What is the parent’s response?   In most cases the parent talks to the child about raising the grade in English.  ...

Successful business leaders see their companies through the eyes of their employees and their customers. To successfully see as others do you must be able to listen and understand. More important than that you need to continually listen and measure and measure your results. This is not necessarily as easy as it sounds. Many times, when you see something every day you stop noticing. This might give a false sense of security. Everything is working and if it’s not broken don’t fix it. But things might have changed in the last five years or even two years. Has the customer value proposition or the employee value proposition with your company changed? How would you know? Here are two questions you should be asking yourself. Has a new team member joined and pointed out things you didn’t see? Have you had any suggestions or complaints by customers? Sometimes a person with a...

HD We can’t seem to find anyone who wants to work. How many times have you heard that or maybe said that yourself?   Or you may have heard, “Unless I tell them what to do nothing gets done. I can’t trust them to do it themselves.” When I recently heard this I asked the owner to give me an example.   “Well,” he said, “I have given them detailed directions of exactly what I want done and they don’t do it the way I told them.” “Wait a minute,” I said, “Didn’t you just say that you wanted them to take ownership?”   If you want employees to take ownership you must empower them to make decisions as to the best way to get things done. If this is a source of frustration to you, here are two questions that you need to ask yourself. First of all, have you provided her...

Now that you have carefully selected the correct fit for your company you will want them to stay. You do that by creating an Employee Value Proposition . Get this wrong and you will continue to tread water always trying to catch up. Get this right and you have one very important component for taking your business to the next level. a team of people, or are charged with human resources in your organization you know how important it is to retain your best people. So why do so many employee leave, or worse, why do they stay and become a drag on the organization? Here is a sobering fact. Employees do not leave companies, they leave supervisors. Many supervisors believe that if only the pay and fringe benefits were better their best employees would stay. I would not deny the compensation is important. However, people who are truly engaged with...

The employees of your business are important to your success. It is important to have the right person in the right job. Just as important, you must give your employees the support that they need to do the best work. Unfortunately, I am sometimes contacted by business owners that can’t understand why there are so many bad employees and they want me to fix them. Really? It doesn’t work that way. Here is an example. I have changed some things so as not identify anyone. I was asked by a family business what I felt needed to be done to “make their people work.” They did not ask me what they could do differently. For starters, family members disagreed on the operation of the business. Because of this, some key employees chose to align with one family member over the other. The managers in the business complained about lack of leadership...

Exercising strong control rarely leads to better performance. In fact, being a control freak insures that nothing can get done without your involvement. If you want to have a growing business too much control is not the way to achieve it. Many of my business owners in Westchester County New York have learned the importance of delegation to business growth. Once you decide to add just one new employee your main job is not control but getting others to do what needs to be done. If you don’t let go, you will be seen as a micro manager. This will actually de motivate your team and guarantee that you will do everything yourself. Why is this problematic? Let me ask another question. Why did you hire another person to begin with? The answer is that you wanted to be able to grow your business. But if you don’t get out of...

If you are an employer in Westchester County New York , you know that it is difficult to find qualified employees. Once you find them you want them to be productive. And if they become performers you want them to stay. You need a Value Proposition to attract customers to your business, right? Well guess what, you need an Employee Value Proposition to attract and retain employees. Your employees really want opportunities to grow and develop. They want to do the best they can do and be the best they can be. It is important for you to engage that. Create a platform for Employee Development and Results. We start with expectations but before we measure expectations we need to set expectations. It is not merely enough to tell an employee here is your job description and see me if you have any questions. Establish expectations from the start. Help orient...

What is the best was to see your business grow and have a sustainable business? The answer is this. It has been proven time and time again that a manager who empowers his or her staff by giving them authority to make decisions and control outcomes is many times more successful than a manager who holds the control. Management teams in Westchester County NY that have been following this advice have been seeing their sales increase and their employee turnover decrease. Clearly empowerment of staff creates better outcomes. Unfortunately, managers and executives find it very hard to let go and allow their staff to drive results. In some cases, the need to be right prevents the manager from trusting his or her employees. If you have a trust or fear issue you might want to ask yourself these two questions. First of all, have you provided your staff with all of...

“How am I doing?” Those of you living in New York City might remember when Mayor Koch used to ask his constituents that question. Asking that question with your business is very powerful because tells your employees and your customers that they matter. That they matter is an understatement. First of all, exceeding your customer’s expectations is essential to creating loyal customers and increasing your customer base. In order to have loyal customers you need to have engaged and loyal employees and you need to know things are working. You want the truth? “You can’t handle the truth!” This well-known line was uttered by Jack Nicholson in the move, A Few Good Men. Do you think there might be some truth in that statement? That appears to be the case in many organizations. It is just not comfortable to ask too many questions. It is easier for companies with retention problems,...

Your company needs a value proposition to make itself relevant in the market place. How about your employees? Are you relevant to them? What is your Employee Value Proposition? This employee value proposition would be tied to your strategic plan and include your vision, your values, and, your mission. The values should include such things as social responsibility, ethical conduct, and reputation. Strong employee engagement produces successful business outcomes including a loyal customer base. And this leads to increasing sales and profits. The reverse is also true. Employees who are not engaged have no passion for their work, are frequently absent, make mistakes, and cost the organization its customers. Understanding what engages employees involves connecting with them. The Employee Value Proposition EVP matters. Although people work for money there are other factors and these other factors matter to the new workforce. A study done in 2013 by PwC and others reported...

Creating a successful team requires right actions by the leadership. Most people say that their organization is only as good as their people. How many really practice what they preach? It starts with hiring qualified people with shared values. Now leaders have the challenge of retaining those high performers by keeping them engaged and producing results. Engaged employees will lead to loyal customers and loyal customers will lead to a sustainable business. In our business climate it is not enough to be good, we must exceed our customers’ expectations. That is not going to happen if you have a lot of highly qualified but individual performers. You need cohesive and effective teams to make it happen, not people in individual silos. Everyone has different talents and it is important to leverage those talents. The power of your team is only as effective as your weakest link. Creating a winning team begins...