Gary Lowe’s Post

Diversity doesn't help with organisational performance. That's right, despite much effort and research dedicated to proving this link, the diversity of social categories, e.g. men and women, ethnicity, religious belief, etc. in your organisation seems to have no causal effect on performance. Of course, if you do a massive study, showing how the most successful organisations tend to also have higher diversity, you'll ilkely find a link, but you'll also have a duty to remind readers in the small print that correlation does not mean causation. After all, who is to say it isn't the success of the organisation causing them to attract diverse groups of people and be convinced by the latest thinking from consultants on who they should be hiring? HOWEVER my opening statement is not entirely true either... if we are more thorough in how we frame 'diversity', the benefits but also the potential harms become more clear: To maximise the performance of your team, there is a strong argument to increase the diversity of your team's strengths, with different skillsets, areas of experience, knowledge and expertise coming together to become greater than the sum of their parts. In direct contrast, a likely way to hinder team performance comes from the diversity of your team's values, where a lack of unified purpose erodes motivation, productivity and the harmony between people. Food for thought, and hopefully, some discussion!

Studies show that employees work 20% better when motivated, and highly engaged teams increase business profitability by 21%. How motivated is your workforce? I learned so much taking my own motivation assessment and am so glad this product is on the market, Chris Mulhall — for companies and employees. #motivation #employeeexperience #futureofworkplace Motivators.io

🔍 Have you ever wondered what happens when a boss prioritizes personal relationships / appearnces over merit? 🌐 In the pursuit of projecting a positive image in front of other departments, some leaders compromise the very foundation of a thriving team—meritocracy. 🏆 Initially, it might seem like a smooth sail. The boss appears amiable, showcasing a harmonious workplace to the outside world. However, behind closed doors, decisions are made that compromise the merit-based system. 👥 The consequence? 🚨 Top-performing employees start leaving the department. 🏃♂️ As talent exits, the once high-quality work takes a nosedive, impacting productivity and efficiency. 🤝 Merit-based promotion ensures that individuals are rewarded for their hard work and competence, fostering a culture of excellence. When this principle is sacrificed for short-term gains, the long-term ramifications can be severe. 🚀 Let's prioritize merit over appearances and build a workplace where talent is recognized and nurtured. 💼 After all, sustained success is rooted in the capabilities and dedication of the team.

Whether hiring new employees or reshuffling your org chart, pay attention to these three factors for a more effecient and effective team.

What are stressed/burnt-out employees really costing you? Stress is not just an individual concern; it can have far-reaching consequences for businesses too. Here are three costs you simply cannot afford to ignore when your employees are stressed: ⏳ Reduced Productivity: Stressed employees often struggle to focus and maintain productivity. The time lost due to stress-related inefficiencies can quickly add up, affecting your bottom line. 📉 High Turnover Rates: Stressed employees are more likely to seek new opportunities elsewhere, leading to increased turnover rates. Hiring and training replacements can be costly and time-consuming. 🤝 Poor Team Dynamics: Stress can cause tension and conflict among team members, hindering collaboration and hindering a positive work environment. This negative environment not only affects current employees, but also repels potential talent from joining your organisation.

Whether hiring new employees or reshuffling your org chart, pay attention to these three factors for a more effecient and effective team.

The hidden cost of a disengaged workforce: 1. Lower Productivity: Employees clock in. Employees clock out. Just a parade of hollow tasks. No spark, no passion. A disengaged workforce can drastically reduce your overall productivity, affecting your bottom line. 2. Increased Turnover: Ever feel like you're on a first-name basis with job recruitment agencies? Disengagement breeds turnover. Every exit interview is a mirror reflecting wasted time, resources, and potential. 3. Decline in Customer Satisfaction: Your customers can feel the apathy. It seeps into every interaction. Your customer satisfaction isn't just dropping. It's nose-diving. 4. Loss of Competitive Advantage: Your competitors are gaining ground. Why? Because their employees are engaged, innovative, problem-solving dynamos. Your team could be too. Pause for a moment. Does any of this ring true? If yes, then now's the time for action. If not, think again. Only 14% of EU workers are really engaged. Most of us have this problem to a certain level. Invest in engagement today. Reggy-Charles Degen has some great content on how to do this. Check it out. Consider reposting ♻️ to help out other leaders.

How to help people become a better version of themselves for themselves and the team. With staff turnover numbers and low unemployment rate, we need to understand how to develop our team members into their roles. This 3 step framework will help you create team engagement and support the future culture of your business. https://lnkd.in/gKe99aYj

How do you build relationships with members of your team? We all know how important teamwork is, and a leader's ability to motivate and drive the team is crucial for organizational success! As a leader, it's vital to set the right tone for the organization, for the sake of engagement, culture, and the employee experience. This can then filter down to the teams and create a positive work environment. In an interview, a good answer to this question would demonstrate that the candidate possesses effective communication and interpersonal skills, empathy, and team-building skills. It would also show that the candidate takes a personal approach to building relationships with their team members, which is crucial for creating a positive work environment. #wefindoutmore #executivesearch #findingAPlayers #ultimaterecruitmentexperience

Team effectiveness is very important to have working the right way for an organization to be successful. New hires need to be integrated on a team where their roles are tailored to their strengths. Leaders need to understand the unique contributions of each team member and ask for their input when making decisions. Listening to different team members encourages hearing different points of view which in turn helps make a better overall decision that team members will buy into. Encourage open communication and ask team members to troubleshoot and use their analytical skills to solve problems. Use them as a sounding board to test the validity of an idea and by doing so a better decision will be made. For more information, call Michael Claener eNRG outplacement/performance improvement specialists 1-888-385-2202