“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow…It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it…” – Jack Welch, former CEO of GE
Organizations look for different avenues in developing a high performance culture to generate strong employee and corporate performance. Culture is ultimately derived from people and their respective engagement levels. By focusing on individual and collective engagement, companies can create sustainable improvements to performance which transforms the way their people operate.
Despite the importance of strong people strategies, they tend to be secondary in the hierarchy of priorities and subject to significant budget cuts, leaving them ineffective. A holistic diagnostic of the current and ideal future state can identify areas of opportunity and create the foundations for a prioritized implementation and change management plan.
The core elements to be explored include:
- Strategy – does it set the vision for the company and influence the behavior of the people within it?
- Leadership – do they define the agenda and empower employees to operate at full potential?
- Talent Management – are they created to ensure employees have the required (and desired) tools and can they easily adapt?
- Engagement – does the company understands the current motivation and satisfaction for the collective organization and know the levers for improvement?
- Effectiveness – does the company evaluate how the overall system is working and how capable the organization is to ‘change’ when needed?
Having worked with Fortune 100 companies all over the world, OSC’s consulting approach focuses on people and how to maximize potential for the betterment of the person and the organization.