Understanding employees’s expectations towards authority helps to analyze the relationship between the desire for autonomy and the level of initiative, the relationship between the desire to lead and the willingness to make decisions, and how an individual responds to structure.
If the cost of poor communication is: mistakes, wasted time, wasted money, bad recruitment, missed sales, dysfunctional teams, poor morale and slow innovation – what is the value of good communication?
And… what does ‘good communication’ mean to individual employees?
Many tools will measure current employee engagement levels according to factors set by your organisational expectations, but how do you determine which factors are personally important to your employees, and therefore will keep them in your organisation?
Competency frameworks are playing a bigger and bigger role in decision making re recruitment, succession planning and talent management. So why is it that such an important feature of the organisation is measured in such a subjective way?
How about cloning your best performers (the good bits!) to create a super team? Performance Benchmarking makes it possible…
