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Business Performance Pty Ltd
www.BusinessPerform.com

eNews March 2013

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Hello,

Welcome to this edition of our monthly Business Performance newsletter. We are pleased to welcome many new subscribers. Our issue this month is jam-packed with news of our latest expert articles and topical blog posts. If you find you can't read the complete newsletter all in one sitting, set it aside to read at the end of the day or first thing in the morning with your coffee. And don't forget to share with your friends and colleagues.

Louise Metcalf PhD photo Karen Whittingham PhD photo

Stop Using Benchmarked Employee Engagement Surveys

by Louise Metcalf PhD and Karen Whittingham PhD

In January 2011, the International Journal of Human Resource Management sent out a call for papers declaring that 'employee engagement' was a term with "...many unanswered questions" (Tuss et. al., 2011). These unanswered questions revolved around the status of employee engagement as a construct, how the supposed link between engagement and performance works and whether engagement is something that can be managed.

We believe it's time that science stepped in to clear up the mess. For years consultants have developed measures that are scientifically flimsy at best, and particularly because there is absolutely no evidence at this stage that existing engagement measures lead to any kind of increase in actual organisation performance.

One of the main reasons for a lack of any evidence that engagement leads to performance rests in the methodology for how these measures are collected. In essence, most measures are based on a set of generic questions that consultants believe work for all organisations in all organisational growth phases and all market positions. A good example of this is the well known "Gallup Q12", a survey with 12 generic questions given to all organisations despite their specific circumstances. Unfortunately, any methodology that promotes a generic measurement of human resource practices (and worse, gives the organisation a percentile rank benchmark measurement against those generic measures), places the Human Resource Manager as far away from the strategic decision making table as they can possibly get.

Continue reading the full article on engagement surveys.

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Meet Our Expert of the Month - Maree Harris

Maree Harris

This month we proudly feature Maree Harris. Maree is a professional development facilitator who works with highly motivated, high-performing professionals seeking to take their careers to the next level. Maree explains her approach, "While technically very competent, their soft skills and personal leadership skills are not well-developed. Lacking the professional edge these skills bring to their professional identity, they find themselves challenged by the complexities in today's work environment and missing out on promotions and opportunities they believe they deserve." Maree has recently released her new book, Soft Skills – The Hard Stuff of Success. She is currently developing a home study program based on the ideas in the book. Contact us today to find out more about how Maree Harris can help you.

Business Performance Team

Meet the other members of our expert team of professional consultants, trainers, facilitators and coaches. Whether you need help with your current issues or a future project, our experts are ready to assist you in a variety of specialized fields.

Stay Up to Date

Keep up with all of the latest news and commentary by regularly visiting our topical Business Performance blog. Check out our recent blog posts and let us know your thoughts in the Comments section. And don't forget to click the Like button and be the first to Share with your friends and colleagues.

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New Articles

Check out our recently released articles on managing change, engaging employees, building employee skills and business marketing.


Visit our web site at www.BusinessPerform.com for lots of expert guidance and practical tools designed to help you get ahead of your competition. Also, be sure to pass this newsletter on to friends and colleagues who want to stay up with what's on. From all of us here on the Business Performance team, we wish you a productive month and look forward to communicating with you again soon.

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