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August 2009

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Welcome to the August edition of our Business Performance Newsletter. As we pass the mid-point of 2009, we trust that your business has experienced the worst of the economic downturn. If not, are you positioning your business for the eventual turnaround? Now is not the time to forget about your employees. The latest Australian Institute of Management survey on corporate endurance highlights where managers believe we need to focus our attention. Of the ten factors thought to be most critical in achieving business longevity, seven had to do with the people dimension of an organization. These factors were ability to adapt to change, leadership/management, customer service and relations, innovation, skilled employees, culture and communication. If you are not sure where to start in investing in your workforce, our feature article this month will set you off on the right track.

Ten Ways to Create an Employee-Centered Workplace

by Pat Lynch, Ph.D.

An employee-centered workplace is one in which all individuals, programs, processes, and systems are focused on helping employees become fully successful. Individuals who feel valued will provide excellent products and service, which will result in the achievement of organizational goals. In such an environment, everyone wins: workers, management, customers, vendors, and other stakeholders.

Unfortunately, this scenario does not occur naturally. Rather, management must make a conscious decision to create an environment in which everyone and everything is aligned with employees’ success. Below are ten actions organizations can take to create or enhance a positive workplace that motivates employees to perform their best. Some practices can be implemented immediately, with little or no cost; others will take some time and effort. Please note that these actions are not one-time fixes; rather, they represent a long-term way of interacting with employees. Short-term “solutions” for long-term issues are seldom effective, and workers can tell the difference.

1. Assess your employees’ level of satisfaction with their supervisors. For example, consider issues such as whether the supervisor listens to what they say, and how he/she treats employees when they make mistakes. Take immediate action to correct any deficiencies.

2. Ensure that every employee sees the organization’s “big picture” and his/her contribution to it. Employees who feel connected to the organization have a vested interest in its success.

3. Learn employees’ names and use them often. As a corollary, learn a little about their families and outside interests. Ask them about things that are important to them personally on a regular basis. Be genuine when you ask; people know when you are being disingenuous.

4. Recognize employees’ contributions to the organization in ways that are meaningful to the individuals involved. Research shows that the most effective forms of recognition are those that create memories for workers and their families.

5. Ensure that employees view organizational procedures and decision-making processes as fair. Research shows that even when employees do not like the outcome of a given decision, they are likely to accept it if they believe the rules that led to that outcome are fair – e.g., transparent, free of bias, and open to employee input.

To read all ten tips, click here for the full article.

Need Help With Managing Change?

Managing Change in the Workplace product detailsDo you need to implement change in your organization but don’t know how to do it successfully? Are you meeting with resistance from some managers and employees? Do you want to be part of the minority that brings about positive outcomes? Get your change program off to a good beginning or jump start an ailing program by investing in our highly practical change management guide and workbook.

Our Managing Change in the Workplace is for everyone expected to lead, manage and implement change in today’s organizations. The guide deals with every aspect of managing change effectively and uses our unique CHANGE Approach to getting all affected on board and working towards the new way of doing things.

As you work through the guide, you will complete a series of practical exercises that will help you plan and manage your change for maximum impact. On your journey, you will be treated to a variety of tools, techniques and tips for ensuring that your change lasts. The guide is packaged with a separate reusable workbook that you can use time and time again.

As a valuable newsletter subscriber, purchase the guide and workbook this month for only US $40. That’s a full 20% off the purchase price. Don’t delay. Order online and download today. Click this special buy now link now to receive your 20% discount.

“… a gift to executives, leaders, managers and supervisors who want to initiate a change process in their organizations”
  –Dr. Maree Harris, PhD., Director, People Empowered

“We are delighted with this programme”
  –Margy Jackman, Synergy Seminars

“… the best resource I have found anywhere to help me do my work”
  –Cindy Emmanuel McLean, Caribbean Centre for Development Administration

“… a solid, practical guide from beginning to middle to end”
  –Lisa Rosendahl, HR Director, SPHR

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.

In This Issue
Employee-Centered Workplace

Need Help With Managing Change?
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