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Business Performance Pty Ltd


April 2011

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Welcome to this edition of our Business Performance newsletter. If you recently subscribed, we trust that you will receive here information and tips to make you and your business more productive.

Many organizations are adjusting to the post-GFC environment. They are devoting more resources to new project initiatives, dusting off earlier shelved projects and seeking to attract the most talented people into their fold to help them in this expansion phase. These adjustments require many small and some very significant changes to infrastructure, systems, processes and, of course, people.

As we have highlighted in this newsletter and in our online change management articles, many organizations struggle with planning and implementing successful change. Our feature article this month outlines a very simple yet powerful model and process for getting on top of leading and managing change in your organization. Enjoy! We encourage you to write to us to tell us what you think.

Management News in Brief

Employee engagement continues to be a hot topic with the launch this month of the UK Government sponsored Taskforce on employee engagement. The Taskforce is comprised of prominent people from within both the public and private sectors and is due to report on its recommendations next year. Read more about the Employee Engagement Taskforce.

Last month, we treated you to a preliminary analysis of BlessingWhite's latest global survey on employee engagement. This month, we are pleased to give you more in-depth commentary on what their Employee Engagement Report 2011 means for you. Here are some highlights:

Employee Contribution: How to Boost Performance
BlessingWhite's report identifies seven key factors managers need to focus on to raise the contribution level of employees. However, the response needs to be tailored to each individual.

Trust In Managers - BlessingWhite Survey Results
Employees are more likely to trust their immediate manager than senior leaders in their organization. There are important implications for what senior leaders need to do to engender the trust of all employees.

Engaged Employees - Key Manager Activities
Some key management activities highly correlated with engaged employees are performed infrequently by both immediate managers and senior leaders.

Employee Survey Health Warning
Surveying your employees may actually be bad for your organization's health. Organizations that conduct an employee survey and do no visible follow up activities have fewer engaged employees than the average.

Succession Planner softwareIs part of your employee engagement strategy providing challenges and a succession path for your high performers into a leadership role? Or do you want to build a leadership pipeline but don't know how to start? Our Succession Planner software can help you manage your entire succession planning effort. From initially identifying your succession positions through to analyzing and reporting succession progress, this tool does it all. Find out more and download the free Succession Planner demo version today.

Stay Up to Date

Keep up with all of the latest news and commentary by regularly visiting our Business Performance blog. This month, we introduce two new authors, Derek Irvine and Richard Derwent Cooke. Check out some of their recent blog posts and join the discussion:

Facebook We encourage you to ask questions and contribute your experiences. While you are there, click the button to follow our blog. Twitter Are you getting our daily online management and training tips? Follow us on Twitter and become a Business Performance fan on Facebook to get your regular dose of sage advice and information tips.

Would you like to be a guest author on our blog? Simply write to us with your request. Attach a short bio and a list of topics you are interested in. We welcome your contribution.

Making Workplace Change Happen in Six Steps

by Leslie Allan

Many organizations muddle through change. How is your organization progressing at implementing that new accounting system or moving to a new employee performance management process? Are your managers nodding approval in public but sabotaging the initiative in private? Are your employees shell-shocked and just giving up? Do you have no money left over for post-implementation support?

Whatever change your organization is trying to implement, knowing about and working through the necessary steps will go a long way to making your change initiative a success. I have distilled these crucial steps into a process model for change. The model is called the CHANGE Approach, with each letter signifying a step in the process. I have summarized below the key features of each step leading to a successful change transition.

Read more on the six steps in managing change

Managing Change in the Workplace guide and workbookIf you or your managers are struggling with bringing about change in your organization, then check out our Managing Change in the Workplace. This acclaimed resource will guide you through every step of the change process with a wealth of worksheets, checklists and tools. Supplementing our hands on approach is our unique change process model that makes sense out of the seeming chaos. Download the free introductory chapter and start using Managing Change in the Workplace today!

"To date, Managing Change in the Workplace is the best resource I have found anywhere to help me do my work. I am more confident when I approach assignments now than I had ever been before. I would recommend the guide to anyone involved in change management without any reservations."

Cindy Emmanuel McLean, Change Management Consultant

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.


In This Issue
Management News in Brief Stay Up to Date Making Workplace Change Happen in Six Steps
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