Omar Zoromba’s Post

✳ 20 years ago, I created this slide. I still use it today when helping clients to improve employee engagement and performance. The slide is not just a list of questions, but a practical checklist that can be used to align organisational goals with process goals and job goals, empowering you to make tangible improvements. While still a consultant at a big consulting firm, I used these questions in my performance improvement projects. Nowadays, I use the questions in my project to help clients increase employee engagement and accelerate strategy implementation. By asking these questions, leaders can get a good view of performance at three levels of the organisation. Leaders can foster a sense of purpose and ownership by involving key talent in answering questions. - Level 1: Organisation - Level 2: Process - Level 3: Job At each level, the following aspects can be considered - Goals - Design - Management The starting point is to clarify Organisational goals, design and management. The questions at this level should be asked regularly at the top management level. The next step is to clarify the Process goals, design, and management. The people responsible for managing the processes ask these questions at the business unit and team level. Finally, we need to look at the job goals, design and management. These questions can be asked at the team level, involving the people actually doing the job. By going through these questions, leaders can create an organisation in which jobs, processes and structures are coherent. Comments welcome 🔄 repost if you find this insightful #engagingleadership

Applying Maslow’s Hierarchy to Employee Performance Motivation Applying Maslow’s Hierarchy to employee performance motivation is gaining widespread attention in today's professional landscape. While some debate exists regarding its scientific validity, many agree that it offers valuable insights into understanding human behavior and motivation. However, mere discussion isn't enough. As Walt Disney famously said, "It’s time to stop talking and start doing." It's crucial to translate theory into action to drive real change in organizational dynamics. Maslow's Hierarchy of Needs, as outlined by Saul McLeod PhD (Maslow's Hierarchy of Needs (simplypsychology.org)), emphasizes the significance of both extrinsic and intrinsic rewards in motivating employees. Extrinsic rewards, such as financial incentives, play a role in attracting talent, aligning with the lower levels of Maslow's hierarchy. On the other hand, intrinsic rewards, driven by emotional fulfillment, are pivotal in fostering employee investment in their work and align with the higher levels of the hierarchy. To leverage intrinsic rewards effectively and enhance productivity, organizations must rethink their approach to the employee-company relationship. Drawing from over two decades of experience in addressing employee performance challenges, I've developed the Contributorship™ paradigm. This innovative approach engages both leaders and employees to cultivate motivation and performance. By leveraging existing performance management systems and fostering a shift in mindset, Contributorship™ can unlock your organization's competitive advantage. I invite you to connect with me on LinkedIn to explore how The Steele Method and Contributorship™ could benefit your organization. Let's move beyond theory and embark on a journey toward tangible results together.

“You have the friendliest group of disgruntled employees.” I am working with an organization to develop strategies to increase employee engagement. This quote is pulled directly from a report provided to the organization by the previous consultants. This is a reminder: Organizational success is not just about meeting financial or hourly targets but more importantly fostering a culture of trust, collaboration, and innovation. I share more on this in my latest Medium Article. https://lnkd.in/gNbFvMtK

Top 5 Leadership Traits That Maximize Employee Engagement Description: Effective leadership is essential for driving employee engagement. This post highlights five key leadership traits that foster a motivated, committed workforce and create an environment where employees can thrive and contribute to the company’s success. The most successful leaders share specific traits that help them connect with their teams and enhance employee engagement. These traits inspire trust, build strong relationships, and motivate employees to perform at their best. Empathy – Leaders who understand their employees' needs and challenges create a supportive work environment. Empathy fosters trust and strengthens team dynamics. Communication – Open and honest communication keeps employees informed and ensures they feel heard. Leaders who prioritize clear communication inspire confidence and loyalty. Accountability – Holding oneself and others accountable creates a culture of responsibility, encouraging employees to take ownership of their roles and tasks. Vision – Leaders with a clear vision give employees a sense of purpose. When employees understand the company's goals, they are more invested in their work. Recognition – Acknowledging employees’ efforts and achievements boosts morale and increases engagement. Empathetic leaders build trust and connection with employees. Effective communication keeps employees aligned and motivated. Accountability and recognition promote responsibility and engagement. Visionary leadership inspires commitment to company goals. These traits empower leaders to foster an engaged, high-performing team. training #employeeengagment #corporatetraining #leadershipdevelopment #gladedsolutions #DEI

📚 Quick Review Ten lessons from "People Strategy: How to Invest in People and Make Culture Your Competitive Advantage" by Jack Altman: 1. Build a strong company culture: The book emphasizes the importance of building a strong company culture as a competitive advantage. 2. Invest in people: Altman highlights the value of investing in people and creating meaningful work experiences to attract and retain top talent. 3. Establish core values: The author provides guidance on establishing core values that form the foundation of a company's culture. 4. Foster employee feedback: "People Strategy" explores the importance of creating feedback processes that make employees feel heard, supported, and equipped to succeed. 5. Measure employee engagement: Altman discusses the significance of monitoring the breadth and depth of employee engagement within an organization. 6. Use data-driven insights: The book encourages the use of data and insights generated by a people strategy to drive business results. 7. Develop high-performing teams: Altman offers a framework for developing high-performing teams within an organization. 8. Prioritize employee motivation: The author emphasizes the importance of increasing employee motivation to enhance productivity and overall performance. 9. Align HR practices with company goals: "People Strategy" highlights the need for people-centric HR practices that align with the company's goals and values. 10. Create a culture of continuous improvement: Altman promotes the idea of fostering a culture of continuous improvement, where employees are encouraged to learn and grow.

🔍 Understanding Employee Engagement: A Key to Organizational Success As leaders, we often wonder what truly drives our teams to go above and beyond. Recent research and industry insights highlight critical factors distinguishing highly engaged employees from those with low or no engagement. Recognition and Development: Employees who feel encouraged in their development and receive regular praise are significantly more engaged. Recognition is a powerful motivator and can improve performance and job satisfaction (Inc., 2023). Growth Opportunities: Providing opportunities for learning and growth is essential. Companies that invest in their employees' professional development see higher engagement levels and lower turnover rates (Forbes, 2022). Managerial Support: Employees who believe their managers care about them are more likely to be engaged. Effective leadership involves demonstrating genuine concern for team members' well-being and career aspirations (Inc., 2021). Work Relationships: Strong interpersonal relationships at work, such as having a best friend at work, foster a sense of belonging and increase engagement. Building a collaborative and supportive work environment is crucial (Forbes, 2023). Job Importance and Opinions: When employees view their jobs as important to the company and feel that their opinions count, their engagement levels rise. Empowering employees to contribute ideas and feedback enhances their commitment to the organization (Inc., 2022). Commitment to Quality: A culture where colleagues are committed to quality work drives engagement. Employees are more motivated when they see their peers dedicated to excellence (Forbes, 2021). Equipped for Success: Providing the necessary tools and resources for employees to perform their job well is fundamental. Ensuring employees have what they need to succeed leads to higher engagement and productivity (Inc., 2023). Daily Performance: Engaged employees feel they can do their best every day. Creating an environment that supports peak performance and recognizes daily achievements can sustain high levels of engagement (Forbes, 2022). These insights underline the importance of fostering an environment where employees feel recognized, supported, and valued. By prioritizing development, open communication, and strong manager-employee relationships, we can drive higher engagement and, consequently, better organizational outcomes. Let’s build a workplace where everyone is motivated to bring their best daily. 🌟 #EmployeeEngagement #Leadership #WorkplaceCulture #HR #EmployeeRecognition #ProfessionalDevelopment

📚 Quick Review Ten lessons from "People Strategy: How to Invest in People and Make Culture Your Competitive Advantage" by Jack Altman: 1. Build a strong company culture: The book emphasizes the importance of building a strong company culture as a competitive advantage. 2. Invest in people: Altman highlights the value of investing in people and creating meaningful work experiences to attract and retain top talent. 3. Establish core values: The author provides guidance on establishing core values that form the foundation of a company's culture. 4. Foster employee feedback: "People Strategy" explores the importance of creating feedback processes that make employees feel heard, supported, and equipped to succeed. 5. Measure employee engagement: Altman discusses the significance of monitoring the breadth and depth of employee engagement within an organization. 6. Use data-driven insights: The book encourages the use of data and insights generated by a people strategy to drive business results. 7. Develop high-performing teams: Altman offers a framework for developing high-performing teams within an organization. 8. Prioritize employee motivation: The author emphasizes the importance of increasing employee motivation to enhance productivity and overall performance. 9. Align HR practices with company goals: "People Strategy" highlights the need for people-centric HR practices that align with the company's goals and values. 10. Create a culture of continuous improvement: Altman promotes the idea of fostering a culture of continuous improvement, where employees are encouraged to learn and grow.

Building a Strong Organizational Culture Building a strong organizational culture is vital for any company’s success. A robust culture fosters employee engagement, boosts morale, and enhances productivity. It creates a sense of belonging and aligns employees with the company’s mission and values. By building a strong organizational culture, businesses can attract top talent, reduce turnover, and achieve long-term growth. Below we’ll explore the key elements and strategies for building a strong organizational culture, offering insights into best practices and implementation. https://lnkd.in/eres_-6T #OrganizationalCulture #EmployeeEngagement #BusinessSuccess #Leadership #WorkplaceCulture #BusinessEnterprising

Dear Leaders, Have you ever asked yourself, "Why do talented people leave, and why is the motivation of those who remain so low?"   Employee engagement and retention are among the greatest challenges facing modern business leaders. Recent research suggests concrete solutions to these challenges:   1.       Prioritize Flexibility Companies adopting hybrid work models see 28% higher employee engagement. Consider flexible work arrangements and respect your employees' work-life balance   2.       Provide Frequent Feedback Organizations conducting quarterly performance reviews have 32% higher retention rates. Schedule regular one-on-ones and foster open dialogue   3.       Offer Growth Opportunities Career development programs reduce turnover by 25%. Identify each employee's potential and actively provide opportunities for growth   4.       Cultivate a Sense of Purpose Employees who resonate with the company's mission are three times more likely to stay long-term. Passionately communicate your vision and help each employee feel they are part of it   5.       Foster Curiosity Curiosity is the source of innovation and continuous learning. Stimulate your employees' curiosity and create an environment that explores new ideas. A culture of curiosity enhances employee engagement and company competitiveness   Your actions as a leader greatly influence your employees' motivation and loyalty. Both daily small considerations and strategic initiatives are crucial. By consistently acting with curiosity, you can promote growth and innovation throughout the organization.   Finally, ask yourself, "Am I creating an environment where employees can take pride in their work and express their curiosity?"   Remember the words of Dwight D. Eisenhower: "Leadership is the art of getting someone else to do something you want done because he wants to do it."   May your leadership journey be filled with curiosity, creativity, and fruitful outcomes.   Sincerely,