Paradigm Associates LLC’s Post

Can a culture of compassion coexist with business success? 💭 📖 In our latest article by blair mcpherson, delves into the debate surrounding compassionate leadership and its impact on organisational efficiency and competitiveness. From empowered management to a fully engaged workforce, discover how investing in employees and embracing diversity and inclusion can shape organizational culture. 🏢 Full article:📌 https://lnkd.in/ewitCJm8 #Compassionate #Leadership #Efficiency #DiversityAndInclusion #EmployeeEngagement #LeadershipInsights #SHRM #HR #humanresources #workforce #management #employeeengagement

FAST COMPANY Here’s what happens when employees don’t trust their leadership When workers don’t trust their team leader, they’re less likely to listen, and they’re less engaged, less innovative, and less productive. EXCERPT: Today, trust in leaders is incredibly low. According to a report by HR consultancy DDI, only 46% of leaders report fully trusting their direct manager to do what’s right. Even more troubling, fewer than one in three trust senior leaders within their organization. The side effects of this lack of trust are sobering. Here are just a few of the ways in which diminished trust impacts teams: https://lnkd.in/gzicbf77

A common misconception about employee empowerment is that it requires consistent optimism, and while encouragement and celebration are needed for empowerment, we also need to guarantee transparency above all else. Staying transparent ensures consistently realistic expectations, and this realism is needed for authentic growth. We can't improve upon ourselves when we have a tainted view of our progress. #Leadership #Empowerment #EmployeeEmpowerment

Practical guide to eliminating tension between leadership and employee

The Turnover Crisis in most industries is real, staffing included. People don’t leave healthy companies, they leave poor leadership. If your company is looking for a leader devoted to investing in employee development, reducing turnover, and valuing employee contributions, please reach out to me. I’d love to share how I have excelled at this throughout my career. #leadership #turnover https://lnkd.in/eaMsRvPZ

Interesting article from Inc. Leadership training and coaching is IMPERATIVE to improving productivity, employee retention, and engagement within your organization. It takes a small investment to create big outcomes. I have the tools to help. Reach me at https://lnkd.in/emBvAk4.

Is leadership style impacting your team’s performance? Dr. Doug Waldo, DBA, SHRM-SCP, CNC., senior consultant, shares how embracing diverse styles boosts collaboration and strengthens teams. Not understanding the different leadership styles on your team could be the reason why you're experiencing tension in your workplace. Read this article to move from tension to better team dynamics and employee engagement. Read here: https://hubs.la/Q02QRpV60

The Hidden Costs of 'Performance Punishment' in Workplace Culture In the pursuit of high performance, leaders sometimes unintentionally create a harmful dynamic known as "performance punishment." When top performers are continually overloaded to compensate for under-performers, it's a recipe for disaster. Consider the impact on your organization: 1. Resentment and Disengagement: Overloading star employees can breed resentment and dissatisfaction among the team. It erodes morale and leads to disengagement, ultimately impacting productivity and retention. 2. Talent Drain: Exceptional employees may leave when they feel undervalued or overburdened, seeking environments that recognise their efforts. 3. Stifled Innovation and Growth: By neglecting to address under-performance directly, organizations miss opportunities for improvement and innovation. This can hinder overall organisational growth and competitiveness. To combat "performance punishment," organizations must prioritise equitable workload distribution and effective performance management strategies. Let's rethink our approaches to performance management and foster a culture that values and supports every member of our team. Ann KabingaAngela CentraAthman AhmedGodrick Arthur IturGeorge 'Porgie' GachuiPeris WambuiKaluba Sakala Together, let's cultivate a culture that fosters growth and success for all. #Leadership #PerformanceManagement #OrganizationalCulture

Acknowledgment goes beyond a simple gesture; it serves as the foundation for cultivating success, empowerment, and a sense of self-value. #RecognitionMatters #Achievement #Empowerment

Leaders: Are you actively recognizing each team member for the value they bring to the workplace? It's one of the easiest and most impactful ways to increase engagement, production, and quality. Did you see the statistics that Nerry Toledo referenced here? * 75% of employees worldwide feel underappreciated at work. * When you ensure that at least 60% of your employee, stats show you can improve quality by 28% and reduce absenteeism by 31%. [BTW absenteeism and low engagement cost companies $7K/year/employee for an $16/hr employee. Turnover costs companies 30% - 120% of annual salary. That's a lot of money!] One of the easiest ways to increase engagement and decrease absenteeism is to simply recognize value. How easy is that? 3 Best Practices for Employee Recognition: 1.) Be specific. State specifically the behavior that is recognition-worthy and specify how it helps the organization. 👍 DO THIS: "I have noticed that you consistently show up early to work so that you are ready to go immediately when production starts. Thank you. This is a best practice that helps production stay on track. And it also provides a great example to the rest of the crew." 👎 NOT THAT: "You're doing great!" 2.) Be timely. Recognize the positive, recognition-worthy behavior immediately. 👍 DO THIS: At the weekly team huddle, "Let's give Joe a round of applause. Joe handled the Payne N. Heiney customer issue this week beautifully. He addressed Payne's complaint immediately, professionally, and now Payne just doubled his order for next month." 👎 NOT THAT: Wait until the end of the year review and give them a high mark for customer service. 3.) Make it relevant to that employee. Every employee is unique. Get to know what recognition means the most to them. 👍 DO THIS: Joe favorite hobby is fishing. He looks forward to going any chance he can get. He won employee of the month (company policy is a $50 gift card). You give him a gift card to Bass Pro Shop. 👎 NOT THAT: Brittany's favorite hobby is reading. She reads about 5 books a month. She won employee of the month. You give her a gift card to Bass Pro Shop. Use these tips to make a difference for your team members. How will you choose to recognize the valuable members of your team?