How do you assess if your team trusts one another?

Whether it’s before taking action to build trust or after, it’s important to assess the level of trust your team has. The one thing you should never do is assume trust is already established or that it will remain without continuous care. There are a number of things that can cause your team to lose…

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The role of engagement in job performance

Following those performance management steps is only one part of helping your employees perform. Another key factor in ensuring desired performance is engagement. Employee engagement is a form of people data that indicates how your employees feel about working for you. A portion of performance on the job has been linked to how engaged an…

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What performance is and how to measure it

Before you can celebrate high performers or panic if you have low ones, you’ll first have to understand what performance means to you and your organization. One pitfall many companies encounter is that they don’t have a proper performance scale. Not every employee in your company can be a top performer, and that’s okay. An…

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The PI Employee Experience Survey™

The PI Employee Experience Survey gives you engagement data plus a personalized action plan.  It provides employees a chance to provide candid, confidential feedback across four categories: Job, Manager, People, and Organization.  When the survey closes, you’ll get reports that explain why employees feel disengaged—and what you’re doing well—so you can take action. Follow the custom action plan, attend the Take…

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Improve retention and productivity

Engagement is an individual’s emotional commitment to their organization and its goals. Why is employee engagement important? It is related to turnover It is related to absenteeism It is related to customer satisfaction It is related to safety It is related to productivity Diagnose is a method for pinpointing the root cause of gaps—your underlying people…

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Implementing an action plan

Now that your plan is created and you have considered who you are as a leader, it’s time to follow through. Stick to those accountable dates and create follow-up meetings to assess how the team is doing. Depending on the results, also consider having discussions around what other potential challenges the team would like to…

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