Sam Eaton’s Post

⭐ Business owners, are you following certain practices just because "it's what everyone says"? 📄  “Every business needs an employee handbook." 📝  “We should conduct performance reviews." ✅  “Always check three references before hiring." But have we paused to consider how these practices are actually working for our business? 🤔 If they’re benefiting you—great, keep going! 🙌 But if they’re starting to feel like a list of "have to’s" or "should do’s," maybe it’s time to ask: is there a better way that aligns more with your vision? 🎯 One of the biggest mistakes in people strategy is clinging to policies that don’t resonate with you or your organization. 😬 Worse, not following them at all. For example, is your employee handbook collecting dust?  If your hiring process isn’t leading to top-notch candidates, is it truly helping your business grow?  And once you hire the right people, are your systems in place to help them thrive? If your people practices are just boxes you’re checking because someone said you "should," it might be time to reassess. Which people practices feel like they’re holding your business back? 

Four practical strategies to help you engage employees under the most unforgiving of circumstances.

How do we help our people navigate the massive uncertainty of the world and working environment? I really like the three guiding principles in this article : 1. Thick trust - uncertainty in the world countered by predictability of leader’s behavior 2. Vision - long term clarity, short term flexibility 3. Honesty and flexibility

This is really good! In uncertain times the most important thing leaders can do is build trust through openness and transparency: You won’t have all the facts. You can’t remove all the risk. You can’t promise zero loss. You can’t eliminate all the pain.

Is your organization using a 360° assessment? Boost employee response rates with these tips and templates for HR leaders and assessment administrators. https://hubs.li/Q02hfMdq0 #management #hr #business #employeeassessment #employeedevelopment #talentassessment #talentdevelopment

Created by experts for the experts: learn the history of the AVA® Behavioral Assessment. The Activity Vector Analysis (AVA®) and our company were introduced to the business community in 1948 by renowned psychologist Walter V. Clarke. For over 75 years, AVA® has been a valid, reliable work-related behavioral assessment system that helps business owners, organizations, HR professionals, and managers optimize their employees' performance. Get to know us better: https://bit.ly/4bK5eJj #ActivityVectorAnalysis #ManagementTools

This is a great article for both new, and long serving leaders! Employees determine the success or failure of an organization, but they rely on solid dependable leadership, that supports and enables them! Are you providing that leadership?

𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗦𝘂𝗰𝗰𝗲𝘀𝘀: 𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁. Engaged employees are the heartbeat of every successful organization, driving innovation, productivity, and overall growth. At Sukkushe Consultancy Limited, we understand the pivotal role that employee engagement plays in achieving our business objectives. That's why we're committed to measuring and enhancing engagement levels across our workforce. Measuring employee engagement goes beyond traditional metrics; it's about understanding the emotional connection and commitment that employees have to their work and the organization. Here's how we're measuring employee engagement and its impact on our business outcomes: 𝟏.𝐂𝐨𝐦𝐩𝐫𝐞𝐡𝐞𝐧𝐬𝐢𝐯𝐞 𝐒𝐮𝐫𝐯𝐞𝐲: We conduct regular employee surveys to gauge satisfaction, motivation, and overall engagement levels. These surveys provide valuable insights into the factors influencing employee engagement and help us identify areas for improvement. 𝟐. 𝐐𝐮𝐚𝐧𝐭𝐢𝐭𝐚𝐭𝐢𝐯𝐞 𝐌𝐞𝐭𝐫𝐢𝐜𝐬: In addition to surveys, we track quantitative metrics such as retention rates, absenteeism, and productivity levels. By analyzing these metrics alongside engagement data, we gain a holistic understanding of how engagement impacts business performance. 𝟑. 𝐐𝐮𝐚𝐥𝐢𝐭𝐚𝐭𝐢𝐯𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: We value open communication and encourage employees to provide feedback on their experiences. By listening to their voices, we gain qualitative insights into the factors driving engagement and can tailor our strategies accordingly. 𝟒. 𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐧 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐎𝐮𝐭𝐜𝐨𝐦𝐞𝐬: We understand that engaged employees directly impact key business outcomes, such as customer satisfaction, profitability, and innovation. By measuring engagement levels and correlating them with these outcomes, we can demonstrate the tangible impact of our engagement initiatives. 𝟓. 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐦𝐞𝐧𝐭: Measuring employee engagement is not a one-time effort; it's an ongoing process of continuous improvement. We use data-driven insights to refine our engagement strategies and ensure that they align with our business goals. By prioritizing employee engagement and measuring its impact on business outcomes, we're not only fostering a positive work environment but also driving sustainable business success. 𝘑𝘰𝘪𝘯 𝘶𝘴 𝘪𝘯 𝘰𝘶𝘳 𝘫𝘰𝘶𝘳𝘯𝘦𝘺 𝘵𝘰 𝘶𝘯𝘭𝘰𝘤𝘬 𝘵𝘩𝘦 𝘧𝘶𝘭𝘭 𝘱𝘰𝘵𝘦𝘯𝘵𝘪𝘢𝘭 𝘰𝘧 𝘰𝘶𝘳 𝘸𝘰𝘳𝘬𝘧𝘰𝘳𝘤𝘦 𝘢𝘯𝘥 𝘢𝘤𝘩𝘪𝘦𝘷𝘦 𝘳𝘦𝘮𝘢𝘳𝘬𝘢𝘣𝘭𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘰𝘶𝘵𝘤𝘰𝘮𝘦𝘴 𝘵𝘰𝘨𝘦𝘵𝘩𝘦𝘳! #EmployeeEngagement #BusinessSuccess #WorkforceDevelopment #EmployeeExperience #DataDrivenInsights #CompanyCulture www.sukkusheconsultant.com

A CEO recently told me their HR team was always two steps behind, reacting to issues instead of driving strategy. They felt like their business was suffering because HR couldn’t get ahead of the problems. After discovering R.E.D., their HR team has a chance to become more strategic—now, they can start setting the pace, instead of trying to catch up." 🚀 Want to move from reactive to strategic? Let’s chat. 👉 Book your discovery call now! 👇👇

This article touches on a critical issue but misses the mark on substance. I suspect it dramatically understates the economic impact of underperformance while relying on old stories about engagement strategy. If you think a fresh approach is in order, speak to the human capital experts at Cahn Reidy Advisors...