For those in leadership that missed the memo, performance management is a full-time job and one that requires that you take proactive steps to manage it. I absolutely abhor hearing the following discussion:
Do you head up a leadership team in which you feel like you’re doing most of the heavy lifting? If so, you may be suffering from the “one leader in a room” mindset.
As the name implies, when you operate from the “one leader in a room” mindset, you believe there can be only one leader in the room – or on the team – at a time: the formal team leader.
According to a recent study on "Employee Engagement and Global Workforce" by Towers Perrin, "barely 1 in 5 employees (about 21%) are engaged on the job". This same study says "8% of employees are fully disengaged and the remaining 71% of employees are enrolled (partially engaged) or disenchanted (partially disengaged)."
Read more: Love Don't Live Here Anymore: A Word on Employee Engagement
While the term “Employee Engagement” has a formal definition, it can be broken down into 3 fundamental areas.
#1 – Engaged with Work
Engagement is defined as an employee who is fully involved in, and enthusiastic about their work, and will act in a way that furthers their organization’s interests relative to their own productivity.
We are working with more and more clients today that are recruiting talent from outside of their industry in an effort to gain competitive advantage. For example, I recently placed a talented developer from Silicon Valley with experience creating compelling and user-friendly interfaces at a Wall Street firm that is working to bolster their trading systems.
