JBM Consulting
TIME TO ASSESS YOUR ORGANIZATION'S CAPACITY TO OPTIMIZE PERFORMANCE
Greetings!
This enewsletter is Part 2 to "Building Organization Capacity".  The first article identified the basic process and outcomes of utilizng JBM's approach to identifying and resolving the issues that employees identify.  Employee engagement is JBM's approach to obtain the "best" information about the workplace dynamics while utilizing their creativity, perspective and expertise in moving toward solutions that will optimize individual and organization performance.

Listening to employees we know is key. Leadership support absolutely essential.  But what is it about the formal plans and JBM's process that makes it all work?
Developing rapport is JBM's strength to success
Communicating the Formal Plan 
The planning process identifies areas that need change and includes details on how the change will be implemented and sustained through goals, action plans, timetables and measurements.  Then the most important part and that is to communicate the plan.  There is a process for this as well.  
  • First the plan is reviewed for final and commitment with the enitre department/team; Such plans are written in order to support mission and value of the organization.
  •  Second, the supervisory staff necessary are involved with employees who wrote the plan presenting details to this staff.  Finally the senior management are invited to a meeting where employees will present the plan with rationale for each goal set. 
  •  Third, such plans should be posted so that as an organization, all others see what peers are striving to achieve and support them accordingly.

Incorporating Plans for Sustainable Change

  • The formal plans serve as "the" working document to guide priorities up and down chain of command.
  • Results are shared on a regular basis.
  • Where necessary, departments that work together will understand the priorities of their co workers.
  • Successful plans serve as strong resources to utilize when doing performance evaluations individually, departmentally and organizationally.
  • Leaders keep close tabs on the success of their respective staff in order to support achievement of their goals.  When there are roadblocks, leaders help remove them.
  • Administration provides "tools" such as professional development, resources. 
  • Leaders understand the value of how behaviors influence productivity and success..positive change requires positive working relationships, positive attitudes and respect for one another.

Positive results come when supported, encouraged and rewarded!

  • Leadership commitment is key, can't say this enough.  
  • Leaders serve as role models, modeling positive behavior for positive change. 
  • Keeping true to the formal plan goals ensures success.
  • Allowing employees to engage and provide solutions to their workplace encourages creativity, collaboration and control of their work which is important to any human being but especially valuable when they may otherwise feel powerless.

Create an environment of respect, optimize individual, team and organization performance!  This process is clearly one significant way to do so.

Should you desire to facilitate this process on your own..JBM offers tools through our online HR Resources site:


Questions, contact JBM


Warm Regards...
 

Jeannine Brown Miller, MA, SPHR Principal Consultant
JBM Consulting
[email protected]
716-946-8381
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