Reach - Resources & News for Evolving Organizations

Consultants to Organizations | April 2014

 

The conclusion of our 3-part series on job descriptions that work for your organization is our feature story this month.  Click here if you missed part one or part two.  We also focus on the link between employee engagement and increased customer satisfaction! While it may seem like a no-brainer, there's a bit more to it.  Read on!

Motivating vs Engaging: 
The Myth and the Reality
Judy A. Vogel, Guest Columnist

Since the middle of the last century, leaders and managers have been told that one of their primary responsibilities is to motivate their employees. This is a myth! People can only motivate themselves - no one can do it for another person!  ...Read More

 

Job Descriptions: How to Make Them Work for You 

Part 3 of 3

 

We've talked about how to write job descriptions and the critical components that should be included.  But how do you get the information you need to create up-to-date and accurate job descriptions for your organization?

 

First, let's discuss some key terms.  A job, can be defined as a collection of tasks, duties and responsibilities assigned to one or more individuals and with the same nature of work being performed at the same level.  Job Analysis is the process offormally identifying the most important duties, responsibilities and knowledge, skills and abilities (KSAs) of a position.  Job Design is simply task determination; what specific responsibilities will be assigned to a particular job in your organization?  ...Read More

Engagement is a two-way street!


Employees who are energized and engaged benefit from a culture of outstanding customer service, as these same employees take the extra step to ensure that customers are happy as well, because their loyalty to the organization creates loyalty and a vested interest in profit or other growth.  Leaders must model this culture on a daily basis and the responsibility of building energy and creativity must be with supervisors organization-wide, not just in HR.  Listening is critical - front-line employees and first-line supervisors know best what makes customers the happiest and what drives them away.  For more on this topic, click here to read the full blog article in the Harvard Business Review.  http://blogs.hbr.org/2014/01/the-four-secrets-to-employee-engagement/ 

  

We hope you enjoyed this addition of Reach. As always, please feel free to share your thoughts with us, as well as pass on this eNewsletter to anyone you think might benefit. 

 

To reaching success,

Paula M. Singer Lorraine Kituri

 

 

 

 

 

Paula M. Singer & Lorraine Kituri 

 

The Singer Group, Inc. | 410-561-7561 | contact@singergrp.com | www.singergrp.com
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