Stakeholder Analysis, Project Management, templates and advice. This is step 4 of a 4 step guide to Stakeholder Management covering.
If you haven't read steps 1 - 3 you can access them here. What is Stakeholder Engagement? Finding a definitive definition of the term Stakeholder Engagement isn't straight forward. Various definitions are available driven by particular schools of thought or philosophies on organizational performance, change and sustainability.
View larger image of the stakeholder engagement model. Fewer than 40 percent of all hiring teams use any form of formal prehire assessment: Most managers look for relevant experience, college credentials, or GPA. When we hire people who fit, they perform well, and they love their work. The concept of culture has also become an important part of job fit. Zappos, a company that prides itself on culture as strategy, uses its 10 core values to assess people for cultural fit in the early stages of the application process. This type of assessment has helped Zappos maintain a high level of engagement, low turnover, and its place among one of the best customer-service providers in online retail.
Research also shows that meaningful work takes place in small teams. Finally, engaged people need time to think, create, and rest. A well-known retailer, for example, sends workers home when the store is slow. Then, when things get busy, they return to the store. This company is one of the most profitable in its industry, in part, because slack time gives its workforce the freedom to take care of their home lives and put more effort into their work.
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It may seem counterproductive to let people take time off during the week, but in fact the opposite is true. Overworked people tend to burn out, produce lower-quality output, provide lower levels of customer service, become depressed, and sometimes just flail around in their exhaustion. The second element of an irresistible organization is the one business and HR leaders think about the most: In many ways, management is the most important capability we have.
CEOs can create strategies, investors can optimize capital, and marketers can create demand, but when it comes to building products and offerings, serving clients, and developing internal processes, middle managers make things happen. Investment in fundamental management practices has a tremendous impact on engagement, performance, and retention.
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In our review of engagement issues, the first area we found is the importance of simple, clear goals. When people have clearly defined goals that are written down and shared freely, everyone feels more comfortable, and more work gets done. Goals create alignment, clarity, and job satisfaction—and they have to be revisited and discussed regularly.
Goal setting is a challenge. Only 51 percent of companies even attempt to develop aligned goals, and, among these, only 6 percent regularly revisit them. We found that companies that revisit goals quarterly have threefold greater improvement in performance and retention than those that revisit goals yearly. High-performing managers create simple goals, make sure they are clear and transparent, and revisit them regularly. Google, for example, uses an agile goal-setting process called OKR objectives and key results , which was originally developed at Intel.
At Google, this creates alignment because employees can see who is dependent on their work. The second management practice that drives engagement is coaching.
Becoming irresistible: A new model for employee engagement
While directed management is important, it plays a smaller role than one might think. It is the coaching and development role of management that is the most valuable. What makes a great coach? Organizations with high levels of employee engagement focus on developing great leaders. They invest heavily in management development and ensure that new leaders are given ample support. High-impact leadership organizations spend 1. The fourth issue is the need to simplify or reengineer the annual performance appraisal.
This process, which has been institutionalized in more than 75 percent of all the companies we visit, is among the most damaging and disheartening process employees face each year. Only 8 percent of surveyed companies think the process is worth the time they put into it, and the focus on rating and ranking takes the focus away from the coaching and development that people often desperately need.
In many companies, the process does not involve enough continuous feedback, places too much weight on the actual rating, and often does not encourage hyperperformers to perform at an even higher level.
- 2. Put your child in the driver's seat as much as possible;
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This culture of continuous development is a management culture widely used in high-engagement companies. The third major element of an irresistible organization is the need to build a flexible, humane, and inclusive workplace. Most employees today have complicated lives. Studies show that 68 percent of women would rather have more free time than make more money, and while 40 percent of professional men work more than 50 hours per week, 80 percent would like to work fewer hours.
Free food, yoga classes, happy hours, commute buses with Internet access, and even free laundry service have now become commonplace in high-pressure companies across a wide range of industries. In addition to such benefits and employee wellness programs, research also shows that open, flexible workplaces have a major impact on engagement. They bring executives out into the open Mayor Bloomberg created an open work space in New York City, which was credited with bringing teams together to rapidly respond to city crises ; they enable people to meet more easily The new circular Apple campus is designed to encourage groups to meet others ; and they give people highly flexible places to work, depending on the way they feel on a given day Zappos lets employees work from local restaurants, where the company pays for Wi-Fi.
Research shows that introverts still want a quiet office, but modern workspaces give people the flexibility to be together or alone, depending on the task at hand. A second key engagement driver is the need for continuous and ongoing recognition. The key to success here is to create a social environment where recognition can flow from peer to peer, freeing managers from being the judge and jury of employee recognition. Companies that build this culture see tremendous impact. When JetBlue implemented a peer-to-peer recognition system focused on company values, employee satisfaction surged by 88 percent.
Researchers have proven that when you thank someone, it releases oxytocin, a hormone that makes people more relaxed, collaborative, and happy. Finally, highly engaged workplaces are also inclusive and diverse: People feel comfortable being themselves. While 71 percent of organizations try to foster diversity and inclusion, only 11 percent have such an environment today. Diversity and inclusion is not an HR strategy; it is a business strategy. Not only do diverse workplaces attract people from a wider sample, research also shows that teams that operate in an inclusive culture outperform their peers by a staggering 80 percent.
How do organizations become more inclusive? Inclusion usually comes from the top: Leaders must overcome their unconscious biases and make every effort to listen, create open forums for discussion, and promote people with varied backgrounds gender, nationality, race, age who embrace listening and inclusive values. Our research shows that inclusion, unlike diversity, is a cultural issue—one that requires support from top-level leaders as well as all levels of management. We often go to work with selfish interests.
Most engagement research shows that learning opportunities, professional development, and career progression are among the top drivers of employee satisfaction. Employees under the age of 25 rate professional development as their number one driver of engagement, and this is the number two priority for workers up to age Building opportunities for growth is a complex and systemic challenge. First, there must be developmental opportunities, both formal and informal, that let people learn on the job, take developmental assignments, and find support when they need help.
This means designing onboarding and transition management programs, developing a culture of support and learning, and giving people time to learn. Second, a company must support and honor what we call facilitated talent mobility. Most people will not be promoted every year or two although high-potential Millennials often expect it , but they want to feel that they are growing and can take on new assignments in their chosen area.
There are seven fundamental learning styles: For example, children who are visual learners learn best by seeing how things work. Conversely, children who are auditory learners learn best by listening to things being explained. For young children, it's beneficial to explore and employ different types of learnings styles. Enthusiasm rubs off, especially when it comes to learning new things.
If your child or student sees that you're sincerely enthusiastic about learning, they're likely to become enthusiastic about learning. Whether it's history, science, reading, writing or even math, help him see that learning is a journey of exciting new discoveries. Take every opportunity — without being overwhelming or overbearing — to discover new information with him.
Stakeholder Analysis, Project Management, templates and advice
As your child sees the joy and excitement learning brings to your life, he'll begin to share your enthusiasm for learning new things as well. Game-based learning is not a new concept. It's been around for a long time. Game-based learning can be very advantageous for many reasons. Using games as an education tool not only provides opportunities for deeper learning and development of non-cognitive skills, it helps motivate children to want to learn.
When a child is actively engaged with a game, their mind experiences the pleasure of learning a new system. This is true regardless of whether the game is considered "entertainment" e. Games that are entertaining provide the added benefit of motivating children to want to engage in the learning process and want to learn more. Game-based learning is also an effective motivation for team-based learning — which can be particularly beneficial for children in a classroom setting. Students typically try harder at games than they do in courses.
Games are more engaging. There is also the competitive aspect to playing games. Students are trying to compete or win, on behalf of themselves or their team. They may strive to perform at a higher level in an effort to earn more points for their team or because they want the opportunity to play. Game-based learning is a great way for parents and teachers to introduce new ideas, grammar, concepts, and knowledge in a way that motivates children to learn.
Instead of asking your child how he did on his math test as soon as he gets home from school, have him teach you what he learned in math today. Focus on what your child is learning, as opposed to how he is performing. While performance is important, focusing on his learning experience will 1 communicate to your child that actual learning is more important than test grades, 2 results are not the most important thing, 3 you're more concerned about him than you are about his performance and 4 by focusing on his learning experience that day you'll provide him the opportunity to put into his own words his lesson and solidify what he's learned.
Helping your child organize his papers, books and assignments will go a long way to helping him feel motivated to learn. Disorganization is typical among young school age children, but it can also lead to a feeling of being overwhelmed. Overwhelmed children spend more time and effort being frustrated and worried than they do learning.
Be patient, but consistent, in helping your child organize his school supplies and assignments. This will help him feel in control, less overwhelmed and more motivated to learn. No matter how small they may be, it's important to recognize and celebrate your child's achievements. This is especially important for elementary age school children who require constant positive reinforcement to keep them motivated to learn and challenge themselves to do better.