Diagnostic Surveys
Conducting Effective 360 Reviews
By | On Jul 23, 2012 | CommentsThe 360o Review, if managed properly, is one of the most powerful diagnostic tools for a manager’s professional development and for upgrading management practices in general. The question is how to establish credibility and trust in the process. Here are some tips based on our years of experience in successfully conducting 360s:
Integrating the Pieces – Starting with 360
By | On Jul 23, 2012 | CommentsThe managing partner of a regional accounting firm has engaged us to conduct a comprehensive series of integrated mini-projects. The first step is to conduct 360o reviews for all the partners. The goal is to identify the strengths and areas for improvement of each individual and then leverage the results into a stronger, more focused organization that optimizes the talents of both partners and staff. Following the individual feedback and coaching to partners, we will:
Leveraging Employee Perceptions
By | On Jul 23, 2012 | CommentsWe just completed our fifth annual employee survey for Toronto-based Spin Master Toys, an international toy manufacturer with offices in Hong Kong, China, Paris, London, Mexico City and Los Angeles. The multi-language survey was used to gather employee feedback on a wide range of topics, including job satisfaction, quality of the work environment, compensation and benefits and confidence in the leadership team. The survey breaks out responses by location, by function within location and by function across the entire organization. With input from PSG, Spin Master uses the results to shape its future HR plans and initiatives.
Managing Up and Employee Engagement
By | On Jul 23, 2012 | CommentsIn our May newsletter, I mentioned that we were in the process of writing an article about the often neglected, yet important area of managing up. The article combines findings from our years of experience in coaching, training, 360s and employee engagement surveys, together with a survey recently conducted with a number of our clients. To view the shorter version titled “The Importance of Managing Up” and recently published by the Connecticut Business and Industry Association (CBIA), click here.
Managing for Success Roadmap
By | On Jul 23, 2012 | Comments
Employee Engagement Communications
By | On Jul 23, 2012 | CommentsPSG continues to focus on employee engagement since high employee engagement has extremely high correlation with performance, productivity and therefore profitability. Performance and productivity are a cornerstone of our practice with these surveys an essential diagnostic tool.
Stan Friedman, leveraging over thirty years of communications experience, has actively participated in major PSG international projects, focusing on organizational development and communication issues. He follows up on our previous article on employee engagement (July 2010 issue) with some tips on assessing organizational communications in this area.
Follow-up to Employee Engagement Survey
By | On Jul 23, 2012 | CommentsPSG’s experience is that nothing is more important than follow-up to and accountability for addressing the issues raised in your employee engagement survey. The fundamental is that expectations for change have been raised. Our suggested approach, based on the many surveys we’ve conducted, is as follows: