Performance Management Company Blog

Ideas on People and Performance, Team Building, Motivation and Innovation

Tag: research statistics on performance and motivation

Enthusiastic People Accomplish MORE

This is NOT rocket science, but the general reactions of so many make it seem like this should be a Big Surprise:

In places where there is high morale, there is higher performance.

This from Sirota Consulting and their research:

Crazy!  Ridiculous!  But in fact, we found that high-morale companies outperformed their industry competitors in 2012 by 368% when considering year-over-year stock market returns.  We discovered this when working on the second edition of our book, The Enthusiastic Employee.More specifically, we found that companies with high morale (those with scores at the 75th percentile or higher who ask “overall satisfaction with their company” on their annual employee attitude surveys) had stronger year-over-year stock performance than their industry counterparts.  These high-morale companies averaged a 15.1% improvement in their stock price, while their matched industry comparisons averaged only a 4.1% year-over-year improvement, a difference of 11 percentage points or 368%!  Moderate-morale companies (companies scoring between the 25th and 75th percentiles on employee attitude surveys) matched their industry counterparts (only a 0.8 percentage point difference), and the low-morale companies were 166% (or 13 percentage points) lower than their industry counterparts.

Are these results a fluke, a chance occurrence in this particular period? Well, we have been able to replicate the results every year we have analyzed employee morale measures against companies’ stock market performance.

They expand on the numbers and their conclusions in their blog post, which you can find here.

We feel the same way, and do not think it is real rocket science to figure out how to establish a positive work culture.

Square Wheels image: Celebration key to involving me

It is about innovation and improvement, celebration of accomplishments, and a continued focus on how to better compete and perform in the marketplace. It is about people — it is always about people!

As they said,

“In these companies, relationships between management and employees are based on mutual obligations grounded in performance; high levels of trust, transparency and collaboration; and shared rewards.  In both good and difficult business conditions, the employee enthusiasm generated by this kind of corporate culture is a huge factor in their business success.”

At PMC, we sell simple tools to involve and engage, to enable motivation and innovation and workplace improvement,

For the FUN of It!

square wheels author

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

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Trust is the Residue of Promises Fulfilled.

My good friend Frank Navran told me that 20+ years ago and it was certainly a great way to remember a really important factor in human relations.

Trust is the promises fulfilled.

So hard to build, so easy to damage. Hard to repair.

In the workplace, it is one of the really key factors in engagement and overall morale. If the workers do not trust their manager, and that can happen at any level, it is really hard to do those things that make an organization successful. People will avoid risk, bond together against leadership, etc.

The word “sabotage” comes from the French word for wooden shoe. Those were often found in the machinery during the French industrial revolution (and elsewhere) as managements tried to implement change and process improvement. If you have a valuable employee, why simply generate distrust and antagonism when you can find some way to use the positive energies and enthusiasm for business improvement?

Gallup posted up some research results recently. They asked,

“Please tell me how you would rate the honesty and ethical standards of people in these different fields – from very high, high, average, low, or very low? How about X, where X was randomized across different surveys.

Gallup

Nurses were highest, followed by pharmacists and medical doctors. Healthcare came out pretty good, and we hope that it should. Dentists did well, too.

Not so good? The predictable “Car salespeople.” Okay, that was not unexpected, right?

But how about Members of Congress (54% rated Very Low and Low) and Senators (45% VL and L)? I mean, well…

Car salespeople CAN do things to build trust over time, like fairly representing their products and prices and all that. I would go back to Wendy again and even got my daughter a used car from her.

But what about “our elected representatives?” Is it too late for democracy? CAN they actually do some things to rebuild trust? One would hope.

Interesting, is that line for “Business executives.” They actually rank lower than Bankers. While 50% rate them Average, fully 27% rated them VL or L. (I sure would have liked to see them add in “your supervisor” and “your boss’ boss” but what the heck, there are plenty of other stats out there that indicate that improvements in that are possible…)

Yeah, Trust is the residue of promises fulfilled. And they should and can do some things differently to generate more alignment and congruence in their behavior, which would have significant impacts on the perceptions of their people. We have some really strong and ethical leaders out there (and we did not need former GE CEO Jack Welch embarrassing us on the accuracy of the job numbers just before the election — he did himself and all CEOs a great disfavor, IMHO, for political reasons.)

Trust is Residue butterfly guy blue

We have a great need to re-engage people. When surveys show that engagement has actually dropped from 23% to 14% recently, that is a signal that change is needed. We need to do some dis-un-engagement and engagimentation, we need to so some team building and leadership development. We need to get more people believing in more positive things about the corporations that are critical component of the success of our country (and any country).

I trust that you have found this interesting and that you would find some of our toolkits for involving and engaging people to be of benefit. Click on the icon for access to information:

Square Wheels are simply great tools

 

Scott Simmerman

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

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