Performance Management Starts at the Top

Do your business goals include customer satisfaction? Customer loyalty? Employee retention? Community recognition? Industry leadership? Learn how C.O.R.E. Leadership Retreats are customized to meet your business goals.

Managers Develop as Well as They Manage

Performance management produces improvement. Engage your managers in the performance management commitment and see your employees develop. Learn how C.O.R.E. Academy develops managers who lead.

Keynotes and More for Associations

Your association members are your customers. Our C.O.R.E. of Engagement programs guarantee members satisfaction. Learn how C.O.R.E. for Associations programs are customized to meet the specific needs of associations.

Experience C.O.R.E.

Generate continuous performance improvement with a selection of books, CDs, tips, audio teleseminars? and more.

KAPOW! 64 Blasts to Blow the Lid Off Your Job Perfomance (paperback)

Eighty easy-to-read pages give you sixty-four Blasts to apply to four areas of Perfomance Improvement: Awareness, Appreciation, Strategy and Accountabillity.

Batteries Included: How to Charge and Recharge Your Creative Cells (paperback)

Light up creativity every day, in every way. You’ll get ideas can use at work, share with your employees, and apply to your personal development…

C.O.R.E. Performance Management

C.O.R.E. Engagement helps your organization design & refine business culture and improve performance management.

June 30, 2009

Generating respect generates engagement


Generate respect.

Just two quick reminders:

First, your Employee Engagement Strategy can stimulate any of dozens of success results you and your company desire. The power of a fully engaged employee base motors your way to that success.

Second, five simple, yet dynamic tactics allow you to implement the strategy successfully. The previous four postings have given you Tactics 1-4 respectively.

Here’s Tactic #5: Generate respect.

Personal harmony among employees and between each employee and the manager/supervisor are instrumental to engagement. The more harmonious those relationships, the more willing the employees are to engage in their functions.

The great thing about respect is that it’s a two-way street. Walking one way guarantees a return journey. IOW, the more you display respect for your employees, the more respect they will return.

And that can become a continually reinforcing cycle.

So here are 3 suggestions, proven to generate respect:

  • Stick by the truth. Especially when it comes to bad news, be up front and authentic. No matter how well you can get away with padding the truth the moment, the naked truth will always (and all ways) come back to get you.
  • Celebrate employees’ success with recognition and appreciation. Show respect for specific engagement, for jobs well done, for extra efforts exerted. The celebrations need not be grand or glorious. Recognition, more than celebration, generates respect.
  • Remove poor performers, whether managers or employees. When employees provide valid, unfavorable feedback about their manager’s performance, keeping the manager on the job shows the employees their opinions are not respected. That works against your desire.