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Scoop.it!
Barry Deutsch's insight:
The challenge of performance management is how to keep aiming for exceptional results, flawless execution, and better than average outcomes -- without stressing your workforce to the point of breaking. Good insights from this HBR article. 
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What defines a great workplace culture? It may not be what you think
Barry Deutsch's insight:
Interesting variety of perspectives on work culture and the implications for the future. Do any of these descriptions match your company culture or issues?
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If leaders take the following actions to improve employee engagement, business performance can improve dramatically.
Barry Deutsch's insight:
Good reminder of a few key things that you can do to increase employee engagement, especially showing how much you value their contribution.
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Alfred Lin and Brian Chesky explain what culture is and how to build a strong one.
Barry Deutsch's insight:
Good article about defining the ambiguous term of culture, quantitative research, and the value of having a strong culture. Are you able to look at your business or organization through the same lens?
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How employers can attract top performers through company culture.
Barry Deutsch's insight:
Good article by Mashable on some of the core issues of culture, attrition, and attraction. Even though the article is over 2 years old - every point made is still right on target today.
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Information on what company culture is, why it important in the work place, and how to assess a company's work culture.
Barry Deutsch's insight:
This is written from the perspective of a candidate doing research on a company to figure out what their culture is like. The flip side from the organizational perspective is figuring what is our culture, how do we articulate it, does it matter, and is it important to our success. Could you do this with your culture?
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Does your workplace have a high-trust culture or a low-trust culture? Read on to see which workplace description matches your daily experience. Hint: if you're constantly stressed and exhausted, you're probably at a low-trust workplace.
Barry Deutsch's insight:
Interesting perspective on a calculation of hours comparing a strong culture to a weak culture. How much productivity are you losing because you're unwilling to invest the time to develop a thriving, positive, energized, and engaged culture?
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The right cultural foundation and the right priorities now could help your organization realize significant performance improvements. It might also deliver some of your strongest value propositions that can place you decisively above the competition. Read on to learn more.
Barry Deutsch's insight:
I've been curating a lot of articles recently on culture, vision, values, mission, and retention - and how they are all related. Now in an article in Forbes comes some validation of the link between the idea of defining your culture (possibly improving it) and outcomes/results. How well defined is your culture - have you benchmarked yourself against your closest competitors for who has the more engaging, positive, and attractive culture?
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If you run a team or business, your employees could be mentally checking out because you haven't created a company culture centered around your goals.
Barry Deutsch's insight:
In a Forbes article, it was pointed out that 48% of all employees don't like their jobs. The author in this article talks about the underlying cause being a lack of communication on a variety levels by the CEO and executive team. What are you doing to improve communication aimed to improving engagement, and reinforcement of your culture and values?
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It’s a mix of organization, priorities, trust, and leadership.
Barry Deutsch's insight:
How to chase the elusive productivity holy grail. Perhaps, we should take a page from Google and Apple how they drive an extraordinary level of personal productivity.
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Rudeness and bullying are rife, says Stanford professor Bob Sutton. Wise leaders figure out how to fix their teams and organizations; and they start by taking a long look in the mirror.
Barry Deutsch's insight:
How much does the CEO or senior management team contribute to workplace dysfunction or culture problems?
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New research finds that only 15% of employees believe that their organization Always openly shares the challenges facing it. And if an employee does believe that their company Always openly shares the challenges facing it, they’re about 10 times more likely to recommend it as a great employer.
Barry Deutsch's insight:
This article from Forbes talks about the need to be transparent, open, and communicate more effectively with employees about company issues, challenges, problems, and opportunities. Most employees feel like mushrooms - in dark about what's happening to the place they spend most of their waking hours. Better communication is a key element of a powerful and successful culture.
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Looking to recruit the best employees and minimize employee turnover? Look first to your company culture.
Barry Deutsch's insight:
Are your company values aligned with your culture - have you done a check around this area recently. Many employees are not engaged when these two are misaligned.
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"Plenty of workers fib to get an extra day or two off. So ditch sick days for a different policy that can actually boost engagement."
Barry Deutsch's insight:
This article in Fast Company surprised me. First, I never imagined calling in sick was that big of a productivity loss, and that so many employees abused calling in sick. Creative approach to fixing this problem.
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“Culture eats strategy for breakfast.” It’s a statement attributed to Peter Drucker, the famed management guru, and a concept that many business leaders ascribe to. I like to quote it, and I want to believe it, but is it true? There are great companies that have a great culture. I like to use Southwest Airlines …
Barry Deutsch's insight:
Interesting article weighing the issue of whether it's about the people or about the products/services. If it's your people that make a difference, then what's the implication of good vs. poor culture?
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“Culture eats strategy for breakfast.” It’s a statement attributed to Peter Drucker, the famed management guru, and a concept that many business leaders ascribe to. I like to quote it, and I want to believe it, but is it true?"
Barry Deutsch's insight:
Do you have a great culture? Have you considered what needs to be improved in your culture? What would you like to emphasize about your culture? How does your culture compare to other competitors for the same products/services or talent?
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Each culture has different tactics and unique qualities. But, universally, culture is about the employees and making sure they have a fun and productive working environment.
Barry Deutsch's insight:
The core idea behind this article is that it is important to get more employees to exhibit "discretionary effort" - proactivity, initiative, anticipatory behavior. It's about doing more than you are asked to do, going beyond the rock-bottom performance level we'll tolerate and and allow you to keep your job. What's one of the key elements behind discretionary effort - a great culture that engages employees. Where do you stand on making your culture GREAT?
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From
tsss
“If the company doesn’t have a codified culture, employees and managers will manifest whatever culture they’ve learned in the past and are coming in with,”
Barry Deutsch's insight:
Do you have a codified definition of your culture that includes a values statement - with consequences/recognition wrapped around it? Interesting article by the CEO of LinkedIn about culture. Good quote "“If the company doesn’t have a codified culture, employees and managers will manifest whatever culture they’ve learned in the past and are coming in with." This was pretty Pat Murray's comment on culture 25 years ago when I saw him present in my Vistage Group. Where do you stand on codifying your culture?
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Interesting article on HBR regarding the balance of holding people accountable to results, outcomes, deliverables, KPIs, and metrics - yet also providing enough autonomy in jobs so that employees are compelled and excited about their roles.