Are you able to attract, retain and engage top talent?  Effective Leadership is a key component in reducing the risk to an organization’s turnover and recruitment of their top talent.

Test Drive: Try It! Take the LPS Demo

How do you determine if your leadership is effective?

Of the many available tools in the marketplace today – none seem more meaningful than those that measure team members, directly.  This raw data and analytical interpretation of team members working for those in leadership positions provide Human Resource professionals and managers information necessary to control the workplace culture before explosive losses can occur.

According to SHRM, reasons organizations track turnover include the following: lost productivity during the time when positions are vacant; a loss of institutional knowledge; diminished productivity and efficiency from those who remain at the organization and must compensate for job losses by taking on additional work and subsequently training the new hire; hiring and onboarding costs for new employees; and, potentially, decreased customer satisfaction, which is a result of having fewer personnel around to handle requests. In other words, employee turnover can be very expensive and presents new management challenges, so it is “more efficient to retain a quality employee than to recruit, train and orient a replacement of the same quality.

SHRM continues “…To combat sudden upswings in voluntary turnover, organizations should consider tracking turnover metrics in order to manage their existing and future workforce. Inevitably, attrition rates vary between organizations because of the distinct characteristics inherent within different industries. To reduce turnover, organizations must focus on retention efforts of current staff, but also not neglect recruitment. Once new employees are brought on board, consider how these new hires are socialized to organizational culture. Understanding how they fit in within their department and the organization overall is an important factor to overall job satisfaction and engagement.”

PEP_Screenshot3Screenshot of the PEP Dashboard

Cascade Consulting Group (CCG) measures effective leadership using a Personal Effectiveness Profile (PEP) assessment which then produce what we refer to as a Leadership Performance Score (LPS).

Test Drive: Try It! Take the LPS Demo

PEP measures 3 areas of performance: Character, Competence and Servant Leadership.  Managers or supervisors receive a score from each category that is based on a 1/5 scale.  Additionally, a PEP provides a place for open comments from peers and team members that can expose problem areas that may be overlooked in the assessment score.  Comments are characterized by decision making, task management, leadership and listening skills, emotional intelligence and servant leadership.

The results of the Personal Effectiveness Profile (PEP) are collected, tracked and reported in real-time using SBP360′s PEOPLE engine of the triple bottom line sustainable business practices software.  The deployment of a PEP is effortless and requires little training.  Once launched, organizations can watch the results report from all locations on SBP360′s web enabled dashboard.  Comparisons for year-over-year are available to help managers and supervisors trend toward continuous improvement.

Over time, cultural improvements lead to continuous improvements – PEPs provide companies the necessary outlet and scoring mechanism that channels clear expectations for managers and supervisors which then drives performance and team collaboration which ultimately reduces turnover and improves effectiveness.

{ Comments on this entry are closed }

Shifting Towards a Sustainable Supply Chain

by SBP360 on December 19, 2012

Over recent years ‘sustainability’ has gone from a buzz word to a driver for change in almost any industry. Companies have realized great value in the triple bottom line-people, profit, planet-and have taken a serious look at how they can be a part of the Sustainable Business Movement. The initiative to take action within internal operations and external supply chain networks is great, but where to start? Do you know what to measure?  Who in your organization is responsible for collection?  What is the frequency for collection and how will it be reported?

Some years ago now, The Green Market blogged about Walmart and HP Sustainable Supply Chains leveraging their buying power to increase sustainability throughout their supply chains. Even then most changes related to sustainability made in organizations were powered from the bottom up, but HP and Walmart’s sustainable supply chain programs were being touted as pushed from the top down. This change of pace is now commonplace as companies place responsibility not only on themselves, but also their suppliers.

Read more…

{ Comments on this entry are closed }