Does everyone in my organization really understand their responsibilities, functions and tasks? Do all senior managers possess the tools to manage both the results in their area and their teams? Does each manager understand his or her responsibility in developing their team to achieve top performance standards? Do they have the right tools to do so? Do they actually know what those are? Do they know how to put them into practice? Do managers in your organization “micro manage”? How much do they trust their team and to what degree do they have a real rapport with them? Are they able to speak openly about all topics of concern? How do they manage conflict? Do you think that there are underlying issues that are never discussed and should be dealt with? What level of commitment do employees have with the organization? Are they results-oriented and if so, to what degree? What do they do internally to deal with these issues? Are they dealt with at all? What is internal communication like? Does the organization hold effective meetings?
Do they really know what factors motivate teams? Are they only monetary? And speaking of which, is individual remuneration high or low? What elements are included in this calculation? Is your compensation model really aligned with the organization’s strategic objectives?
Ninety percent of people who quit their jobs do so due to incompatibility or disagreement with their superiors, for lack of recognition or career advancement and not because of their salary?
The key elements that employees value the most are support, constant guidance from their superiors and positive recognition and feedback for their efforts.
More than 60% of people think that meetings in their organization are a waste of time and serve no purpose at all.
If any of these questions and statistics sound familiar, at Dakota we have the solutions for you and your organization. We have experience in: