Dr. Cesar Azurin Mansibang’s Post

Why Your Best Employees Are Losing Steam: The Real Cost of Ignoring Engagement Erosion 🚀 Have you ever wondered why even previously enthusiastic employees start losing their spark? It might not just be a bad week—it could be a symptom of a deeper problem known as #EngagementErosion. In today’s fast-paced work environment, keeping your team motivated, creative, and satisfied requires more than just a paycheck and culture. It demands an operational model that adapts, inspires, and empowers. ⚙️ But how do you identify and combat this silent threat? The answer lies in our innovative approach called Dialog-Driven Design (DDD). DDD is an effective framework based on 5 principles. It is specifically designed to revitalize operational processes and rekindle the fire within your team. 🌟 Ask yourself: - Are project delays becoming the norm? - Is your team’s creativity drying up? - Do your employees feel valued and heard? If you nodded along, it’s time to explore how Dialog-Driven Design can turn the tide. Let’s reconnect, re-engage, and reignite your team’s passion for excellence. Step away from the brink of Engagement Erosion and discover how we can transform your operations into your competitive edge. 🚀 #EmployeeEngagement #Innovation #OperationalExcellence #DialogDrivenDesign

Absolutely! These feedback sessions are akin to uncovering invaluable insights! 😄 Just yesterday, while discussing our latest concluded audit engagement with one of the Managers from the US, I couldn't help but feel ecstatic at remarks like 'Our team's technical knowledge is top-notch!' 🚀 It's always gratifying to hear such affirmations about our expertise along our professional journey. Here's to more enlightening sessions ahead! 🌟 #FeedbackIsGold"

We talk a lot about company culture and the importance of it, but could you pinpoint the top signs of bad company culture? Join me over the next month as we dig into the seven signs of bad company culture! 🚫 **BAD COMPANY CULTURE SIGN #1: NO CORE VALUES** In the fast-paced world of business, core values are the North Star that guides a company through its journey. They serve as the moral compass, shaping every decision, interaction, and strategy. Without these guiding principles, a company risks drifting aimlessly, lacking a clear identity and purpose. Core values are more than mere words on a wall or a page in an employee handbook. They are the very essence of what an organization believes in, the foundation upon which its culture is built. When core values are an afterthought, or worse, non-existent, it's akin to embarking on a voyage without a map or destination in mind. **Why Are Core Values Crucial?** 1. **Unified Purpose:** Core values unify a team, providing clarity about the collective goals and principles that drive the organization forward. They create a shared language and understanding, fostering a sense of belonging and purpose among employees. 2. **Decision-Making Guide:** In the absence of core values, decision-making becomes arbitrary and inconsistent. But when well-defined, they become a reliable guide, helping teams make choices that align with the company's mission and vision. 3. **Employee Engagement and Satisfaction:** Clear core values empower employees, giving them a sense of pride and ownership in their work. They feel connected to something bigger, which leads to higher job satisfaction and engagement levels. 4. **Brand Identity and Reputation:** A company's core values are a public statement of its character and integrity. They influence how the company is perceived by customers, partners, and the wider community. Strong core values build trust and credibility. **Choosing the Right Core Values** Selecting core values is a strategic process. They should resonate with the company's mission, reflect its desired culture, and align with the aspirations of its employees. It's about more than just words; it's about embodying them in every action, decision, and interaction. Core values aren't just buzzwords; they're the bedrock upon which successful companies are built. As leaders, it's our responsibility to ensure that these values are not only defined but lived and breathed by every member of the team. 🌟 Learn the seven other signs of bad company culture -> https://lnkd.in/g5QUJy4z #CompanyCulture #CoreValuesMatter #BusinessSuccess

Brand your #PerformanceManagementFramework – It works Have you ever thought about internally #branding your #PerformanceManagementFramework? As I have been emphasizing in my all-earlier publications, that #PerformanceManagement is a strategic tool deployed to know and steer desired organization performance level. And being strategic in nature, must be fully embedded in the organization. Giving a specific name to your performance management tool, called #TheBrand, has got several strategic and practical reasons, which in will unfold in next paragraphs. While finalizing a unique name #TheBrand for your #PerformanceTool, organizations must be cognizant about the intent [the focus of performance], Cultural priority [resonate to the mission & corporate values], the ease [easy to remember & recall], the relatedness [to the business context], the positivity [connotation and motivation] and the catchy [attracts the audience to relate to and use as quick reference]. Here are great motivations for organizations to consider the practice of #Branding your #PerformanceManagementFrameworks. § It helps organization in repositioning themselves as they are moving away from traditional management approach to the most vibrant and dynamic ways of working. § A very well thought out name, can carry positive connotation [as people are usually getting sick of performance management approach] and helps in motivating employees. e.g., at #IBM it is called as #CheckPoint, and it focuses on milestones and their progress. Similarly, at #Adobe, they call it #CheckINS, meaning by regular and meaningful interaction. § It can be part of organization cultural narrative that the company wants to build, emphasizing specific behaviors or attitudes § The specific name, #TheBrand; will highlight the specifics, what organization values the most in performance management. e.g., At #Infosys, they call #iCount. Their emphasis has been individual contributions and accountabilities. § And finally, an appealing and easy to remember brand, likely to enhance #EmployerBrand, helps in buy-in, adoption and regular use of performance tool. Call to Action: By giving a unique name to your #PerformanceManagementSystems, your organization will enhance employee engagement and strategically highlight focus areas. This will not only help in differentiating you amongst others but also enhance acceptance among employees. Thank you! Open for ideas and thought leadership, collectively we can move the GAME! #PerformanceEcosystem #TheBrand #PerformanceBrand #Fairness

OD: Changing How We Do Change With a new Masters in Organization Development (OD) and Human Relations, you can imagine I am excited to bring all I learned to work. Not working directly in Change Management or OD, I set out to start some OD conversations, finding one interesting thing. The mindsets of leaders and managers do not fully perceive change through a modern OD lens, even if they work in Change Management or OD. Modern OD is centered around change, whether looking at changing leadership, teams, I&D, culture, community. But it does not focus on diagnosing needed change, as I found was prevalent in our traditional organizational practices. It focuses on discovering it. I talked to members of our fantastic change management team expecting to talk from Day 1 about OD, only to find that OD and Change Management were siloed in our organization. I talked to members of our amazing OD team, only to find OD change management focused more solely on culture. I jumped head first into I&D and found a great team open to exploring OD, as you might expect from a team dedicated to inclusion and diversity, but with I&D siloed from OD and Change Management, more a distant cousin, I&D change had more limited scope. I aligned with the idea of change in my love of OD. But traditional Change Management was about projects fully defined up-front, shared as stories told to employees. Whereas in the OD world, concrete, proven OD practices helped to engage large numbers of diverse employee stakeholders to discover and write their own change stories together. Engaging diverse employees on a large scale to discover and align on a change story with many facets, and then work together to tell it and bring it to life, each taking their own best possible steps in the way they needed. While many leaders and managers I talked to agreed with OD ideas, their minds were relatively closed to them. Perhaps too busy doing change the way they've always done it. Or too busy to pause and get curious about something new. I began to wonder more about why modern OD had so little presence in my organization, and others. One theory is because OD practitioners aren't boldly bringing what they do into the light of day. Many I spoke to said they don't even use the term OD at all, because people aren't ready for it. So they come in with OD through the back door. But why, I wonder? Perhaps it's the fact that OD delves into organizational mystery. It doesn't diagnose a change solution based on known facts that feel comfortable and sure up front. It takes known facts and then jumps with trust into the safe net of organizational strengths to find known, and as yet unknown diverse change needs. Not one change fits all up-front. I wonder if a lack of modern OD in how we change factors into the 70% change failure rate quoted for organizational change initiatives. And I wonder if it's time to trust in our organizational strengths and discover how to change how we do change?

Companies are made of people. Your employees are how your company innovates and thrives. So, why do we care about happy employees? Check out this article by Principal Solutions Architect Amanda Babb, CSM, SPC6 to learn why highly engaged teams outperform the rest and how they drive #agility across the enterprise. #EnterpriseAgility #Agile #ITConsulting #SoftwareConsulting https://prcp.io/3OTN121

Have you successfully implemented an action plan based on your employees' feedback? If yes, congratulations on taking the first step! But what's next? Without proper communication and adaptability, even the most well-planned initiatives can easily drift off course, resulting in lost engagement goals. This not only undermines your current efforts but also erodes trust in future initiatives. To prevent stagnation and keep your strategy on track towards improved engagement, you need to implement a results-driven and agile framework that tracks progress and adapts to changing circumstances. Our AFTER Framework is precisely designed to help organizations keep their action plans dynamic and on course toward achieving their engagement goals. 🚀✨ Don't let your hard work float away in space! Stay on track and discover how you use the AFTER framework, which goes beyond simply launching plans to ensuring that they reach their destination: https://hubs.la/Q02xC_0H0

This scorecard is designed to help score your organisation and teams against the criteria that are most important to digital culture. In Econsultancy’s report, Building a Digital Culture, author Neil Perkin describes company culture as “a catalyst for digital transformation, being a keystone in enabling both greater agility and improved customer experience.” But what precisely do we mean by digital culture? Perkin includes a definition: “A digital culture can be defined as the shared values, principles, expectations and assumptions that guide collective employee perceptions, understanding and behaviours to deliver optimal outcomes and experience in a digital-empowered world.” The report discusses what these attributes might be and builds towards the scorecard as an opportunity for reflection. You can click through to the article below to access a PDF version of the scorecard.

Have you ever wondered how empowering your employees to set goals, tactics, and vision can transform your company? Let's talk about Radical concepts for bottom-up management! In today's dynamic business landscape, traditional top-down management is giving way to a more inclusive and innovative approach: bottom-up management. This strategy, deeply rooted in Design Thinking principles, is not just a trend but a powerful tool to unlock creativity and drive business success. How does it work? Here are 5 key concepts of bottom-up management, with insights on implementation and their benefits: 1. Empowered Employees:   - How to Implement: Encourage employees to actively participate in decision-making processes. Implement suggestion programs, hold regular brainstorming sessions, and create cross-functional teams for diverse projects.   - Benefit: This leads to increased engagement and motivation, as employees feel a stronger connection to their work and a greater sense of ownership, resulting in enhanced productivity and innovation. 2. Leverage Diverse Perspectives:   - How to Implement: Create an inclusive environment where every employee feels comfortable voicing their ideas. Utilize tools and platforms that allow for anonymous submissions to encourage participation from all levels.   - Benefit: Harnessing a diverse range of perspectives leads to more creative and effective problem-solving, fostering a richer pool of ideas and solutions. 3. Enhance Adaptability:   - How to Implement: Encourage teams to be proactive in identifying market trends and customer feedback. Implement agile methodologies that allow for quick pivoting and adaptation.   - Benefit: This makes the company more responsive to changes in the market, leading to a competitive advantage and the ability to capitalize on new opportunities swiftly. 4. Build a Learning Culture:   - How to Implement: Promote a culture where trial and error are accepted parts of the process. Provide learning opportunities through workshops, seminars, and access to online courses.   - Benefit: Cultivating a learning environment encourages continuous improvement and innovation, leading to a more skilled and versatile workforce. 5. Foster Loyalty and Retention:   - How to Implement: Regularly acknowledge and reward employee contributions. Create clear career paths and provide opportunities for professional growth.   - Benefit: This approach enhances employee satisfaction and loyalty, leading to lower turnover rates and a more committed and experienced team. By adopting a bottom-up approach, companies can create a more dynamic, innovative, and resilient organization. It’s about harnessing the collective intelligence of your team and channeling it towards shared success. What steps will you take today to empower your employees and embrace this transformative approach? #leadership #innovation #designthinking #motivation -- Radical World

With BPAQuality365® https://lnkd.in/dwKrT84p users become active participants in improving the quality of products and services across different devices and platforms, such as phones, computers and discussions, enabling the future of work and reaching smart quality, https://lnkd.in/dwKrT84p Ensuring exceptional products and services isn't just a management responsibility – it's a team effort. Here are few suggestions to transform your employees from passive observers to active participants in the quality improvement journey: Foster a Culture of Open Communication Employees need to feel comfortable voicing concerns and ideas without fear of reprisal. Encourage open communication through regular meetings, anonymous suggestion boxes, and internal communication platforms. Empowerment Through Recognition Celebrate employee contributions to quality improvement. Publicly recognize individuals and teams whose ideas lead to positive changes. This reinforces the value of participation and inspires others. Idea Generation Through Gamification Make quality improvement fun! Implement gamified suggestion programs with points and rewards. This can encourage friendly competition and boost employee engagement. Cross-Departmental Collaboration Break down silos! Organize workshops or brainstorming sessions where employees from different departments can exchange ideas. Diverse perspectives often lead to the most innovative solutions. Transparency is Key Keep employees informed about how their suggestions are being reviewed and implemented. Share success stories of implemented ideas to demonstrate the impact their contributions have. Invest in Quality Training Equip your employees with the knowledge and skills to identify quality issues and propose effective solutions. Training on relevant quality control methods and best practices empowers employees to take ownership of quality. Lead by Example Management plays a crucial role in setting the quality improvement tone. Leaders who actively solicit employee feedback and demonstrate a commitment to quality inspire others to follow suit. Make Data-Driven Decisions Don't rely solely on gut feelings. Utilize data from customer surveys, internal metrics, and feedback platforms to identify areas for improvement and track the effectiveness of implemented solutions. Celebrate Quality Wins Acknowledge and celebrate not just major quality breakthroughs but also the small, everyday improvements employees make. This reinforces a culture of continuous improvement. Make Quality Improvement a Core Value Integrate quality improvement into your company's core values and mission statement. This emphasizes the importance of quality across all levels of the organization. #qualitymanagement #eQMS #audit #compliance #continuousimprovement #sixsigma