How Could Organizations Get Superior Performance from Employees? - Kevin Wilde, Dan Cousins & Kee Meng Yeo

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Business & Mgmt

Published on February 20, 2014

Author: MarcusEvansHR

Source: slideshare.net

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Interviews with Kevin Wilde, Dan Cousins and Kee Meng Yeo, speakers at the marcus evans Corporate Learning & Talent Development Summit 2014, taking place in Amelia Island, Florida, April 6-8, 2014.

Corporate Learning & Talent Development Summit 2014 6 - 8 April 2014 executive perspectives speakers from the CLTD Summit 2014 discuss… How Could Organizations Get Superior Performance from Employees? Kevin Wilde, CLO and VP Organizational Effectiveness, General Mills Experience has taught me that great performance from employees starts with their immediate manager. In the hands of a great boss, people get inspired, talents come out, problems get solved and the organization heads in the right direction. Developing great managers starts with expectations. We are all here to do great work, but the role of the manager is to inspire and grow employees for that performance. Expectations should be reinforced with quality training, coaching and role modeling from the next level up; a multilevel engagement. Employees also need feedback to know how they can improve. Olympic athletes watch videos of their performance and get feedback from their coaches to have an accurate picture of how they are doing. Dan Cousins, Vice President of Learning and Leadership Development, Safeway Employees thrive in environments where they feel they are valued for who they are and know that their work is important. Some organizations exist to deliver products or services that feel “meaningful” in themselves; I know some people who really feel like they are changing the world every day. Every leader has the opportunity to create that sense of individual purpose. I know I have worked harder and smarter for bosses who took the time to notice what makes me tick, and who always respected my need to understand how my assignments and extra effort contributed to team or company goals. This effect does not diminish as you rise in an organization. We all respond to being recognized as individuals, while feeling part of something bigger. This is why we emphasize seemingly simple skills like Feedback in even our most senior Leadership Development programs. Real engagement is a choice every employee makes, and focused attention and sincere recognition (or redirection) from a leader can make all the difference. Kee Meng Yeo, Head Global Talent Development, Amway A key area demonstrated by research that enables high organizational performance is employee engagement. Organizations generally look at whether employees are thinking, feeling and acting positively about the company. At Amway, we don’t just worry about engagement but also how to ensure it is sustainable. Are employees burning out as we drive towards a high performing organization? Is it having a negative impact on their health? To ensure a sustainable engagement environment, we want to ensure that employees have the right tools and access to development opportunities that enable them to do their jobs. The other factor is whether employees are energized. In addition to having a safe and pleasant physical environment, it is also about being surrounded by diverse people who can challenge their development and growth. These three factors working together result in an engagement environment that is sustainable within a high performing organization.

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations. About the Corporate Learning & Talent Development Summit 2014 This unique forum will take place at the Ritz-Carlton, Amelia Island, Florida, April 6-8, 2014. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. Among others the Summit includes presentations on leadership training and development, succession planning, corporate culture and onboarding. www.cltdsummit.com Please note that the Summit is a closed number business of event participants and the strictly limited. Contact Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division Tel: Email: + 357 22 849 313 press@marcusevanscy.com For more information please send an email to info@marcusevanscy.com All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com About marcus evans Summits marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, case studies, roundtables and one-on-one business meetings. For more information, please visit: www.marcusevans.com Upcoming Events HR Summit (Asia Pacific) - www.hranzsummit.com To view the web version of this interview, please click here: www.cltdsummit.com/KevinWilde-DanCousins-KeeMengYeo

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