January 2018


What defines a high-performing organization?

The ability for an organization to perform adequately doesn’t begin with goals and end with results. High performance is paired with strategic organizational structure and goal output.

Company leadership paves the way towards effectiveness. Through strong leaders, comes engaged and passionate employees focused on the organization’s goals and values. Leadership must have the understanding of the importance of acknowledging strengths of employees and building through weaknesses. This cultural design will, in turn, result in employees understanding their role within the company.

Effective organizational processes and procedures also allows for businesses to see high-performing results. From HR practices to marketing tactics, organizations must have established processes to yield wanted results. Granted, not every position allows for a clean step-by-step process. Solidifying a clear path towards company goals will provide employees and management the proper tools to focus on success should a situation arise that may initially detract from that.

The ability to react appropriately to change and complications sets strong organizations apart from the rest. While laying out an ideal plan of action provides the proper support for success, when things don’t fall according to plan, it is important to have a system that adapts. Growing a staff and culture that is able to manage a shift in plans, shows the strength and longevity of a company’s future.

Is your company brand more than just a logo?

In today’s society, attention is critical for success. If a company is unable to grasp and maintain the attention of customers, there is significant risk in getting lost in the mix of a hundred other businesses designed to provide their necessary services. The importance behind building a relationship beyond the brand name should be at the forefront of a company’s business model.

To go beyond a title and design on the company letterhead, there must be support, guidance and belief to push towards overall success. A company should be recognized by what it can provide both internally to its employees and externally to the community.

Offering the opportunity for employees to “buy in” to the process and ultimately, the success of the brand will translate to customers buying in as well. When employees are satisfied with the organization they are a part of and its values, it is much easier to attract customers who are satisfied with what the company offers as well. Employee benefits, incentives, and recognition opens the door for employees to create a cycle of positivity as they begin to recognize the support given, appreciate the opportunity and project the company values into customers.

Externally, standing out to your customers should also be more than the obvious. It should be supported through interactions, consistency, availability and appreciation. Having a brand that guarantees pleasant interactions, consistently provides a satisfactory product and/or experience, goes beyond the status quo. Acknowledging the dedication of loyal customers is guaranteed to maintain consumer share of mind.

While other companies offer the same products and services, going above and beyond for both customers and employees, will help the company become a brand, distinguishing itself from the competition and paving the way toward a tenured future.

Employees, when is it time to walk away? Employers, do you see the signs?

At any moment in your life, knowing when to walk away is difficult. Whether it be a professional opportunity or current career path, recognizing the signs of when to continue on is not always apparent.

From both an employer and employee perspective, the understanding of betterment for the future may be clouded by current situations. Once employees begin to recognize a needed change, their production is also affected tasking employers to take notice and recognize the same signs.

A lack of passion is a key indicator that it is time to move on. While it is completely normal to feel a lack of purpose occasionally, a continuation of that feeling shows a sure sign that the current position is not right. This demeanor is noticeable by both employees and employers as it affects task outcome and workplace morale.

Recognizing an inability to advance professionally signals a time to move on. As an employer, the potential of all employees should be top of mind and, if an individual has reached their full efficacy, it is important to allow them to continue toward maximum growth and encourage forward progression. On the contrast, as an employee, if the main focus is continued advancement and that is no longer possible, recognizing how talents can be utilized elsewhere within the company will prove to be more beneficial in the long run.

If there is not significant growth being seen, other opportunities should be considered. Employees should continuously bring amelioration to their department and the organization. Whether it be through workplace culture, task production or leadership, an employee should positively impact and strengthen the workplace. Conversely, an organization should do the same for its employees by supporting their needs, encouraging their progress and compensating accordingly. If a position or workplace growth is stunted, it may be time to walk away.