Often, good people do good work, but because they follow ineffectual processes or use outmoded systems, what results is suboptimal. For example:

• Performance evaluations don’t change performance as a rule.
• Hiring processes often don’t bring in a real talent match.
• Resentment is built from a pay program that seems lucrative to management and manipulative to employees.
• You are sending the wrong messages via systems and processes, such as
  1. Conducting an engagement survey that signals employees to expect change, when in actuality they may never see it
  2. Incentive programs that pay for static results when the business is dynamic, forcing decisions on people to choose between their own interests and the interests of the company
  3. Spending large dollars on training programs that imply change to the organization’s leaders, and pumps participants up to expect great things but returns immediately to business as usual.
• Lack of meeting management, so that people waste time, decisions are delayed, and coalitions are developed that outlive the work requirements.

If any of these areas strikes a cord with you, we want to help. Feel free to contact us for additional information!