Creating a True Culture of Performance

The Employee's Mind Systematic Approach

Voice of The Team provides you with an affordable world-class alternative to what is currently being offered.

 

The five part integrated system is more robust than any others and has many integrated features that cannot be found anywhere else!

 

It is a flexible system so organizations can take advantage of the the best mix of the components as it relates to their needs and budget. They work well seperately and well together.

 

Our unique gap system gives you a weighting on the metrics that is specifically applicable to your unique situation. This facilitates fast and very focused priority identification and more extensive results.


Our methods, dashboards and scorecards give you an immediate, clear understanding of what’s really 'going on' and where the things are misaligned providing you with a cost effective method of improvement.


Some of the many benefits include; Unique gap analysis isolates priorities, multilingual capability engages all, advanced technology lowers price, measurable results from a customer perspective, online reporting is always accessible in real time, creation of a knowledge centre with best practices, a deeper understanding of the impact of stress, fewer “walls” between management & employees, lower absenteeism, lower health costs, and increased performance.

 

The underlying 'Science' behind the Three Gap Indices has been proven for over 15 years. The program is structured to include three categories of employee dimensions; The Culture Gap, the Engagement Gap and the Humanities Gap.

 

Based on NY Times #1 Best Selling Author, John King's Culture Map, the system shows you how to create a collaborative culture that will achieve high performance by enabling three factors are present; high engagement, high resiliency (capacity for greater engagement) and high humanity (do they treat each other well and with respect).

 

Each are critically important if the goal is sustainable performance. 

 

We consider each employee and each employee segment (and all of the many sub segments) as unique and the automated online reporting system allows you to easily understand and compare each in an almost unlimited number of ways while continuing to support personal anonymity.

 

In addition, we facilitate the Employee Customer Gap Analysis, which has the employees answer questions as if they were a customer so that you understand how the employees value customer related activities and how they view performance and the gap between the two.

 

The benchmark starts the process and the FeedFORWARD system takes prioritized information and feeds it back to employees to gain greater clarity and engage them in the process of problem solving or innovation.

 

 

 

The Five Steps of The Culture Gap Index

Part 01: Culture and Employee Engagement - The Core

The core components of Employee Engagement measure the extent to which employees are passionate about their work, emotionally committed to their company, their customers and to their coworkers.

 

One of the key unique factors about The Employee’s MindTM system is that we create a expectation gap index which allows you to easily understand thier engagement, and the gap between what is expected and what is being experienced. This natural prioritization allows you to focus on those items that are furthest away from expectation.

 

This is where we look at the 7 key drivers of engagement, which includes Intrinsic Motivation, Senior Leadership, Direct Management, People Practices, Resources, Managing Performance, and Recognition.

Part 02: Employee Resiliency (Capacity for Engagement)

While the core engagment system centres on the functioning of the organization, resliency deals with the inner functioning of the employee. 


We enhance employee engagement by combining questions around the 5 key elements of resiliency ultimately simplifing the complex mix of factors that affects employee performance. 

Part 03: Humanity (How Well People Treat Each Other)

A little known key area of sustaining high performance is in how well the employee treat each other ... their 'Humanity Factor'. High performance can often be achieved without respect however it is rarly sustained in its absence.

 

In partnership with Arizona State University Project Humanites, we have created a science around humanity and its impact on corporate performance.

 

 

Part 04: Customer Employee Gap Analysis

Another little known key area of engagment deals with the employees confidence in the organization supporting the customer experience and the employee’s efforts in delivering the customer experience.

 

To do this, the organization must understand the gaps between employee perceptions and those of the customers by asking employees to respond to a series of customer questions around priorities and performance “as if” they were a customer. 

 

The employee feedback is then cross-referenced with the customers’ feedback.

 

This encourages a team approach to improvement and does not contribute to traditional “walls” that exist between management and employees. Customer and employee feedback is non-debatable in nature and does not breed resistance.

Part 05: FeedFORWARD> for Dialogue

When management asks the employees for feedback, management inadvertently takes responsibility for change, often creating a “no win” situation where the employees (the many) are now waiting for management (the few) to act.

 

The initial analysis usually creates a lot of activity and a significant number of priorities … unfortunately with scattered focus. Once the reality of day-to-day demands returns, change initiatives are often abandoned or left unattended.
Voice of The Team FeedFORWARD> System puts responsibility back with the employees where it belongs.

 

The system organizes the feedback on engagement and generates an employee (and/or customer) list of prioirities. This list is organized and fed forward to employees and groups of employees to gain thoughts and ideas on how to solve problems gain efficiencies and innovate with new and better ways of doing things.

 

It is true crowdsourcing or what we call 'employee sourcing'. 

 

The priorities are tackled one at a time by the whole organization … as a focused and cohesive team. The employees work together (usually in functional or demographic teams) to discuss and implement methods to improve locally themselves (with latitude) and provide ideas on how the organization can support improvement. The results are captured electronically (in real time) to be used in data mining, education, training, awards, customer strategies, best practices and cross-functional improvement.


Then at a predetermined intervals, highlights of the solutions are shared and the process is repeated for the next priority.

Optimizing Mergers and Aquisitions

Optimize Cultural Fit 
Mergers & Aquisitions.

Rationale: Research indicates that the majority of mergers and acquisitions do not achieve their desired goals as a result of difficulties in dealing with customer and employee expectations. In order to minimize potential integration issues and strengthen position during the valuation process, organizations must focus on understanding customer and employee perceptions, as well as the nature of the relationships between the sales force(s) and the organization’s customers.

 

Who It’s For: Any organization that is looking to buy, sell or merge an operation.

 

What It Does: theMindSuiteTM due diligence solution helps any business manage its risks both, before an acquisition or after the sale during integration. Traditional ‘due diligence’ procedures tend to focus on the infrastructure, financial statements, product overlap, complimentary services, and resource redundancies. While any acquisition committee recognizes the importance of a strong employee team and loyal customer base, the lack of objective tools to provide measurable indices in these areas has been absent… until now! 

 

Before An Acquisition: Quantify Goodwill: Puts a measurement to actual ‘goodwill’, gain insights into the operations of a business, assess the risks and whether to proceed with the merger/acquisition, measure the value at which a transaction should be undertaken, determine the warranties and indemnities that should be obtained, accurate evaluation and measurement of customer and employee relationships can increase or decrease the value of the business.

 

After An Acquisition: Integrate: Ensure that the strengths of divisions/operations are properly identified, gain a solid understanding of customer and employee priorities, customer centric information for integration planning & strategic implementation, significantly higher levels of customer and employee retention, a solid understanding of customer, employee, and organizational priorities, identification of potential integration problems to help ensure a smooth transition, develop a true, measurable understanding of the company’s performance against industry standards and customer expectations

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The Product

The Employee's Mind (TEM) is a relationship management tool that measures, monitors, and communicates with your employees. TEM reaches out and communicates with them on a regular basis, soliciting feedback that is instantaneously displayed in our real-time report writer.

 

This provides companies with a ongoing culture-centric perspective of business operations in addition to the normal engagment metrics.

 

Imagine... instant clarity on where to focus your resources that is validated and supported by the employees.

 

Centred on the Culture Gap Index (CGI) methodology, you can think of TEM as your Employee Engagement System where it's structure will enable you to benchmark current culture, monitor progress and engage the employees in the process of optimizing the culture and ultimately improve their own engagement.

 

 

The Employee's Mind measures, monitors and communicates while is helps you close the gaps between the Culture that you want and the culture that you have.

 

The Science