I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, we bet on people not strategies.”

Larry Bossidy – former CEO of Honeywell and co-author of Execution: The Discipline of Getting Things Done (Crown Business, 2002)

Understanding the factors that drive the people side of performance should be a high priority for organizations, big and small. In a world consumed by big data and analytics, there is a burning need for clear metrics related to human capital.

The Conference Board, a global, independent business membership and research organization working in the public interest since 1916, developed a definition for employee engagement that blends the key elements into one concise statement:

“[A] heightened emotional and intellectual connection that an employee has for his/her job, organization, manager or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work.”

For over a decade, Gallup has tracked employee engagement and the findings are more than troubling.

Less than 1/3 of employees are engaged and 51% of currently employed adults in the U.S. say they are searching for new jobs or watching for new job opportunities.

This is a tough pill to swallow even in a calm and steady business environment. Factor in the pace of change and it’s clear that we need to make the people side of performance a priority initiative.

Your organizational climate influences critical employee behaviors such as communication, problem-solving, and accountability — factors that affect customer relationships, employee moral, product/service quality and profitability.

A high-performance workplace is led trusted leaders, with highly engaged and motivated employees.

There is a substantial and rapidly expanding body of evidence that speaks to the strong connection between how firms measure and improve people performance and economic results.

If you believe what I believe and you are looking to gets started to rapidly improve climate and performance, please contact me.