Time Management Part 2: Investing in Engagement Yields Higher Performance
In our previous post we discussed the impact good time management can have on satisfying and inspiring our internal customers (i.e., our workforce).
Certainly, satisfying internal customers can yield a significant return on investment as it is a critical step toward developing and maintaining a high-performing culture (see previous posts that identify 3 key steps to workforce engagement).
First a definition: a high performing culture or organization is one that is continuously generating, systematically evaluating, and swiftly implementing new and better ideas about how to do the work and/or delight customers (both internal and external).
We all know stand-out companies that operate leaner, innovate faster, inspire loyalty in their customers as well as employees, and are consistently profitable, even in a downturn.
So, as we consider the two concepts together, investing the time and energy to build a highly engaged workforce is, in many ways, its own reward. The environment is more pleasant, turnover costs are much lower, and customers are more happily served. But employee engagement also provides an invaluable foundation from which leadership can lift the organization to the next level of operational excellence to become a truly high performance organization.
Posted by Conway Management Company at 2/6/2012 9:21 AM 
Categories: Process Improvement, Developing People
Tags: time management workforce engagement investing in human capital continuous improvement continuous process improvement developing people
Categories: Process Improvement, Developing People
Tags: time management workforce engagement investing in human capital continuous improvement continuous process improvement developing people
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