Posts Tagged ‘Business’
How to achieve transcendence in business: Believe in others
What motivates people at work?
In a post-recession environment where employee engagement plays a major role in organizational success — up to a 250 per cent boost to the bottom line — attention to motivation and engagement demonstrate greater loyalty from employees. A focus on innovation sets organizations apart. (See below infographic.)
What does innovation look like with respect to employees?
Feel valued. Feel engaged.
From the employees point of view:
- Believe in me
- Believe in others
Recent data from a Dale Carnegie engagement study, which focused in part on “belief in senior leadership”, found:
- 69 per cent of disengaged employees would leave their current job for just a 5 per cent pay increase
Organizations that believe people are intelligent, self-motivated individuals that do good work outperform. Collaborative work, like many things, thrives when management prioritizes it. Minimizing employees’ knowledge and efforts is counterintuitive.
Brilliant work comes from treating people like they’re brilliant. But how do you get those diamonds to shine?
Creating a culture where employees are underappreciated, creates an environment where employees:
- Give less
- Find another way to feel appreciated
- Move on
Invest in relationships
Business is about relationships. Relationships need investment just like anything else you want to grow. That’s as important internally as it is externally.
Every company is trying to get the best out of its employees. Because every company faces the costs inherent in employee turnover.
Disengaging from employees is disengaging from operating margin
Towers Watson studied 50 global companies and found:
- Companies with low engagement scores had an average operating margin just under 10 per cent
- High traditional engagement had a higher margin of 14 per cent
- Companies with what Towers defines as the highest “sustainable engagement” scores had an average one-year operating margin of 27 per cent
The Carnegie study found companies lose $350 billion a year because of employee disengagement. One-third of a trillion dollars lost to employee disengagement.
What do companies want to achieve? Three things they don’t want is less productivity, increasing turnover or gifting employees to competitors.
Engage to innovate, innovate to engage
Employees of companies that outperform when it comes to innovation said in a Hay Group survey (see infographic below):
- A majority of executives intend to create employee incentives to encourage collaboration across functions (79 per cent)
- My company evaluates or rewards leaders based on their ability to build excellent relationships with peers (95 per cent)
- 91 per cent of best-in-class companies regularly reach out to employees for ideas on creating efficiencies
Watching a former employee later excel with a competitor is painful. Long-term strategy regarding employee engagement and innovation should embrace the strengths of employees.
Forgetting to invest in meaningful work for employees comes with its own negatives. How do we know?
Because according to 95 per cent of employees at top companies, leaders work hard to connect people with projects that are personally meaningful to their employees.
Believe in your employees. Transcend the mean and shine.
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Images: Flickr NostalgicHaze/Vermin Inc.
To the letter: How board letters can speak to stakeholders
Deal with the issues before the issues you didn’t deal with become the issue
One of the most contentious issues for stakeholders is executive compensation. Prudential Financial is doing things right according to Laura Rittenhouse and Amanda Gerut. Prudential took on the subject of executive compensation, and changes they made to compensation.
Prudential board lead independent director, James Cullen, sent a letter to shareholders adding to the board’s letter. A simple step forward most companies don’t do.
Cullen talks about how his role fits into the board’s agenda, and how he works as a go-between for board chairman and independent directors.
Truth and its affect on stakeholders
In a world where too many stakeholders see less than best practices used in IPOs, the marketing of hot products and coverage of business generally, truth in investor communications makes investors take notice. Warren Buffett says, speaking on behalf of Berkshire Hathaway:
… as a company with a major communications business, it would be inexcusable for us to apply lesser standards of accuracy, balance and incisiveness when reporting on ourselves than we would expect our news people to apply when reporting on others … The CEO who misleads others in public may eventually mislead himself in private.
Buffett’s philosophy stands out:
- Go beyond what’s required
- Report what’s most beneficial to stakeholders
- Focus on what’s best in the long-term for your organization and reputation
Truth builds trust. Trust between companies and stakeholders is one of the most important aspects of business communications today. It’s important because of how trust has declined since the financial crisis.
Truth and building trust are the right things to do. A simple Google search on “investors” and “executive compensation” turns up too many companies having faced or facing stakeholder ire. Amidst the new investor activism, Rittenhouse lauds Prudential’s focus on compensation and sees it as much more than just lip service.
Letters to the board are an excellent tool for engaging disenchanted investors.
Leading by being
Allstate went further this year. Its board letter pointed out specific pages in its proxy explaining performance stock awards and CEO compensation.
Compensation and governance: an area where many fear to tread. But companies who deal with these issues don’t only look like thought leaders – they are thought leaders.
In 2011, Allstate’s say-on-pay result was about 57 per cent. Tom Wilson, CEO and chairman, along with company management teams, engaged with institutional investors after the 2011 meeting. The board then included a letter to shareholders in the annual report and proxy package.
Allstate got an enormous vote of confidence: 92 per cent support from investors in the next annual say-on-pay vote.
What I think is ideal is going from reading these letters to seeing how governance translates into performance and strategic execution at the company …
Boards overseeing strategy and executive compensation: Greatest value add
Rittenhouse says board letters that engage stakeholders in how the the board is overseeing strategy and executive compensation have the greatest value add. Since investors are often most concerned about these areas, it’s clear they should take prominence, and:
- Reflect a strategy where truth in communications is important
- Uphold and enhance organizational reputation through actively listening to what is most important to stakeholders and acting on those issues
Action without listening looks a lot like obfuscation to stakeholders. Listening and then acting strategically reflects serious thought leadership.
Focusing on short-term gain too often leads to long-term pain. You can talk about leadership ad infinitum, but actually leading resonates with stakeholders. Win someone’s trust and you win someone’s heart.
If this sounds too touchy-feely, consider the touch and feel of being perceived as an organization that doesn’t tell the truth. Consider the effect on your brand, performance and reputation.
As Buffett and Rittenhouse point out, deceiving stakeholders is deceiving yourself. Informing stakeholders speaks to your ability to strategize and perform.
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This work and all work on this blog is licensed under a Creative Commons Attribution-ShareAlike 3.0 Unported License.
Related articles:
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You’ve got to do something about your reputation: Why CEOs need to pay attention to reputation management (johnrondina.wordpress.com)
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Brave new reputation: What CEOs need to know (johnrondina.wordpress.com)
To the letter: How truth speaks to stakeholders
Technological change is blasting us forward and continues to solidify the role reputation and trust play for organizations of all kinds. Even some news organizations, entities multiple stakeholders look to for unbiased information, can succumb to what is less than best practice.
According to Gallup, distrust in the media has hit a new high, with 60 per cent saying they have little or no trust in the mass media to report the news fully, accurately and fairly. Pew found almost “one-third of the respondents (31%) have deserted a news outlet because it no longer provides the news and information they had grown accustomed to”.
In the New York Law Journal, 2009 was referred to as “the Year of Investor Anger”. FAIR Canada published a report in 2011 called A Decade of Financial Scandals highlighting fraud as a problem and making recommendations for prevention, detection, prosecution and compensation. Edelman‘s recent study on trust revealed trust in banking and financial services has dropped 50 per cent even amongst global, informed publics.
Against this backdrop, where investors both small and institutional are looking for a return but also an investment they can believe in, Laura Rittenhouse looks beyond what is reported in most public companies’ financials. She looks for innovation in communications.
Rittenhouse writes about CEO communications. She focuses on strategy, culture and performance with the idea of truth key in her audits.
Truth as competitive advantage
Today, forward-thinking companies are embracing the opportunity to really “talk” to investors and other stakeholders. There’s so much noise surrounding annual general meetings and annual reports that investing in communicating regarding contentious issues pays dividends.
An organization that sees the light on corporate transparency thinks in a more holistic way. Organizations stepping forward to be thought leaders are creating best practice not rushing to engage in best practices because others have already set the agenda for them.
Truth in reporting is so obvious that it bears more focus. Sometimes, it’s the obvious issues that fall out of the cross hairs of what’s important for managements to do.
Richard Edelman notes how logic becomes oxymoron:
[CEOs demand] … less regulation while CEOs suggest that enforcement of the new regulations has restored trust; this is a baffling logic problem.
Yet this is part of the duality of the human being. Although we know what’s right, we don’t always do what’s right.
Anyone who doubts what negative sentiment or negative media attention can do when an organization is held up to pursue less than best practices, and what that can do to reputation, might want to take a look at what legislators are calling “egregious” and “outrageous” regarding Apple’s “web of tax shelters”.
[While other companies have taken advantage of loopholes,] … I’ve never seen anything like this, and we don’t know anybody who’s seen anything like this.
— Carl Levin, chairman of the Senate Permanent Subcommittee on Investigations
Business culture suffers due to lack of transparency. The reputation of business is left to the media which will tend to focus on the worst rather than the best. The media plays a vital role in highlighting tremendous failures in business but it’s up to businesses that are engaging in innovative practices to tell their story.
Business needs to get better at communicating. Business needs to communicate true innovation and best practice. It may have been the best of times with respect to some companies, but the organizations that showed up most often in the wake of the financial crisis are the ones that reflect a “worst of times” operational execution.
In such an environment, companies operating in a forward-thinking manner will be best positioned to gain from stakeholders’ need for a positive story. While it’s important to reveal worst practices, corruption and other failings, there’s a decided human need for the positive, for the feel-good story wrapped in the long-term resilience of truth.
Rittenhouse is a big proponent of a new wave of letters from directors and boards. She feels it’s a “powerful opportunity” to make a statement about governance.
A letter may be traditional but it’s impact can be revolutionary. Truth is the revolution. Companies need to tell the truth not only for the advantages truth will bring from a long-term operational point of view, but because it’s absolutely the right thing to do.
Part Two: Why boards need to deal with the issues
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Follow @JohnRondina
Want to contact me? Go here.
- Denial in the Corner Office (edelman.com)
-
You’ve got to do something about your reputation: Why CEOs need to pay attention to reputation management (johnrondina.wordpress.com)
-
Brave new reputation: What CEOs need to know (johnrondina.wordpress.com)