In a HPO skilled leaders:
• Set direction and clearly define priorities; making connections with strategy and daily performance
• Ensure that people are focused on the "right" things
• Take time to coach employees where performance Improvement is needed
• Provide positive, reinforcing feedback when an employee performs well
• See coaching and development as an essential part of their role, rather than an interruption from their real work
In an HPO engaged employees:
• Know what to do and want to do it
• Are mentally and emotionally invested in their work
• Understand how their work contributes to the organization's success
• Are willing to invest discretionary effort to ensure the work meets or exceeds quality standards
• Employees contribute ideas to foster innovation and share
A Healthy Organizational Culture
Key elements of a healthy work culture:
• Collaboration - People readily share needed Information with each other and engage in joint problem solving.
• Transparency- Leaders create trust by modeling openness and transparency and expect others to do the same
• Psychological Safety-When someone makes a mistake and wants to learn from it, they know it won't be held against them
• Empowerment - Employees are provided with the information, resources and authority to assume accountability for results they produce.
Clear Performance Measures
• Employees receive regular updates about the organization's performance via scorecards, dashboards or other means.
• Formal one-on-one performance feedback discussions are conducted by supervisors at least annually.
• Specific Informal performance feedback - both positive or reinforcing and corrective, is provided by supervisors and/or team leaders as appropriate during the year.
Motivating Rewards & Recognition Practices
• Compensation, benefit, and recognition are aligned with organizational goals.
• Recognition is specific and tied to results and behavior
• Formal and informal recognition and celebration are part of the daily context (i.e., on the spot recognition), and are consistently promoted at all levels. organizations that give regular thanks to their employees far out perform those that don't.
• Recognition is social and recognition stories are shared. Structures are put in place to support the culture of recognition
• Employees participate in the design of recognition and reward programs (peer to peer).
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