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Why Zealise for Business Transformation
No matter how brilliant your strategy, you rely on others to implement it. To inspire organisational effectiveness, transform your bottom line and improve your quality of life you need to recognise your people are your greatest asset.
And, now you have squeezed almost all the performance improvement you can from technology and process improvement, you need to focus more than ever on your people management to deliver your performance improvement and sustain - or improve - your marginal return on investment. Zealise is at the forefront of developments in people management, employee engagement and human capital measurement to help you ensure this.
Employee engagement is critical to people management, and so is your biggest challenge. You transform corporate culture and build organisational integrity and sustainability by building employee engagement into your organisational DNA. And our unique approach gives you the optimum solution. It provides you with:-
These 7 powerful reasons all combine to help you ensure your sustainability and long-term organisational success. What better legacy could you want as a leader? The details below explain how you achieve this.
People Management That Secures Your Business Strategy
Statistics like these have implications for all businesses and explain why:
They are why winning the hearts and minds of your people is such a priority.
Create the highest level of employee engagement and permanently inspire the zeal in your people. Make them more fulfilled and realise more of their potential - and yours - by creating greater organisational integrity through a platform of greater organisational teamwork and strategic alignment. Assure your business strategy and fuel your sustainability and long-term success.
For a lengthier explanation please see Organisational Integrity and Management Effectiveness
Enhanced Lean Management, Six Sigma and other Initiatives
Lean Management and Six Sigma techniques are powerful business transformation tools, transforming performance by eliminating organisational waste. Yet they fail to address your biggest waste - the waste of human potential! Fill this gap and enhance the effectiveness of all your transformation initiatives.
Disengaged employees are unfulfilled employees, whose potential is being wasted. Through their work, your people commit the bulk of their waking lives to your organisation. So if they are not realising their full potential they are effectively wasting a portion of their lives. This is demoralising and inevitably diminishes employee engagement and hence their productivity - and yours. Unfortunately your efforts to improve productivity perpetuate the mindset that people are 'hired hands' and compound the problem and create a vicious cycle of employee disengagement.
By recognising that productivity and engagement are, in effect, one and the same, you address the root causes of employee disengagement and create a powerful solution that:-
And what is more, it is permanent. (To find out more go to our Productivity page)
Significantly Improved Bottom Line Results
Of course a significantly improved bottom line inevitably flows from your performance transformation and improved productivity. But you use productivity improvement as a catch-all term to justify the majority of your tactical and operational initiatives, and, all too often, you undertake these projects in isolation giving little or no thought of employee engagement. This can exacerbate your waste and cause your business to haemorrhage significant, unnecessary costs.
In other words, your efforts to improve productivity are no more than efforts to redress the hidden consequences of employee disengagement, and in fact inhibit your own personal performance and productivity.
By contrast when you consider what employee disengagement is actually costing you, you fix causes and not symptoms and thus significantly improve your bottom line. (Go to our Hidden Costs page to learn more)
Leading Edge Human Capital Measurement and Management
Valuing your people as human assets changes behaviours and the way you treat your people, and at the same time brings a new discipline to the way you manage your key assets. Introducing human assets into your management accounts creates human capital measures that are entirely consistent with the way you manage any of your other assets and so brings managing people into line with the way you manage all your other assets.
This lays the foundation for new, meaningful key performance measures that enhance your balance scorecard and give new meaning and empirical credibility to your organisational development (OD) initiatives. Now at last you have something that merges your soft skill and hard skill measurement and will allow your financial (numbers) people and your organisational development (people) people to communicate more effectively. It enables you to conveniently and consistently measure and monitor the effectiveness of your people management and even to benchmark performance.
To find out more go to our people management page.
More Effective Performance Compensation
Traditional performance related pay schemes are fundamentally divisive and effectively undermine employee engagement. This is because:-
All this combines to destroy all your efforts to build organisational integrity and the sense of the organisation as a single team and the strategic alignment that goes with that.
Now you are able to move on from the traditional carrot and stick approaches and figure out how to tap into the energy and enthusiasm you invariably find when people enjoy what they do and give of their best. You have an entirely new approach that is transparent, equitable and effective. (To learn more go to our Employee Compensation page.)
Universal Employee Ownership
The unique, innovative employee ownership model offers you the option to make all your employees co-owners of the business, in a way that no Employee Share Ownership Plan (ESOP) does.
No one is more engaged in a business than the owner. That is the underlying principle behind all Employee Share Ownership Plans. Yet none offer the capability to combine all of the following:-
In addition, through the compensation model identified above, our ownership approach provides a more direct - and consistent - link to personal contribution. Altogether this does more than anything else (with proper people management processes that you would expect to have in place anyway) to reinforce employee engagement and the kind of organisational integrity already described.
A Powerful Corporate Culture
You will agree that any of the foregoing is something that would make a huge difference to your organisation. However, the real power of this approach is that it is all part of one integrated whole. While the employee ownership segment is optional (although we can see no conceivable reason that you wouldn't want to introduce it) all the elements combine to help you create a corporate culture that permanently embeds employee engagement into your organisational DNA and enables you to be confident of sustained success in a great organisational team.
Most powerful of all, however, is that this solution can be introduced without disrupting any of your existing systems or processes. It "fits" with all traditional management practices and - while it will undoubtedly radically change behaviour within the organisation - will not necessitate massive organisational relearning programmes or entail any other disruptive effects.
How do you do this?
You begin with our Zealise Assessment Programme - ZAP™ - an assessment of your employee engagement and the impact of any employee disengagement, what it may be costing you and what targeted actions you need to take to address these issues. Then the Zealise Integrity Programme - ZIP™ - helps you build employee engagement into your organisational DNA. It helps you overcome employee disengagement, save those costs and create the highest possible levels of employee engagement to transform your performance and bottom line results.
Can you imagine what an environment like this would be like for you? Find out now how you can create the organisational zeal to permanently develop a more productive, responsive and adaptable organisation. Download our FREE paper "How You Can Assess Employee Engagement Without Conducting An Employee Survey" now or simply contact us directly.
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