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Scoop.it!
Barry Deutsch's insight:
The challenge of performance management is how to keep aiming for exceptional results, flawless execution, and better than average outcomes -- without stressing your workforce to the point of breaking. Good insights from this HBR article. 
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Alfred Lin and Brian Chesky explain what culture is and how to build a strong one.
Barry Deutsch's insight:
Good article about defining the ambiguous term of culture, quantitative research, and the value of having a strong culture. Are you able to look at your business or organization through the same lens?
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Does your workplace have a high-trust culture or a low-trust culture? Read on to see which workplace description matches your daily experience. Hint: if you're constantly stressed and exhausted, you're probably at a low-trust workplace.
Barry Deutsch's insight:
Interesting perspective on a calculation of hours comparing a strong culture to a weak culture. How much productivity are you losing because you're unwilling to invest the time to develop a thriving, positive, energized, and engaged culture?
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The right cultural foundation and the right priorities now could help your organization realize significant performance improvements. It might also deliver some of your strongest value propositions that can place you decisively above the competition. Read on to learn more.
Barry Deutsch's insight:
I've been curating a lot of articles recently on culture, vision, values, mission, and retention - and how they are all related. Now in an article in Forbes comes some validation of the link between the idea of defining your culture (possibly improving it) and outcomes/results. How well defined is your culture - have you benchmarked yourself against your closest competitors for who has the more engaging, positive, and attractive culture?
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If you run a team or business, your employees could be mentally checking out because you haven't created a company culture centered around your goals.
Barry Deutsch's insight:
In a Forbes article, it was pointed out that 48% of all employees don't like their jobs. The author in this article talks about the underlying cause being a lack of communication on a variety levels by the CEO and executive team. What are you doing to improve communication aimed to improving engagement, and reinforcement of your culture and values?
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It’s a mix of organization, priorities, trust, and leadership.
Barry Deutsch's insight:
How to chase the elusive productivity holy grail. Perhaps, we should take a page from Google and Apple how they drive an extraordinary level of personal productivity.
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Looking to recruit the best employees and minimize employee turnover? Look first to your company culture.
Barry Deutsch's insight:
Are your company values aligned with your culture - have you done a check around this area recently. Many employees are not engaged when these two are misaligned.
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"Plenty of workers fib to get an extra day or two off. So ditch sick days for a different policy that can actually boost engagement."
Barry Deutsch's insight:
This article in Fast Company surprised me. First, I never imagined calling in sick was that big of a productivity loss, and that so many employees abused calling in sick. Creative approach to fixing this problem.
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Each culture has different tactics and unique qualities. But, universally, culture is about the employees and making sure they have a fun and productive working environment.
Barry Deutsch's insight:
The core idea behind this article is that it is important to get more employees to exhibit "discretionary effort" - proactivity, initiative, anticipatory behavior. It's about doing more than you are asked to do, going beyond the rock-bottom performance level we'll tolerate and and allow you to keep your job. What's one of the key elements behind discretionary effort - a great culture that engages employees. Where do you stand on making your culture GREAT?
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From
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“If the company doesn’t have a codified culture, employees and managers will manifest whatever culture they’ve learned in the past and are coming in with,”
Barry Deutsch's insight:
Do you have a codified definition of your culture that includes a values statement - with consequences/recognition wrapped around it? Interesting article by the CEO of LinkedIn about culture. Good quote "“If the company doesn’t have a codified culture, employees and managers will manifest whatever culture they’ve learned in the past and are coming in with." This was pretty Pat Murray's comment on culture 25 years ago when I saw him present in my Vistage Group. Where do you stand on codifying your culture?
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Interesting article on HBR regarding the balance of holding people accountable to results, outcomes, deliverables, KPIs, and metrics - yet also providing enough autonomy in jobs so that employees are compelled and excited about their roles.