Brendan Forwood’s Post

Why Don’t People Perform Up To Their Potential? Ever wondered why some team members aren't delivering despite their great potential? It's a challenge many managers face, and it can significantly impact productivity, morale, and profits. Identifying the root causes is essential. Here are seven reasons to consider, using the acronym PERFORM: - Personal issues can impact performance greatly. - Environmental issues and lack of resources hinder results. - Responsibility levels, whether too little or too much, affect motivation. - Fair treatment and appreciation impact enthusiasm. - Organizational skills and time management are crucial for success. - Recognition and rewards influence morale and effort. - Motivation is key for driving action and results. Reflect on these factors and evaluate their presence in your team. Identifying and addressing these areas can empower your team members to excel and help you tackle underperformance effectively. Let's make a difference together! #Leadership #TeamPerformance #HR #EmployeeEngagement #Productivity #Management #Motivation #OrganizationalSkills #Recognition #Teamwork #WorkplaceSuccess #BusinessGrowth #PerformanceManagement

Trust can be a powerful thing. Every great decision starts with it. I've seen aspiring Leaders avoid grand decisions and choose the easy alternative because of fear of making a mistake or having teams struggle under processes that don't work.    It can be frustrating, especially when you know the potential your team has. These 𝟳 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗶𝗻𝗴 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀 are the most common, and I'll tell you how they can affect your team.    ➡️ No clear decision-making process - traps progress in a bubble  ➡️ Employees lack decision-making training - produces inconsistent results  ➡️ No customer-focused guidelines - customer-facing teams have no clarity on how to act or serve  ➡️ Lack of authority to act - affects employee confidence  ➡️ Fear of failure - waves off employees from taking ownership of situations  ➡️ Poor communication - leads to unclear roles  ➡️ Decision-making funneling - having only one decision-maker slows down the entire operation    Training, trusting, and giving your team room to grow matters.   Damian Kang Melvin Chang Nicole Chew #executiveleaders #HR #corporatetalent #decisionmaking #executivesearch 

🔹 Boise 🆔 Managers: Are Your Teams Performing at Their Full Potential? I will set them FREE! WHO: This message is for company managers in Boise who are ready to invest in their teams' success but are grappling with the challenges of keeping employees motivated, engaged, and consistently productive. PAIN: You're seeing signs of burnout, low morale, or team dynamics that aren’t as strong as they could be. You may even have high performers who are starting to lose focus or enthusiasm, and you want to retain them before they start considering other options. PAYOFF: Imagine a team that doesn’t just meet performance goals but thrives beyond them. With the right coaching workshop, I can help you foster a culture of high performance, resilience, and accountability that empowers your employees to achieve more, with purpose and energy. Let’s discuss a customized workshop that meets the unique needs of your team and boosts your employees' drive toward their best selves and best work! 🔹 Ready to turn things around? Drop a comment or DM me to explore the options! #BoiseBusiness #EmployeeEngagement #LeadershipDevelopment #BoiseIdaho #WorkplaceWellness #CoachingWorkshop #EmployeePerformance #MindsetMatters #ManagerTips

The Power of Two Simple Words: "Thank You" As leaders, we often focus on strategies, metrics, and goals. But amidst the hustle, we overlook a simple yet potent tool: gratitude. A genuine "Thank you" from a team leader can transform a team member's motivation, job satisfaction, and overall performance. Why "Thank You" Matters: 1. Boosts morale and motivation 2. Fosters trust and loyalty 3. Encourages ownership and accountability 4. Enhances collaboration and teamwork 5. Recognizes individual contributions A leader's "Thank you" can: 1. Inspire team members to go above and beyond 2. Create a positive work environment 3. Increase employee retention and engagement 4. Improve communication and feedback 5. Drive business results and growth Study Points: - Gallup: Employees who receive regular recognition are 30% more likely to stay. - Harvard Business Review: Gratitude reduces turnover by 20-30%. - Society for Human Resource Management (SHRM): Employee recognition programs decrease turnover by 10-15%. - Willis Towers Watson: Employees who feel appreciated are 50% more productive. - Glassdoor: 53% of employees say gratitude from leaders improves job satisfaction. Best Practices: 1. Be specific: Acknowledge specific achievements or actions. 2. Be timely: Express gratitude soon after the accomplishment. 3. Be sincere: Mean it, and show it. 4. Be public: Recognize team members in front of peers. 5. Be consistent: Make gratitude a habit. "Thank you" has helped: 1. Increase team productivity by 20% 2. Reduce turnover by 15% 3. Improve customer satisfaction ratings 4. Enhance innovation and creativity 5. Foster a culture of appreciation and respect In today's fast-paced business landscape, a simple "Thank you" can be a game-changer. Leaders, take a moment to express genuine gratitude to your team members. Watch how it transforms your team's dynamics, morale, and performance.

What's the business and EX impact of a bad manager? Our own Emily Killham spoke to UNLEASH in an exclusive interview to answer that question and break down the data from our latest research report, "How to Build a Better Boss: What Leaders (and their Teams) Need Now to Thrive." Full story can be found here ➡ https://lnkd.in/dqMycCcq #managereffectiveness #leadershipdevelopment #employeeexperience

I’ve noticed a trend in how businesses drive team performance. Everyone is always: ➜ Focusing only on what went wrong. ➜ Waiting for annual reviews to give feedback. ➜ Using vague goals like 'do better' or 'be more productive.' But why wait for problems to pile up before taking action? Why focus only on weaknesses instead of recognising strengths too? Here’s what great leaders do instead: ✅Give real-time feedback.  ↳ Don’t wait until the annual review – make feedback part of everyday conversations. ✅Balance strengths and areas for growth.  ↳ Recognise wins while also coaching for improvement. People perform better when they feel valued. ✅Set clear, actionable goals.  ↳ Swap vague targets for SMART goals that keep teams focused and motivated. Performance management isn’t about 'fixing' people. It’s about helping them reach their full potential through clear goals, regular feedback, and ongoing support. What’s one performance management tip that’s worked well for you or your team?

Develop—and Retain—Your High Performers.... While most employees strive to excel, being a high performer can come with drawbacks, including high-pressure goals, meeting overload, and reduced flexibility. Retaining your high performers—and developing new ones—is critical in today’s uncertain, fast-paced business environment. Here’s how to do it.   Minimize meetings. Cut down on unnecessary meetings to free up your employees’ time for truly impactful work. This means establishing a simple, predictable weekly meeting schedule for your team, as well as optimizing your one-on-ones.   Measure motivation. Use surveys regularly to assess your team members’ motivation and understand what excites or creates stress for them. For example, ask: What habits does the team want to improve? What are some specific ideas to improve those habits? Then create quarterly improvement plans to address any pain points.   Mentor high-potential employees on key skills. To ensure your high performers feel challenged and your developing employees are growing, schedule quarterly skill-development meetings for each of your direct reports. Use that time to identify one concrete, high-leverage skill (think problem-solving or leadership) for them to improve in the next quarter.

Managing High-Performers During Performance Season: A Unique Challenge High-performers are the backbone of any organization, delivering exceptional results, raising the bar, and often driving innovation. Yet, managing them, especially during performance season, presents a distinct set of challenges. Why? Because high-performers: ✅ Have higher expectations of feedback and rewards. ✅ Are keenly aware of their value and contributions. ✅ Often set ambitious goals and demand recognition that matches their impact. Here’s how to effectively manage high-performers during this critical time: 1️⃣ Be Transparent and Honest High-performers value clarity. Provide them with direct, evidence-based feedback that highlights their strengths while also identifying growth opportunities. 2️⃣ Recognize Beyond Metrics Numbers tell part of the story, but high-performers often go beyond expectations. Acknowledge their innovation, leadership, and the intangible contributions they bring to the team. 3️⃣ Challenge Them High-performers thrive on growth. Offer them stretch assignments or leadership opportunities that align with their aspirations and push them to excel further. 4️⃣ Tailor Rewards Generic recognition can feel underwhelming. Ensure rewards be they monetary or developmental, reflect their unique impact and align with their professional goals. 5️⃣ Listen and Engage High-performers have strong ideas and ambitions. Actively listen to their perspectives and create an environment where they feel valued, supported, and empowered to lead. Managing high-performers is about balancing recognition with growth opportunities, ensuring they remain engaged, motivated, and committed to the organization’s vision. Done right, it strengthens their trust in leadership and inspires others to aim higher. How do you approach managing your high-performers during performance season? Let’s discuss! #HRLeadership #TalentManagement #PerformanceSeason #HighPerformers #EmployeeEngagement

Micromanagement: A Silent Productivity Killer In today’s fast-paced work environment, it’s crucial to foster a culture of trust and autonomy. Unfortunately, micromanagement can significantly hinder this. Here are some side effects of micromanagement that leaders should be aware of: 1. Decreased Employee Morale: Constant oversight can make employees feel undervalued and mistrusted, leading to disengagement and decreased job satisfaction. 2. Stifled Innovation: When employees are not given the freedom to explore and take initiative, creativity and innovation suffer. 3. Lower Productivity: Micromanagement often leads to burnout and frustration, which can decrease overall productivity and increase turnover rates. 4. Diminished Growth: Employees need space to develop their skills and confidence. Micromanagement impedes this growth, limiting their potential and the overall growth of the organization. 5. Increased Stress: Both managers and employees experience higher stress levels, leading to a toxic work environment. Effective leadership is about guiding and empowering, not controlling every detail. Trust your team, provide clear expectations, and let them shine. The results might surprise you! #Leadership #Management #WorkCulture #EmployeeEngagement #Productivity

Are performance management and employee well-being at odds in your organization? They don't have to be! 🤯 Too often, leaders focus on driving results at the expense of their people's mental health, which leads to burnout, disengagement, and, ultimately, a decline in performance. The key is a holistic approach. Here's a simple shift to start with: ➡️ Instead of focusing solely on KPIs, help managers understand their team's unique strengths and motivators. Tools like the Predictive Index can provide those insights. ➡️ Prioritize regular, supportive check-ins focused on both work goals AND how the employee is feeling overall. Create a safe space for open dialogue. This simple shift fosters a culture where your people feel valued, supported, AND motivated to perform at their best. It's a win-win! -->Want to explore how to implement this within your organization? Let's connect! #performancereimagined #employeewellbeing #leadership #talentoptimization #mentalhealthatwork #predictiveindex #positiveintelligence #organizationalculture Meritas Advisory Group - a Certified PI Partner Timothy A. Stockwell