Linking Business Execution, Sustainability and Engagement
Posted on November 11, 2013 by TNS Consulting Team (via Scott Spayd)
A key driver of successful business execution is sustainability. Loss of essential employees needed to achieve key strategic goals can impact organizational success. I came upon a definition from Successfactors that describes sustainability as the means for making sure that key talent is engaged and fully committed to the company and its strategy. This also requires that organizations develop processes to predict, manage and minimize employee turnover.
A global hospitality client of ours understands this link and developed employee survey processes targeting frequent feedback around engagement and exit management. Information learned through these valuable survey mechanisms is used to transfer knowledge across different segments of the workforce. For example, segmentation of key talent is utilized to assess engagement levels and hold managers accountable for targets and action plans tied to organizational strategy.
Sustainable performance is a leading indicator for great companies. At some point, every employee will leave an organization. Establishing business processes to avoid preventable turnover and ensuring consistent operations in the face of workforce changes can help engage employees and reduce turnover. The successful executive of business processes, such as employee survey programs, will help HR widen its focus toward creating talent management processes that help the workforce deliver strategic, successful business results.