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Photo by fauxels from Pexels

You can have the greatest motivation and inspiration skills your team has ever experienced, but if high-performance awareness and practices aren’t built-in and strategically used in your leadership game, you’re setting your team up to work harder.

Here’s the deal. High-performance leadership is about taking a holistic look — a complete 360-degree view — at what your team needs to be their most productive. From their physical environment to their creativity, your team’s productivity is either helped or hampered by the high-performance elements that you put in place and hold them accountable to. By practicing high performance yourself and leading your team through a high-performance perspective, you’ll increase employee retention, satisfaction, and engagement. …

(& How You Can Implement Them Too)

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Image by DanaTentis from Pixabay

The SaaS (system as a service) industry is interesting to watch right now. Companies are bursting with new ideas and innovative ways of solving problems with software that will change the lives of others. From dating apps that can help you find your person to a software suite that can help you track a fleet of trucks carrying your inventory, the limit really stops at your imagination. What’s even more fascinating is how the influence of SaaS startups has changed the corporate culture and what employees expect from employers.

This creative workforce has upended the status quo: fewer cubicles, catered lunches, beer on tap, foosball on breaks, and meditation rooms when you need to chill out. SaaS companies are competing with one another to draw (and keep!) the best talent, which is creating a leadership revolution because the only true way to keep your employees happy and loyal is to embrace what conscious business and leadership are all about. These are the top three leadership skills that SaaS companies are getting right, and how you can implement them too. …

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Photo by Johnson Wang on Unsplash

According to Gallup, U.S. companies lose $1 trillion in voluntary turnover every year — that doesn’t include lost time, lowered team morale, and the reduced customer service threshold businesses face by losing their top talent. If you want to understand how to retain your top performers, you first have to know what makes them leave. In an economy where there are more opportunities than ever from competing businesses ready to romance your top performers and the ability of your best talent to strike out on their own as freelancers or business owners, it’s time to take retention seriously and invest in creating a workplace that fosters long term careers with loyal employees who refuse to leave — even for better pay. …


Jennifer Longmore

High performance leadership consultant. Creating loyal, innovative, productive company cultures that increase profits, using the Forensic Transformation Method™

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