Employee Engagement Is The Key To Growth

While understanding client expectations continues to be a critical capability, what about the knowledge of employee engagement? While measuring either customer or employee expectations in isolation has been acceptable business practice; think of the interconnectedness and effect of both together. We must keep in mind that even as clients have expectations, so do employees have about their organization, their job, professional growth, and management relationships.

5 min readNov 1, 2018

The collective attitudes and actions employees generate every day have a direct effect on the organizational culture the client experiences during the process of purchasing services. Whether they understand it, Employees who are engaged in their work and committed to their organization provide tremendous competitive advantages such as great innovation, higher productivity and lower employee turnover. As a result, businesses of all kinds and sizes have made great investments in policies and practices that encourage an organizational culture of engagement and commitment in their personnel.

Understanding Expectations Leads to Increased Performance

Your technology-enabled and social-savvy employees want more continuous feedback and recognition. The days of the annual performance appraisal does not deliver on this expectation. The business world moves too fast today. The Peer SaaS platform creates a purpose-driven user experience combining p2p commitment interactions, gamification elements such as relationship capital points, star feedback scoring, badges, and achievement level trophies. All of which can be shared on social media.

Relationship Capital Points Earned for Submitting a Kept-Commitment

Therecognition of your peers and stakeholders has a tremendous influence on us and our business success. The speed by which reputation can be rewarded for positive performance is only matched by the risk of business failure when the digital tribe collectively voices their distrust.

Relationship Capital (RC) is a Standard of Acknowledgment and Credibility

Even your most purpose-based star performers team member expect to be acknowledged. Capturing their declared and kept commitments earns Relationship Capital or “RC”. Accounting for it through peer reviews and recognition only reinforces the culture of respect you have for them along with financial rewards and other recognition programs you have already in place.

RC is about sharing your made and kept commitments with others and having others share their perceptions of your proactive trustworthiness by crediting or debiting your account with Relationship Capital (RC).
It is less about Hierarchy. An RC Interaction is most effective as a peer-to-peer process between people from such key stakeholders such as employees, independent workers, customers, sellers, suppliers, and partners.
The key stakeholders mentioned above are members of an “ecosystem”.
Earning RC is a “credibility” reward for building making & keeping commitments and building positive goodwill and effective collaboration.
The RC process can be hyper-connected and hyper-transparent. It is your decision how to implement with your business model.
Organizational cultures of the Do-The-Right-Thing Mindset already earn and build relationship capital. They are just not accounting for it. The natural next step is to capture RC when earned and credit it to the leader’s RC account and roll it up across the organizational structure.
Having an ecosystem of stakeholders passionate about consistently earning RC with each other in their interactions provides a powerful force for greater engagement and innovation.
The principles and process for earning Relationship Capital (RC) provide a platform that integrates purpose, principles, and profit that is a competitive advantage to those firms who do not build strong high trust cultures.

The peer recognition and reward of Relationship Capital (RC) is an organization’s culture in action supported by time-tested principles that the professional community agrees to follow.

PE-ER SaaS — Performing Excellence-Engaging Recognition

For organizations, their people, and their products/services to create this long-term distinction and sustainability in their markets, is very much dependent on their ability to earn relationship capital and scale trust with their stakeholders.

PE-ER SaaS and the game of earning Relationship Capital (RC) Rewards is based on building a Do The Right Thing Mindset Culture

The information-empowered employee has a higher expectation of their relationship with a for-profit business organization. Today, most businesses are led by a command and control mindset with financial results being the alpha and the omega. Often times, relationships are treated as a trojan horse in achieving those financial-driven results. This short-term financial-driven mindset is destroying trust, innovation, and ironically the goal of high financial performance.

Conclusion

Recognizing and Rewarding kept-commitments and appreciating your employees have never been more important or more engaging. And yes, technology can help. We all need to deliver on our business promises with our social connections. Now we can share this relationship capital credibility and recognition with our employees, independent workers, customers, partners, and industry thought leaders. It is that important to sustaining business success in a technology-enabled peer-to-peer business world. Raise employee engagement for growth and distinction.

Employee Engagement Is The Key To Growth

Understanding Expectations Leads to Increased Performance

Relationship Capital (RC) is a Standard of Acknowledgment and Credibility

Conclusion

www.StandardofTrust.com

Sources

Written by Rob Peters