The Performance Engagement Model
Managing the Five Personality Profiles in the Workplace
Business & Finance
| Author: | Laura Stack | ISBN: | 1230000125859 |
| Publisher: | The Productivity Pro, Inc. | Publication: | February 27, 2013 |
| Imprint: | The Productivity Pro, Inc. | Language: | English |
| Author: | Laura Stack |
| ISBN: | 1230000125859 |
| Publisher: | The Productivity Pro, Inc. |
| Publication: | February 27, 2013 |
| Imprint: | The Productivity Pro, Inc. |
| Language: | English |
When you’re responsible for employees or teams (management/HR), you must manage two main areas for productivity impact:
1. EFFORT: Performance/Results/Work (WHAT THEY DO), and
2. EXPERIENCE: Engagement/Environment (HOW THEY FEEL).
What are some of the factors that impact effort? What are some of the factors that impact the employee experience?
Ultimately, the factors that lead to high PERFORMANCE and the factors that lead to high ENGAGEMENT are different. Laura Stack uses a matrix to plot these independent variables, to help managers assess an employee's levels of engagement and performance.
If you combine high and low aspects of these dimensions, you can gauge your employees and teams composition: CAMPERS, CHEERLEADERS, DEFECTORS, and PRODUCTIVES.
When you’re responsible for employees or teams (management/HR), you must manage two main areas for productivity impact:
1. EFFORT: Performance/Results/Work (WHAT THEY DO), and
2. EXPERIENCE: Engagement/Environment (HOW THEY FEEL).
What are some of the factors that impact effort? What are some of the factors that impact the employee experience?
Ultimately, the factors that lead to high PERFORMANCE and the factors that lead to high ENGAGEMENT are different. Laura Stack uses a matrix to plot these independent variables, to help managers assess an employee's levels of engagement and performance.
If you combine high and low aspects of these dimensions, you can gauge your employees and teams composition: CAMPERS, CHEERLEADERS, DEFECTORS, and PRODUCTIVES.
