Imagine the effect on your organisation if every one of your employees had the purpose and passion that drove employee motivation.
In the business world, reward has been generally accepted to mean performance-related payment. However, as an employee engagement strategy, this has been proven to fail.
Espoused values provide a meaningful keystone for behaviour at all levels of the organisation. So why is there often a misalignment between espoused values and actual behaviour?
Regardless of how great your vision statement is, its effectiveness is determined by how well your leaders and managers communicate it.
When employees are engaged with their work, they will want to know how they are doing. How do you measure employee performance?
If conversations drive behaviour change, why are internal communicators preocupied with creating great content rather than facilitating great conversations?