Mbryan Consulting

Mbryan Consulting M.Bryan Consulting We work with organizations to increase productivity and profitability through the various trainings administered by us.

M.Bryan Consulting is a consulting firm committed to support organizational and individual development through the provision of high level support services. The need for training and development is no longer a matter for debate but rather an essential activity for all business sectors. Training is therefore one of the important and best investment any company can truly make as it builds its most i

mportant assets – its Employees its People. At M.Bryan Consulting, we therefore use our dynamic workforce to transfer invaluable knowledge and experience to the staff of your organizations. This knowledge in turn translates to excellent performance for your organizations.

12/03/2020

TYPES OF PERFORMANCE MANAGEMENT SYSTEM
There are three main types of Performance management.

1. Strategic performance management: The enhanced competition in the private sector stimulates organizations into delivering great quality, efficiency and more flexibility of services. This condition imposes supplementary demands on the organization’s information processing capabilities. In trying to achieve these strategic objectives, organizations adopt more sophisticated and comprehensive management information system. These offer top level managers with comprehensive and wide range of information about various dimensions of the organization’s operations, facilitating decision-making and performance achievement. Organizations however, differ in the extent to which they achieve strategic performance successfully.

2. Developmental Performance Management: To achieve an enabling Performance Management system, organizations follow a developmental approach to design and implement the Performance management system. This approach assumes that in an organization there is already considerable experience, and employees might be to utilize existing experience and engage staff in the design and ex*****on of the Performance Management system. The challenge is to develop a performance management system as an enabler of performance improvement, rather than simply as a control device. The organization can adopt a development approach to performance management, based on the following principles:
• Experience-based,
• Allowing experimentation,
• Building on employees Professionalism,
• Outside facilitators.
• Transparency and employee ownership

3. Administrative Performance Management: The performance Management system for Administrative employee is designed to provide a process for supervisors and workers to discuss and provide input on work accountabilities, expectations and Competencies. The process encourages ongoing training and input. At the end of the performance cycle, the supervisor and worker discuss feedback on the worker’s performance, as well as any opportunities for development.

09/03/2020

THE PROBLEMS WITH MOST PERFORMANCE MANAGEMENT THINKING
Are you wrestling with the complexity of different types of performance management in your organization? You are not alone – many are.
To understand why and to improve how performance is managed in your organization, it helps to understand which management problems you are trying to solve and the complex mix of different types of performance management approach that exist. The various types of performance management solve different problems.

Here are five problems we regularly encounter with traditional thinking about performance management:
1. PERFORMANCE MANAGEMENT IS OFTEN OVER SIMPLIFIED:
There are many out there who take a very simplistic approach to performance management. They assume performance management is about measures, targets and KPIs; It is not. That it is a simple, closed-loop, feedback model; too simplistic. They believe that basic collections of measures and targets on scorecards are adequate, this works only in some case. This description of Performance Management is far too simplistic and the cause of many performance management problems in organizations.

2. ORGANIZATIONS ARE FAR MORE COMPLEX THAN MERE MEASURES AND TARGETS:
If it were that simple, that measures and targets were enough, then we could manage organizations and make all decisions with computers. Instead we need experienced, intelligent, sensible Human Beings that use evidence and exercise judgement. People and organizations are far more complex to manage than mere measures and targets.

3. WE MUST REMEMBER THAT WE ARE DEALING WITH HUMAN BEINGS IN COMPLEX SOCIAL ORGANIZATIONS:
Too often we see performance management approaches designed in closed rooms, focused on simplistic models of influence and change, dealing with “normal populations” that ignore that our organizations are full of individual Human beings; real people. Our organizations are not simple organizational chart structures but complex social systems. Managing performance requires both left and right brain thinking.

4. PERFORMANCE MANAGEMENT IS OFTEN SEEN FROM A TECHNICAL AND SYSTEMS PERSPECTIVE.
Sure, technology can help. Sure, the discipline of performance management is important. Of course, we need to understand the types of performance management system; of which there are many, and how they serve different purposes. However, those systems should support decision making conversations, behaviors and processes.
Understanding the wider picture landscape of types of performance management will help us understand the type of systems that will help most, getting a clearer link between technology, systems and the financial benefits. Performance management is about the quality of conversations, thinking, decisions and learning… in a social system.

5. VARIOUS TYPES OF PERFORMANCE MANAGEMENT INTERACT TO CREATE THE WIDER PICTURE
In the real world, performance is managed using a combination of ways of thinking and working. There are demands from a large variety of sources with quite different reasons for looking at performance. So, we need a rich full picture of these different ways and how they fit together, to manage performance overall. We need a clearer view of the different types of performance management and how they work as a set. This is what Performance Management truly entails.

06/03/2020

COMPONENT OF A PERFORMANCE MANAGEMENT SYSTEM 1

Any effective performance management system includes the following components:
1. PERFORMANCE PLANNING: Performance planning is the first crucial component of any performance management process which forms the basis of performance appraisals. Performance planning is jointly done by the appraisee and also the reviewee in the beginning of a performance session. During this period, the employees decide upon the targets and the key performance areas which can be performed over a year within the performance budget., which is finalized after a mutual agreement between the reporting officer and the employee.

2. PERFORMANCE APPRAISAL AND REVIEWING: The appraisals are normally performed twice in a year in an organization in the form of mid reviews and annual reviews which is held in the end of the financial year. In this process, the appraisee first offers the self-filled up ratings in the self-appraisal form and also describes his/her achievements over a period of time in quantifiable terms. After the self-appraisal, the final ratings are provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it can be overcome.

3. FEEDBACK ON THE PERFORMANCE FOLLOWED BY PERSONAL COUNSELING AND PERFORMANCE FACILITATION: Feedback and counseling is given a lot of importance in the performance management process. This is the stage in which the employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not. The employee receives an open and a very transparent feedback and along with this the training and development needs of the employee is also identified. The appraiser adopts all the possible steps to ensure that the employee meets the expected outcomes for an organization through effective personal counseling and guidance, mentoring and representing the employee in training programmes which develop the competencies and improve the overall productivity.

4. REWARDING GOOD PERFORMANCE: This is a very vital component as it will determine the work motivation of an employee. During this stage, an employee is publicly recognized for good performance and is rewarded. This stage is very sensitive for an employee as this may have a direct influence on the self-esteem and achievement orientation. Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for affection.

5. PERFORMANCE IMPROVEMENT PLANS: In this stage, fresh set of goals are established for an employee and new deadline is provided for accomplishing those objectives. The employee is clearly communicated about the areas in which the employee is expected to improve and a stipulated deadline is also assigned within which the employee must show this improvement. This plan is jointly developed by the appraisee and the appraiser and is mutually approved.

6. POTENTIAL APPRAISAL: Potential appraisal forms a basis for both lateral and vertical movement of employees. By implementing competency mapping and various assessment techniques, potential appraisal is performed. Potential appraisal provides crucial inputs for succession planning and job rotation.

02/03/2020

INTRODUCTION TO PERFORMANCE MANAGEMENT
Performance management can be defined as the development of individuals with competence and commitment, working towards the achievement of shared meaningful objectives within an organization which supports and encourages their achievement.
Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner.
Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc.

OBJECTIVES OF PERFORMANCE MANAGEMENT
The nine major objectives of performance management system are enlisted below:
1. To emphasize on career planning and future growth opportunities for employees;
2. It ensures to raise the efficiency and productivity of employees;
3. To encourage a sense of belonging, team spirit and devotions among employees with the job;
4. To provide feedback about HR planning and potentialities to implement the planning facts;
5. To identify systematically the need and requirements of some learning and training aspects;
6. To promote better and high work culture in the organization;
7. To focus more on systems approach to perform appraisals rather than to make any formalities;
8. To foster a positive relationship between managers and employees through a two-way communication process;
9. To appreciate, recognize and to give reward and compensate employees for achievement of performance objectives successfully in a more objective, transparent and justified way.

Do you now realize that the essence of Employee Engagement in your business organization cannot be overemphasized? If yo...
28/02/2020

Do you now realize that the essence of Employee Engagement in your business organization cannot be overemphasized? If your employees are not engaged, it is time to act!

Do you have any questions concerning the topic Employee Engagement? Feel free to drop them on the comment box, we will give you the answers that you need.

Are you looking for a comprehensive employee engagement solution? No matter your starting point, challenge or industry, we will get you where you want to be. Contact us by visiting our website www.mbryanconsulting.com or call 08092571531.

(Picture gotten from forbes.com)

24/02/2020

ESTABLISHING EMPLOYEE ENGAGEMENT – EMPLOYERS PART 2

Employee engagement starts with understanding
It’s a manager’s job to engage their teams and drive performance. When you are starting a business, every day brings with it some new unexpected twist or turn. However, the moment you add employees into the mix, that challenge increases many times over.
The good news is that there are some simple things you can do to ensure that your people are fully involved in, dedicated to, and enthusiastic about their work. Take these 7 steps and your employees will be as engaged in your business and its success as you are.

1. Create a Partnership
The best way to encourage your people to consistently give their very best on the job is to create a partnership. Treat each employee as a valuable member of your team, and give them the autonomy to make decisions and do their work as they see fit, so long as they meet their performance standards.

2. Involve Your Employees
Involve employees more deeply in your organization by inviting them to join cross-functional teams that draw on the expertise and talent of people from different parts of the organization. Let each team have the authority they need to make decisions on their own, especially when the decisions directly affect them.

3. Let Your Team in on the Plan
Be as transparent with your people as you can be, in terms of providing information on how the company makes and loses money, letting them in on any strategies you may have and explaining to them their role in the big picture. When your employees understand the overall plan, they will view themselves as an important, vital piece of the puzzle.

4. Provide Feedback on Performance
Regularly set aside time to tell your people what they are doing right and point out any areas for improvement. If performance is not up to par, work with them to develop ideas on how to improve. It is important that employees feel they are supported by you and the organization, rather than being left behind because of an occasional mistake or bad call.

5. Keep Promises
Never make a promise you cannot keep, and when you do make a promise, no matter how small it might be, be sure to follow through with it. Even if you think your employees do not care about it, you can be sure that they are keeping score. If you aren’t certain that you will be able to follow through on a promise, then don’t make it.

6. Create a Productive Work Environment
A workplace that is trusting, open and fun will be the most productive and successful. Be open to new ideas and suggestions that come from your employees, and show them that their voices are being heard. Regularly set time aside for team-building exercises and meetings, and make them fun so your employees actually look forward to participating rather than looking for reasons to ditch them.

7. Thank Them
A sincere thank-you for a job well done can be a powerful motivator for continued success and is an essential tool for every manager. Thank your employees personally and promptly when you catch them doing something right by writing a quick thank-you email or text message, or by dropping by their office to tell them in person.
Take a walk in your employees’ shoes; would you be enthusiastic about working for yourself? If not, then give these 7 steps a try.

(picture gotten from gallup.com)

21/02/2020

How to Establish A Culture of Employee Engagement - Employers
Because having a successful business is every employer’s dream, companies emphasize on employee engagement. With an engaged staff of employees, you lower your risk of turnover, boost customer satisfaction, and increase your company’s overall chance of success.
I have learnt that neither you nor your employees can force workplace engagement. It has to be ingrained in your business and within each individual employee.

5 Ways to Encourage Employee Engagement
1. Don’t Skip Onboarding and Training.
If an employee doesn’t have a handle on their responsibilities, they won’t be engaged. Instead, they’ll be confused, frustrated, and rushed to catch up, which leads to disengagement. Employees who can master their workload have a better shot at taking pride in what they do. Workers who are eager to meet their goals are engaged with the company. Onboarding and training new hires are some of the most important steps you can take to ensure employees are engaged at work. For most employees, onboarding and training is also the time when they bond with co-workers and develop a connection to the company.

2. Set Company Goals
To run a successful business, you need a business plan with a list of goals you want to accomplish. To engage employees, you need to involve them in reaching business goals. You should set annual, semi-annual, quarterly, and monthly goals so employees have something to work towards. Reaching goals is something that encourages employee engagement. Employees want to know how their position fits in with the other positions in the company and they want to learn how their work affects your business as a whole.

3. Acknowledge Employees
Employees don’t automatically become engaged when you give them more praise, thanks, or any other type of acknowledgment. But employees can quickly become disengaged if they feel like they’re invisible. When I say acknowledge employees, I don’t mean give them praise for every little thing they do. I’m talking about things like saying “Hello,” “Have a good night,” or “Thank you.” More so, whenever an employee puts in extra effort, acknowledge them.

4. Focus on Employee Development
There are many reasons job seekers apply for and accept a position, like salary and benefits. But many workers also want the opportunity to grow their career. Employees want to develop their skills and continue challenging themselves. They don’t want to do monotonous tasks that require minimal effort. Engaged employees constantly use their mind and enhance their skills.
You can focus on employee development in a few different ways. You might add new duties to the employee’s position to prevent boredom, allow room for growth in the position, or offer a job rotation program so employees do different tasks every so often, you can also emphasize employee development is by offering educational assistance. This is a great perk that lets employees further their education. It shows employees that you value their career growth, and it also allows you to add new skills to your business.

5. Don’t Micromanage
If employees are told exactly what to do and how to do it, they won’t have the time or motivation to engage with the work. They will be more like robots. Employees can’t be engaged if they do not have freedom in how to do their jobs.
Micromanaging can be damaging to your business. Instead of micromanaging, allow each employee make decisions about how to accomplish their work. This leads to higher levels of engagement. And, employees know they can reach out to their managers, if they ever have any questions. Leave the details up to your employees, and you will end up with workers happy to put their own methods and ideas into action.

17/02/2020

WHAT HAPPENS WHEN YOUR EMPLOYEES ARE DISENGAGED?
There is no denying that disengaged employees have a direct and negative impact on your business. There are a number of reasons why disengagement is costly:
1. Lack of Engagement Kills Morale: Actively disengaged employees cause disruption and dissatisfaction within the company. Even actively engaged employees can experience decreased morale if the overall team’s level of engagement falters. Just a few actively disengaged employees can have a net negative effect on the work place.
2. Disengagement Affects Customers: Employee discontent doesn’t stop at the front lines of business. Customers sense and respond to unhappy employees. Excellent customer service drives a business and results in brand loyalty. An engaged employee will ensure customers are well satisfied whereas disengaged employees just do not care.
3. Disengaged employees care less about their jobs than engaged employees.
4. While engaged employees have a vested interest in seeing their projects and careers advance, a disengaged employee is looking for an exit at best.
5. Disengaged employees have more absenteeism, experience more safety incidents, and create more turnover within the company.
6. The cost of overtime to cover illness, training new employees, and worker’s compensation adds up over time.
The cost of not having engaged employees is indeed high, start now to establish a culture of Employee Engagement in your business establishment!

10/02/2020

IMPORTANCE OF EMPLOYEE ENGAGEMENT (PART 2)
1. Engaged employees boost productivity
Reports show that employers who invest in their employees are more productive than those employees whom their employers do not invest in. One engaged employee can contribute a lot more to organizational productivity than ten actively disengaged employees.
2. Employee engagement increases customer satisfaction
People who are passionate about their work are often the best people to interact with your customers. Why? Because that passion is infectious and your customers will take notice.
In other words, customers are treated to a better experience when dealing with engaged employees.
3. Retention of your best people
Engaged employees are involved and invested in their roles and are therefore less likely to leave their jobs. Sometimes your best people are not engaged and you may risk losing them. Keeping them engaged is absolutely essential. If your organization is dealing with low retention rates, it is time to think about why they are not engaged, fast. Because when the best people at your organization leave, the rest of your people will notice and you do not want a domino effect.
4. Employee engagement enhances company culture
People who are engaged in what they do are, in general, easier to work with. And not because they are happier or cheerier, either. It is because they exemplify a culture of employee engagement. Ideally, engaged employees are living your company’s values every day at work, and being recognized across the organization for it. Celebrating your most engaged people is one step towards creating a culture of engagement.
5. Engagement is a symptom of success
As Ann Latham puts it, engagement is a symptom of success. Engaged employees are ready to ensure your organization achieves its goals. They are willing to see the business succeed and will go any length to ensure it does succeed. The more engaged employees you have in your business, the more successes you will record.
Conclusion
Employee Engagement is therefore VERY essential for every workplace. What then are your next steps to ensuring your people are feeling like their work matters?

See you on the lane of Engaged Employees.

07/02/2020

IMPORTANCE OF EMPLOYEE ENGAGEMENT (PART 1)
Multiple studies have shown that employee engagement has a huge benefit to productivity.
Employee engagement gives employee recognition, it makes them feel valued and needed. It’s important to note that motivated employees are more likely to perform better in their roles. This will filter down to how they come across when working with clients, suppliers and customers, and improve their experience. You’ll get better feedback, build greater trust and create an even stronger reputation within the industry.
Employees who are engaged will:
• Be willing to ‘go the extra mile’
• Have a better relationship with colleagues
• Want to voice innovative ideas
• Display a genuine want to improve the business
• Take fewer sick days
• Be motivated to work efficiently (generating higher productivity)
• Be committed to the company for the long-term

INTRODUCTION TO EMPLOYEE ENGAGEMENT.Employee Engagement is a workplace approach resulting in the right conditions for al...
03/02/2020

INTRODUCTION TO EMPLOYEE ENGAGEMENT.
Employee Engagement is a workplace approach resulting in the right conditions for all members of an organization to give their best each day. Employee Engagement is based on trust, integrity, a two-way commitment and communication between an organization and its members. It is an approach that increases the chances of business success, contributing to organizational and individual performance, productivity and well-being.
From an employer's point of view, employee engagement is concerned with using new measures and initiatives to increase the positive emotional attachment felt and therefore productivity and overall business success. An engaged workforce produces better business results, does not hop jobs and more importantly, is an ambassador of the organization at all points of time.
Engaged employees are perceived to form a part of an organization’s brand and an engaged, happy workforce can have a knock-on effect on customer retention, recruitment of key talent and the ability to attract new customers in a world where a company's values are crucial to the consumers.
Employee engagement involves the following aspects −
• The nature of the job itself.
• Whether the employee feels mentally stimulated.
• The trust and communication between the employees and the management.
• The ability of an employee to see how their own work contributes to the overall company performance.
• The opportunity of growth within the organization.
• The level of pride an employee has about working or being associated with the company.
The emotional connection of an employee toward the organization tends to influence his or her behaviors and the level of effort in work related activities. The more engagement an employee has with his or her company, the more effort they put forth.

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