Rhythm Systems is proud to announce the release of its newest white paper, "The Unbeatable Return on Payroll of Engaged Employees," written by Cindy Praeger and Eskinder Assefa. The research clearly shows that engaged and motivated employees provide a competitive advantage that can help you dominate your industry and increase your return on payroll.
What is a skip-level meeting?
As defined in an article by Jared Lewis, "In a skip-level meeting, upper-level management bypasses mid-level management to talk directly to non-managerial employees. Although there's not typically a special position known as a 'skip-level manager,' senior managers conducting these types of meetings are considered skip-level managers." The manager meets with employees to try to better understand their team members, build trust in the organization and get a better sense of the work environment challenges facing your front line employees. Skip level meetings for employees are just as important as they are for managers, and both should be well prepared prior to the meeting.
As the middle market strategy execution experts, we get asked a lot of questions about KPIs or Key Performance Indicators for firms to manage the metrics that matter. In fact, we get hundreds of thousands of yearly views on our KPI blog posts alone! Our comprehensive KPI Guide is one of the most valuable free resources that we offer to the middle market community free of charge to help companies determine the right set of KPIs for their business if they don’t have the resources to utilize our expertise and KPI dashboard software to create a balanced scorecard of their performance.
At Rhythm Systems we help middle marketing companies get the most out of their meetings, from annual planning meetings to weekly team meetings to help companies get the most out of their strategic plans. Recently we get some questions on how to conduct an technical review meeting.
A technical review meeting is very similar to how it sounds. It is a meeting of project professionals to discuss detailed planning and technical issues such as engineering, manufacturing, etc. The meeting allows you to identify specific issues and concerns.
In working with middle market CEOs and their employees and they often wonder about their employee productivity and professional development. I often find that they are overlooking one of the biggest components of productivity, are your employees engaged or are they motivated? The team members may be motivated by a bonus and they will be productive, but if a team member is also engaged with their work - and its purpose - they are almost a third more productive.
As an employer, you want your workforce to be both engaged and motivated. With employee engagement at around 32.6%, it is important to know the difference between employee engagement and motivation. Engaged employees will decrease your employee turnover rate and you'll have much happier and longer tenured employees!
It is that time again. I am working with my clients to help create quarterly execution plans with their top quarterly rocks so they can accomplish the goals they set out to achieve. Working with one of my newer clients recently, I noticed we spent a lot of time covering how Company, Group, and Individual Priorities work together to significantly increase their chance of success. I realized that a few of our long-standing customers may have some of the same questions but didn’t want to ask. I thought I would take some time to help clarify how each of these pieces works together in your execution-ready quarterly plan.
You know what? Weekly team meetings suck. There, I said it. I know many of you were thinking it, but I went ahead and put it out there. People don’t like them. In fact, many people describe their departmental meetings as a complete waste of time. Others compare meetings to running in a circle like a hamster, it feels like you are moving, but you are getting nowhere! I have seen poorly executed meetings almost single handedly crush the culture of an organization. It is impossible to build an excellent company without a great culture as you can’t keep the A players that you need to succeed. Think about it, when was the last time you walked out of a meeting and thought “that was awesome!”? If you run effective team meetings, solve problems and follow the weekly meeting agenda each and every week you'll rid yourself of this nightmare!
In working with hundreds of mid-market CEOs as a consultant at Rhythm Systems, I often get asked about KPIs (Key Performance Indicators) and OKRs (Objectives and Key Results). As a data nerd, I love having these discussions and helping our clients rank the top in their industry. Often, I find they are really asking, “How can I fix my weekly staff meeting to have a data-driven discussion that helps me exceed my goals?” It doesn’t really matter what KPIs and OKRs you are measuring if you don’t use them to drive the right discussions each and every week to make the adjustments in real time as needed.
In my last blog, I talked about how most meetings suck. Now, I want to focus our energy on ways that we can fix them. One of the biggest complaints that I hear about bad meetings is the lack of an agenda or getting it two minutes prior to the meeting. While having a meeting without an agenda is horrifying, I have attended several bad meetings that had a detailed agenda sent well ahead of time! The problem was that the agenda didn’t cover all of the areas that the company needed to discuss in order to grow their business. It isn’t just having an agenda; it is about having the right weekly team meeting agenda.
In working with many leading mid-market CEOs and their executive leadership teams on their growth strategies, I often ask these leaders what keeps them up at night. It turns out the answer is less varied and simpler than you might think. While they all say it a little differently, the answer almost always boils down to a variation of “How can I execute my strategic plan?” Turns out CEOs know that making plans is easy while executing them is hard. I’ve included the most common four questions I hear.