Workplace Synergy

Leveraging human capital, sustaining high levels of employee engagement, motivating people are a few key factors that directly impact workplace synergy.

At best, each and every person works to add value - for themselves, their families, and for the company they work for. Then life happens and situations evolve that change the dynamics of the intentions to be at their best each and every day. Fundamentally, people want to do good and be liked. So, when change happens, big or small, how do companies create and maintain a workplace where there is a strong culture of self awareness, pride, vulnerable trust, product conflict and dialogue, camaraderie, effectiveness and business success?

Let's look at three key factors for maximizing excellence and business success:

MOTIVATING PEOPLE

Motivating people, and keeping people motivated might be the hardest work a leader will ever do. It is important to understand that how one person is motivated is not the same as how another person may be motivated. Not only should a leader and manager understand what motivates each of their employees, they should also understand what de-motivates each one of them. Therefore, assessing a persons Communication Intelligence Style (Forté) is key to understand and better able to maximize each employees knowledge, skills, talents, and experience - and this include both leaders and employees.

Once leaders have gained insight into each employees strengths and motivators/de-motivators, then leaders engage in the continuous process of leading. To lead is to motivate and influence others. The foundation to leading is based in the cognitive approach and methods used for language and communications. Once leaders master the skills of maximizing their communication intelligence, they open themselves up to being better able to motivate others in the the workplace, maximize excellence and business success.

EMPLOYEE ENGAGEMENT

Leaders understand and know that engaged employees are valuable and key to return on investment. They also understand the key elements and characteristics of an engaged employee. (Forbes, Lori Harris)

Employees can be engaged, not engaged, and disengaged. (Gallup) Engaged employees are cognitively and emotionally connected to their work. They are intentional, disciplined, accountable, and take pride in the work they do. Non engaged employees are doing the bare minimum. Disengaged employees are downright miserable at work.

Companies who achieve success from boosted leadership effectiveness, enhanced reputation, better teamwork and more motivated follower-ship realize increased employee engagement, customer loyalty, business performance, and stakeholder return. Leaders ensure company strategies include culture and engagement initiatives to fuel the engine of creating lasting and positive value for their employees.

HUMAN CAPITAL

The economic value, the sum of the whole, of a company's employee base sustains workplace synergy. It is a combination of human skills and knowledge, blended with a company's culture, systems, and processes, as well as, alignment to the vision, mission, goals and objectives. Human Capital is required in order to remain innovative, achieve stakeholder satisfaction, and get results.

Talent management systems should define the workforce planning that outlines the the human resources and skills. Recruitment, learning and development, performance, and succession are key strategies to attract and retain dedicated and hardworking employees. Human Capital is important because it can drive productivity, effectiveness, profitability and organizational health.

In totality, the cohesiveness of resources in an organization help to create and sustain synergy. Therefore, the impact is exponentially greater than would be if left to the mediocracy and siloed nature of cultures with de-motivational workplaces, high levels of disengaged employees, and lack of or poor strategic planning.

Does your company have talent management strategies that maximize your human capital? Is your company realizing high levels of employee engagement? Do your employees understand what motivates and de-motivates them? Is there synergy in your workplace?

Harris Whitesell Consulting, LLC., is a global management consulting firm headquartered in Wilmington, North Carolina. Harris Whitesell Consulting’s mission is to create valued partnerships based on trust, excellence, and impact – from assessment to action. Their team of certified and highly qualified experts maximize leadership effectiveness and business success by working with people and businesses to accelerate value, optimize growth and opportunities for their leaders, teams and organizational success! To learn more, visit: www.harriswhitesellconsulting.com.

Lori Harris is Co-Founder and Managing Partner of Harris Whitesell Consulting.