Understanding the alignment between good people practices and organisational high performance

1. Many UK businesses underestimate the link between people and performance.
Need convincing? Here’s a few reasons why people = performance.
You’ve got the why, so what’s next?
Ask why
Performance
If all UK businesses adopted
an improved approach to
people management, the UK
economy could benefit from
an efficiency gain of up to...
Why Reward
and Recognition?
Smaller businesses will
benefit most from a focus on
recognising and rewarding
performance, with an
estimated efficiency gain of
Why Employee
Engagement?
of the world’s most admired
companies believe their efforts
to engage employees create
competitive advantage.
Why Values
and Behaviours?
of employees think their
organisation’s values
positively influence
behaviour at work.
We’re passionate about what we do and dedicated to helping you and your
organisation be happy, healthy and sustainable. It may sound clichéd but it’s true.
From specialists in people development and quality management standards, to experts in the field of
high performance working, we are here to help you realise your ambitions – whether helping you to
improve systems, develop your people or grow your business.
If you want to talk about your people and performance, we’d love to hear from you.
Why Purpose
and Vision
Companies with highly
aligned cultures and highly
aligned innovation strategies
experience higher enterprise
value and profit growth than
companies with low degrees
of alignment.
Why Measures
and Analytics
Leading analytic
organisations have seen
average improvements of
higher enterprise
value growth
higher profit
growth
Challenge your purpose and identity by asking why you do what you do.
Go beyond what and how you do it. Is there a shared understanding
across your organisation? Getting to the heart of your purpose is key
to your culture and can highlight motivators for your people.
Walk the walk,
talk the talk
Senior leaders play a really important part in how your company culture
is shaped and in turn how engaged your people feel. They should be
walking and talking your values and behaviours.
Keep in touch You can’t support improved engagement if you don’t know how people are
feeling. Build feedback into your culture with different ways for your
employees to let you know how they’re doing and visa versa.
Money doesn’t
always talk
Reward and recognition isn’t just about money. According to the ILM,
ensuring employees enjoy their job is the single most effective way
to motivate - even more influential than salary in inspiring staff
to work hard.
Live it Your values and behaviours should run through everything you do – use
them as a guide to support decision-making at every level. They should
be second nature to your people and a real foundation to your culture.
Avoid misery Make sure you are measuring the appropriate metrics for your organisation
and that they’re used to engage and motivate. Inappropriate measures can
cause disengagement and job misery, which is counter-productive.
10%
(Investors in People)
(CIPD) (CEB)
(Hay) (Investors in People)
£77bn
52%
94%
employee
performance
employee
engagement
30% 17%
12% 9%
People =
Performance PEOPLE POWER?
Have you unlocked your
? ?
?
!!!
(Global Innovation 100)
t. 0161 237 4200 e. orgimprove@growthco.uk w. orgimprove.growthco.uk
The Growth Company is the trading name of Improvement Development Growth Ltd. Registered Office: Lee House, 90 Great Bridgewater Street,
Manchester, M1 5JW.
Be a better organisation. We're passionate about growing happy,
healthy and sustainable businesses.