Target Audience: senior executives, team leaders, CEOs, HR managers

DESCRIPTION

In the globally uncertain and competitive environment of today, for many organizations human resources remain the most valuable source of competitive advantage. The way they are managed may create a difference between an organization’s success or failure:


- Engaged employees are 2 to 4 times more productive than average employees (Ulrich and Smallwood, 2004)
- Disengaged employees cost an organization 3400 USD for every 10000 in salary (Gallup).
- Highly engaged software engineers are 12 times more productive than the average (Pfeffer & Stutton, 2006).


In 2017, global employee engagement has fallen in Europe and North America (AON Hewitt, 2017), causing higher turnover, lower customer satisfaction, higher absenteeism and poor financial results, and the trend is expected to continue.
Advancing technology, political turmoil, changing of individual choices on work-life balance and ways of work oblige organizations to rewrite the rules and change traditional structures and management practices. This tailor-made advice is meant to help them adapt to the change and grow a highly engaged and performing workforce.


CONTENTS
The tailor-made advice is based on findings of pioneering scientific research in neuroscience, cognitive and organizational science with regards to human motivation and their application in the workplace. It delivers knowledge on:


- Ways to optimize the human brain for the best work performance based on its evolutional predispositions
- The role of the collective factor of human performance
- The organizational culture favorable to employee engagement
- Concrete and actionable ways to create an engaging workplace.

OUTCOME
Based on what has been learnt, clients will be offered assistance in revising, improving or building their internal policy/roadmap with concrete and practical steps to be taken to create an organizational climate favorable for highly engaged and performing workforce.

The intervention always starts at the managerial level, because managers, intentionally or unintentionally, define the working environment, outline working policies and impact relationships in a way that may either decrease or increase engagement and performance of individuals and teams.


For more information, contact Neuroptimist.