"There are so many people working so hard and achieving so little" Andy Grove, former INTEL Chairman and CEO
The quality of a manager, is the single most critical and important factor, for the manager’s, the team’s and the organization’s short, mid and long term success.
Cause and Problem
Managers, you are struggling to manage your teams, not because you want to, but because you haven’t been trained or because you haven’t been trained properly. Some of you modeled the wrong mentors, thinking you were making the right calls. When you become a manager, you shift your focus from self growth to contribute to people's growth. 
Effect and Current situation
Gallup datas collected in 2014, 2015 and 2016 across 155 countries indicates that as a direct consequence from poor managing and poor leadership, 15% of employees worldwide, are engaged at work, 67% are not engaged, and 18% are actively disengaged
Managers account for 70% of variance in employee engagement.
Managers account for 50% of employees leaving their jobs.
Managers don't involve team members in goal setting, according to 70% of employees .
I witnessed first hand around me, during my career, how poor managing and poor leadership affect people's lives, outputs, and affect the organizations' short, mid, long term overall profitability.
Unfortunately, that hasn’t changed for the last 24 years, worst it amplified.
Cost example
Gallup found that an actively disengaged employee (18% in organizations worldwide), costs $3,400 for every $10,000 of salary (34%).
So for an organization of 100 people, if the workforce's median salary is for example, $40.000 per year, that is $40.000 X 0,34 = $13.600 annual cost per actively disengaged employee.
For 18 actively disengaged employees, the annual cost is $244.000 ($ 13.600 X 18).
This is $ 1/4 of a million loss for the organization.
Cost of attrition
Staff retention is important and because of low engagement and poor leadership within the organization, top performers a as well as regular employees will for sure leave the organisation.
For each employee lost, the cost to the company will value between 50%–250% of this employee's annual salary.
The financial costs of losing an entry level employee, could be $30.000 (annual salary + benefits) X 0,5 = $15.000 .
The financial costs of losing a top performer for example, could be $100.000 (annual salary + benefits) X 2,5 = $250.000 .
Total annual cost/loss for the organization
A 100 employee organization, with 18% actively disengaged employees, losing 1 top performer and 1 entry level employee the same year will cost
$244.000 + $15.000 + $250.000 = $509.000.
When leaders see the overall and real costs of disengaged employees, they get very focused on prioritizing building an engaging work environment.
Today as a business leader and power speed endurance athlete, I help managers become high output managers by building high output teams and better organizations.
We are providing the system, the knowledge, the skills, the frame, processes, tools, to allow Managers to start within weeks, their transition to become High Output Managers and achieve greats results.
Managers will have the freedom to take the training courses at the most convenient time for them, so that it doesn't interfere too much on their busy agendas. Weekly follow up with myself directly will be operated to make sure we answer all the questions and help managers implement and test the new knowledge on the field.
High Output managers
They have an efficient management system in place.
They motivate every single employee to take action.
They engage employees with a compelling mission and vision.
They have the assertiveness to drive outcomes.
They have the ability to overcome adversity and resistance.
They create a culture of clear accountability.
They build relationships that create trust, open dialogue, and full transparency.
They make decisions based on productivity, not politics.
When organizations increase their number of talented managers and double the rate of engaged employees for example, they achieve, on average, 147% higher earnings per share than their competition.
Our method is simple :
1. New knowledge, new beliefs.
2.Take action.
3.Get results and audit results.
4.Feedbacks and iterate for continous improvement.
5. Repeat process endlessly until success is reached.
"The ideal of life is not the hope of becoming perfect, it is the will to be always better" Ralph Waldo Emerson

FREE Case Study Reveals:
Why you need to know "How to Manage"?
Why you need a High Output Managing System?
Why you need Managerial  Leverage?
Why you need to Train & Motivate Team for Peak Performance?

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