#employee performance optimisation

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From Tactics to Strategy: The Leadership Transformation That Separates Managers from Leaders … do your people have the right lens on?

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Leadership - the results business. Series 2 of 2

Leadership – the results business. Series 2 of 2

We ended series one asking whether your organisation has a PRoI (People Return on Investment) index. We wondered if the organisation considers people an ‘investment’ and whether the organisation is deliberate about defining staff ‘productivity-leveraging’ metrics to measure and monitor PRoI. If the organisation does neither of these, especially the deliberateness around the individual PRoI – we…

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COVID19 casualty: the modern organisation and great resignation - Series 2 of 2

COVID19 casualty: the modern organisation and great resignation – Series 2 of 2

Who should have warned the world of the ‘great-resignation’? Did the HR fraternity miss the great resignation? Why did they assume that the COVID19 pandemic would come and go, and we would all return to the status-quo pre-pandemic? Is HR missing in the boardroom, and the accompanying investment in analytics and forecasting (like it’s done for marketing and finance) is not available? But even if…

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COVID19 casualties: labour and the great-resignation - Series 1 of 2

COVID19 casualties: labour and the great-resignation – Series 1 of 2

Are we witnessing one of the more significant shifts at the modern workplace post-world-war 2? Amongst the many consequences of the COVID19 pandemic is employees quitting en masse. The pandemic situation has had an unintended consequence, and there is questioning by the white-collar workers of the status quo at the workplace. A status quo that was considered normal two years ago. Acquiescence in…

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HR practitioners: take an ‘outside-inside' approach to skilling for work or become irrelevant – Series 2 of 2

HR practitioners: take an ‘outside-inside’ approach to skilling for work or become irrelevant – Series 2 of 2

Do we see the skills supply vs demand gap? What can we do to fix it? We assume that you recognise the gap between the products on the labour market In Uganda (supply) vs skills (demand) sought after by employers. While we still need and continue to study traditional skills at college, they are like a commodity now. Engineering, legal, and accounting skills are a mature commodity; like Coca-Cola,…

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HR practitioners: take an ‘outside-inside' approach to skilling for work or become irrelevant – Series 1 of 2

HR practitioners: take an ‘outside-inside’ approach to skilling for work or become irrelevant – Series 1 of 2

It doesn’t take long for you to work out, at least in Uganda, that the supply side isn’t appropriately addressing the demand side of the labour market. White-collar and to a certain extent the techno-vocational workers aren’t meeting the skill needs of companies. Industries are on the hunt for quintessential staffers, but this is proving elusive. And when they hire the right staff, paying and…

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Do you pay 'rent' for your success?

Do you pay ‘rent’ for your success?

They have done it, I will also do the same. Why not?

…about 60% [youth in East Africa] admired those who used get-rich-quick schemes. And more than half believed it didn’t matter how one makes money while 53% said they would do anything to get money. The survey found 37% would take or give a bribe and 35% believed there is nothing wrong with corruption.  An outliner was Rwanda where most said…

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Don’t be ‘the first’ but ‘the best’

Don’t be ‘the first’ but ‘the best’

At the Effectiveness Lab, we present our thoughts via the effectiveness/efficiency lens. We are efficacy-junkies and ultimately would wish for all that we do as individuals to be rated top because it’s quintessential; and not because we carry individual perceptions about us by others in society.  In this case, people of colour, women, other minorities tend to be discriminated against and are…

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