A ‘network of engaged teams” performance model which promotes high employee engagement, strong, real-time communication, and rapid information flow is transforming organizations and providing for a very powerful organizational competitive advantage. These teams are purpose-focused, consistently exhibit the right team behaviors, are committed and supported at the very highest level of the organization.

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The unfortunate reality about performance management as it was designed 30 years ago; it doesn’t work today. Enhanced talent performance requires change, moving from traditional performance management to future-focused performance enablement.

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Engagement is a by-product of an enhanced performance environment, an effective employee communications strategy, and a transparent, team-oriented work environment and culture.

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Each of us can proactively move from waiting for that leader-led semi- or annual performance reviews to highly effective and targeted continuous performance connections by using a simple 3 I framework to focus and account for your performance actions, activities, and results: Initiative, Influence, and Impact.

In this last segment, we will outline the 5 keys to creating a highly effective communication strategy. Don’t wait any longer. It’s time for your organization to turn employee communications into a dynamic competitive advantage and highly effective employee engagement and retention strategy.

How do you begin to shift employee communications from a tactical, primarily ad hoc exercise, with little to no coordination or consistency into a highly effective, dynamic, well-orchestrated, strategic competitive advantage? Find out here.

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Too often you hear it in the hallways (or over conference apps, ironically) and see it on employee surveys, “We don’t communicate as a company. We send a lot of emails, but we don’t communicate.” Employee communication is truly the lifeblood of any organization. The more timely, efficient, and consistent the communication flows, the greater chance that the organization thrives.

The traditional career path of linear career progression continues to be disrupted and evolve. For decades, employees looked to their employers to develop them and provide career advancement opportunities. If they completed the required in-house training courses each year and paid their dues by doing what management asked, employees could follow a [fairly] predictable career path.