The Environment You Create Is the Performance You Get

Audience: Leaders, CEOs, Founders/ Owners

Overview: This article highlights that performance gaps are driven less by ability and more by the environment leaders create. It shows how leaders who listen, act, and improve conditions consistently unlock stronger performance, engagement, and competitive advantage.

This post says…'research reveals that most performance gaps aren't about ability, they're about environment.’

It goes on to add…‘The question isn't whether employees can do great work—it's whether leaders are creating the conditions for it to flourish.’

And it finally points out…‘companies that figure this out first will gain an enormous competitive advantage.’

There isn’t any reason to challenge this research. We see it when we receive an organization’s results through our Sageforge Platform. Organizations feeling they are providing everything their employees need to foster success, and then things ‘happen’.

Poor communications that foster misunderstandings. No follow-through on those who are accountable for outcomes. Lack of responsiveness to ongoing issues.

Lack of inclusiveness in some decisions that impact operations. And the ever-present, always-noted micromanagement issues. And last but not least, declining sales.

In the Sageforge Platform, we identify and prioritize expressed employee concerns. WE answer the question of what employees want their leaders to continue, stop and start doing.

We then share the results and debrief leaders on the outcomes and discuss potential next steps. And all this is backed by our program’s algorithms and history.

Leaders receive the information and then may choose to do one of three things.

Approach #1: Not believe the science or statistical outcomes and continue to interact with staff as they have been doing. (see Unconscious Bias Case Study). 

Approach #2: Disregard or ignore the information completely and identify another unidentified area. (see Listening & Feedback Case Study).

Approach #3: Dive deeper into the results to understand what led to the employee comments. Effective leaders then take what they learn and consistently work towards improving the work environment by responding to and making strides towards addressing concerns. All while learning new things about employee needs at every future check-in and addressing those as well. (see Financial Reward for Measuring Human Capital & Performance – Improved Valuation Case Study).

We know that the impact of the third approach results in improved ongoing performance outcomes at all three levels of the organization.

Organizations experience…more engaged employees, a stronger and more positive work environment and the ability to improve operational efficiencies and sales.

Our program tracking has shown operational efficiencies improve by 25% the first 90 days.

Leaders receive… a continually integrated communications system to facilitate solutions and measure outcomes. Consistent feedback through the metrics leads to a healthier culture that yields ongoing, increasingly improving results.

Employees feel… their voice was heard.  Someone cares. They matter. They begin to experience what is referred to as psychological safety or ‘the shared belief that individuals can speak up, take risks, and express ideas without the fear of negative consequences or judgment.’

As a more conducive work environment develops, the organization is far better positioned to gain a competitive advantage. If you don’t believe this, take a moment to read some employee statements made in the annual’ Best Companies To Work For’ reports…for any given year.

This type of scenario is achieved because employees feel they were heard, listened to and have a stake in what they do and who they do it for. They feel supported. They feel part of the solution and not the problem. They matter.

What better way to help your organization grow healthier, stronger and more profitable….and create a culture where people recover faster and perform stronger when faced with the pressures that are sure to come along.

Cynthia Kyriazis is the Chief Experience Officer at The Culture Think Tank. Her experience includes executive coaching, consulting, and training. Book a 15-minute chat to discuss your people, performance, or profit challenges.