*Measurement

What’s keeping your workforce from giving their best?

You  can’t afford to wait 12 months for an employee survey to tell you. Rapidly  gauge the attitude and actions of your organization with Dulye & Co.'s Instant  Insight™.

This unique measurement program goes beyond any survey  software by delivering hard results, simple analysis and actionable approaches  for improving performance lags.  No  lost time on cumbersome analytics, demographic sorts and statistical reviews.

Thank you to everyone who attended the Engage Employees to Give Their Best webinar!

We would like to provide you with a complimentary consulting session on creating a Specator-Free Workplace where employees will go above and beyond. If you are interested in the complimentary session, or have any questions about the topics covered in the webinar, please contact Roger Gibboni at rgibboni@dulye.com / 845-987-7744.

At Dulye & Co., we believe the only way to determine if your communications or change efforts are moving the needle is to capture data as frequently as possible.

Our best-practice approach to designing all-hands meetings that work centers around collecting feedback from attendees before they leave a meeting. Over time, we’ve watched feedback mechanisms evolve from the tried-and-true paper and pen method to Web-based surveys and polls.

This month, Dulye & Co. president and founder Linda Dulye contributed an article to IABC's Communication World publication about how companies in every industry can move past "engagement" as a tagline and use it as a powerful competitive advantage. 

If you subscribe to Netflix, the DVD-by-mail and movie-streaming service, you and millions of your fellow customers last month received an email from CEO Reed Hastings that attempted to explain the company’s poorly communicated price hikes. 

Effective teams and organizations use a closed-loop approach to ensure that each objective, project or event is reviewed to track progress or the final outcome. 

The end of the year is an ideal time to close your open loops and zero-in on the projects that need wrapping up. 

In your next team meeting, ask these questions to get a better understanding of where the group can make an impact and deliver value:

We couldn’t help but be amused by a Chicago Tribune editorial titled “Beware the jerks at work.” With that headline, how could we resist? 

The piece was based on 20 years of research published by Tel Aviv University. The gist? Those that died tended to be workers who reported lower levels of peer support on the job.

From our perspective, the war for keeping talent is well under way.

Companies striving to keep their greatest asset and competitive weapon – their people – must activate or fine tune recognition programs that focus first on managers and their ownership of recognition and retention practices.

Our research indicates that how an employee is recognized matters more than what is actually given.

The how of recognition generally is handled by a manager – and those who execute with sincerity, preparation and clear communication create powerful experiences that can be a magnet for retention.

Organizational initiatives and projects, large or small, are driven by teams. Both are driven by change. 

Change in leadership, change in scope or change in team members. What happens during and after the change is a delicate period of time: the transition. 

Dan Clemens, a successful youth baseball coach, author and Dulye & Co. team member, wrote recently about 10 tips to ensure a successful team transition. Though he wrote in the context of coaching a team of young players, we think his message resonates inside organizations as well.