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    Ikea’s Approach To Measuring Performance

    I love IKEA. I don’t like shopping, but I love IKEA. For me, the most attractive thing about the Swedish furniture and home accessories chain is its focus on simplicity.

    I did a presentation today to the Managers and Supervisor’s of IKEA’s Customer Support Centre at its national HQ in Tempe, Sydney. I arrived early so I had the opportunity to have a quick look around the store, (and to have some of their famous meatballs!).

    On the way out of the the cafe I noticed a sign asking ‘How was your dining experience today’? As you can see in the photo above, the Happy Or Not panel has four options. No written survey that would take minutes and might have 10 or so questions, just four coloured buttons with emoji faces.

    Simple to participate in, simple to analyse the results. My guess is they get a really high participation rate due to its simplicity.

    Part of my presentation to IKEA’s managers was about how to increase employee engagement. One of my Care Factor 100 Principles is to give honest and regular feedback on performance. I reckon one of the reasons managers don’t do this is because they perceive it to be too complex (eg annual performance reviews). My theory is that if we kept it simple, really simple, we would do it more often and the effect would be better performance and better engagement.

    Imagine using the Happy or Not approach once a week with your employees? You would then follow it up with a conversation that would improve performance and increase engagement.

    What do you think? Happy or Not?




    It’s become customary that when someone is asked how they are, the answer comes back something like, “flat out, busy as, out of control” or, as a client recently said to me “I’m as busy as a one legged man in an butt kicking competition”! It seems like it’s a badge of honour to admit that you are really, really busy.

    My issue is, that just being busy does not cut it. Being productive, efficient and making progress towards your vision or purpose should be the name of the game, but I see too many people floundering despite being ‘busy’. It’s simply not good business.

    Here are five things that will make a difference.

    1. Get a system for your time management. Be disciplined and systematic about how you allocate your time to your tasks.

    2. Slow down. I see too many people in chaos and they are running really hard and basically getting no where. Slow down or STOP! Get in control, and go again.

    3. Prioritise. We simply cannot have it all and do it all. Work out what are the most important things and work on those first.

    4. Delegate. Every senior executive I have worked with was doing tasks that someone else in the organisation could and should be doing. Focus on your highest value contribution to you business. Delegate the rest.

    5. Say No! We all like to be liked and sometimes we say yes just so we can please or not offend others, when we really should be saying no. Be honest and say no, so you don’t set yourself up for failure.



    "I'd be a better leader if I just had more time".

    I have worked with thousands of aspiring leaders; managers that want to be more influential, but don't have the time to be.

    It's not as if it's not important to them, it's just that everything else is getting in the way and they simply don't have time to do the 'non urgent leadership stuff'.

    The answer is simple. Become more organised, more productive and manage time better. That way, you will be able to do all of your operational stuff in less time, creating time for you to focus on leading.

    Better time management requires two things - a system, and discipline. Here is a proven system that I have taught to thousands. It works. The discipline? That's up to you!

    BOPAD - funny name, big results.

    1. Brain Dump: Take a clean sheet of paper. Write down every detail, deadline, task, commitment that you can think of. Don't stop until there's nothing more coming.

    2. Organise: Rewrite the items under logical headings eg Clients, Admin, Follow Up etc. 

    3. Prioritise: All things are not equal. Identify the highest priority items.

    4: Allocate: Open your diary or calendar. Allocate time for you to complete the highest priority tasks.

    5: Do: There should be no doubt about what you need to do - you have identified the most important tasks and made time to do them. Just do it!




    Praise and recognition cost nothing, but are the keys to productive relationships and good leading.

    There is strong research that shows that heartfelt praise and recognition for good work are far more powerful motivating factors than money!

    If you don't believe me, imagine working in an environment where nothing you did was recognised and you received no thanks or acknowledgment for your contribution.

    It is not always possible to increase financial rewards for your team, but what is stopping you taking the time and effort to recognise their efforts?

    Without praise and recognition people can feel taken for granted and undervalued. You can greatly increase the level of engagement of your people by providing them with regular and genuine feedback on their progress as well as providing opportunities for them to tell you what’s going on for them.

    Invest a little time and effort and reap the returns.

    Praising and recognising your people costs nothing, but leads them to care more about their work.


    How many of your people, on average, REALLY care?

    How many employees do you have?

    How many of them care, REALLY care, about your organisation?

    Write down the % that you think are motivated, passionate and enthusiastic about working at your place.

    Global gurus in employee engagement, Gallup Consulting, have research that shows that in Australia, on average, only 24% really care. That's less than one in four. I don't know about you, but I reckon that is SCARY!

    Why does it matter? Well, Gallup's research shows a direct link between high levels of engagement and organisational outcomes like higher productivity, profitability, growth, quality and safety. If you want your organisation to be successful, you should care about the level of engagement (or Care Factor) of your people.

    It is the leader's job to create an environment where people feel connected to the organisation, that they care about it succeeding and, as a result, they give their best.

    We are helping organisations improve the 'Care Factor' of their employees by encouraging them to do the following

    • making the expectations of their employees crystal clear
    • giving regular and honest feedback on performance
    • sharing the vision, key result areas and actions plans with employees
    • giving opportunities for growth and development
    • creating an environment where people feel valued and a part of a team.

    I'll come to your place to SPEAK FOR FREE about how to increase the 'Care Factor' of your employees. Click here for us to connect.