Many organisations throughout the world have adopted a high performance through engagement approach of some kind. Each have customised it to make it their own. That is how it should be.

High performance through engagement comes with many names.  It is called High Performance through Engagement (HPtE), High Performance Engagement (HPE), High Performance High Engagement (HPHE), Workplace Productivity, SUCCESS Framework, Labour Management Partnership (LMP) and Deliberately Developmental Organisations (DDO), to name just a few. Many initiatives have no names at all.

In New Zealand organisations like Air New Zealand, Ministry of Business Innovation and Employment, Department of Corrections, States Services Commission, Christchurch Engine Centre, Department of Conservation, NZ Post, KiwiRail, Auckland Council, District Health Boards and the Ministry of Health have explored or are implementing some form of High Performance through Engagement initiative.

Internationally, organisations like Thomas Cook Airlines, Utah Governors Office of Management and Budget, GE, Kaiser Permanente, Southwest Airlines, Pratt and Whitney and many others have explored or practice some form of high performance through engagement. It was even practiced back in 1939 at American Lead Pencil Company.

Regardless of what it is called and who is delivering it the hard bit is working out how to do it.

The HPtE Strategy™ Framework was researched and created to introduce, explain and help implement a High Performance through Engagement initiative. It is a framework to talk about High Performance through Engagement with CEO’s, Senior Leaders, HR Teams, Union Leaders, Consultants, Practitioners and, most importantly, the people that do the work.

The framework helps us to see the system of work and discover the hidden opportunities within our organisations. It helps us to identify and explore the fundamental principles, mantras and ideas that will make that system of work better for everyone.

Having spent over two decades helping my client’s add value to their employment relationships I want to share from my experience and teach others what I have learnt.

There is still much more left to discover. That is why the comments are there – so we can talk and share and debate and learn. Together we can achieve more.

The goal – to build better working relationships.

My name is Karl Perry. Thank you for the opportunity to be of service. Will you join us?

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P.s. Here is a link to the first post that begins to explain the framework: Sustainable high performance – It’s Not Luck (HPtE #1)

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