When an employee truly understands the meaning of his work and gets recognition for his efforts he performs the best.

The innovation indicators vary depending on who is doing the measuring, and how they are measuring. It’s contextual.

High performers whom exhibit tremendous self-control tend to be burden by their own competence. Studies indicate that being extraordinary competent can place a person under an unusual amount of stress because it raises other people’s expectation of them. The more task that an exemplary employee produces with a ‘go-getting personality’ while maintaining high quality relationships with peers and clients, the more an organization tends to underestimates their actual effort and the more it expects of them. Other people do not comprehend how difficult it is for a high performer to complete multifaceted tasks. They also tend to underestimate how much effort an enterprising person exerts who maintains a positive and pleasant attitude while completing difficult assignments.

You will never get the best out of anyone professionally unless you understand what motivates and makes them tick personally - as a human being.

You should always leverage performance and potential, look at the overall success of the company for the long run.

The organizational design is part of digital strategy management which needs to go neck-in-neck with performance management for improving organizational effectiveness and maturity.

There is a need to evaluate the performance of employees in a more objective and continuous way.

Forward-thinking means to focus on the future, even a few steps ahead, to build the long-term prosperity.

All you need is the will and the skill.