Posts by Jeffrey Saltzman

Human psychology is amazing; there are truths and constants found across many seemingly disparate situations. Take, for example, the parallels between corporate mergers and acquisitions, and the resilience and capabilities demonstrated by the citizens of Ukraine as they face down the Russian attack.  You can find similarities based on how…

Organizations devote a lot of resources to providing feedback to staff; the idea being providing feedback can help to improve both personal and organizational performance. They conduct formal and informal performance appraisals, administer and report on the results of employee surveys as well as 180 or 360 assessments, hoping that…

Forecasting is part of human nature; most of us can’t help but try to predict which behaviors will lead to specific outcomes. We want to know what activities or behaviors will make us lose weight, get a child accepted into college, or set us up for a comfortable retirement. Whole…

Our Message Performance Future© (MPF©) model, developed immediately after 9/11, was successfully used to describe changes that organizations needed to make to deal with a crisis and to work through the change, and can help now: Message Is there absolute clarity regarding what the organization is about, how it will…

How much does it matter if employees are proud to work at their organizations? The answer is quite a lot – including how much it can impact an organization’s performance. Typically, when we look at organizational survey results, senior management shows the highest levels of pride in the organization, with…

A personal statement by OrgVitality CEO, Jeffrey Saltzman There’s a joke that circulated on the internet in the waning days of 2021; it’s a meme that features the character Moira from Schitt’s Creek, and suggests that we are starting off another doom and gloom year since 2022 is pronounced “2020,…

Between August and September of 2021, a whopping 6 percent of the USA workforce quit their jobs. According to The Economist, this wave of resignations is now starting to spread to other parts of the world. This 6 percent represents people who are looking for a change in circumstance, re-evaluating…

There are many reasons why an organization may succeed or fail during times of environmental stress or change; Dr. Scott Brooks and I explore many of these factors in our 2016 book Creating the Vital Organization. In the book, we outline how the Vitality model can be used to ensure…

In our Ebook, “Preventing Regrettable Turnover,” Dr. Scott Brooks explained how an employee’s choice to resign has three contributing factors: The “push” of dissatisfaction that makes an employee want to leave, the “friction” or stickiness factors that cause someone to stay, and the “pull” from a new organization that is…