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Daktronics vision for employee engagement and development is long-term mutual prosperity: a decades-long engagement that furthers Daktronics shared vision and employees' individual visions of financial and non-financial success. Their strategy for engaging and developing employees follows the Kolb learning model: Learning is through reflection on doing. Daktronics accelerates this learning through frequent and focused supervisor-employee conversations. Their performance-development cycle is a set of scheduled supervisor-employee conversations, designed to support short-term to longer-term reflection and planning toward long-term mutual prosperity. The performance-development cycle includes four types of conversations: 1:1s, reflect and plans, career, and compensation. Daktronics has uses these tools to develop and build skills that provide customers with experiences that are differentiators from competition.
TSIA is well worth the investment. This is the one place where you can come and get a fusion of ideas that you can then marry up to the goals and objectives of your organization and boil that down into several actionable plans that you can implement over the next 6 months to a year.
Peg Rodarmel, SVP, Subscription Services, Infor
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