Learn how simple guided conversations help improve focus and performance, increase loyalty and retention and show employees they are valued.
About this event
Increase employee retention, reduce turnover costs, boost performance.
Conversation is the most underrated tool of leadership. Organizations are conversations. Every day, hundreds, thousands, or even, hundreds of thousands of conversations occur in organizations. Most are task focused. Others are focused on development. Some are short, others are long conversations. Some are structured, others unstructured. some boring. some interesting. They happen in the boardroom, the lunchroom, even the rest room.
Improving the quality of conversation elevates the culture of an organization. They build trust, improve engagement, and interactions with customers.
Good leaders understand the value of regular catch ups with their team members.
In this webinar we bring together three perspectives from experts in Australia, Canada, and the United States. The presenters share three practical solutions that focus on employee development, employee retention, and the concept of treating employees as customers.
This webinar has three objectives:
To offer a conversation framework that improved trust and engagement.
To apply a conversation framework to improve retention of high performers.
To use conversation as a way of treating employees as customers.
Join us for this inspiring and informative conversation.
2. Our Moderator
Meghan Ede
Human Resources Professional, and
Certified Practitioner through the
Australian Human Resources Institute
3. Presenters:
Wally Hauck, PhD, CSP
Sr. Vice President
Communico
Tim Baker
Director
WINNERS-at-WORK Pty Ltd
Doug Brown
Founder and President
Engaged2Perform
6. Five Conversations Framework
CONVERSATION CONTENT
Climate review conversation Job satisfaction, morale & communication
Strengths & talents conversation The effective use of strengths & talents
now & in the future
Opportunities for growth conversation Improvement of performance on-the-job
Learning & development conversation Growth opportunities & support
Innovation & continuous improvement
conversation
Improving workplace efficiencies &
effectiveness
Month 1
Month 2
Month 3
Month 4
Month 5
7. 50%
77%
Survey 1 Survey 2
The communication
between management &
staff is reasonably good
most of the time
23%
44%
Survey 1 Survey 2
My boss has talked
to me about ways
of improving job
satisfaction
8. 43%
72%
Survey 1 Survey 2
My boss has
discussed my
strengths & talents
with me
43%
61%
Survey 1 Survey 2
My boss has given
me feedback on my
strengths & talents
47%
67%
Survey 1 Survey 2
My boss is very
aware of my
strengths & talents
9. 36%
72%
DISAGREE
Survey 1 Survey 2
I have not received
enough feedback
on my work from
my boss
43%
72%
AGREE
Survey 1 Survey 2
I feel my boss is
getting the best
out of me in my
current role
40%
55%
AGREE
Survey 1 Survey 2
I have discussed
strategies to grow
and develop in my
current role with
my boss
10. 47%
78%
AGREE
Survey 1 Survey 2
My boss has discussed
my learning &
development needs
with me 47%
67%
DISAGREE
Survey 1 Survey 2
I have discussed my
learning &
development needs
more than once in the
last 12 months
47%
72%
AGREE
Survey 1 Survey 2
The learning I am
doing is designed to
build on my strengths
& opportunities for
growth
11. 43%
78%
Survey 1 Survey 2
My boss has
implemented some
improvements from
his/her team to
improve our team’s
way of doing business
57%
83%
Survey 1 Survey 2
My boss is open
to improvements
I suggest
12. • Questions were not intrusive and could be delivered in a friendly
manner; they provided an opportunity to learn more about
individual team members
• The conversations helped to break down barriers to communication
and enabled line managers to have more open conversations with
team members
• The FCF has fostered more impromptu conversations in the team
(e.g.: discussions about what team members are working on)
• Overall, the FCF assisted in improving engagement, trust and
relationships for participants
13. • Involvement of a neutral party (Dr. Tim Baker) helped to overcome
team member suspicions about the FCG
• The initial briefing assisted in gaining buy-in by explaining the
purpose of the FCF (what ISD wanted to achieve) and the rationale
for each conversation
• Webinars were useful in expanding on the questions and providing
direction on what to think about
• Group coaching helped line managers to understand where other
teams were at and to share strategies to overcome challenges.
14. ongoing dialogue
openness and directness
flexibility
timely information
more relaxed approach
Benefits of the
Five Conversations
Framework
16. Does your company have
active programs/initiatives
in place to retain people?
Yes
No
Don't know
Poll
Question
17. Replacement Costs
Replacement Costs are Significant
Direct Costs- Recruitment and Hiring
Costs, Interview Time, Reimbursement
costs for candidates….
Indirect/Hidden Costs- Losses in
productivity, Quality issues, Overtime…..
20. Summary
Improving the employee experience
Developing and supporting an employee career
development plan
These are the foundations to strong employee
retention
23. What can be
the same in
how we treat
customers and
employees?
Meet Expectations
Treat with:
• Respect
• Integrity
• Importance
• Values
Exceptional Service Steps
A little positive extra (emotion)
Deliver suggested
Effectively respond to requests
Meet expectation
24. Two Key Skills to Make it the Same
Empathy:
The expression, through body language, tone, and words, that you
understand how significant an issue is and how the person is
impacted by it and how he/she feels (emotion).
Uncovering the Catchpoint:
• What is the issue?
• Why is it significant?
• How are they feeling (emotion)?
25. Empathy Examples
I can hear your frustration
I can hear your concern about the lack
of follow-through
I understand how that might upset you
I appreciate how you feel
I can understand your frustration - I
would feel the same if I were you
I share your concern - it happened to
me, too
YOU SEEM...
Uncertain- “am I giving you too
much information at once?”
Disappointed- “that is
understandable”
Upset- “I don’t blame you”
Nervous- “are you under a
deadline?”
Unhappy- “what exactly happened?”
26. What must be
different?
The Employee needs:
• Specific expectations met
• Thorough and expedited response to specific
requests/complaints
• Fully utilize strengths
• Be challenged to be engaged
• Appreciate vision, mission, and strategy
• Career needs
The Customer needs:
• Specific expectations met
• Thorough and expedited response to specific
requests/complaints
• Anticipate future needs (innovation)
• Something extra to create a memory
27. We need conversations with, and to clarify:
• Trust
• Truth
• Respect
• Integrity
• Values
• Listening
• Empathy
• Specific agreements
29. Contact
Information
Wally Hauck, PhD, CSP
Senior Vice President
www.Communico.com
wally.hauck@communico.com
Phone 203-225-7117 x 102
Tim Baker
Director
WINNERS-at-WORK Pty Ltd
tim@winnersatwork.com.au
Phone 0413 636 832
Doug Brown
Founder and President
Engaged2Perform
Contact
dbrown@engaged2perform.ca
Phone 519-500-0251
Notes de l'éditeur
As an Human Resources Professional, and Certified Practitioner through the Australian Human Resources Institute, Meghan is passionate about supporting individuals, teams and businesses to achieve success through a focus on strong relationship building and applying a human approach to people management to best balance business objectives with personal goals. Meghan has partnered with businesses across many different sectors and is currently engaged as the National People & Culture Advisor with an Australian home improvements company. She seen the positive impact that effective communication can have on improving individual performance and overall team culture time and again.
Dr. Tim Baker, according to Marshall Goldsmith, recognized as one of the Top Ten Business Thinkers in the World, is “one of today’s most influential HR experts.” Voted in the 50 Most Talented Global Training & Development Leaders (World HRD Congress). Tim is an expert on conversation leadership, having written 13 books on the subject.
Wally has over 27 years of experience in sales, marketing, sales training, consulting, leadership training, and quality improvement. His passion for creating employee engagement and exceptional customer experience started by learning what not to do at a Fortune 500 company, and then learning the right things to do by working with leading experts in Dr. W. Edwards Deming's Theory of Profound Knowledge.
“Doug Brown is Founder and President of Engaged2Perform, an employee retention program provider in Canada.
Doug is passionate about employee engagement and believes strongly that engaged employees are more likely to become loyal employees who remain with their organizations for extended tenures. In addition, when their needs and careers are supported, they become strong brand ambassadors advocating for the company and helping to build the team morale and strong relationships that have a positive impact on employee retention. Ultimately this also contributes to business success through employee growth and development as well as reduced turnover costs and loss of knowledge and skills. For the past 30 years, Doug has served in roles from Supervisor to President, overseeing production, quality control, sales and marketing, administration, distribution and fulfillment. He has successfully overcome the many challenges involved in building loyal, high performance teams. Doug believes that successful employee retention results from two core elements: creating a rewarding and fulfilling employee experience and building dynamic and supported career development plans.”
How would you answer the question:
Who is your customer?
Story of Hand Washing – “Employees must wash hands” Employees please wash hands because.. 40% of people do not wash hands … hand washing is the single most important thing you can do to protect your health. Infectious disease is the 3rd leading killer .. 33% of these deaths are preventable by hand washing.
Four Seasons Hotel in Boston. Great greeting; brought my key; got to room and it was occupied. Very apologetic, found another room, better, sent up a basket with wine and fruit to apologize.
Expectations
Requests
Suggestions
Something extra – surprise that is emotional
Hotel guest: (Upset) My room key doesn’t work.
Hotel front desk worker: Yeah, that can happen.
Hotel guest: (Annoyed) I walked nearly five minutes to get to my room and I needed to walk all the way back here to get a new key.
Hotel front desk worker: We have been having problems with our key making machine. You are not the only one. Do you want two keys or one?
Hotel guest: What do I do if this happens again? I have all this luggage and I am tired. It is past 11 PM.
Hotel front desk worker: Just come back and I will give you another one. Have a nice day.
To Glacier Inn:
I have reservations for July 15-18. I must cancel as I am unable to travel due to a hip injury and danger of Covid. Please help me get a credit on my credit card. Thank you
From the Glacier Inn:
I’m sorry to hear about you wanting to cancel your reservation, but as per our policy there is no refunds that are given.
To Glacier Inn:
Your website reads a cancellation more than 31 days in advance is refundable.
From Glacier:
Your reservation was through Booking.com. Their policy is no refund.
To Glacier:
Please reconsider. Covid has taken a major toll on all of us and I am 70 years old. Can’t you make an exception please? Why not one night or even half. I can understand your concern about the cancellation but please remember your cancellation policy is more lenient and if you charge me a fee you can still rent the room and make more money. I don’t understand your decision to charge the whole fee. And, you have 6 months to rent it again.
From Glacier:
I will refund ½.
Get with a partner and one share an recent upset, the other use empathy statement. What is the reaction?
System Issue: Frederick Fleet (15 October 1887 – 10 January 1965) was a British sailor, crewman and survivor of the sinking of the RMS Titanic after it struck an iceberg on 14 April 1912.[1] Along with fellow lookout Reginald Lee, on duty, aboard the Titanic when the ship struck the iceberg, it was Fleet who first sighted the iceberg, ringing the bridge to proclaim: "Iceberg, right ahead!"[2] Fleet testified at the subsequent inquiries into the sinking that, had he and Lee been issued with binoculars: "We could have seen it (the iceberg) a bit sooner." When asked how much sooner, he responded, "Well, enough to get out of the way."[3] David Blair (or Davy) (11 November 1874 – 10 January 1955) was a British merchant seaman with the White Star Line, which had reassigned him from the RMS Titanic just before its maiden voyage. Due to his hasty departure, he accidentally kept a key to a storage locker believed to contain the binoculars intended for use by the crow's nest lookout. The absence of any binoculars within the crow's nest is believed to be one of the main contributory factors in the Titanic’s ultimate demise. In later life, Fleet suffered severe depression and as a result committed suicide by hanging in January 1965. Other factors: the weather was very calm and so no waves were breaking at the base of the iceberg making it harder to see. There was a 30 second delay in the response when the crow’s nest first reported the iceberg.
Therefore we need the two skills/tools of delivering empathy and uncovering the catchpoint.
Question from/for Wally: What if employees are not performing? Do we still want to treat them like our best customers?