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Mn shrm rules of engagement - slide share

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Employee engagement and business, motivational, keynote speaker Lisa Ryan, presented this program to the Minnesota Society of Human Resource Managers (MN SHRM) in October of 2014. Learn more at http://www.grategy.com

Employee engagement and business, motivational, keynote speaker Lisa Ryan, presented this program to the Minnesota Society of Human Resource Managers (MN SHRM) in October of 2014. Learn more at http://www.grategy.com

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Mn shrm rules of engagement - slide share

  1. 1. RULES OF ENGAGEMENT: GRATEGY COPYRIGHT 2014. LISA RYAN, GRATEGY. ALL RIGHTS RESERVED. Six Strategies to Increase Productivity Profitability and Passion in the Workplace
  2. 2. Learn how Beaches Portland Airport knows make employees and customers feel appreciated.
  3. 3. Do you wake up with positive expectancy of the day ahead?
  4. 4. Or are you expecting someone to throw a “Monkey wrench” into
  5. 5. DISCLAIMER Not your “pie in the sky” gratitude – it’s real and it works
  6. 6. Yes, money is tight… so what!
  7. 7. Gratitude is an emotion…
  8. 8. Back in the day…
  9. 9. GRATITUDE JOURNAL
  10. 10. Gratitude Group
  11. 11. SATISFACTION VS ENGAGEMENT Employee satisfaction is functional. Employee engagement is emotional.
  12. 12. Why Disengaged Employees Leave
  13. 13. 67%
  14. 14. DISENGAGED EMPLOYEES 5x more safety incidents 2.5x more sick days 87% more likely to leave http://kevinkruse.com/employee-engagement-research-master-list-of-29-studies Only 29% of employees are engaged Gallup.com
  15. 15. ENGAGED EMPLOYEES Feel safe -Management is transparent -Invest in Staff Feel appreciated Want to contribute -Provide Coaching & Feedback -Express Appreciation
  16. 16. REPLACING AN $8/HR EMPLOYEE • Society Human Resource Mgmt. $3,500 • Superb Staff Services $8,000 • Workforce Magazine $10,000 • Saratoga's HR Financial Report $ 16,000 • Average Turnover Cost $9,444
  17. 17. T.H.A.N.K.S.
  18. 18. TRUST If a manager is ineffective at earning trust – the lack of team performance will speak for itself and turnover will become increasingly apparent. You can’t hide if you are an ineffective manager who has trouble earning trust. (Forbes.com) http://www.forbes.com/sites/glennllopis/2012/07/10/effective-managers-earn-trust-quickly-by-doing-5-things-well/
  19. 19. HOW TO BUILD TRUST • Be approachable, competent and consistent • Act with honesty and integrity • Treat staff with respect • Lead by example • Admit mistakes http://bit.ly/XXuing
  20. 20. HELP “My manager promoted me to an officer position that all the men in the company coveted. It was very brave of him, and it made me want to go through walls to prove how right he was to promote me.” Joan Yankowitz, Founder, JB Short Marketing
  21. 21. HELP YOUR STAFF GROW • Cross-train for lateral development • Provide funding for training • Personalize a long-term career plan • Be proactive and measure results • Mentoring program • Empower supervisors
  22. 22. APPLAUD “I had a CEO shake my hand and congratulate me on a job well done (in the presence of my colleagues). The icing on the cake was his knowledge of detail for the project I was working on.” Craig Postlethwaite, President, Shimmer Digital Media
  23. 23. APPLAUSE, APPLAUSE • Written notes • Congratulations • Public • Permanent • Verbal – be specific
  24. 24. NAVIGATE “My colleagues got together to throw me a surprise bridal shower. My boss not only participated, she allowed the whole event to happen on work hours. It was not just showing me appreciation but the entire team too.” Shannon Hartman, Training Specialist at Dale Carnegie
  25. 25. WAYS TO NAVIGATE BALANCE • Focus on outcomes • Ask for win/win • Sponsor family events • Formal policies • Informal practices
  26. 26. KNOW “My employer made me Employee of the Month, and brought a bottle of wine to my desk. When I told her ‘Thank you, but I don't drink wine,’ she went and got me a box of cookies!” Vasco "Roscoe" P. de Sousa, Media Producer
  27. 27. DO YOU KNOW?
  28. 28. SERVE “My manager hired a car service to pick me up so I would get to work at 9:30 and not 10 though everyone else came it at 9.” Cheryl Roshak, Founder of CatapultMe
  29. 29. SERVE Service attitude Informed employees Create an experience Ask their opinions Consider employee’s view Lead with your heart
  30. 30. •Trust – Performance •Help – Engaged •Applaud – Proud •Navigate – Reduce Stress •Know – Important •Serve - Included
  31. 31. “Silent gratitude isn't much use to anyone.” G.B. Stern
  32. 32. Your Insight Please… To receive your own “Gratitude Thought for the Week,” as well as special reports by Lisa Ryan, go to: www.kiwilive.com Keyword: gratitude
  33. 33. Positivity Ratio ©Grategy, LLC Lakeland Community College Center for Business & Industry
  34. 34. I appreciate YOU! Thank you! Let’s Keep in Touch: Twitter: @grategy Facebook: Lisaryan14 www.grategy.com

Notes de l'éditeur

  • (Engagement articles page) As you can see, there is a lot being written on the power of employee engagement. Most of the articles are positive, but there are those that refute its validity. However, I am confident that you will see how important an engaged workforce is to increase profits and reduce costs.
    I'm sure you already know that the staffing industry historically has had a high turnover. As a matter of fact, my career started in the staffing industry. My first job was with Christian and timbers in an administrative support role. This was the mid-80s and my job was to "skill" resumes before they were put into the computer. That position actually led to my desire for higher education because I saw the difference in compensation between people with degrees and without them. My first sales job was with Office Mates 5 where I sold secretaries. I sold pharmacists through Management Recruiters, and then for five years sold salespeople with Delta Diversified. After a total of 10 years in the industry, I ended up placing myself in a sales position outside of the industry. I share this with you because I understand the reality of having a product on both sides of the equation. The staffing industry is unique in that your product actually talks back. This makes for some interesting situations: from the secretary that won't take a job offering $5000 more than she is currently making because she wouldn't have to drive an extra 5 min. each way to get to work, or having the perfect job for the perfect candidate and on the day the contract is supposed to be signed, the employer dies. I'm sure you can regale me with stories of your own.
  • (Thanks slide) Although we went out of order, we talked about six strategies to create a culture of appreciation within the work environment. We talked about trust and how trust is the foundation of any engaged workforce. We explored ways to help our staff in vision their career paths with us. We learned the importance of applauding the efforts of our team members, and we experienced how good it feels to give and receive appreciation. We reflected on navigating worklife balance for our employees as well as in our own lives. We started the day by getting to know each other and realizing the benefits of getting to know our staff. And we also considered servant leadership and how that starts with a top-down approach. All of this together spells out thanks.
     
  • (Platter) Servant leadership is an attitude that permeates throughout the organization. One of the reasons that I was thrilled that Amy brought me and to work with the executive management team here is that you are setting the example for your team's by being willing to start this new process of engaged. Many times employers will send their employees for training in those employees will feel that it's just something else that management is requiring that they do without the buy-in for themselves. There are many ways to incorporate servant leadership within an organization. It starts with a service attitude. If someone struggling make sure the environment is safe for them to ask for help. Pitch in when necessary. Make sure your ploy ease are well-versed in the operations of the company. Informed employees feel more comfortable with their role and they are better able to serve your clients. Create an experience. Parties to celebrate milestones or having a catered lunch on Friday for no reason at all is a great way to relieve stress and create a fun and sphere incentives work best when they have an element of surprise. I read the story of one company that decided to reward their employees by bring in lunch every Friday. After a period of time, that lunch was no longer seen as a bonus but in entitlement. Employees actually started asking for compensation for lunch as they missed. Ask the opinions of your staff. Because they have been doing their own job, they may be able to offer tricks and tips to be more effective in getting work done. Always consider the employees view. No matter what you believe is going on with an employee, there are always two sides to the story. And last lead with your heart. If you're putting into practice engagement strategy because you forced to do it, your employees will know.
  • We may be making those negative comments because we sometimes get caught in taking ourselves too seriously which can have detrimental effects on the organization. Do how do you turn that around. You create a culture of appreciation. When your employees trust you they will work harder for you. When you help them envision their career path with you, they become engaged. When you applaud their efforts in the way that they want to be recognized, they are proud to work for you. When you help them navigate the work life balance issues, you reduce their stress level. When you get to know them on a personal basis you make them feel important. And when you survey they are desires they feel included in the process. By activating these six steps you can truly “Take your THANKS to the bank.” Rewards you in dollars and it makes sense.

    And I appreciate you, thank you.

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