Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

Above And Beyond

Prochain SlideShare
Onboarding employees 9 04
Onboarding employees 9 04
Chargement dans…3

Consultez-les par la suite

1 sur 43 Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Les utilisateurs ont également aimé (14)


Similaire à Above And Beyond (20)

Above And Beyond

  1. 1. Above and Beyond ‘ Give us your employees for 90 days and we’ll give them back their soul’ The 90 Day Employee Inspiration Programme
  2. 2. Where we’re at today <ul><li>Recession has meant that low morale is becoming the default setting for many employees </li></ul><ul><li>Personal growth and job satisfaction has decreased, reducing feelings of fulfilment through work </li></ul><ul><li>Work should go back to being a mission, an adventure and something to be looked forward to </li></ul><ul><li>‘ I used to get butterflies when I walked into work, but that seems a long time ago now.’ </li></ul>
  3. 3. Why this is SO important <ul><li>You’ve done brilliantly innovating your products and proposition – consider now doing the same with your employees </li></ul><ul><li>Become an extraordinary employer. Spend time and take pride in how different your employees experience is </li></ul><ul><li>Be entrepreneurial when thinking about your team’s working life – how can you get that buzz back? </li></ul><ul><li>Yes we all go to work to make money but there’s so much more to our motivations than that </li></ul>‘ I’m worried that my staff might not be in the right place at the moment and morale is low. I need them to be ready when the upturn arrives.’
  4. 4. The Price of doing nothing… <ul><ul><li>The Chartered Institute of Personnel and Development (CIPD) has shown that losing an employee of one year’s service will cost the equivalent of that person’s basic salary to replace. </li></ul></ul><ul><ul><li>If you include the cost of recruitment, loss of productivity, morale/team focus – as well as required training time and lost opportunity costs, you are quickly into the millions of pounds for voluntary attrition alone. </li></ul></ul><ul><ul><li>For example if you have 200 employees with a 15% voluntary attrition, that’s 30 people leaving in one year. If the average salary is £40,000, then the cost of attrition is £1,200,000 for that year alone. </li></ul></ul><ul><ul><li>The New War on Talent is about to kick off in Q1 2010 with an estimated 60% of employees looking for a new experience at a time when recruitment firms are more desperate than ever. </li></ul></ul><ul><ul><li>If you’re not addressing ways to keep people engaged and excited, we guarantee someone else is. </li></ul></ul>
  5. 5. Thought of the day… <ul><li>In a world where business is more interested in best practice rather than different practice, is it any wonder that employees’ working experiences are all starting to look the same? </li></ul>
  6. 6. Guaranteeing discretionary effort <ul><li>We believe your employees are your single most valuable asset </li></ul><ul><li>We know what the contract says an employee should be doing. But how do we get £1.20 worth of value out of every £1 you spend on salaries? </li></ul><ul><li>The Above and Beyond programme will dramatically enhance employee engagement, communication and motivation </li></ul><ul><li>Ever worked for a truly inspirational organisation? How did that feel? </li></ul>
  7. 7. 10% nature, 90% nurture <ul><li>Over the next 90 days, we’ll introduce our tried and tested programme to create a new, engaged Corporate Community within your organisation </li></ul><ul><li>We’ll also train the trainer to maintain these key changes beyond the 90 days and monitor their progress </li></ul><ul><li>You’ll see a fast, tangible change in employee morale and confidence </li></ul><ul><li>Happy employees mean happy customers </li></ul>“ I care about the job, of course. But mostly I want to be inspired”
  8. 8. The inspired Corporate Community Click on the info buttons to the left of each chapter to find out more. At the end of a chapter you’ll see a home button which will return you to this menu screen ‘ First things first Taking the corporate temperature A better place to work Awesome communications Bringing back the butterflies Create a Recognition Tradition Inspiring Sales Remembering that this is fun Confusion Lost, Identity Found Total Reward The Brand Promise Employee Identity Innovative Inductions The Intranet & Benefits Emergency Help Every great journey…
  9. 9. Taking the corporate temperature <ul><li>What does your team really think about the organisation? </li></ul><ul><li>Are there issues common to a number of people? </li></ul><ul><li>How would they go about making inspired changes? </li></ul><ul><li>Is it possible they have all the ideas already? </li></ul>
  10. 10. One on Ones…phase 1 <ul><li>We’ll conduct some top down and bottom up one to one’s and ask some interesting questions like: </li></ul><ul><ul><li>How have the last twelve months been? </li></ul></ul><ul><ul><li>Are you still fully engaged? </li></ul></ul><ul><ul><li>Does this job give you butterflies like it used to? </li></ul></ul><ul><ul><li>If you were in charge what’s the first thing you’d change? </li></ul></ul><ul><li>Most importantly of all, we’ll listen to the feedback </li></ul>
  11. 11. Team Meetings…phase 2 <ul><li>We run a number of strategies here including: </li></ul><ul><ul><li>The Carlsberg Test </li></ul></ul><ul><ul><li>The Greenhouse </li></ul></ul><ul><ul><li>The seven habits of highly motivated people </li></ul></ul><ul><ul><li>Draw how you feel </li></ul></ul><ul><li>The key is, no idea is too stupid </li></ul><ul><li>Again we’ll LISTEN </li></ul>
  12. 12. And in parallel…phase 3 <ul><li>We’ll conduct a confidential online employee survey to establish where pain is being felt </li></ul><ul><li>Financial prizes will be offered for all good ideas adopted </li></ul><ul><li>All three phases should be completed by week 4 </li></ul>
  13. 13. And then crucially, take action <ul><li>We’ll collate all the survey results and ask you to review them as an urgent agenda item at the next Board meeting </li></ul><ul><li>Where improvements can be made we’ll divide them into 1, 3 and 6 month delivery times </li></ul><ul><li>The quick and easy wins should be instantly implemented to give the process credibility </li></ul><ul><li>You’ll announce the one, three and six month deliverables at your first Quarterly Performance Review (for more, see later) </li></ul>
  14. 14. Time for a Breath of Fresh Air? <ul><li>A common response from employee surveys is frustration with an untidy office </li></ul><ul><li>Familiarity breeds contempt – “nothing’s changed in my working environment for ages” </li></ul><ul><li>What easy steps could quickly and easily be taken to improve it? </li></ul>
  15. 15. An example Team ‘Breath of Fresh’ Air strategy <ul><li>Using the ‘Carlsberg’ data we’ll: </li></ul><ul><ul><li>Move team desks around </li></ul></ul><ul><ul><li>Decorate the office to reflect the brand promise/corporate values </li></ul></ul><ul><ul><li>Bring flowers to work </li></ul></ul><ul><ul><li>Improve the lighting (especially in winter) </li></ul></ul><ul><ul><li>Demand a clear desk policy – file it or bin it. Empty Pods </li></ul></ul><ul><ul><li>Refresh the vending machines with better, healthier products </li></ul></ul><ul><ul><li>Have free fresh fruit delivered every week </li></ul></ul><ul><ul><li>Ask the sandwich lady to bring healthier options – salads for example </li></ul></ul><ul><ul><li>Do a sponsored diet - £ for pound coming from the company </li></ul></ul><ul><ul><li>Raise money for something specific (a guide dog, horse for the disabled) </li></ul></ul><ul><ul><li>Adopt end of week team meetings to review progress </li></ul></ul>
  16. 16. An example personal ‘Breath of Fresh’ Air strategy <ul><li>Using the Wheel experience data I’ll: </li></ul><ul><ul><li>Come to work a different way – it brings amazing freshness </li></ul></ul><ul><ul><li>Car share with a colleague one Friday - discuss their working experience </li></ul></ul><ul><ul><li>Read a newspaper every day and change the title if needs be </li></ul></ul><ul><ul><li>Listen to Radio 4 in the car and get an opinion on the world </li></ul></ul><ul><ul><li>Get a monthly lunch with someone from elsewhere in the business and ask them what they’re working on </li></ul></ul><ul><ul><li>Go for a 20 minute walk each lunch time and breath! </li></ul></ul><ul><ul><li>Reinvent my job spec – what else can I add to the company like creating a Sports/Social club or finding out who else likes rugby </li></ul></ul><ul><ul><li>Think about what interests and skills I use at the w/e that might be useful here </li></ul></ul><ul><ul><li>Organise my team to do something different one afternoon – get a two week tattoo, play bingo with pensioners, do a Reiki class </li></ul></ul><ul><ul><li>Get the team in the pub one evening and compare notes </li></ul></ul><ul><ul><li>Do all this to create a freshness reserve </li></ul></ul>
  17. 17. Do your people know where they’re headed? <ul><li>Surveys suggest employees don’t feel trusted with the truth </li></ul><ul><li>Recent redundancies has only enhanced this </li></ul><ul><li>Increased suspicion of the Management team </li></ul><ul><li>Easily solvable because normally this is caused by a lack of effective communication </li></ul>
  18. 18. Communication - the heart of your company’s DNA <ul><li>Insist on a culture of openness and honesty across the company </li></ul><ul><li>Establish an open door policy and work regularly amongst the rest of the team </li></ul><ul><li>Board led, the company must become communications experts </li></ul><ul><li>Here’s a few ways how… </li></ul>
  19. 19. Communicate, communicate…you get the point <ul><li>Introduce Quarterly Performance Reviews and Company Report Cards </li></ul><ul><li>Use everything; the Intranet, desk drops, internal newsletters and all wall space including bathrooms! </li></ul><ul><li>Introduce breakfast clubs, lunch and learns and pizza/beer evenings </li></ul>
  20. 21. Introduction through Induction <ul><li>How good is your induction programme? </li></ul><ul><li>Does it properly introduce and reinforce your brand promise? </li></ul><ul><li>Do new people take too long to integrate or do they hit the ground running? </li></ul><ul><li>Do HR and line managers end up fielding all the questions? </li></ul>
  21. 22. Your first chance to make a great impression – Induction Day <ul><li>New joiners attend within one month of start date </li></ul><ul><li>Include the corporate story - get the Directors to host </li></ul><ul><li>Must be fun, informative and fully interactive </li></ul><ul><li>Create a comprehensive buddy system </li></ul><ul><li>Rerun the induction for long term employees </li></ul>
  22. 24. Employee Identity…who are you? <ul><li>You’ve spent a fortune on establishing your corporate identity for your customers… </li></ul><ul><li>But your employees have an identity too </li></ul><ul><li>Another quick win and universally popular </li></ul>
  23. 25. Confusion lost…Identity found <ul><li>Provide a company uniform – polos, button downs, fleeces and/or laptop bags </li></ul><ul><li>It provides an instant sense of belonging </li></ul><ul><li>Takes away decision making – always smart casual and ready for work </li></ul><ul><li>Free local advertising around town </li></ul>
  24. 26. Say thank you – it’s totally free of charge <ul><li>Employees increasingly feel they are being taken for granted, especially now </li></ul><ul><li>When was the last time you stopped to thank a colleague for a job well done </li></ul><ul><li>Shouldn’t there be some way to nominate corporate heroes? </li></ul><ul><li>What sort of recognition process do you have in place? </li></ul>
  25. 27. Create a Recognition Tradition <ul><li>Introduce an Employee Recognition Programme and get team members to nominate colleagues online </li></ul><ul><li>Have quarterly top performers dinners for people across the business </li></ul><ul><li>Run a great sales convention and invite top non sales people too </li></ul><ul><li>Include an awards section in the QPR’s – recognise staff publicly </li></ul>
  26. 28. This was supposed to be fun! <ul><li>A long year of cost removal, headcount reduction, unfilled vacancies and frozen pay </li></ul><ul><li>Morale is weaker, job satisfaction down. ‘This used to be a fun place to work.’ </li></ul><ul><li>But confidence is returning – the Credit Crunch Tail </li></ul><ul><li>Employee Engagement is ready for lift off </li></ul>
  27. 29. Get your team feeling good again! <ul><li>Become famous for the parties you throw for employees. A great local recruitment tool </li></ul><ul><li>Back a local charity and get employees to run/swim/diet to raise funds </li></ul><ul><li>Get involved in Comic Relief/Children in Need - provides a tremendous feeling of team </li></ul><ul><li>Keep a running total of money raised on the Intranet </li></ul><ul><li>Raise money for something important </li></ul>
  28. 30. Treasure and protect your assets <ul><li>Sometimes things go wrong that are totally out of our control </li></ul><ul><li>Does your team know you could be there to help? </li></ul><ul><li>What support would you want to offer/bring </li></ul><ul><li>Here are some ideas… </li></ul>
  29. 31. We’d like to be the first call you make <ul><li>Establish a confidential employee helpline </li></ul><ul><li>Offer a ‘no questions asked’ £1000 emergency loan to all staff </li></ul><ul><li>Ensure your benefits package matches employee needs – we’ll review it for you </li></ul>
  30. 32. The Brand Promise <ul><li>You’ve spent time developing a corporate mission statement including your vision and values </li></ul><ul><li>It’s now time to establish a brand promise for your customers, partners and employees to ensure loyalty and give you an advantage </li></ul><ul><li>So what’s a brand promise? </li></ul>
  31. 33. The Brand Promise <ul><li>A brand promise is a promise your entire company can keep </li></ul><ul><li>What promises do your customers want companies like yours to make using the products, processes and people in your organisation? </li></ul><ul><li>Look at your competition. What promise would give you the best competitive advantage? Here are some other examples </li></ul><ul><li>This is the promise you then make and keep in every marketing activity, every action, every corporate decision and every customer interaction </li></ul><ul><li>The promise drives budgets and stops arguments – the team need to be rewarded depending on their commitment to it </li></ul>
  32. 34. Make it part of the corporate DNA <ul><li>It’s now crucial your team eat, drink and sleep this Brand Promise </li></ul><ul><li>This plus your mission, vision and values statement must be taught, advertised and promoted everywhere </li></ul><ul><li>All personal objectives and KPI’s must be aligned to keeping this promise </li></ul><ul><li>Here’s a great idea for checking how well your employees know and understand it? </li></ul>
  33. 35. Introducing Pitch Idol <ul><li>Hand in hand with Marketing we’ll write a one minute elevator pitch spelling out what the brand promise means </li></ul><ul><li>We’ll also incorporate the company’s mission statement, vision and values </li></ul><ul><li>We’ll then introduce Pitch Idol to the business and lots of team members to enter </li></ul><ul><li>The winner gets a seriously nice prize & award at the QPR </li></ul>
  34. 36. The Intranet & Benefits <ul><li>You probably designed the Intranet to look something like this back in the day </li></ul><ul><li>Intranets now need a refresh and a new purpose </li></ul><ul><li>Employee handbooks are similarly wordy and cumbersome </li></ul><ul><li>Employees still don’t understand their benefits package </li></ul>
  35. 37. Online Employee Benefits and the Intranet <ul><li>We’ll refresh the Intranet and let it take the strain </li></ul><ul><li>We’ll review the Benefits and check their relevancy </li></ul><ul><li>Benefits should then be put online with each employee having a clearly visible Total Rewards Statement </li></ul>
  36. 38. Inspiring the Sales Team <ul><li>At the end of the day Sales is the engine room of your organisation </li></ul><ul><li>Properly motivated, the sky is the limit in terms of results </li></ul><ul><li>A driven and enthused sales team pays for its own incentives </li></ul>
  37. 39. Sales Motivation <ul><li>Run a six monthly sales convention and reward all who achieve target plus 10%. Money must be spent here. </li></ul><ul><li>Destinations for the convention could include Val d’Isere, Barcelona or Monaco </li></ul><ul><li>Make the trips legendary </li></ul><ul><li>Run sales incentives in parallel – such as ‘Thanks a Million’ </li></ul>
  38. 40. We know it’s a daunting task but every great journey starts with a single step <ul><li>Let’s start where it hurts the most </li></ul><ul><li>Above and Beyond can be run in any order and over any timescale </li></ul><ul><li>Where would you like us to begin? </li></ul><ul><li>Applause and questions </li></ul>
  39. 41. The Carlsberg Test <ul><li>A simple concept. If Carlsberg designed your office, how would it look? Let’s draw it on the whiteboard. </li></ul><ul><li>We’ve had so many ideas from world class technology, Wii’s and top of the range plasmas, to views of a harbour, free cold drinks fridges and permanently stocked healthy food platters </li></ul><ul><li>All of this is gold dust though, particularly when we come to Environment change later </li></ul>
  40. 42. The Greenhouse Question: What would it feel like to work in a highly motivated office? Butterflies Back! Highly Motivated One in, all in Innovative and Fun Excited by the challenge Proud of the company Standard office hours ignored High energy Unified goals & purpose Creativity encouraged and rewarded Referable to friends A fresh approach Job roles are expandable
  41. 43. Brand Promises <ul><li>Ritz Carlton – Ladies and Gentlemen serving Ladies and Gentlemen </li></ul><ul><li>John Lewis – Never knowingly undersold </li></ul><ul><li>Volvo – Safety first, always </li></ul><ul><li>Disney – Create happiness </li></ul><ul><li>Nike – Just do it </li></ul><ul><li>Coke – Refresh the world in mind, body and spirit </li></ul>