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Unleash Your Employee’s Untapped Talents<br />

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Our Hosts:<br />

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What You Should Know About Me<br /> 20 Years In Corporate America<br />Began Career as Recruiter<br />Marketing & Sales Background<br /> Teach Organizations How to<br />SELL Themselves<br /> Transition in 2009 from Career Coach to Business Coach<br />

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Today’s Agenda<br />Your Employees Matter Most<br />Match Employee competencies With Responsibilities<br />Get the MOST out of Your People<br />Create a Happy workplace<br />Assessing People Successfully<br />Get Your People’s Input to Save Your Business<br />

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Your People Matter Most<br />

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6<br />Your People Matter Most<br />“If your employees were valuable enough to hire, they’re valuable enough to be your most valued asset.”<br />Ethan Chazin<br />

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Your People Matter Most<br /><ul><li>360 Degree Assessments Are KEY.

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Front Line Staff Evaluate Managers, Senior Management & Ownership.

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Integrated Individual, Team, and Organizational Goals Are Required.

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It’s NOT About Compensation.

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You Can NEVER Communicate Too Much.

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Where’s Your Mission & Vision Statement?

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Conduct a Companywide Efficiency Audit</li></li></ul><li>8<br />Your People Matter Most<br />Only 21% (1 in 5) of the employees surveyed are “engaged” in their work, and 38% admitted being partly to fully disengaged. <br />Engagement was defined as employees willing to go the extra mile to help their company succeed.<br />Towers Perrin March, 2008 Global Workforce Study. <br />

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9<br />Your People Matter Most<br />“…at a time when companies are looking for every source of potential advantage, the workforce itself represents the largest reservoir of untapped potential.”<br />Julie Gebauer<br />Towers Perrin<br />Managing Director<br />

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10<br />Your People Matter Most<br />88% of U.S. workers consider themselves creative, BUT only 63% said their positions were creative.<br />75% of survey respondents thought their employers valued creativity.<br />One in five said they would change jobs, even if it meant LESS money to be MORE creative.<br />Survey conducted by IPSOS Research in 2007 to 564 adults for the 2007 National Conference on<br />the Creative Economy.<br />

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Match Your Employee’s Competencies to Their Responsibilities<br />

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http://drcarmont.com/home<br />

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13<br />Why You Need To Do This<br />Today, more than ever, companies MUST find new ways to harness the untapped talents and creative energies of their employees, for their business survival!<br />

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14<br />Why You Need To Do This<br />In a 2008 study by Resources Global, 80% of global HR leaders believe the “war on talent” is a key & enduring business issue in the next ten years.<br />

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How It Works…<br />Select a Dept. for the Employee<br />

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How It Works…<br />Select a Job Title for the Employee<br />

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How It Works…<br />Build the Employee’s Core Competencies<br />

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Get the MOST Out of People<br />

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Demand People’s BEST<br /><ul><li>It’s YOUR Responsibility to Motivate.

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Job Rotations Expand Skills and Ensure Business Continuity.

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Challenge Your People Often.

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Jack Welsh Was Only Half Right!

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Teach Creative Thinking & Problem Solving.</li></li></ul><li>Demand People’s BEST<br /><ul><li>Offer Formal Training & Development (Job Specific and General Knowledge.)

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Strategic Coaching & Mentoring.

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Foster Competition.

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Teams Are Critical.

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Always Defend Against Internal Conflict (“…if a house be divided against itself, that house cannot stand.” Mark 3:25)</li></li></ul><li>Demand People’s BEST<br /><ul><li>Communicate All the VICTORIES!

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EVERYONE’S Responsible for Gathering Competitive Intelligence

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Conduct a Personal Assessment for All Employees.

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Mystery Shop Your Business</li></li></ul><li>Happy People Are Productive People<br />

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Create a Happy Workforce<br /><ul><li>Provide Options to Maximize Your Force:

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Telecommuting

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Define Your Company Values

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Family Friendly

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Job Rotations

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Job-sharing

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Flexible Work Schedules

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Automate ALL Your Repetitive, High Volume, Low Value Tasks</li></li></ul><li>Create a Culture of Character…NOT Characters!<br />

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Attributes of TOP Performers<br /><ul><li>Character

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Multi-Skilled

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Reliable

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Positive

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Responsible</li></ul>www.realtruth.org/articles/100108-004-society.html<br />

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Attributes of TOP Performers<br /><ul><li>Proactive

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Dependable

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Diligent

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Self-disciplined

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Dedicated</li></li></ul><li>Assess Employee Performance for Business Success<br />

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Assess Employee Performance<br /><ul><li>Your people write their own annual goals and objectives.

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Your people write each other’s goals and objectives.

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Your direct reports write their manager’s goals and objectives.

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Your customers assess your people.

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Your people assess you.</li></li></ul><li>Assess Employee Performance<br /><ul><li>Evaluate/Communicate Performance-based Feedback All Year Long.

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Support, Encourage, Incentive “Calculated” Risk-taking.

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Embrace Your Organization’s Failures.</li></li></ul><li>Solicit Employee<br />Input Constantly<br />

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Solicit Employee Input<br /><ul><li>Your People Are Closest to Your Customers, Systems, and Processes.

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Develop a Formal Idea Generation Program.

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Compensate BEST Ideas.

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Integrate Idea Solicitation With Reward & Recognition Programs.

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Communicate, Communicate, Communicate.

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Set Aside Money For Internal Start-Ups.</li></li></ul><li>

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Resources<br />

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Resources<br /><ul><li>www.businessballs.com/motivation.htm

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http://humanresources.about.com/od/involvementteams/Team_Building_Employee_Empowerment_Employee_Involvement.htm

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www.1000ventures.com/business_guide/crosscuttings/team_main.html

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www.leadership-tools.com/team-building-tools.html

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www.businessmanagementdaily.com/glp/11665/best-practices-leadership-team-management.html#signup

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www.essortment.com/all/teamworkandt_rhuw.htm

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www.ehow.com/how_5023348_evaluate-employee-performance-easy-steps.html</li></li></ul><li>Let’s Recap<br />Your PEOPLE Matter MOST<br />Make Employee Competencies Match Their Responsibilities<br />Get the MOST out of Your People<br />Happy People Are Productive People<br />Assess For Success – the Art of Performance Reviews<br />Get Your People’s Ideas CONSTANTLY<br />