Happy UAE_Jenn Lim_Berkeley, CA
•
1 j'aime•203 vues
Jenn Lim Keynote for Happy UAE, Berkeley, CA - November 7, 2016
Recommandé
Recommandé
Contenu connexe
Tendances
Tendances (19)
En vedette
En vedette (20)
Similaire à Happy UAE_Jenn Lim_Berkeley, CA
Similaire à Happy UAE_Jenn Lim_Berkeley, CA (20)
Plus de Delivering Happiness
Plus de Delivering Happiness (6)
Dernier
Dernier (18)
Happy UAE_Jenn Lim_Berkeley, CA
- 1. HAPPY UAE | UC BERKELEY BERKELEY, CA 7 NOV 2016 GO BEARS! JENN LIM CO-FOUNDER | CEO | CHIEF HAPPINESS OFFICER
- 3. QUICK POLLS ZAPPOS | DH % OF PEOPLE UNHAPPY AT WORK IN THE WORLD PERSONAL HAPPINESS
- 5. TH A CULTURE OF HAPPINESS + EFFECTS OF HAPPINESS AT WORK = BOTTOM LINE BENEFITS
- 6. employees in the world DISENGAGED in lost PRODUCTIVITY (U.S. alone) Gallup 2012
- 8. TIME TO REFRAME THE WAY WE WORK
- 9. TIME TO REFRAME THE WAY WE WORK HOW?
- 12. HOW IS CULTURE #1 PRIORITY? • HIRING FOR CULTURE • 5 WEEKS OF TRAINING • PAY TO QUIT • ZAPPOS CULTURE BOOK
- 13. CULTURE AND CUSTOMER SERVICE SEVERAL BILLION $ COMPANY 1999 – TODAY NOV ‘09 AMAZON ACQUIRES ZAPPOS $1.2 BILLION** *GROSS MERCHANDISE SALES **SHARE VALUE AT THE TIME OF CLOSING
- 14. WHAT DOES THE SCIENCE OF HAPPINESS HAVE TO TELL US? SOME DATA AND FRAMEWORKS LEARNED ALONG THE WAY…
- 15. HAPPINESS FRAMEWORK 1 LEVERS OF HAPPINESS
- 19. ROI OF HAPPY CULTURE ELTV EMPLOYEE LIFETIME VALUE RREP RECRUITING RETENTION ENGAGEMENT + PRODUCTIVITY RECRUITIN G PRODUCTIVITY ENGAGEMENT RETENTION
- 20. IDENTIFY THE TRIAGE ROI FOR YOUR ORG RESEARCH FROM GREENHOUSE TRIAGE SITUATIONS TRIAGE SOLUTIONS LOW RETENTION | HIGH ATTRITION COSTING 150-300% OF SALARY 10 PPL X 80K = $1.2M ADDL COSTS LOW ENGAGEMENT LOW PRODUCTIVITY | PERFORMANCE | OUTPUT WHERES THE TALENT? HIGHER PEOPLE COSTS HAVE TO HIRE 2.5 VS 1 ENGINEER (x2.5 EXPENSES) CREATE A SUSTAINABLE CULTURE INCREASE TENURE BY 3-5 YEARS IMPROVE LEADERSHIP TRAINING (50% LEAVE BC OF MANAGER; 33% BC OF CULTURE) ALIGN COMPANY PURPOSE/VALUES WITH EVERYONE HAPPIER EMPLOYEES = HAPPIER CUSTOMERS = HAPPIER ECOSYSTEM BETTER RECRUITS THRU CULTURE PERFORMANCE + OUTPUT (E.G. >20% SALES, >22% PROFITABILITY)
- 22. THE HOW OF SUSTAINABLE CULTURE
- 23. THE HOW OF SUSTAINABLE CULTURE ASSESS AND MEASURE. HAPPINESS AT WORK SURVEY
- 24. Straight Talk, Personal Accountability, Raise the bar THE WHAT OF SUSTAINABLE CULTURE
- 25. THE WHO OF SUSTAINABLE CULTURE
- 27. HAPPINESS…DELIVERED. 39% MONTHLY SALES 92% UNPLANNED ABSENCES – TOP 20 FASTEST GROWING E-COMMERCE COMPANY
- 29. ? MAKE PATIENTS + EMPLOYEES A PRIORITY ALIGN 300 EXECS, 35 HOSPITALS, 55K EMPLOYEES SCALE IN QUICKTIME FASHION ! EXECUTIVE ALIGNMENT SESSIONS CULTURE LEADS + TEAMS ACROSS ORG/LOCATIONS TRAIN THE TRAINER TO SCALE OUTCOMES - SCALED ACROSS 55K EMPLOYEES IN LESS THAN A YEAR - BRAND SYNONYMOUS WITH INNOVATION AND HEALTH CARE LEADER - IMPROVED PATIENT SATISFACTION SCORES SUCCESS! SCALING IN A LARGE ORG W/ BUREACRATIC LAYERS REFRAME THE WAY WE WORK
- 30. BE TRUE TO OUR WEIRD SELVES LIVE OUR VALUES, PASSIONS AND PURPOSE PRIORITIZE SUSTAINABLE HAPPINESS + CULTURE IMAGINE…
- 31. …THEN DO.
- 32. JENN@DELIVERINGHAPPINESS.COM READY TO REFRAME? FREE TOOLS + RESOURCES QUESTIONS FOR ME
Notes de l'éditeur
- Turnover. Profitability. Creativity/Innovation…especially for the design firms. Tardiness & Absenteeism- which affects Productivity
- Does anyone know this guy? 72% unhappy. Either disengaged, working below potential, or actively sabatoging 1 in 7. Is it you? Is it person next to you? Your boss?
- PPT version JENN- RREP recruiting retention engagement Productivity ADD CALLOUTS to illustrate what the pains are, that they have but might not know Culture summit speaker- from greenhouse Describe what this is in CLEAR way Co’s always talking about the customer lifetime valuye Never serously thought about what the emp lifetime value is Just as imp if not more Hard to put it to roi But can put it to roi Recruiting hirining onbarding managing of that persontraining and then the culture and management determines how long the emp stays Each of these points are what we’re addressing in culture of happiness Attration retention hiring This is how we can be more scientific and measurable on roi of emp happiness
- I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
- I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
- WHAT DO CUSTOMERS EXPECT? WHAT DO CUSTOMERS ACTUALLY EXPERIENCE? WHAT EMOTIONS DO CUSTOMERS FEEL? WHAT STORIES DO THEY TELL THEIR FRIENDS? HOW CAN CULTURE CREATE MORE STORIES AND MEMORIES?
- FORTUNE 100 BEST CO’S TO WORK FOR -- THE ONES TAKE CARE OF PPL AND FOCUSD ON CULTURE = 3X HIGHER RETURNS* -- See co’s focusing on culture changing the game and experiencing results far beyond S&P v best FORTUNE BEST workplaces focus on culture & needs of employees reaching new heights in biz results -- Culture defines these things (wholeness, meeting human needs, ability to be ourselves, be accepted, values, meaning in work..) * CUMULATIVE STOCK MARKET RETURNS