Rethinking Company Resources
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Rethinking Company Resources

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Do you think you know what motivates your employees? You might be surprised! ...

Do you think you know what motivates your employees? You might be surprised!

This webinar focuses on understanding what benefits really shape employee behavior. It surfaces trends, best company practices and challenges, and traditional paradigms for driving employee engagement and performance. We will explore cross-generational and cross-cultural values that link to job satisfaction, commitment, and sustainability.

Watch the On-Demand webinar and hear an action-packed discussion on:

Old vs. New Directions for Corporate Benefits
The Common Thread for Motivators and De-motivators of Employee Job Performance
Is Hertzberg’s Theory Humbug?
How to Ensure Predictive Performance Through Customized Employee Motivators

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  • 1. Rethink Company ResourcesAre you Wasting Money on Benefits That Don’t Yield Enhanced Employee Engagement a presentation brought to you by: Sherry Perkins
  • 2. Sherry Perkins • M.A. Organizational Development • 30 Years Experience • Technology/Management/HR • Business Owner Vice President Enterprise Solutions • Chair Waco WIB Alliance Consulting • SCORE Counselor • UOP Management Instructor ® imagine great peoplewww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 3. Who We Are • Founded 1991 • Over 45,000 clients served worldwide • Offices in nearly 130 countries • Founding member of the Association of Test Publishers • Microsoft Certified Partnerwww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 4. Creating Value for Clients We support our clients through the full employee life-cycle, helping them identify the best people for their jobs and then developing them to their fullest potential.www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 5. Diverse Base of Marquee Clients Financial Services Retail & Consumer Travel & Hospitality Education & Government Technology Healthcare Energy & Utilities Business Services Client Highlights • 11,000 + active clients • Client base includes 152 Fortune 2000 companies • Represented in nearly 130 countrieswww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 6. Clients We’ve Servedwww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 7. Rethink Company ResourcesAre you Wasting Money on Benefits That Don’t Yield Enhanced Employee Engagement a presentation brought to you by: Sherry Perkins
  • 8. Today’s Topics – Does Money Really Matter? Is Hertzberg’s Theory Humbug? – Is There a Correlation Between Benefits and Behavior? – Is the Goal Equity or Respect for the Individual? Should Everyone Be Treated the Same? – Should Companies Adapt to Cross-Generational / Cross Cultural Values? – What Are Best Practices / New Directions for Corporate Benefits? – Motivators – De-motivators – Engagement / Productivity – The Impact of Leadership How to Ensure Predictive Performance Through Customized Employee Motivators1www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 9. What Would Cause You to be a Highly Engaged Worker? (Poll)1. Money2. Title/Office/Prestige3. Management4. Benefits5. Office Environment (Fun)6. Other2www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 10. Talent Wars How Would You Describe Today’s Workforce Climate? Multi-Cultural / Multi-Generational3www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 11. Workforce Climate It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness, it was the epoch of belief, it was the epoch of incredulity, it was the season of Light, it was the season of Darkness, it was the spring of hope, it was the winter of despair, we had everything before us . . . Charles Dickens, English Novelist (1812 – 1870)4www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 12. Attract – Motivate - Retain Is more complex than moving mass5www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 13. Research Results• Over 60% of companies cite both the inability to get the talent needed today and concern over the inability to address talent requirements over the next five years.• 51% report that retention begins with hiring and on- boarding -- key elements in their success.• 79% state that their chief concern is continuity in executive leadership for the future.• 61% are concerned over potential cost of disruptive succession from one leader to another.• Average cost of a new hire among those companies that reported their cost of hire was over $16,000. 6www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 14. The magnitude of your people’s contributionto the organization will be directly proportionalto how engaged they are with the organization and their jobs. 7 www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
  • 15. Enhancing Your Leadership Charisma: A Step-by-Step GuideEngagement = Productivity & Profitability …which equates to: …a 51% Gap in Operating Income! …a 39% Gap in Earnings per Share! …between high and low engagement organizations Source: Towers Perrin ‘Global Workforce Study’ (surveyed nearly 90,000 employees in 18 countries.) 8 www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
  • 16. Enhancing Your Leadership Charisma: A Step-by-Step GuideEngagement = Productivity & Profitability “…we  looked  at  fifty  global  companies  over  a  year,  correlating  employee   engagement levels with financial results...The companies with high employee engagement had a in operating income and in earnings per share. Conversely, companies with low levels of engagement saw and earnings per 9 www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
  • 17. Today, Few Employees Are ‘Engaged’ in Work Random samples of the U.S. working population over 18 years of age 100% 90% 17% 20% Engaged 29% 80% 70% 60% 64% 62% 55% Neutral 50% 40% What will your workforce profile look like? 30% 20% 10% 16% 19% 18% Bitter 0% Gallup Towers Perrin EEE Source: The Gallup Organization, Towers Perrin and The New Employee/Employer Equation, The Concours Group and Age Wave, 200410www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 18. Levels of Engagement Highly Engaged Engaged Supportive of Goals Great Match Good Match Fully Accountable Easily Motivated Contagious Enthusiasm Involved Enthusiastic Pursuit of Goals Focused Fully Committed Understands Expectations Pro-active Secure Levels of Engagement Dis-engaged Highly Dis-engaged Fair Match Poor Match Not interested Destructive Questions Expectations Disruptive Avoids Participation Discourages Others Easily Distracted Aggressive Resistance Apathetic, Aloof Fearful, Bitter Dissatisfied, Insecure Does not Know Expectations11www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 19. Employee Motivation • Signing Bonuses • Concierge Service • Onsite Day Care • Profit-Sharing • Gyms and Game Rooms • Prayer Rooms • Memberships • Paid Health Care • Work at Home • Family Day • Job Sharing • Flextime • Tuition Refund • Parties and Group Outings12www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 20. Factors Affecting Job Attitude Motivation – Hygiene Theory Leading to Job Dissatisfaction Leading to Job Satisfaction• Policy • Achievement• Supervision • Recognition• Relationship with Boss • Work Itself• Working Conditions • Responsibility• Salary • Advancement• Relationship with Peers • Growth Hertzberg (1959), The Motivation to Work, http://www.netmba.com/mgmt/ob/motivation/herzberg/13www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 21. Employee Engagement • What They Do Really Matters • The Work They Do is Honorable • They’re Good At What They Do • Appreciated / Respected • Accountable for Their Own Destiny14www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 22. Open-Systems Team Model (Pre-requisites) Dr. Oscar Mink, Open Organization, 1979Effective Decision Level atCommunications Lowest Level of CompetencyEqual Reward forTeam versus Members WhoIndividual Are Capable andAchievement CommittedClearly Understood Goals Inspire ContinuousMember Authority and LearningAccountability 15 www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
  • 23. Readiness for Change Improve or Choose Better Collaboration or Solution Implementation Consequences Management Personal Informational Awareness Scale 4 3 2 1 Compliance Stability Influence Dominance16Concerns Based Adoption Model (CBAM), Hall and Rutherford (1979)Retrieved from http://www.techlearning.com/article/42264www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 24. Double-Loop LearningArgyris, C. (1978)Retrieved from http://www.leadershipnow.com/leadingblog/2008/05/learning_requires_personal_res.html.17www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 25. “As a charismatic leader you must have the very highest expectations of your people, knowing that your expectations will become their expectations – and that their expectations will translate to unprecedented productivity, performance and success.” - ‘Leadership Charisma’, Haney, Sirbasku, McCann18www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 26. Thinking Style Learning Index 1 2 3 4 5 6 7 8 9 10Can they cope with Verbal Skill 1 2 3 4 5 6 7 8 9 10 Verbal Reasoningthe mental demands? 1 2 3 4 5 6 7 8 9 10 Numerical Ability 1 2 3 4 5 6 7 8 9 10 Numeric Reasoning 1 2 3 4 5 6 7 8 9 10 Behavioral Traits Energy Level 1 2 3 4 5 6 7 8 9 10 Assertiveness 1 2 3 4 5 6 7 8 9 10 SociabilityWill they be 1 2 3 4 5 6 7 8 9 10 Manageability 1 2 3 4 5 6 7 8 9 10comfortable in the Attitude Decisiveness 1 2 3 4 5 6 7 8 9 10job environment? Accommodating 1 1 2 2 3 3 4 4 5 5 6 6 7 7 8 8 9 9 10 10 Independence 1 2 3 4 5 6 7 8 9 10 Objective Judgment 1 2 3 4 5 6 7 8 9 10 Occupational Interests Enterprising 1 2 3 4 5 6 7 8 9 10Are they motivated Financial/Admin People Service 1 1 2 2 3 3 4 4 5 5 6 6 7 7 8 8 9 9 10 10by this kind of work? Technical 1 2 3 4 5 6 7 8 9 10 19 Mechanical 1 2 3 4 5 6 7 8 9 10 www.profilesinternational.com Creative 1 2 3 4 5 6 7 8 9 10 ©2012 Profiles International, Inc. All rights reserved.
  • 27. Inhibitors to Implementing Retention Programs Percent Challenges Selected Cost of rewards 52% Inability to validate ROI 34% Inability to link performance 34% management with retention Perceived as an HR initiative 30% Inability to track factors 25% that relate to improved retention20 Aberdeen Group Researchwww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 28. Bragging Rights – Top 25 Companies (2012)• Great People • Flex work• Smart, Professional • Knowledgeable Staff; Team Entrusted with Product• Strong Moral Values Info• Phenomenal Team • Community Involvement• Fun, Upbeat • Work/life Balance Environment • Training• Company Discounts • Invigorating Pace• Team Outings • Inspired by the Work• Visionary CEO (close) • Great Health and Retirement Benefits http://www.businessinsider.com/the-25-best-companies-to-work-for-2012-6?op=121www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 29. Drucker 21st Century Leadership• Old Assumptions • One Right Org. Structure • One Right Mgmt. Style• New Assumptions • Manage Tasks - Lead People • Change is the Norm • Information is the means, rather than the end • “Knowledge-worker” is critical • Leaders must self-manage • Feedback is critical to development 22 www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
  • 30. Feedback is Critical Individual Corporate Needs Culture Customized Leader Motivators Effectiveness Environment Team Culture23www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 31. Would you Like to Receive a Free WES? 1.Yes 2.No24www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 32. Questions?
  • 33. www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.
  • 34. Contact Us Profiles Assessment Asia (Pte.) Limited An Authorized Strategic Business Partner of Profiles International14 , Robinson Road, #08-01A, Far East Finance,Singapore 048545Email: info@profiles.com.sgTelephone: 65717031Fax: 63334636Website: http://www.profiles.com.sg Share , Connect and Follow Us Know your people..Grow your business