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Above And Beyond V2
 

Above And Beyond V2

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Our approach to employee engagement - Give me your company for 90 days and we\'ll give it back its soul!

Our approach to employee engagement - Give me your company for 90 days and we\'ll give it back its soul!

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    Above And Beyond V2 Above And Beyond V2 Presentation Transcript

    • Above and Beyond ‘ Give us your employees for 90 days and we’ll give them back their soul’ The 90 Day Employee Inspiration Programme
    • Where we’re at today
      • Recession has meant that low morale is becoming the default setting for many employees
      • Personal growth and job satisfaction has decreased, reducing feelings of fulfilment through work
      • Work should go back to being a mission, an adventure and something to be looked forward to
      • ‘ I used to get butterflies when I walked into work, but that seems a long time ago now.’
    • Why this is SO important
      • You’ve done brilliantly innovating your products and proposition – consider now doing the same with your employees
      • Become an extraordinary employer. Spend time and take pride in how different your employees experience is
      • Be entrepreneurial when thinking about your team’s working life – how can you get that buzz back?
      • Yes we all go to work to make money but there’s so much more to our motivations than that
      ‘ 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.’
    • The Real Cost of Ignoring Engagement
        • The Chartered Institute of Personnel and Development (CIPD) has shown that losing an employee of one year’s tenure will cost the equivalent of that person’s basic salary to replace.
        • If you include the costs of recruitment, loss of productivity, morale and team focus – as well as required training time and loss opportunity costs, you are quickly into the millions of pounds for voluntary attrition alone.
        • If you have 500 employees with a 15% voluntary attrition, that’s 75 people leaving in one year. If the average salary is £50,000, then the cost of attrition is £3,750,000 for that year alone.
        • The ‘New War on Talent’ is about to kick off in Q1 2010 with fully 60% of employees looking for a new experience, recruiters more desperate than ever, and unemployment at an all time high.
        • If you’re not addressing ways to keep people engaged and excited, we guarantee someone else is.
        • The game is changing and the rules are being made up every day. Be a rule maker, not a game player.
    • Thought of the day…
      • 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?
    • Guaranteeing discretionary effort
      • We believe your employees are your single most valuable asset
      • 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?
      • The Above and Beyond programme will dramatically enhance employee engagement, communication and motivation
      • Ever worked for a truly inspirational organisation? How did that feel?
    • 10% nature, 90% nurture
      • Over the next 90 days, we’ll introduce our tried and tested programme to create a new, engaged Corporate Community within your organisation
      • We’ll also train the trainer to maintain these key changes beyond the 90 days and monitor their progress
      • You’ll see a fast, tangible change in employee morale and confidence
      • Happy employees mean happy customers
      “ I care about the job, of course. But mostly I want to be inspired”
    • So how does Above and Beyond work? Inform and Include Taking the temperature Motivation/Engagement The Brand Promise Emergency Help Innovative Inductions A better workplace Recognition and Awards The Intranet and Benefits Click on the info buttons to the left of each programme 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 Employee Identity Inspiring the Sales Team Conclusions
    • 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…
    • Taking the corporate temperature
      • What does your team really think about the organisation?
      • Are there issues common to a number of people?
      • How would they go about making inspired changes?
      • Is it possible they have all the ideas already?
    • One on Ones…phase 1
      • We’ll conduct some top down and bottom up one to one’s and ask some interesting questions like:
        • How have the last twelve months been?
        • Do you still feel fully engaged?
        • Does this job role give you butterflies like it used to?
        • If you were in charge what’s the first thing you’d change?
      • Most importantly of all, we’ll listen and take on board the feedback
    • Team Meetings…phase 2
      • We run a number of strategies here including:
        • The Carlsberg Test
        • The Greenhouse
        • The seven habits of highly motivated people
        • Draw how you feel
      • The key is, no idea is too stupid
      • Again we’ll LISTEN
    • And in parallel…phase 3
      • We’ll conduct a confidential online employee survey to establish where pain is being felt
      • Financial prizes will be offered for all good ideas adopted
      • All three phases should be completed by week 4
    • And then crucially, take action
      • We’ll collate all the survey results and ask you to review them as an urgent agenda item at the next Board meeting
      • Where improvements can be made we’ll divide them into 1, 3 and 6 month delivery times
      • The quick and easy wins should be instantly implemented to give the process credibility
      • You’ll announce the one, three and six month deliverables at your first Quarterly Performance Review (for more, see later)
    • Time for a Breath of Fresh Air?
      • A common response from employee surveys is frustration with an untidy office
      • Familiarity breeds contempt – “nothing’s changed in my working environment for ages”
      • What easy steps could quickly and easily be taken to improve it?
    • An example Team ‘Breath of Fresh’ Air strategy
      • Using the ‘Carlsberg’ data we’ll:
        • Move team desks around
        • Decorate the office to reflect the brand promise/corporate values
        • Bring flowers to work
        • Improve the lighting (especially in winter)
        • Demand a clear desk policy – file it or bin it. Empty Pods
        • Refresh the vending machines with better, healthier products
        • Have free fresh fruit delivered every week
        • Ask the sandwich lady to bring healthier options – salads for example
        • Do a sponsored diet - £ for pound coming from the company
        • Raise money for something specific (a guide dog, horse for the disabled)
        • Adopt end of week team meetings to review progress
    • An example personal ‘Breath of Fresh’ Air strategy
      • Using the Wheel experience data I’ll:
        • Come to work a different way – it brings amazing freshness
        • Car share with a colleague one Friday - discuss their working experience
        • Read a newspaper every day and change the title if needs be
        • Listen to Radio 4 in the car and get an opinion on the world
        • Get a monthly lunch with someone from elsewhere in the business and ask them what they’re working on
        • Go for a 20 minute walk each lunch time and breath!
        • 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
        • Think about what interests and skills I use at the w/e that might be useful here
        • Organise my team to do something different one afternoon – get a two week tattoo, play bingo with pensioners, do a Reiki class
        • Get the team in the pub one evening and compare notes
        • Do all this to create a freshness reserve
    • Do your people know where they’re headed?
      • Surveys suggest employees don’t feel trusted with the truth
      • Recent redundancies has only enhanced this
      • Increased suspicion of the Management team
      • Easily solvable because normally this is caused by a lack of effective communication
    • Communication - the heart of your company’s DNA
      • Insist on a culture of openness and honesty across the company
      • Establish an open door policy and work regularly amongst the rest of the team
      • Board led, the company must become communications experts
      • Here’s a few ways how…
    • Communicate, communicate…you get the point
      • Introduce Quarterly Performance Reviews and Company Report Cards
      • Use everything; the Intranet, desk drops, internal newsletters and all wall space including bathrooms!
      • Introduce breakfast clubs, lunch and learns and pizza/beer evenings
    •  
    • Introduction through Induction
      • How good is your induction programme?
      • Does it properly introduce and reinforce your brand promise?
      • Do new people take too long to integrate or do they hit the ground running?
      • Do HR and line managers end up fielding all the questions?
    • Your first chance to make a great impression – Induction Day
      • New joiners attend within one month of start date
      • Include the corporate story - get the Directors to host
      • Must be fun, informative and fully interactive
      • Create a comprehensive buddy system
      • Rerun the induction for long term employees
    •  
    • Employee Identity…who are you?
      • You’ve spent a fortune on establishing your corporate identity for your customers…
      • But your employees have an identity too
      • Another quick win and universally popular
    • Confusion lost…Identity found
      • Provide a company uniform – polos, button downs, fleeces and/or laptop bags
      • It provides an instant sense of belonging
      • Takes away decision making – always smart casual and ready for work
      • Free local advertising around town
    • Say thank you – it’s totally free of charge
      • Employees increasingly feel they are being taken for granted, especially now
      • When was the last time you stopped to thank a colleague for a job well done
      • Shouldn’t there be some way to nominate corporate heroes?
      • What sort of recognition process do you have in place?
    • Create a Recognition Tradition
      • Introduce an Employee Recognition Programme and get team members to nominate colleagues online
      • Have quarterly top performers dinners for people across the business
      • Run a great sales convention and invite top non sales people too
      • Include an awards section in the QPR’s – recognise staff publicly
    • This was supposed to be fun!
      • A long year of cost removal, headcount reduction, unfilled vacancies and frozen pay
      • Morale is weaker, job satisfaction down. ‘This used to be a fun place to work.’
      • But confidence is returning – the Credit Crunch Tail
      • Employee Engagement is ready for lift off
    • Get your team feeling good again!
      • Become famous for the parties you throw for employees. A great local recruitment tool
      • Back a local charity and get employees to run/swim/diet to raise funds
      • Get involved in Comic Relief/Children in Need - provides a tremendous feeling of team
      • Keep a running total of money raised on the Intranet
      • Raise money for something important
    • Treasure and protect your assets
      • Sometimes things go wrong that are totally out of our control
      • Does your team know you could be there to help?
      • What support would you want to offer/bring
      • Here are some ideas…
    • We’d like to be the first call you make
      • Establish a confidential employee helpline
      • Offer a ‘no questions asked’ £1000 emergency loan to all staff
      • Ensure your benefits package matches employee needs – we’ll review it for you
    • The Brand Promise
      • You’ve spent time developing a corporate mission statement including your vision and values
      • It’s now time to establish a brand promise for your customers, partners and employees to ensure loyalty and give you an advantage
      • So what’s a brand promise?
    • The Brand Promise
      • A brand promise is a promise your entire company can keep
      • What promises do your customers want companies like yours to make using the products, processes and people in your organisation?
      • Look at your competition. What promise would give you the best competitive advantage? Here are some other examples
      • This is the promise you then make and keep in every marketing activity, every action, every corporate decision and every customer interaction
      • The promise drives budgets and stops arguments – the team need to be rewarded depending on their commitment to it
    • Make it part of the corporate DNA
      • It’s now crucial your team eat, drink and sleep this Brand Promise
      • This plus your mission, vision and values statement must be taught, advertised and promoted everywhere
      • All personal objectives and KPI’s must be aligned to keeping this promise
      • Here’s a great idea for checking how well your employees know and understand it?
    • Introducing Pitch Idol
      • Hand in hand with Marketing we’ll write a one minute elevator pitch spelling out what the brand promise means
      • We’ll also incorporate the company’s mission statement, vision and values
      • We’ll then introduce Pitch Idol to the business and lots of team members to enter
      • The winner gets a seriously nice prize & award at the QPR
    • The Intranet & Benefits
      • You probably designed the Intranet to look something like this back in the day
      • Intranets now need a refresh and a new purpose
      • Employee handbooks are similarly wordy and cumbersome
      • Employees still don’t understand their benefits package
    • Online Employee Benefits and the Intranet
      • We’ll refresh the Intranet and let it take the strain
      • We’ll review the Benefits and check their relevancy
      • Benefits should then be put online with each employee having a clearly visible Total Rewards Statement
    • Inspiring the Sales Team
      • At the end of the day Sales is the engine room of your organisation
      • Properly motivated, the sky is the limit in terms of results
      • A driven and enthused sales team pays for its own incentives
    • Sales Motivation
      • Run a six monthly sales convention and reward all who achieve target plus 10%. Money must be spent here.
      • Destinations for the convention could include Val d’Isere, Barcelona or Monaco
      • Make the trips legendary
      • Run sales incentives in parallel – such as ‘Thanks a Million’
    • We know it’s a daunting task but every great journey starts with a single step
      • Let’s start where it hurts the most
      • Above and Beyond can be run in any order and over any timescale
      • Where would you like us to begin?
      • Applause and questions
    • The Carlsberg Test
      • A simple concept. If Carlsberg designed your office, how would it look? Let’s draw it on the whiteboard.
      • 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
      • All of this is gold dust though, particularly when we come to Environment change later
    • 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
    • Brand Promises
      • Ritz Carlton – Ladies and Gentlemen serving Ladies and Gentlemen
      • John Lewis – Never knowingly undersold
      • Volvo – Safety first, always
      • Disney – Create happiness
      • Nike – Just do it
      • Coke – Refresh the world in mind, body and spirit