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THE HAPPINESS OF MEANING
LESSONS ON ENGAGING AN EXCITING GENERATION
DAVID BONIFACIO
DIRECTOR OF STRATEGY, CBTL HOLDINGS INC.
MANAGING DIRECTOR, NEW LEAF VENTURES
MANAGING DIRECTOR, ELEVATION...
THE PHILIPPINES IS A PEOPLE MINE.
THERE IS VALUE WAITING TO BE
UNEARTHED, SHAPED, POLISHED, SET,
AND DISPLAYED.
$11,000,000,000
lost every year due to
employee turnover*
*United States Bureau of National Affairs
Reasons for Employee Turnover
2%
20%
15%
15%
18%
29%
Career Opportunities
Lack of Fit
Management / Work Environment
Flexib...
“Most of the reasons
employees cited for
their turnover are
things that managers
can influence.”
Turning Around Employee T...
PROBLEM #1:
WE HAVE DISENGAGED
WORKFORCES.
88%
NOT ENGAGED
in South East Asia
``
88%
- 50 employees x 88% disengaged = 44 people
- 44 people x 15 minutes wasted/day = 660 mins wasted
- 11 hours x P100...
``
88%
- 50 employees x 88% disengaged = 44 people
- 44 people x 15 minutes wasted/day = 660 mins wasted
- 11 hours x P100...
“The lost productivity of
disengaged employees
costs the U.S. economy
$370 Billion annually.*
*National Business Research ...
SO ENGAGE!
ASK YOURSELF:
WHAT DOES AN ENGAGED WORKFORCE
LOOK LIKE FOR MY COMPANY?
Achieves objectives.
Comes to work early.
Communicates effectively with each other
Innovates and grows
Attracts other exce...
Purpose-Driven
(Meaning)
!
Performance-Oriented
(Results)
!
Principles-Led
(Values)
by Doug Ready, MIT Sloan
ENGAGE
!
1. OCCUPY
2. ATTRACT
3. INVOLVE
4. CAPTURE
5. CATCH
6. PARTICIPATE
7. TAKE PART
ENGAGE: “TO PLEDGE”
ASK YOURSELF:
WHAT “PLEDGE” AM I MAKING
TO MY PEOPLE?
PROBLEM #2:
WE DON’T KNOW HOW TO ENGAGE
THIS GENERATION.
Generation A Generation BGap
Bridge
–Albert Einstein
“Insanity is doing the same thing over and over
and expecting a different result.”
HOW TO ENGAGE THIS
EXCITING GENERATION
Purpose-Driven
(Meaning)
!
Performance-Oriented
(Results)
!
Principles-Led
(Values)
by Doug Ready, MIT Sloan
PLEDGE #1:
BE PURPOSE DRIVEN
MEANING IS WHAT LEADS TO HAPPINESS
–Proverbs 29:18
“Where there is no revelation,

people cast off restraint…”
“
BE PURPOSE DRIVEN
• Define your company purpose. What are you
driving towards?
• Define the purpose of each person in your
o...
BE PURPOSE DRIVEN
Freedom + Ambiguity = Failure and Frustration
BE PURPOSE DRIVEN
Purpose (meaning) + Clarity = Success and Fulfillment
PLEDGE #2:
BE PERFORMANCE ORIENTED
BE PERFORMANCE ORIENTED
• Define the performance expected. Define how this
performance is connected to the company
purpose a...
BE PERFORMANCE ORIENTED
Undefined expectations = Unmet expectations
Unmet expectations = Dissatisfaction
BE PERFORMANCE ORIENTED
Notes on Measuring:
You can’t manage what you don’t measure.
(“I have a feeling” or “I think” don’...
BE PERFORMANCE ORIENTED
Notes on Developing:
Start with expectations.
(Company and Client Expectations)
!
Define what skill...
PLEDGE #3:
BE PRINCIPLES-LED
BE PRINCIPLES-LED
• Define your values. What are non-negotiably
important to you? How should everyone aspire to
behave?
• D...
Purpose-Driven
(Meaning)
!
Performance-Oriented
(Results)
!
Principles-Led
(Values)
NOTHING ORIGINAL.
–May 22, 2014
“As I continue preparations for my talk on worker
happiness, I keep seeing the need to stress the importance...
THANK YOU!
EMAIL: DAVID@NLV.COM.PH
TWITTER: DAVIDBONIFACIO
Happy at Work Conference; David Bonifacio - Makati, Philippines
Happy at Work Conference; David Bonifacio - Makati, Philippines
Happy at Work Conference; David Bonifacio - Makati, Philippines
Happy at Work Conference; David Bonifacio - Makati, Philippines
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Happy at Work Conference; David Bonifacio - Makati, Philippines

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http://blog.payrollhero.com/2014/05/29/recap-happy-at-work-conference-makati-philippines/ - David Bonifacio's slide deck from the Happy at Work Conference in Makati, Philippines. Click the link for the video.

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Transcript of "Happy at Work Conference; David Bonifacio - Makati, Philippines "

  1. 1. THE HAPPINESS OF MEANING LESSONS ON ENGAGING AN EXCITING GENERATION
  2. 2. DAVID BONIFACIO DIRECTOR OF STRATEGY, CBTL HOLDINGS INC. MANAGING DIRECTOR, NEW LEAF VENTURES MANAGING DIRECTOR, ELEVATION PARTNERS MANAGING DIRECTOR, IDC MANPOWER PRESIDENT, ISSHO GENKI INTERNATIONAL ! TWITTER: DAVIDBONIFACIO EMAIL: DAVID@NLV.COM.PH
  3. 3. THE PHILIPPINES IS A PEOPLE MINE.
  4. 4. THERE IS VALUE WAITING TO BE UNEARTHED, SHAPED, POLISHED, SET, AND DISPLAYED.
  5. 5. $11,000,000,000 lost every year due to employee turnover* *United States Bureau of National Affairs
  6. 6. Reasons for Employee Turnover 2% 20% 15% 15% 18% 29% Career Opportunities Lack of Fit Management / Work Environment Flexibility / Scheduling Pay / Benefits Job Security Turning Around Employee Turnover, Gallup Business Journal
  7. 7. “Most of the reasons employees cited for their turnover are things that managers can influence.” Turning Around Employee Turnover, Gallup Business Journal
  8. 8. PROBLEM #1: WE HAVE DISENGAGED WORKFORCES.
  9. 9. 88% NOT ENGAGED in South East Asia
  10. 10. `` 88% - 50 employees x 88% disengaged = 44 people - 44 people x 15 minutes wasted/day = 660 mins wasted - 11 hours x P100/hour rate = P1,100 lost per day The problem with P33,000 lost from disengagement per month
  11. 11. `` 88% - 50 employees x 88% disengaged = 44 people - 44 people x 15 minutes wasted/day = 660 mins wasted - 11 hours x P1000 of potential value generated = P11,000 The problem with P220,000 potential value lost per month
  12. 12. “The lost productivity of disengaged employees costs the U.S. economy $370 Billion annually.* *National Business Research Institute
  13. 13. SO ENGAGE!
  14. 14. ASK YOURSELF: WHAT DOES AN ENGAGED WORKFORCE LOOK LIKE FOR MY COMPANY?
  15. 15. Achieves objectives. Comes to work early. Communicates effectively with each other Innovates and grows Attracts other excellent people to the company Generates amazing value for the company
  16. 16. Purpose-Driven (Meaning) ! Performance-Oriented (Results) ! Principles-Led (Values) by Doug Ready, MIT Sloan
  17. 17. ENGAGE ! 1. OCCUPY 2. ATTRACT 3. INVOLVE 4. CAPTURE 5. CATCH 6. PARTICIPATE 7. TAKE PART
  18. 18. ENGAGE: “TO PLEDGE”
  19. 19. ASK YOURSELF: WHAT “PLEDGE” AM I MAKING TO MY PEOPLE?
  20. 20. PROBLEM #2: WE DON’T KNOW HOW TO ENGAGE THIS GENERATION.
  21. 21. Generation A Generation BGap Bridge
  22. 22. –Albert Einstein “Insanity is doing the same thing over and over and expecting a different result.”
  23. 23. HOW TO ENGAGE THIS EXCITING GENERATION
  24. 24. Purpose-Driven (Meaning) ! Performance-Oriented (Results) ! Principles-Led (Values) by Doug Ready, MIT Sloan
  25. 25. PLEDGE #1: BE PURPOSE DRIVEN MEANING IS WHAT LEADS TO HAPPINESS
  26. 26. –Proverbs 29:18 “Where there is no revelation,
 people cast off restraint…” “
  27. 27. BE PURPOSE DRIVEN • Define your company purpose. What are you driving towards? • Define the purpose of each person in your organization. Answer the question, “Why am I here?” • Constantly communicate the group purpose and each individual’s purpose.
  28. 28. BE PURPOSE DRIVEN Freedom + Ambiguity = Failure and Frustration
  29. 29. BE PURPOSE DRIVEN Purpose (meaning) + Clarity = Success and Fulfillment
  30. 30. PLEDGE #2: BE PERFORMANCE ORIENTED
  31. 31. BE PERFORMANCE ORIENTED • Define the performance expected. Define how this performance is connected to the company purpose and the individual’s purpose. People should know how they’re judged. • Measure and Develop: Measure and Develop performance. Don’t just expect it. • Carrots and Sticks: Reward what you want more of. Punish what you want less of.
  32. 32. BE PERFORMANCE ORIENTED Undefined expectations = Unmet expectations Unmet expectations = Dissatisfaction
  33. 33. BE PERFORMANCE ORIENTED Notes on Measuring: You can’t manage what you don’t measure. (“I have a feeling” or “I think” don’t count.) ! Measuring the wrong thing leads to wrong decisions. (Measure things that contribute to achieving the purpose.) ! Interpreting measurements wrong leads to wrong decisions. (Validate with data. Validate the data itself.) ! Use new tools to measure. Ask others how they measure. (We use tools like Asana and PayrollHero)
  34. 34. BE PERFORMANCE ORIENTED Notes on Developing: Start with expectations. (Company and Client Expectations) ! Define what skills are required to meet expectations. (Ask yourself: What do we have to be good at?) ! Develop people to excel in these skills. (Training programs, exposure, books, mentors, etc.) ! Expand responsible people. Remove irresponsible people. (If they’re good, invest more. If they’re not, don’t waste anymore.)
  35. 35. PLEDGE #3: BE PRINCIPLES-LED
  36. 36. BE PRINCIPLES-LED • Define your values. What are non-negotiably important to you? How should everyone aspire to behave? • Defend your values. Especially from yourself. • Demo your values. People follow the leader.
  37. 37. Purpose-Driven (Meaning) ! Performance-Oriented (Results) ! Principles-Led (Values)
  38. 38. NOTHING ORIGINAL.
  39. 39. –May 22, 2014 “As I continue preparations for my talk on worker happiness, I keep seeing the need to stress the importance of executors (actual people) who will push (sometimes fight) for actual change and the need to adopt new methods (actual processes, strategies, and policies), and to embrace and learn new tools (actual technologies) that all come together to provide an engaged workforce that is both productively achieving company goals and is happy and committed. Someone has to do it. That someone has to do new things. That someone doing new things needs innovative tools.”
  40. 40. THANK YOU! EMAIL: DAVID@NLV.COM.PH TWITTER: DAVIDBONIFACIO
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