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Hdi R & R External 1
 

Hdi R & R External 1

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  • Ice breaker Everything old is new again -
  • It’s important for Retention, Productivity and also Innovation
  • 83% is a really high and I’m sure at your location it might be lower. But what would you do if 20 – 30 % of your staff and your highest performers walked out the door and the reason was because they did not feel they mattered to your organization. When your high performers leave they take with them their training, skills and experience and knowledge.
  • Costs vary by company, but it might take up to a years salary to get a new employee trained and productive.
  • Sound familiar? If so you need to get a new attitude. Employees are becoming or are free agents, especially your Most talented employee and they can work for whom ever they please and are in demand.
  • we need staff who don’t just tolerate work, but are passionate about the company, and that’s you the supervisor What can we do to drive that passion, Recognition!
  • VSP’s 2009 engagement survey to measure loyalty dedication and commitment . An engaged employee is enthusiastic about their work and accountable for their role. VSP ranked 30 percentage points above the norm
  • The need to be recognized is a basic need we all have.
  • Treat everyone as if their contribution is valuable and they are important 30% of employees improve performance after being criticized But 90% improved after being praised!
  • Ask your employees to focus on their strengths and things they do well. Believe me it does spill over into other areas that may need attention. It might also take working with the employee to find the right job fit Remember everyone wants to be successful and everyone wants to be Recognized
  • Question what programs do you have at your company?
  • Remember that 90% improve performance after being praised. Source : J.Pfeffer, Stanford School of Business
  • Specific to recognize the behaviors you want to see repeated Timely catch employees doing something right and acknowledge it on the spot Formal recognize can be done later Personal – the way your employee wants to be recognized – find out something about your employees Frequent – Optimal once every 7 days – it shows your effort and commitment to your employee success
  • Ask your self some questions
  • In place of having an employee of the month have an employee of the moment
  • I have these on my desk in front of me as a reminder
  • I conducted a survey at TAC with some general question about how people would like to be recognized. Overall about ½ the team did same verbal recognition was important to them.
  • By creating that culture of appreciation you contribute to the success of your employees and Your company
  • We have talked about retention and the cost and time it takes to replace a high performing employee. We have discussed recognition and the basic need of everyone to be recognized. Also remember you don’t have to have a budget to be personal and say thank you.

Hdi R & R External 1 Hdi R & R External 1 Presentation Transcript

  • 1992 News
    • Unemployment at 7.1% highest in 5 years
    • Big 3 car makers report record loses
    • Dow high 3,413
    • New home cost $144,000
    • Gallon of gas - $1.13
    • Gallon of milk $2.78
  • Retention Rewards & Recognition Why it’s Important Presented by Doris Blanks
  • Agenda
    • Retention
    • Recognition
    • Reward Programs
    • Q& A
  • Retention
    • Employees don’t leave the job they leave their Supervisor.
      • As the economy improves, 83% of employees indicate they plan to look for a new job; Source: SHRM
    • Perceived lack of recognition of their skills
      • 79% of employees who quit their jobs cite "lack of appreciation" as the #1 reason for leaving. Source: Jackson Organization
  • Retention
    • Cost of recruitment
    • If a new recruit leaves, just when they are productive, it takes 12 -18 months to get a new hire up to the same level
    • Don’t wait until staff is walking out
    • the door to let them know they are valued
  • What’s your Attitude
  • Retention
    • We need people who are really passionate about your company (Supervisor)
    • We need people so pleased with the company they tell everyone they know about what a great company they work for .
  • VSP Employee Survey
    • 2009 Survey results 92%
      • Over 2,100 employees participated in the survey
      • VSP averaged in the 80 percentile compared with other similar organizations
      • Key questions
        • My supervisor treats me with respect 86 th
        • What I do is important to the overall success of the company 88th
  • Recognition is a basic need
    • Maslow’s hierarchy of needs
    • Self actualization
      • Esteem
      • Love /Belonging
      • Safety
      • Physiological
    Recognition Basic Food, Water
  • Recognition
    • Everyone needs respect to be successful
    • Engage ALL staff
      • 90% improve performance after being praised. Source : J.Pfeffer, Stanford School of Business
  • Recognition
    • Focus on successes
    • & strengths
    • Communicate to your employees the exceptional job they are doing
      • The preferred form of recognition at the workplace is verbal recognition 42%.  Source OfficeArrow survey
  • Recognition
    • A reward program should be part of your strategic goals or company values
    • You role as a manager
      • Understand how to improve the frequency, quality and the alignment of recognition with your company and/or department goals
  • Recognition
    • Recognition = Higher productivity!
      • A Gallup study of nearly 5 million employees revealed that an increase in recognition and praise in an organization can lead to higher engagement, lower turnover, higher loyalty and satisfaction scores.
  • Recognition should be
    • Specific
    • Timely
    • Personal
    • Frequent
  • Recognition
    • Decide how often and what type
      • Do I have a clear understanding of what motives each employee
      • Do I recognize employees for significant accomplishments
      • Do I seek opportunities to recognize employees for the little things
      • I tell employees the specific reason for the recognition
      • I make it personal
      • I do it as soon as possible
  • Recognition
    • Try Verbal recognition once every 7 days per employee
      • Acknowledgement
      • Thank You
      • I appreciate your help with ----
      • Great job on --
  • Reward Examples - Cards Modeling Your Values Above and beyond performance Accomplishment has amazing affect on Your business Gold winner who stands out from the rest Exhibiting exceptional employee service to fellow employees, business partners and community
  • Reward Examples – Mentoring
    • Value of Mentoring
    • Offer a Mentor Program, because research strongly affirms that mentored individuals:
    • Perform better on the job;
    • Grow more rapidly within the organization;
    • Report more job and career satisfaction;
    • Express less desire to leave the organization than non-mentored counterparts; and
    • Frequently become mentors themselves, ever widening the circle of benefits.
  • Reward Examples - Partnering
    • The Partnering for Success Program gives employees an opportunity to recognize a co-worker within the IT division for successfully partnering with an internal or external business partner.
    • Characteristics of Partnership
      • Trust
      • Added Value
      • Commitment
      • Effective Communication
      • Common Objectives
  • TAC Rewards
    • TAC Newsletter
    • http://tacatvsp.wordpress.com/
    • Quarterly Team lunches
    • Team Building events
    • Lunch with Manager or Director
    • You’ve Been Recognized !
      • Goodie Drawer
  • You‘ve been recognized cards
  • Conduct a Recognition Survey
  • Recognition
    • Does it really make a difference?
      • Yes and here’s why
      • You will have Engaged High Performing and Productive employees
    • What can you do at low or no costs?
      • Create a culture of appreciation
  • Wrap Up
    • Review
    • Questions
    • 3 minutes of motivation
    • http://www.youtube.com/watch?v=q5kn4OBRxro&feature=related
  • Sources of information
    • http://www.keepem.com/ResourcesArticles.asp