Motivating people, getting the basics rightWavelength May 2012Lena Tailor - people partner
agenda• What matters• The basics
“I am motivated to do a great job”         Every quarter we ask people how motivated they are.         At the last read 89...
engagementTo a certain extent engagement can be driven by ‘biological’ factors
What mattersWe know that what matters to people in terms of their motivation is:4. The vision and values7. Their leader10....
people strategy = engagement strategy                                    6
agenda• What matters• The basics
Keep it simpleOur strategy is a relatively simple one                 Get the basics right                and execute them...
the basicsThe top 3 for us, are these    Hire and develop          Communicate the      Make sure people     strong leader...
the basicsAnd it starts with our leaders    Hire and develop             Communicate the      Make sure people     strong ...
hiring leadersWe sweat the recruitment process              “I’d rath e r h ave a h ole                 th an an as s h ol...
behavioursAnd we have high expectations of them     management behaviours                               a little more deta...
development chatsPeople can expect a quarterly development chat.                                             PayAnnually  ...
Core development                                                               Leadership         Work drivers /          ...
the basicsWe take our internal communications seriously   Hire and develop            Communicate the      Make sure peopl...
valuesAnd relentlessly communicate the important stuff, like our values and what they mean inpractice. We use these to gui...
communicationEvery month we report back to the whole business on our performance against our strategy.Each team also has a...
communicationWe try to keep things simple and transparent
the basicsFinally, people need to know what’s expected   Hire and develop            Communicate the      Make sure people...
cascading objectivesThe challenge is to ensure every person has clear line of sight between their personalobjectives and t...
performanceWe invest heavily in making sure everyone knows what is expected of them.                                      ...
top 5 tipsMy top 5 lessons:4. Focus on the stuff that matters, not the stuff that sounds good6. If people don’t know what’...
thank you
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Best in Class 4 Lena Taylor People Presentation 2012

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  • Group NPS is in the green at 45%. This is the highest score we have had since 2005
  • A clear, well-defined link between employee engagement and the bottom line. Organisations that are steadfastly driven by their purpose are the most successful. Businesses that do well by their people, help them find fulfilment through their work and who demonstrate ethical leadership are rewarded by loyalty and higher performance and productivity.
  • People team purpose = Enriching people ’s lives through an exceptional working experience
  • We sharpened our recruitment approach to Google’s: type A’s will hire A’s, Type B’s will hire Type C’s Hire smart people , who self-start and engage others
  • We expect a lot from all our managers and we support them in being the best version of themsleves
  • 2 mins
  • The Academy – 2 day residential programme for all covering 5 key skills: leadership, problem solving, presentation skills, negotiation and personal effectiveness. Induction – 2 week induction programme getting people set up for success in their roles The Innocent Business Academy – 2.5 day residential programme focused on giving people skills and tools to make better business decisions. New Manager School – 1 ½ day programme preparing managers to manage the innocent way Leading Teams – 2 day residential programme for team leaders focussing on their leadership style and giving some tools to use as team leaders Other stuff: Top tutoring: ½ day session on great facilitation skills for new tutors Excel – bitesize modules on different aspects of excel run by people in the business who are proper excel geeks Creative writing – a ½ day course on writing the ‘innocent way’/unleashing your creative writing ability Personal effectiveness – 2 hour session on being more personally effective, usually run in teams MBTI – team development using a personality profiling tool called Myers Briggs Type Indicator
  • We dialled up the use of values to guide our day to day actions and behaviours
  • Upsides of a highly engaged team: Performance Competitive edge Retention Drawbacks: - 80/20 rule - With so much good will and drive, people can find it hard to keep effort in proportion to the task in hand - Team members can be so engaged they will work themselves hard, too hard sometimes to meet our stretching targets - A collegiate, positive culture can be more consensus based - Our instinctive optimism means that “do not proceed” is an unlikely option - Just as the company has high expectations of the team, so they do of the company
  • Best in Class 4 Lena Taylor People Presentation 2012

    1. 1. Motivating people, getting the basics rightWavelength May 2012Lena Tailor - people partner
    2. 2. agenda• What matters• The basics
    3. 3. “I am motivated to do a great job” Every quarter we ask people how motivated they are. At the last read 89% answered this question positively. 100% 90% 89% 80% 73% 70% group NPS 60% group m otivated score NPS group excited score 50% (%) 45% 40% 30% 20% 10% 0% /10 /10 /11 /11 /11 /12 /10 /10 /10 /10 /11 /11 /11 /12 /12 03 05 09 11 03 05 07 11 01 05 01 07 01 09 03Advocacy: “Based on my experience at innocent, I would recommend a job at innocent to a friend or former colleague if asked”.Excited: “I am excited about where innocent is going” Motivated: “I am motivated to do a great job”*NPS is calculated by processing the responses to the Advocacy question using the equation: “Highly Likely” minus “Unsure”, “Unlikely” and “Highly Likely”
    4. 4. engagementTo a certain extent engagement can be driven by ‘biological’ factors
    5. 5. What mattersWe know that what matters to people in terms of their motivation is:4. The vision and values7. Their leader10. Making a contribution
    6. 6. people strategy = engagement strategy 6
    7. 7. agenda• What matters• The basics
    8. 8. Keep it simpleOur strategy is a relatively simple one Get the basics right and execute them well 8
    9. 9. the basicsThe top 3 for us, are these Hire and develop Communicate the Make sure people strong leaders important stuff know what’s expected
    10. 10. the basicsAnd it starts with our leaders Hire and develop Communicate the Make sure people strong leaders important stuff know what’s expected
    11. 11. hiring leadersWe sweat the recruitment process “I’d rath e r h ave a h ole th an an as s h ole .” D an Walke r, H e ad of Tale nt, Ap p le
    12. 12. behavioursAnd we have high expectations of them management behaviours a little more detail lives the values of Lives and breathes the values of innocent in all that they do. innocent A great ambassador for what the company is all about. sets clear direction Gives a clear understanding of what is expected of you through helping you set clear, SIMPLE objectives and defining what success looks like for you in your role. empowers and motivates You feel empowered and motivated to take ownership, deliver real success and make a difference. Your manager gives you the space to get on with it and gives enough support when you need it. coaches and gives great Helps you to develop in your role through regular one to ones and feedback constructive development chats. Gives you high quality, real time feedback on your strengths and areas to improve. builds team spirit Cares about and champions you and the team. Builds a sense of purpose for the team and encourages effective teamworking.
    13. 13. development chatsPeople can expect a quarterly development chat. PayAnnually Reviews People audit J F M A M J J A S O N DTwice a year J F M A M J J A S O N D Objective setting Performance reviews J F M A M J J A S O N DQuarterly Development chatsWeekly 1 – 2 – 1sDaily Real time feedback
    14. 14. Core development Leadership Work drivers / Academy Insights NEW Manager Innocent Masterclass Manager schoolManaging your own Innocent development business academy Leadership tools Innocent academy Innocent induction
    15. 15. the basicsWe take our internal communications seriously Hire and develop Communicate the Make sure people strong leaders important stuff know what’s expected
    16. 16. valuesAnd relentlessly communicate the important stuff, like our values and what they mean inpractice. We use these to guide our day to day actions and behaviours
    17. 17. communicationEvery month we report back to the whole business on our performance against our strategy.Each team also has a scorecard with 5 clear objectives Objective Target 2011 Amber Green Actual Protect our brand >A B Improve our market share A B Increase our revenue >A B Grow our gross margin >A B Maximise our profit >A >B 17
    18. 18. communicationWe try to keep things simple and transparent
    19. 19. the basicsFinally, people need to know what’s expected Hire and develop Communicate the Make sure people strong leaders important stuff know what’s expected
    20. 20. cascading objectivesThe challenge is to ensure every person has clear line of sight between their personalobjectives and the company’s. 2012 Company Objectives Initiatives Bit: Essentials Objectives Themes Area People E&C IT Finance objectives objectives objectives objectives Team obj. Team obj. Team obj. Individual Individual objectives objectives
    21. 21. performanceWe invest heavily in making sure everyone knows what is expected of them. management a little more detail behaviours lives the values of Lives and breathes the values of innocent in all that they do. innocent A great ambassador for what the company is all about. sets clear direction Gives a clear understanding of what is expected of you through helping you set clear, SIMPLE objectives and defining what success looks like for you in your role. empowers and You feel empowered and motivated to take ownership, deliver real motivates success and make a difference. Your manager gives you the space to get on with it and gives enough support when you need it. coaches and gives Helps you to develop in your role through regular one to ones and great constructive development chats. Gives you high quality, real time feedback feedback on your strengths and areas to improve. builds team spirit Cares about and champions you and the team. Builds a sense of purpose for the team and encourages effective teamworking.
    22. 22. top 5 tipsMy top 5 lessons:4. Focus on the stuff that matters, not the stuff that sounds good6. If people don’t know what’s expected, go home8. People want to know what they’re a part of10. Mostly it’s about quality conversations12. Be consistent – top and bottom
    23. 23. thank you
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