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The 3 Keys to Retaining and Motivating Your Team

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The saying goes (and the research supports) that “People leave managers, not companies.” When each lost employee can cost upwards of 2/3rds their salary to replace, the big question is: what can managers and company leaders do about it? This presentation shares what research shows managers can do to better motivate and retain team members along with advice from experts like Andy Grove and Ben Horowitz. We also share stories of what’s worked in our own experience managing and give you actionable takeaways you can add to your management style and those in your organization to ensure you retain your amazing talent in today’s competitive job market.

Learn more great management and leadership tips at GetLighthouse.com/Blog and try our platform that helps you build the right habits as a leader at GetLighthouse.com

Published in: Leadership & Management
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The 3 Keys to Retaining and Motivating Your Team

  1. 1. Jason @Evanish GetLighthouse.com The 3 Keys to Motivating & Retaining Your Team Jason Evanish Founder, GetLighthouse.com June 26, 2015
  2. 2. Jason @Evanish GetLighthouse.com The #1 Reason People Leave Jobs
  3. 3. Jason @Evanish GetLighthouse.com …and the Data Agrees “50% of Americans have left a job to get away from their manager.” Source: Gallup, “State of the American Manager,” April 2015
  4. 4. Jason @Evanish GetLighthouse.com Feelings About Work are Contagious Source: Gallup, “State of the American Manager,” April 2015
  5. 5. Jason @Evanish GetLighthouse.com “As a middle manager, you are a chief executive of an organization yourself ... As a micro CEO, you can improve your own and your group’s performance and productivity.” - Andy Grove former CEO, Intel Jason @Evanish GetLighthouse.com
  6. 6. Jason @Evanish GetLighthouse.com “You hire the best people you can find. Then it’s up to you to create an environment where great people decide to stay and invest their time.” - Rich Lesser CEO, Boston Consulting Group Jason @Evanish GetLighthouse.com
  7. 7. Jason @Evanish GetLighthouse.com The 3 Keys to Great Management
  8. 8. Jason @Evanish GetLighthouse.com Build Rapport 1 The 3 Keys to Great Management
  9. 9. Jason @Evanish GetLighthouse.com Build Rapport Fix Problems 1 2 The 3 Keys to Great Management
  10. 10. Jason @Evanish GetLighthouse.com Build Rapport Fix Problems Grow Your People 1 2 3 The 3 Keys to Great Management
  11. 11. Jason @Evanish GetLighthouse.com Build Rapport 1 Learn more: bit.ly/LHRapport The 3 Keys to Great Management
  12. 12. Jason @Evanish GetLighthouse.com Build a Foundation of Trust Source: Gallup, “State of the American Manager,” April 2015
  13. 13. Jason @Evanish GetLighthouse.com “Whatever anybody says or does, assume positive intent. You will be amazed at how your whole approach to a person or problem becomes very different.” - Indra Nooyi Chairman & CEO, PepsiCo Jason @Evanish GetLighthouse.com
  14. 14. Jason @Evanish GetLighthouse.com “The only way to influence people is to talk in terms of what the other person wants.” - Dale Carnegie Best Selling Author & Speaker Jason @Evanish GetLighthouse.com
  15. 15. Jason @Evanish GetLighthouse.com A Story: Steve Kerr Gets Buy-in
  16. 16. Jason @Evanish GetLighthouse.com A Story: The Impact of $10
  17. 17. Jason @Evanish GetLighthouse.com Build Rapport Fix Problems 1 2 The 3 Keys to Great Management
  18. 18. Jason @Evanish GetLighthouse.com “…if Tim doesn’t meet with each one of his employees in the next 24 hours, I will have no choice but to fire him and fire you. Are we clear?” - Ben Horowitz in The Hard Thing About Hard Things Jason @Evanish GetLighthouse.com
  19. 19. Jason @Evanish GetLighthouse.com “Ninety minutes of your time can enhance the quality of your subordinate’s work for 2 weeks, or for some 80+ hours.” - Andy Grove Former CEO, Intel Jason @Evanish GetLighthouse.com
  20. 20. Jason @Evanish GetLighthouse.com “Perhaps the CEO’s most important operational responsibility is designing and implementing the communication architecture for her company. Absent a well-designed communication architecture, information and ideas will stagnate and your company will degenerate into a bad place to work.” - Ben Horowitz VC at A16Z & former CEO of Opsware Jason @Evanish GetLighthouse.com
  21. 21. Jason @Evanish GetLighthouse.com “…1 on 1s provide an excellent mechanism for information and ideas to flow up the organization and should be part of your design.” - Ben Horowitz VC at A16Z & former CEO of Opsware Jason @Evanish GetLighthouse.com
  22. 22. Jason @Evanish GetLighthouse.com Common, Critical Mistakes in 1 on 1s Making them status updates Not building rapport & trust Allowing for elephants in the room Never talking about career growth Not following through or progressing Canceling 1 on 1s Not having them for managers More on common mistakes here: http://bit.ly/1on1mistakes
  23. 23. Jason @Evanish GetLighthouse.com Make Feedback Part of 1 on 1s Source: bit.ly/LHMillennials
  24. 24. Jason @Evanish GetLighthouse.com Cater to Millennials or Miss Out Source: bit.ly/LHMeekerTakeaways
  25. 25. Jason @Evanish GetLighthouse.com The Impact of Positive Reinforcement Source: Gallup, “In Praise of Praising Your Employees” November, 2006 Getting praise or recognized for good work  Increases revenue & productivity 10% - 20%  Those feeling unrecognized are 3X more likely to quit in the next year
  26. 26. Jason @Evanish GetLighthouse.com A Story: Managers need 1 on 1s, too “…I only recently started doing 1 on 1s again with my manager after 3 months…they were tipped off by another coworker that I wasn't super happy day to day.” I hear these stories all the time.
  27. 27. Jason @Evanish GetLighthouse.com “I’d assumed [an open door] would guarantee me a place in the loop, at least when it came to major sources of tension. …Not a single production manager had dropped by to express frustration or make a suggestion in the five years we worked on Toy Story. — Ed Catmull, Co-founder & President of Pixar …being on the lookout for problems was not the same as seeing problems.” Jason @Evanish GetLighthouse.com
  28. 28. Jason @Evanish GetLighthouse.com Build Rapport Fix Problems Grow Your People 1 2 3 The 3 Keys to Great Management
  29. 29. Jason @Evanish GetLighthouse.com “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” – Jack Welch former CEO of General Electric Jason @Evanish GetLighthouse.com
  30. 30. Jason @Evanish GetLighthouse.com “Companies have long [crafted] personalized roles and career paths for their stars…Yet it is possible - indeed necessary - to extend this personalized approach to all employees. — Reid Hoffman Co-founder of Linkedin & Co-Author The Alliance Jason @Evanish GetLighthouse.com As the world has become less stable, you can't just rely on a few stars at the top to provide the necessary adaptability.”
  31. 31. Jason @Evanish GetLighthouse.com Millennials want to grow Source: bit.ly/LHMeekerTakeaways
  32. 32. Jason @Evanish GetLighthouse.com …yet few managers are growing The majority of managers do not believe their developmental needs are being met.  Only 40% feel they have the chance to learn and grow at work.  Only 33% feel someone at work encourages their development. Source: Gallup, “State of the American Manager,” April 2015
  33. 33. Jason @Evanish GetLighthouse.com Apply the Progress Principle “Employees do their best work when they feel as if they’re making progress every day toward a meaningful goal.” - HBS Prof Teresa Amabile & Psychologist Steven Kramer Source: “The Power of Small Wins”, Harvard Business Review May 2011
  34. 34. Jason @Evanish GetLighthouse.com A Story: Surprise goal, surprise results Ariel Winton Director of Business Development Ariel Winton Junior Product Manager
  35. 35. Jason @Evanish GetLighthouse.com Build Rapport 1 The 3 Keys to Great Management
  36. 36. Jason @Evanish GetLighthouse.com Build Rapport Fix Problems 1 2 The 3 Keys to Great Management
  37. 37. Jason @Evanish GetLighthouse.com Build Rapport Fix Problems Grow Your People 1 2 3 The 3 Keys to Great Management
  38. 38. Jason @Evanish GetLighthouse.com “What you quickly realize as a manager is that the single most effective way to set up a team for success in the long run is to focus on the people.” Julie Zhuo Product Design Director at Facebook Jason @Evanish GetLighthouse.com Learn more about management from Julie at: http://bit.ly/jouleemanagement
  39. 39. Jason @Evanish GetLighthouse.com Questions? Jason Evanish Founder, Get Lighthouse Jason@GetLighthouse.com
  40. 40. Jason @Evanish GetLighthouse.com Want help? Sign up at GetLighthouse.com
  41. 41. Jason @Evanish GetLighthouse.com 101 questions to ask in one-on-ones How to build rapport with your team Common Mistakes hurting your 1 on 1s Why you might be doing one-on-ones wrong How to help your team achieve their goals 10 ways to lose your best employees Recommended Further Reading
  42. 42. Jason @Evanish GetLighthouse.com The 3 Keys to Motivating & Retaining Your Team Jason Evanish Founder, GetLighthouse.com June 26, 2015 Appendix
  43. 43. Jason @Evanish GetLighthouse.com Engagement impacts your business Source: Gallup, “State of the American Manager,” April 2015
  44. 44. Jason @Evanish GetLighthouse.com More feedback improves performance
  45. 45. Jason @Evanish GetLighthouse.com “You can see a straight-line correlation between employee engagement and overall effectiveness of their supervisors” Source: Harvard Business Review “How Damaging is a Bad Boss, Exactly?” The better the leader, the more engaged the team.
  46. 46. Jason @Evanish GetLighthouse.com Source: The Gallup Organization, “Employee Engagement, Satisfaction, and Business-Unit-Level Outcomes: A Meta-Analysis” 86% Higher success rate on customer metrics 78% Better Employee Retention 63% More Productive 44% More Profitable 103 % Better Injury & Sick Day Rate Engaged employees drive results.
  47. 47. Jason @Evanish GetLighthouse.comLearn more from Michael on one-on-ones at: http://bit.ly/doineed1on1s “A company lives or dies by: • Getting the best people to join the company • Keeping them engaged & productive • Making great decisions about what these people should work on A manager has only a few tools in her arsenal to do these, and 1-1’s are perhaps the most powerful.” Michael Wolfe Founder of Pipewise & Vontu, angel & advisor

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