Recent briefing by Kerry Goldfinch, HR Consultant

1. Growing Business Performance
Through Your People

2. Intro
• Team Introduction
• H&S

3. Agenda
• Three types of employees that affect business
performance
• 3 Core reasons to increase engagement
• Tools to engage people and case studies
• Next Steps

4. Three Types of
Employees that
Affect Business
performance

5. Gallup Research
“Engaged workers are the lifeblood of their organizations.
Organisations who rated in the top 25% of engagement have significantly higher
productivity, profitability, and customer ratings, less turnover and absenteeism, and fewer
safety incidents than those in the bottom 25%”
Gallop Research undeniably shows higher engagement = higher performance

6. Engagement and
Productivity
• 100+%
• 60-90%
• 50% and below

7. Higher
Business
Performance
Engagement % Goal is 2 widgets pm/pp 2
100% 2
75% 1.5
50% 1
Engagement %
Goal is 1 innovation per quarter that
attracts business 1
100% 1
75% 0.75
50% .50
Engagement %
Goal is 1 innovation per quarter that
improves process/reduce cost 1
100% 1
75% 0.75
50% .50

8. 3 Core Reasons to Increase Engagement
Potential for higher
performance
Reduce cost of turnover Reduce cost of staff
issues

9. Higher
Business
Performance
Staff are more committed to helping grow
your business
Staff speak positively about business in their
networks, which helps your business and
employment brand
Customers are more satisfied dealing with
positive engaged staff
Staff are more motivated to innovate and
continuously improve how they do things

10. Reduce the cost of Turnover
The cost of turnover is between 100-300% of managerial
salaries and 50-120% of Operational
• Downtime when people leave. Often staff that are leaving
have been disengaged for a long time
• Downtime when people start
• Recruitment/Training time by manager and/or trainer
• Recruitment costs
• Some roles are difficult to replace
• 70k salary could cost up to $210k

11. Reduce Cost of Staff Issues
Absenteeism – how much does it
cost your business?
2% of 1m wage bill = $20,000pa
Staff issues - can cost between
$5000-30,000
Cost of distracted staff
Managers forced to focus on issue not the
business
Hourly rates of all those involved x hours to
resolve
Cost of consultants
Cost to settle or resolve

12. What do top
performing
organisations
do…?
(Gallup)
1. Provide a clear vision to their people on how they
connect to the company’s mission and growth plans
2. Accountability and Performance – what get’s
measured/reviewed gets done
3. Communication - Understand what your people
need and connect them to your business purpose
4. Development and Ongoing Learning
Opportunities
5. Give managers tools to engage people

13. Managers need help to
understand your peoples’
needs, in order to build
engagement

14. Potent tools
to support
managers
engage your
people
Team Survey
360 Degree Feedback
Performance & Development Framework
Leader Development

15. Surveys – Diagnose your unique business
Diagnose your teams needs
Report produced that highlights key trends to focus on
Individual issues can be identified and worked through as part of survey (with
authorisation from employee)
Action Plans are developed with the business and their managers to grow
engagement

16. Survey case
studies
Business thought pay was key issue
Communication and relationships with managers and
mixed messages from managers had lowest ratings
Acknowledgement for contribution was rated second
lowest
Feedback on performance was rated third lowest
Training and Develop was rated Fourth lowest

17. Survey case
studies
Survey identified pockets of negativity affecting morale
Relationship and mixed messages from leaders was an
issue
Lack of clarity on purpose and contribution
Feedback on performance was rated as poor
Training and Develop was rated as poor

18. Potent tools
to support
managers
engage your
people
Team Survey
360 Degree Feedback
Performance & Development Framework
Leader Development

19. 360 Degree
Feedback
and
Coaching
1. Quickly helps managers to
understand what their
stakeholders need from
them
2. Coach provides a
customized, clear
development plan to guide
the manager
3. Manager gets key data on
how to build great work
relationships with your
people
4. Stakeholders will value
managers who show they
can work to their needs
5. Engagement and
performance will improve

20. 360 Degree
Feedback
and
Coaching
Case Studies
Leaders generally are always surprised about their
positive/negative blind spots
Multiple people saying the same thing is more likely to
be a catalyst for change
Leaders value the customised coaching focussed on
how to help them engage their people
The Leaders leader values the development plan to
help them coach and support their leader
The stakeholders value the ability to provide
confidential feedback

21. Potent tools
to support
managers
engage your
people
Team Survey
360 Degree Feedback
Performance & Development Framework
Leader Development

22. Business
Purpose:
Mission, values
strategy,
annual plan
Align your
people and
structure to
business
purpose
Develop,
support, grow
your people
capability
Review,
recognise and
adapt
Business
Performance
Performance
and
Development
Framework

23. Performance
and
Development
Framework
Efficacy
Surveys and research prove staff want to understand
their contribution and be acknowledged for it
Businesses who establish business goals and align staff
to this, have higher performance
Managers need these tools to engage people and
deliver higher performance
The process has to be continuous to be successful
Managers need help and support to implement
effectively

24. Potent tools
to support
managers
engage your
people
Team Survey
360 Degree Feedback
Performance & Development Framework
Leader Development

25. Leader Development:
5 Cs of Performance Management
Clear Consistent Collaborate Constructive
Feedback
Coach

26. Leader
Development:
Team Dynamics
Poor team function can
cripple performance and
cost time and $
Managers need tools to
develop their team
Tools help team members
understand more about
self and others style
Communication, problem
solving, decision-making,
conflict resolution improve
Business performance
improves