Want to create a high performing culture? Inside you will find six degrees to instill personalization in your organization to attract, engage, and retain top talent.

1. HIGH PERFORMANCE CULTURE
FOR TODAY AND TOMORROW
SIX DEGREES OF PERSONALIZATION TO
ATTRACT, ENGAGE & RETAIN TOPTALENT
JOE MECHLINSKI CEO

3. LEVELS OF PERSONALIZATION
STANDARD
NO CHOICE
CUSTOM
OPTIONS
MADE-TO-ORDER
SELF-SERVE
“Perceived sense of control…”

9. YOUR CUSTOMERS WANT MORE PERSONALIZATION
CUSTOMERS PURCHASE MORE FROM RETAILERS THAT:
53%
52%
49%
48%
48%
33%
Suggest products based on browsing of buying behavior
Display online ads for products of interest based on current
or past browsing/buying history
Personalize online ads that promote offers and products
from websites that the customer has visited
Send personalized emails based on past browsing
and buying behavior
Personalize the shopping experience across all of
their channels
Show personalized ads in
social media feeds
Source: Website Magazine, 2016

11. Showing 1-90 of 11065744 results.
Sort by: Best Selling

13. 4.1%Current U.S. unemployment rate

14. 17.1%avg
rate across industries
US TURNOVER RATES
All Industries …………………….. 17.8%
Banking & Finance ……………… 18.1%
Healthcare ……………………….. 19.9%
Hospitality ………………………... 28.6%
Insurance ………………………… 12.2%
Manufacturing & Distribution …… 16.0%
Not-For-Profit ……………………. 15.7%
Services ………………………...... 16.8%
Utilities …………………………….. 8.8%

15. THE TALENT GAP
There are 6 million open jobs in the US, as of April 2017.
Companies are ready to hire, but there isn’t enough skilled
labor to fill positions! Great news for candidates, a challenge
for companies…

16. ROI OF GREAT PEOPLE PRACTICES
OUTPUT
TIME
ONBOARDING
HIRING MANAGEMENT &
DEVELOPMENT
MANAGEMENT &
CULTURE
ELTV
Employee Lifetime Value

17. CORRELATION OF EMPLOYMENT FACTORS TO GLASSDOOR RECOMMENDATIONS AS PLACE TO WORK
30%
28%
22%
13%
12%
0%
Culture and Values
Senior Leadership
Career Opportunities
Work Life Balance
Compensation and Benefits
Year Founded (age)
Source: Research by Glassdoor, Bersin, Deloitte, 2016
WHAT EMPLOYEES WANT IN THE WORKPLACE

18. The average mobile phone
user checks their device
150 times a day.
40% of the US population
believes it is impossible to
succeed at work and have a
balanced family life.
More than 80% of all
companies rate their
business “highly complex” or
“complex” for employees.
Source: Deloitte human Capital Trends 2014 and 2015
The average US worker
works 47 hours per week,
and 49% work 50 hours or
more per week, with 20% at
60+ hours per week.
The average US worker
spends 25% of their day
reading/responding to emails.
Fewer than 16% of
companies have a program to
“simplify work” or help
employees deal with stress.
THE OVERWHELMED EMPLOYEE

19. THE CURRENT WORKFORCE
Evolving employee demographics and the digital workplace mean that learning initiatives will fail to
meet expectations without better personalization… especially considering that five generations will
be working side by side in 2020.
GENERATION Z
(born 1995 to 2010)
MILLENNIALS
(born 1981 to 1996)
GENERATION X
(born 1963 to 1980)
BABY BOOMERS
(born 1946 to 1964)
TRADITIONALISTS
(born before 1946)

20. THE FUTURE OF WORK
40%
of the workforce will be freelancers,
temps, independent contractors and
solopreneurs by 2020.

22. THE SIX DEGREES OF PERSONALIZATION
2
LEARN
5
LOVE
4
LEAD
1
LISTEN
6
LIVE
3
LABOR

23. LISTEN
listen | verb
ONE
 SELECTIVE | valued
 DEEP FULL-BODY | heard
 EMPATHETIC | appreciated

24. CULTURE OF FREEDOM & RESPONSIBILITY
Hard Work – Not Relevant
• We don’t measure people by how many hours they work or how much they
are in the office
• We don’t care about accomplishing great work
• Sustained B-level performance, despite “A for effort,” generates a generous
severance package, with respect
• Sustained A-level performance, despite minimal effort, is rewarded with
more responsibility and great pay

25. LEARN
ꞌlərn | verb
TWO
 VISUAL | see
 PHYSICAL | touch
 AUDITORY | listen
 SOCIAL | observe

26. “When you’re competing against companies that have so much more, the only answer is to do
less,” Jason and David told me. “Do less than your competitors to beat them. Instead of one-upping other
companies, one-down them. Instead of out-doing other products, under-do them.”
It’s a provocative challenge to a business culture addicted to more–whether that’s features or finances.
“Revenue growth in and of itself is not a goal,” Jason and David insist. “We are about profits–profits per
employee. And growth forever is not sustainable. There is a right size for certain things, at least if you want
to do them well.”
That’s why, as entrepreneurs, Jason and David push themselves to spend less money and hire
fewer colleagues. They also insist on working fewer hours. The company recently adopted an official
four-day workweek, the better to keep everyone fresh, energized, and forced to avoid distractions.

27. LABOR
labor | noun
THREE
 SHARK | adventurous
 WHALE | peaceful
 DOLPHIN | playful
 OCTOPUS | analytical

28. Zappos culture’s 10 core values:
1. Deliver WOW Through Service (whale)
2. Embrace and Drive Change (shark)
3. Create Fun and a Little Weirdness (dolphin)
4. Be Adventurous, Creative, and Open Minded (dolphin)
5. Pursue Growth and Learning (shark)
6. Build Open and Honest Relationships with Communication (all)
7. Build a Positive Team and Family Spirit (whale)
8. Do More with Less (octopus)
9. Be Passionate and Determined (shark)
10. Be Humble (all)

29. LEAD
ꞌlēd | verb
FOUR
 SCALER | growth-oriented
 SAVER | efficiency-driven
 SAVIOR | transformative
 SHAPER | innovative

30. Jeff Bezos’ Two Pizza Rule is an incredibly important innovation and is the future of
company scaling strategy. Bezos’ core philosophy, that every team needs to be small
enough to be fed by two pizzas, has allowed Amazon to be agile while many other
companies have struggled with growth.

31. LOVE
ꞌləv | verb
FIVE
 QUALITY TIME
 WORDS OF AFFIRMATION
 ACTS OF DEVOTION
 PHYSICAL TOUCH
 RECEIVING GIFTS

32. "There’s no secret formula for success, but I tell everyone who is starting
out in business that they must put purpose and passion at the heart of their
plans. We spend about 80% of our waking lives at work, so it’s important
that we do what we love and love what we do."
- Richard Branson, Founder

33. LIVE
ꞌliv | verb
SIX
 BETTER ALL
 BETTER US
 BETTER YOU

34. Moreover, the benefits that Open Hiring provides within our organization and the local economy
are numerous:
• We focus the majority of our onboarding resources on employee training, rather than on interviews and
background checks, which is a cost effective means of growing the workforce.
• We train our community’s most economically disadvantaged residents and provide them with skills that
can break the cycle of poverty in their families.
• We generate two million dollars in savings to Westchester County through reduced recidivism.

36. THE SIX DEGREES OF PERSONALIZATION
2
LEARN
5
LOVE
4
LEAD
1
LISTEN
6
LIVE
3
LABOR

37. SHIFT’S HIGH PERFORMANCE SYSTEM
These arrows represent the six influencers that facilitate
or impede optimal performance.
It is rare that an organization aligns all six influencers to
create a barrier-free work environment, thus elevating
performance and ensuring success.

38. OUR APPROACH TO PERFORMANCE

39. HOW WE SHIFT PERFORMANCE

40. JUST SAY YES!
SHIFT YOUR WORK
Where you are to where you want
to be in just 12-weeks.
ABOUT US

41. CULTURE SHIFT
SIXDEGREESOFPERSONALIZTIONTO
ATTRACT,ENGAGE&RETAINTOPTALENT
JOE MECHLINSKI CEO
JOEMECHLINSKI.COM
THANK YOU
SHIFTTHEWORK.COM
@SHIFTTHEWORK