Costs of Disengagement• Decreased quality work = Mistakes!• Poor communication• Decrease and disruption in client service• Increased absenteeism• Decreased staff morale & teamwork• Turnover• Loss of expertise• Advertising & recruitment costs• Training & development costs• Increased stress on remaining staff
If we start with engaged employees,what causes disengagement?
What does it take to create aculture that nurtures employees?
RECOGNITION“A pat on the back is only a few vertebraeremoved from a kick in the pants, but is milesahead in results.”-- W. WilcoxThankYou
Turnkey Solutions & Best PracticesRecognition• Send a handwritten “thank you” note home• Spread the word; inform higher ups• Create a wall of great ideas• Hold work up as an example• Increase decision making & autonomy• Create more opportunities• Document performance in personnel file
“The most vital task of the leader is to motivate,inspire, empower and encourage the teamsprimary resource -- the unlimited, creativehuman potential to find better ways.”-- Dr. Lewis LosoncyIf he works for you, you work for him.- Japanese proverbEMPOWERMENT
Turnkey Solutions & Best PracticesEmpowerment• Create powerful on-boarding and new hire trainingprograms; set employees up for success• Ask employees how you can reduce barriers andhelp them do their jobs better• Increase level of cross-training or at least shadowing• Increase flow of communication, e.g., hold monthlylunches and invite a leader or team member fromanother department to share updates• Increase level of autonomy and decision making• Create learning opportunities through delegation
SUPPORTIVE FEEDBACK“No one enjoys addressing others deficienciesbut failure to do so sends the message thatpeople are on track when they really arent.And that may be the greatest disservice aleader can do to someone else.”-- Eric Harvey
Turnkey Solutions & Best PracticesSupportive Feedback• Focus on behavior and impact of behavior not attitude• Schedule time on the calendar for regular feedback• Utilize “coaching moments” – quick feedback• Add role-play to supplement verbal comments• Keep feedback future focused• Be selective and focused in your feedback; prioritize• Serve as a role model and ask employees to provideyou with feedback
PARTNERING“In the past a leader was the boss. Today’sleaders must be partners with their people”-- Ken Blanchard
Turnkey Solutions & Best PracticesPartnering• Conduct an internal service assessment• Develop a mentoring program• Create an employee council to provide feedback andhave input on organizational decisions – especiallythose relevant to their jobs and benefits• Increase communication through town hall meetings,weekly newsletters, and a company blog• Institute a profit sharing or stock option program• Eliminate differences in benefits and perks, e.g.,parking spaces, healthcare, and company cars
EXPECTATIONS“Set your expectations high; find men andwomen whose integrity and values yourespect; get their agreement on a course ofaction; and give them your ultimate trust.”-- John Akers
Turnkey Solutions & Best PracticesExpectations• Give job candidates the “real deal”• Set clear, consistent and challenging goals• “What gets measured gets done”; track progress• Document expectations to ensure commonunderstanding and to hold others accountable• Put checkpoints in place; especially early• Hold a “compare expectations” exercise• Consequate behavior early; “Confused & “Concerned”• Hold people accountable!
CONSIDERATION“People do not care how much you know untilthey know how much you care.”-- John Maxwell
Turnkey Solutions & Best PracticesConsideration• Know your employees, e.g., hobbies, interest, family• Be on time & follow-up promptly• Celebrate accomplishments & special days• Regularly ask employees for their opinions & ideas• Create flexibility in schedule• Keep people in the information loop; ask if they wouldlike to be copied on emails or join meetings• Give people your full attention during meetings
TRUST“Leadership without mutual trust is acontradiction in terms.”-- Warren Bennis
Turnkey Solutions & Best PracticesTrust• Avoid micro-managing• Keep your promises• Own up to mistakes• Talk to people not about them• Be honest and direct• Give credit where credit is due• Increase autonomy• “Walk the talk”; don’t say one thing and do another
Be the change you want to see in the world.-- Mahatma Gandhi“ ”
What commitment can you make to contributeto a culture of respect at organization?
Dr. Paul’s Contact InformationEmail: Paul@PaulMarciano.comWebsite: www.PaulMarciano.com - newsletter, videos, etc.Connect on LinkedIn: www.linkedin.com/in/paulmarciano/Join LinkedIn Group: Respect in the WorkplaceTwitter: @TheRespectGuyPhone: 908-268-7272Address: 120 Main Street, Flemington NJ 08822Amazon Link to “Carrots and Sticks Don’t Work”