The document summarizes the employee policies and culture at Diksha Technologies, an IT company. It describes an empowering and encouraging work environment that provides training, career growth opportunities, and work-life balance. Employees praise the company for challenging work, professional guidance, and recognition. The company emphasizes knowledge sharing, open communication, and participative management. It also offers health benefits, performance-linked bonuses and rewards, and focuses on employee satisfaction and retention.
The document discusses how employee well-being is connected to productivity and organizational success. It summarizes that well-being depends on both work and personal life factors, and employers who support employee well-being through programs that help manage life stresses can see benefits like increased retention, engagement, and performance. The document also outlines specific programs employers can offer like childcare, backup care, educational assistance, and consulting to enhance employee well-being.
The 10 most prominent corporate outbound training providersMerry D'souza
Insights Success, we bring forth companies that conduct these programs and help an organization strengthen their workforce. Allow us to present to you, The 10 Most Prominent Corporate Outbound Training Providers. These firms with their unique methodology are helping employees and their organizations to be productive, efficient and consistently helping them to deliver quality services to their customers.
On the Cover, we have, Take A Break.
7 Reasons Executives Hire Executive CoachesMonte Wyatt
The document discusses 7 reasons why executives hire executive coaches. The top 3 reasons are:
1) To achieve significant results, solve pressing challenges, and take advantage of major opportunities.
2) To work with a credible, engaging, and knowledgeable advisor.
3) To be held accountable for results and be willing to take calculated risks to advance their career and company.
2012 Tim Wade slides - Leading Change? Yes We Can!Tim Wade
The document discusses understanding human responses to change and the psychology of change management. It describes how the brain responds to change through increased awareness of default mindsets and human needs. It introduces the concept of developing a positive possibility thinking mindset using the V9 profile to condition new habits of embracing change rather than resisting it. Cultivating this mindset involves focusing on solutions, opportunities, and goals to drive better results.
How To Build Engaged, Motivated and Profitable Teams with Enterprise MENTORenterpriseleaders
This document discusses how managers can build engaged, motivated teams to increase profits through mentoring. It argues that mentoring employees is important for development but can be expensive. It introduces the Enterprise MENTOR program, a structured mentoring approach that allows managers to develop their teams in a cost-effective way and get more out of employees than previously thought possible. The program aims to help managers improve metrics like revenue, customer service, and employee engagement.
Rejoiss is a workplace collaboration specialist firm that enhances collaboration among participants. It aims to help others contribute to each other's success through enhanced connection. Lack of connection creates silos where resources are spent on bridging gaps rather than growth.
Rejoiss's core approach is called "Priceless Contribution" where participants work to enable the success, joy and peace of others without compromising their own. This increases genuine concern for others and has a multiplier effect as contributions are returned and paid forward.
The Rejoiss program exposes participants to Priceless Contribution for over 100 days through exercises, videos and discussions to develop willingness. Program outcomes include higher collaboration, enhanced connectivity, a win-win environment and
The document summarizes the employee policies and culture at Diksha Technologies, an IT company. It describes an empowering and encouraging work environment that provides training, career growth opportunities, and work-life balance. Employees praise the company for challenging work, professional guidance, and recognition. The company emphasizes knowledge sharing, open communication, and participative management. It also offers health benefits, performance-linked bonuses and rewards, and focuses on employee satisfaction and retention.
The document discusses how employee well-being is connected to productivity and organizational success. It summarizes that well-being depends on both work and personal life factors, and employers who support employee well-being through programs that help manage life stresses can see benefits like increased retention, engagement, and performance. The document also outlines specific programs employers can offer like childcare, backup care, educational assistance, and consulting to enhance employee well-being.
The 10 most prominent corporate outbound training providersMerry D'souza
Insights Success, we bring forth companies that conduct these programs and help an organization strengthen their workforce. Allow us to present to you, The 10 Most Prominent Corporate Outbound Training Providers. These firms with their unique methodology are helping employees and their organizations to be productive, efficient and consistently helping them to deliver quality services to their customers.
On the Cover, we have, Take A Break.
7 Reasons Executives Hire Executive CoachesMonte Wyatt
The document discusses 7 reasons why executives hire executive coaches. The top 3 reasons are:
1) To achieve significant results, solve pressing challenges, and take advantage of major opportunities.
2) To work with a credible, engaging, and knowledgeable advisor.
3) To be held accountable for results and be willing to take calculated risks to advance their career and company.
2012 Tim Wade slides - Leading Change? Yes We Can!Tim Wade
The document discusses understanding human responses to change and the psychology of change management. It describes how the brain responds to change through increased awareness of default mindsets and human needs. It introduces the concept of developing a positive possibility thinking mindset using the V9 profile to condition new habits of embracing change rather than resisting it. Cultivating this mindset involves focusing on solutions, opportunities, and goals to drive better results.
How To Build Engaged, Motivated and Profitable Teams with Enterprise MENTORenterpriseleaders
This document discusses how managers can build engaged, motivated teams to increase profits through mentoring. It argues that mentoring employees is important for development but can be expensive. It introduces the Enterprise MENTOR program, a structured mentoring approach that allows managers to develop their teams in a cost-effective way and get more out of employees than previously thought possible. The program aims to help managers improve metrics like revenue, customer service, and employee engagement.
Rejoiss is a workplace collaboration specialist firm that enhances collaboration among participants. It aims to help others contribute to each other's success through enhanced connection. Lack of connection creates silos where resources are spent on bridging gaps rather than growth.
Rejoiss's core approach is called "Priceless Contribution" where participants work to enable the success, joy and peace of others without compromising their own. This increases genuine concern for others and has a multiplier effect as contributions are returned and paid forward.
The Rejoiss program exposes participants to Priceless Contribution for over 100 days through exercises, videos and discussions to develop willingness. Program outcomes include higher collaboration, enhanced connectivity, a win-win environment and
Business Coaching Essentials and FundamentalsGary B. Henson
Business Coaching 101: How to strike out on your own, generate 6- or 7-figures as a business coach, and provide MASSIVE transformation to your clients. Learn all the basics. Swipe our time-tested templates. Live BIGGER! BusinessCoach.com.
FINAL StrategicHrm MRP REPORT BY RAVI GOELRavi Goel
The document is a project report on strategic human resource management. It includes an acknowledgement section thanking various professors and industry professionals for their guidance and assistance. The index lists 6 chapters that make up the body of the report, covering topics like SHRM at specific companies Nestle and NTPC, analyses and conclusions. Introduction chapter defines strategic HRM and discusses its importance and key aspects like recruitment, training, performance management, compensation and benefits.
For CEOs and their Leadership Teams:
Join the exceptional company of more than 20,000 executives who have attended this workshop and experienced results.
Spend a day with a senior certified coach and and you will GAIN:
1.An overview of the Four Decisions™ (People, Strategy, Execution, Cash) you must get right to grow.
2.A considerable start on your 2012 One-Page Strategic Plan, to focus and align your team.
3.The Rockefeller Habits checklist to strengthen your ability to execute and accelerate your growth.
4.An aligned, accountable and enthusiastic leadership team, ready to hit the ground running in 2012.
This document provides information about Salum International Resources, a management consulting firm focused on peak performance. Some key points:
- The company uses a process called Performance Architecture to help clients improve organizational performance through executive education.
- Courses and workshops focus on topics like leadership, sales, innovation, and achieving peak performance by defining focus, managing energy, and designing breakthroughs.
- The founder, Carlos Salum, has experience in peak performance training for athletes and applying those principles to business. He delivers keynotes and facilitates various learning experiences.
- Services include awareness strategies, learning and implementation to help clients achieve their goals through Performance Architecture and other creative thinking tools.
This document discusses strategies for motivating, engaging, and retaining retail employees. It argues that employee motivation has a direct impact on customer experience and company performance. The document recommends that retail managers act as mentors to employees using a 5i approach: involve, instil, inspire, ignite, and infuse. This mentoring approach is meant to deepen employee involvement in the company and engage them to provide better customer service. The full mentoring program described aims to benefit both employees and managers.
A senior management keynote given by Manoj Sharma of http://www.DifferWorld.com on People Leadership, Professional Coaching and Creating a Coaching Organization
This document discusses various reasons why employees leave their jobs and strategies to improve employee retention. It begins by outlining top reasons for employee turnover according to different studies, such as lack of growth opportunities, low pay, and poor company culture. It then discusses micro-level reasons like compensation, stress, and competing job opportunities. The document provides detailed lists of actions organizations can take to address different reasons for attrition, such as improving communication, flexibility, recognition programs, and career development opportunities. Overall, the key message is that retention requires understanding why employees leave and implementing strategies to improve motivation, satisfaction, and engagement.
Nestlé began in the 19th century as a nutrition company developing infant formula. It has since expanded its product lines significantly through mergers and research to include chocolate, coffee, and other foods and beverages. Nestlé established operations in Pakistan in 1988 through an acquisition. It follows a flat, matrix organizational structure with functional departments divided by both function and product. Key human resource departments include Shared Services, which handles payroll and benefits administration, the Centre of Expertise for recruiting, training, and compensation, and Business Partners who link HR to other departments. Training programs aim to enhance employee skills and competencies through both formal sessions and on-the-job learning. Compensation is benchmarked against competitors to be competitive and reward performance.
How to recruit, train and motivate employeesBizLaunch
This document provides guidance on how to recruit, train, and motivate employees. It discusses finding great candidates through your network, websites, and competitors. The interview process should identify key skills and determine fit. New hires need orientation and regular training. Employees want job security, fair pay, and recognition. Motivate staff through performance reviews, listening, and praise. Develop a great team by empowering people and being a strong yet caring leader focused on vision, relationships, and innovation.
14 Signs You Need A New Approach To Performance Appraisals San FranciscoMeetMorgan
14 Signs You Need a New Approach to Performance Appraisals. And what you can do about it.
Performance Management and Talent Management discussions with Bay Area Human Resource Leaders - Presented Seattle January 2010
14 signs you need a new approach to performance appraisals
Morgan Norman, Co-founder and CEO
MSBCoach provides customized coaching and training programs to organizations. They work with clients to identify specific needs through interviews and surveys then design a plan tailored to the organization's culture. Coaching includes monthly training sessions and individual executive coaching to provide structure, strategic planning support, and other services. The goal is to develop strong leaders and high performing teams to benefit the individuals, teams, and overall organization.
Kashvi Consultants provides management consulting services to support businesses through their entire lifecycle from inception to exit. They follow a 4D methodology of discover, dream, design, and deliver to help clients optimize enterprise performance by improving people satisfaction, streamlining processes, enhancing productivity, and optimizing the overall organization. Kashvi focuses on a people-centric approach to consulting and utilizes project management principles. Their services portfolio covers areas like finance, governance, human capital, supply chain, and customers.
Carving in a Recognition Rich Culture - Employee EngagementXoxoday
Recognition rich culture motivates employee to work more effectively in an organisation. Recognition increases employee engagement and encourages employee to give their best.
Pete was a successful manager whose business was declining. He met with coaches Rick and Doug to create an improvement plan. At a sales meeting, Pete took ownership for his role in the decline and had employees brainstorm solutions. Business improved immediately after Pete followed through on commitments to meet individually with employees regularly. The document advocates for managers to regularly meet one-on-one with employees to communicate, provide coaching, and get employee input to improve performance, innovation, satisfaction and business results. It recommends one-on-ones be scheduled weekly or monthly depending on customer interaction levels.
The document summarizes initiatives by the Godrej Group, an Indian conglomerate, to strengthen its human resources practices and develop a strong employer brand. It discusses the evolution of the company, its businesses and employees. Key HR initiatives include introducing capability factors to define leadership skills, aligning HR processes, hiring for culture fit, leadership development programs, competitive compensation, engaging employees through feedback and technology, and leveraging these changes to integrate acquisitions, attract talent and improve business performance. The presentation emphasizes creating a common language around capabilities, continual improvement, keeping initiatives simple, and ensuring line management ownership of culture change.
How to use perks to increase employee retentionComptPerks
Read about tactics and tips for People Operations/HR folks to improve the employee experience. Give your employees meaningful, personalized perks and watch their engagement and productivity increase.
Learn more on www.Compt.io
This document outlines Dr. Deming's 14 principles for managing organizations. The principles focus on continuous improvement, eliminating waste, cooperation between departments, and empowering employees through training and eliminating fear. The goal is to build quality into processes from the start to reduce inspection and continuously improve systems, products and services to increase quality and productivity while reducing costs.
Employers of choice are able to attract and retain top talent by creating a positive work culture and environment. They define their unique brand to attract employees who align with their values. This includes offering competitive compensation, opportunities for growth, work-life balance, and meaningful work. Employers of choice hire smart by finding candidates that are the right fit. They focus on retention by having inspiring leaders, positive coworker relationships, fairness, communication, empowerment and respect. Conducting employee surveys helps identify areas for improvement to maintain their employer of choice status.
Employee engagement and motivation are critical for organizational success. The document discusses maintaining employee engagement through defining company culture, developing healthy work relationships, tracking results and celebrating milestones. It emphasizes empowering employees by allowing them to make decisions, giving them ownership and praise, and recognizing their unique talents. Motivation comes from independence, complex work, and having a sense of purpose.
Business Coaching Essentials and FundamentalsGary B. Henson
Business Coaching 101: How to strike out on your own, generate 6- or 7-figures as a business coach, and provide MASSIVE transformation to your clients. Learn all the basics. Swipe our time-tested templates. Live BIGGER! BusinessCoach.com.
FINAL StrategicHrm MRP REPORT BY RAVI GOELRavi Goel
The document is a project report on strategic human resource management. It includes an acknowledgement section thanking various professors and industry professionals for their guidance and assistance. The index lists 6 chapters that make up the body of the report, covering topics like SHRM at specific companies Nestle and NTPC, analyses and conclusions. Introduction chapter defines strategic HRM and discusses its importance and key aspects like recruitment, training, performance management, compensation and benefits.
For CEOs and their Leadership Teams:
Join the exceptional company of more than 20,000 executives who have attended this workshop and experienced results.
Spend a day with a senior certified coach and and you will GAIN:
1.An overview of the Four Decisions™ (People, Strategy, Execution, Cash) you must get right to grow.
2.A considerable start on your 2012 One-Page Strategic Plan, to focus and align your team.
3.The Rockefeller Habits checklist to strengthen your ability to execute and accelerate your growth.
4.An aligned, accountable and enthusiastic leadership team, ready to hit the ground running in 2012.
This document provides information about Salum International Resources, a management consulting firm focused on peak performance. Some key points:
- The company uses a process called Performance Architecture to help clients improve organizational performance through executive education.
- Courses and workshops focus on topics like leadership, sales, innovation, and achieving peak performance by defining focus, managing energy, and designing breakthroughs.
- The founder, Carlos Salum, has experience in peak performance training for athletes and applying those principles to business. He delivers keynotes and facilitates various learning experiences.
- Services include awareness strategies, learning and implementation to help clients achieve their goals through Performance Architecture and other creative thinking tools.
This document discusses strategies for motivating, engaging, and retaining retail employees. It argues that employee motivation has a direct impact on customer experience and company performance. The document recommends that retail managers act as mentors to employees using a 5i approach: involve, instil, inspire, ignite, and infuse. This mentoring approach is meant to deepen employee involvement in the company and engage them to provide better customer service. The full mentoring program described aims to benefit both employees and managers.
A senior management keynote given by Manoj Sharma of http://www.DifferWorld.com on People Leadership, Professional Coaching and Creating a Coaching Organization
This document discusses various reasons why employees leave their jobs and strategies to improve employee retention. It begins by outlining top reasons for employee turnover according to different studies, such as lack of growth opportunities, low pay, and poor company culture. It then discusses micro-level reasons like compensation, stress, and competing job opportunities. The document provides detailed lists of actions organizations can take to address different reasons for attrition, such as improving communication, flexibility, recognition programs, and career development opportunities. Overall, the key message is that retention requires understanding why employees leave and implementing strategies to improve motivation, satisfaction, and engagement.
Nestlé began in the 19th century as a nutrition company developing infant formula. It has since expanded its product lines significantly through mergers and research to include chocolate, coffee, and other foods and beverages. Nestlé established operations in Pakistan in 1988 through an acquisition. It follows a flat, matrix organizational structure with functional departments divided by both function and product. Key human resource departments include Shared Services, which handles payroll and benefits administration, the Centre of Expertise for recruiting, training, and compensation, and Business Partners who link HR to other departments. Training programs aim to enhance employee skills and competencies through both formal sessions and on-the-job learning. Compensation is benchmarked against competitors to be competitive and reward performance.
How to recruit, train and motivate employeesBizLaunch
This document provides guidance on how to recruit, train, and motivate employees. It discusses finding great candidates through your network, websites, and competitors. The interview process should identify key skills and determine fit. New hires need orientation and regular training. Employees want job security, fair pay, and recognition. Motivate staff through performance reviews, listening, and praise. Develop a great team by empowering people and being a strong yet caring leader focused on vision, relationships, and innovation.
14 Signs You Need A New Approach To Performance Appraisals San FranciscoMeetMorgan
14 Signs You Need a New Approach to Performance Appraisals. And what you can do about it.
Performance Management and Talent Management discussions with Bay Area Human Resource Leaders - Presented Seattle January 2010
14 signs you need a new approach to performance appraisals
Morgan Norman, Co-founder and CEO
MSBCoach provides customized coaching and training programs to organizations. They work with clients to identify specific needs through interviews and surveys then design a plan tailored to the organization's culture. Coaching includes monthly training sessions and individual executive coaching to provide structure, strategic planning support, and other services. The goal is to develop strong leaders and high performing teams to benefit the individuals, teams, and overall organization.
Kashvi Consultants provides management consulting services to support businesses through their entire lifecycle from inception to exit. They follow a 4D methodology of discover, dream, design, and deliver to help clients optimize enterprise performance by improving people satisfaction, streamlining processes, enhancing productivity, and optimizing the overall organization. Kashvi focuses on a people-centric approach to consulting and utilizes project management principles. Their services portfolio covers areas like finance, governance, human capital, supply chain, and customers.
Carving in a Recognition Rich Culture - Employee EngagementXoxoday
Recognition rich culture motivates employee to work more effectively in an organisation. Recognition increases employee engagement and encourages employee to give their best.
Pete was a successful manager whose business was declining. He met with coaches Rick and Doug to create an improvement plan. At a sales meeting, Pete took ownership for his role in the decline and had employees brainstorm solutions. Business improved immediately after Pete followed through on commitments to meet individually with employees regularly. The document advocates for managers to regularly meet one-on-one with employees to communicate, provide coaching, and get employee input to improve performance, innovation, satisfaction and business results. It recommends one-on-ones be scheduled weekly or monthly depending on customer interaction levels.
The document summarizes initiatives by the Godrej Group, an Indian conglomerate, to strengthen its human resources practices and develop a strong employer brand. It discusses the evolution of the company, its businesses and employees. Key HR initiatives include introducing capability factors to define leadership skills, aligning HR processes, hiring for culture fit, leadership development programs, competitive compensation, engaging employees through feedback and technology, and leveraging these changes to integrate acquisitions, attract talent and improve business performance. The presentation emphasizes creating a common language around capabilities, continual improvement, keeping initiatives simple, and ensuring line management ownership of culture change.
How to use perks to increase employee retentionComptPerks
Read about tactics and tips for People Operations/HR folks to improve the employee experience. Give your employees meaningful, personalized perks and watch their engagement and productivity increase.
Learn more on www.Compt.io
This document outlines Dr. Deming's 14 principles for managing organizations. The principles focus on continuous improvement, eliminating waste, cooperation between departments, and empowering employees through training and eliminating fear. The goal is to build quality into processes from the start to reduce inspection and continuously improve systems, products and services to increase quality and productivity while reducing costs.
Employers of choice are able to attract and retain top talent by creating a positive work culture and environment. They define their unique brand to attract employees who align with their values. This includes offering competitive compensation, opportunities for growth, work-life balance, and meaningful work. Employers of choice hire smart by finding candidates that are the right fit. They focus on retention by having inspiring leaders, positive coworker relationships, fairness, communication, empowerment and respect. Conducting employee surveys helps identify areas for improvement to maintain their employer of choice status.
Employee engagement and motivation are critical for organizational success. The document discusses maintaining employee engagement through defining company culture, developing healthy work relationships, tracking results and celebrating milestones. It emphasizes empowering employees by allowing them to make decisions, giving them ownership and praise, and recognizing their unique talents. Motivation comes from independence, complex work, and having a sense of purpose.
This document provides an overview of a session on employee engagement for Abu Dhabi University Knowledge Group (ADUKG). The session aims to raise awareness of engagement and how employees can take control of their engagement. It discusses defining engagement at ADUKG, five levels of engagement, and aligning individual success with organizational success. The document outlines a framework for employees to assess, communicate with their manager, and take action to increase their engagement through clarifying priorities, leveraging their talents, and committing to specific actions. The overall goal is for employees to have more "great days" at work through increased engagement that benefits both individuals and the organization.
Mencari karyawan berpotensi itu "mudah" tapi mempertahankan mereka itu ibarat menyusuri lorong sebuah lorong gelap nan jauh...karena hati dan pikiran manusia siapa yang menduga ? Nah dengan memahami tentang hali ini paling tidak dapat sedikit mengobati produga tersebut. Selamat Minikmati...!!!
Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts.
The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence.
Employers need engaged people to produce great work. This helps companies lead the way in a competitive market. Disengagement is common, but can be avoided if these three tips are followed.
5 Tips to Make Incentives Meaningful and Retain EmployeesGusto
Want to learn how the best companies use corporate perks? Join BambooHR and ZenPayroll and find out how to make your employee incentives more meaningful and retain employees.
This document outlines the vision, mission, values, strategic objectives, and risks of ArcelorMittal, the largest steel producer in Africa. It discusses the company's performance in 2014 and goals for 2015, focusing on health and safety, culture, license to operate, and profitability. It also addresses challenges like competition, costs, and safety. The document advocates for values-based leadership and creating value for stakeholders through leadership, learning, and storytelling. It discusses building a high-performance culture and motivating employees through autonomy, mastery, and purpose.
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
The process of finding a PEO can be daunting and time-consuming. At PEO Broker LLC, we manage the entire process from initial discovery to evaluating multiple PEO providers to closing documents. We ensure a transparent process and provide a one-point contact along with after-the-sale support. You can connect with us at 713.822.1508
The document discusses factors that determine the success of employer-employee partnerships, including trust, security, fairness, clarity, communication, and appreciation. It emphasizes that trust is key, as it allows employers to empower employees and makes other goals easier to achieve. When employees feel secure in their jobs, treated fairly, understand expectations clearly, can communicate openly, and receive appreciation, they will be motivated to work diligently and help the organization succeed. Maintaining successful partnerships requires ongoing effort to develop these factors.
The document discusses strategies for increasing employee engagement to reduce turnover. It finds that 54% of employees plan to leave their current employer as the economy improves, and turnover is costly, averaging 130% of an employee's salary. To prevent turnover, employers must focus on engagement by understanding employees' needs, communicating goals clearly, developing strengths, and fostering an environment of respect, fairness and camaraderie. Highly engaged employees deliver higher customer satisfaction, productivity and profits.
The document discusses reward and recognition in organizations. It addresses what motivates employees, different reward systems organizations can develop, and the differences between rewards and recognition. It also examines theories of motivation and how they relate to reward systems. While motivation theories provide guidance, the document notes there are many practical challenges to applying them, such as defining and measuring performance fairly. Overall, the document advocates a selective approach to rewards that considers an organization's size and resources.
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
The importance of teamwork in the IT worldMiglė Arūnienė
- What is team and teamwork?
- Roles and their responsibilities in IT.
- Team types in Agile and Waterfall.
- What do you gain from working in a team?
- Challenges that teams are facing.
- How to choose the right workplace?
Contact me:
migle@miglearuniene.com
LinkedIn - miglearuniene
Employees are important entities in your business who determine whether you will fail or succeed. Research has shown that motivated employees are more productive with their workplace responsibilities which easily translates to better profits for businesses. To ensure that your business reaps from such benefits, here are 4 tips on how to motivate your employees.
Read the blog at https://benedettocerilli.net/how-to-motivate-your-employees/
This document discusses motivation in the workplace. It begins by noting that many organizations struggle to motivate employees despite trying various reward systems. It then explores what motivation is, categorizing it as intrinsic or extrinsic, and examining how motivation is linked to needs models. The document outlines specific behaviors organizations want to motivate, like performance and citizenship. It also discusses how to stimulate motivation, such as through goal-setting, meeting needs, responsibility, trust, and fostering self-motivation. The conclusion is that businesses often focus too much on financials without considering the human element of motivation.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.
The Aboriginal Friendship Centre of Calgary in partnership with Alberta Health Services, and the Tsuut'ina Nation, provided an exceptional program to offset the high risk of suicide among at-risk indigenous youth. This program provided new healthy, self-esteem building options, for at-risk youth from Calgary group homes and the community at large.
Patients facing chronic illness re-frame their definition of wellness and manage to cope in spite of adversity. This patient led research project delves into the myriad ways that those suffering from chronic illness chart a new path for themselves.
Peformance Management and EAP Best PracticesCG Hylton Inc.
This webinar will examine how EAP services can help organizations to enhance their performance management programs. The webinar will provide practitioners with a greater understanding of effective performance management and the common barriers that can affect a wide variety of organizations. The webinar will pay special attention to how EAP services can broaden their scope and value by helping organizations to implement and sustain performance management programs that work.
Learning objectives:
1. Understanding effective performance management and identifying potential barriers.
2. Providing services designed specifically to help organizations enhance their performance management programs.
3. Adding value to current EAP services through performance management support.
For additional handouts please email chris at hylton dot ca
This webinar will review documentation best practices for EAP providers. The webinar will pay special attention to EAPA Standards and Guidelines for program records. We will also review protocols for preserving confidentiality and discuss processes for releasing information with and without consent. The webinar will present the challenges of documenting electronic communications in EAP services and provide strategies to overcome these challenges.
Learning objectives:
1. Understanding documentation and records management, including electronic documents.
2. Understanding EAPA Standards and Guidelines for program records.
3. Understanding and communicating protocols for confidentiality and release of information.
For additional handouts please email the author chris at hylton dot ca
Understanding general rules around corporate governance
Understanding the duties of directors
Understanding the impact of strong electoral policies and guidelines for elected officials
Identifying the 12 things that EVERYONE gets wrong about financial planning, Understanding insurance, Demystifying savings and investments, Wading through the banking and lending challenges, Effective tax and estate planning
This document summarizes Chris Hylton's experience in an active living program. Some of the benefits he experienced include improved fitness levels, making new friends in running groups, and building a running shoe collection. However, he also faced skepticism from neighbors and developed a mysterious illness. After ruling out other causes, his doctor diagnosed him with arrow phobia based on his exposure to arrows in the program's fitness tests and materials. Chris eventually concluded that exercise is unnecessary and people can celebrate health indoors without it.
Mindful employer program 2015 easna institute clearwaterCG Hylton Inc.
This document summarizes a presentation about supporting workplace mental health. The presentation discusses the different perspectives of managers and employees, with managers focused on tasks and customers while employees are more concerned with mental health, emotions, and personal goals. It suggests that managers could better support mental health by being more sensitive to employee needs, like a dog's sensitive sense of smell. The presentation promotes becoming a "mindful employer" through developing mindful managers, promoting mental health awareness, and eliminating stigma around seeking help. It provides resources for workshops, training champions within organizations, and supporting employees with mental illness concerns.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
File management is key to managing the ever increasing forms, letters, documents, agreements, that flow within the organization. Learn how to do this effectively.
This document provides an overview of a conference on conflict resolution presented by Chris Hylton. Some key points discussed include understanding perceptions and root causes of conflict, learning from how animals avoid conflict through senses like smell, exploring Maslow's hierarchy of needs in relation to conflict, and introducing the "win-win" approach to conflict resolution through cooperative problem solving. Communication techniques for active listening and dealing with difficult emotions were also covered. The presentation addressed various types of conflicts such as those between employees and managers, with elected officials, youth, and between different cultures.
Chris Hylton, a benefits and HR consultant, gave a presentation on wellness and benefit planning. He discussed types of benefit plans like fully insured, ASO, and flex plans. Joint purchasing allows for more flexibility and customization of benefits. Benefit trends include rising drug costs, especially for biologics, and a focus on health and wellness programs to address chronic diseases and improve employee productivity. Carrier programs use electronic claims submission and audits to reduce costs. Flexible spending accounts and wellness initiatives were recommended.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Hidden Pathways Thru Chronic Illness - PROMS Forum Nov 28 2014CG Hylton Inc.
See how a team of patient researchers (PaCERS) helped those with chronic illness find new meaning and strength thru and in spite of their illness. Audio recording of the session is available here https://connectmeeting.ucalgary.ca/p5dw8dib86t/
Occupational health and safety has to be adapted for the aging workplace in order to be effective. By integrating best practices for the aging worker, OH&S may successfully be integrated into an organization's culture and safety is assured, every step of the way.
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi_compressed.pdfKhaled Al Awadi
Greetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USAGreetings,
Hawk Energy is pleased to present you with the latest energy news
NewBase 20 June 2024 Energy News issue - 1731 by Khaled Al Awadi
Regards.
Founder & S.Editor - NewBase Energy
Khaled M Al Awadi, Energy Consultant
MS & BS Mechanical Engineering (HON), USA
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
AI Transformation Playbook: Thinking AI-First for Your BusinessArijit Dutta
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Revolutionizing Surface Protection Xlcoatings Nano Based SolutionsExcel coatings
Excelcoating Transforming surface protection with their cutting-edge, eco-friendly nano-based coatings. This presentation delves into their innovative product lineup, including Excel CoolCoat for roof cooling, Excel NanoSeal for cement surfaces, Excel StayCool for UV-filtering glass, Excel StayClean for solar panels, Excel CoolTile for heat-reflective tiles, and Excel InsulX for film insulation.
Dpboss Satta Matta Matka Kalyan Chart Indian MatkaDpboss Matka
dpboss,Sattamatka,satta,matka,satta matka,kalyan weekly chart.kalyan chart. Kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta, fix fix fix Satta matka nambar,Sattamatka Win Provide The Best strategy to win a lot of money and Get Best Satta Matka Tips On Every Market & Fix Fix Fix Satta Namber, Satta Matka, Kalyan Matka, Matka Guessing, Satta Matka Result, and Matka Bazar. Satta Bazar, Matka Game, Kalyan Panel Chart, Sattaking143 Number Weekly Jodi, Matka Guessing Final Ank Open Close. Fix Fix FixSatta Nambar prabhat satta. Kalyan panel chart 2020–2010 Kalyan Night Chart, Indian Satta King Satta. Matka Result, Fix Matka, Satta Market, Matka Market, Matka, sattamatka, main ratan panel chart, mumbai panel chart. Milan panel chart, Matka one, simple matka guessing, param matka guessing trick 143 surya alex, satta, Dpboss, sattamatka, boss matka, matka boss,Satta Boss Tara Matka, Rajdhani Night Chart, and Golden Dubai Matka.Sattamatka Madhur Satta, Fastest Matka Satka Batta. Matka 420 Matka Boss, Kalyan Wapka Mobi Site 100 Tricks,Kalyan Night Panel Chart. Milan night panel chart, time bazar khiladi 420. Sona matka 111 420, boss 440, matka india net, weekly Indian Satta fix ank otg. Satta Matka Cool Tag- matka result, matka guessing, satta matta matka 143, dpboss, matka guessing fix Jodi, matka guessing 143, matka guessing dpboss, kalyan chart, Fix fix 3 ank today, Fix fix 3 ank 143, kalyan chart, kalyan final, kalyan open fix pana, fix fix 3 ank 4 ank, fix fix 3 ank time bazar, kalyan chart fix open to close Fix fix 3 ank kalyan, Fix fix 3 ank chart, fix fix fix open, 100 fix ank, , kalyan fix open 143, kalyan fix open guessing, kalyan open, kalyan 100 fix open today,
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
japanese language course in delhi near meheyfairies7
Next is the Nihon Language Academy in East Delhi, renowned for its comprehensive curriculum and interactive teaching methods. They boast a faculty of experienced educators with a blend of both Indian and Japanese nationals. The academy provides extensive support for JLPT exam preparation along with personalized tutoring sessions if needed. Nihon Language Academy also arranges exchange programs with partner institutes in Japan, which provides students an opportunity to experience Japanese culture and language first-hand.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Discover the Beauty and Functionality of The Expert Remodeling Serviceobriengroupinc04
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...Adani case
Time and again, the business group has taken up new business ventures, each of which has allowed it to expand its horizons further and reach new heights. Even amidst the Adani CBI Investigation, the firm has always focused on improving its cement business.
Adani Group Requests For Additional Land For Its Dharavi Redevelopment Projec...Adani case
It will bring about growth and development not only in Maharashtra but also in our country as a whole, which will experience prosperity. The project will also give the Adani Group an opportunity to rise above the controversies that have been ongoing since the Adani CBI Investigation.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Building organizational capacity
1. Building Organizational
Capacity: Focus on Results,
Focus on Staff, and Focus on
Your Customers Workshop
Presented by Lisa Peckham, Associate,
CG Hylton & Associates Inc.
Sept. 17, 2010
1
2. Introduction
Lisa Peckham: Lisa@hylton.ca
◦ Over 10 years experience
◦ Presented at other Infonex Conferences
CG Hylton & Associates Inc.
◦ EAP
◦ Group or Individual benefits
◦ CustomCare
◦ Human Resource Consultants
◦ First Nation Consultants
◦ Insurance
2
3. Agenda
Introductions!
What is Building on Organizational
Capacity?
3 steps:
◦ Focus on the customers
◦ Focus on the employees
◦ Focus on the results
Tie it all together understand how it all
fits!
3
4. Do you have any workplace
issues we can try and solve for
you in this session?
4
5. Organization
An entity of a group of people striving
towards a goal or to achieve a
purpose
◦ What is your organization‟s purpose?
5
6. Who do we have in the room please?
First Nations
Metis
Innuit
Not for profits?
Gov‟t
Private Sector
Health and Education?
6
7. What is Organizational
Capacity Building??
The ability of an organization to use its
resources to run effectively
7
10. Rank the Resources
Peopleare one of the most
important resources a
company has
Holding
onto those good
employees is an important goal
10
11. Rank the Resources
The right person/people can
increase productivity!
◦ help to create a healthy & friendly
working environment
◦ increase motivation in the
workplace
11
12. Focus on Staff
People are the most important
resource
The Goal: retain the good quality
workers
12
14. Focus on Staff
In order to keep good employees
companies need to give back to them
for their good work
Have you heard of the “Push” or the
“Pull” Theory?
14
15. Pushes
Salary is too low
Benefit package not adequate
Job insecurity
Commute distance or time
investment is too demanding
15
16. Pushes
Lack of accommodation for family or
medical issues
A person‟s immediate manager is not
meeting the employee‟s needs
16
17. Pull
Employee becomes aware of a
terrific job that offers more in terms of
salary, benefits, job security, prestige,
meaningful responsibilities, etc.
Family issues call for a change in
location
17
18. Pull
The employee has a strong desire
to change geographic location for
reasons other than family
considerations
A former manager of this employee
“recruits” the person to come work
with him or her
Some combination of factors
creates an “offer/opportunity they
can‟t refuse” 18
19. Retaining Employees
Find out if your employees are happy
with their job
How do I find out?
◦ Survey your employees about Work
Satisfaction
◦ Survey or ask if your employees are
happy with their job
◦ Ask what you can do to improve their
happiness
19
20. Retaining Employees
There are other steps to take to
ensure a healthy and friendly work
place environment!!
20
21. The Other Steps!
Selection – job match
Goal clarity and achievement
Compensation
Career development
21
22. The Other Steps!
Team effectiveness
Job satisfaction
Job security
Recognition
Professional growth
22
23. Selection – Job Match
Having the right job description helps
job seekers know what you are
looking for
Interview: look for personality
Anyone can be trained but only a
select few have the right “fit” for the
company
23
24. Goal Clarity and
Achievement
Make sure every employee
understands and knows the company
vision and mission statement
Set goals for employees to achieve
◦ Ex. Meeting a monthly quota will reward
the employee with a $100 gift card
Goals help to create motivation and
help employees stay on track
24
25. Compensation
Compensation is good incentive for
employees to stay with the company
25
28. Career Development
It is important that employees
have the opportunity to grow and
move up the „ladder‟
Creates motivation and sense of
achievement
28
29. Career Development
Examples
◦ More responsibility
◦ Moving into a more senior position
◦ Offering to pay for courses that help
them obtain more knowledge or a
designation (training allowance)
29
30. Team Effectiveness
Team Effectiveness
◦ Team work is an essential in the work
force
◦ Creates a sense of team effort and
increases cooperation in the work place
30
31. Team Effectiveness
What can you do to create a stronger
team in your workplace?
31
32. Job Satisfaction
Job Satisfaction
◦ Employee is happy with their employer,
their job, their co-workers
32
33. Job Security
Job Security
◦ Every single employee wants to be sure
that their job is still there the next day
33
34. Recognition
Employees want to be recognized for
their work and the effort they‟ve put in,
management needs to acknowledge
these efforts
Examples: giving a turkey to
everyone on Christmas
34
35. Retaining Employees
It is important to have a system where
employees feel motivated and
satisfied
This will allow the company to achieve
optimal work level
35
36. Retaining Employees
Allowing employees to have flexibility
when needed makes them feel like
the organization cares about them as
people and motivates employees to
give back to the employer
36
38. When employees are happy they
perform better and that means
customers receive quality service
Better Performance = Better Customer
Service
38
39. Focus on the Customers
No matter what kind of business you
have, customers are what keep you in
business
Pleasing and keeping clients happy
equals a successful company
39
40. Guess!
Why Customers Quit Your Company:
Customers die ___%
Relocation ___%
Develop other relationships with other
companies ___%
Leave for competitive reasons __%
Dissatisfied with product __%
Dissatisfied with customer service __%
40
41. 68% Leave Because of Poor
Customer Service!
More than half your business changes
to your competitor because of poor
service!
People are brand loyal only if they
consistently receive good service
41
42. What can we do?
Fish Philosophy
◦ Teaches us 4 important steps that need to
be taken in order to have quality service
all the time
42
43. Fish Philosophy
1. Play
2. Be There
3. Choose Your Attitude
4. Make Their Day
43
44. Fish Philosophy – Play
Enjoy and make it fun in your work
place (callers know if you‟re smiling
when you answer the phone)
Having fun at your job makes time go
by fast
Increases motivation!
44
45. Fish Philosophy – Be There
Don‟t let customers wait too long!
If they‟re on hold – let them know
you‟ll be with them
Be there every step of the way and
make sure they know how to reach
you
45
46. Fish Philosophy – Choose
Your Attitude
Positive attitudes are important! Be
Optimistic!
First impressions are lasting
Every request a customer makes is
important
46
47. Fish Philosophy – Choose Your
Attitude
Every customer should feel like they
have 100% of your attention
Smile before answering the phone or
greeting a customer
47
48. Fish Philosophy –
Make Their Day
Do something extra to make a
customer‟s day!
Go the extra mile
If it‟s something you can do, then
make the effort to do it
48
49. Role Play
Groups of 3 or more
Bad Service: 2 people – 1 person
plays the clerk who gives bad service
the other plays the customer
◦ What makes bad service bad?
◦ http://www.youtube.com/watch?v=lmFXTht
n014&feature=related
49
50. Role Play
Good Service: 2 people - 1 person
plays the clerk who gives good service
the other plays the customer
◦ What makes good service good?
50
51. Focus on the Customer
Good customer service will retain
customers and bad service drive
customers away
◦ 1 person will tell 5 of their friends and family
the bad experience they‟ve had
◦ 1 person may mention to someone the
great service they‟ve had
51
52. Focus on the Customer
FISH – use practices that motivate staff
to have fun, give extra, and have create
positive attitudes
◦ Result = great customer service
52
53. Focus on the Results
Make goals and reach them
There are 3 kinds of goals to make
◦ Immediate
◦ Short term
◦ Long term
53
54. Goals
Immediate Goals
◦ Goals that can be achieved in a day,
week, or month
◦ Ex. Meeting a selling quota for the week
54
55. Goals
Short Term Goals
◦ Goals that can achieved in under 5 years
◦ Ex. Productivity levels met at a certain
point
55
56. Goals
Long Term Goals
◦ The long time objective the company
strives to continually obtain
◦ Ex. Being the number 1 choice for clients
56
57. What are your goals?
What are your own personal and
department goals?
How do you plan or contribute to
reaching them?
Brainstorm in a group and share the
goals
57
58. The Result
With excellent customer service and
happy employees (have an
appreciation day – celebrates
birthdays, events, etc), companies
have the necessary means to achieve
their objectives
Increasing or improving your
organizational capacity will allow you
to become successful!
58
59. Thank you for the
opportunity to meet today!
Tel 403 264 5288
lisa@hylton.ca
59
60. CG Hylton - Services
HR Consulting Benefits, Pensions,
Job Descriptions EAP
Salary Grids Strategic Planning
Classification Drug and Alcohol
System - free & programs
easy to Dept re-orgs
understand Leadership
(NOC) compensation
Wellness at Work
Staff Morale Tel 403 264 5288
Training lisa@hylton.ca
60
61. What is an
“Employer of Choice”?
Any employer of any size in the public,
private or not-for-profit sector that
attracts, optimizes and retains top
talent… because the employees choose
to be there
61
62. Which results in
Employees choosing to work or
continue to work for your
organization… even when
presented with other and more
enticing employment
opportunities
62
63. Where does salary stack up?
When an employee is considering a job,
what do they look for?
Any ideas?
63
64. Where does salary stack up?
When an employee is considering a job,
what do they look for? 2003 data
1. Company policy
2. Company administration
3. Relationship with Supervisor
4. Working conditions
5. Salary
Source: August 2003 survey by the Society for Human Resource
Management (SHRM) and CareerJournal.com
64
65. Ipsos 2007 Survey
Top reason for staying in the job –
like the work, like the atmosphere
65
66. IPSOS 2007 Survey Top 5 reasons for
staying in a job
1. like the work
2. like the co-workers
3. like the company
4. learning a lot
5. salary satisfaction
66
67. What about 2009, has the
economy changed things?
Any ideas?
67
69. Our offer to you
Please call if you have any HR, or
workplace issue that you are
overwhelmed with
We can help you
We also are pleased to do Free
Workshops for your organization (some
limits apply) Let us know what your
needs are and we will make it happen!
69
70. CG Hylton - Services
HR Consulting Benefits, Pensions,
Job Descriptions EAP
Salary Grids Strategic Planning
Wellness at Work Drug and Alcohol
programs
Staff Morale
Dept re-orgs
Training and
Workshops Leadership
compensation
Tel 403 264 5288
chris@hylton.ca
70