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DRIVE RESULTS
- 2. DRIVING HIGH PERFORMANCE MENTORMOTIVATE DRIVE RESULTS
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- 4. GUIDELINES FOR 1-ON-1s Schedule Micro managing vs Macro Managing Set Agenda Ask right questions Listen Public Praise / Private Criticism Give feedback the right way Ask for feedback Make note of action points and track DRIVE RESULTS
- 5. WEEKLY CONNECT 1-ON-1 OBJECTIVES MONTHLYCONNECT Urgent / Important Tracking Update Trouble shooting Accountability Not urgent / Important Work habits Team work Personal goals Personal development Manager improvement DRIVE RESULTS
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- 7. FEEDBACK L H L H GROWTH PROFOUND CHANGE DEFENSIVENESS NOCHANGE MISTRUST NO CHANGE IGNORANCE NO CHANGE HIGH CARE LOW CHALLENGE HIGH CARE HIGH CHALLENGE LOW CARE LOW CHALLENGE LOW CARE HIGH CHALLENGE
- 8. MOTIVATE YOUR TEAM DRIVERESULTS MOTIVATE REWARDS & RECOGNITION
- 9. ONGOING REWARD PROGRAMS • Createa point system • Frequent helper • Frequent Overtime • Frequent Culture keeper PRIVILEGES • Three-hour lunch break • Late arrival or early leave • Shadow Project • Grab bag of privileges TROPHIES • Problem-Solver • Biggest Blunder Award • Most no. of test drives Award REWARDS & RECOGNITION DRIVE RESULTS
- 10. NO COST REWARDS • Letterto the family • Thank-you call from the CEO • A thank-you letter signed by the team • ‘‘World’s Best ’’ certificate • Display customer commendations • Wall of fame • Post-It praise BROADCAST • Article in the organization’s newsletter • In-house TV • Broadcast through email • Whatsapp post • Social media post • Video recognition UNIQUE REWARDS • Instant scratch-off cards • Tickets to movies • Dinner for 2 • Lunch with the boss • Senior level conference • Educational investment REWARDS & RECOGNITION DRIVE RESULTS
Editor's Notes
- #6 Weekly Urgent / Imp Tracking Update - plan vs actuals, stocks, delivery, iCrop, team performance Trouble shooting Accountability - set expectations Monthly Work habits Team work - relationships / collabration / culture Personal goals - short & long term Personal development - ASK Manager improvement
- #7 https://blog.impraise.com/360-feedback/1-on-1s-for-engaged-employees-how-good-managers-should-do-them-performance-review 1-on-1s are a great method to have a frequent conversation between manager and employee. As communication in the workplace is often one of the weakest spots of almost all organizations, managers can make a big difference by having regular, structured, yet informal 1-on-1s with their team members. It’s fairly simple: just take 1 hour every two weeks for each team member and have an informal conversation about engagement, workload, team dynamics, performance and learning and development. Types of 1-on-1 meeting Recurring Schedule: Meet with all employees at least once per week and ask direct questions about their job. Ascertain how things are going and help them with any problems they may have. If they are being vague, it might mean that they are not as far along as you want to them to be. Draw the information out of them until you get a sense of where they are at with their goals. Again, take notes and place it in a folder.. Monthly/Quarterly Connect : During the first 1-on-1 you should briefly explain the purpose and set the tone right. Make sure this is also going to be an informal and recurring meeting that doesn’t require much preparation but just a certain openness, trust and honesty to share whatever is on top of mind. It’s crucial to put 1-on-1s directly into your calendar recurringly and invite the relevant employees. This way you and your team have already committed to regular conversations and it’s gonna be harder to procrastinate.
- #9 Motivate : Motivation is less about employees doing great work and more about employees feeling great about their work. stats 57% not satisfied recognition 38% don't feel appreciated 77% consider leaving 57% starved of recognition 70% engagement determined by the manager treatment Disengaged mgrs = 3x disengaged tean 78% work harder 82% derive motivation 5X more likely to stay 81% - happier Top5 - reasons engagement Making people feel appreciated is 10X more effective than any reward Frequent touch points - Managers often cite reasons for not recognizing employees: Employees shouldn’t be thanked for doing what we pay them to do “It’s not in my personality.” “I have too many direct reports.” “I don’t get recognized by my boss.” “I have too many direct reports.” Share why : Share context & provide relevance : Employees are motivated when their work has relevance. Roadblocks : Anticipate roadblocks to enable progress : Employees are motivated when they can make progress without unnecessary interruption and undue burdens. Recognize contributions and show appreciation : Employees are motivated when they feel appreciated and recognized for their contributions. Summary : We all desire social belonging and feeling like our efforts are important. Recognition from managers, is a very direct way of achieving this. Recognize contributions and show appreciation Day-to-day recognition – It is important to motivate and encourage employees to perform well on an everyday basis and not just on a periodic level. For example, small words of praise, little words of encouragement and constant motivation are highly important to make your employees feel encouraged for their efforts and to maintain a positive flow of the workplace environment. Informal recognition – Informal recognition is the kind of recognition which includes gestures of encouragement and appreciation. A pat on the back or a word of praise in front of the team can go a long way in boosting the morale of the employees. Formal recognition – Formal recognition is usually in the form of rewards for service, contribution, and achievements. These recognition forms also include events held for the celebration of achievements. Formal recognition often has some legal and policy requirements. Work life balance Stats 2nd most imp workplace attritube work 21% harder 93% valued + motivated to do their best 40hrs - dip in productivity - ford experiment 80% capacity Tips
- #10 ONGOING REWARD PROGRAM Team Recognition Board Create a point system Frequent helper points Frequent overtime points Frequent culture keeper PRIVILEGES Provide a coach Morning coffee every day for a week Do an employee’s job for a day. Three-hour lunch break Choice of late arrival or early leave-taking ‘‘Pick a job for a day.’’ Shadow Project Grab bag of privileges RECOGNITION THAT DOESN’T COST MONEY Write a letter to the employee’s family Set up a thank-you call from the CEO A thank-you letter signed by everyone in the team ‘‘I stole ’s ____________ idea and I’m using it,’’ certificate. ‘‘World’s Best ’’ certificate Solicit customer commendations for employees and display them prominently Ring a bell CEO for the day ‘Thank you’ meeting Certificate of achievement Jeans day VIP parking spot Spot awards Hand-written note Impromptu time off : “It’s a beautiful afternoon. Go enjoy it.” Family invites Special projects Wall of fame Open house Post-It praise Video recognition TROPHIES Problem-solvers Biggest Blunder Award: given monthly to the person who admits to the biggest mistake. Solution Award Weekly draw : sleep-in day, long lunch or early release GIFTS Thank-you paperweight. Instant scratch-off cards Tickets to movies Dinner for two at a restaurant of the recipient’s choice. Lunch with the boss Take an employee with you to a senior level conference Company apparel Educational investment Team yearbook or ‘‘annual report’’ featuring accomplishments of all employees BROADCASTS Article in the organization’s newsletter In-house TV program Have a website with updates of accomplishments on your company’s intranet. An acknowledgement of an employee’s accomplishments broadcast widely in e-mail. Whatsapp poster TEAM SPECIALS PIzza party Track a host of measurements and celebrate them all: reduced absenteeism, reduced lateness, reduced sick days Send an employee to a training course or seminar of her choice Themed team lunch Team shopping spree LIFESTYLE REWARDS compressed workweek Paid time off for children’s school events. Free baby-sitting for special occasions. Paid leave for new parents. Subsidized fitness club memberships Time off coupons Work-from-home day PEER-TO-PEER RECOGNITION ‘‘Thank you for ___________" ‘‘You did a good job on ____________" ‘‘I couldn’t have done it without you _________________’’ Swap a task. Team meeting Hi-Fives Pay it forward A selection of small gifts that any employee can present to any other employee to say, ‘‘Thanks, you really helped me.’’
- #11 ONGOING REWARD PROGRAM Team Recognition Board Create a point system Frequent helper points Frequent overtime points Frequent culture keeper PRIVILEGES Provide a coach Morning coffee every day for a week Do an employee’s job for a day. Three-hour lunch break Choice of late arrival or early leave-taking ‘‘Pick a job for a day.’’ Shadow Project Grab bag of privileges RECOGNITION THAT DOESN’T COST MONEY Write a letter to the employee’s family Set up a thank-you call from the CEO A thank-you letter signed by everyone in the team ‘‘I stole ’s ____________ idea and I’m using it,’’ certificate. ‘‘World’s Best ’’ certificate Solicit customer commendations for employees and display them prominently Ring a bell CEO for the day ‘Thank you’ meeting Certificate of achievement Jeans day VIP parking spot Spot awards Hand-written note Impromptu time off : “It’s a beautiful afternoon. Go enjoy it.” Family invites Special projects Wall of fame Open house Post-It praise Video recognition TROPHIES Problem-solvers Biggest Blunder Award: given monthly to the person who admits to the biggest mistake. Solution Award Weekly draw : sleep-in day, long lunch or early release GIFTS Thank-you paperweight. Instant scratch-off cards Tickets to movies Dinner for two at a restaurant of the recipient’s choice. Lunch with the boss Take an employee with you to a senior level conference Company apparel Educational investment Team yearbook or ‘‘annual report’’ featuring accomplishments of all employees BROADCASTS Article in the organization’s newsletter In-house TV program Have a website with updates of accomplishments on your company’s intranet. An acknowledgement of an employee’s accomplishments broadcast widely in e-mail. Whatsapp poster TEAM SPECIALS PIzza party Track a host of measurements and celebrate them all: reduced absenteeism, reduced lateness, reduced sick days Send an employee to a training course or seminar of her choice Themed team lunch Team shopping spree LIFESTYLE REWARDS compressed workweek Paid time off for children’s school events. Free baby-sitting for special occasions. Paid leave for new parents. Subsidized fitness club memberships Time off coupons Work-from-home day PEER-TO-PEER RECOGNITION ‘‘Thank you for ___________" ‘‘You did a good job on ____________" ‘‘I couldn’t have done it without you _________________’’ Swap a task. Team meeting Hi-Fives Pay it forward A selection of small gifts that any employee can present to any other employee to say, ‘‘Thanks, you really helped me.’’