Overview
To thrive in an environment that’s filled with constant change, it’s important to understand how to harness human response to support a sustainable future. Proactively managing organizational change results in a corporate culture that is optimistic—fueled by empowered leadership and employees who feel valued and secure. Helping individuals and teams to recognize the predictable path of transitioning through change can foster innovation and improve business agility.
What You Will Learn
• Understand how the human brain responds to change
• Learn five different ways to reduce threat and increase resilience
• Identify a predictable path of responding to change
• How to lead teams from resistance to performance
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Fseap - mental health in the workplace presentationGregg Taylor
Addressing and Managing Mental Health and Stress-Related Issues.
Topics:
Mental Health & Stress Defined
Why Invest in Health & Wellness?
Effects of Unhealthy Workplaces
Elements of a Psychologically Healthy Workplace
Promoting Positive Psychological Health in the Workplace
Identifying Key Factors for Psychological safety at work
Resources
In the work-centered world that we live in today, employees can more easily face burnout. Not only does this lead to detrimental mental, physical, and emotional health issues for the employee, it also has the potential to adversely impact the quality of their work, the work environment, and the overall business as a whole. This webinar covers risk factors that lead to burnout, how to identify burnout in employees, and how to mitigate the circumstances that can lead to burnout.
Conduct human resource Workshop project of Strategic human resource topic is "Stress management"
The Islamia University of Bahawalpur "Department Of Management sciences" session (2011-2015) MBA Marketing specialization
Stress - Meaning, Reasons for Stress at Workplace, Causes of Stress, Individual Stressors, Group Stressors, Organizational Stressors, Environmental Stressors, Impact / Consequences / Outcome of Stress, Stress v/s Burnout, Stress Management - Meaning, Managing Stress at Individual Level, Role of Organizations in Managing Stress, Work Life Balance - Meaning, Need and Importance of Work life Balance (WLB), Measures for Work life Balance - By employees, Measures for Work life Balance - By Employers
Overview
To thrive in an environment that’s filled with constant change, it’s important to understand how to harness human response to support a sustainable future. Proactively managing organizational change results in a corporate culture that is optimistic—fueled by empowered leadership and employees who feel valued and secure. Helping individuals and teams to recognize the predictable path of transitioning through change can foster innovation and improve business agility.
What You Will Learn
• Understand how the human brain responds to change
• Learn five different ways to reduce threat and increase resilience
• Identify a predictable path of responding to change
• How to lead teams from resistance to performance
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Fseap - mental health in the workplace presentationGregg Taylor
Addressing and Managing Mental Health and Stress-Related Issues.
Topics:
Mental Health & Stress Defined
Why Invest in Health & Wellness?
Effects of Unhealthy Workplaces
Elements of a Psychologically Healthy Workplace
Promoting Positive Psychological Health in the Workplace
Identifying Key Factors for Psychological safety at work
Resources
In the work-centered world that we live in today, employees can more easily face burnout. Not only does this lead to detrimental mental, physical, and emotional health issues for the employee, it also has the potential to adversely impact the quality of their work, the work environment, and the overall business as a whole. This webinar covers risk factors that lead to burnout, how to identify burnout in employees, and how to mitigate the circumstances that can lead to burnout.
Conduct human resource Workshop project of Strategic human resource topic is "Stress management"
The Islamia University of Bahawalpur "Department Of Management sciences" session (2011-2015) MBA Marketing specialization
Stress - Meaning, Reasons for Stress at Workplace, Causes of Stress, Individual Stressors, Group Stressors, Organizational Stressors, Environmental Stressors, Impact / Consequences / Outcome of Stress, Stress v/s Burnout, Stress Management - Meaning, Managing Stress at Individual Level, Role of Organizations in Managing Stress, Work Life Balance - Meaning, Need and Importance of Work life Balance (WLB), Measures for Work life Balance - By employees, Measures for Work life Balance - By Employers
For our final project in Managerial Leadership, taught by Professor Harry Kraemer at the Kellogg School of Management, my team relied on primary (survey and interviews) and secondary (books, articles, prior research) sources to determine the benefits of work-life balance, how professionals view it, and what they are doing to implement it in their lives.
We surveyed 200+ Kellogg alums in various life stages and interviewed multiple professionals, from the CEO of Brunner Advertising to the author of Cinderella of Wall Street to gain additional perspective.
Please keep in mind that the survey we conducted was not rigorously designed nor were the respondents heavily screened. It was meant primarily to learn how current professionals are implementing life balance.
The real reasons why happiness at work is so importantVartika Kashyap
Happiness at work is important for any business. Happy staff are far more productive, creative, and engaged. Keeping in mind that we all spend maximum time of our day at work, with our colleagues, stranded at our workstations, it becomes imperative that we find happiness at workplace. Check out this presentation to know why happiness at work is important and how to keep your employees happy at work.
Preparing for a happy and successful retirementeph-hr
Financial planning is not the only area that one needs to consider when preparing for retirement. When the structure of work ends it can raise many questions. Some examples of these questions are how should I spend my time, what if I get bored and don’t like being retired and/or will spending so much time together with my partner be a good thing or not. Some people thrive and enjoy being retired while others can slip into periods of self-doubt and even depression once retired.
Increase Your Emotional intelligence-Basics for BeginnersJoan Mullally
You may have a really high IQ, but how's your EQ? EQ, Emotional Quotient, also referred to as Emotional Intelligence, is shared by more than 80% of the top performers, and lacking in 80% of those rated the lowest performers at work. If you feel like you just don't get people sometimes, consider working on your Emotional Intelligence and see what a different it can make to your professional and personal life.
This presentation is on Work Life Balance. It includes the concept, components, benefits, steps to improve work life balance and role of HR in achieving work life balance.
The science of happiness
"I'll be happy once <I get this done/I get a promotion/I change job/I buy a new car/etc >". How many times have you said something like this? We think happiness comes from success, but science has proven that it's the other way around: being happy makes us successful.
Happiness has huge benefits on most aspects of our lives, including the professional one.
So how can we be happy? Well, turns out we can quite easily "trick" our brain into being happy(er). Let me tell you how, and how I apply these concepts in my day to day work with my team
Downloads
Powerpoint: https://goo.gl/teHeis
PDF: https://goo.gl/qwV6KB
stress can be the spice of life.......or it can be the KISS of DEATH....An amazing presentation on stress management. Stress can be the spice of life or kiss of death. Mange stress by proper thinking,,,,proper breathing,,,,,proper diet,,,,,,proper relaxation.......proper working........ideal presentation for trainers......presented by T. James Joseph, Adhikarathil, Deputy Tahsildar, Kottayam...Mob-9447464502.
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Positive psychology is a revolutionary new field that studies the root causes of happiness, productivity, and success. In this program, you’ll have an opportunity to practice proven techniques to:
Consciously direct your thoughts towards creative, adaptive, constructive behaviors
Communicate to build relationships and motivate colleagues and staff
Shift conversations from problems to solutions
Take risks to increase energy and revitalize the workday
The best and fastest way to improve employee performance is to understand why your people don't always do what you expect them to do. This presentation will explain the 10 reasons why your people don't always perform as you would like.
It also provides you with 7 actionable ways you can begin to improve employee performance immediately. Improved employee performance translates into improved business performance.
Turn your average people into good performers and your good people into great performers.
For our final project in Managerial Leadership, taught by Professor Harry Kraemer at the Kellogg School of Management, my team relied on primary (survey and interviews) and secondary (books, articles, prior research) sources to determine the benefits of work-life balance, how professionals view it, and what they are doing to implement it in their lives.
We surveyed 200+ Kellogg alums in various life stages and interviewed multiple professionals, from the CEO of Brunner Advertising to the author of Cinderella of Wall Street to gain additional perspective.
Please keep in mind that the survey we conducted was not rigorously designed nor were the respondents heavily screened. It was meant primarily to learn how current professionals are implementing life balance.
The real reasons why happiness at work is so importantVartika Kashyap
Happiness at work is important for any business. Happy staff are far more productive, creative, and engaged. Keeping in mind that we all spend maximum time of our day at work, with our colleagues, stranded at our workstations, it becomes imperative that we find happiness at workplace. Check out this presentation to know why happiness at work is important and how to keep your employees happy at work.
Preparing for a happy and successful retirementeph-hr
Financial planning is not the only area that one needs to consider when preparing for retirement. When the structure of work ends it can raise many questions. Some examples of these questions are how should I spend my time, what if I get bored and don’t like being retired and/or will spending so much time together with my partner be a good thing or not. Some people thrive and enjoy being retired while others can slip into periods of self-doubt and even depression once retired.
Increase Your Emotional intelligence-Basics for BeginnersJoan Mullally
You may have a really high IQ, but how's your EQ? EQ, Emotional Quotient, also referred to as Emotional Intelligence, is shared by more than 80% of the top performers, and lacking in 80% of those rated the lowest performers at work. If you feel like you just don't get people sometimes, consider working on your Emotional Intelligence and see what a different it can make to your professional and personal life.
This presentation is on Work Life Balance. It includes the concept, components, benefits, steps to improve work life balance and role of HR in achieving work life balance.
The science of happiness
"I'll be happy once <I get this done/I get a promotion/I change job/I buy a new car/etc >". How many times have you said something like this? We think happiness comes from success, but science has proven that it's the other way around: being happy makes us successful.
Happiness has huge benefits on most aspects of our lives, including the professional one.
So how can we be happy? Well, turns out we can quite easily "trick" our brain into being happy(er). Let me tell you how, and how I apply these concepts in my day to day work with my team
Downloads
Powerpoint: https://goo.gl/teHeis
PDF: https://goo.gl/qwV6KB
stress can be the spice of life.......or it can be the KISS of DEATH....An amazing presentation on stress management. Stress can be the spice of life or kiss of death. Mange stress by proper thinking,,,,proper breathing,,,,,proper diet,,,,,,proper relaxation.......proper working........ideal presentation for trainers......presented by T. James Joseph, Adhikarathil, Deputy Tahsildar, Kottayam...Mob-9447464502.
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Positive psychology is a revolutionary new field that studies the root causes of happiness, productivity, and success. In this program, you’ll have an opportunity to practice proven techniques to:
Consciously direct your thoughts towards creative, adaptive, constructive behaviors
Communicate to build relationships and motivate colleagues and staff
Shift conversations from problems to solutions
Take risks to increase energy and revitalize the workday
The best and fastest way to improve employee performance is to understand why your people don't always do what you expect them to do. This presentation will explain the 10 reasons why your people don't always perform as you would like.
It also provides you with 7 actionable ways you can begin to improve employee performance immediately. Improved employee performance translates into improved business performance.
Turn your average people into good performers and your good people into great performers.
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
Building a Human Resources Program for VeterinariansOculus Insights
Dr Mike Pownall and Katie Ardeline presented a full day session during the Oculus Insights 2017 EU Summits in Amsterdam on creating a Human Resource Program for any type of veterinary practice.
This presentation helps managers develop coaching strategies that bring out the best in their employees, by understanding the psychological needs that people bring to the workplace.
This presentation helps managers develop coaching strategies that bring out the best in their employees, by understanding the psychological needs that people bring to the workplace.
Culture First 2019: Day 1, How to build a culture first performance and devel...Culture Amp
Explore how to transform your performance management system into one that is truly Culture First. Learn about the core components of “organizational justice”, the most common sources of bias that threaten the effectiveness of your process, and the fundamentals of effective feedback. Practice applying behavioral models with fellow people geeks to enhance the quality of both performance and development feedback. Walk away with a roadmap for creating an inclusive, effective performance & development program.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
2. • To improve employee
productivity and
performance
• Understanding why people
don’t always perform up to
your expectations
• What to do about it
3.
4. • What employee productivity and
performance issues come to
mind?
• What would you say is the root
cause of these issues?
• How do you currently handle
these issues?
5. According to a Gallup Organization
study:
– 29% are engaged
– 54% are not engaged
– 17% are actively disengaged
6.
7. An "engaged employee" is
one who is fully involved
in, and enthusiastic about
their work, and thus will
act in a way that furthers
their organization's
interests.
Source: Wikipedia
8. • Business performance (growth)
• More effective + efficient = productive
• Money is lost through employee
issues:
– Bad estimates
– Poor production or installation
– Missing deadlines
– Treat customers poorly
10. Getting results through others
When you do things yourself, you are a
technician, when you get things done through
others you are a manager.
11. 1. Believe it…own it
2. Learn how to improve
performance
3. Changing your own behavior
12. • Your employees are your score card;
their success or failure reflects upon
you
• A managers reason for being is to
help their employees be as
successful as you need them to be
• Part of your job is to improve
employee performance
13. Most management training revolves around
two main themes:
– Motivation & Attitude
Your job is to make sure your people are happy
and motivated and that they have a “positive”
attitude.
14. • Treating the problems or the symptoms?
– Trying to motivate
– Attitude adjustments
– Through money
15. • Clearly both play a role in
performance
• How can we use them to
improve performance?
Become an amateur psychiatrist?
16. • Because your solutions are not
related to the problems
• What are the real causes of
employee performance issues?
There’s a top 10 for that too!
17. 1. Think they are 6. Think their way is
performing better
2. Don’t know what to 7. Think something is
do more important
3. Don’t know how to 8. Consequences affect
do it performance
4. Don’t know why 9. Fear
5. Obstacles 10. Incapacity
18. • When asked “why people don’t
perform?”…How did you answer?
• The majority of managers lead
with putting the blame on the
employee
19. • They think they are doing it
• If your employees have no idea
how they are doing they have
no reason to change
• Tell them…
Behavioral Coaching: Feedback
21. • They don’t know what they are
suppose to do and/or what is
expected of them
• Four components to not knowing:
1. What specifically to do
2. When to begin
3. When to end
4. What “finished” looks like
22. • What should you do about it?
• Tell them; but how?
Position Descriptions
and
Delegation Agreements
23. • They don’t know how to do it
• Show them
• How do you show them?
Documented Systems + Training
24. They don’t know why they should be
doing it
– Why are we doing this work? or Why
are we changing?
– Do they know the importance of their
work?
– How it fits in to the big picture?
25. • What should you do about it?
• Tell them; Effective Communications
• Meeting Rhythm
– Inspirational Communications
– Staff Meetings
– Employee Development Meetings
• Behavioral Coaching
26. • There are obstacles beyond their
control
• Remove them
• How do you do that?
Daily Huddles
&
Employee Development Meetings
27. • They think your way will not work /
think their way is better
• Convince them
• How do you do that?
Documented Systems &
Employee Development Meetings
28. • Occurs when you are describing
work from memory vs. operation
manual
• If you are changing the work
• They must believe you…
QUANTIFICATION
29. • They think something else is more
important (unsure of their priorities)
• Most jobs include a myriad of things that
can be done at any moment in time
30. • How do your employees know what
their highest priorities are?
• Tell them
• How do you do that?
Effective Communications
Meeting Rhythm
31. • Consequences affect whether they do
what they are supposed to do
• Behavior is a function of consequences
• Change the consequences and
performance will follow
• How do that?
Behavioral Coaching
32. • Employee comes to you and says they
are stuck or behind schedule.
• What do you do?
• Is this a positive or negative
consequence for the employee?
Positive Consequence
33. • You go to your “best” employee and
give her a big special project
• What do they do?
• Is this a positive or negative
consequence for the employee?
Negative Consequence
34. • Fear – they anticipate future
negative consequences
• Change the consequences
Behavioral Coaching
35. • Incapacity – personal limits
• Need the “Right” Person
• How do you do that?
Systems:
Recruiting & Hiring
36. • Why do managers fail to improve
performance?
• Their solutions rarely address the
cause of the performance issue.
• When solving a performance
problem where is the best place
to start? The most obvious.
37. 1. Think they are 6. Think their way is
performing better
2. Don’t know what 7. Think something is
to do more important
3. Don’t know how to 8. Consequences affect
do it performance
4. Don’t know why 9. Fear
5. Obstacles 10. Incapacity
38. 1. Position Descriptions
2. Delegation Agreements
3. Documented Systems
4. Effective Training
5. Effective Communications
6. Meeting Rhythm
7. Behavioral Coaching
39. “Pay enough so that money isn’t an
issue, then give your employees:
• high recognition
• autonomy, and the
• opportunity to learn and grow,
and watch them excel.”
http://www.ted.com/talks/dan_pink_on_motivation.html
40. • Grow your people (talent):
– Engaged employees
– Improved culture
– More effective
– More productive
– Improved employee performance
Improved business performance
41. 1. Position Descriptions
2. Delegation Agreements
3. Documented Systems
4. Effective Training
5. Effective Communications
6. Meeting Rhythm
7. Behavioral Coaching
Editor's Notes
Thank you and Welcome to todays presentation on improving employee performance and productivity. The purpose of today’s session is really two fold:1st – To understand why your people do not always do what they are supposed to do…what you expect them to do. 2nd – To understand what you can do about each reason, so you do in fact improve your employees productivity and performance.
Since the first apprentice, people have been a challenge to their boss.We all know that the right people can make your life a lot easier and of course the wrong people can make your life miserable.But for most of you the truth about your people probably lies somewhere in between. At times your people are great; at other times they frustrate you…making mistakes, or missing deadlines, or sloppy work, or maybe just not showing up when you really need them.The most common frustrations I hear from business owners and managers often revolve around their people.
Lets take a couple minutes and get very specific for you. What are your productivity and performance issues that you currently facing. Please on a blank sheet of paper start listing your people issues. Lets take about 60 seconds for you to brainstorm and list your people challenges. Please begin.OK…looking at your list, jot down next to each item what you believe is the root cause for each of your people challenges. Please take another 60 seconds to do that.OK…good…now, lastly, I want you to write down for each frustration how you handled it…what did you do…ignore…yell…scream….maybe even fire some one. Go ahead take roughly 60 seconds to write down how you handle each issue.Hold on to what you have. I am going to ask you to pull it back out shortly.
Employee engagement…or I guess I should say, lack of employee engagement is often referenced in many management articles and presentations as the cause of many people challenges. According to a Gallup Organization’s study of employees across the country, of the 3million employees studied, a shocking amount cited themselves as being “checked out” from their work. Here are the statistics:29% are engaged. These employees are excited about their work and have a close bond with their company. They look forward to their workday and are the movers and shakers of their organization.54% are not engaged. These employees are “checked out.” They feel little connection with their career and simply go through the motions of their day.17% are actively disengaged. This category is made up of employees who openly dislike their work. They complain about other employees and are too busy contributing to negative office energy to add real value to their company.A recent study by Towers Perrin shows thatbusinesses with the highest employee engagement are financialwinners. These companies had a 28% increase in net earningsversus an 11% decline in companies with the lowest engagementrates. Engagement is the pathway to action and loyalty
Employee Engagement has become such a hot management topic it has even made to Dilbert. For those just listening to the presentation, I will read the comic strip…There you go…the benefits of employee engagement.
Here is a more useful definition which I pulled from Wikipedia…I think everyone on the call would like to enthusiastic employees who want to further the interest of the organization. So, as I share our ways to improve performance I will connect them to how they also increase employee engagement.
Why improve employee productivity and performance? Because is the best way…maybe the only way to improve business performance.The benefits we are looking for is business growth.We want you to focus on improving how effective and how efficient your people are…in other words doing the “right things right”. This will improve productivity.Additionally we want to focus on doing things right…when your people make mistakes and do things wrong, doing things slowly, have quality issues that require rework, etc…can and do all cost you money.
Let’s take a look at the work required to grow. Our business coaching philosophy is based on our work with Michael Gerber and his famous business book The E-Myth Revisited.In the E-Myth he talks about the three types of work required to grow a business…the work of the E....the work of the M….and the T.Todays presentation is on Managerial work. It is taking and looking at your business from the Managerial POV.
One of the reasons many of you struggle with managerial work is because of your definition of what managerial work involves.I will even hear many technicians turned business owner say they don’t like “managing people”. Which is good because people are unmanageable. You are unmanageable. Have you ever gone on a diet and exercise program the first week of January and quit by the second week. You can’t manager yourself, how can you manage someone else?So what exactly is managerial work. On piece paper write down your definition of managerial work.Here is our definition…Getting….When you do….So, everything we are going talk about today is about getting results from your people. Because if we can get better more consistent results from your people we can improve their performance and in turn the performance of your business will improve.
Improving employee performance start with you…each of you attending this presentation today. It is your job to take a managerial POV. Instead of just talking about people being your greatest asset, you need to believe it.People…human capital is an asset on which you should receive a return — not a cost to control.It is your job to improve employee performance. You are accountable for how well your direct reports perform.In order to help your people improve you will have to change your own behaviors.Look everyone listening today has more work then they can handle. Which usually means you spend all of your time doing work and very little time getting work done through others…doing managerial work. You ignore it. You just don’t do it. It is missing from your daily activities. Starting today you need to spend more time doing managerial work each day. In the long run it will actually free up more of your time….to think. Or to do what you want.
How would you grade yourself as a manager? What score would you give yourself for improving the performance of your people?I am sure many of you have heard the saying “what gets measured, gets done”. So if you are the key to improving employee performance, you need to start measuring your performance in relation to your people performance.Your people are your score card. If they are not performing as well as you would like, it is because of you…either you are not spending enough time doing managerial work…or you have not yet developed your managerial skills. You need to work on you. Improving your managerial skills is a lot of what we are talking about here today. When you are filling the role of manager in your company, it is your job to improve your employees performance.The role of the “managerial” function in your business is to help your people be as successful as you need them to be. What you are going to learn is the first step in that ongoing journey.
Lets talk a little bit about Management Training. Who trained you to be a manager? Who taught you how to get results through people vs. getting results from yourself.For many of you your managerial advice has come from friends or peers who have had little or no managerial training. Maybe it has come from the school of hard knocks. Maybe yours is a family business and your training came from a sibling or a parent. Depending on your background, you may or may not have had some “formal” management training.If you have has some formal training it most likely revolved around the theme of to get better results and performance from your people you need to make sure they have the right attitude and are motivated.Improving motivation and attitude sounds good in the seminar or workshop. It even sounds easy – just make sure your people are happy, positive and motivated.But, exactly how do you do that?
We often mistakenly believe that people are motivated solely by money. We often think that if we throw money at our people…that paying more will motivate our people and they will develop a good attitude.One of the reasons managers don’t cure performance issues is because they don’t get to the real root cause of the issue.At the beginning of the presentation I asked you what you thought was the root cause of each performance issue you listed.How many of you wrote down the person has a “bad attitude” or they no longer seem motivated.So you maybe through some money at them. Temporarily you may or may not get improved performance, yet is rarely sustained over time.
Yes, Motivation and Attitude do play a role in employee performance. But they are not the only thing that effects performance.Here is the challenge with Motivation and Attitude….where do they occur?Inside someone's head. How do you ever really know what is going on inside someone's head? You can ask, but will they tell you the truth?I have no practical way of teaching you how to get into someone’s head. Do you need to become an amateur psychiatrist? Have you ever felt like an amateur psychiatrist talking to people about their problems? Sure you have. How did it make you feel? Overwhelmed? Unsure how to respond? Often you get to the point your not sure how to help or no longer care, so you stop asking and just label them as some one who is not motivated or has a “bad attitude”.
Often we fail to improve employee performance problems because we are focused on the wrong things. We never uncover the true root causes. Looking back at your root cause lists…how many of you simply blame the employee saying they are just not capable of doing the job…or label them with a bad attitude or not motivated…or if you could just pay them more they would perform better.What are the true root causes of performance issues. Today I would like to share ten of them. Here is a out top ten employee performance issues David Letterman style.
Once you put these 7 fundamentals in place you can then move to the next level of employee management.Lately, some of the best idea have come Daniel Pink. He has authored several books, with the most recent titled Drive. He talks about what really motivates people…what motivates employees. He said it isn’t money, but you need to pay your people enough so that money is not an issue…always on their mind. From there he went on to say these are the three things that motivate people: recognition, autonomy and the opportunity to learn and grow. You can his book, or go to this link and list to his 18 minute TED talk. It will be worth you time. He is fantastic speaker.An interesting example of this philosophy at work can be seen at company called The Container Store. A retail business headquartered in Dallas, TX has a philosophy that 1 great person = 3 average people; pay them 1/3 more than the industry average, but have lower total labor cost than competitors; they provide their typical worker 235 hours / year of training vs. industry average of just 7 hours / yr.