Motivating Smart

Motivating Smart –
Cutting-Edge Employee
Management Practices for
the New Economy
The Smart Guide to Human Resource and
Management Seminars

Presented by
Warren J. Rutherford
The Executive Suite

Program
 Motivating Smart Survey
 Our new economy – knowledge based
 Company future strategies – planning
 The Family – Like Community
 Alignment to do the Right Things Right
 Decision-making & Behavior Styles
 Steps to doing the Right Things Right

© theexecutivesuite.com 2010 2

Motivating Smart Survey
Please rank on a scale of 1 to 5, 5 being the highest, your company’s
score for each statement below.
Statement Score
1. Employees' values, motivations, and talents are
understood and measured.
2. Employees consider their jobs rewarding and
interesting.
3. Employees are committed to jointly owned, shared
goals, values, and beliefs.
4. Employees hold each other accountable against
agreed upon plans and standards.
5. We have open and honest communication that
empowers employees.
Average Score = (Total/5)


Motivating Smart Survey
 Results -
 If your average score is 4 to 5,
you are motivating smart.
 If your average score is 3 to 3.8,
you are in the caution zone &
need improvements to your
motivating program. You can
benefit from better alignment,
making you much more productive
& profitable.
 If your average score is < 3, you
are in the danger zone & are
probably out of alignment, may
have poor motivational programs,
and are much less productive &
profitable than you could be.


The Economy We Knew
 1978 NYU Stern
School of Business
Study (5,000
companies) Balance Sheet

Intangible
 95% correlation
between balance
sheet and business
value


The New Economy We Need to
Know & Understand
 2005 NYU Stern School of
Business Study
 28% correlation between balance
sheet and business value
 Intangibles – the 72% Balance Sheet
 Intellectual Property
Intangible
 Strategy
 Brand
 Systems
 Processes
 Access to Capital
 Off balance sheet items
 Customer reputation
 Executive Team


Why it is Important!
 Only 5% of a workforce understands their
company’s strategy.
 Only 15% of senior management spends more
than 1 hour a month defining strategy and
aligning operations to it.
 Only 25% have their operations aligned to the
strategy.
 Only 40% align company from budget to
strategy.
David Norton, Balanced Scorecard Report, Vol. 3, No. 5 (Sep/Oct 2001)


Strategies to Succeed
 How do people contribute to the success
of our business?
 Cornell Study –
 Workforce alignment requires -
 The right types of people,
 In the right places at the right times,
 Doing the right things right.
 A company with the right types of people has
employees with the knowledge and skills
necessary to help that company achieve its goals.


Family – Like Community
 3 different strategies used to motivate people –
 Family – Like Community – employees are motivated primarily
out of a sense of responsibility to one another and the company;
 Interesting & Rewarding Jobs – employees are provided with
challenging work opportunities and chances to learn and grow;
and
 Fair Compensation – Companies use compensation to
motivate people & pay higher wages than their competitors.
They also use incentives to attract, reward, and retain their
people.
 Creating a Family – Like Community were found by the
Cornell researchers as strongly and positively related to
creating the best, long-term workforce alignment.


Alignment Enhances Productivity
and Profit
 Doesn’t it make sense that -
 An aligned workforce increases productivity and
profit,
 We need to better understand our employees to
further drive the success, growth, and performance of
our business.
 A study of large publicly traded firms, found that
companies using “high performance” human
performance
resource practices have market values that range
from between $16,000 and $40,000 per employee
higher than firms that do not use such practices.


Aligning Your Company Practices to
Motivate People to do the Right
Things Right Requires -
1. Develop your company’s long-term strategy and plan
with your employees –
2. Develop a comprehensive orientation program for all
new employees;
3. Hold company-wide meetings to share information
about the company with your employees on a quarterly
basis & openly share information with your employees
regularly;
4. Sponsor company social events;
5. Work hard to create a strong social environment at
work; and
6. Offer profit or gainsharing pay.

How Employees (& Owners) Think
 There are 3 ways we can think about anything –
 Our head – systems & structure
 Our hands – practical, let’s get it done
 Our heart – empathy, the impact on others
 Each of us has a different balance of these 3 styles & explains why
our decisions and actions are different.
 The way we make decisions & how we use them are at the core of
who we are. They are key to our preferences, our strengths, and our
weaknesses.
 If you know your strengths, how can you use them to positively
influence the company?
 How does knowing that help to ensure that employees can
contribute more (or less) to certain desired activities?
 We know that balanced decisions involve each of these 3 styles.
 Think Company-Person Alignment & Workforce Alignment.


How Employees (& Owners)
Behave
 There are a variety of behavioral assessments in the marketplace,
we will discuss DISC.
 D = Decisive – (Problems) Problem-solver, results-focus,
 I = Interactive – (People) Interact with others, show emotions,
 S = Stability – (Pace) Persistent, steady,
 C = Cautiousness – (Procedures) Standards, protocols
 Being self-aware (and aware of others behaviors) often can assist
employees to contribute in ways that are more natural for them.
 Understand how to communicate better,
 Identify the ideal job climate,
 Be more effective,
 Develop a motivational work climate,
 Know what they can improve on, and
 Understand how they share and learn.


Developing Your Company’s Long-
Term Strategy and Plan
 Develop the Strategy and Plan with your employees –
 Use a facilitated process to discuss company-wide
 SWOT,
 Goals & objectives,
 Strategies to accomplish goals,
 Action plan,
 Mission, and
 Vision
 During the facilitated process remember to ask employees
how these goals, strategies, mission, and vision FIT with their
view of the company’s future success AND their view of their
own future success.


Develop a Comprehensive
Orientation Program for Employees
 If existing employees can list your mission, vision, goals, strategies
– chances are they participated in your strategy & planning
sessions.
 New employees need this information – starting at the interview
process – and continuing with an orientation program.
 Orient new employees to learn in greater detail –
 Your strategy & plans,
 Customer relationships,
 Methods to demonstrate employee commitment,
 Level of job involvement,
 Adaptability of company & employees to changing conditions,
 Helping behaviors patterns, &
 Knowledge sharing.


Hold Company-Wide Meetings
 Hold Quarterly meetings to share progress, discuss, and recognize
employees in the following areas:
 Progress in achieving your annual goals & plans,
 Customer relationships – Examples that provide a high level of
service,
 Employee commitment – Examples that show commitment & discuss
other ways,
 Level of job involvement – Examples of extra effort that goes above
and beyond the job requirements,
 Adaptability to changing conditions – Examples of new skills,
knowledge, taking on new tasks and roles,
 Helping behaviors patterns – Examples where employees helped
each other,
 Knowledge sharing – Examples of best practice discussed and
distributed
 Let the employees who are highlighted present and share their
information with others


Company Social Events & Activities

 Develop camaraderie – variety of activities
& events can develop
 Sports activities – active or spectator
 Fundraisers – for non-profits, special
causes
 Annual outings/picnics


Creating a Strong Social
Environment
 What do your employees value?
 What motivates them?
 What talents did they bring to the
company?
 How can you better enable them to
employ their values, motivations, and
talents?
 ASK! Show them you care.


Profit or Gain – Sharing Pay
 Profit sharing – A system where
 A portion of pre-tax profits are placed into a pool that will be
distributed among eligible employees.
 The amount distributed to each employee may be weighted so
that employees with higher base salaries receive a slightly
higher amount of the shared pool of profits.
 Generally this is done on an annual basis.
 Gainsharing - A system that includes
 A financial measurement and feedback system to monitor
company performance and distribute gains in the form of
bonuses when appropriate, and
 A focused involvement system to eliminate barriers to improved
company performance.


Creating Alignment with Family –
Like Community
 Employees want to be valued, they want to know that their values
and their behaviors, their knowledge, abilities, and capabilities will
be desired.
 They want an honest, respectful, and effective communication
process that motivates and inspires.
 They want a company environment where they can be their
competitive best, productive best, and effective best – without
thinking that they are being forced to be that way – but by thinking
and knowing that they and you want to be that way.
 Practical experience suggests that the employer and employees
work together to create meaningful motivating systems that can
increase company productivity & profit.
 Make it a dynamic, motivating environment.


Summary
 When there is a family like community that has a
 Strongsocial environment,
 Sponsored social events & outside activities,
 Regular company meetings, and
 A competitive compensation system –

 There is a greater likelihood that you have
practices that will help you to Motivate Smart
and be more productive and profitable.


Thank you!
For more information -

Warren J. Rutherford
Owner
The Executive Suite
129 Airport Road
Hyannis, MA 02601
wjr@theexecutivesuite.com
www.theexecutivesuite.com
508-778-7700


Motivating Smart

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