This document discusses team dynamics and creating effective teams. It covers topics like hiring the right people, engagement, leadership, recruiting, and building great teams. The main points are: 1. Engagement is important for productivity, commitment, and retention. Disengaged employees cost companies money. 2. When recruiting, take your time, invest in strong processes, and treat it like marketing. Make sure to properly onboard and coach new hires. 3. Company culture impacts engagement, profitability, and turnover. Assessing and strengthening the culture through various formal and informal methods can help build great teams.

2. Team Dynamics –
Hiring the Right
People and Creating
Effective Teams
Frank Newman

3. 5 Words to Ruin a Job Interview
• Where do my cats sit?
• There’s no drug test, right?
• Where is the cash kept?
• Coffee? No thanks. Jack Daniels
• They hired You, didn’t they?

4. Newman Human Resources
Fractional HR department
Our focus is simple:
1. Solve
2. Prevent
3. Grow

5. Our Clients in Waterloo Region
Manufacturing
IT
B2B Sales
Golf Course
Charter Air Line
Trucking
Craft Brewery
Restaurants
Vets
Hearing Clinics
Accounting
Musicians
Magicians
Packaging
Distribution
Agri-business
Individuals – Career search

6. Menu
Engagement
Leadership
Recruiting
Culture & Managing teams

7. What do you need?
Productivity
Commitment
Passion
Engagement

8. Impact of Engagement
Operating Income 33% higher
Growth is 20% higher and 3X faster

9. Impact of Engagement
Employees are 87% more likely to
stay

10. Impact of Engagement
Disengaged employees cost companies
$3,400 for every $10,000 in salary

11. Engagement Simplified
Play Say  Stay

12. Top 5 Reasons to Leave
5. Recognition
4. Working Conditions
3. Compensation
2. Interesting Work
1. Management

13. All a Leader needs to know
Know your process
Know your people
Improve both

14. 5 C’s of Creative Leadership
Connect
Clarify
CoachCourage
Compassion

15. Conclusion - Engagement
Be conscious of your role as a leader
every day
Engagement is $$ money $$
Focus on 5 C’s
Know when to ask for help

16. Visioning Your
People
Environment

17. Talent Brand
What do your employees say about you?
What differentiates you in the market?
Why should someone work for you?

18. The Hiring
Challenge
Frank Newman

19. What was Steve Jobs Main
Role at Apple?
Visionary?
Marketer?
Recruiter?
Story Teller?

20. Recruitment Experience
Don’t treat people with indifference
Don’t subject them to unnecessary
interviews
Make a decision

21. Recruitment Process
Prepare Job Description
Confirm Compensation details (base salary,
sales commissions)
Develop Network Campaign
Write and Place Ads
Develop pre-screening questions
Pre-screen candidates via phone or in person
Prepare recommendations for next stage
interviews
Prepare initial interview questions
Conduct Interviews
Check references
Bring finalists back for second interviews
Proceed with offer
Respond to unsuccessful candidates
On-boarding and coaching of successful
candidate
Follow-up 3 months after hire.

22. Finding Candidates
Internal Job Postings
Employee Referrals
Former Employees
Indeed
Workopolis
Kijiji
LinkedIn
Facebook
Twitter
Community Colleges
Your website

23. Interview Training
$1,000,000 Decisions
Don’t leave interview process
to chance
Train Interviewers

24. Interview Process
Focus on attitude
Use the same script for all
Use multiple interviews
Involve the work team
Ask for feedback

25. How good are they?
Work simulations
Group hiring & evaluations
Sample presentations
Basic aptitude testing
Psychological Testing
Qualification verification
Reference Checks

26. The Offer
Terms of employment
Probationary period
Termination conditions
Non-disclosure agreement
Confidentiality agreement

27. On-Boarding Best Practices
Plan ahead
Use a Buddy
Don’t overwhelm them
All they want to know is: What
does it take to be successful?

28. Conclusion - Recruitment
Take your time
Invest in strong processes
Treat recruitment as marketing
Know when you’ve made a mistake

29. Building Great Teams
• Defining Culture & its Impact
• Culture components
• Recognizing culture deficiencies
• Culture Vampires and Saints
• Taking Action

30. Defining Culture
It’s not the
Mission poster
on the wall…

31. How do you define culture?

32. Defining Culture
• People
• Demonstrated Values
• Accepted Behaviours
• Environment
• Policies and practices
• How jobs are designed
• Working conditions and architecture

33. Why care about culture?

34. Culture Components
Vision & Mission Statements

35. Culture Components
• Reward Systems &
Measurement
• Praise and forgiveness
• Entitlements, or not
• Visible symbols

36. Culture
• Physical Work Environment
& Lighting
• Office layout & colours
• Furry Creatures
• Fun & Games
• Healthy and Safe
• Social interaction

37. Culture
• Corporate Memory
& Mythology
• Storytelling
• Orientation
• Town Halls

38. Culture
• Social Purpose
• Community
Involvement
• Volunteerism

39. What does weak Culture look like?

40. Recognizing Weak Culture
• Turnover
• Profitability
• Engagement
• Excessive absenteeism
• Weak or indifferent relationships

41. Cultural Vampires
• Not always visible
• Drain the energy from your good
people
• Convert others
• Black plague

42. Cultural
Saints
• You wish you had a million of these
• Embody values
• Deliver results
• People look up to them

43. Strengthening Culture
• Gap Analysis

44. Strengthening Culture
Informal:
• Employee Conversations
Formal:
• Employee Surveys
• Focus groups
• Fireside chats
• Exit surveys

45. Managing Disfunctional Teams
• General Team Assessment
• Introducing new leaders
• Understanding each other – Profile
Tools

46. Taking Action
• Quick Wins
• Vanquish your
vampires
• Visibility of Leaders
• Praise the saints

47. Taking Action
Longer Term:
• Talent Reviews
• Policies
• Environmental
Conditions

48. Conclusion
If it was easy, everyone would have the answer…