JobsDB Seminar actual version... 2
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Transcript of JobsDB Seminar actual version... 2
© 2006 Focus One Limited. All rights reserved.
Name of your presentation
Name of your presentation
© 2006 name of company. All rights reserved.
Overview of day
• What’s driving Retention and turnover?• Understanding Engagement• Finding Motivating Factors• Key leadership factors in Retention• Making retention an priority• Loyalty Factors• Increasing Passion• Wrap Up
© 2006 Focus One. All rights reserved.
Employee retention can be defined as the effortby an employer to keep desirableworkers in order to meet business
objectives.
Turnover, on the otherhand, is most often used to describethe unplanned loss of workers who
voluntarily leave and whom employerswould prefer to keep.
Employee Retention and Turnover
On a global scale, “the major social crises of the twenty-first century will be the byproduct of labor shortages”………..Hewitt, 2001
© 2006 Focus One. All rights reserved.
China’s baby boomers are producing children significantly below the rate
necessary to maintain the country’s population;the rate required is 2.1 children per mother compared
to the actual rate of 1.3.
In just 10 years, the workingpopulation in China will begin to shrink ……..Kahn, 2004
© 2006 Focus One. All rights reserved. © 2006 Focus One. All rights reserved.
What drives Employee Commitment in Hong Kong?
1. Passion for job
2. Leadership
3. Comp and benefits
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…….Talent Keepers
Training of leaders in retention t leadership competencies
Leader accountability for retention
Mutual commitment building between team members and the leader
Mentoring programs
Job skills training and retraining
Competitive pay
Innovative reward program design
Overall benefits package (e.g., health insurance, stock options)
Career development and pathing
More appealing and welcoming environments 2
Ratings Key:
1 = not effective
2 = somewhat effective
3 = effective
4 = very effective
© 2006 Focus One. All rights reserved.
Importance Of Main Retention Factors
Key Retention Factors
Organization
PeersPayBenefitsRewardsPoliciesProgramsIndustry Status
Company Performance
Job
TrainingSchedulesPromotionsEnvironmentPassionType Of Work Tasks
Leadership
ManagementLeadershipCoachingTrustVisionValuesChangeEmpowermentTeamwork
Organization and the first part of the Job factors are a given.
The second part of job factors and leadership is the area where organizations now need to focus.
This is what we call MOTIVATION & ENGAGEMENT
Leadership
CoachingMentoringTrustVisionValuesChangeEmpowermentTeamwork
Job
TrainingSchedulesPromotionsEnvironmentPassionType Of Work Tasks
© 2006 Focus One. All rights reserved.
“Engagement is a mutual contract betweenthe employee and the employer. Employers have
a responsibility to train leaders and build a meaningfulworkplace, and employees have a responsibility
to contribute to an engaging workplace”(Towers Perrin Talent Report, 2003).
MOTIVATION & ENGAGEMENT
© 2006 Focus One. All rights reserved.
MOTIVATION & ENGAGEMENT
Leaders must be equipped with the leadershipretention and engagement competencies critical
for creating committed workforces.
© 2006 Focus One. All rights reserved.
How do you get employees motivated and engaged?
………….Focus on getting them passionate about their
jobs and lead them adeptly
© 2006 Focus One. All rights reserved.
Motivation & Engagement
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“Research indicates the that enjoyment of various aspects of a job is highly correlated with good performance”…………..Dan Harrison
Motivation and Passion for job
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Motivation and Passion for job
Don’t Enjoy
Do It Less
Don’t Get Better
Negative Feedback
Enjoy Activities
Do It More
Get Better
Positive Feedback
© 2006 Focus One. All rights reserved.
Harrison Assessments
Every effective leader I've known is passionate about what he or she is doing. The time and energy devoted to work demand a commitment and conviction bordering on love.
…. Warren Bennis
The number one reason why people thrive in an organization is their immediate supervisor and it's also the number one reason they quit.
……….. Gallup Organization
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……..people leave managers, not companies
……..what people want is fairness, care, concern and trust
……..it’s about relationships
.….…the most important element in retention is the leader
Leadership and Retention
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Leadership Competencies Are Numerous….
Which Are Critical For Retention?PlanningCreativityVisionValuesEthicsCommand and ControlChangeForecasting External FactorsTime ManagementTalent SelectionTalent DevelopmentProcess ImprovementRisk ManagementInnovationProfessionalismCross CulturalNetworkingWork Directing
Leadership factorsLeadership competenciesDecision MakingPlanningProblem solvingManaging power and influencePerformance ManagementCoachingMentoringCounselingDelegatingEmpowermentSelling NegotiationBudgetingFinancial MgtCustomer Focus
Building TrustCommunicationsConflict ManagementListeningMotivating othersFeedbackValuing DiversityFacilitationMeeting ManagementProject ManagementTeam BuildingStrategic ThinkingThought LeadershipInterpersonal SkillsFlexibility
© 2006 Focus One. All rights reserved.
A leader has the responsibility to practice two types of leadership;
Organization driven leadership and Individual driven leadership
INDIVIDUAL
• Coaching / Mentoring
• Empowerment
• Results
• Relationships
Critical Leadership and Retention Factors
ORGANIZATION
• Purpose
• Vision
• Values
• Team
© 2006 Focus One. All rights reserved.
Leadership and Retention
Purpose
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Purpose has become part of our daily vocabulary. And is helping to validate our current activities and focus our future plans
……Marge Maisto
• Providing purpose. Effective leaders bring passion, perspective, and significance to the process of defining organizational purpose.
• Meaning and direction to daily work
Leadership and Retention
Purpose
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"There's nothing more demoralizing than a leader who can't clearly articulate
why we're doing what we're doing.“ --James Kouzes and Barry Posner
Leadership and Retention
Vision
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• Clearly set organizational direction
• Display and reflect the unique strengths, culture, values, beliefs and direction of the organization;
• Inspire enthusiasm, belief, commitment and excitement in company members;
• Help employees believe that they are part of something bigger than themselves and their daily work;
• Be regularly communicated and shared;
Leadership and Retention
Vision
© 2006 Focus One. All rights reserved.
Leadership and Retention
Values
© 2006 Focus One. All rights reserved.
A values-based culture actually empowers employees by setting standards of behavior and establishing expectations that employees must live up to This provides leadership with the confidence that everyone in the organization will act according to those values, both inside and outside the company.
………Terry Broderick
• Corporate values• Group Values• What we stand for• Values make up the culture
Leadership and Retention
Values
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Leadership and Retention
Team
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If you want team building to work, it's not enough to tell them that they are a team and must perform as one. You also have to show the members of the team that it benefits them personally.
……F. John Reh
• Building spirit and cohesiveness• Communication• Meetings and face to face interaction
Leadership and Retention
Team
© 2006 Focus One. All rights reserved.
"Leadership is not magnetic personality-that can just as well be a glib tongue. It is not "making friends and influencing people"-that is flattery. Leadership is lifting a person's vision to higher sights, the raising of a person's performance to a higher standard, the
building of a personality beyond its normal limitations."
……….Peter Drucker
Leadership and Retention
Coaching / Mentoring
© 2006 Focus One. All rights reserved.
Leadership and Retention
Coaching / Mentoring
• Feedback• Performance / results• Encouragement / recognition• Knowledge transfer
© 2006 Focus One. All rights reserved.
“In actual fact, real empowerment is a most natural state of affairs: people know what they have to do and simply get on
with it, like the worker bees in a beehive. Maybe the really healthy organizations empower their leaders, who in turn listen
to what is going on and so look good.”Henry Mintzberg
Leadership and Retention
Empowerment
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Leadership and Retention
Empowerment
• “own their own jobs”• company and job specific• requires active role of leader
© 2006 Focus One. All rights reserved.
Leadership and Retention
Results
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Results-oriented leaders see themselves as catalysts. They expect to achieve a great deal, but know that they can do little without the efforts of others. They bring the zeal, resourcefulness, risk-tolerance -- and discipline -- of the entrepreneur to every effort of the organization.
……..Warren Bennis
• Performance• Bias toward action,• Risk, curiosity, and courage• Confidence and creativity• Change and Innovation
Leadership and Retention
Results
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Leadership and Retention
Relationships
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Exemplary leaders create a climate of candor throughout their organizations. They remove the organizational barriers -- and the fear -- that cause people to keep bad news from the boss
…..Warren Bennis
•Trust•Authenticity•Reliability and consistency
Leadership and Retention
Relationships
© 2006 Focus One. All rights reserved.
“Improving retention requires transferring part ofthe responsibility from HR to leaders”
…. Talent Keepers
Implementing Retention through Motivation and Engagement
© 2006 Focus One. All rights reserved.
…………Loyalty will change over time -- relates to personal values
…………..People are becoming more loyal to their careers than their employers
Loyalty Factors
Loyalty Factors are the key which will keep the individual engaged and motivated with the organization and discourage him or her from tipping to departure.
© 2006 Focus One. All rights reserved.
• Need to be identified for each individual• Skilled coach can help to identify• Leader / peers can uncover
Identifying loyalty factors
© 2006 Focus One. All rights reserved.
What do you like about your work with the company?
What bothers you about your work or career?
What are the important factors that will keep you in the company?
Under what conditions might make you look seriously at other opportunities?
Loyalty factor questions
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What Matters to EmployeesTop Responses
• In the last seven days, I have received recognition or praise for doing good work
• At work, my opinions seem to count• There is someone at work who encourages my development• This last year, I have had opportunities at work to learn and
grow• In the last six months, someone at work has talked to me
about my progress
© 2006 Focus One. All rights reserved.
Yahoos
(love doing)o o o o o
%of time______
Ho Hum’s
(just okay)o o o o o
%of time______
Bohoo’s
(Hate doing)o o o o o
%of time______
Where are your now?
Where do you want to be?
Getting More Passion In Your Day
Yahoo’s % Ho Hum’s % Booboo’s %
Copyright © 2003-2007 by FocusOne Ltd.
Continuous Motivation Checklist for Optimum Retention
© 2006 Focus One. All rights reserved.
Identified Motivating Factors
Understand Yahoo’s, Ho Hums & Boohoos in current job
Leaders educated on key retention factors for your organization
Retention leadership skills identified for your organization
Leadership is training on key leadership retention competencies
Leadership is implementing coaching program
Leadership is consciously building relationships
Team building programs in place
Corporate & Group Vision, Values and Purpose articulated and actions executed
Competitive compensation and benefits in place
Training plan in place
Active Career Development plan being executed
Loyalty factors identified
“When people are encouraged to do the work they enjoy, and inspired by their superior in a harmonious team environment, the results are borne out through improved motivation, engagement and results”
Continuous Motivation Checklist for Optimum Retention
• Leadership competencies• Motivation programs• Coaching Programs• Executive Coaching & Mentoring• Vision, Values, Purpose workshops• Executive Teambuilding
At FocusOne, we can help you improveyour retention results: