WHEN MORALE MATTERS SUKH CHUGH. :(: Delivering Paper Made my own decisions.
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Transcript of WHEN MORALE MATTERS SUKH CHUGH. :(: Delivering Paper Made my own decisions.
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WHEN M
ORALE M
ATTE
RS
SU
KH
CH
UG
H
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:(:
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Delivering Paper
• Made my own
decisions
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Stuffing Flyers
• Became an expert
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Sega Channel
• Tied to a national
goal
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Be the Cause• Hundreds of active
volunteers • Numerous chapters
worldwide• Reward for the work
was the work itself
Governing principles• Those who did the
work made the decisions
• Volunteers were our customers
• Servant Leadership
Managing Others
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• Compensation ≠ Effort
• Positional Wealth > Absolute Wealth
• Justice / Fairness
Compensation
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• $550 Billion lost in disengaged employees.
• 26% engaged; 55% not engaged; 19% actively disengaged = 10% payroll wasted.
• 15% of employee success is attributed to skill, training or intelligence; 85% from attitude and personality.
• Replacement: 2 to 4 times a person’s salary
• Engaged employees = Productivity
• Deliver Happiness
Why this matters?
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• Exciting, challenging or meaningful work
• Supportive management / good boss
• Being recognized, valued, respected• Career growth, learning and
development• Flexible work environment
What matters?
Different strokes for different folks• Millennials v.s. Baby
Boomers
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WHAT GOES WRONG?
• Acquisitions
• Organic promotions
• High growth
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Value
Purpose
Meaningful Work
Being Recognized,
Valued, Respected
Supportive Managemen
t / Good Boss
Trust
Autonomy
Supportive Managemen
t / Good Boss
Personal
Growth
Mastery
Exciting or Challenging
Work
Supportive Managemen
t / Good Boss
Career Growth,
Leardning and
Development
Research
What employees wantTalent Development Framework
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VALUE
• Managers make an effort to connect team members to other parts of the organization.
• Team members know how their contributions create value for the organization.
• Team members are recognized for their efforts in a genuine way.
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TRUST
• A culture of comfort exists where team members can share their ideas openly.
• Team member input is incorporated into decision making whenever possible.
• Managers are honest with team members; can admit their own weaknesses and mistakes.
• Managers genuinely care for their team members’ professional success.
• Managers can set aside their own agendas for the well-being of the team.
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PERSONAL GROWTH
• Team members are placed in positions where they are challenged but still feel supported.
• Failure is seen as a healthy advancement towards personal and professional growth.
• The growth of the organization does not outweigh the growth of the individual.
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MAKE IT WORK
Assessment
Training
Goal Setting and Performance Reviews
Development Plans
Succession Planning
Executive Coaching
Monitor and Evolve
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“We all have the money.
We all have the technology.
The only differentiator is the people.”