This document outlines six strategies to increase productivity, profitability, and passion in the workplace through cultivating gratitude. It discusses establishing trust with employees by being approachable and consistent, helping employees grow through training and career development, applauding employees' work publicly and specifically, navigating work-life balance through flexible policies, getting to know employees personally, and serving employees by prioritizing their needs and opinions. The goal is to engage employees and reduce turnover through fostering appreciation and an inclusive work culture.
1. RULES OF
ENGAGEMENT:
GRATEGY
COPYRIGHT 2014. LISA RYAN, GRATEGY. ALL RIGHTS RESERVED.
Six Strategies to Increase
Productivity Profitability and
Passion in the Workplace
2. Learn how Beaches Portland Airport knows make employees and
customers feel appreciated.
3. Do you wake up with positive expectancy
of the day ahead?
4. Or are you expecting someone to throw a “Monkey wrench” into
19. DISENGAGED EMPLOYEES
5x more
safety
incidents
2.5x more
sick days
87% more
likely to
leave
http://kevinkruse.com/employee-engagement-research-master-list-of-29-studies
Only 29% of employees are engaged
Gallup.com
20. ENGAGED EMPLOYEES
Feel safe
-Management
is transparent
-Invest in Staff
Feel
appreciated
Want to
contribute
-Provide
Coaching &
Feedback
-Express
Appreciation
21. REPLACING AN $8/HR EMPLOYEE
• Society Human Resource Mgmt. $3,500
• Superb Staff Services $8,000
• Workforce Magazine $10,000
• Saratoga's HR Financial Report $ 16,000
• Average Turnover Cost $9,444
23. TRUST
If a manager is ineffective at earning trust – the
lack of team performance will speak for itself
and turnover will become increasingly apparent.
You can’t hide if you are an ineffective manager
who has trouble earning trust. (Forbes.com)
http://www.forbes.com/sites/glennllopis/2012/07/10/effective-managers-earn-trust-quickly-by-doing-5-things-well/
24. HOW TO BUILD TRUST
• Be approachable, competent and consistent
• Act with honesty and integrity
• Treat staff with respect
• Lead by example
• Admit mistakes
http://bit.ly/XXuing
25. HELP
“My manager promoted me
to an officer position that all
the men in the company
coveted. It was very brave
of him, and it made me want
to go through walls to prove how right
he was to promote me.”
Joan Yankowitz, Founder, JB Short Marketing
26. HELP YOUR STAFF GROW
• Cross-train for lateral development
• Provide funding for training
• Personalize a long-term career plan
• Be proactive and measure results
• Mentoring program
• Empower supervisors
27. APPLAUD
“I had a CEO shake my hand and
congratulate me on a job well done
(in the presence of my colleagues).
The icing on the cake was his knowledge
of detail for the project I was working on.”
Craig Postlethwaite, President, Shimmer Digital Media
28. APPLAUSE, APPLAUSE
• Written notes
• Congratulations
• Public
• Permanent
• Verbal – be specific
29.
30. NAVIGATE
“My colleagues got together
to throw me a surprise bridal
shower. My boss not only
participated, she allowed the
whole event to happen on work
hours. It was not just showing me appreciation but the
entire team too.”
Shannon Hartman, Training Specialist at Dale Carnegie
31. WAYS TO NAVIGATE BALANCE
• Focus on outcomes
• Ask for win/win
• Sponsor family events
• Formal policies
• Informal practices
32. KNOW
“My employer made me Employee
of the Month, and brought a bottle
of wine to my desk. When I told her
‘Thank you, but I don't drink wine,’
she went and got me a box of
cookies!”
Vasco "Roscoe" P. de Sousa, Media Producer
34. SERVE
“My manager hired a
car service to pick me
up so I would get to
work at 9:30 and not 10
though everyone else
came it at 9.”
Cheryl Roshak, Founder of CatapultMe
35. SERVE
Service attitude
Informed employees
Create an experience
Ask their opinions
Consider employee’s view
Lead with your heart
36. •Trust – Performance
•Help – Engaged
•Applaud – Proud
•Navigate – Reduce Stress
•Know – Important
•Serve - Included
38. Your Insight Please…
To receive your own
“Gratitude Thought for the
Week,” as well as special
reports by Lisa Ryan, go to:
www.kiwilive.com
Keyword: gratitude
40. I appreciate YOU!
Thank you!
Let’s Keep in Touch:
Twitter: @grategy
Facebook: Lisaryan14
www.grategy.com
Hinweis der Redaktion
(Engagement articles page) As you can see, there is a lot being written on the power of employee engagement. Most of the articles are positive, but there are those that refute its validity. However, I am confident that you will see how important an engaged workforce is to increase profits and reduce costs.
I'm sure you already know that the staffing industry historically has had a high turnover. As a matter of fact, my career started in the staffing industry. My first job was with Christian and timbers in an administrative support role. This was the mid-80s and my job was to "skill" resumes before they were put into the computer. That position actually led to my desire for higher education because I saw the difference in compensation between people with degrees and without them. My first sales job was with Office Mates 5 where I sold secretaries. I sold pharmacists through Management Recruiters, and then for five years sold salespeople with Delta Diversified. After a total of 10 years in the industry, I ended up placing myself in a sales position outside of the industry. I share this with you because I understand the reality of having a product on both sides of the equation. The staffing industry is unique in that your product actually talks back. This makes for some interesting situations: from the secretary that won't take a job offering $5000 more than she is currently making because she wouldn't have to drive an extra 5 min. each way to get to work, or having the perfect job for the perfect candidate and on the day the contract is supposed to be signed, the employer dies. I'm sure you can regale me with stories of your own.
(Thanks slide) Although we went out of order, we talked about six strategies to create a culture of appreciation within the work environment. We talked about trust and how trust is the foundation of any engaged workforce. We explored ways to help our staff in vision their career paths with us. We learned the importance of applauding the efforts of our team members, and we experienced how good it feels to give and receive appreciation. We reflected on navigating worklife balance for our employees as well as in our own lives. We started the day by getting to know each other and realizing the benefits of getting to know our staff. And we also considered servant leadership and how that starts with a top-down approach. All of this together spells out thanks.
(Platter) Servant leadership is an attitude that permeates throughout the organization. One of the reasons that I was thrilled that Amy brought me and to work with the executive management team here is that you are setting the example for your team's by being willing to start this new process of engaged. Many times employers will send their employees for training in those employees will feel that it's just something else that management is requiring that they do without the buy-in for themselves. There are many ways to incorporate servant leadership within an organization. It starts with a service attitude. If someone struggling make sure the environment is safe for them to ask for help. Pitch in when necessary. Make sure your ploy ease are well-versed in the operations of the company. Informed employees feel more comfortable with their role and they are better able to serve your clients. Create an experience. Parties to celebrate milestones or having a catered lunch on Friday for no reason at all is a great way to relieve stress and create a fun and sphere incentives work best when they have an element of surprise. I read the story of one company that decided to reward their employees by bring in lunch every Friday. After a period of time, that lunch was no longer seen as a bonus but in entitlement. Employees actually started asking for compensation for lunch as they missed. Ask the opinions of your staff. Because they have been doing their own job, they may be able to offer tricks and tips to be more effective in getting work done. Always consider the employees view. No matter what you believe is going on with an employee, there are always two sides to the story. And last lead with your heart. If you're putting into practice engagement strategy because you forced to do it, your employees will know.
We may be making those negative comments because we sometimes get caught in taking ourselves too seriously which can have detrimental effects on the organization. Do how do you turn that around. You create a culture of appreciation. When your employees trust you they will work harder for you. When you help them envision their career path with you, they become engaged. When you applaud their efforts in the way that they want to be recognized, they are proud to work for you. When you help them navigate the work life balance issues, you reduce their stress level. When you get to know them on a personal basis you make them feel important. And when you survey they are desires they feel included in the process. By activating these six steps you can truly “Take your THANKS to the bank.” Rewards you in dollars and it makes sense.
And I appreciate you, thank you.