Employees, Re-engage, Empower and Accountability

Report
George Carlin said “Most people work just hard enough not to get
fired and get paid just enough money not to quit.”
Lori VanNess, CPM, SPHR, MSHRA
VanNess Consulting 863-514-7660
[email protected]
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7 out of 10 employees are disengaged and
they aren’t interested in their jobs –
Only 14% are in their “dream career” and 55%
are interested in changing jobs according to
Money, September 2014
65% of full-time workers who don’t earn
their desired salary
Threats, Lack of Trust and Lack of Caring top
the charts
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Transition of Leadership/Management
Workload too high
Lack of investment in Development/Mobility
Non-inclusive Culture
Old-fashioned Working Conditions
Micro-management
Fear Environment
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Is the feeling of challenge change to
feeling of routine?
Did you think something was missing?
Did you start to look around?
Did you know that the most valued
employees most likely suffer from job
discontent?
◦ Challenging work
◦ Personal growth
◦ Contributor
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Willingness of an employee to happily
involve themselves in their job and
the work of the organization
Employee engagement is a combination
of
─ job satisfaction
─ organizational commitment
─ willingness to go beyond the formal
requirements of the job
─ personal identification with the
organization
Improve job
and work
design
Work with
employee
attitude
Frustration
Achievement
Engaged
employees
Accept and
deal with
outside
events
Cultivate the
psychological
contract
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Energize a job means structure:
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Growth
Challenge
Renewal without leaving job/organization
Process Improvement
Assign different tasks
Personal/Group goals
Feedback on contribution
Communicate, communicate, communicate
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Energized and engaged leaders are
essential
Self evaluation
Leaders must monitor, develop, enhance
and ignite their own engagement and
energy
Leaders should be the pilot light
◦ Dr. Theresa Welbourne wrote the following:
There is a lot of focus today on employee
engagement, but what about leader energy and
engagement? Everywhere you look there are signs
that leaders are not doing very well.
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Assume others are smart and working hard
Listen intently and ask thoughtful questions
Acknowledge the sacrifices others have made
on your behalf
Express gratitude for their effort and their
results
Remind them why their work is so important
and the difference they are making
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Evaluate yourself Daily – Physical/Nutrition
◦ Begin by evaluating you diet
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Do you skip meals?
Do you take time to enjoy your food?
Do you shovel it in and forget what you ate?
Are you eating balanced meals?
Do you focus on keeping your body hydrated?
"The wise man should consider that health is the
greatest of human blessings. Let food be your
medicine."
- Hippocrates
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Exercise
Increases your health
More energy
Happier
Power Naps 15-20 minutes – even if you don’t sleep, you
gain energy (do this on your break or lunch)
 20 minute walk can wake up your mind
 Get enough sleep 7-8 hours
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"If we could give every individual the right amount of
nourishment and exercise, not too little and not too much, we
would have found the safest way to health."
-- Hippocrates
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Listen to pump-up music
Switch between tasks
Reward yourself for your achievements
Avoid multi-tasking
Try 10 more minutes
Schedule when possible
Take a vacation
Take breaks every 60-90 minutes
Get social
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Manage your emotions
Remain calm under pressure
90% of Top Performers Manage their emotions
Alertness improves performance
Appreciation
Eliminate the “What if”
Stay Positive
DISCONNECT
Sleep
Eliminate negative self-talk
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Engaged employees
Alignment between
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Strategy
Structures
Processes
Rewards
People
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Meaningful work
Empower
Accountability is a 2-way street
Year-round focus
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Discuss the benefits of success
Keep the team interested
Set realistic goals
Design reward/recognition
Get the team working together
Know your team – each member
Recognize the efforts
Be friendly – but not too friendly
Create social events outside of work
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Create a comfortable environment
Be specific
Keep things fresh and exciting
Stay positive
BE A GOOD ROLE MODEL
Emotional Intelligence
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Self Awareness
Self Regulation
Motivation
Empathy
Social Skills
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You can and do make a difference
Adopt a continual learning mindset
Review Articles, books, and
discussions
◦ Reflect on self-improvement
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Review, Refocus, Renew
Practice, Practice, Practice
Love what you do and have fun!
Live, Love, Learn, Laugh and Leave a
Legacy (S Covey modified by LV)
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First – Ask employees what would benefit
them most?
Wellness incentives
Seminars on Finances
Retirement Planning
Lunch and Learns
Parenting – Information Available
Relationship Seminars
USE your RESOURCES – Human
Resources/Talent Management Team
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You can’t “retain” people, you can only
“attract” them.
You can’t “engage” them, but you can “inspire
and support” them.
You can’t only “train” them, you can “enable
them to learn” and “give them the
opportunities to develop.”
Become an Inspirational Leader!
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Being a team leader is simply: Giving
total commitment to the team.
Seeking commitment from each
member. Holding each member
accountable to that commitment.
Unknown
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Use your calendar and schedule
the most import things in first,
break large projects into smaller
pieces and schedule. Use your
time wisely – if you are a
morning person do those larger
tasks first, if not, do them later.
If something comes up, keep
track of your to-do list and try to
schedule tasks together – email,
phone calls, planning time.
Roles in your life
◦ Daily – You schedule and time
and what you will do in each
category for yourself
Intellectual (Read 10 pages)
Emotional (movie/bubble bath)
Spiritual – meditate/read
Physical –
Exercise/walk/breathe deeply
7 other roles –
Ie: Boss – choose one name
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What you are going to do and
when and how long – then
schedule it in your calendar – this
is a big rock
You can change roles weekly –
and if schedule changes don’t
fret, it is your schedule! And
you can always arrow forward

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