Future Leaders Community Virtual Meeting. January 28, 2016 Recording Here:

Transcription

1 Future Leaders Community Virtual Meeting January 28, 2016 Recording Here:

2 Teleconference Settings This call is being recorded To see the slides, click on the WebEx link in your meeting invitation 2

3 CompTIA has a policy of strict compliance with federal and state antitrust laws. The antitrust laws prohibit competitors from engaging in actions that could result in an unreasonable restraint of trade. Consequently, you agree to avoid discussing certain topics in participating at any CompTIA events or activities, including, without limitation, any discussions relating to prices, fees, rates, profit margins, or other terms or conditions of sale (including allowances, credit terms, and warranties); allocation of markets or customers or division of territories; or refusals to deal with or boycotts of suppliers, customers or other third parties, or topics that may lead participants not to deal with a particular supplier, customer or third party. 3

4 Member Communities & Councils Industry Initiatives Research Certifications Credentials Education Training Public Policy Philanthropy 4

5 Agenda Future Leaders Community Business Joining the community Future Leaders Community Resources Is the Stifling of Questions Impeding Your Business Success? Victor Johnston - Johnston IT Consulting CompTIA Future Leaders Executive Council Member Wrap Up / Open Discussion 5

6 Joining The Community! Simple as Join this group 6

7 Future Leaders Community Resources Lots of great content Past Meetings Hiring Millennials Turning Ideas Into Action #GenerationalDivide Video Leveraging LinkedIn Groups 7

8 Don t Forget Social Media Pages! CompTIA Future Leaders Community CompTIA Future Leaders Community 8

9 Is the Stifling of Questions Impeding Your Business Success? Victor Johnston, Future Leaders Executive Council

10 Is your business potentially stifling its growth by discouraging employee questions? Session takeaways include: 1. Difference between rebellious questioning and questions for understanding 2. Facilitate community problem solving by fostering a supportive environment for learning 3. Tips on how to best implement employee suggestions 4. How to acknowledge employees for their contributions 10

11 Difference between rebellious questions and questions for understanding Pay attention to the delivery of the question. Is the person asking the question in a condescending way or do they appear to lack understanding? Consider intention of their questions. Is the person asking questions allowing you time to explain your reasoning or are they constantly interrupting you with obvious contempt? Determine the employee s normal work ethic. Is this a person who generally has the best interest of the company in mind and is constantly working to improve the working environment for others around them? 11

12 Facilitate community problem solving Make innovative thinking part of everyone s job and include incentive for employees who suggest positive changes for the organization Build a sense of community by rewarding employees for wanting to learn and wanting to help others Retrain supervisors and managers to encourage question asking and to seek feedback from employees about the perceived effectiveness of processes 12

13 Tips on how to best implement employee suggestions into the workspace and how to acknowledge employees for their contributions Use industry research to determine if other companies have made a similar initiative and gauge the challenges and successes of that approach Identify and implement percentage-based incentives that reward employees by allowing them to see a percentage of the monies earned or saved over the course of a certain period of time Provide promotion incentive and potential creations of positions for employees who constantly have outstanding lucrative ideas 13

14 A Quick Guide to Soliciting and Responding to Suggestions The Suggestion Cycle Broadcast to the employees of your company that suggestions are welcomed. Let them know how successful suggestions can benefit not only the entire company, but the employee personally. Sort through and classify questions and suggestions based upon industry standards. Then decide on feasibility of the questions or suggestions to determine if the question or suggestion warrants any additional answers or research. Reach back out to employees for further clarification and to determine organizational need for certain suggestions, such as morale-based suggestions. This additional gathering of information can better place value into perspective for management. Provide feedback to those who take their time to submit questions or suggestions. It is detrimental to organization cohesion to not even reply, or to give a rehearsed thank you, but no thank you. You have to show your employees you care about their thoughts. 14

15 Statistics on Employee Feedback From OfficeVibe 39% of employees report they don t feel appreciated at work 14.9% lower turnover rates in companies that implement regular employee feedback 200% as likely to be actively disengaged if employees are ignored by their manager 98% of employees will fail to be engaged when managers give little or no feedback 14.9% Lower Turnover 39% Don t Feel Appreciated 98% Fail to be Engaged When Managers Provide No Feedback 15

16 Statistics on Employee Feedback From OfficeVibe Continued 40% of workers are active disengaged when they get little or no feedback 78% of employees said being recognized motivates them in their job 69% of employees say they would work harder if they felt their efforts were better recognized 78% Recognition Motivates 40% Disengaged from inadequate Feedback 69% Would Work Harder if Recognized 16

17 Harnessing the Value of Your Team Everyone on a team provides their own unique perspectives and skills into the challenges of that team. To deny them the opportunity to contribute is to effectively stifle the productivity of your business. 17

18 It doesn t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do. -Steve Jobs 18

19 Final Takeaway Employees are a wealth of knowledge. This knowledge and experience is a resource that no manager should ever ignore. Sometimes we make a bad decision or we fail to see the bigger picture. Failure is the gateway to learning, growth, and change. Being afraid to fail keeps us stagnant and mediocre. Invest in your people And they ll invest in you 19

20 Thank you. Cell: Get the latest IT business and career advice from CompTIA

21 REMINDER March 8, 2016 Arsalan Eizadirad Program Manager Software & Services Ricoh Canada Inc. Using LinkedIn to drive revenue!

22 Wrap Up / Open Discussion Thank you for attending!