Workplace Productivity Leadership

Transcription

1 Workplace Productivity Leadership 2015 We Connect International Canada Conference

2 C-suite executives and benefit managers cite managing costs and maintaining employee productivity as the most important goals in both the short [ ] and the long term [ ].

3 Higher Talent Inc. Susan Power, MBA, CHRP Owner & CEO of Higher Talent Inc. 15+ years of HR experience working with clients across industry and sector Growing rapidly, network of HR Consultants across Canada Our vision is to build compelling cultures that inspire trust and productivity in the workplace.

4 Our Core Capabilities Comprehensive Full Suite of HR Services Payroll Benefits Administration Recruitment & Retention HR Advisory Workplace Productivity Assessments & Plans HR Training HR Policy Writing & Implementation Organizational Design, Job Analysis, & Compensation Plans HR Program Design & Implementation

5 Learning Objectives 1. Share key findings on productivity drivers 2. Discuss actions for increasing workplace productivity across your entire organization

6 A highly engaged workforce is 50% more productive than an unengaged workforce and displays retention rates that are 44% higher. Source: Weir, J. HR.com Reporting findings of First, Break All the Rules, by Marcus Buckingham and Curt Coffman (Simon and Schuster, 1999) and Now, Discover Your Strengths, by Marcus Buckingham and Donald Clifton (The Free Press, 2001).

7 Impact of Productivity on the Bottom Line

8 Top Productivity Drivers Organizational Culture Performance Feedback and Employee Accountability Management Leadership Skills and Style Professional Development Opportunities HR Policies Workplace Wellness & Health Promotion HR Programs and Practices Compensation and Incentives Employee Engagement

9 Top Productivity Drivers Physical Environment and Ergonomics Employee Leadership, Autonomy, and Innovation Employee Motivation Technology, Tools, and Resources Organizational Structure Communication, Collaboration, and Information Sharing

10 Organizational Culture RAISE YOUR HAND IF YOU HAVE A CULTURE BUILDING PROGRAM IN PLACE?

11 Focus on culture building. Only 12% of organizations have culture building programs in place.

12 I came to see in my time at IBM, that culture isn t just one aspect of the game; it is the game -- Former Chairman of IBM, Lou Gerstner

13 WINNING CULTURES COMBINE TWO KEY ELEMENTS High aspirations Focus on culture building. and a desire High Performance to win Only Passion 12% of organizations have culture building values and External and focus behaviours energy programs in place. Individuals who team Who we are what we value Bias to action Think like owners Unique personality and brand Source: Bain & Company, 2006: Building a Winning Culture

14 Organizational Culture Ask your people 1. If we had the kind of culture we aspire to, what kinds of new behaviours would be common? 2. And what ingrained behaviours would be gone?

15 Case Study: World Class Culture

16 Culture Transformation A strategy that is at odds with a company s culture is doomed. Culture trumps strategy every time. -- CEO, Aetna Struggling due to M&A s that were not a culture fit. Talked to front-line employees that showed disconnect that focus was too heavy on reducing claim costs to detriment of patient care. Identified cultural issue, and then identified historical cultural strengths, and rebuilt the strategy around those strengths. By mid-2000 s went from $300M loss to $1.7 billion gain.

17 Start All Your Meetings On Time Source: Cameron Herold s High Growth Mastermind Group.

18 Tips for Transforming Culture 1. Hire motivated, ownership mentality people. 2. Talk to front line employees to understand root cause of culture disconnects 3. Simplify work processes and decrease stress 4. Use smaller, agile teams (functional and cross functional) 5. Get to know your people as individuals, in addition to the jobs they do 6. Hire leaders that walk the talk and roll up their sleeves to get the job done.

19 Perform Due Diligence on New Hires RECOMMENDED VENDOR FOR BACKGROUND & REFERENCE CHECKS Marty Britton, Owner & CEO

20 Huge Engagement & Productivity Driver Provide more autonomy and self dependence to your people with technical skills. People want to be empowered to make changes to work processes to improve their own performance.

21 UNRELENTING FOCUS ON CORE CAPABILITIES Consider outsourcing non core support functions such as HR, IT, Accounting

22 Productivity Killers WARNING SIGNS: Co workers lack of productivity / follow through. Negative communication, or no communication. Inconsistency in policy adoption. One or more toxic leaders. High absenteeism rate. High turnover rate.

23 Hawthorne Effect Management attention increases productivity. Hawthorne Works, a Western Electric Factory outside of Chicago, Illinois

24 Performance Feedback & Accountability PEOPLE WANT THEIR EFFORTS RECOGNIZED Employees who received predominantly positive feedback are 30 times more likely to be engaged than employees whose performance is ignored. Employee who received predominantly negative feedback are actually 20 times more likely to be engaged than employees who are ignored.

25 Management s Leadership Skills & Style RELATIONSHIPS AT WORK Relations with Management I have trust and confidence in my supervisor. Managers/supervisors/team leaders work well with employees of different backgrounds. I have a high level of respect for my organization s senior leaders. Relations with Peers The people I work with cooperate to get the job done Employees in my work unit share job knowledge with each other.

26 Management s Leadership Skills & Style RELATIONSHIPS AT WORK Participative, Management Style I feel encouraged to come up with new and better ways of doing things Employees have a feeling of personal empowerment with respect to work processes.

27 Organizations with effective leadership have more than 2 x the number of engaged employees than those without effective leadership. Research: Survey: 15 Countries, 28,810 Employees, Broad Sectors Source: How Leaders Drive Workforce Performance. Right Management.

28 Management s Leadership Skills & Style RECOMMENDED VENDOR Renée Safrata, Owner & CEO LEADERSHIP FOR EINSTEINS TRAINING

29 Employee engagement has highest positive correlation with leaders skilled at building organized and efficient workflow processes, and assessing appropriate staff workloads. Do you train your leaders on workflow planning?

30 Development Opportunities 1. Talk to front line employees to understand root cause of disconnects 2. Simplify work processes and decrease stress 3. Use smaller, agile teams (functional and cross functional) 4. Get to know your people as individuals, in addition to the jobs they do 5. Hire leaders that walk the talk and roll up their sleeves to get the job done. 1. What competency gaps exist within the organization? 2. Is there a organizational development plan to fill gaps? 3. What are the career paths for each position? Source: 2015: Tiny Pulse Research of over 400,000 organizations

31 Development Opportunities TRAINING TUESDAYS London, Ontario based company that matches voice talent with customers 1. Talk to front line employees to understand root cause of disconnects 2. Simplify work processes and decrease stress 3. Use smaller, agile teams (functional and cross functional) 4. Get to know your people as individuals, in addition to the jobs they do 5. Hire leaders that walk the talk and roll up their Resulted sleeves in to EE get Engagement, the job done. & opportunity to action development items from performance reviews Ask Employees What Topics They Want More Information/Training on: Company and regulatory policies, how to master Salesforce (CRM system) How to make most of employee benefit packages Using internal processes and procedures

32 HR Policy is a Key Productivity Driver. Embed Brand & Culture into HR Policies. Unlimited Vacation?

33 Productivity by Country Harvard Business Review Study Spending less time at your desk, forces you 1. Talk to front line employees to understand to get things root done cause faster, of disconnects more efficiently. 2. Simplify work processes and decrease stress Did NOT suggest more vacation results in 3. Use smaller, agile teams (functional and cross functional) less stress 4. Get to know your people as individuals, in addition to the jobs they do Country Avg. Vacation Days Productivity 5. Hire leaders that walk the talk and roll up their sleeves to get the job done. per Hour Austria 35 $54.83 / hr Germany 34 $57.36 / hr France 31 $59.24 / hr Belgium 30 $60.98 / hr Norway 25 $75.18 / hr Canada 26 $50.29 / hr United States 13 $67.32 / hr

34 Workplace Wellness & Health Promotion RISK FACTORS: PRESENTEEISM Overweight Poor diet Lack of exercise High stress Poor relations with coworkers & management Workplace health promotion (WHP) is a strategy to enhance on-the-job productivity and may include self-directed on-site exercise and health assessments.

35 Workplace Wellness & Health Promotion CORNELL UNIVERSITY ERGONOMICS RESEARCH LABORATORY conducted a 10 week study at New Century Global with a computer program that reminded workers to keep good posture and take short breaks. Workers receiving the alerts were 13 percent more accurate on average in their work than coworkers who were not reminded.

36 Sweden is presently piloting 6 hour work days. Numerous studies show that productivity turns sharply negative as we move beyond 40 hour work weeks.

37 Workplace Wellness & Health Promotion FLEXIBLE WORK ARRANGEMENTS

38 Value Add for Conference Participants CALL TO ACTION: Go to our website and input your contact information to receive a complimentary benchmarking report of key HR metrics Visit our table for more information on our HR Services, and for an opportunity to win a box of Newfoundland Chocolates. Building compelling cultures that inspire trust and productivity in the workplace

39 Questions / Comments Building compelling cultures that inspire trust and productivity in the workplace SUSAN POWER, MBA, CHRP Owner & CEO susanpower@highertalent.ca HigherTalent_HR Higher Talent Inc. Our national network of HR Consultants are ready to add value to you business.