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1 How Juiced Up is your Business? A Secrets Exposed Audit Process by Helen Macdonald Welcome to the special Juiced Up audit for readers of Secrets of Top Business Builders Exposed. The questions on the following pages are designed to help you assess the energy and alignment of your business and your team. Answering the questions, then looking at the areas of low score, will give you an indication of areas where the juice might be leaking from your business, taking productivity and profits with it. Implementing plans for improvements in some of the items listed in that area will get you started in the path of boosting the juice. Feel free to contact me at helen@helenmac.com if I can be of any assistance, and HAPPY JUICING! H e l e n!

2 The Juiced Up Business Principles. The 5 Juiced Up Principles! are the simple yet highly effective segments of our business success strategy. This self-audit is designed to help you recognise the priority areas that will create the greatest impact in your business. Principles! Access! a. I am energised by my business/work every day. b. My departments and people are well connected to each other. c. We access all of the potential of all of our people. d. My team members encouraged to be their full selves at work. e. We have recognition systems that reward creativity. Move! a. We have a system for measuring and monitoring progress on goals. b. Our people are rewarded for effort as well as results. c. We celebrate successes as well as learn from failures. d. We monitor appropriate activities/behaviours from our team(s). e. I focus on effective productivity for myself & my team(s). Choose! a. I consciously choose strategies to achieve my/our goals. b. I plan the steps required, then implement the plan. c. I regularly expand my thinking to increase available choices. d. All of my/our team(s) understand the action and consequence link. e. Our employees are volunteers, who really want to be at work.

3 The Juiced Up Business Principles. Principles! Stretch! a. I have increased goals and targets realistically in the past 12 mths. b. I m aware of habits that are affecting my/our results. c. I have identified any invisible limitations that affect my/our results. d. All of our team(s) understand the business strategy & direction. e. My/our business a high energy entity. Yes? Yes? No No Bop! (Be on Purpose!) a. Our business is aligned with my personal purpose and mission. b. We are fulfilling our business purpose every day. c. I have clear goals for myself and my/our business. d. All of our team(s) understand the business strategy & direction. e. We have a clear vision of the future for our business. Action Plan: Which Principle had the least Juice (the most No responses)? (circle one) Access! / Move! / Choose! / Stretch! / Bop! Which Item from that Principle would create the most Juice in my Business, right now? What am I going to DO, to get more Juiced Up? For more ideas, or to download 52 Drops for a Juiced Up Life, visit helenmac.com

4 Juiced Up Business Audit Questions As well as applying the five Juiced Up Principles in the business, for maximum success a fully Juiced Up Business will have strategies and plans for implementing improvements in the eight areas listed below. After answering the 50 audit questions, complete the summary to identify your strengths and recognise the priority areas that need focus and enhancement. General: 1. Our employees are committed to the organisation's business success and are happy to tell others about it. 2. Our employees have a clear understanding of, & are measured on, the organisation's goals & objectives & their contribution to them. 3. We have clearly defined Leadership Competencies and our managers are trained and appraised against these competencies 4. We have a strong customer orientation, proven by our employees create value for our customers by being responsive to their needs. 5. We have a good reputation in the marketplace as an employer of choice, with a strong product and brand. 6. Our employees have effective, productive, enjoyable relationships with their co-workers. Attraction & Recruitment: 7. Our recruitment processes enable us to identify people with the right attitudes, behaviours and experiences that will truly add value to our organisation 8. We have developed footprints for all key positions, by analysing our best people and identifying their characteristics. 9. Our job descriptions include requirements for skills; outcomes & achievements; behaviours and attitudes. 10. Our job advertisements include: o Description of the Company that communicates the style of our organisation o Role Description focusing on projects and outcomes o Person Description including personal values and experience. 11. We use an Interview Process which involves people at different levels and from different departments, trained in interview techniques enabling them to identify previous behaviour, as well as likely responses to future situations. 12. When a potential new staff member is identified, our processes include a Letter of Offer with clear Contract conditions, as well as expected behaviours and attitudes on the job.

5 Induction & Orientation: 13. In preparation for the arrival of a new employee, we have a series of checklists to ensure that everything is ready for their first day. 14. We have a clearly defined process for induction and orientation which is followed, or at the very least modified for each new staff member. 15. We have an Orientation Kit for new arrivals which includes regularly updated information on the company, its activities and structure, as well as a checklist for the new employee to complete as part of their induction process. 16. All managers and supervisors follow a process on Day 1 of a new staff member s employment, which includes o being available at their expected arrival time o conducting a tour of the business with introductions to relevant staff o making plans to complete the orientation kit o having a lunch partner arranged. 17. All employees are introduced to the Company s Vision & Values on their first day and their contribution is explained. 18. Where appropriate, a mentor system has been established, with more experienced staff members assigned to assist and support new team members. Goal Setting & Monitoring: 19. All employees have clearly defined written goals for their role and a plan for achieving them. 20. Short and long-term Targets are set in conjunction with all employees, including financial and non-financial outcomes as appropriate, as well as clearly defined expectations of Behaviours, Attitudes and Relationships. 21. Employees are clear about the consequences of achieving or not achieving their goals and managers take responsibility for both communicating and delivering on these consequences. 22. Both positive and negative consequences are clearly defined, not only in terms of monetary outcomes but often include numerous other options. 23. The monitoring of progress toward goal achievement occurs informally, at agreed intervals, with Managers being clear with employees about their reporting requirements. 24. Managers are clear in their delegation of tasks and use a well defined method or model to communicate lines of responsibility and accountability.

6 Improving Performance: 25. We have a simple, fully-functional, well-understood and consistently implemented Performance Appraisal system. 26. Our Performance Appraisal system starts by analysing the employee s perfomance against our Vision & Values. 27. Our Performance Appraisal system incorporates a 360-degree feedback mechanism, where employees and managers assess themselves and each other. 28. Our standard Desired Behaviours have a simple-to-use Scoring Mechanism. 29. Key Performance Indicators include Financial; Business and Personal outcomes and we assess previous year results and set goals for the coming year. 30. All staff are well informed about the process, frequency, implementation, consequences and follow-up of performance appraisal. Training & Development: 31. All staff undertake a regular Training Needs Analysis, to identify gaps in their knowledge and skills, with a link to their job description and to the company succession plan. 32. We provide formal and informal training opportuniites, using internal and external training providers as appropriate. 33. On-the-job training and shadowing of more experienced team members is available to employees as well as traineeships and college courses. 34. Our professional development plans include technical, job-related and interpersonal skills. 35. We encourage our staff to undertake personal development to enable them to maximise their potential. 36. We use registered training authorities to incorporate formal accreditation of some of our training modules, so that staff members can attain a recognised University qualification.

7 Reward & Recognition: 37. Our reward structures recognise the achievement of individual and team targets and are not purely salary or monetary based but include many alternative reward mechanisms. 38. Staff members are able customise their remuneration package with flexible options comprising bonuses for individuals and teams and opportunities for Salary Sacrifice. 39. We regularly conduct internal surveys including measuring Corporate Optimism, Culture, Leadership and Employee Satisfaction 40. We believe that a happy workplace is a productive workplace and incorporate individual team and company-wide activities to energise and boost company spirit. 41. We hold regular social events including team and whole company gatherings inviting spouses and families on occasions. 42. As part of our commitment to supporting the community in which we operate our business staff are encouraged to undertake Community Service or participate in Charity Fundraising Events in an area that they choose. Workplace Culture Management: 43. We have mechanisms in place to monitor workplace attitudes as well as the engagement levels of our staff. 44. We understand the challenge of making changes to our company culture and address these whenever adjustments are made to structure or processes. 45. We apply continuous improvement principles to all parts of our business, adjusting our definitions of the ideal processes, using developments in technology to maximise results. 46. We celebrate successes at individual and team levels and we ensure that all involved learn from our less successful endeavours. 47. Our leadership team undergoes regular development, including behavioural programs and competency in coaching and mentoring. 48. We create and maintain high-performing teams, using the principles of team dynamics. 49. We understand that our culture depends on our leaders beng able to maintain the momentum and positivity of our teams, and to support their staff in the achievement of their goals. 50. We are committed to maintaining a positive, achievement oriented culture in which employees are encouraged to perform at their very best and experience the benefits of their results.

8 Juiced Up Business Audit Summary 1. Attraction & Recuitment (Scale: 1 = Not at All; 5 = Partly; 10 = Absolutely) We have a clearly defined, fully implemented strategy to identify, attract & recruit our ideal high-value staff members Induction & Orientation Our new staff members go through a comprehensive introduction to our business, their team & their role Goal Setting & Performance Management All staff are clear about their goals and our expectations of their behaviours & outcomes, and they are measured against them Improving Performance We have a regular performance appraisal process, which measures past outcomes and sets future objectives Training & Development All staff are able to maximise their performance through professional & personal development in technical & soft skills Reward & Recognition Our flexible reward system is structured to recognise both individual & team performance plus management & specialist contribution Workplace Culture Management We consistently monitor and adjust our culture, leadership and business processes, to maximise company results