CRAVE! The Ultimate Habit for Accelerated Culture Change Sponsored by: Gregg Lederman & Stacy Lake Brand Integrity
Your Brand Integrity Speakers Gregg Lederman Founder and CEO glederman@brandintegrity.com 585-442-5404 Stacy Lake Senior Account Executive slake@brandintegrity.com 585-200-7688
DISENGAGED
Employee Engagement Drives Business Results A What does ENGAGED look like? Think about your MOST ENGAGED employee. What does that engaged employee do? What is the impact of his/her behavior? (On your business? Your customers? Your employees?) B 1. 2. 3. Think about your LEAST ENGAGED employee. What does that unengaged employee do or not do? 1. 2. 3. 1. 2. 3. What is the impact of his/her behavior? (On your business? Your customers? Your employees?) 1. 2. 3.
What creates motivation? A study from 1955-1959. The opening sentence of his book: The findings from our study of job motivation provides a breakthrough with respect to insights into the nature of job attitudes and behaviors which profoundly impact employee performance. Frederick Herzberg
Our research will help leaders put into practice work systems that help the workforce live better and more fruitful lives while also achieving the following economic benefits: 1. more productivity 2. decreased employee turnover 3. decreased employee absenteeism 4. overall better work environment
Two primary motivators
Two primary motivators: 1. Achievement: A feeling of accomplishment, relevance, purpose and or meaning. 2. Recognition: When others notice and praise as a showing of respect for doing good work.
Overwhelming Evidence About What Motivates Humans At Work 1948 1955 1957 1962 Men Desire a Sense of Self-expression to Feel Good About Their Work People Work to Fulfill a Purpose and Gain a Sense of Accomplishment When Personal Needs are Satisfied, Employee Turnover Goes Down Higher Self-esteem Leads to Confidence and Better Overall Performance 1964 Rewards May Not Work the Way We Think They Do
What Motivates Humans At Work 1955 would If you inherited enough money to live comfortably, you still work? 80% of workers said Yes! Desire to do something interesting Sense of purpose/accomplishment Feeling of self-respect
THREE THINGS PEOPLE CRAVE AT WORK
Respect What people Purpose CRAVE AT WORK Relationship
Want to change culture? Give employees what they crave. CRAVE COMING FALL 2018!:
of employees wish they received more recognition of leaders say they could do more to recognize others of employees say they have not been recognized in past year of employees say they would work harder if they felt their efforts were better recognized of employees who quit their jobs cite a lack of appreciation as a key reason
All Generations Want 1. Growth opportunities 2. Good managers who care about them 3. Jobs suited for their talents and interests
Younger Generations Want a Little More 1.Sense of purpose 2.Frequent communications 3.Connection and collaboration via technology
What Causes Great Work? What is the most important thing your manager or organization does (or could do) to cause you to produce great work? #1 response Recognize Me!
The Threesome of Brain Chemicals
The Threesome of Brain Chemicals!
The Threesome of Brain Chemicals
The Threesome of Brain Chemicals
Let s Summarize: 80 years of evidence on what we CRAVE to become more motivated Leaders like to be recognized Most humans CRAVE more recognition Most leaders admit, they don t recognize others enough Brain chemicals make us feel good and accomplish more Employee engagement has barely budged in 18 years
Being Strategic with Recognition Replicates Your Best People
What Business Results Matter Most In Your Work Area?
Step 1: How do you measure success? List the metrics that matter most to you, your team and/or the company. Sample metrics 1. Resident satisfaction 2. Census/absorption/# of new residents 3. Resident complaints 4. Program participation 5. Quality of care outcomes 6. Employee turnover/absenteeism 7. Safety issues/incident reports/insurance
Step 2: What actions can you strategically recognize to accelerate your business results? If you want to see more or less of something recognize the actions that lead to it. SAMPLE: Selected metric: Reduce employee turnover Employee actions to recognize: 1. Offer to help or assist a new employee 2. Share ideas that make for a better place to work 3. Introduce process improvements that create efficiencies 4. Offer to help cover shifts when teams are short-staffed
A thought or behavior that is repeated over and over it becomes almost involuntary.
Thank you Again To Our Sponsor
brandintegrity.com (585) 442-5404