Motivating Employees to a Winning Performance Lynne Vu Principal Human Capital Consultant The Executive s Roadmap to Best-in-Class HR Strategy 2015 2016 TriNet TriNet Group, Group, Inc. All Inc. rights All reserved. rights reserved. Reproduction Reproduction or distribution or in distribution whole or part in without whole express or part written without permission express is written prohibited. permission is prohibited. This proprietary communication has been prepared for This educational proprietary communication and information has purposes been prepared only. for The educational content and does information not provide purposes legal only. advice The or content legal does opinions not provide on any legal specific advice matters. or legal opinions Transmission any specific of this matters. information is not intended to create, and receipt Transmission of this information is not intended to create, and receipt does not constitute, an attorney-client relationship between TriNet and you. TriNet is not an insurance company, but does not constitute, an attorney-client relationship between TriNet and you. TriNet is not an insurance company, but rather is the single-employer sponsor of all of its health benefit plans. Nothing rather is the single-employer sponsor of all of its health benefit plans. Nothing contained herein constitutes an offer to sell, buy, or procure insurance. contained herein constitutes an offer to sell, buy, or procure insurance.
Welcome Jacqueline Breslin Director, HR Center of Expertise Based in San Leandro, CA More than 20 years experience in Human Resources Leads a team dedicated to compliance, workplace investigations and challenging employee relations issues Experience implementing and managing HR programs to include policy development, performance management, compensation, recruitment and retention, learning and development, coaching and M&A activity 12/20/2016 2
Meet Our Subject Matter Expert Lynne Vu Principal Human Capital Consultant Based in Los Angeles, CA SPHR Certified More than 20 years of experience in the design, development and implementation of human capital processes Partners with executives on human resources strategy, benefits, employee relations and compliance issues MBA with concentration in organizational development 12/20/2016 3
Agenda Creating a culture of trust Creating a culture of performance management Investing in and developing your employees Recognizing and rewarding talent Q & A 12/20/2016 4
Creating a Culture of Trust 12/20/2016 5
Creating a Culture of Trust Listen Be open to change Give employees freedom Don t punish failure Separate poor performers from performers who just need direction Establish and maintain integrity Build in accountability Ask for feedback and make it safe for people to be honest with you 12/20/2016 6
Creating a Culture of Performance Management Performance Management = Ongoing Daily Coaching Starts from the executive leadership team. Expectations and Goal Setting: what employees are trying to achieve and how they can succeed. Real-time and Continuous Feedback: gives the employee an opportunity to improve and ask for support if needed Employees want to be challenged and recognized Recognize that growth isn t always linear 12/20/2016 7
What Is Performance Management? Performance Management (PM) is a series of activities to ensure that goals are consistently being met in an effective and efficient manner. Set Expectations Establish Goals Ongoing Performance Communication Performance Improvement and Reward Data gathering, observation, and documentation Performance Meetings 12/20/2016 8
Performance Management We don t have time for all this!! 12/20/2016 9
Performance Management - WHY DO IT? Consequences of not creating a culture of trust and performance management Productivity declines Business opportunities lost Employee morale dips Top performers leave 12/20/2016 10
Investing in and Developing Your Employees 12/20/2016 11
Investing In and Developing Your Employees If you asked your employees, would they say that they have the opportunity to use their strengths at work: A. Consistently each and every day? B. Sometimes they have the opportunity to use their strengths at work? C.Never have the opportunity to use their strengths at work? 12/20/2016 12
Where to Begin First you need to assess where you are Identify, select and develop your key talent Who can you not afford to lose? Recognize and develop employees who are highly qualified for succession planning Allocate developmental opportunities and training resources based on those who have been identified as having unique skills and talent Then think about where you re going. What do you want to achieve? How will you measure success? 12/20/2016 13
Our People are our greatest asset In today s knowledge and service economy the value of an employee lies in their creativity, innovation and good judgment. Our people s strengths are our greatest asset! An organization shouldn t focus on people s strengths just to make them happier. It should also do so to make them better performers. 12/20/2016 14
Employee Engagement Those who do have the opportunity to focus on their strengths every day are: 6x as likely to be engaged in their job 3x as likely to report having an excellent quality of life 12/20/2016 15
Make Development a Priority Creative programs can be implemented to drive development and further invest in your employees Carefully planned orientation to the role and organization Coaching Interim and emergency assignments Stretch assignments Task force assignment Extracurricular activities E-Learning 12/20/2016 16
Recognizing and Rewarding Employees 12/20/2016 17
What is Employee Recognition? Employee recognition is the open acknowledgement or expressed appreciation of a person or team s efforts. Recognition is not the same for everyone. Think about what would be appreciated by the person being recognized. 12/20/2016 18
Why Recognition Is Important A recent study by the American Psychological Association confirms that the #1 reason employees leave their current job is because they feel unappreciated. Half of all employees who do not feel valued plan to look for another job in the next year Employees who feel valued have better physical and mental health, and higher levels of engagement, satisfaction and motivation 12/20/2016 19
Recognition Best Practices Offer employee reward options Identify what is meaningful to your employees Keep employee recognition fresh Recognize all levels of employees Make sure recognition is given consistently Keep it simple Make it timely 12/20/2016 20
Innovative Recognition Ideas Contests and games Flexible work hours Allow for telecommuting Rewards for using suggestion box items Assign employee a preferred parking space Create an award from peer nominations Throw a surprise party Group lunches and don t forget, the most inexpensive and effective way to recognize your employees is simply to say Thank You. 12/20/2016 21
Summary of Best Practices Be open to change Acknowledge that you may not know everything Give your employees opportunities to grow Allow employees to do work that can help them inspire others Talk to employees about what is going on in the organization Focus your programs on what your employees find to be important (ask them!) Money is not the top driving force for all employees Drive employee engagement by creating a culture of trust, performance management and recognition. 12/20/2016 22
About TriNet TriNet provides small and midsize businesses with a full-service HR solution so they can free themselves from the complexities of HR and focus on their goals. As their trusted HR business partner, TriNet assumes many of the responsibilities of being an employer and helps these companies contain HR costs, minimize employer-related risks and relieve the administrative burden of HR. TriNet offers bundled HR products tailored by industry and strategic HR services, resulting in a comprehensive and empowering solution. Learn more about TriNet at TriNet.com or call 888.874.6388. 12/20/2016 23