scamardo.monday.engaging staff

ENGAGING STAFF DURING TIMES OF CHANGE

2013 Annual Training Conference

Dr. Monica Scamardomonica@variateconsulting.com

Millennials

• desire immediate feedback • prefer the instant gratification of texting to the slow

response of email• prefer casual attire at work• want more flexibility with scheduling and work location• value the nature and importance of the work over the pay

and benefits• want to be involved in strategy and not only in executing

it

From Dan Schawbel

Results

Accountability

Commitment

Crucial Communications

Trust

Relationship Between Change, Trust & Results

Lencioni, 2002

“Trust is the willingness of one to be vulnerable to the actions of another whose behavior and actions they cannot control.”

--Academy of Management

Components of Trust

Competence

Benevolence

Character

Resource: Mayer, Davis & Schrooman, 1995

Results of Trust in the Leader

organizationalproductivity

job satisfaction high performance

collaborative teams

positive opinions of leader

innovative behavior

crucial communications

achieved goals organizational alignment

Circumstantial Reasons for Trust

• Sense of control/influence• Perceived similarity• Consistency• Expectations met• Understand motives behind actions

What are the

3 causes of distrust

in organizations & teams?

Change

Uncertainty

Inconsistency

Results of Low Trust

suspiciousnessturnover presenteeism

marginal work lack of communication

time wasted

increasedoperating costs

gossip fear

Best Practices for Building Trust

Make & Keep Commitments Explain decisions & direction

Give RecognitionGet Results

Seek & Implement Feedback Sever Grapevine

Be VisibleUse Empathy

Acknowledge ErrorsEngage in Crucial Communications

Every

interaction with every

person creates the opportunity for

trust or for

distrust.

creates the opportunity for

trust or for

distrust.

creates the opportunity for

trust or for

distrust.Dr. Monica Scamardowww.variateconsulting.com

512.914.6484