Download - Maintaining A Positive Culture In Difficult Times

Maintaining a Positive Culture in Challenging Times

Steve MitchinsonManaging PartnerNational Chairperson ATA

May 2009

“The time demands strong minds, great hearts, true faith and willing hands…” Josiah Gilbert Holland, 19th Century Poet


Phil EveristManaging DirectorAlive & Kicking

Your illustrious panel for today

Ron McLachlanManagerPolice Assistance Centre

Joan BrierleyATA Chapter Chairperson WA

Neil HarrisonProject ManagerIinet Ltd

Culture : Why it is important

Gallup 38% higher customer satisfaction scores22% higher productivity, and27% higher profits!

Families and Work InstituteEarnings & Benefits have only a 2% impact on Job SatisfactionJob Quality and Workplace Support have a combined 70% impact.

Watson Wyatt maintaining a positive reputationbeing appreciatedbelieving that the work is importanthaving interesting assignments.

Towers Perrin –an environment of stimulation, contribution, recognition (monetary and otherwise)development, learning and support (from day-to-day management and senior leadership)

The Society of Human Resource Management - "How can we keep talent from jumping to our competitors?“

Putting you and your business in the fast lane

What does it mean to be “engaged”

• A heightened emotional and intellectual connection an employee has for

his/her job, organisation, manager or co-workers that, in turn, influences

him/her to apply additional discretionary effort to his/her work.

In a nutshell…Engaged people like Engaged people like

coming to work,coming to work,and are inspired to and are inspired to

do their bestdo their best!


Questions to Ponder

The situation:•An aging workforce filled with baby boomers who suddenly can’t afford to retire•Proliferation of Gen Y managers who aren’t equipped to lead in troubled times•Negative impact of employee engagement organisational performance

So lets have a look at: •How do you evaluate employee data and use it to make a difference on engagement levels •How do you energise and motivate your workforce during the change periods •The impact of “corporate responsibility” on employee engagement•Understanding your roles & impacts as leaders in creating a culture of engagement


Workforce Trends We can Expect


Top 5 Talent Management Opportunities

Best-in-class companies will take advantage of the downturn to address their post-recessionary talent management requirements in five key areas:

1.1. Take advantage of talentTake advantage of talent

2.2. Use the downtimeUse the downtime.

3.3. Listen to employeesListen to employees

4.4. Leverage (and evaluate) your leadersLeverage (and evaluate) your leaders

5.5. Encourage all levels of leadersEncourage all levels of leaders

From: Recessionary Management: The Top DOs and DON’Ts for Managing Talent in the Current DownturnCopyright © 2009 Human Capital Institute and Taleo Corporation.


Top Tips To Attract, Retain and Motivate EmployeesBy Don Grimme, Co-founder GHR Training Solutions

1. Pay employees1. Pay employees

2. Respect

3. Praise accomplishments...and attempts:

4. Communication

5. Recognition

6. Involvement

7. Listen

8. Share Information

9. Celebrate

10.Create Opportunity


mailto:[email protected]

mailto:[email protected]

Drivers of Employee Engagement

Trust & IntegrityPersonal

relationship with Manager

Co-workers / Team members

Employee Development

Career GrowthOpportunities

The Type of work Pride in the BrandDirect links between

Individual & CompanyPerformance

There are many things we can do to create an engaged workforce…











The Culture











Corporate & Social Responsibility


Corporate & social Responsibility

Employees cite corporate responsibility issues as one of their key criteria when choosing an employer - an organisation’s ability to retain employees may depend on its ability to meet individual work requirements and align business practices with employees’ values

•84 per cent of employees want to work in an environmentally-friendly

office.

•90 per cent of women and 78 per cent of men said their employer should

have the environment at the top of mind.

•81 per cent of 18-24 year-olds wanted to work in a ‘green’ office, as did 86

per cent of 35-49 year-olds.Source:USING ICT TO DRIVE YOUR SUSTAINABILITY STRATEGY, Telstra 2009


Disengagement Purposefulness

Procrastination Distraction

FF

OO

CC

UU

SS

ENERGYENERGY

High

Low

Low High

Employee Engagement Quadrant

DisengagementDisengagement PurposefulnessPurposefulness

ProcrastinationProcrastination DistractionDistraction

FF

OO

CC

UU

SS

ENERGYENERGY

High

Low

Low High

Employee Engagement Challenge

Possible Approaches

OrganisationalOrganisationalInterventionsInterventions

CommunicationsCommunicationsInterventionsInterventions

ManagerialManagerialInterventionsInterventions

• Keep promises & follow through - Walk the Talk• Open and honest• Tell it like it is – even when bad news or a difficult

topic – balance +ve & -ve• (Visibly) Rewarding the right people for the right

reasons

• Building one on one relationships and trust• Demonstrate how individuals contribute to

organisational goals (strategic communications)• Employee Surveys• Consistent, regular face to face communication• Timely and honest responses to what is heard from

employees – “Captain Rumour”

OrganisationalOrganisationalInterventionsInterventions

CommunicationsCommunicationsInterventionsInterventions

ManagerialManagerialInterventionsInterventions

• Empowerment - Flatten managerial and decision-making hierarchies.

• Increase autonomy and decision-making authority. • Using cross-functional teams• Structured development and Effective career

mapping

• Keep promises & follow through - Walk the Talk• Open and honest• Tell it like it is – even when bad news or a difficult

topic – balance +ve & -ve• (Visibly) Rewarding the right people for the right

reasons

• Building one on one relationships and trust• Demonstrate how individuals contribute to

organisational goals (strategic communications)• Employee Surveys• Consistent, regular face to face communication• Timely and honest responses to what is heard from

employees – “Captain Rumour”


Wisdom of Spencer

Employees leave their managers, not their employers

So how can youyou improve your ROI - your Return on Interactions


Introducing Whole Brain Thinking


A Whole Brain Approach


Leveraging Individual Strengths


Tick your top then to reveal up to 30 opportunities to improve

Engage – Don’t Frustrate


Tick your top then to reveal up to 30 opportunities to improve


Phil EveristManaging DirectorAlive & Kicking

Your illustrious panel for today

Ron McLachlanManagerPolice Assistance Centre

Joan BrierleyATA Chapter Chairperson WA

Neil HarrisonProject ManagerIinet Ltd

Steve MitchinsonManaging PartnerNational Chairperson ATA

Download - Maintaining A Positive Culture In Difficult Times

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