when morale matters sukh chugh. :(: delivering paper made my own decisions
TRANSCRIPT
WHEN M
ORALE M
ATTE
RS
SU
KH
CH
UG
H
:(:
Delivering Paper
• Made my own
decisions
Stuffing Flyers
• Became an expert
Sega Channel
• Tied to a national
goal
Be the Cause• Hundreds of active
volunteers • Numerous chapters
worldwide• Reward for the work
was the work itself
Governing principles• Those who did the
work made the decisions
• Volunteers were our customers
• Servant Leadership
Managing Others
• Compensation ≠ Effort
• Positional Wealth > Absolute Wealth
• Justice / Fairness
Compensation
• $550 Billion lost in disengaged employees.
• 26% engaged; 55% not engaged; 19% actively disengaged = 10% payroll wasted.
• 15% of employee success is attributed to skill, training or intelligence; 85% from attitude and personality.
• Replacement: 2 to 4 times a person’s salary
• Engaged employees = Productivity
• Deliver Happiness
Why this matters?
• Exciting, challenging or meaningful work
• Supportive management / good boss
• Being recognized, valued, respected• Career growth, learning and
development• Flexible work environment
What matters?
Different strokes for different folks• Millennials v.s. Baby
Boomers
WHAT GOES WRONG?
• Acquisitions
• Organic promotions
• High growth
Value
Purpose
Meaningful Work
Being Recognized,
Valued, Respected
Supportive Managemen
t / Good Boss
Trust
Autonomy
Supportive Managemen
t / Good Boss
Personal
Growth
Mastery
Exciting or Challenging
Work
Supportive Managemen
t / Good Boss
Career Growth,
Leardning and
Development
Research
What employees wantTalent Development Framework
VALUE
• Managers make an effort to connect team members to other parts of the organization.
• Team members know how their contributions create value for the organization.
• Team members are recognized for their efforts in a genuine way.
TRUST
• A culture of comfort exists where team members can share their ideas openly.
• Team member input is incorporated into decision making whenever possible.
• Managers are honest with team members; can admit their own weaknesses and mistakes.
• Managers genuinely care for their team members’ professional success.
• Managers can set aside their own agendas for the well-being of the team.
PERSONAL GROWTH
• Team members are placed in positions where they are challenged but still feel supported.
• Failure is seen as a healthy advancement towards personal and professional growth.
• The growth of the organization does not outweigh the growth of the individual.
MAKE IT WORK
Assessment
Training
Goal Setting and Performance Reviews
Development Plans
Succession Planning
Executive Coaching
Monitor and Evolve
“We all have the money.
We all have the technology.
The only differentiator is the people.”