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10/14/2019
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The Human Centric Workplace
Presentation for
Fall 2019
Let’s Connect
Cory A. GodwinWalton County Sheriff’s OfficeDirector of Jail OperationsCell [email protected]
www.waltonso.orgwww.ileadiserve.wordpress.com
Impact of Occupational Stress
40% of workers reported their job was very or extremely stressful.
25% view their jobs as the number one stressor in their lives.
26 percent of workers said they were “often or very often burned out or stressed by their work”
Job stress is more strongly associated with health complaints than financial or family problems.
American Institute for Stress (2018)
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Impact (Continued) $300 Billion per year spent in stress related health care costs.
77% of people in offices across the U.S. are regularly experiencing physical malfunctions caused by stress.
73% of U.S Citizens are dealing with psychological issues that are caused by stress.
60% of 26,000 workers were so unhappy that they would prefer to choose a new career.
American Psychological Association
Job Strain – Negative Reactions
Anger
Anxiety
Frustration
Job dissatisfaction
Psychological
Physical symptoms
Illness
Physical
Accidents
Substance Abuse
Smoking
Turnover
Behavioral
Physical Symptoms of Stress Feeling anxious, irritable, or depressed
Apathy, loss of interest in work
Problems sleeping
Fatigue
Trouble concentrating
Muscle tension or headaches
Stomach problems
Social withdrawal
Loss of sex drive
Using alcohol or drugs to cope
(American Institute of Stress, 2018)
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Primary Job Stressors
Role Ambiguity and Role Conflict
Workload
Social Stressors
Organizational Politics
Machine Pacing
Organizational Politics
Selfish Actions
Lack of trust
Conflict
Excessive bureaucracy
Favoritism
Cliques
Controlling Information
Desired Environmental Factors
Positive relationships with supervisors and managers
Positive relationships with co‐workers (Socialization)
Opportunities for advancement (growth/development)
A worthy vision (Organization, leadership)
Feeling appreciated
Being listened to
Recognition given when earned and deserved
Feeling of fitting in (Self Actualization)
Management flexibility
Money (maintainer not motivator)
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A Crisis In Leadership
Over 130 million people or 7 out of 8 people don’t believe the organization they work for CARES about them.
Only 49% of employees trust their managers.
Only 28% believe information from their leaders are credible.
Who are these 7 out of 8 people?
Mothers
Fathers
Sons
Daughters
Grandchildren
Friends
Neighbors
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Our Leadership Challenge…
Create organizational environments where people matter and are valued.
Vs.
Being viewed as objects used for success or profits
Human Centric Workplace Development
People don't give ideas, discretionary efforts, enthusiasm, followership, or their best work to people they don't trust.
Organizational Health
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Bay County Tax Collector Values
Build Community
Hire, Retain and Celebrate Talent
Extend Respect and Grace to All
Embrace Challenge & Seek Growth
Deliver Service with Excellence
Hold Oneself & Each Other Accountable
Seek Opportunities to Serve Others
WCSO Jail Division Values – We believe in…
1. The worth of the individual
2. Honesty in all our communications
3. Maintaining individual and collective integrity
4. Hiring, retaining and celebrating talented corrections professionals
5. Continuous improvement in ourselves and our work
Trust is Essential For Basic Human Survival
Trust and loyalty are emotions
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Six Primary Classes of Emotions
Happiness
Surprise
Fear
Sadness
Disgust
Anger
The ventral striatum is considered a key pathway in human reward processing and positive emotions.
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Trust, Social Connectivity, and Well‐Being Are Intertwined
Healthy People Centric Organizations
Well Being
Social Connectivity
Trust
It all starts with a great start!
Onboarding
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What Top Talent Wants…
Better Boss
Brighter Future
Bigger Vision
You have to tell that story for recruitment…
Great Leaders…SERVE
Brighter Future…What is your Vision
Our Vision:
A team of results‐driven corrections professionals committed to protecting the public, maintaining order, and building better people.
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Know Your People – One on Ones
• Scheduled
• Weekly, at least once per month
• 10‐30‐Minute Meeting
• With Each of Your Team Members
• The Manager Always Takes Notes
The Feedback Model
1. Ask
2. State the Behavior
3. State the Impact of the Behavior
4. Encourage (ask for) Effective Future Behavior
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Focus on Happiness and Well‐being
• View workplaces as environments within which people are living their lives
• Organizations and leaders should focus on developing employees as not only professionals, but as people.
• Work pressure and stress are the most common reasons for sick leave
Physical Environment – Office
Direct involvement in strategy development
Individual Career Development Planning
Standards vs Policies
Model the way. It begins with the Leader
Onboarding and Socialization
Additional Strategies
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The Environment
Parents
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The act of “Love” is a choice…
Over 30 years after….the work
Deep Emotional Connections Occur When:
• Share passions, dreams and aspirations: ‐ Create opportunities
• Connect Deeply Through Peer Coaching: Candor and Caring
• Talking About Challenges With Others: Friends for Life
Social Connections
Well Being
Trust
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COMMUNITY is a place where people:
KNOW and are KNOWN
SERVE and are SERVED
LOVE and are LOVED
CELEBRATE and MOURN together
Relationship is the foundation of accomplishment. The more depth and breadth to our relationships, the more we are able to accomplish…TOGETHER.
Social Connections
Well Being
Trust
We all have around 80 Summers
Bay County Tax Collector Team
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HOW YOU CARE MATTERS!
Let’s Stay ConnectedCory A. Godwin
Walton County Sheriff’s OfficeDirector of Jail OperationsCell [email protected]
www.waltonso.org
www.ileadiserve.wordpress.com
