ENABLING A Powerful Company Culture

CAGC HR/Safety Conference 2014

ENABLING A Powerful

Company Culture

Employee Engagement

Claudia Dodgen VP Employee Services

Crowder Constructors Inc.


FOCUS • Programs to better esprit de corps, workforce

health and productivity • Motivating our employees (inc. keeping them

motivated and content in their jobs) • Creating a working environment conducive to

carrying out company goals and bettering the employee experience


PEOPLE are the

BEATING HEART of the company


THEIR ACTIONS (When You Are Looking AND When You Are Not)

DEFINE YOUR CULTURE


How do we control (or at least influence) the ACTIONS of people with FREE WILL?


OUR “GO TO” ANSWER FOR YEARS HAS BEEN…

EMPLOYMENT-AT-WILL A common-law rule that the employment relationship can be terminated by EITHER the employer OR the

employee at any time for any reason (not unlawful).


SO… You AND your employees can END THE RELATIONSHIP at ANY TIME for ANY REASON

(not unlawful).


KEEP the great / good ones—includes knowing when to “end relationships” GROW everyone to their potential—offering targeted training that advances people to the next level GET the best—filling openings with the cream of the crop…in other words, being a PREFERRED employer


Reid Hoffman, co-founder and executive chairman of LinkedIn has published a new book—The Alliance: Managing Talent in the Networked Age. “The employment relationship is broken. In an era of at-will employment, company loyalty is scarce and long-time ties are scarcer. “It’s just business” has become the ruling philosophy—especially when layoffs hit—and workers are encouraged to think of themselves as “free agents.” Yet bosses and hiring managers still ask workers to COMMIT to the company without COMMITTING to them in return. This can create a relationship built on mutual self-deception.”

EMPLOYMENT AT WILL, CIRCA 2014


The “Tour of Duty” Framework • At LinkedIn Corp, he offers explicit “deals” to

talented employees. • If they “sign up” for a 2 to 4 year “Tour of Duty”

and make an important contribution to some part of the business, Reid and the Company help advance their careers…preferably in the form of another Tour of Duty with LinkedIn.


GOAL: Engaged employees working to

achieve tangible results


IT’S ALL ABOUT CHOICES CHOOSE to focus on the CULTURE that

enables and engages employees—resulting in…

a CHOICE to perform and add value, a CHOICE to grow, a CHOICE to stay.



A Strong Safety Culture should always be a 5 for ANY Construction

Company!





• Do not hesitate to lead THINGS YOU CAN DO RIGHT NOW


The PRESENCE and ABSENCE of Leadership influences the

Culture, and a choice to LEAD is always noticed…and impacts

results


• Do not hesitate to LEAD • Be a ROLE MODEL…for everything

THINGS YOU CAN DO RIGHT NOW


POLICIES

Results

Wellness

And the list goes on…

ROLE MODEL


• Do not hesitate to LEAD • Be a ROLE MODEL…for everything • Be a CONDUIT for people and

ideas—CONNECTIVITY is the power lever of this century



LinkedIn

Internet

Facebook Twitter

Get and Stay Connected


• Do not hesitate to LEAD • Be a ROLE MODEL…for everything • Be a CONDUIT for people and

ideas—CONNECTIVITY is the power lever of this century

• Beware of the SIDELINES



• Do not hesitate to LEAD • Be a ROLE MODEL…for everything • Be a CONDUIT for people and ideas—CONNECTIVITY is the

power lever of this century

•Beware of the SIDELINES



PEOPLE are the

BEATING HEART of the company


THEIR ACTIONS (When You Are Looking AND When You Are Not)

DEFINE YOUR CULTURE


YOUR ACTIONS (When THEY Are Looking AND When THEY Are Not)

DEFINE YOU as a LEADER in your CULTURE

Documents

ENABLING A Powerful Company Culture